Thursday, September 3, 2020
Company profile and initial analysis of a given case study Research Paper
Organization profile and introductory examination of a given contextual investigation - Research Paper Example The fundamental adage of the association is to uncover the battles and war harms or effects, happening down the ages. The organization basically attempts to coordinate the outcomes made by present day wars and ‘wartime experience’ inside the presentations of its galleries. In any case, the organization centers principally around the vehicles of Britain. The five historical centers of the organization are IWM London, Greater Manchester, IWM North in Trafford, the Churchill War Rooms in Whitehall, IWM Duxford close to Cambridge and the boat of Belfast that is affixed in the Pool of London in the Thames River. The company’s strategic that â€Å"Our vision is to be a pioneer in creating and conveying a more profound comprehension of the causes, course and results of war†(IWM, 2013a) It is discovered that however, by and by, there are no living overcomers of First World War in U.K., yet the war has figured out how to leave a solid impact on the way of life and legacy of the nation. It is discovered that in a large portion of the U.K. networks, building landmarks or remembrances are polished broadly so as to offer appreciation and recall the extraordinary lives which have been relinquished during the World Wars. A creative view on wars surfaced directly after characters like, Rupert Brooke and Wilfred Owen, had begun to compose sonnets on wars. At this crossroads, IWM had investigated that the century of the First World War can end up being a promising open door for its business development and help the business by enlarging notoriety, profile and brand an incentive in the market just as its market position. The organization has embraced the choice of opening new First World War exhibitions in its IWM London historical center. Be that as it may, this venture, which is relied upon to be cultivated by 2014, requires a great deal of financing. Roughly ?35 million has just been amassed by the organization from gifts and Heritage Lottery Grant. Likewise, around ?5 million has been allowed by the Prime Minister, David Cameron, in 2012 to the organization for financing this task (IWM, 2013b). Be that as it may, the organization requires more assets for support the undertaking. It has presented the First World War Centenary Partnership Program so as to procure pre-advanced resource assortments and chronicled data. Through this association program, the organization wants to draw in a great many clients and donators over the world towards its undertaking. It is accepted by them that such an undertaking would doubtlessly increase its image an incentive in the market contrasted with its rivals. Contender Analysis The association of Stoke-on-Trent Museums serves a solid rivalry to other gallery proprietors in the market. The Potteries Museum and Art Gallery is an association that possesses the main exhibition hall in Britain. The mix of spot and items are communicated in the exhibition hall of the organization through its lovely shows. The journeys of the exhibition hall, dissimilar to the historical centers of IWM, are not charged. The gallery has accomplished a few honors and awards from a huge number of ceramics and workmanship sweethearts in the nation. People in U.K. furthermore, over the world visit this exhibition hall to investigate the splendidly showed history of earthenwares in this historical center. The presentations of the gallery change consistently and along these lines, the guests have another experience, each time that they visit. There is bistro in the exhibition hall premises where guests can purchase rewards and the administrators
Saturday, August 22, 2020
In the Eyes of Our Youth :: essays research papers
In an unfilled parking garage, night streetlights sparkling in the back ground. She looks straightforward, as you’re nearby neighbor. Wearing pants low on the midsection, with a little tank top, giving her waist. A young lady, around 20 with her arms crossed, and a look all over that says she’s intense, she can take it. Her looks are speaking to the easygoing onlooker; She is by all accounts sitting tight for something, or somebody, as she somewhat inclines toward the rear of the main vehicle in the part. â€Å"Dangerously Low, LEVI’S low-ascent jeans,†says the promotion, there are numerous things odd about it. From multiple points of view this include stands out from the rest, most ordinarily advertisements contain ideal looking young ladies with their cosmetics done, and hair, in model flawlessness. Yet, her look is straightforward and ordinary, she would not stand out in a group. There are blended messages in the advertisement, some are progressively clear then others. Its a promotion dependent on shared opinion, the conspicuous message, is that any young lady can wear Levi's. However, why stick her in an unfilled parking garage, around evening time with streetlights sparkling out yonder, for the most part likely in light of the fact that that is the thing that youngsters do when their exhausted stay nearby parking areas. This advertisement is focused on little youngsters, not a particular age actually but rather generally outfitted towards multi year olds and up. Be that as it may, why state hazardously low, in a way its letting us know whether you need to be risky, wear low-ascent pants and you also will resemble her. Attractive and powerless. A young ladies alone around evening time, makes her progressively hazardous, and â€Å"cool†. Particularly in a parking garage, which can be probably the most startling spot for ladies, alone around evening time. They picked her seem to be basic, she doesn’t threaten you, and she’s not founded on flawlessness. Only a common evening to remember, it’s the sort of shot that doesn’t look proficient, however increasingly irregular. You could simply envision having seen a young lady like that in any parking garage in America. Indeed, even her gems is normal, in certainty you scarcely notice the pants, until your reminded it’s a Levi’s advertisement. Her arms crossed sells out her intense look, fundamentally any young lady alone in a parking area around evening time is defenseless. The very reality that youngsters consider, simply being out heading to be fun, its accepted by the publicists that each young lady at any rate in some point in there lives has been out cruising. In the Eyes of Our Youth :: articles investigate papers In an unfilled parking area, night streetlights sparkling in the back ground. She looks straightforward, as you’re nearby neighbor. Wearing pants low on the midsection, with a little tank top, giving her waist. A young lady, around 20 with her arms crossed, and a look all over that says she’s extreme, she can take it. Her looks are engaging the easygoing eyewitness; She is by all accounts hanging tight for something, or somebody, as she marginally inclines toward the rear of the main vehicle in the part. â€Å"Dangerously Low, LEVI’S low-ascent jeans,†says the advertisement, there are numerous things odd about it. From various perspectives this include stands out from the rest, most regularly advertisements contain ideal looking young ladies with their cosmetics done, and hair, in model flawlessness. Be that as it may, her look is basic and regular, she would not stand out in a group. There are blended messages in the promotion, some are progressively evident then others. Its a promotion dependent on shared belief, the conspicuous message, is that any young lady can wear Levi's. In any case, why stick her in a vacant parking area, around evening time with streetlights sparkling out there, generally likely on the grounds that that is the thing that youngsters do when their exhausted stay nearby parking areas. This promotion is focused on little youngsters, not a particular age actually but rather generally outfitted towards multi year olds and up. Be that as it may, why state hazardously low, in a way its letting us know whether you need to be perilous, wear low-ascent pants and you also will resemble her. Attractive and helpless. A young ladies alone around evening time, makes her progressively perilous, and â€Å"cool†. Particularly in a parking garage, which can be perhaps the most terrifying spot for ladies, alone around evening time. They picked her seem to be straightforward, she doesn’t scare you, and she’s not founded on flawlessness. Only a conventional evening to remember, it’s the sort of shot that doesn’t look proficient, however progressively irregular. You could simply envision having seen a young lady like that in any parking area in America. Indeed, even her gems is normal, in reality you scarcely notice the pants, until your reminded it’s a Levi’s promotion. Her arms crossed sells out her extreme look, essentially any young lady alone in a parking area around evening time is helpless. The very truth that youngsters consider, simply being out heading to be fun, its accepted by the promoters that each young lady in any event in some point in there lives has been out cruising.
Friday, August 21, 2020
Culture Day Topic Essay Example for Free
Culture Day Topic Essay History of Judo was made by Jigoro Kano. He was an exceptionally taught man; he was viewed as the originator of the cutting edge Japanese instruction framework. He needed to protect and join the antiquated military conventions of Japan. One of the most significant developments was the accentuation of â€Å"randori†, or non-agreeable free fighting practice. The larger part depended on pre-organized arrangements of assault and safeguard known as â€Å"kata†. For quite a long while Kodokan Judo ruled. Kudo was tested by a man named Mataemon Tanabae. Maeda Mitsuyo Maeda got perhaps the best warrior throughout the entire existence of Judo. Maeda resigned while never losing a battle. The Gracies, Maeda settled in Brazil and made a foundation of â€Å"Jiu Jitsu†. One of his understudies was Carlos Gracie. In the wake of reading for quite a while he opened his own institute. He and Maeda made the â€Å"Gracie Challenge†, all challengers were free to contend in the test. The Gracie contenders were successful against a wide range of warriors from various foundations. A few individuals from the Gracie family started to go to the US in the late 1980’s. The Gracies and their specific image of battling has majorly affected hand to hand fighting today. Brazilian Jiu Jitsu Brazilian Jiu Jitsu was fundamentally the same as from multiple points of view with to Judo and different frameworks of Japanese Jiu Jitsu. Judo was initially planned as a ground-breaking arrangement of self-preservation. Brazilian Jiu Jitsu is separated into three classifications: self-preservation, free battling rivalry, and game catching. The battling technique of Brazilian Jiu Jitsu is to cause a genuinely littler or more fragile individual to have the option to protect from a bigger or more grounded aggressor. While applying BJJ (Brazilian Jiu Jitsu) procedures influence is critical. As influence is the key to the most utilization of power.
Wednesday, June 10, 2020
Alaska Earthquakes Cases - Free Essay Example
 There are so many things happening in our world that its hard to keep up with everything that going on. One thing that not many know about are the earthquakes in Alaska. Lots of people are surprised to find out that Alaska has earthquakes. Though Alaska is actually pretty used to earthquakes. Alaska records an average of 40,000 quakes every year. Earthquakes in Alaska date all the way back to 1899. The earthquakes happen because parts of Alaska sit of fault lines. Fault Lines is a fracture along which the crust has moved. Earthquakes are usually caused when rock underground suddenly breaks along a fault. This sudden release of energy causes the seismic waves that make the ground shake. When two blocks of rock or two plates are rubbing against each other, they stick a little. When the rocks break, the earthquake occurs. Right now in Alaska they are having some major earthquakes. These earthquakes can go all the way up to 7.0 magnitude. These Earthquakes occurred on November 30, December 1, and December 4. All of these earthquakes are about 3 to 12 miles from Anchorage. These earthquakes have had a major aftermath on the roads. The damage on the roads range from large cracks to fall and caving in of the roads. More than 1,000 aftershocks have shaken Alaska since the magnitude 7.0 quake last week. While the majority of the aftershocks were measured at magnitude 2.5 or less, about 350 small earthquakes were higher than 2.5 and around a dozen registered higher than magnitude 4.5. The original quakes core was about eight miles north of downtown Anchorage and caused structural damage to buildings and roadways. Fortunately, no deaths or injuries were caused by the quake. There is major infrastructure damage across Anchorage, said the Anchorage Police Department. Many homes and buildings are damaged. Many roads and bridges are closed. After a long night of aftershocks, Randall Cavanaugh, an Anchorage attorney, told the Press, Theyre disturbing, and Im not putting anything away that could fall until they calm down. I kept waking up. (www.csmonitor.com) State seismologist Mike West called the immense tremble the most significant in Alaska since the Alaskan earthquake of 1964, the Anchorage Daily News reported. The Alaska earthquake of 1964 was the most powerful earthquake in U.S. history and second in the world. This strong earthquake had a magnitude of 9.2. A city official stated that thousands of residences have no electricity right now, on the evening of November 30. Anchorage Municipal Manager Bill Falsey said on Friday, Progress was being made restoring power and utilities arent expecting protracted outages. Falsey also said City workers were responding to reports of 28 mainline water breaks and dozens of requests to cut off residential service because of flooding. The Governor of Alaska, Bill Walker, says it will take more than a week or two to repair the damaged roads. Walker says that he spoke with President Trump and was guaranteed by the White House that help was on the way. President Donald Trump has tweeted that the federal government will spare no expense helping Alaska after the high magnitude earthquakes. Trump on Friday tweeted you have been hit hard by a big one' and asked residents to follow officials directions. Press Secretary Sarah Huckabee Sanders tweeted Friday that Trump is monitoring the reports of damage. Right now in the process of rebuilding and recovering, officials are warning residents to stay off the roads. On saturday, officials encouraged Alaskans not to go the grocery stores, saying there was no reason to stock up on food. Schools are also closed, which they said will reduce the traffic. About 90 percent of all the goods sold in Alaska are delivered to the Port of Anchorage, where they have completed a prior destruction evaluation. Everything looked good, said Municipal Manager Bill Falsey. There was some structural concerns with some of the trestles. We have got some things on a watch list but nothing that should impede operations. Two large cargo companies operate at that port. One was unloading as normal on Sunday, and the other company is scheduled to carry barges on Monday after they have successfully tested their crane system.
Sunday, May 17, 2020
Project Management Professional Practice Test
The Project Management Institute is a global project management organization. The group offers Project Management Professional certification that shows competency in a variety of project management and other business-related areas. The PMP certification process includes an exam based on the groups Project Management Body of Knowledge guide. Below are sample questions and answers that you might find on the PMP exam. Questions The following 20 questions are from Whiz Labs, which provides information and sample tests -- for a fee -- for the PMP and other examinations. Question 1 Which of the following is a tool used to secure expert judgment? B.. Delphi techniqueC. Expected value techniqueD. Work Breakdown Structure (WBS) Question 2 Based on the information provided below, which project would you recommend pursuing? Project I, with BCR (Benefit Cost ratio) of 1:1.6;Project II, with NPV of US $ 500,000;Project III, with IRR (Internal rate of return) of 15%Project IV, with opportunity cost of US $ 500,000. A. Project IB. Project IIIC. Either project II or IVD. Can not say from the data provided Question 3 What should be done by the project manager to ensure that all work in the project is included? A. Create a contingency planB. Create a risk management planC. Create a WBSD. Create a scope statement Question 4 What kind of a relationship is implied when completion of a successor is dependent on initiation of its predecessor? Choices:A. FSB. FFC. SSD. SF Question 5 What should a project manager do or follow to ensure clear boundaries for project completion? A. Scope verificationB. Complete a scope statementC. Scope definitionD. Risk management plan Question 6 An organization is certified to a stringent environmental standard and uses that as the key differentiator with its competitors. Alternative identification during scope planning for a particular project has thrown up an expeditious approach to achieve a project need, but this involves a risk of environmental contamination. The team evaluates that the likelihood of the risk is very low. What should the project team do? A. Drop the alternative approachB. Work out a mitigation planC. Procure an insurance against the riskD. Plan all precautions to avoid the risk Question 7 The following three tasks form the entire critical path of the project network. The three estimates of each of these tasks are tabulated below. How long would the project take to complete expressed with an accuracy of one standard deviation? Task    Optimistic     Most likely     PessimisticA                15                      25                 47B                12                      22                 35C                16                      27                 32 A. 75.5B. 75.5 /- 7.09C. 75.5 /- 8.5D. 75.5 /- 2.83 Question 8 After a study of the work processes on a project, a quality audit team reports to the project manager that irrelevant quality standards were being used by the project, which might lead to rework. What was the objective of the project manager in initiating this study? A. Quality controlB. Quality planningC. Checking adherence to processesD. Quality assurance Question 9 Which of the following provides the foundation for team development? A. MotivationB. Organizational developmentC. Conflict ManagementD. Individual Development Question 10 Which of the following is NOT an input to project plan execution? A. Work authorization systemB. Project planC. Corrective actionD. Preventive action Question 11 A project manager would find team development the most difficult in which form of organization? A. Weak Matrix organizationB. Balanced Matrix organizationC. Projectized organizationD. Tight Matrix organization Question 12 The project manager of a large multi-location software project team has 24 members, out of which 5 are assigned to testing. Due to recent recommendations by an organizational quality audit team, the project manager is convinced to add a quality professional to lead the test team at additional cost, to the project. The project manager is aware of the importance of communication, for the success of the project and takes this step of introducing additional communication channels, making it more complex, in order to assure quality levels of the project. How many additional communication channels are introduced as a result of this organizational change in the project? A. 25B. 24C. 1D. 5 Question 13 Once the project is complete, the complete set of project records should be put in which of the following? A. Project ArchivesB. DatabaseC. Storage roomD. Project Report Question 14 Which of the following is a common format for performance reporting? A. Pareto DiagramsB. Bar chartsC. Responsibility Assignment MatricesD. Control Charts Question 15 If the cost variance is positive and the schedule variance is also positive, this indicates the: A. Project is under budget and behind scheduleB. Project is over budget and behind scheduleC. Project is under budget and ahead of scheduleD. Project is over budget and ahead of schedule Question 16 During execution of a project, an identified risk event occurs that results in additional cost and time. The project had provisions for contingency and management reserves. How should these be accounted for? A. Contingency reservesB. Residual risksC. Management reservesD. Secondary risks Question 17 Which one of the following is the last step of project closing? A. Client has accepted the productB. Archives are completeC. Client appreciates your productD. Lessons learned are documented Question 18 Who should be involved in the creation of lessons learned, at the closure of a project? A. StakeholdersB. Project teamC. Management of the performing organizationD. Project office Question 19 An organization has recently started outsourcing work to a low cost, high value, engineering center located in a different country. Which of the following should the project manager provide for the team as a proactive measure? A. A training course on the laws of the countryB. A course on linguistic differencesC. An exposure to the cultural differencesD.A communication management plan Question 20 While reviewing the progress, the project manager assesses that an activity has been missed out from the implementation plan. A milestone, scheduled to be achieved within another week, would be missed with the current implementation plan. Which of the following is the next best action for the project manager in this situation? A. Report the error and the expected delayB. Omit the status update on the milestoneC. Report the error and the planned recovery actionsD. Assess alternatives to meet the milestone Answers The answers to the PMP sample questions are from Scribd, a fee-based information website. Answer 1 B - Explanation: The Delphi technique is a commonly used tool to secure expert judgment while initiating a project. Answer 2 B - Explanation: Project III has an IRR of 15 percent, which means the revenues from the project equal the cost expended at an interest rate of 15 percent. This is a definitive and a favorable parameter, and hence can be recommended for selection. Answer 3 C - Explanation: A WBS is a deliverable-oriented grouping of project components that organizes and defines the total scope of the project. Answer 4 D - Explanation: A start-to-finish (SF) relationship between two activities implies that the completion of a successor is dependent on the initiation of its predecessor. Answer 5 B - Explanation: The project team must complete a scope statement for developing a common understanding of the project scope among stakeholders. This lists project deliverables -- summary level sub-products, whose full and satisfactory delivery marks the completion of the project. Answer 6 A - Explanation: The organization’s reputation being at stake, the threshold for such a risk would be very low Answer 7 B - Explanation: The critical path is the longest duration path through a network and determines the shortest time to complete the project. The PERT estimates of the tasks listed are 27, 22.5 26. Therefore, the length of the critical path of the project is 2722.526 75.5. Answer 8 D - Explanation: Determining the validity of quality standards, followed by the project is a quality assurance activity. Answer 9 D - Explanation: Individual development (managerial and technical) is the foundation of a team. Answer 10 A - Explanation: A Project plan is the basis of project plan execution and is a primary input. Answer 11 A - Explanation: In a functional organization, the project team members have dual reporting to two bosses -- the project manager and the functional manager. In a weak matrix organization, the power rests with the functional manager. Answer 12 A - Explanation: Number of communication channels with â€Å"n†members n*(n-1)/2. Originally the project has 25 members (including the project manager), which makes the total communication channels as 25*24/2 300. With the addition of the quality professional as a member of the project team, the communication channels increase to 26*25/2 325. Therefore, the additional channels as a result of the change, that is, 325-300 25. Answer 13 A - Explanation: Project records should be prepared for archiving by the appropriate parties. Answer 14 B - Explanation: Common formats for Performance Reports are, bar charts (also called Gantt Charts), S-curves, histograms, and tables. Answer 15 C - Explanation: Positive Schedule Variance means the project is ahead of schedule; Negative Cost Variance means the project is over-budget. Answer 16 A - Explanation: The question is about correct accounting for risk events that occur and updating the reserves. Reserves are meant for making provisions in cost and schedule, to accommodate for consequences of risk events. Risk events are classified as unknown unknowns or known unknown, where â€Å"unknown unknowns†are risks that were are not identified and accounted for, while known unknowns are risks that were identified and provisions were made for them. Answer 17 B - Explanation: Archiving is the last step in the project closing. Answer 18 A - Explanation: Stakeholders include everyone who is actively involved in the project or whose interests may be affected as a result of the project execution or completion. The project team creates the lessons learned on the project. Answer 19 C - Explanation: Understanding cultural differences is the first step towards an effective communication amongst the project team involving outsourced work from a different country. So, what is needed in this case is an exposure to the cultural differences, which is being mentioned as choice C. Answer 20 D - Explanation: Choice D, that is, assess alternatives to meet the milestone indicates confronting the issue with an attempt to resolve the issue. Hence this would be the best approach.
Wednesday, May 6, 2020
How Emile Durkheim s Theory Of Morality And Comparing And...
In this essay, it will be looking at how Emile Durkheim s theory of morality and comparing and contrasting it with Zygmunt Bauman s postmodern ethics. Durkheim s theory of morality is set out to understand morality as a social phenomenon. Durkheim experienced social change in his era and his theory of morality looks at ideas concerning change in social and existential conditions. Durkheim, (1953. p.37) states at morality begins with membership of a group, whatever that group may be. When this premise is accepted the characteristics of the moral fact become explicable. Firstly Durkheim s theory looks to the extent of how the individual needs society to be able to fully participate in day to day life and then on the other hand how society is greater than any individual, which leads to people looking to better themselves disregarding their own beliefs. Secondly looks at how society constitutes a moral authority by demonstrating a overall general rule to regulate behaviour. There have been objections to this stating that it subjugates the mind to prevailing moral opinion (Durkheim, p.38). The theory itself, looks at orientation towards something collective, so morality is moral feelings of selfless care. Something so that the individual would sacrifice themselves for something but there is a generosity about it, self-sacrificing element to morality but if morality is not self interest but the opposite. So if there is no respected moral philosopher who would sayShow MoreRelatedOrganisational Theory230255 Words  | 922 Pages. Organization Theory Challenges and Perspectives John McAuley, Joanne Duberley and Phil Johnson . This book is, to my knowledge, the most comprehensive and reliable guide to organisational theory currently available. What is needed is a text that will give a good idea of the breadth and complexity of this important subject, and this is precisely what McAuley, Duberley and Johnson have provided. They have done some sterling service in bringing together the very diverse strands of work
Cholera and Typhoid Fever
Question: Cholera and Typhoid fever: Is there a misleading similarity? Answer: Introduction Cholera and Typhoid fever are major public health problems especially in developing countries as well as developed world. In 2016 more than five million people suffered from cholera and typhoid fever. Mortality due to cholera and typhoid fever occurs usually due to loss of fluid and secondary complications respectively. While they both are caused by bacterial infections and transmitted by the faeco oral route (from faeces to mouth) they are in truth, very dissimilar in various aspects. So, although cholera and typhoid fever are caused by bacteria and both microbes share similar transmission route, the people infected by cholera and typhoid fever exhibit different symptoms, affects different organ systems, have difference in the pathogenesis of disease and have different treatment regimen.This essay addresses the differences and similarities between cholera and typhoid fever on the basis of etiology, transmission, pathogenesis, symptoms, diagnostics, treatment, prevention and control. Body Both cholera and typhoid fever are diseases caused by bacteria. Vibrio cholerae serotype O1 and serotype O139 synonym Bengal causes cholera and Salmonella enterica serovar Typhi causes typhoid fever (WHO, 2008; WHO 2010). A similar but often less severe form of typhoid fever, paratyphoid fever, is caused bySalmonellaParatyphi A, B or C. Vibrio are small, gram-negative comma shaped rods, having single polar flagellum whereas Salmonella are gram-negative motile straight rods. Cholera and typhoid fever are transmitted by faecally contaminated food or water, by the faeco-oral route. The faeco oral route means pathogen can spread directly from contaminated hands touching the mouth and transmitting the pathogen directly :direct transmission; orthrough eating or drinking food or water contaminated with the infectious agents, or using utensils washed with contaminated water, ie indirect transmission. As both cholera and typhoid fever are diseases caused due to contamination in drinking wate r, poor personal hygiene and lack of sanitation, the incidence of them in Australia is limited. In Australia typhoid fever (approx. 150 cases each year in comparison to 21 million cases world wide) (Basnayat et al, 2005) and cholera (and even lesser in comparison to a total of 172454 cases worldwide) (NNDSS, 2010) are both predominantly travel related disease with more frequency in people travelling from the Indian subcontinent (Dale, et al, 2010) Cholera is an enteric disease (affects the gut) where as typhoid is a systemic infection (spread throughout) due to difference in their pathogenesis. When the bacteria Vibrio cholerae enters the intestine it releases cholera toxin which enters the enterocytes.On its entry in the enterocyte, the toxin induces adenylate cyclase to produce cAMP.The increased generation of cAMP stimulates cystic fibrosis transmembrane conductance regulator (CFTR), resulting in excretion of excess water and ions from entrocytes causing watery diarrhea.In case o f typhoid fever, S. typhi penetrate the enterocytes and then enter the macrophages. In these phagocytic cells S.typhi replicates before being released into the bloodstream which produces a systemic infection (Todar, 2012). Symptoms of cholera are characterized by acute onset of profuse watery diarrhea (described as "rice-water" stools) and frequently accompanied with vomiting. On the other hand, typhoid fever is characterized by prolonged low grade fever, intestinal dysfunction of the gut (constipation in adults, diarrhea in children), headache, a general feeling of discomfort and anorexia. Diagnosis of cholera and typhoid can be done by bacterial culture of stool and blood respectively. Serological testing may be also done to confirm cholera and typhoid fever. In case of cholera O1 or O139 antisera are measured and in case of typhoid fever Widal test can be done which estimates agglutinating antibody levels against O and H antigens. Prompt fluid replacement therapy is the core of t reatment of cholera to cure dehydration which occurs because of watery diarrhea. Antibiotics such as tetracycline, ciprofloxacin, doxycycline and co-trimoxazole may also be given to decrease the severity and duration of diarrhea In case of typhoid fever fluoroquinolones such as ofloxacin, ciprofloxacin, fleroxacin, perfloxacin are the antibiotics of choice. Rampant use of antibiotics may lead to formation of drug resistant pathogens. As both cholera and typhoid fever are waterborne and foodborne diseases, the principal measure is to ensure proper sanitation. Access to good quality and sufficient supply of water for drinking and for household chores will also prevent such diseases. Health education is crucial in making the public aware of dangers of diseases like cholera and typhoid and helping them in adapting good personal hygiene habits to prevent spread of diseases. Vaccines are also available for cholera and typhoid fever. Two types of oral cholera vaccines and a live oral vacci ne Ty2la is available for typhoid. Vi polysaccharide, a typhoid fever vaccine is also available which can be administered s.c. or i.m. Conclusion In summary, although Cholera and typhoid are similar but different, they are major public health problems, mostly in the developing world, emergence of drug resistant strains and worldwide spread due to global travel has renewed interest in these diseases. Public health awareness, better sanitation and good vaccine strategies are needed to minimize their public health impact. References Cholera.(n.d.).Retrieved from https://www.immunise. health.gov.au/internet/ immunise/publishing.nsf/Content/Handbook10-home~handbook10part4~ha Basnyat, B., Maskey, AP., Zimmerman, MD., Murdoch, DR. (2005). Enteric (typhoid) fever in travelers. Clinical Infectious Diseases, 41:1467-72. Dale, K., Kirk, M., Sinclair, M., Hall, R., L, K. (2010 ). Reported waterborne outbreaks of gastrointestinal disease in Australia are predominantly associated with recreational exposure. Aust N Z J Public Health, 527-30. Todar K, (2012). Online textbook on Bacteriology. www.textbookofbacteriology.net NNDSS Annual Report Writing Group. (2010). Australias notifiable disease status, 2008: annual report of the National Notifiable Diseases Surveillance System. Communicable Diseases Intelligence, 34:157-224. Typhoid. (n.d.). Retrieved from https://www.immunise. health.gov.au/internet/immunise/publishing.nsf/Content/Handbook10- home~handbook10part4~handbook10-4-21 World Health Organization (WHO). (2010). Cholera vaccines: WHO position paper. Weekly Epidemiological Record, 85:117-28. World Health Organization (WHO). (2008). Typhoid vaccines: WHO position paper. Weekly Epidemiological Record , 83:49-59
Tuesday, April 21, 2020
Osiris and Iris Creation Myth free essay sample
Osiris and Isis Creation Myth Mythology opens up a hidden gate of information about the lives of ancient peoples. Through it, modern people have insight to the beliefs and culture of a civilization long since passed. No better example of this exists than the Egyptian tale of Osiris and Isis. According to this tale, when the world first started it was ruled by the benign god Osiris and his equally generous wife, the goddess Isis. Together they ruled the earth and through this time it was a utopia. Crops prospered, people spoke to each other in poetry, and there were no wars. It remained this way until Osiris was trapped by his wicked brother Seth, who then took full control of the world, exposing humanity to its first taste of heartache. Osiris was eventually freed and Seth dethroned, but when it came time to destroy Seth Isis didn’t have the heart. We will write a custom essay sample on Osiris and Iris Creation Myth or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page She let him live, and though he still exists he is now a lowly god with less power. This explains the Egyptian belief of why there has to be good and evil in the world. It also explains that since Seth has less power than Osiris, good will always trump evil. The Egyptians were so rare in their day because of their positive outlook on death. While other civilizations around them looked on to death in a craven manner, Egyptians embraced the beauty of the afterlife and the riches to come. All this stemmed from the belief that Osiris, an oh-so-benevolent god, would make their afterlife paradise, as he had once done here on earth. Because the afterlife is ruled by a kind god, it also explains the way to get there. Egyptians believe that through morality and kindness, they will forever be joined with their princely god in paradise. Egyptian culture stressed love and loyalty between husband and wife and that is clearly expressed throughout this myth. The story of Osiris and Isis is punctuated with Isis’s undying devotion to her husband and her willingness to go above and beyond to find him. Though Osiris is lost for many years on more than one occasion, Isis never stops searching for him. Even when he is sent to the afterlife, she follows. Readers can assume from the numerous examples of Isis’s loyalty that this was an important value to the ancient Egyptians. Through Isis modern people can see what the ideal Egyptian wife must have been. Osiris and Isis is a myth that has carried on through the ages, portraying an excellent well of information on what Egyptian culture was. Modern readers can see what the ideals and beliefs of a place (beliefs that are still followed today) which give a better understanding than any history book can. Ancient Egyptians held in high esteem what their gods taught and were quick to follow their example. Their conclusions on the afterlife, polytheistic pantheon and good vs. evil are all expressed in this myth. This myth offers us a glimpse into a long ago world, and is perhaps, along with the pyramids and ancient temples, one of the greatest gifts the ancient Egyptians have given modern society.
Monday, March 16, 2020
Why Swinging Puts You to Sleep (And Benefits of Sleep)
Why Swinging Puts You to Sleep (And Benefits of Sleep) Sleep is characterized by periods of non-rapid eye movement that are periodically interrupted by intervals of rapid eye movement (REM). It is in the non-rapid eye movement stage, that neuron activity slows and ceases in areas of the brain such as the brainstem and cerebral cortex. The part of the brain that helps us get a good nights sleep is the thalamus. The thalamus is a limbic system structure that connects areas of the cerebral cortex that are involved in sensory perception and movement with other parts of the brain and spinal cord that also have a role in sensation and movement. The thalamus regulates sensory information and controls sleep and awake states of consciousness. The thalamus reduces the perception of and response to sensory information such as sound during sleep. Benefits of Sleep Getting a good nights sleep is not only important for a healthy brain, but for a healthy body as well. Getting at least seven hours of sleep helps our immune system fight off infection from viruses and bacteria. Other health benefits of sleep include: Sleep Clears the Brain of Toxins Harmful toxins and molecules are cleansed from the brain during sleep. A system called the glymphatic system opens pathways to allow toxin containing fluid to flow through and from the brain during sleep. When awake, the spaces between brain cells decrease. This greatly reduces fluid flow. When we sleep, the cellular structure of the brain changes. The flow of fluid during sleep is controlled by brain cells called glial cells. These cells also help to insulate nerve cells in the central nervous system. Glial cells are thought to control fluid flow by shrinking when we sleep and swelling when we are awake. Glial cell shrinkage during sleep allows toxins to flow from the brain. Sleep Enhances Learning in Newborns Theres not a sight that is more peaceful than that of a sleeping infant. Newborns sleep anywhere from 16 to 18 hours a day and studies suggest that they actually learn while they sleep. Researchers from the University of Florida have demonstrated that an infants brain processes environmental information and produces appropriate responses while in the sleep state. In the study, sleeping infants were induced to squeeze their eyelids together when a tone was sounded and a puff of air was directed at their eyelids. Soon the babies learned to squeeze their eyelids together when a tone was sounded and no puff of air was administered. The learned eye movement reflex indicates that a portion of the brain, the cerebellum, is functioning normally. The cerebellum is responsible for the coordination of movement by processing and coordinating sensory input. Similar to the cerebrum, the cerebellum contains several folded bulges which add to its surface area and increase the quantity of information that can be processed. Sleep May Prevent Diabetes A study from the Los Angeles Biomedical Research Institute indicates that getting more sleep can lower the risk of developing Type 2 diabetes in men. The bodys ability to process glucose in the blood improved in men who had three nights of adequate sleep after limited hours of sleep during the week. The study indicates that adequate sleep improves insulin sensitivity. Insulin is a hormone that regulates blood sugar levels. Over time, high levels of glucose in the blood can damage the heart, kidneys, nerves, and other tissues. Maintaining insulin sensitivity reduces the chances of developing diabetes. Why Swinging Makes You Fall Asleep Faster By measuring brain wave activity in sleeping adults, researchers have determined what many of us suspected: that gently swinging makes us fall asleep faster and promotes a deeper sleep. They have discovered that rocking increases the length of time spent in a stage of non-rapid eye movement sleep called N2 sleep. During this stage, bursts of brain activity called sleep spindles occur as the brain attempts to stop processing and brain waves become slower and more synchronized. Enhancing the amount of time spent in N2 sleep is not only conducive to a deeper sleep but is also thought to help improve memory and brain repair mechanisms. Sources: Cell Press. Need a nap? Find yourself a hammock. ScienceDaily. ScienceDaily, 21 June 2011. (www.sciencedaily.com/releases/2011/06/110620122030.htm).University of Florida. Newborn infants learn while asleep; Study may lead to later disability tests. ScienceDaily. ScienceDaily, 18 May 2010. (www.sciencedaily.com/releases/2010/05/100517172254.htm).NIH/National Institute of Neurological Disorders and Stroke. Brain may flush out toxins during sleep; Sleep clears brain of molecules associated with neurodegeneration: Study. ScienceDaily. ScienceDaily, 17 October 2013. (sciencedaily.com/releases/2013/10/131017144636.htm).Los Angeles Biomedical Research Institute at Harbor-UCLA Medical Center (LA BioMed). Getting enough sleep could help prevent type 2 diabetes. ScienceDaily. ScienceDaily, 18 June 2013. (www.sciencedaily.com/releases/2013/06/130618131848.htmm).
Friday, February 28, 2020
Bilateral Trade between China and Germany Essay Example | Topics and Well Written Essays - 250 words
Bilateral Trade between China and Germany - Essay Example According to the research findings, it can, therefore, be said that  Germany’s imports and exports to China have increased by one-third over the last year. Even this year the growth trends remain steady, with bilateral trade experiencing a 28 percent jump from the same time last year. The truth of the matter is that Germany is attractive for the Chinese to invest in and vice-versa. These new trade connections have strengthened the relationship between China and Germany both politically and economically. China is looking to focus more on domestic consumption, which is something that is tempting for German companies to become a part of. On the other side of the coin, China can learn a great deal about German business practices and its advanced technology. This is very important to the Chinese economy because there is a lack of technological know-how among many Chinese manufacturing companies. Reciprocally, Germany can also do with the influx of Chinese investments because of the weakened economy within the European Union.
Wednesday, February 12, 2020
Research Essay Example | Topics and Well Written Essays - 250 words - 9
Research - Essay Example Research based solutions are beneficial because they take into account the most recent advancements in the medical field in question while also coming up with practical solutions on how to confront the existing problem. A good example of this is the use of virtual doctor’s assistants in order to leave more registered nurses free to perform the existing duties. Virtual assistants will not just be helpful in ensuring that a lot of medical personnel are liberated to fulfill other duties, but will also contribute towards the streamlining of the use of information technology in various respects by medical organizations. Many hospitals still struggle to implement electronic records that function well. Virtual assistants will help in ensuring that there is better tracking of the records of patients’ health every day. This will in turn reduce the number of doctor visits on a daily basis, empower the patients in terms of their healthcare, and reduce the incidence of serious medi cal problems. The use of virtual assistants is not a reality in many parts of the world and its practicality is still doubted by many healthcare experts (LittleJohn, Campbell, Collins-McNeil, & Khayile, 2012). In addition, there is not much research that has been conducted to substantiate the claims that this is one subject that can help in dealing with staff shortages among other problems. However, it is evident that the use of virtual assistants has more potential benefits than any other solution to date. A virtual assistant will even be able to monitor doctor prescriptions, reducing the incidence of visits to the doctor and thus saving costs. In recent times, health-related developments such as health-monitoring and data tracking have began to be accepted in the mainstream as viable health care solutions. Virtual assistants also need to begin being seriously considered as a serious answer to the majority
Friday, January 31, 2020
On the Origin of the Scythed Chariots Essay Example | Topics and Well Written Essays - 750 words
On the Origin of the Scythed Chariots - Essay Example From this study it is clear that Alexander is trying to reason about the role of reconstruction. As a distinguished scholar, he takes this opportunity to look for possible evidence that can help in unveiling the exact origin of this weapon. After acknowledging that this mater still remains a contentious issue, he goes ahead to state that he disagrees with Hesychius, but concurs with Xenophon for linking the chariot to King Cyrus the Great. Nonetheless, he concludes by saying that a lot of research still needs to be conducted by looking for all the available evidence that can help in shedding more light on this mater.This paper declares that the reporter expresses his pleasure with this author for writing about scythed chariots. Having keenly gone trough his analysis, he concluded that it is a product of a vigorous research because it was based on a collection of necessary evidence. Also, the author provided exhaustive explanation to prove his point. For instance, his position t hat this type of chariot was used during the ancient times is accurate. He digs deeper into explaining that the chariot was used at a time when horses had not become stronger as they are today. This is why they were pulled by human beings. He explains this is a candid manner that makes it easier to comprehend by anyone who is interested in knowing about the origin of this weapon. Alexander’s illustrations are up to the expected standard.
Thursday, January 23, 2020
Free Essay on Nathaniel Hawthornes The Scarlet Letter - The Message :: Scarlet Letter essays
The Message of The Scarlet Letter Nathaniel Hawthorne, a critically acclaimed American writer of the 19th century, was born in Salem, Massachusetts in 1804. The novelist's book, The Scarlet Letter, is supposedly his best work, and universally considered a literary classic. Concerned with sin and consequences of dealing with it, Hawthorne's work relates to his own personal sense of shame about his ancestor's persecuting roles in the 17th century Salem Witch Trials. By indirectly dealing with his sense of guilt through fictional circumstances, he shows his viewpoint as being highly critical of the Puritans while teaching a strong moral lesson in the process. Graduating in the middle of his class from Bowdain College in 1825, he went on to write a variety of long stories, short stories, and articles. Generally his writings contained powerful symbolic and psychological aspects of "the effects of pride, guilt, sin, and secrecy" (Encarta, 1997). Although many moral lessons are dealt with in the book, the most significant thesis Hawthorne proved was salvation can only be earned by being open about and true to what you are. Using excellent characterization, description and expression he develops his thesis by showing the consequences of hiding sin, like Arthur Dimmesdale, and of publicly acknowleding it, like Hester Prynne. Through Hester's daily struggle with her public punishment to wear a scarlet letter A on her clothing to remind her and everyone in the Puritan community of her adultery, she learns how to cope with and triumph over her sin against humanity. On the other hand, Reverand Arthur Dimmesdale, Hester's equally guilty partner in the crime, refuses within himself to publicly confess his sin until the end of the novel, whereas shortly after he dies. Thus, Hawthorne summarizes the delayed importance of being truthful about oneself in his quote, "Be true! Be true! Show freely to the world, if not your worst, yet some trait whereby the worst may be inferred, (236)!" The authors overall presentation is very clear because to the emphasis of his main point of truth setting people free. It drags the reader into the action and enables them to live with the characters, at the same time as teaching a valuable lesson in dealing with life's obstacles. The style of his writing is very symbolic, descriptive, and detailed. He creates very vivid images of the story through elaborate adjectives.
Wednesday, January 15, 2020
Job Motivation Differnce Ampong Male and Female Employees
Introduction to Motivation There are countless books, seminars, and videos on the subject of motivation, particularly with regard to motivating employees. As businesses continue to try to find ways to squeeze more and more productivity out of a shrinking number of workers, motivating those employees is a critical factor in the business' success. Being in a management position is not easy, and not always fun. The position comes with much responsibility and can prove very stressful.Holding a management position often means you are put in charge of large numbers of people, all with different attitudes, moods and dispositions; whose performance you are held accountable for. That is the bad news. The good news is even if things are not optimal; you can do something about it. Learn to motivate your employee's and you can turn things around for everyone. You may be thinking that the change needs to come from the individuals when really the change begins with you. Being in a management posit ion by default makes you a leader.Others are looking to you for guidance and support. You must rise to the occasion. Your management style can greatly improve the general attitude in the workplace. Positive messages coming from you as a manager will go a long way towards improving your productivity and the work performance of your employees. As a manager the small ways you interact with the workforce everyday greatly impacts how they carry out their duties as individuals. So may be you have not been so positive in the past, it's never too late to change. Start anew. Start with you.Women and men holding managerial posts do not differ in the way they rate individual motivation factors, an analysis of motivation according to superiority in the workplace reveals. Gender differences were found only among rank-and-file staff. This finding supports the notion, often cited in specialist literature, that women in management adapt to ‘male’ thinking and conduct, whether knowingly or not, and internalize the values prevailing in a male-dominated labor market. As certain public opinion surveys have shown, female managers are not universally accepted by the Czech public. The fact that Czech society still egards women in management as unusual may result in a greater likelihood of these managers encountering prejudice or discrimination. For this reason, it might be beneficial for female managers to assimilate behavior patterns typical for men in the same positions. This kind of behavior will more likely enable them to meet the general expectations associated with the role of manager. One of the trends today is taking care to be sensitive when dealing with employees, but once again a good idea has been corrupted by political correctness run amok. Sensitivity didn't get the pyramids, or the transcontinental railroad, or Rome built.It wasn't sensitivity that beat the Kaiser, Hitler, and Saddam (twice). It was hard work, appropriate rewards, and a team effort. Consi deration Point Of Differences In Motivation Among Genders†¦.. Motivation and achievement are concepts that are closely related. Motivation is the force that drives a person toward wanting to achieve certain goals and levels of excellence. Research into gender differences in motivation and achievement between males and females has been a common study by researchers and psychologists. These differences manifest themselves in different areas of life such as at work, in school and in extracurricular activities.Performance †¢ Achievement-motivation theory relates to the desire to perform well in a certain area and to attain success. Different factors motivate people to achieve success. According to a survey carried out by the Czech-based Research Institute of Labor and Social Affairs, male and female workers have different motivations for good performance at work. The survey indicates a good basic salary and bonuses motivate males to perform well, while the driving work force f or female employees is healthy interpersonal relations at work, flexibility to balance work and family and proper treatment by other employees and the employer.This shows that different factors inspire males and females to achieve and perform well in their areas of work. According to the research, males are more motivated by â€Å"instrumental values†such as remuneration, compared with women. Expectations †¢ The beliefs and expectations held by parents, peers and the school environment greatly influences the behavior patterns of males and females. Society grooms parents, peers and teachers to expect females and males to derive motivation from different things and to have different levels of achievements in certain areas.For example, teachers expect boys to excel better than girls in math and sciences, while girls are expected to excel better in languages. Additionally, society expects girls to be agreeable and expressive, while boys are expected to be aggressive and ass ertive. Children of both genders grow up and internalize these expectations and beliefs with a certain perception that they are more competent in certain areas than in others. This socialized view causes females and males to derive inspiration in those different areas, and thus, they may achieve success in these specific areas.Employers who use money to motivate employees may find that the overall response from both men and women is nearly the same. Raises, bonuses and other monetary rewards may only be a short-term motivator for both genders, according to a 2011 article from the University of Phoenix business school. An employee's motivation may rise for a brief time after he receives a pay increase. However, the article notes studies that show employees often increase their spending after receiving a raise, which consumes their additional pay. That potentially lowers their motivation to its previous level because their financial situation remains unchanged.Effort and Ability †¢ The attribution theory explains how achievement and motivation in both genders is determined by perceptions of effort and ability. This theory relates the gender differences in achievement and motivation on how individuals attribute their achievements. In areas such as math, science, technology or sport, males attribute their achievements to ability while females may attribute their success in these fields to effort. Unlike females, males are therefore able to show a higher level of motivation due to attributing their achievements to ability because they believe that their talents in these areas are natural attributes.The differences resulting from attributing achievements to ability rather than effort between the genders are that males attribute their success in areas such math, science and sport to ability and therefore show high motivation toward these areas. Females attribute their achievements to effort and their failures in fields such as math and sciences to lack of abilit y and thus tend to show lower motivation in these fields. Self-Efficacy †¢ Self-efficacy is the belief in your capacity to achieve certain goals, whether through effort or ability.A strong sense of self-efficacy motivates a person to achieve highly, but lower self-efficacy dampens motivation and achievement. Like attribution, the level of self efficacy a person has is often influenced by parents, peers and teachers. According to research findings published in the Center for Positive Practices site, notable differences exist in how males and females students chose their majors in college. Self-efficacy toward subjects like mathematics is often higher in males than in females, whose self-efficacy is usually higher in subject areas such as reading.Male and female workers ‘differ in approaches' †¢ The opinions and approaches of male and female employees tend to differ when it comes to work-related matters, it has been found. According to the Randstad Work monitor for the third quarter of 2011, respondents stated that they prefer to co-operate with the opposite sex rather than their own. However, India, Singapore, Japan and Greece saw little difference in gender preferences among workers. Perception of Rewards †¢ Men and women differ in their perceptions of what is important and motivating for good work performance, a Czech survey reveals.The distribution of both intrinsic and extrinsic rewards should, therefore, be tied to the specific needs or preferences of men and women. †¢ In Perception of reward systems, women think that regard reward systems as unfair and unrelated to their performance more frequently than men do. Each female employee is convinced that they are not remunerated according to their performance; just one in five male employees thinks so. More women than men feel undervalued compared with male/female colleagues in the same position in the company.When respondents compared themselves with colleagues in the same position, 57. 2% of men and 51. 6% of women rated their remuneration as fair. More women than men also believe that they work in companies where they are paid less than employees in other firms in the same locality. This suggests that, in the subjective opinion of respondents, there still exist a number of companies where equal and transparent, performance-related pay is not a matter of course. †¢ Focusing solely on women, the logical consequence of the previous conclusions is the emergence of two different employee categories.Compared with other female employees, women in management are more motivated by: the nature of the work (67%, compared with 61% of female employees who stated that the particular aspect of work/reward is extremely or very important); the chance of promotion (48%, compared with 29%); and long-term career growth (47%, compared with 31%). Female managers are also more likely than other working women to regard as motivating the chance of acquiring new skills and opport unities for personal growth (57%, compared with 37%).Gender as Key drivers of motivation and commitment †¢ From a gender perspective, men place a higher value than women do on the so-called ‘instrumental values’ (basic salary and bonuses) as motivational factors in their work performance and identification with the employer. Women, on the other hand, place more importance than men do on inter-personal relationships at the workplace, respectful treatment by the employer, and the possibility of reconciling work and family life.Thus, it is clear that women place more value on so-called ‘soft issues. Gender gap in key drivers of motivation and commitment. Possibilities to work part-time †¢ The quarterly report is created by recruitment specialist Randstad Holding and revealed that women are more likely to believe it is possible to work part-time in a management role, while men more often think that such employment can damage careers, although there is little difference between genders in most nations regarding part-time positions.Almost half of those polled (46 per cent) stated they feel it is a bad career move to work part-time, with 51 per cent of men claiming this. Workers in Greece (69 per cent) were most likely to hold such views, in addition to those in Belgium, Italy, Luxembourg, Denmark and Sweden, while workers in Turkey, Japan and the Czech Republic are least likely to agree. †¢ Globally around 15 per cent of individuals in employment work part-time, with the highest rate found in China (35 per cent) and ten percent discovered in the Czech Republic, Slovakia, Hungary, Belgium and Sweden.Entitled Opinions on part-timework & gender diversity – job market trends around the globe, the publication highlighted that countries including Germany, Sweden, Turkey, Slovakia and Luxembourg believe an equal balance of male to female members of staff produces the best results within their firm. Acknowledgment †¢ Acknowledgm ent from the boss motivates men and women, but women may respond more favorably to frequent acknowledgment.For example, â€Å"Incentive Magazine†columnist Roy Saunderson notes advice from a training consultant who indicated that women like to get verbal and written forms of acknowledgment for their work more often than men do. However, workplace recognition that seems bias hampers motivation for male and female employees. In such cases, Saunderson indicates some workers see certain employees consistently recognized for their work when they feel they're just as deserving of such acknowledgment, but they don't receive it. Training Opportunities †¢ Educational opportunities that can help employees improve their job erformance and advance their careers are motivating to both genders. Nonetheless, Saunderson notes that women may need to have such opportunities structured differently for them to raise their job motivation. That's because women who are parents or who take care of elderly parents may have too many care-taking responsibilities to participate in college courses or other training opportunities. Therefore, Saunderson indicates that women may be more motivated by skill-development days that allow employees to spend the workday honing their job skills at classes or workshops.Training during the workday would prevent women from having to take extra time away form care-taking duties. Respect Level †¢ Expressing respect for employees is another workplace motivator. Saunderson notes that women generally want their employers to show consistent respect for them and the work they do. However, an article by Karen Haywood Queen on the Bankrate website draws no distinction among men and women concerning how respect motivates them to do good work. For example, asking all workers for their suggestions on improving business operations demonstrates respect for their input and may increase their overall job satisfaction.Trends relating to mobility, †¢ It examined trends relating to mobility, motivation and job satisfaction among the global workforce and discovered that in many nations, where there is no difference in suitability between candidates, male bosses are more likely to favor men rather than women when hiring. Although there has been a slight decline in the Mobility Index in recent months, most indicators of labor market strength, including trust, fear of job loss and employment searching have remained relatively stable compared with the second quarter of this year.In addition, there were no significant changes between the periods in question in terms of job satisfaction, with those in Norway (81 per cent) reporting their roles and current employer are most acceptable, while personal motivation was highest outside Europe in Mexico and India during the third quarter of 2011. Trends Relating to work nature, The majority of employees around the world reported having male immediate superiors and men were more likely than women to state this.Covering 29 nations worldwide, the survey includes responses from the Americas, Asia Pacific and Europe, finding those believing that the performance of their organization would be improved with more female senior managers were in the minority. Entitled Opinions on part-timework & gender diversity – job market trends around the globe, the publication highlighted that countries including Germany, Sweden, Turkey, Slovakia and Luxembourg believe an equal balance of male to female members of staff produces the best results within their firm.Key Factors To Motivate Female Employees†¦.. Employers know that there is a difference in the needs of male and female employees. Males are often driven by a paycheck, whereas women are more inclined to take a pay cut in exchange for a desirable work environment. While men look to excel by moving up in their companies and developing their careers, many female employees (although not all, of course) are concerned with g aining a position that simply allows them more freedom and flexibility, as well as the opportunity to make a difference and display their talents.This being true, employers can no longer rely on antiquated motivational tactics, which were originally developed for men, to get the most productivity from their female employees. It's not always clear whether certain things motivate male and female employees differently. For example, money and other financial rewards potentially have the same effect on both genders, according to some workplace studies. Nonetheless, motivational differences may appear among men and women based on how employers handle the objects of motivation.The key to getting a female to give her all in the workplace is to understand what it is that really spurs her on, and how to use that to your advantage. FIRST PHASE†¦.. †¢ You must understand how extremely vital a good working environment is for your female employees. †¢ Minimizing stress and creating a friendly atmosphere are a must. While men are able to zero in on their breaking points, women have a habit of working so hard that they wear themselves out. †¢ Add unnecessary stress to the mix, and what you'll find is an office full of disgruntled, moody, and unproductive women. Sound familiar?To avoid, or alleviate, this problem, create an office that is well run and effectively maintained on your part. †¢ Minimize office supply shortages, create well structured deadlines and schedules, and remember to keep your commitments to the staff. †¢ Not only should you avoid similar mistakes, but you might even go that extra mile to create a serene environment. †¢ Think along the lines of relaxation CD's, meditation areas, and aromatherapy. †¢ These are small additions that many corporations have learned can greatly increase productivity, especially among female workers. SECOND PHASE†¦Ã¢â‚¬ ¦ Consider using recognition, rewards, and competition to motivate your workers (this works well for male employees, also). †¢ Women need to display their talents and know that they are being appreciated. †¢ Working for a boss that overlooks those needs is degrading, especially when females today are working with the knowledge that their mothers and grandmothers were forced to work without any respect, and that many places of employment still offer little in these areas for women. †¢ As mentioned before, men work for a paycheck, which works as a tangible piece of evidence that lets them know that they are appreciated.Women, even in this modern world, have their families and homes on the mind first. That means they often forgo advancement opportunities that would offer higher paychecks but place greater demands on their already limited time. †¢ Employers can greatly benefit by offering their workers competitions, either against their own previous performances or against others, that offer incentives for completion. For example, y ou might offer a half day off of work near the holidays in exchange for meeting a high sales quota that month. †¢ Get creative, and ask for input from your employees as to what incentives would be best. Be ready to compromise, because they will initially ask for more than you are ready to give, but that's to be expected. †¢ Be flexible and come to a middle ground. THIRD PHASE †¦.. †¢ Consider providing opportunities for self-advancement for your female employees. †¢ Free courses, certificate programs, and incentives for completing higher education requirements are excellent ways to not only keep your female employees loyal, but also to refine the skills of your workforce. †¢ You see, women are extremely pressed for time as it is.We often neglect to further advance our knowledge because it is not a necessity to keep our jobs, even though we would like to. †¢ Give your female employees paid opportunities to sharpen their skills, increase their knowle dge, and become more valuable to you. FOURTH & FINAL PHASE†¦.. †¢ Create an environment that is family friendly and you will have loyal female employees forever. †¢ Most men aren't usually worrying about meetings, baking cookies for a Girl Scouts meeting, picking up the kids from daycare, etc. For whatever reason, women still perform most of these chores.Whether that's fair or not is irrelevant. It's simply a fact. †¢ Therefore, providing daycare vouchers (or, even better, daycare within the office itself). †¢ Flexible schedules and being lenient when being asked for time off to tend to family duties are steps you can take to ensure your female employees work hard for you. †¢ These opportunities don't exist everywhere, and even female employers often aren't compassionate toward their employees' family issues, so being family-friendly will make you a highly desirable employer, regardless of what you pay. †¢ If you hire mostly females, make this your first priority.What you shell out in added expenses will come back to you forever in increased productivity and happier, healthier employees. †¢ Keeping the aforementioned tips in mind can decrease the number of sick days used, increase work ethic, improve company morale, and, finally, spur the financial growth of your company. Savvy employers are catching on to the fact that females are dominating the general workforce, and the needs of that workforce are very specific. What you do to cater to your female employees can determine your own success. |Brains of Male and Female Worms Work Differently†¦.. |Scientists have determined that our gender impacts our brains, making them predisposed to particular smells. In a recent press release, researchers | |released details of their study. They used worms that had characteristics of both females and males. Why do more girls suffer from depression and | |autism than boys? Why do more boys suffer from ADD than girls? | | | |Researc hers hope that this study will open the door for further research into fundamental differences in how the brain functions, and its impact on | |diseases, including ADD, autism, and depression.While it's not a popular subject, there is no doubt that women are diagnosed with depression far | |more than men, and men are diagnoses with ADD far more often than women. | | | |†For so many diseases, like autism or mood disorders, it's clear that they either are more prevalent in one sex than the other, or they manifest | |themselves differently. But no one really knows why. We think that sex differences in the brain may play a role.If we can understand these | |differences, it may give us some clues about how we can diagnose, prevent, and treat these diseases more effectively,†said Geneticist Douglas | |Portman, Ph. D. , and an assistant professor of Biomedical Genetics at the University of Rochester Medical Center. | |Researchers at the University of Rochester Medical Center u sed worms that were hermaphrodites (female worms who can reproduce alone, since they can | |produce both egg and sperm) to see what smell these worms were attracted to.When researchers changed their brain cells into thinking they were the | |opposite sex, the worms gravitated toward the other item. | | | |Worms that thought they were male gravitated to the buttery popcorn smell. Those who thought that they were female gravitated to the smell of fresh | |green vegetables. To see whether or not this was just coincidence, researchers changed a genetic switch in the brains of these worms. | |When they did this, the worms didn't change at all, but they sensed that they were the opposite gender. | | |Did the smell that the worms were attracted to change? Yes. After tricking the worms to think they were the opposite gender, male worms had a | |definite preference for buttery popcorn and female worms had a definite preference for fresh green vegetables. | | | |Researchers hope to continue t o study how sex chromosomes influences differences in brain function and the diseases and disorders that people | |develop. |The organization Autism Speaks, which is dedicated to autism research and awareness, provided funding for this program. | †¢ Beat out the competition for well trained employees by starting small, and continue adding to your arsenal of female-friendly incentives over time. Social Method to Motivate Employee †¦ Keeping in mind the current labor laws, here are a few suggestions on how to â€Å"gently†motivate your employees: Start a program where the lowest-performing employee each week is mocked mercilessly over the intercom system by their peers.Contrary to what the experts will tell you, people will work just as hard to avoid ridicule as they will to gain praise. This is also a great team-building exercise. Begin performance evaluations with the statement: â€Å"I hope you've enjoyed your time here. †Then sit silently, because in any negotiation the first one to speak loses. After a sufficient period of time, tell the employee you have reconsidered and are giving them one last chance. Their relief will increase productivity dramatically. Declare one day per month as â€Å"Come As a Clown†day. This has little to do with motivation, but is entertaining because many people, and probably ome of your employees, are terrified of clowns. And who wouldn't be? Clowns are creepy. Start each staff meeting with a list of companies in your industry that have recently downsized. Follow this by saying â€Å"If things don't start picking up around here†¦ †and then let your voice trail off menacingly. You should see a noticeable up-tick in your employees' self-motivation. Many companies have enthusiastic male and female employees who work as cohesive and productive teams. The benefits of having employees such as these or numerous and may consist of achieving accomplishment, company receiving a great reputati on and longevity.The companies also have great teamwork in which boosts the employee's enthusiasm as well as they have less absenteeism and also maximize productivity. These companies know that†¦Ã¢â‚¬ ¦. You can’t motivate others but can create the environment for motivation. So these firms simply provide following services to their employees 1. For career growth, development and learning 2. Exciting work as well as a challenge 3. Meaningful work by making a difference 4. Great people such as co-workers 5. Being a part of a team 6. Having a great boss 7. Recognition for work that is well done 8. Having fun on the job . Sense of control over their work 10. Flexibility in dress code and/or working hours Motivating Employees a Key Factor To Success†¦Ã¢â‚¬ ¦ If you have employees, chances are good that you want them to be happy, productive and motivated. Motivated employees work more efficiently and produce better results. Productive and happy employees lead to success. Unfortunately, there's no secret formula for motivating employees. In fact, motivation can be as individual as the employees who work for you. Some employees may be motivated by money, while others may be motivated by personal recognition.In order to better understand how to motivate employees you must first understand how motivation works. Psychology tells us that motivation can only come from within. Motives are what drive human attitudes and behavior. Motives are internal, and they work from the inside out. Motivation is that little push or nudge that people need to keep working toward a desired goal. It works in many ways and for nearly any situation; you simply need to find the right motivational tool to achieve the desired results. To motivate employees you need to find out what your employees want and find a way to give it to them or enable them to earn it.One of the keys to being a successful manager is the ability to motivate employees and help them achieve their goals. On e way to accomplish that is to provide added incentive. It's a proven fact that if people like their job, they will be more productive. Generally, employees are willing and able to work if they feel their job is important and they are appreciated. The following are motivational techniques used by successful entrepreneurs. Power of praise. A simple â€Å"Good job†or â€Å"Thanks a million†can do more to motivate people than just about any other method.The vast majority of employees yearn for recognition. Pausing to offer praise or words of encouragement can truly make someone's day and motivate them to greatness. Money talks. It's a well-known fact that money makes people happy. Traditional ways to reward performance include pay raises, bonuses and promotions. However, gift cards are quickly becoming the incentive of choice for many organizations. Pump up the perks. Staff members always appreciate perks. These can include extra vacation days, use of a company vehicle, or an exclusive club membership.Be creative in finding unique ways to celebrate success. In the spotlight. Everyone enjoys being in the spotlight. Considering featuring top performing employee's on the company Web site or talk about their achievements in the company newsletter. Present workers with an attractive certificate that can be posted in their work area. Host an awards ceremony. If you want to pump somebody up, acknowledge their hard work in front of their peers. Awards ceremonies can be a simple event that takes place in the office, or can be an annual event that everyone looks forward to, especially those to be recognized.Let them eat. Food has a way of bringing people together and can be a fun way to motivate employees. Host a company picnic or cater a company dinner. These types of gatherings make perfect opportunities to invite family members to join in celebration of employee recognition and the company's success. All of us enjoy recognition of our efforts to be succe ssful. Take time to help your staff feel honored as you guide them along the road to success and glean the benefits of company loyalty. What Factors to be Considered For Motivation of Employees†¦Ã¢â‚¬ ¦ Don't expect things to change overnight.If the environment is now negative – implement these ideas over time and you will see attitudes start to turn. It may take people a while to adjust to your new attitude and behaviors. It's ok. You are a mirror for their workplace experience, if you remain positive and implement positive behaviors sooner or later they will too. Motivation must start with you. Start off with hiring a diverse group of individuals. Give them generously your full attention. You must be willing to listen to them to create an open and receptive environment. Be pleasant and motivated yourself thus offering harmony.Be sure to use respect when dealing with others. As a leader you must create intention of being successful in reaching the companies goals. Help visualize the goals to your employees. You as well as your employees must actively work at the goals. People are the most comfortable when you are in touch with their environment. Be sure to provide opportunities for them to be who they are so that they feel and realize that they can grow within the company. Provide opportunities for them to be what they are. Allow them their space and safety. Give them inspiration. Employees must feel like they belong to the team.Employees really want to be valued for a job. It means even so much better done by those in which they look up to. Motivation begins in stages. Motivation begins first as a physiological form. This is when benefits are greatly analyzed and appreciated such as retirement plans, health benefits, job security, paid leave, vacation, vending and break areas, parking garages and even clean restrooms and to know â€Å"I could go on and on with this stage but I am sure that you get the idea. †The next stage is safety in wh ich is the protection from harm stage. This stage is assessing the companies’ security.This includes security guards, on site parking, evacuation plans, employee security badges, maintenance, policies, health benefits etc. Following is the social aspect which is acceptance and friendship. This stage is includes the surrounding of co workers. Day care options, being involved in team decision making and opportunities to learn new skills for advancement are all examples of this stage. Self esteem which is also known as the self respect. Offering the employees knowledgeable and experience training and growth opportunities are a part of this stage. Rewards are great for this as they are great self esteem booster for employees.Rewards such as bonuses or employee appreciation weeks can really make a difference within a company. Self actualization is the stage which is the goal stage which is doing the things in order to achieve your goals. The benefit of this stage is growth and adv ancement. This could begin as a trainee or a coach for the company or department. Training or career planning can also help reach these goals. Recognizing your employees is essential! As the leader you have a lot of responsibility to stay on top of to begin and maintain a motivated atmosphere for you and your employees.Lift your employee’s spirits thru kindness, compassion and caring. Create individual goal plan and continue to evaluate plans for continuous progress. Friendly competition leads the success. Emphasize success rather than failures. If failures must be addressed then use praise, constructive criticism and the praise again. Recognize and reward selected employees in an open and publicized way. Be sure to address this in honest and personal manner. Continuously say thanks and good job in anyway you find possible. Praise helps develop the behavior expected from employees.Your team must be there for one another in order to make great team players. Make a positive dif ference by being fully present. Praise and recognition, study after study show that employees perform their best at higher levels of praise and recognition. Recognize, reward and promote your selected employees based on their performance. The marginal performers will a choice to either improve or leave. Obtaining attainable goals is very important for any reward program. All rewards must be clear and well communicated. The most meaningful and memorable rewards are the best.Timing is crucial for recognizing your employees. Always celebrate success for employees as well as the company for reaching goals. Allow your employees to see their contributions to the end goal or product. Many leaders get nervous when change is happening within the company. It is important to be positive, honest and give information to the employees as soon as possible. Silence can backfire. Sharing information with employees is more important during a change even more than when everything is stable. Keeping co mmunication is a must. When information is given early and honestly the employees feel more valued.The productivity will remain high. Share your thoughts, ideas and even excitement with all staff not just the superiors. Allow employee involvement in decision making especially when it affects their work. Whether it is bad or good new, remain honest. Encourage initiative and creativity thru out the employees. After giving news about a change you must allow the employees to have some time to think and plan. Encourage questions and encourage those who take risks to do so. Learning different personality styles and using these by applying what you have learned is very powerful.I encourage you to learn more about them for maximum results in motivating others. Motivating employees is a Hard Task but some TIPs can solve the issue†¦ Motivating employees is just about as difficult as retaining them, so how do you go about motivating them without using financial incentives , rises, bonuses and so on. Here are a few tips, ways and ideas which might help you just get the best out of your employees. Give more breaks. Motivate your employees by giving them more time off throughout their working day. More short breaks should help motivate your employees, give them a quick boost and get them back on track.Organize and Hold competitions, awards and so on. Give your employees something to aim towards, for example employee of the month. Motivate those using competitions. Everyone loves a competition and everyone loves to win. Hold and organize team days, teamwork during days and training sessions. Get all your employees together on training days, events or similar and get them motivating and inspiring each other. Create a nice place to work in. Help motivate your staff by creating a clean, friends, and workable workplace. If staff dread coming into work then they wont do there best for you.If they enjoy coming into work or into the office then you will see there natural motiv ation come out. Don't push your employees too hard. You don't want them to shut down and not work, so don't pile on all the pressure if you want to see positive results. Give them something to work towards. By this I mean, set staff tasks, aims, goals and targets, get staff and employees to work together to help and motivate each other and themselves. Recognize and reward. Start recognizing and rewarding good employees, hardworking and motivated employees and soon others will not want to be left out and will follow suite.Reward with a longer lunch break or similar. Tell your employees they are valued. Just like you treat your customers as king you must also treat your employees as kings and queens as without them your business probably wouldn't exist. Employees need to know they are valued and appreciated; it boosts self esteem, self worth and morale which in the end result in you’re getting more hardworking and motivated employees. The main Tip Remember to treat employees as you would like to be treated yourself and you should see positive results. Motivate Your Employees with These Four Ideas†¦Ã¢â‚¬ ¦Business owners know how difficult it can be to motivate employees both male and female. No matter how great a potential employee may seem in a job interview, many end up â€Å"working for a paycheck†instead of truly caring about the company and the products or services it produces. However, if you're a business owner, you don't have to resign yourself to employees that simply punch a time clock and sleepwalk through the day. Instead, try motivating your staff with a few of these ideas: Offer performance rewards: Use your imagination to figure out which performance reward best suits your business and employees.You could also base performance rewards on the number of new customers that sign up for your newsletter or mailing list, or the total amount of sales or targets the employee rings up for the week. If, for example, you run a music store, offer a cash bonus for every 100 CDs an employee sells. So if the employee receives an additional $25 per 100 CDs sold, they'll earn an extra $50 if they sell 200 CDs and $75 if they sell 300 CDs. Offer profit-sharing: Profit-sharing allows employees to feel as if they have a vested interest in generating as much profit as possible.Not only does this encourage them to manufacture or sell more products, it also encourages them to recruit new customers and limit loss. Many different companies offer profit-sharing, so model yours after a tried-and-true method. Let your employees know that profit-sharing is part of the package when they start working for you, and they'll be motivated to succeed at the very beginning! Offer commission: If your business involves the target, plan or sale of a product or service, you may want to offer your employees a commission based salary.Although not everyone prefers this type of pay method, it does serve as an incentive for your people to generate inc reased end result. Alternatively, you could offer commission only on certain products or only for certain departments in your business. Choose the best method for your company and your employees. Offer a friendly competition: If you don't have the high budget or flexible finances required for the other employee motivators, you may still be able to motivate your employees inexpensively if you make it a competition. Have your employees compete to see who can sell the greatest number of widgets per week, for example.Or have them compete to see who can get the most customers to sign the mailing list. Your prize to the winner can be anything from a gift certificate to the local movie theater to a cash bonus. To truly motivate your employees, you need to cultivate employee loyalty by being an honest and fair employer. But a little extra incentive in the form of a prize or cash can help win and give your employees a reason to increase profits. For Employer Tips for Motivating Employeesâ₠¬ ¦Ã¢â‚¬ ¦ Being in a management position is not easy, and not always fun. The position comes with much responsibility and can prove very stressful.Holding a management position often means you are put in charge of large numbers of people, all with different attitudes, moods and dispositions; whose performance you are held accountable for. That is the bad news. The good news is even if things are not optimal; you can do something about it. Learn to motivate your employee's and you can turn things around for everyone. You may be thinking that the change needs to come from the individuals when really the change begins with you. Being in a management position by default makes you a leader. Others are looking to you for guidance and support.You must rise to the occasion. Your management style can greatly improve the general attitude in the workplace. Positive messages coming from you as a manager will go a long way towards improving your productivity and the work performance of your emp loyees. As a manager the small ways you interact with the workforce everyday greatly impacts how they carry out their duties as individuals. So may be you have not been so positive in the past, it's never too late to change. Start anew. Start with you. You will be amazed with the overall outcome. Smile – A lot. It is a simple thing but contagious.Even if you think people will not smile in return. Do it every day. Just give it a try and see what happens. Praise – Try to accentuate the positive no matter how small. If someone cleans up a spill or picks up something off of the floor, it may be their job to do so but, you can still use that as an opportunity to praise them. Say â€Å"Thank you for taking care of that, someone could have gotten hurt†just this simple action will create a positive feeling in the person and make them want to do better every day. People want validation that they are contributing in positive ways and that their efforts are not going un-n oticed.First Names – Make a concentrated effort to learn everyone's first name. Even if the name is hard to pronounce, ask and repeat until you get it right. You interact with these people frequently and knowing their names conveys that you are interested in them personally and, care about them as individuals. Be willing to pitch in – People will work harder for someone if they know that when the chips are down, you will jump in the trenches with them. If they are really struggling and you pitch in and help them get to the finish line – you earn their respect.If you stress out or panic instead of taking a hands on approach that permeates the crew and the task will suffer. Share the goal – If there is a daily, weekly or monthly goal, let your employees know what that goal is. If they have something to work towards they will work harder to get the job done. It creates a sense of purpose. You could even make a game or a competition out of it for meeting or e xceeding the goal which adds a fun feel to the challenge. You can build on that concept when the goal is met or exceeded by saying â€Å"We did such a great job this month, I can't wait to see what we do next month†Good managers know that the best way to get your employees to perform well is by motivating them. The following are a few tips on how you can motivate your employees to ensure a happier, and therefore more productive work place. Stay Positive, Enthusiastic and Excited Yourself. As a company owner, manager, or boss, your employees will be taking their cue from you. If they find you frustrated, angry, worried or depressed, they are going to follow suit be it consciously or unconsciously. It is important to get people excited about success, just as it is important that they know you have faith and believe in them and the company.Find out what motivates each employee. A common mistake made by many managers is the automatic assumption that all that is needed to motivate employees is money. While this may true in many cases, it certainly isn't true for all. Some employees might simply need more personal recognition or to feel as if they are making a valuable contribution. Others might be interested in having their opinion heard, may want to have more input in the way things are being done, or might be motivated by getting a promotion.While others still might simply be motivated by the promise of more time off to spend with their families. If your goal is to motivate certain employees it is important to know exactly what their priorities are and what they would be willing to worker harder for. Ask for their ideas. Another common mistake made by many bosses and managers is the belief that the way things are currently being done is the only way. It can be very frustrating to an employee if they know of a quicker or more efficient way of doing their job, but simply aren't allowed to because of current restrictions.Check in with your employees once in a while and ask for their input. It can be in a one-on-one meeting, a group lunch or even by a general questionnaire asking for their opinion on any improvements they believe can be made. Most employees will feel more motivated simply by knowing that their opinion counts and that they are having some kind of input. While all their ideas might not be feasible, you might be surprised at how many could actually save the company time and money as well as naturally motivate the employee to do whatever they can to make the new plan work.Give Recognition When and Where It Is Due In many instances recognition is just as important as financial rewards to an employee who probably spends more hours of their life at their job than in their own home. It can be something as simple as mentioning to the employee how much you appreciated a job well done, an announcement in the company newsletter praising an employee or department, a special lunch out or celebration for the group that accomplished a pa rticular goal, or even a letter of commendation in an employee's work file.Sometimes a little praise and recognition is all an employee will need to want to do an even better job in the future. Cash Bonus or Extra Time Off Contests and competitions can also help to motivate your employees. Depending on the nature of your business see if you can start monthly competitions, For example, whoever answers the most phone calls or brings in the most new clients will receive an extra few hundred dollars in their paycheck or a free week’s vacation.As long as it doesn't cause any problems by getting cut throat, this can be another fun way to get your employees excited about producing again. [pic] References to the compiled Data†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1. The Research Institute of Labor and Social Affairs carried out an analysis on motivations for good work performance under a project entitled ‘Measuring the Quality of Working Life’ (CZ0502SR 01). 2. Sponsored Links Cultural Intelligenceâ€â€CQ 3. Trainers and Coaches Needed! 2012 Programs – 2013 Global Summit 4. CulturalQ. om -Marti Barletta wrote the book on marketing to women. 5. www. TrendSight. com 6. CLY communication -Berlin creative & professional lifestyle incentives 7. www. cl-y. com 8. wamda. com 9. â€Å"Incentive Magazine†; Top 10 Ways to Motivate Women in Your Workforce; Roy Saunderson; May 2011 10. Bankrate. com; Motivating Employees in Tough Times; Karen Haywood Queen; March 2009 11. University of Phoenix School of Business; Are Employees Motivated by Money? ; May 2011 12. Cultural Intelligence- creative & professional lifestyle incentives â€â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€œ 1
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