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.

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 Intelligence—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 ———————– 1

Cons And Pros Of Cloning Essay - 1988 Words

When most people think of cloning, they think of a scientist that uses DNA to make an exact replica of someone . Cloning is a lot more complicated and more controversial than that . According to the American Heritage Dictionary Cloning is defined as â€Å"A group of cells, or organism that is descended from and genetically identical to a common ancestor , such as a bacterial colony whose members arose from a single original cell . Ever since August,1,2001 Cloning had been banned .Cloning was banned for many different reasons, such as: any person can obtain extreme power, cloning defects and mutations for example a headless baby that was cloned, Ethical and religious reasons why cloning should be banned .Florida state representative Dave Weldon†¦show more content†¦There are several different types of cloning . There is Embryo Twinning which is similar to the natural way to have twins . When an egg is fertilized it is put in a Petri dish and divided into eight cell embryos . The eight cells separate and eight clones are born . Another type of cloning is called The Roslin Technique. The Roslin Technique which was used to clone Dolly .The Roslin technique was developed by Ian Wilmut .In his first attempts to create clones from adult cells, this technique had one success out of 277 tries . The Rosalin Technique is a technique used to clone Adult animals . It requires two cells a donor cell and oocyte cell . Another technique used is the Honolulu technique . In the Honolulu technique , the nucleus from a somatic cell is removed and put into an egg that had its nucleus removed. The egg is bathed in a chemical solution and cultured. The developing embryo is planted into a surrogate and allowed to develop. Ever since August1,2001 there was a law passed to ban Human Cloning . If someone commits that crime they would have to serve 10 years in prison and pay a $1 million fine. It was voted on and to keep cloning banned won . The ratio of the vote was 265-162 . Human Cloning can help the civilization that we live in numerous ways . Human Cloning can help the cancer research tremendously . We can clone body parts for Transplants and Surgeries . HumanShow MoreRelatedCloning Pros And Cons Of Cloning1147 Words   |  5 Pages Cloning Pros Cons Nicole Hedrick Baker College HSC 402A /Dr. Eric Oestmann/Seminar Two Position/Argument Essayâ€Æ' Abstract A clone is where two organisms share the same exact DNA. These two organisms are the same identical replica of each other. In the past, cloning has taken place naturally. For instance, a couple who naturally conceived and gave birth to identical twins or triplets. Today, science and technology has been introduced to where cloning can intentionally be done. Some peopleRead MoreThe Pros And Cons Of Cloning872 Words   |  4 PagesThere are many arguments against cloning. Leon R. Kass bases his argument on repugnance in his article The Wisdom of Repugnance. He is a well-known physician, educator and scientist. Kass perceives cloning as offensive, grotesque revolting, repulsive and wrong. To establish his argument he states, â€Å"Most people recoil from the prospect of mass production or human being, with large clones of look-alikes, compromised in their individuality.†1 His rationale is cloning is unnatural, because it is asexualRead MorePros And Cons Of Cloning1109 Words   |  5 PagesWhat is Cloning? Cloning is a number of processes that are used to create genetically identical copies of an organism. Researchers have cloned a number of biological materials, such as genes, cells, tissues and whole organisms, including sheep s and horses. Cloning can happen naturally in identical twins, but it can also be done in a lab. (Cloning Fact Sheet). Pros: . Parents with no eggs and sperm can create children that are genetically related to them. . Endangered plants and animals canRead MorePros And Cons Of Cloning1106 Words   |  5 PagesCloning is a number of processes that are used to create genetically identical copies of an organism. Researchers have cloned a number of biological materials, such as genes, cells, tissues and whole organisms, including sheep s and horses. Cloning can happen naturally in identical twins, but it can also be done in a lab. (Cloning Fact Sheet). Pros: . Parents with no eggs and sperm can create children that are genetically related to them. . Endangered plants and animals can be cloned to saveRead MoreThe Pros And Cons Of Human Cloning1532 Words   |  7 Pagesindividual’s perspectives, human cloning is something that I feel is unjust. Human cloning is fallacious and immoral due to lack of positive results and lack of liberty to the individual being duplicated. In this paper, I will discuss why human cloning should no longer be considered a means of reproducing and also discuss why the numbers themselves should deter someone from wanting to be cloned. As Leon R. Kass states in his article, â€Å"Cloning of human beings†, the cloning of a human being takes away fromRead MorePros And Cons Of Cloning909 Words   |  4 PagesFor quite some time, cloning has been a largely debated topic in society. Most people in the U.S. feel like cloning is morally wrong and takes innocent lives, but others think that it is beneficial and could be a big advancement in modern science. Cloning to produce humans has been outl awed in most countries, but in some, cloning for therapeutic reasons is still a dispute. Cloning can lead to revolutionary medical treatments such as cures for cancer, diabetes, Parkinsons, Alzheimers, MultipleRead MoreThe List Of Pros And Cons Of Human Cloning1624 Words   |  7 PagesThe list of Pros and cons of human cloning Summary: The necessary technology has been created, as evident in the story of Dolly the sheep. People still pose questions such as the role of God in Society. Here is a list of pros of human cloning : It could eliminate defective genes , It is considered as the logical next step in the reproductive technology, It could aid in faster recoveries from injuries, it gives a new meaning to genetic modification. As all things human cloning also has cons. Here isRead MoreThe Benefits Of Human Cloning : Pros And Cons1254 Words   |  6 PagesFor starters, cloning has said to solve the continuous problem of infertility by inserting a clone embryo into the woman’s body. This guarantees infertile couples a child, as opposed to wasting time and money on other painful and emotional procedures that don’t offer this guarantee. The next benefit offers an immense amount of growth in regenerative medicine and assists those with physical disabilities by producing clones of themselves. Wh y clone themselves if they have a disability? Scientists canRead MorePros And Cons Of Animal Cloning1277 Words   |  6 PagesAnimal Cloning Applications and Morality Concerns One fateful afternoon, a father discovers that their beloved pet kitten is deceased on the side of the roadway. The parents are worried about telling their children the sad news because they will be devastated. Luckily, the parents reach out to a company that offers animal cloning. With just a sample of the kitten’s DNA, they can produce an exact match and an identical copy that will soon replace their lost family pet. While this story demonstratesRead MorePros and Cons of Cloning Humans906 Words   |  4 Pagesthe world on 23 February 1997.Soon after the announcement, the media attention was diverted by the possibility of cloning a human. Although the scientists from the Roslin Institute who had made the significant breakthrough with Dolly denied the possibility of creating human clones, the idea was still wide debated about the risks and benefits of human cloning. So, what is cloning? Cloning is a process of generating a new organism by an identical genetic copy of the original donor. The DNA of the two

Biography of Martin Luther King, Jr.

Martin Luther King, Jr. was born on January 15, 1929, in Atlanta, GA. His birth certificate listed his first name as Michael, but this was later changed to Martin. His Grandfather and then his Father both served as the pastor of the Ebenezer Baptist Church in Atlanta, Georgia. King graduated from Morehouse College in 1948 with a degree in Sociology. He further received a Bachelors of Divinity in 1951 and then a Ph.D. from Boston College in 1955. It was in Boston where he met and later married Coretta Scott. They had two sons and two daughters together. Becoming a Civil Rights Leader: Martin Luther King, Jr. was appointed the pastor of the Dexter Avenue Baptist Church in Montgomery, Alabama in 1954. It was while serving as pastor of the church that Rosa Parks was arrested for refusing to give up her seat on a bus to a white man. This occurred on December 1, 1955. By December 5, 1955, the Montgomery Bus Boycott had begun. Montgomery Bus Boycott: On December 5, 1955, Dr. Martin Luther King, Jr. was unanimously elected president of the Montgomery Improvement Association which led the Montgomery Bus Boycott. During this time, African-Americans refused to ride the public bus system in Montgomery. Kings home was bombed due to his involvement. Thankfully his wife and baby daughter who were home at the time were unharmed. King was then arrested in February on the charges of conspiracy. The boycott lasted 382 days. At the end on December 21, 1956, the Supreme Court ruled that racial segregation on public transportation was illegal. Southern Christian Leadership Conference: The Southern Christian Leadership Conference (SCLC) was formed in 1957 and King was named its leader. Its goal was to provide leadership and organization in the fight for civil rights. He used the ideas of civil disobedience and peaceful protests based on the writings of Thoreau and the actions of Mohandas Gandhi to lead the organization and the fight against segregation and discrimination. Their demonstrations and activism helped lead to the passage of the Civil Rights Act of 1964 and the Voting Rights Act of 1965. Letter from a Birmingham Jail: Dr. Martin Luther King, Jr. was a major part of many nonviolent protests as he helped lead the fight for desegregation and equal rights. He was arrested numerous times. In 1963, numerous sit-ins were staged in Birmingham, Alabama to protest segregation in restaurants and eating facilities. King was arrested during one of these and while he was imprisoned wrote his famous Letter from a Birmingham Jail. In this letter, he argued that only through visible protests would progress be made. He argued that it was an individuals duty to protest and disobey unjust  laws. Martin Luther King's "I Have a Dream" Speech On August 28, 1963, the March on Washington led by King and other Civil Rights Leaders took place. It was the largest demonstration of its kind in Washington, D.C. up to that time and approximately 250,000 demonstrators were involved. It was during this March that King gave his awe-inspiring I Have a Dream speech while speaking from the Lincoln Memorial. He and the other leaders then met with President John F. Kennedy. They asked for many things including an end to segregation in public schools, greater protections for African-Americans, and more effective civil rights legislation amongst other things. Nobel Peace Prize In 1963, King was named Time Magazines Man of the Year. He had stepped onto the world stage. He met with Pope Paul VI in 1964 and then was honored as the youngest person ever to receive the Nobel Peace Prize. He was awarded this on December 10, 1964, at the age of thirty-five. He gave the entire amount of the prize money to help with the Civil Rights movement. Selma, Alabama On March 7, 1965, a group of protestors attempted a march from Selma, Alabama to Montgomery. King was not part of this march because he had wanted to delay its start date until the 8th. However, the march was extremely important because it was met by terrible police brutality that was captured on film. The images of this made a huge impact on those not directly involved in the fight resulting in a public outcry for changes to be made. The March was attempted again, and the protestors successfully made it to Montgomery on March 25, 1965, where they heard King speak at the Capitol. Assassination Between 1965 and 1968, King continued with his protest work and fought for Civil Rights. King became a critic of the War in Vietnam. While speaking from a balcony at the Lorraine Motel in Memphis, Tennessee on April 4, 1968, Martin Luther King was assassinated. The day before he gave a poignant speech where he said, [Gods] allowed me to go up to the mountain. And Ive looked over. And Ive seen the promised land. I may not get there with you. While James Earl Ray was arrested and charged with the assassination, there have been and still are questions to his guilt and whether there was a larger conspiracy at work.

Public School Of Macon County Essay - 1324 Words

As far as schools, Macon County has many different schools available. According to the government website of Macon County, IL, there are seven public school districts within Macon County. The schools that are within a ten minute driving range of Maroa-Forsyth Grade School are: Warrensburg-Latham, Decatur Christian School, Our Lady of Lourdes Catholic School, and the Lutheran School Association. Of those schools, only two are located in the village of Forsyth. Three of them are private schools while only one is a public school. There are two hospitals located in Macon County. Since Forsyth is a small village it does not have many parks, however there are several large parks located within Macon County as a whole. According to the Forsyth Village website, there is one main park for the community. It is called Forsyth Park. It is only a few minutes away from Maroa-Forsyth Grade School. It is 75 acres. There is also a public library a few minutes away from the school. This library has a small playground for children. There is another larger public library located in Decatur, IL. School Context: Maroa-Forsyth Grade School is a public school. According to the Illinois Report Card, the average class size is 25. There is a total of 558 students attending the school. Of these, 78.7% are White, 5.2% are Black, .5% are Hispanic, 9.7% are Asian, .7% are American Indian, 4.7% are two or more races, and .5% are Pacific Islander. Of the 558 students, about 23% are classified asShow MoreRelatedEssay about C2294807 Words   |  20 PagesCOMMUNITY HEALTH ASSESSMENT OF MACON-BIBB COUNTY Community Health Assessment of Macon-Bibb County, Georgia Western Governors University Community Health and Population-Focused Nursing C-228 Gail Abraham August 20, 2015 1 COMMUNITY HEALTH ASSESSMENT OF MACON-BIBB COUNTY 2 Community Health Assessment of Macon-Bibb County, Georgia Identification of community Founded in 1882, approximately 85 miles south of the state capital, Macon-Bibb County lies in the heart of central GeorgiaRead MoreAnalysis Of The Tuskegee Experiment1713 Words   |  7 Pagesexperiment in the history of the United States. The study was conducted between 1932 and 1972 by the U.S. Public Health Service, which aimed to examine the natural development of untreated syphilis in rural African-American men in Macon County, Alabama. The experiment was conducted under the pretext free health care offered by the U.S. government. The study commenced in 1932, with the Public Health Service collaborating with Tuskegee University, a historically black college in Alabama. AccordingRead MoreBad Blood: the Tuskegee Syphilis Experiment Essays1709 Words   |  7 PagesTUSKEGEE SYPHILIS EXPERIMENT by James H. Jones was a very powerful compilation of years of astounding research, numerous interviews, and some very interesting positions on the ethical and moral issues associated with the study of human beings under the Public Health Service (PHS). The Tuskegee study had nothing to do with treatment Â… it was a nontherapeutic experiment, aimed at compiling data on the effects of the spontaneous evolution of syphilis in black males (Jones pg. 2). Jones is very opinionatedRead MoreBad Blood: The Tuskegee Syphilis Experiment by James H. Jones1734 Words   |  7 PagesTUSKEGEE SYPHILIS EXPERIMENT by James H. Jones was a very powerful compilation of years of astounding research, numerous interviews, and some very inte resting positions on the ethical and moral issues associated with the study of human beings under the Public Health Service (PHS). The Tuskegee study had nothing to do with treatment Â… it was a nontherapeutic experiment, aimed at compiling data on the effects of the spontaneous evolution of syphilis in black males (Jones pg. 2). Jones is very opinionatedRead MoreBad Blood, Good Nursing1538 Words   |  7 PagesTimeline Here!) The Tuskegee Syphilis Study The Tuskegee Syphilis Study took place in Macon County, Alabama at the Tuskegee Institute campus. Because of the vast numbers of black sharecroppers and rich soil, this area of Alabama was referred to as the â€Å"Black Belt.† A great number of these men were both poor and uneducated. With these vast numbers of black, underprivileged, illiterate men who were sharecroppers in Macon County, the scientists involved had the perfect pool of subjects to use for this highlyRead MoreThe City Of Macon County1929 Words   |  8 PagesIntroduction Bibb County, in central Georgia, was formed December 9, 1822. Geologically, Bibb County is located on the fall line where the southern Piedmont meets the Coastal Plain. Before the arrival of European settlers, the area had been a center of a series of Native American civilizations. The county sits on 249.76 square miles of land and there are approximately 622 people per square mile. Robert Reichert is the mayor of the city of Macon which is a part of Bibb currently governed by a fiveRead MoreAbout Georgia Essay979 Words   |  4 Pagesup about 71% of Georgias population, while African-Americans account for about 27%. The rest is mostly Chinese, Koreans, Hispanics, and American Indians. About 63% of Georgias people live in urban areas, such as Atlanta, Columbus, Savannah, and Macon. It is the 10th largest state by population. The capital of Georgia is Atlanta. The motto is Wisdom, justice, and moderation. Its nicknames include Empire of the South, the Buzzard State, the Goober State, and the Peach state. The state song isRead MoreEthical Issues in Pharmacy Research1006 Words   |  5 Pagesis abundant evidence showing how easy it is to exploit individuals in the history of medical research in the twentieth century. It was not until the early 1960s when the public began to take notice of the ethical neglect that researchers had for their subjects. The exposure of gross abuses in medical research generated a public furor that was finally noticed by those who administered research funding which enabled changes to policy to begin to take place such as the Declaration of Helsinki whichRead MoreBiography of Abraham Lincoln1491 Words   |  6 Pagessharpest political minds. Born into frontier obscurity and raised in a log cabin, Lincoln rose quickly in society from a backwoods rail-splitter to a militia capt ain in the Blackhawk War. Later, his law career led him into politics and he entered the public spotlight in a U.S. Senate race that centered on the future of slavery in America. Lincoln went on to become the first Republican president and his election led to Southern secession and the Civil War. A shrewd politician, Lincoln managed to leadRead MoreNo Matter Of Two Parents1418 Words   |  6 Pagesobligation to provide for the reasonable and necessary physical, mental and emotional health needs of the child. For purposes of this Section, the term child shall include any child under age 18 and any child under age 19 who is still attending high school.†  § 750 ILCS 5/505 Determination The State of Illinois has set child support guidelines, which courts must follow to determine the amount of child support one parent must pay the other. All of the guidelines are stated in  §750 ILCS 5/505. Illinois

Strategic Planning of General Electric Free Essays

Jill Ridgley General Electric Strategic Planning During the 1980s General Electric’s Chairman, Jack Welch, became highly influential and equally controversial in the world of strategic management. Although Welch focused on gaining competitive advantage for his organization, he also began downsizing and restructuring GE. GE’s strategic planning and operational efforts began a shift toward Total Quality Management and improving productivity. We will write a custom essay sample on Strategic Planning of General Electric or any similar topic only for you Order Now (WriteWork contributors. â€Å"Levels of Planning in Management† WriteWork. om) The 1990s brought about a renewed interest and obsession with strategic planning, as mergers and acquisitions increased in frequency along with a rising rate of complex joint ventures. Such trends focused strategic planning on innovation through decentralized models, leveraging core competencies and emergent strategy. In order to develop a plan, there are several guidelines that need to be remembered. The main goal is to maintain business operations, looking closely at what you need to do to deliver a minimum level of service and functionality is important. Thus far in the 21st century (2000s), GE’s strategic planning continues towards an orientation of gaining competitive advantage, but with the added dimension of developing and nurturing organizational innovation. As General Electric looks to strategy to help them grapple with issues that include reconciling size with flexibility and responsiveness, planning has grown more complex. This can be attributed in part an increasingly interwoven global marketplace and growing number of competitive forces that have accompanied that change. Likewise, planning complexity has been affected by the economic woes of the 2000s, which have driven businesses to form many new alliances, partnerships and mergers. The net effect of these changes has resulted in the need for cooperative strategies, resulting in more planning and execution complexity. Additionally, the 2000s have brought about changes in environmental commitments and corporate social responsibility. Within the past several years, GE has been looking into how their strategic planning will help with the ecomagination for the new â€Å"greener† products that are a ig competition now for the environment. Faced with the worst economic conditions since the Great Depression, businesses across the board are adapting their behaviors and strategies. GE’s strategic planning has transitioned from a process of trying to predict the future to one of looking backward at what we â€Å"know†, examining current-state realities in order to build effective transfor mation strategies for the future and leveraging lessons learned from the past. How to cite Strategic Planning of General Electric, Essay examples

Coke vs. Pepsi Fighting for Foreign Markets Novem Essay Example For Students

Coke vs. Pepsi: Fighting for Foreign Markets Novem Essay Coke vs. Pepsi: Fighting for Foreign MarketsNovember 27, 1995Introduction The soft-drink battleground has now turned toward new overseas markets. While once the United States, Australia, Japan, and Western Europe were the dominant soft-drink markets, the growth has slowed down dramatically, but they are still important markets for Coca-Cola and Pepsi. However, Eastern Europe, Mexico, China, Saudi Arabia, and India have become the new hot spots. Both Coca-Cola and Pepsi are forming joint bottling ventures in these nations and in other areas where they see growth potential. As we have seen, international marketing can be very complex. Many issues have to be resolved before a company can even consider entering uncharted foreign waters. This becomes very evident as one begins to study the international cola wars. The domestic cola war between Coca-Cola and Pepsi is still raging. However, the two soft-drink giants also recognize that opportunities for growth in many of the mature markets have slowed. Both Coca-Cola, which sold 10 billion cases of soft-drinks in 1992, and Pepsi now find themselves asking, Where will sales of the next 10 billion cases come from? The answer lies in the developing world, where income levels and appetites for Western products are at an all time high.Often, the company that gets into a foreign market first usually dominates that countrys market. Coke patriarch Robert Woodruff realized this 50 years ago and unleashed a brilliant ploy to make Coke the early bird in many of the major foreign markets. At the height of World War II, Woodruff proclaimed that Awherever American boys were fighting, theyd be able to get a emailprotected By the time Pepsi tried to make its first international pitch in the 50s, Coke had already established its brand name and a powerful distribution network. In the intervening 40 years, many new markets have emerged. In order to profit from these markets, both Coke and Pepsi need to find ways to cut through all of th e red tape that initially prevents them from conducting business in these markets. This paper seeks to examine these markets and the opportunities and roadblocks that lie within each.Coke and Pepsi in Russia: In 1972, Pepsi signed an agreement with the Soviet Union which made it the first Western product to be sold to consumers in Russia. This was a landmark agreement and gave Pepsi the first-mover advantage. Presently, Pepsi has 23 plants in the former Soviet Union and is the leader in the soft-drink industry in Russia. Pepsi outsells Coca-Cola by 6 to 1 and is seen as a local brand. Also, Pepsi must counter trade its concentrate with Russias Stolichnaya vodka since rubles are not tradable on the world market. However, Pepsi has also had some problems. There has not been an increase in brand loyalty for Pepsi since its advertising blitz in Russia, even though it has produced commercials tailored to the Russian market and has sponsored television concerts. On the positive side, Peps i may be leading Coca-Cola due to the big difference in price between the two colas. While Pepsi sells for Rb250 (25 cents), Coca-Cola sells for Rb450. For the economy size, Pepsi sells 2 liters for Rb1,300, but Coca-Cola sells 1.5 liters for Rb1,800.Coca-Cola, on the other hand, only moved into Russia 2 years ago and is manufactured locally in Moscow and St. Petersburg under a license. Despite investing $85 million in these two bottling plants, they do not perceive Coca-Cola as a premium brand in the Russian market.Moreover, they see it as a foreign brand in Russia. Lastly, while Coca-Colas bottle and label give it a high-class image, it is unable to capture market share. Coke and Pepsi in Romania: Romania is the second largest central European market after Poland, and this makes it a hot battleground for Coca-Cola and Pepsi. When Pepsi established a bottling plant in Romania in 1965, it became the first U.S. product produced and sold in the region. Pepsi began producing locally du ring the communist period and has recently decided to reorganize and retrain its local staff. Pepsi entered into a joint venture with a local firm, Flora and Quadrant, for its Bucharest plant, and has 5 other factories in Romania. Quadrant leases Pepsi the equipment and handles Pepsis distribution. In addition, Pepsi bought 500 Romanian trucks which are also used for distribution in other countries. Moreover, Pepsi produces its bottles locally through an investment in the glass industry. While the price of Pepsi and Coca-Cola are the same (@15 cents/bottle), some consumers drink Pepsi because Pepsi sent Michael Jackson to Romania for a concert. Another reason for drinking Pepsi is that it is slightly sweeter than Coca-Cola and is more suited for the sweet-toothed Romanians. Lastly, some drink Pepsi because, in the past, only top officials were allowed to drink it, but now everyone can. Coca-Cola only began producing locally in November 1991, but it is outselling all of its competito rs. In 1992, Coca-Cola saw an increase in Romania of sales by 99.2% and outsold Pepsi by 6 to 5. While Pepsi preferred to buy its equipment from Romania, Coca-Cola preferred to bring equipment into Romania. Also, Coca-Cola brought 2 bottlers to Romania. One is the Leventis Group, which is privately owned. Coca-Cola has invested almost $25 million into 2 factories. These factories are double the size of the factory Pepsi has in Bucharest. Moreover, Coca-Cola has a partnership with a local company, Ci-Co, in Bucharest and Brasov. Ci-Co has planned an aggressive publicity campaign and has sponsored local sporting and cultural events. Lastly, Romanians drink Coke because it is a powerful western symbol which was once forbidden. Coke and Pepsi in The Czech Republic: The key to success in the Czech Republic is for both Coca-Cola and Pepsi to increase the annual consumption of soft-drinks.Per capita consumption of beer, the national drink in the Czech Republic, exceeds that of soft-drinks by 3 to 1(165 liters of beer per capita of beer versus 50 liters of soft-drinks).Both companies are trying to increase their market share because distribution for both products is no longer as limited as it was in 1989.Coca-Cola and Pepsi face stiff competition from domestic producers, whose products are lower-priced.Because of this, domestic producers have a market share of about 60%.Coca-Cola and Pepsi each have a market share between 10%-25%.Another problem in the Czech Republic is that many people think that Coca-Cola and Pepsi are produced by the same company. Recently, Pepsi opened an office in Prague. Coca-Cola, on the other hand, has been trying to convince local shop owners to stock and circulate its product. The main apprehension may be that the price of Coke is twice the price of locally produced colas and a little higher than Pepsi. Coca-Cola has arrangements with 4 domestic bottling companies and acquired a new plant in 1992 in which it has invested almost $20 million. This may be one reason why Coca-Cola is closing in on Pepsis lead in the Czech Republic. Coke and Pepsi in Hungary: Traditionally, Pepsi held the lead in Hungary with a strategy of putting the infrastructure in place, upgrading it, and then marketing to the consumer. Pepsi plans to invest $115 million which includes acquiring FAU, an Eastern European bottler. Because of this, Pepsi will have greater control over distribution and quality. In May of 1993, Pepsi introduced Pepsi Light and had outdoor and television advertising blitzes. Coca Cola, on the other hand, introduced Coke Light in the beginning of 1993, but did not mention its product name during the first few weeks of promotional advertising. Coca-Colas strategy was to advertise internationally for Central Europe. Hungarians saw the Always Coca-Cola commercials, along with the rest of the world, in April 1993. In 1992, Coca-Cola lead Pepsi. In addition, Coca-Cola participates in counter trade agreements with Hungary. Coca-Col a trades its concentrate for glass bottles which are exported and then sold to bottlers.Coke and Pepsi in Poland:Poland, with a population of 38 million people, is the biggest consumer market in central and eastern Europe. Coca-Cola is closing in on Pepsis lead in this country with 1992 sales of 19.5 million cases versus Pepsis sales of 26.5 million cases. The main problems in this area are the centralized economy, the lack of modern production facilities, a non-convertible local currency, and poor distribution. However, since the zloty is now convertible, Coca-Cola realizes the growth potential in Poland. After Fiat, Coca-Cola is now the second biggest investor in Poland.Coca-Cola has developed an investment plan which includes direct investment and joint ventures/investments with European bottling partners. Its investments may exceed $250 million, and it has completed the infrastructure building. Coca-Cola has divided Poland into 8 regions with strategic sites in each of these are as. Moreover, it has organized a distribution network to make sure its products are widely available. This distribution network, which Coca-Cola has spent a lot of money organizing, is extremely important to challenge Pepsis market share and to maintain a high level of customer service. Also, Coca-Cola, like Pepsi, signed counter trade agreements with Poland. Both trade their concentrate for Polish beer. All of this has helped Coca-Cola to close in on Pepsis lead in Poland. Conclusion on Eastern Europe: Both Coca-Cola and Pepsi are trying to have their colas available in as many locations in Eastern Europe, but at a cost which consumers would be willing to pay. The concepts which are becoming more important in Eastern Europe include color, product attractiveness visibility, and display quality. In addition, availability (meeting local demand by increasing production locally), acceptability (building brand equity), and afford ability (pricing higher than local brands, but adapting to local conditions) are the key factors for Eastern Europe. Both companies hope that their western images and brand products will help to boost their sales. Coca-Cola has a universal message and campaign since it feels that Eastern Europe is part of the world and should not be treated differently. Currently, it is difficult to say who is winning the cola wars since the data from the relatively new market research firms focusses on major cities. Pepsi had a commanding 4 to 1 lead in 1992 in the former Soviet Union. Without this area, Coca-Cola has a 17% share versus Pepsis 12% share in the soft drink industry. While both companies have been in Eastern Europe for many years, the main task now is to develop the market. Coca-Cola and Pepsi are in a dogfight, but both will end up as winners. In the end, the ultimate winner will be the Eastern Europeans who will have access to some of the worlds best soft drinks. Coke and Pepsi in Mexico: The Mexican government recently freed the Mexican s oft drink market from nearly 40 years of price controls in return for a commitment from bottling companies to invest nearly $4.5 billion and create nearly 55,000 jobs over the next 7 years. Naturally, Mexico has become another battleground in the international cola wars. In Mexico, Coca-Cola and Pepsi command 50% and 21% of the market respectively. The cola war is especially hot here because the per capita consumption of Coca-Cola and Pepsi exceeds that of the United States (Murphy, 6). Mexico is the only soft-drink market in the world that can make this claim. The face off in Mexico is between Gemex, the largest Pepsi bottler outside the United States, and Femsa, the beer and soft drink company that owns the largest Coca-Cola franchise in the world. Femsa, however, may be at a disadvantage. Despite being part of the conglomerate Grupo Vista, Femsa lacks financial punch because it plays only a small part in the conglomerates overall interests. The challenge in Mexico is to win marke t share through distribution efficiency (Murphy, 6). With this in mind, each company is undertaking strategic efforts designed to bolster their shares of the Mexican market. Pepsi is moving in on the Coke-dominated Yucatan peninsula while Femsa, the Coca-Cola franchisee, is planning to invest $600 million more for 3 new Coca-Cola plants next door to Gemexs Mexico City facilities. The parent companies have joined the battles as well. Coca-Cola has made a $3 billion long-term commitment to the Mexican market, and Pepsi has countered with a $750 million investment of its own. Coke and Pepsi in China: Coca-Cola originally entered China in 1927, but left in 1949 when the Communists took over the country. In 1979, it returned with a shipment of 30,000 cases from Hong Kong. Pepsi, which only entered China in 1982, is trying to be the leading soft-drink producer in China by the year 2000. Even though Coca-Colas head start in China has given it an edge, there is plenty of room in the country for both companies. Currently, Coca-Cola and Pepsi control 15% and 7% of the Chinese soft-drink market respectively. The Chinese market presents unique problems. For example, 2,800 local soft-drink bottlers, many of whom are state-owned, control nearly 75% of the Chinese market. Those bottlers located in remote areas have virtual monopolies (The Economist, 67). The battle for China will take place in the interior regions. These areas are unpenetrated as most of the foreign soft-drink producers have set up in the booming coastal cities. Chinas high transportation and distribution costs mean that plants must be located close to their markets. Otherwise, in a country of Chinas size, Coca-Cola and Pepsi risk pricing their products as luxury items. In China, it is easier and politically safer to expand through joint ventures with local bottlers. It is expected that, in China, the company that wins the cola war will win based on the locations of their bottling plants and the quality of t he partners they choose (The Economist, 67). Coca-Cola is bottled at 13 sites across China; five of these are state-owned. Also, Coca-Cola owns 2 concentrate plants in China. By 1996, Coca-Cola and its joint venture partners will have invested nearly $500 million in China. Pepsi is planning a $350 million expansion plan that will add 10 new plants. Both companies are ploughing profits straight back into expansion. They reason that any returns will not come until the next century. Coke and Pepsi in Sandia Arabia: In Saudi Arabia, Pepsi is the market leader and has been for nearly a generation. Part of this is due to the absence of its arch-rival, Coca-Cola. For nearly 25 years, Coke has been exiled from the desert kingdom. Coca-Colas presence in Israel meant that it was subject to an Arab boycott. Because of this, Pepsi has an 80% share of the $1 billion Saudi soft-drink market. Saudi Arabia is Pepsis third largest foreign market, after Mexico and Canada (The Economist, 86). In 1993, almost 7% of Pepsi-Cola Internationals sales came from Saudi Arabia alone. The environment in Saudi Arabia makes the country very conducive to soft-drink sales:alcohol is banned, the climate is hot and dry, the population is growing at 3.5% a year, and the Saudis oil-based wealth make it the most valuable market in the Middle East (The Economist, 86).Coca-Cola, long known as red Pepsi, has finally started to fight back. The battle for Saudi Arabia actually began 6 years ago, when the Arab boycott collapsed and Coca-Cola began to make inroads into the Gulf, Egypt, Lebanon, and Jordan. The start of the Gulf War, however, temporarily stunted Coca-Colas growth in the region. Pepsis 5 Saudi factories worked 24 hours a day to keep the troops refreshed. The most significant blow to Coca-Colas return to the desert, however, came at the end of the war, when General Norman Schwarzkopf was shown signing the cease-fire with a can of diet Pepsi in his hand. Coca-Cola aims to control 35% of the Saudi market by the year 2000.Coca-Cola, which plans to pour over $100 million into the Saudi market, is focusing on marketing to get there. Recently, it shipped some 20,000 red coolers into Saudi Arabia over the last 9 months. Also, Coca-Cola put $1 million into sponsoring the Saudi World Cup soccer team. This alone has doubled Coca-Colas market share to almost 15%. Americas Reynolds Company is among the investors looking to cash in on Coca-Colas return to Saudi Arabia. The company is among the investors in a new factory which, by 1996, will be producing 1.2 billion Coca-Cola cans per year. This equates to nearly 100 cans for every Saudi in the country. Pepsi, trying to fight off the Coca-Cola onslaught, has responded with deep discounting. Coke and Pepsi in India: Coca-Cola controlled the Indian market until 1977, when the Janata Party beat the Congress Party of then Prime Minister Indira Gandhi. To punish Coca-Colas principal bottler, a Congress Party stalwart and longtime Gandhi supporter, the Janata government demanded that Coca-Cola transfer its syrup formula to an Indian subsidiary (Chakravarty, 43). Coca-Cola balked and withdrew from the country. India, now left without both Coca-Cola and Pepsi, became a protected market. In the meantime, Indias two largest soft-drink producers have gotten rich and lazy while controlling 80% of the Indian market. These domestic producers have little incentive to expand their plants or develop the countrys potentially enormous market (Chakravarty, 43). Some analysts reason that the Indian market may be more lucrative than the Chinese market. India has 850 million potential customers, 150 million of whom comprise the middle class, with disposable income to spend on cars, VCRs, and computers. The Indian middle class is growing at 10% per year. To obtain the license for India, Pepsi had to export $5 of locally-made products for every $1 of materials it imported, and it had to agree to help the Indian government to initiate a second agricultural revolution. Pepsi has also had to take on Indian partners. In the end, all parties involved seem to come out ahead: Pepsi gains access to a potentially enormous market; Indian bottlers will get to serve a market that is expanding rapidly because of competition; and the Indian consumer benefits from the competition from abroad and will pay lower prices. Even before the first bottle of Pepsi hit the shelves, local soft drink manufacturers increased the size of their bottles by 25% without raising costs.Conclusion: The new battleground for the cola wars is in the developing markets of Eastern Europe (Russia, Romania, The Czech Republic, Hungary, and Poland), Mexico, China, Saudi Arabia, and India. With Coca-Colas and Pepsis investments in these countries, not only will they increase their sales worldwide, but they will also help to build up these economies. These long-term commitments by both companies will raise the level of competition and efficiency, and at th e same time, bring value to the distribution and production systems of these countries. Many issues need to be overcome before a company can begin to produce its goods in a foreign country. These issues include political, social, economic, operational, and environmental topics which must be addressed. When companies like Coca-Cola and Pepsi effectively analyze and solve these problems to everyones liking, new foreign markets can translate into lucrative opportunities in the long run. Works Cited A red line in the sand, Economist, October 1, 1994, p. 86. Chakravarty, Subrata N. How Pepsi broke into India, Forbes, November 27, 1989, pp. 43-44. Clifford, Mark. How Coke Excels, Far Eastern Economic Review, December 30, 1993- January 6, 1994, p. 39. Coke v Pepsi, The Economist, January 29, 1994, pp. 67-68. DeNitto, Emily. Pepsi, Coke think international for future growth, Advertising Age, October 3, 1994, p. 44. Murphy, Helen. Cola war erupts in Mexico, Corporate Finance, May 1993, pp. 6-7. Quelch, John A., Erich Joachimsthaler, and Jose Luis Nueno, After the Wall: Marketing Guidelines for Eastern Europe, Sloan Management Review, Winter 1991, pp. 82-93. Selling in Russia: The march on Moscow, The Economist, March 10, 1995, pp. 65-66. Stevens, Clifford. Soft drink wars: Pepsi vs Coke, Central European, July/August 1993, pp. 29-35. Winters, Patricia and Scott Hume. Pepsi, Coke: Art of deal-making, Advertising Age, February 19, 1990, p. 45. Kuntz 13 For Whom the Bell Tolls1 Essay