Business Entrepreneurship Essay Example | Topics and Well Written Essays - 1000 words

Business Entrepreneurship - Essay Example Web advertising in this stage in the wake of creating an achievable measure of gift solicitation can again end up being helpful from numerous points of view. For instance, the site can likewise assist with picking up the help of experts for this situation with no additional expense. Correctly, the online journals creation can be valuable to perceive the strong donators and sort out them at last. Another goal of the group was to set up another rec center in the nearby network. To accomplish this goal the group will need to deal with a sufficient space inside the structure. The fundamental supplies that the group ought to be centered around for this situation are the types of gear, one coach in any event, a changing and a resting space for the members. What's more, the piece of participation gifts ought to likewise be thought of. The upsides of site planning is very noteworthy on account of New Wave Youth Club, along these lines it requests a consistent improvement to continue the position. To form the site into a ‘Killer Website’ the group should be centered around the traits of speed, client assistance and contribution of new up-reviewed innovation also. For example, the group can sort out mindfulness programs, or engaging games which will be powerful to pull in potential donators and different providers.

Networking Topologies Authorization and Transaction

Question: Examine about theNetworking Topologiesfor Authorization and Transaction. Answer: Given, B= 6.8 MHz (transmission capacity) SNR= 132 (sign to clamor proportion) C= Bit Rate. C=B log (1+SNR) = 6.8x106 log2 (1+132) = 6.8x106 log2 133 = 48 Mbps. Let, L be the quantity of signs Subsequently, C = 2 x B x log2 (L) 0r, 48= 2x6.8xlog2L Or then again, log2 L=48/(6.8x2) Or then again, log2 L= 3.56 0r 4 (around) Or then again, L = 24= 16. Given, Edge size = 5 million bits Proliferation speed = 2.2x 108 m/s Length of the connection = 1900 km = 1900 x 103 Subsequently, Processing delay = 1.8 x 10 mS = 18 mS. Data transfer capacity = 8 x 106 bps In this way, Transmission time = 5 x 106/8 mS = 62500 =.625 s Lining time= 10 x 3.5 mS = 35 mS. Spread time = 1900 x 103/2.2x 108 uS = 8 uS Complete postpone time = 35 + 18 + .08 + 62500 = 62551.08 mS = .63 sec The all out postpone time is .63 sec. The predominant part is the transmission delay. The irrelevant part is the spread time. Figure 1. The POP 3 State outline Source: (made by Author) The POP 3 convention has four states: Approval, Transaction, Update, Closed After the Authorization of association the association is set up. After the foundation of the association the exchanges take places. After the finish of the exchanges they are refreshed. On consummation of the update the POP 3 is shut. Book reference Bajde, D. (2013). Purchaser culture hypothesis (returns to actornetwork hypothesis: Flattening Holme, P. (2015). Current fleeting system hypothesis: a colloquium.The European Physical Journal B,88(9), 1-30. Huang, X., A, H., Gao, X., Hao, X., Liu, P. (2015). Multiresolution transmission of the relationship modes between bivariate time arrangement dependent on complex system theory.Physica A: Statistical Mechanics and Its Applications,428, 493-506. Ors, R. (2014). Advances on tensor system hypothesis: balances, fermions, trap, and holography.arXiv preprint arXiv:1407.6552.

The Rogerian approach to therapy and its limitations

The Rogerian way to deal with treatment and its restrictions One of the expressions that Carl Rogers used to portray his treatment is strong, not reconstructive. It is conceivable to disclose an individual to himself, to recommend steps which should lead him forward, to prepare him in information about an additionally fulfilling method of life. Be that as it may, such techniques are, in my experience, purposeless and irrelevant. The most they can achieve is some impermanent change, which before long vanishes, leaving the individual like never before persuaded of his deficiencies (Rogers 1961, p33). Impacts Rogers never embraced explicit preparing as a psychotherapist (Rogers and Russell 2002, p242), and was at first vigorously impacted by his adolescence and the limitations and control practiced by his folks and by an early coach, Goodwin Watson. Thoughtfully, Rogers refers to Emerson, and specifically Kierkegaard and Buber as his key impacts (Rogers and Russell 2002, p169). Clinicians impacting him included Maslow, Combs and Snygg (Nelson-Jones 2000 p99) Rogers faith in a people limit with respect to self-heading albeit essentially established on his clinical experience㠢â‚ ¬Ã¢ ¦was buttressed by his comprehension of Ranks work (Rogers and Russell 2002, p9), and he discusses being tremendously affected by Jesse Taft and Frederick Allen just as suggesting crafted by Karen Horney in his paper on more current ideas in psychotherapy in December 1940. Hypothetical Development Corey (2001, p170) references Zimring and Raskins (1992) distinguishing proof of four conclusive times of improvement in Rogers approach, starting during the 1940s with the presentation of non-order guiding. Corey remarks He caused an incredible disturbance when he tested the fundamental presumption the instructor knows bestà ¢Ã¢â€š ¬Ã‚ ¦Based on his conviction that symptomatic ideas and methodology were lacking, biased, and regularly abused, he discarded them from his methodology. During this time Rogers put accentuation on a lenient and non-mandate atmosphere expecting to pick up understanding into customer sentiments. During the subsequent period, Rogers moved concentration from the advisors approach onto the phenomenological universe of the customer. The customers inside casing of reference and the actualising propensity as the driver for change got consideration, with the methodology in this way being renamed customer focused treatment. The third time frame watches Rogers further refine his methodology, concentrating on the idea of turning into the self one genuinely is (Corey p170), or the vital and adequate states of treatment as laid out by Rogers in his article in volume 21 of the Journal of Consulting Psychology in 1957 (Kirschenbaum and Henderson p 219-235), in which he clarifies his speculation for a lot of facilitative conditions identified with psychotherapeutic change. Rogers additionally embraced broad investigation into the customer/advisor relationship as of now. The last stage laid out is 1970 onwards when the center got far more extensive, enveloping instruction, industry and world governmental issues, consequently turning into the individual focused methodology. Rogers early work in advising and psychotherapy accordingly sketched out new ideas in the realm of psychotherapy recommending another method for survey the treatment relationship. These improvements brought about the plan of a non-mandate approach with an accentuation on the present rather past, sentiments instead of considerations and focussing on the customers as opposed to the specialists assets. This prompted a strong treatment relationship, which Thorne (1992) trusts Rogers kept up as key to the remedial procedure for an incredible duration. the entire reasonable structure of Rogers thoughts lays on his significant experience that individuals become progressively trust-commendable once they feel at a profound level that their abstract experience is both regarded and dynamically comprehended (Thorne 1992, p26) Key Concepts In a 1957 article in the Journal of Consulting Psychology, Rogers recorded the states of the helpful procedure where such an environment can come to fruition. For useful character change to happen, it is vital that these conditions exist and proceed over some undefined time frame: Two people in mental contact The principal, whom we will term the customer, is in a condition of incongruence, being defenseless or restless The subsequent individual, whom we will term the specialist, is harmonious or incorporated in the relationship The specialist encounters unqualified positive respect for the customer. The advisor encounters an empathic comprehension of the customers inner edge of reference and attempts to impart this experience to the customer. The correspondence to the customer of the advisors empathic understanding and genuine positive respect is to an insignificant degree accomplished. No different conditions are essential. On the off chance that these six conditions exist, and proceed over some undefined time frame, this is adequate. The procedure of helpful character change will follow. (Kirschenbaum and Henderson p221) Stedmans give a clinical meaning of Supportive psychotherapy as psychotherapy targeting reinforcing the patients mental protections and giving consolation, as in emergency mediation, instead of examining provocatively into the patients clashes and in light of this the above conditions can be deciphered as a structure for the arrangement of a strong domain for the restorative procedure. Remedial Process The instance of Mary Jane Tilden, seen by Rogers in 1946, is noted by Patricia Raskin (1996, p135) similar to a fantastic case of the old style Rogerian approach, consequently being liable to survey from both customer focused and contemporary psychoanalytic perspectives. The instance of Mary Jane includes a pulled back lady of 20 brought into treatment by her mom, apparently battling to break liberated from the impact of others and to determine profound inward clashes, evidently having attempted yet over and over neglecting to go through the pre-adult phases of life into development. Rogers had a sum of 11 meetings with Mary Jane, during which checked changes are believed to happen, especially in the later meetings when increasingly fast change gets obvious. All through the early meetings Rogers keeps on supporting, perceive and explain sentiments in any event, when the customer depicts a very distressing standpoint, making rehashed references to sanatoriums, insufficiency, correlation with others and in any event, referencing self destruction and conceivable mind harm. Mary Jane over and over attempts to put proprietorship onto Rogers, posing numerous inquiries and apparently getting very baffled at his refusal to give answers. Rogers will not gracefully answers while reliably staying empathic and steady. In the third meeting we see Mary Jane pushing for answers yet curiously on this event when left to her own reasoning she works out the response for herself. Inspecting the Mary Jane case Dingman (1996) thinks about that Rogers reliably avoided giving the appropriate responses or systems over and over mentioned, or to give exhortation or direction picking rather to remain unequivocally present, to comprehend her dissatisfaction and disarray without remedy for change㠢â‚ ¬Ã¢ ¦ [and] would not sabotage Mary Janes development toward experiencing completely the what I am by giving answers (Farber Brink and Raskin 1996, p202). Albeit speculative pushes toward progress in prior meetings are evident, an unequivocal advance change is noted during meeting seven as Mary Jane perceives her interior clashes. Long delays win as Rogers permits time for autonomous data handling and arrangement recognizable proof. In meeting eight the acknowledgment of her folks impact gets obvious anyway the sadness is presently unmistakably blended with mindfulness, knowledge and provisional inspiration. Dingman proposes inside the empathic walled in area that Rogers gave, Mary Janes contemplative, scholarly enthusiasm for self moved gradually to increasingly essential encountering (Farber Brink and Raskin 1996, p202). Geller and Gould (1996) recognize Rogers made progress in reinforcing Mary Janes capacities with respect to self-governance and commonality and that she had become progressively self-tolerating, however contend Rogers and Mary Jane never achieved full concurrence on the objectives of treatment, their relative duties or the sort of relationship required to accomplish the treatment work (Farber Brink and Raskin 1996, p218). They contend Rogers reacted to Mary Janes qualities however was neither empathic nor discerning about her progressively negative emotions, neglecting to address oblivious clashes and hence conceivably constraining the profundity of her investigations in these territories. They question whether finish would have delivered all the more suffering increases. Quickened change is seen during the last scarcely any meetings, with Mary Jane facing reliance issues. Albeit as yet approaching inquiries she no longer pushes for reactions, rather advancing to answer freely. In the last meeting Mary Jane discusses progress made and changes experienced, taking note of that it has gotten simpler to converse with more dependence on sense and a capacity to act normal. Raising concern improvement might be impermanent, she in any case seems sure that she presently can adapt. Considering Mary Janes development toward alteration, Dingman alludes to the need for goals of all her assumptions of what she ought to do and ought to be preceding stopping to oppose thus move toward acknowledgment of what I am, expressing Evaluation, correlation, examination, the aching to be what one isn't this needed to kick the bucket for the new living example to rise. (Farber Brink and Raskin 1996, p208) In investigating Rogers the board of the case, Geller and Gould remark Rogers style of working can be seen as basically coordinated toward helping Mary Jane manufacture a strong feeling of self, equipped for individuationà ¢Ã¢â€š ¬Ã‚ ¦Rogers essential point was to help the advancement of the customers one of a kind individua

Strong Form Efficiency And Role Of Technical Analysis Finance Essay - Free Essay Example

If an investor invests his money in the stock market, he wants to achieve a good return on invested capital. Nowadays, many business people are trying to market their money to beat, because they aim to achieve not only a profit. However, market efficiency the efficient market hypothesis (EMH) formulated by Eugene Fama in 1970, sat down, suggests that market at any given time, prices fully reflect all available information about a particular stock and / or market. Thus, according to the EMH, no investor has an advantage in predicting a return on the stock price, because no one has access to information not already available for everyone else. The Effect of Efficiency: Non-Predictability: Is information on economic events, political and social impact on investors, because the information is not limited to research and financial news, it depends on the investor, as he perceives this information, this message is reflected in its share price. Reports for theory effic ient markets are markets that all members have the same information about the prices, and they respond to this information, and no one has the ability to profit from anyone. Prices in the market are random and are not predictable, so that the procedure to invest money can be recognized, then you can not plan its investment and that is why he can not be successful. EMH has this hike in prices, which caused the goal to beat the market consistently causes of failure to invest in the market. In fact, it is profitable to invest in index funds for an investor to make profits. Anomalies: The Challenge to Efficiency: There are some arguments have EMH in this world of investments and the market from investors such as Warren Buffet, whose strategy is to stock that is undervalued, who provides an example for followers to beat by a great deal of money. There are managers who get the better results as compared to others, and compare with others than when we try to invest in areas, th en there exists renowned research analysis, so if you to hit the market and then profit, as the performance can be random. There are arguments that states that EMH are present, and here are some examples of how effects of the weekend, she recommends the purchase on Monday morning and Friday afternoon, the prices are different on weekends versus weekdays. The prices are higher in January for the start of the new year and show a higher return. Funding of studies on the psychology of investors on the prices defined so that it can be some procedures in the stock market. Investors are happy to review, which is undervalued, and they tend, the overvaluation of the market participants and the result is yours to buy, is efficient. Investors or short-term shareholder move into and out of the hottest and newest stock proposed because of the mass mentality of the trendy, through economic MIT professor Paul Krugman. The result is then on the prices in a bad shape and the market will not result in the air. The prices are not the information available on the market. Rather than be manipulated for profit-seekers to understand the prices. The EMH Response: The EMH does not dismiss the possibility of anomalies in the market, in the manufacture of the highest returns. In fact, market efficiency is not required, the price in the amount of fair value all the time. The prices may be overvalued or undervalued only in unforeseen circumstances, so that they eventually returned to their means. The deviations from the fair price of a share in itself randomly and investment strategies that can not be undercut in the market in line phenomena. Moreover, the hypothesis makes that an investor who outperforms the market in that fate, but no luck. EMH supporters say this is conspicuous by the laws of probability at a given time in a market with a large number of investors, some, while others are average. How DoesÂÂÂ  a Market Become Efficient? To effectively ma rket, the investor must recognize that a market is not efficient and beatable. Ironically, investment strategies should benefit from inefficiencies in fact, take the fuel that keeps a market efficiently. A market must be large and liquid. Information must be generally available and published in terms of accessibility and cost, and investors in more or less the same time. Transaction costs are expected to be cheaper than the profits of the investment strategy. Investors also need adequate resources to the advantage of inefficiency, until it disappears, as indicated in the EMH. Above all, an investor has to believe that she or he can surpass the market. Degrees of Efficiency: Accepting the EMH in its purest form can be difficult, but there are three identified classifications of the EMH on or to which it can be applied to markets, have to target. 1. Strong performance This is the strongest version, which states that all information is in a market, whether public or privat e, is accounted for a share. Not even insider information could allow an investor an advantage. 2. Semi-strong efficiency This form of the EMH implies that all public information is calculated at the current price of the shares. Neither fundamental nor technical analysis can be used to achieve higher profits. 3. Poor performance this type of EMH maintains that all previous prices is for a stock is included on the current cost. Therefore, the technical analysis can not be used to predict and beat a marketplace. Executive Summary: The markets are not perfect, but pretty hard! Research and the idea of market efficiency have come a long way in the last 30 years. Many of the irregularities could take the result of measurement errors and lack of time, to different risks and returns and the cost of information. The basic idea of market efficiency is that the competition all the data in the price drive fast. This idea has its beginning, at least partially through the ball a nd in the discussion paper in 1968 Browns earnings announcements. The authors found that 80% of the market was news before the announcement and the planned 3 to 6-month returns following the announcement of almost zero. Of course, after studying Fama, French, Jensen and Roll 1969 dividend divided paper (FFJR), the first real event was, the researchers found a regular market very efficiently. These papers contributed to the generally prevailing opinion that market prices were estimated, not completely eliminating it as a tool used in scientific research be trusted. The more theoretical models of Modigliani and Miller, Sharpe and Lintner (CAPM) and Black and Scholes (1973) contributed to the idea that winning the markets efficient support. (The other models are more credibility to the event-study results.) Fama is first the concept of efficient market in financial literature in 1965, when maximizing a market with a large number of profit , with each trying to predict future mark et values and information is almost freely available. Ball FFJR paper describes the 1969 introduction of event time as the event that even the most important breakthrough in our understanding of how stock prices react to new information may have been. Ball without assistance, while the efficiency of the market for streamed recognize several limitations to the day as a researcher in search of anomalies were detected. Ball shares the research into three overlapping groups Empirical Anomalies: Problems with installation of the theory to the data price overreactions (eg Debont and Thaler 1985), excess volatility (Shiller 1981), in response to the good earning potential announcements, CAPM, seasonal patterns Errors in the efficiency as a model for the exchange. (This is perhaps the strongest part of the paper) The basic idea is that we have information on the funding to zero when they are in fact positive. Everyone recognizes that these costs should be included in any effi ciency of search, but we do not know these costs, we assume it equal to zero. Further, even if deviations from the researchers found, why do they publish? If this is true, no data anomalies and quirks, then why not trade on the information? Publishing ie, the usefulness of this information is not large. What we really need to know is the expected gains from the production and trade on private information. Ball makes the humorous remark that a trading strategy modeled (on past data, but with the help of modern computer and statistical methods) is similar to using a modern war, acquire technology, simulated gains in the Middle Ages. The fact that no researcher can know is not normal profits are not surprising. Let us assume that marginal utility equals marginal cost, marginal utility of the analyst is quite small. Ball describes an example where the cost is for a given forecast of $ 2000. This is only a fixed per thousand of 2 billion U.S. dollars. Ball also points out the obvious: certain investors (like Warren Buffet) have access to better information, and then possibly lower returns required. Ball also found that analysts play an important role in reducing uncertainty, which are by reporting on what other investors are able to do and how they play for the company. Issues in Testing Efficiency as a model for the stock market This section deals with problems in the assessment of market efficiency Joint hypothesis problem: to study the efficiency and the model of the market Changes in risk-free interest and risk premiums: serial correlation can be the result of the time, different prices and premiums. Changes in danger (although give the company normally known seasonal or major events on Monday in December, etc.). As a result, we can not say much definitive. The final section (before the conclusion) asks Is behavioral finance is the answer? Ball answered his question with a negative. He holds that position, because (as Fama) h e believes that the school has its own Behavorialist anomalies and grossly inconsistent with competitive markets. Ball ended his talk by saying the theory of efficient markets, like all theories, an imperfect and limited view on the stock markets. The question is not conclusively settled, while there are so many mandatory restrictions in the area of asset pricing models are based based on empirical tests of market efficiency. He further said that he spoke of the transformation of the form EMH considers advantages lived securities markets, and hes always responded yet how good the prices of such information to what it was thirty years ago to impress expect. THEORY: Innovation and growth are the only ways to company survival and prosperity. Consistently meet and exceed customer expectations requires intensive efforts to minimize the process variation is supported by creative thinking. It must be remembered that creative thinking involves risk of errors, as all accepted method s of experimentation cry for freedom from the course of events. Reverse Engineering To Identify Redundancy Roots: On the same implementation of Six Sigma techniques that are so successful, have the potential to his dismissal. The normal tendency of a newcomer to Six Sigma implementation will be the Six Sigma principles to reduce everything and nothing for the variability, but adds the additional activities planned for unproductive waste. The techniques involved in the implementation are the places to look for the causes of errors. Although this is a typical range for Six Sigma with multiple attempts and failures for many years in a company, it can throw some insight into the root of the error generators. The following is a partial list of the areas that you must pay attention to: Project selection Statistical Process Control Assessment of the measuring system Analysis of variance using ANOVA Failure modes and effects analysis (FMEA) The need to provide doc umentation in the reaction with the same approach and reiterates zeal no longer emphasized. We may not get the impression that redundancy analysis is a kind of test of Six Sigma. But the fact of the matter is that checks and balances, like a built-treated DMAIC phases or DMADV. Redundancy Due To Resistance To Change: Resistance to change is one of the most important areas of analysis for redundancy factor. A black belt does not need to these changes as a fictional construct resistance, as most modern organizations have efficient ways of producing desired results with the corresponding inputs. The mere suggestion of process changes were a risk, as examined in contrast to their long-standing ways. Second, the departments such as finance and materials management are not in a position, the results of Six Sigma deployment as quickly as the other departments within the company to see how the production. Tool Of Redundancy Analysis: There are no special tools for the analysis o f redundant implementation of Six Sigma, though) reciting some practitioners TRIZ (Russian acronym for Theory of Inventive Problem Solving, identify redundancies, too. But just as useful as a rule, the same tools to implement, even in this case. The procedure performed after the instruments should be repaired before the implementation of generators to be repeated in order to detect this error. Analytical and statistical tools in stark contrast pre-and post-data with extreme precision. The Mindset Of The Redundancy Analyst: It helps an in-house man for the analysis of layoffs. An experienced person with a long inside the organization has some advantages to start with. It is important to understand that resistance to change is mainly due to the inertia and what it takes to the ice with a heavy reliance on formal mechanisms of the transection of the right display the entire image. One must take care to victims when redoing avoid frustration with the statistical analysis, which co vered. The only thing keeping the analyst must redundancy in the eye, killing mainly to ensure that wastage of profitability. Conclusion: EMH propagandists will find that using profit-seekers, in practice, which is unusual, so far, until it disappears. In cases such as the January effect (a predictable pattern of price movement), large transactions costs are expected to take in order to prevail by attempting to get the advantage of such a trend is increasing. In the real world, markets can not be efficient or inefficient. It might make sense, markets are essentially a mixture of both, where daily decisions and events are not always immediately seen in a market expression. When all participants were to believe that the market is efficient, should someone turns on the lookout for exceptional profits, which holds the power to the wheels of the market In this age of information technology (IT) markets around the world are to gain even more efficiency. It allows a more effect ive, faster means of disseminating information and electronic commerce will be able to adjust the prices to go faster on news in the market. However, while the pace at which information we receive and expedite the processing of transactions, it reduces the time to use the information to validate a trade. It can inadvertently result in less efficiency if the quality of the information that we no longer use, it allows us to profit-generating decisions.

Reflection Essay On To Kill A Mockingbird - 720 Words

Character To Kill a Mockingbird was a great book and had many wonderful characters in it. As I was reading, I reflected on my reactions to the characters. Scout was an undoubtedly unique character in all that she did. Scout stood out in a crowd, not only for her courage, but her instinct to do what is right. When Atticus told her not to get into fights with other children about the lawsuit, she held back on her urge to fight. She chose to do what was right, even though she found it difficult. Scout’s brother, Jem, is very protective of her, and I admired that about him considering he would protect his family and friends over anything. For instance, when Bob Ewell attacked Scout, Jem did not take a second to think about what to do. He†¦show more content†¦Point of View When W.E.B. Dubose says double consciousness, I considered when Aunt Alexandra was pressing Scout to act like a lady other than just being herself. Atticus tells Scout and Jem that Aunt Alexandra wanted him to tell them that (on page 177) â€Å"you must try to behave like the little lady and gentleman that you are.† The book refers to the streaks in everyones families and how they are viewed, rather than the actual person. For instance, the Ewells were expected to only attend the first day of school and then leave because education was not important to their family. However, in Scout’s family, she was expected to be a well educated young lady, not a childish tomboy. Setting In Maycomb County, compared to my home, there was always something you were known for, but where I grew up you could be whatever you wanted to be. There was no streak in your family, and you were not born to be something. You made your image. You didnt copy and paste it. Another difference in Maycomb County compared to my home was the diversity in income ranging from poor to average, but where I grew up there was one level, not too poor and not too rich. The majority of the jobs were farming in Maycomb County, but people in my neighborhood worked in the school system and local businesses. Plot To Kill A Mockingbird held my interest while on the topics of the trial of Tom Robinson, the killing of Bob Ewell, and when the three kids wereShow MoreRelatedTo Kill A Mockingbird Reflection Essay744 Words   |  3 PagesTo Reflect on Mockingbird To Kill A Mockingbird reflected the contentious race relations of the 1930’s-1960’s, and sparked nationwide examination of racism. There are countless court cases that closely resemble the trial that took place in the novel, such as the Scottsboro Trials. The book was published right before the culmination of the Civil Rights Movement. In the years after the book’s publication, the Freedom Riders made their famous trip across the South, and the March on Washington took placeRead MoreTo Kill A Mockingbird Reflection Essay890 Words   |  4 PagesIn the book, To Kill a Mockingbird, it talks about the racism and discrimination against blacks in the 1900’s in Alabama. It is narrated from the perspective of the author Harper Lee herself and is based on memories of her own life. The main character Scout, has an older brother named Jem, who is not as childish as Scout so he is a little more mature. At the beginning of the book, Jem’s level of maturity is not fully developed; nowhere near close at that. But, towards the end of the book, he seemsRead MoreAnalysis Of Angela s Ashes By Frank Mccourt Essay1425 Words   |  6 Pageslife for those who are poor. 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The great degree that Harper Lee reflects life values and lessons throughout ’To Kill A Mockingbird’ is elucidated through the teachings of the main adult protagonist, Atticus Finch. Over three summers, Atticus guides his childrenRead MoreHow Harper Lees life and childhood influenced her writing of To Kill A Mockingbird2417 Words   |  10 PagesHARPER LEES VIEW OF THE 1930S AS A CHILD Harper Lee is well known for her great contributions towards modern society through her astounding book, To Kill a Mockingbird. The novel is read world-wide, in high schools and colleges because of its in-depth look at the social classes in the south during the 1930s. The book was influenced by society, in particular the social order of the south during her childhood. 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Communication Challenges - 1239 Words

Communication Challenges Rachel Naomi Remen, M.D., is a master storyteller and a great observer of life; Remen said, â€Å"The most basic and powerful way to connect to another person is to listen. Just listen. Perhaps the most important thing we ever give each other is our attention.... A loving silence often has far more power to heal and to connect than the most well-intentioned words.† Communication, gender and culture influence one another in many ways (Wood, 2008). People communicate either verbally, or non-verbally. Verbal and non-verbal communication occurs simultaneously and work together, complementing or contradicting each other (Harris Sherblom 2008). This paper will focus on how people communicate, both verbal and non-verbal†¦show more content†¦The appropriate degree of assertiveness in communicating can add to cultural misunderstandings. 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Profit free essay sample

Research Report Improving Productivity by Instituting a Compensation Plan Presented to: ABC Manufacturing, Human Resource Department Assessment Code: RWT1 Student Name: Student ID: Date: January 24, 2013 Mentor Name: Table of Contents Executive Summary3 Introduction5 Research Findings5 Performance-Based6 Profit Sharing7 Gainsharing8 Recommendations10 Conclusion10 References12 Executive Summary ABC Manufacturing Co. , Inc. is a small company with 120 full time employees. We produce aluminum doors and windows. Although we are highly successful, we find that it can be difficult to retain our valued employees. Human resources has decided to evaluate several compensation plans and see if any options exist that can help retain employment and improve productivity. It seems that all successful compensation plans have four main qualities: 1)Goals that are clear 2)Goals that are challenging and attainable 3)Regular feedback on job performance 4)Cooperation between employees and managers When deciding on possible options for the company to consider, these four factors were taken in to account. After investigating numerous compensation plans, I narrowed it down to three possibilities: 1) Performance-based 2) Profit sharing and 3) Gainsharing. Performance based compensation plans are monetary rewards that are based on individual performance. The performance norms are based on general ideas of what is acceptable for each job position no matter if the goal is too high or too low for the employees in that position. Bonuses are paid out on a regular basis. Each job goal can be easily manipulated by employees by downplaying job responsibility. This plan has a tendency to encourage risk taking by employees. It can be seen as acceptable to cut corners to increase bonus size. In my opinion this is not the appropriate plan for ABC Manufacturing Co. , Inc. Profit sharing is a plan that is based on the success of the company. The bonuses are funded through company profits and only when companies have profits. These bonuses are normally paid on an annual basis and the amount cannot be counted on from year to year. Employees have difficulty figuring out how to calculate their bonus and also how they can improve the possibility of company profits. It is found that this plan has little impact on employee behavior, which means that it would not affect productivity. Because of this I don’t believe that this is the appropriate choice for our company. Gainsharing is a plan that shares in company performance successes. It creates a partnership between the employees and the company and encourages an open communication between the two. The bonuses are paid monthly and calculated by using a specific formula that is created by management. Employees are educated on the formula and on the plan as a whole so that there are little to no questions about future pay and how to obtain it. This plan promotes employee involvement and because of this I believe that it is the plan for ABC Manufacturing Co. , Inc. We are looking for a plan that will improve productivity and will improve employee retention. By improving employee involvement within the company, you will increase the likely hood of retaining that employee. Since the plan is based on improved productivity, then we are almost guaranteed a success in that area. To get this success I believe that we must start with three steps: 1)Interview Employees 2)Create Formula )Educate Employees With a little time, effort and company-wide help, I believe that we can create an environment of openness, creativity and productivity. Introduction As a member of human resources in ABC Manufacturing Co. , Inc. , I have been asked to find a possible option for a company-wide compensation plan. I have also been asked to make a suggestion on which plan is most appropriate for our company and our company goals. At this time our compan y would like to save money by retaining our current employees and by increasing productivity. Research Findings Dave Ramsey has been known to say (2011), â€Å"What an organization spends money on is what they value† (p. 275). He also goes on to state that if you feel that your employees are a valuable part of the company, you need to pay them as if they are (Ramsey, 2011, p. 275). When an employee feels appreciated, they will have a longer, more productive career with the company. According to Ross Blake (2006), it is estimated that it can cost a company anywhere from 50% to 150% of an employee’s annual salary to replace them. If an employee makes $40,000 annually, it is estimated that it will cost $20,000-$60,000 to replace that employee. These amounts include recruiting, interviewing, orientation, training and loss of expertise (Blake, 2006). So what methods can we use to retain our valuable employees? It is believed that compensation plans are a legitimate way to express appreciation in employee’s productivity and efforts and an excellent way to retain employment. Some of the main reasons to institute a compensation plan are (Vivekanand, p. 2): OIncreased employee morale and motivation OImproved employee performance OIncreased employee productivity OEnhance employee efficiency OReduction in employee turnover OIncreased company commitment So what must one do to create a successful compensation and performance plan? There seem to be four areas that need to be present no matter what plan you chose. One of the first steps that must be considered is the clarity of the performance goals that the plan is based on. The employees must be able to understand what they are being judged on so that they can anticipate the results of their daily work. This means that there must be a written plan and everyone from management to manufacturing must be educated on this plan. This will ensure that there are few misunderstanding among employees and management. Another step is that the goals must be challenging. Create goals that allow employees to grow and feel accomplished once they reach the goals. An important part to a challenging goal is that it is attainable. If the employees feel that they cannot reach the goal, that the goal is impossible, then they will eventually stop trying. The third step is that there needs to be regular feedback on employee performance. This will allow employees to take this feedback and improve on it so that they can reach their goal. If an employee cannot rely on regular feedback they can feel that the goal is unattainable. The last important step is to allow cooperation between employees to achieve the goals. Employees need to be able to work together to meet their goals and by doing so it builds commitment to each other and to the company itself (Stack, 2000). Thinking about the preceding steps, I have chosen to focus on three specific plans: OPerformance-Based Compensation OProfit Sharing OGainsharing Performance-Based Performance based compensation is a monetary reward that gives employees feedback on their measurable performance at work. A performance based goal should be like any other goal, it should be attainable and challenging so that it provides incentive (Pinto, 2005). Employees are normally asked to assess the amount of work they do on a given day so that a base level of work can be created. Management will then decide what the work goals will be for each individual employee. Once management creates these individual goals, they are communicated to each employee so that they understand what is expected of them. They must also understand the performances that are being assessed and how each of these performances will be assessed (Stillwell, 2002). When management is creating the base level of acceptable performance, they must consider two things: company performance and employee performance (Mora, 2010). You want to calculate the minimum amount of work that employees can perform that will allow the company to still make profits. If the minimum amount of employee performance is too low, the company can be paying out benefits for increased employee performance, but be losing money in overall company performance. By taking this into consideration, the company can guarantee that the employees increased performance will also increase company profits. There are some challenges with the performance-based compensation plans. It can be very hard to judge what individual performance levels should be for each employee. You will find that some employees will automatically go above and beyond the call of duty at work while others will do the bare minimum that allows them to still get paid. Because an important part of goals is to have them be challenging, this can make it difficult to set a minimum performance for a job. It can also be common for employees to falsify their job responsibilities and performance so that their goals are set at a lower level. Another problem can be the fact that big rewards can encourage some employees to take big risks. If it is perceived that an employee can cut some corners to ensure a larger pay out, they will do it without a second thought. Cutting corners can reduce quality and lead to possible harm which will eventually increase company costs. This tends to contradict the goals of a compensation plan. Analysis: I believe that a performance based compensation plan would have some positive and negative effects on our manufacturing company. Performance based compensation plans seem to have definite goal clarity which is an important part of setting up a successful plan. Once the employees and management evaluate each job position, it should become clear what is expected for each position to become profitable. Because of the job clarity and the individual nature of this plan, it should be easy to give each employee individual feedback on their positions. Our company would have to make sure that the feedback wasn’t just in the form of a bonus check. There would have to be an employee evaluation for each position and a regular time line that these evaluations were conducted. Some of the problems that I see are the fact that it can be difficult to create a challenging yet attainable goal for each position. Management would have to make sure that we took enough time to honestly evaluate the position so that we have accurate information to set our goals. I believe that one of the biggest problems is the fact that this type of plan would produce competition between employees instead of cooperation. It seems that an environment of competition would actually hinder performance. If employees are more worried about how the person next to them is doing, they are less likely to be concerned with their own performance. It also seems that this could lead to an atmosphere of doing just enough to be better than the guy next to you instead of doing the best job possible. Profit Sharing Profit sharing is when a company designates a portion of their profits to a pool that is dispersed back to the work force (Stack, 2000). The profits are funded completely by the successes from the company and are only paid out when the company experiences these successes. The amounts are normally paid out on an annual basis, but can also be paid out whenever the company sees fit. In this plan, the management decides when the profit will be paid out and how much will be paid (Masternak, 2009). Vaden Bos (2010) determined that there are three steps that need to take place when implementing a profit sharing plan. You must begin by determining the purpose of your profit sharing plan; is it to retain employees through a retirement plan or to motivate them through a cash plan. After determining your purpose, you must create the formula that you will use to calculate your plan pay outs. A common amount is to pay out 10-15% of the company’s pre-tax profits. It is also common for companies to set a specific revenue target that must be reached before the profit sharing comes into play. You then need to educate your employees about the plan. If ndividual employees have difficulty understanding how they can influence and improve profits, this can undermine the benefits of this style of compensation. By educating them on the pay-out formula and when it comes into play, you are giving them more influence over their environment. Stack (2000) has found that one of the main negative consequences of a profit sharing plan is the fact that employees cannot count on being paid every time the company see s profits. They also have difficulty calculating the amount that they will be paid. This can create an environment of distrust between the employees and the management. Another area that can cause negativity is the actual amount of profit that is paid out. The company must make sure that the profit sharing payouts aren’t too high, making up a higher amount than the employee’s annual pay or too low so that employees aren’t excited about it (Blencoe, 2002) Analysis: When looking at the profit sharing plan, I see more negative than positive attributes. I believe that it would be difficult to give each employee goal clarity. Management would have to set a goal for each job position so that company profitability would be inevitable. They would also have to make sure that they could create goals that are challenging and attainable. The only problem is that as long as the company is profitable, it doesn’t matter if each employee reaches their individual goals. This plan doesn’t have a true feedback plan either. When your employee feedback is whether or not they receive an annual bonus check, an increase in productivity is less likely to occur. Employees can’t rely on the bonus to happen every year, so they lose faith in the compensation plan. This plan also ignores employee cooperation and input which can determine whether a plan is successful or whether it will fail. Gainsharing Gainsharing is when an organization seeks higher performance by involving its employees in the outcome of the company. It does so by enabling them to have a say in ways that the company can increase profits and productivity and reduce error and waste. As the performance increases, the employees are included in sharing in the company’s financial gains. The organization measures employee performance and shares any saving that might result with employees through a pre-determined formula. The profits are normally paid out on a monthly or quarterly basis. This process works best when the performance and productivity can be measured (Masternak, 2009). According to Imberman (1995), gainsharing can improve plant performance and productivity while cutting costs by reducing errors and time wasting. When employees know that their bonus relies on some sort of gain then they will strive to achieve that gain. By focusing on increasing productivity by reducing errors and time waste, you essentially eliminate the need to cut corners. The goal is not entirely on profits, it’s also on personal and team goals. And when you train your employees on the criteria that you are using to determine the goals and the formula that you are using to calculate the pay out, employees will be more motivated to participate (p. 75). Cotton (1993) says that a gainsharing plan can only be successful when the employees are completely informed on how it will work and the formula used to calculate the compensation amount (p. 10). When employees don’t understand the plan, they are more apt to feel that it is unfair or unattainable and to stop working for the end pay out. When this happens, your plan has failed. You also need complete participation by both the employees and the management. Allow the employees to vote on whether or not the plan should be implemented once they have been given information about the plan. But doing so, you will be helping your employees take ownership over the gainsharing plan. This will help to guarantee success. You must also have management agree to carry out the plan no matter what. Employees must feel confident that if they earn their bonus it will be paid out (Cotton, 1993, p. 110). Cotton (1993) also states that gainsharing programs have three common factors. 1)Focus on reducing production time and reducing expenses not on profit or sales. 2)They are financial bonuses give to the employees involved when productivity is improved. 3)They are a â€Å"formal, supplemental system aimed at individual departments, plants or companies (p. 89). There are quite a few benefits of a gainsharing plan, but Cotton (1993) really focuses on two. The first is that it can be a great way to help keep your employees involved in how the company is doing (p. 91). If employees understand what the goals are and the formula for the payout, they are more likely to keep an eye on these goals and make adjustments if they are not met. It is also encouraged that employees bring new ideas to management that have the possibility to save time, reduce waste, or increase productivity. If employees feel that their ideas are being heard and better yet, making a difference, they are more likely to feel responsibility in the outcome. They want the company goals to be reached. Second, Cotton (1993) focuses on how this plan can encourage management to keep employees up to date on the company’s successes and failures (p. 91). If employees are given feedback on the how the company is doing, they can make the changes needed to improve that area which, in turn, will improve everyone’s bottom line. This also gives employees the opportunity to bring new ideas to management about how to improve areas that are not meeting the goals that were set. Analysis: One of the most important parts of the gainsharing plan is the fact that employee cooperation is a major factor. If we started this plan by discussing employee ideas on ways to increase productivity, reduce time waste and reduce production errors, then employees will be more invested in the plan as a whole. It will also make it easier to set the goals for each employee position. Once this happens, the company can set goals that are clear, challenging, and attainable. The fact that the employees have individual goals but that pay out relies on increased production will create a camaraderie between the employees instead of competition. Employees are then encouraged to succeed in their position, but to also help everyone else to succeed. Recommendations I believe that ABC Manufacturing Co. , Inc. will find great success by introducing a gainsharing plan to our company and employees. After reviewing some of the most popular compensation plans, this seems to be the most logical and positive of the ones reviewed. I believe that being a small manufacturing company with 120 employees; we will be able to utilize this plan to its fullest. And with a little planning we can find great success. Some of the first steps that I believe we should take are: 1. Interview Employees: We would want to start by interviewing employees about their positions and what it entails to perform it properly and timely. By taking this information and looking at the average amount of product that they can produce in an hour, you can determine what elements you need to add into your formula. This also will give human resources some ideas of what manufacturing believes will help improve production costs. 2. Create Formula: Human resources will need to decide exactly how we would like to calculate the percentage of pay out for the gainsharing plan. One way is to look at total # of work hours saved for a given number of units produced. We can also compare labor cost and sales values. Another decision that will need to be made is what percentage of profit will go to the work force and what percentage will go back to the company. It seems that the percentages can range from 25% to 75%. This area will need more calculation and consideration by management before it is brought to the workforce. . Employee Education: Once we have our formula for calculating our company bonuses, we will need to educate the employees on this new plan. I suggest that we take time to educate the different areas of manufacturing so that they know what their production goals are and so they have a complete understanding of the whole gainsharing plan. We need to make sure that the employees completely understand the f ormula and how the company goes about calculating their bonuses. They also need to understand that by suggesting different way to improve productivity, they can increase their bonuses. Conclusion In conclusion I believe that to solve the problem of employee retention, improved productivity, reduction of errors and a reduction of waste time we must institute a compensation plan. To produce a successful compensation plan, human resources will need to create a plan with specific employee goals, goals must be challenging yet attainable, there will need to be a regular source of performance feedback, and there must be a sense of cooperation between the employees and management. With these four things in mind I chose to look at three plans. Of the three compensation plans that I investigate; performance based, profit sharing and gainsharing, I believe gainsharing to be the most logical. If we take our time creating our gainsharing plan, we should see great success within our company. We will need to have close contact with our employees by gathering information about their position and any suggestion that they may have for company improvement. We will need to spend time looking at different cost and expenses so that we may come up with a formula that will give a fair amount of bonuses to our employees and improve productivity at the same time. We will also have to take great care in educating our employees about the plan. We want them well versed in the actual formula and how the payout are calculate as well as the fact that they are encouraged to share any ideas with management. I believe that this choice will improve employee/company relation and improve profits at the same time. References Blake , R. (2006, July 24). Employee retention: What employee turnover really costs your company. WebProNews, Retrieved from http://www. webpronews. com Blencoe, G. (2002, Novemeber 10). Implement a profit-sharing program. Retrieved from http://www. smartbiz. com Cotton, J. (1993). Employee involvement: Methods for improving performance and work attitudes. Newbury Park, California: Sage Publications, Inc Heffernan, M. (2012, September 14). Why performance related pay doesnt work. Moneywatch, Retrieved from http://www. cbsnews. com Imberman, W. (1995). Improving plant performance through gainsharing. JOM, 4 (7), 57. Retrieved from http://www. tms. org/pubs/journals/jom/matters/matters- Masternak, R. (2009). Gainsharing or profit sharing: The right tool for the right organization. Retrieved from http://www. hr-guide. com/data/G44301. htm Mora, V. (2010, April 04). Performance-related pay models. [Web log message]. Retrieved from http://www. blogs. payscale. com Pinto, J. (2005, July 01). Performance based compensation. Automation world, Retrieved from http://www. automationworld. com/performance-based-compensation Ramsey, D. (2011). Entreleadership: 20 years of practical business wisdom from the trenches. New York, NY: Howard Books. Stack, J. (2000, November 01). The problems with profit sharing. Inc. , Retrieved from http://www. inc. om/magazine/19961101/1864. html Stillwell, L. (2002, December 16). Performance-based compensation increasingly popular. The business review, Retrieved from http://www. bizjournals. com Vanden Bos, P. (2010, April 19). How to build a profit sharing plan. Inc. , Retrieved from http://www. inc. com/guides/2010/04/profit-sharing-plan_pagen_ Vivekanand, A. , Achuthan, A. , Kiruthigha, E. , Veena, S. , Raja, S. , Sharma, S. Compensatio n: An analysis on manufacturing firms, Retrieved from www. scribd. com[-gt;0] (AAT 29050937)(p. 2) [-gt;0] http://www. scribd. com