Black Elk Speaks Essay Example

Black Elk Speaks Essay Black Elk was born into a tribe of the Plains Indians, the Ogallala Lakota.He had five sisters and one brother.He had many children, but his daughter, Lucy Looks Twice, is the one discussed in this essay.The Lakota were hunters, and they relied mainly on the buffalo.Buffalo was their main source for not only food but, also shelter and clothing. The Lakota lived throughout the midwestern plains of North America, until they were put on the Pine Ridge reservation in South Dakota. Black Elk took part in many historical events, like the Battle of Little Big Horn.As an adult Black Elk became a medicine man and a prominent member of his tribe. His religion was very important to him.Lucy Looks Twice recalls that her father hadsuffered a lot, and had experienced inner confusion. Black Elk knew that something was wrong in his life because he suffered socially, physically, and psychologically.Black Elk soon had to visit the hospital due to ulcers.While there he received the holy sacrame nt, and never suffered from his ulcers again.This instance, and with the encouragement of his friend, Kills Brave, Black Elk converted to Catholicism. On December 6th, 1904 he was converted by a priest to the Catholic faith.When he was baptized on the Feast of Saint Nicholas, Black Elk was given the Christian name, Nicholas Black Elk.As a member of the Society of St. Joseph, he helped sponsor the annual Catholic Sioux Congress and was active in converting others to Catholicism, and he gave up his medicine forever.Though he was a confirmed Catholic his Lakota spirituality remained strong throughout his life. (americanwriters). Nicholas Elk Black was part of the underground traditional religious movement, that began shortly after the U.S. government banned native religious practices.These underground activities became a vital part of his life, as

Statistical Finding on Movie Theater ads Effectiveness

Statistical Finding on Movie Theater ads Effectiveness Being the owner of a small business, it is important to make a wise and an informed decision on the way to advertise your business. A decision has to be made regarding promoting the business through Movie Theater. To arrive at a rational decision, research has to be conducted on how effective ads using Movie Theater are, in reaching the potential customers.Advertising We will write a custom report sample on Statistical Finding on Movie Theater ads Effectiveness specifically for you for only $16.05 $11/page Learn More Research shows that cinema advertising impacts emotions and revenues. 3D technology has created awareness on movie going audiences from the young to the old, owing to its flexibility. Many have been overwhelmed by the technology and get information on new products through advertisements in the movies. 3D commercials have also promoted advertising. Avatar and Monsters vs. Aliens have really transformed the advertising company. They have been know n to promote Samsung’s 3D television sets. â€Å"The young man is shown taking a 3D experience home by cutting a cube of action through a screen thus, replicating the experience of her family’s home television† (Knight 1). This has promoted Samsung televisions on many people are purchasing it. Cinema advertising recorded a growth of 5.8% in 2007, from $539.9 million to $571.4 million. â€Å"In 2008 a lot of money, over 90% was spent on on-screen advertising than anywhere else in the theater† (Knight 1). This escalation was attained due to improved technology, which allowed the advertisers to effortlessly update creativity digitally. This made digital advertising very suitable for marketing national brands. Consumers, who are definitely the buyers of advertised products, like movies and go to cinemas in large numbers because going to cinema is a popular trend. This is a perfect moment to introduce various brands of goods in the market to consumers. The stu dy based on about 2600 consumers showed that moviegoers remembered 60% or more of the cinema ads after leaving, with increased desire to buy; as much as 20% or more (Knight 1). The young like movie ads compared to television ads. This is supported by the fact that the number one leisure activity for the youths is movies. 62% of those in the age bracket of 18 to 24 years, 58% of those in 25-34 years and 39% of those in 45-54 years preferred cinema ads (Knight 1). Many like movie theater ads compared to internet ads. Sixty-six percent of those interviewed preferred cinema ads compared to 49 percent who were okay with online ads were acceptable. In media, movies have higher emotional rating (41.5%) than watching other major television programs such as the â€Å"Super Bowl (39.7%), Summer Olympics (26.3%), World Series (22.8%) and Oscars (16.1%)† (Fuchs 1). Surveys show that consumers who are emotionally fond of specific brands had similar feelings regarding the experience they g et from watching movies.Advertising Looking for report on art and design? Let's see if we can help you! Get your first paper with 15% OFF Learn More â€Å"About 45% of the customers who buy health and beauty products and 44% of those who buy packaged goods are emotionally attached to movies as compared with 30% and 29% for television, 21.1% and 21.1% for radio, and 21.2% and 18.9% for magazines† (Fuchs 1). This shows the strength and impact of Movie Theater advertising Cinema advertising has also gained public interest owing to its improved quality. The public have been captured by the movie theaters because of good quality of movies, as well as their wide range. When a great creative product is being launched, it is done in cinema. About 70% of ads today are new creative that are used far from us. Multiplexes increase people turn out in the movie theaters. Bars and restaurants in places where multiplexes are have made movies a place to get entertained in the evening. People therefore, get movie ads that have been considered more memorable than television advertisements. People get to remember the movie ads the same way they remember certain scenes of the movie (Fuchs 1). Fuchs, Andreas. Stronger attachments: Cinema advertising impacts emotions and revenues. 12 May 2010. Web. Knight, Kristina. Big-Screen ads engage consumer emotions. 22 April 2010. Web. bizreport.com/2010/04/want_to_engage_take_ads_to_the_big-screen.html#.

Understanding malaria Essay Example | Topics and Well Written Essays - 1250 words

Understanding malaria - Essay Example In the year 2011, malaria has been the reason for 660,000 deaths worldwide, which laid the requirement of making further researches in relation to this particular field National Institute of Allergy and Infectious Diseases, â€Å"Understanding Malaria†). 1. Malaria can be defined as a disease or infection, which gets transmitted amid the individuals by an infested ‘female Anopheles mosquito’ through a bite or in certain cases through transfusion of blood. The disease gets spread through a cycle wherein a mosquito bites an infected person with malaria and sucks up human blood. Consequently, this particular disease gets sucked up by a mosquito along with the blood through which this parasite gets developed and multiplied within a mosquito. Subsequently, this parasite gets matured inside a mosquito within a period of 10-14 days after which it becomes ready to get passed among other individuals. Once an infected mosquito bites an individual who is completely fit and h ealthy, the parasites enters into blood that gets spread within a human liver wherein it multiplies and returns into the blood steam. This parasite gets multiplied 10 times within two days that completely results in destroying red blood cells (RBCs) along with contaminating new cells within the human body. There are four types of parasites involving ‘Plasmodium falciparum’, ‘Plasmodium vivax’, ‘ovale’ and ‘malariae’ that impose adverse effects on human life.

Project Portfolio Management Essay Example | Topics and Well Written Essays - 750 words

Project Portfolio Management - Essay Example oject management refers to the processes involving that planning, organizing, motivating and controlling the use of resources as well as the procedures and protocols developed to achieve goals of the project (Albert 2004). In addition, a project is also described as a temporary endeavor that is designed to produce a certain unique good or service with a defined process that begins from scratch, and all the way to its end. A project is usually has to be time-constrained, and constrained financially as well as in its deliverables. Portfolio management is one of the activities that are carried out by particular project managers in order to meet their expected outcomes by their organizations. In this respect, project portfolio management refers to the various processes, methods as well as other technologies that are employed by particular managers as well as project management offices. by doing project portfolio management, they are better placed analyse and make a collective management of current and other proposed projects basing on different and numerous essential features. When carrying out project portfolio management, the essential objectives are always to determine the best possible resource mix that can be made available in order to plan and schedule various activities designed to attain the organization’s operation as well as financial goals. While doing this, the process has to honour the various constraints and challenges that comes about as a result of customers decisions, strategic objectives as well as other factors that are prevalent in the real world or the business’ external environment. It is important to note that organizations are better placed to benefit from project portfolio management if only they have multiple projects and other essential resources that need a formalized framework needed for tracking, allocating as well as managing them effectively (Dennis 2007). When they are strategically deployed and executed by project managers,

Experimental Study Essay Example | Topics and Well Written Essays - 500 words

Experimental Study - Essay Example Initially, participant clinics, instead of individual participants, were recruited based on the following inclusion criteria: (1) willingness to participate in the study; (2) the number of patients; and (3) similarity of clinical routines. During this stage, there were a total of 179 patients in all the clinics being considered. The following exclusion criteria were adopted in the selection of individual participants for both groups: (1) duration of diabetes of less than 6 months; (2) mental retardation; (3) lack of fluency in the Dutch language. Only eight patients were excluded, but 80 patients refused to participate. After the baseline data have been obtained, 2 clinics were allocated for monitoring intervention and 2 clinics were allocated to control group. Informed consent was administered among patients willing to participate in the research study. The initial sample size is 46 patients for the intervention group and 45 patients for the control group. Data collection at baseline was not discussed in detail in this study, but in the related study with the same set of authors (De wit, et al., 2007).   All patients and their parents were administered a booklet containing questions regarding demographic information and questions to assess their physical and psychosocial well-being which were to be answered at home and returned by mail or submitted to the clinic during one of their routine appointments. Most recent glycosylated hemoglobin (HbA1c)  and treatment regimen were recorded form the patients’ charts. Physical and psychosocial well-being  of the patients was measured using the 87-item child report version of the Child Health Questionnaire (CHQ-CF87), while their parents completed the CHQ-PF50 equivalent to the CHQ-CF87. Depression, as part of the psychosocial well-being of the patients was assessed using the 20-item Centre for Epidemiological Studies Scale for Depression (CES-D)  for both patients and their

Development of the German Industrial Relations System

Development of the German Industrial Relations System The management of employees, both individually and collectively, remains a central feature of organizational life (Blyton Turnbull, 2004). This statement, taken from the book The Dynamics of Employee Relations, generally reflects the necessity organizations are facing. Regarding the central role employees are playing in business, the implementation of systems which regulate the working process in order to protect and restrain both employees and employers by installing rules, policies, and guidelines are essential. These systems are called employee relations and are put in place globally. Yet, these systems differ accordingly among different economies according to nation and culture. The subsequent is divided into three major pillars: First, it will provide a description of the core characteristics of the German employment relations system. The second pillar regards the existing systems of collective bargaining and participation and discusses their development since the 1980s. The third and last part gives an outline of the major recent trends and will focus in detail on the most significant recent issue of the German employment relations system. Main Body Core characteristics of the German human resource management/employment system Being one of the most successful economies in Europe (Mà ¼ller-Jentsch, Keller, Jacobi, 1998), the German industrial relation system is regarded to encourage workplace cooperation in high-quality production and the economic prosperity contributes in general to a peaceful and collaborative work-environment. According to Mà ¼ller-Jentsch, the German model of industrial relations is based on five pillars, which will be explained in the following. The most significant pillar is regarded to be the dual structure of interest representation. This implies a separation of workers representation at the workplace-level from the collective bargaining system. Hence structural conflicts between labor and capital are dealt with in two arenas, separated according to interests, actors, and modes of enforcement (Mà ¼ller-Jentsch, Keller, Jacobi, 1998): While collective bargaining deals with issues such as working-hours and wages on a more general level and therefore follows a quantitative approac h, in the workplace these are specialized and more of qualitative nature. Although both parties are legally independent from each other in formal terms, they reveal certain interdependencies in reality. Keller (1998) states that unions and works councils are reliable partners within a network of stable co-operation. It is for example often the case that Unions train members of the works-council and provide them with legal advice, while works councilors are in many cases also trade unionists and participate in policy-making and recruiting members for their Union. The two institutions of trade Unions and Works Councils, as well as collective bargaining, will be described in more detail in the following and at a later stage. As the second pillar, Mà ¼ller-Jentsch (1998) reveals the importance of the law. Existing on a profound legal basis, the dual system of Germanys industrial relations puts emphasis on a detailed regulation of labor conflicts on the one hand and industrial relations at the workplace on the other. For instance, this implies the fact that works councils do not have the right to strike. Penalties for breaches are high, which calls legal exports to action, who therefore gain more and more influence on the workers side. The third pillar mentioned is the degree to which the institutions of collective representation encompass their constituencies. As the unions and works councils are able to make decisions in the name of the whole workforce, they are obliged by law to represent the interests of all employees. Next and fourth important feature is the fact that the named institutions are of intermediate character (Ferner Hyman, 1998). According to its legal constitution, the works council follows explicitly the economic goals of the company. Trade unions have become so called mediators between the interests of labor and capital, and bulwarks of the tradition of social partnership (Mà ¼ller-Jentsch, 1998). The fifth and final major pillar of the Germa n model of industrial relations is the relative centralization of collective bargaining and the according coordinated bargaining policies, which will be explained in greater detail in the second part of this essay. The two parties of the German dual system are, as already described above, the trade unions and the works councils. In Germany, trade unionism goes back to 1945, when the German Trade Union Confederation (Deutscher Gewerkschaftsbund) was put in place, providing a single organizational structure for workers of different status. In 1995, the confederation had a total of 9,354,670 members coming from sectors such as the metal industry, public service, chemicals, construction, banking, rail, police, wood and plastics, media, textiles, food drink and tobacco, or education and science for example. Although German unions are not formally affiliated to any political party, the German trade Union Confederation shows links to the Social Democratic Party of Germany (SPD). These patt erns of political alignment result from tradition, yet they appear to be weakening more and more over time. In addition, there are two other significant confederations in Germany: the German Salaried Employees Union (DAG) and the German Civil Servants Federation (DBB), which resulted from the Weimar Republic. The trade union density in Germany in 2007 was at 19.9% (OECD.2008). In comparison, the UK shows a density of 28%, whereas the United States reveal 11.6%. The second part of the German dual system are the works councils. In Germany, works councils are mandatory for in all private firms with five or more employees. They possess rights of information, consultation, and co-determination (Mà ¼ller-Jentsch, Keller, Jacobi, 1998). Co-determination implies social matters such as principles of remuneration and payment methods, performance related pay, daily and weekly work schedules, regulation of overtime, holiday arrangements, or the use of technical devices to monitor employees pe rformance. In specific circumstances there is even the right of veto over individual cases of hiring, grading, transfer, and dismissal. Additionally, the employer is obliged to inform the works council about the economic situation and financial affairs. Works councilors are elected for four years and are by law independent from the unions, representing the whole workforce. In general, works councils deal with the following employment relations: technological change, functional and numerical flexibility, as well as influencing the formal company structures. As already pointed out above, technological change implies for example the implementation of new technological instruments or methods to monitor employee performance. Concerning the functional flexibility, an article from the Industrial Relations Journal can be stated: Works councils are constituted on the basis of working together with the respective employer/management in a spirit of mutual trust to reinforce the achievement of functional flexibility (Lumley, 1992). The numerical flexibility roots in a legal event. The Employment Promotion Act was introduced by the German government in 1985. After successful lobbying of employers, legislative changes in employment relations were introduced, facilitating an increase in fixed-term contracts, temporary employees, and part-time workers in a mixed way. This enabled employers to be able to react more promptly to economic crises or peak-times, for example. Especially times of economic pressure generate a demand for more flexibility by organizations in how work is conducted. There is a need for flexible structures and work processes, allowing companies to adjust their labor resources to meet rapidly changing market demands, for instance the current global economic crisis which also strongly hit the German economy. Competitive conditions are leading to a decentralization of the German employment relations system on multiple levels, particularly within enterprises ( Berg, 2008). At the same time, workers desire more flexibility in when, how, and where they work. The increase in female labor, the rise of dual earner couples, and the cost of child rearing have altered the balance between work- and non-work roles and contributed to a variety of flexible work arrangements, especially in Germany (Berg et al. 2004). Another significant aspect of the German employment relations system is how business in the country is organized. There are three basic types of organization which can be distinguished: The chambers of Industry and Commerce, Business Associations, and Employers Associations (Harzing Van Ruysseveldt, 2004). The Chambers of Industry and Commerce are local organizations with a formal legal status, which makes membership necessary for all affected firms. The term affected implies all firms belonging to the respective field of operations of the Chambers. The task carried out by the Chambers are for example licensing and regulating trade pract ices and managing occupational training programs such as apprenticeships. These are a popular instrument for German high-school graduates who are willing to directly enter into working or simply do not have the possibility to go to university. Business Associations are organized by industry, in local associations affiliated to sectoral peak associations (Mà ¼ller-Jentsch, Keller, Jacobi, 1998). They are concerned with such matters as technology, production, marketing, and research. In Contrast, Employers Associations are responsible for negotiating the multi-employer collective agreements, which, according to Mà ¼ller-Jentsch (1998) are covering the vast majority of employees. Finally, the following facts about the German economy and its industrial relations will provide a further insight on how the countrys relations look like. The information is taken from the European Industrial Relations Observatory. The trade union density in Germany, where the number of trade union members is compared relative to the overall number of employees, is at around 22%. The employer organization density is at 63%. Here, the number describes the percentage of employees employed by companies who are members of an employer organization. In 2007, the country employment rate, regarding people from 15-64 years, was at 6.4%, whereas the unemployment rate for the same age-group reached 8.4%. Another significant figure is the number of working days lost through industrial action, per 1,000 employees. Here the average from 2004-2007 was at 5.62 days. The European average was at 37.47 days, which shows that Germany is significantly below the average (EIRO, 2009). Furthermore, the industrial relations in Germany, in cooperation with many other factors of course, result in a stable and advanced economy, which is to be regarded as very advanced and on a high level. Yet, there is still room for improvement left, also in industrial relations. Here, the cooperation of trade unions, works cou ncils, and employers could still be further improved. Existing systems of collective bargaining participation and their development since the 1980s Collective bargaining can be defined as a process of decision-making between parties representing employer and employee interests. Its purpose is the negotiation and application of an agreed set of rules to govern the substantive and procedural terms of the employment relationship (Windmà ¼ller.1987). In detail, the functions of collective bargaining are determining the terms and conditions of employment, as well as the allocation, distribution, and transaction of cost-saving issues. Furthermore, it also aims at countervailing the power of management and conflict-resolution. A significant prerequisite is the mutual recognition of the actors as representatives and the general willingness to bargain. The parties need to be aware of the fact that, within a defined area, future problems and issues are to be resolved jointly. Collective bargaining takes place within the field of the terms and conditions of employment. Specific topics are the price of labor, work rules, individual job rig hts, enforcement procedures, and the issue of management and union rights. (Zagelmeyer, 2010) The relationship between the two parties (employers and employees), can significantly influence the outcome of the bargaining. This accounts on a general as well as on an individual level. The probability to achieve a win-win situation throughout the bargaining process is certainly higher if the overall climate between management and employees in the company is positive and if the individuals get along with each other. It also affects the respective strategies and tactics and determines the general atmosphere of the whole process. Another important aspect is the term of bargaining power. According to Chamberlain and Kuhn (1986), it is defined as the ability to secure anothers agreement on ones own terms. It is the driving force underlying the bargaining relationship. The structure of collective bargaining can be either formal or informal. In a formal structure, the participants are legally bound by the terms of the agreement, whereas an informal bargaining structure is defined as the employers or employees who are affected by the results of a negotiated settlement through either pattern bargaining or other non-binding processes (Zagelmeyer, 2010). The process of collective bargaining can take place on different layers. Starting at a work group, department or company level, the single-employer bargaining functions in a decentralized way. Multi-employer collective bargaining embodies the local single industry, regional economy, or even a national economy, which reveals the highest possible degree of centralization. To draw the line to the German system of collective bargaining, Berg (2004) states the Germany shows a trend towards a further decentralization of collective bargaining, meaning that employment relations issues are increasingly being resolved on a single-employer level. Keller and Jacobi (1998) refer to the German Collective Agreement Act, where the parties t o a collective agreement must be unions on the workers side and single employers and or employers associations on the other. Company collective agreements are mainly to be found in smaller firms and cover a small minority of employees. Yet, the overall collective bargaining coverage in Germany ranked at 61% in 2007 (EIRO, 2009). In comparison to 2004 (68%), this percentage has decreased by 7% and can probably be drawn back to the current trend of decentralization of collective bargaining in Germany, which, on average, does not cover as many of the overall number of employees than the centralized approach including multi-employer collective bargaining. Indust ry wide and sectoral agreements contribute to a high degree of standardization of wages and other working conditions, as does state regulation (Mà ¼ller-Jentsch, Keller, Jacobi, 1998). It is also the case that, although sectoral bargaining is taking place at a regional level, collective bargaining in Germany is centrally direc ted by the national organizations on each of the two sides. Several pilot-agreements, especially from the engineering industry, function as role models for influence all other industries. An example is the so called IG Metall, which therefore enjoys a high degree of awareness in the German economy. According to the pacemaker of IG Metall, there are three different kinds of collective agreements to be distinguished: First, there are wage agreements. These set the level of wages and periodic alterations. Next there are the so called framework agreements, specifying wage-payment systems. Last, there are umbrella-agreements, which regulate all other conditions of employment such as working time, overtime, holidays, and dismissals. Another significant aspect of the German way of bargaining is described by Tallard (1988): The German collective bargaining process follows a certain sequence. A more or less extended period, depending on the industry and complexity of the issue to be discusse d, leads to agreement in the majority of the cases. If negotiations fail, both parties try to resolve the conflict through mediation procedures. These are established by union-employer agreements instead of government interventions. If mediation also fails, the conflict might result in a strike or in a lockout, which are the two last legal weapons of the union side in order to achieve their goals (Keller. 1997). Although there is a trend towards decentralization of collective bargaining, the system still needs mechanisms to adapt general conditions of collective agreements to the circumstances of individual establishment (Berg, 2008). Furthermore, it needs to be pointed out that civil servants are excluded from collective bargaining. The conditions of employment for this group of employees are set by legislation. Still, there is an influence of the relevant unions who function as consultants for the government. Another aspect of German industrial relations is that the scope of indus trial regulations is not closely related to union membership, as it is the case in other countries (Ferner Hyman, 1998). Roughly eighty percent of the employees are covered by collective agreements, which is three times the number of union members. Currently, the majority of collective negotiations is concerned with pay. This has been a development over the past decades and the focus of collective bargaining has changed over time. During the 1970s for instance, non-wage issues have received the most attention. During the late 1970s, for example, there had been a trend in bargaining across industries which considered the protection of employees against rationalization. During the 1980s, working-time arrangements played a dominant role (Ferner Hyman, 1998), where collective bargaining mostly aimed at regulating the working-time of employees as a strategy for job-creation. In the focus of discussion between unions and employers was the claim that the effect of shorter working hours r esults in an increase in employment. Since the early 1990s, especially after the Unification of Eastern and Western Germany, collective bargaining turned to the issue of wages. Since the efforts of the unions have not been very successful (Mà ¼ller-Jentsch, Keller, Jacobi, 1998), strikes emerged over several industries. Mà ¼ller et al. (1998) also make the point that collective bargaining seems to have had only a limited impact on income differentials. It was not a subject of priority to German unions. Yet, through the introduction of common pay scales, the gap between management employees (white-collars) and manual employees seems to be closing. In order to demonstrate the development and the outcome of collective bargaining in Germany, two other aspects need to be taken into consideration. During the 1950s annual holidays in Germany were two weeks, on average. Until the 1990s, this was increased to a total of six weeks, due to constant union-efforts (Ferner Hyman, 1998). The o ther aspect considers the amount of weekly working hours. Again during the 1950s, employees worked on average 48 hours per week. In the 1990s the efforts of the unions resulted in a total of 37.5 hours per week, on average. Taking a closer look on the development of collective bargaining in Germany, the following can be conclusion can be drawn. Due the historically more nationwide structure of bargaining, which had been introduced to a certain extent already in the Weimar Republic, the main process of bargaining happens at a more nation-wide, multi-employer stage. The development since the 1980s has shown that most bargaining-procedures follow the role model of the above described IG Metall and the major issue has become the topic of remuneration. A current example was the ongoing, publically held discussion about minimum-wages in several industries. Yet, there is a certain trend towards the decentralization of bargaining on a single-employer level which will be further discussed in the following. It is also of a high significance that the nationwide role-models are carried out to the single-employer levels, where often adjustments are made and the centralized outcome is often adapted to individual situations of companies. As a last aspect to be discussed referring to collective bargaining is the extent to which political parties in Germany take influence on the bargaining process. The IG Metall for example has an obvious affinity to the Social Democratic Party of Germany (SPD), whose major target group are people belonging to the general workforce. This can certainly be of advantage for the majority of employees in case that the SPD takes legislative influence in favor of issues the IG Metall is concerned with. Current major trends and the decentralization of the German human resource management relations system The following part of the essay will provide an outline of current trends regarding the human resources management relations system in Germany. The previously described trend of the decentralization of bargaining structures will be regarded in greater detail, since it seems to be a significant development in German employment relations over the past years. One trend, which is not only occurring in Germany but in nearly all major industrial economies of Europe, is described by Streeck and Kluge (1999). In their study, it becomes evident that employers are tending to have a growing interest in a reliable and constructive relationship with trade unions on a company level. They state that the aim is to get along in a more productive manner than as it had always been the case. Being aware of the fact that this saves time and efforts, employers try to act more on a partner-level (Streeck Kluge, 1999). In case of Germany, the employee-side has the opportunity to react on static negotiation s with the employer by introducing strikes and lockouts. Yet, regarding the fact that employers are now obviously showing an increased compliance, at least on a perceived level, unions also tend to adopt a higher potential of compromise and push back a strike as the last opportunity since it harms the company on a general level. Another notable trend over the past years in Germany has been the growth of temporary work. With growth rates that are significantly higher than the rates of standard employment (Mitlacher, 2008), temporary work has attracted both public and academic attention. This trend can obviously be drawn back to times of economic recession and a certain divergence in business fluctuations. Employers, especially small and medium-sized enterprises, are often depending on the ability to react to the current situation. In peak-times they are able to adjust their workforce upwards, whereas in times of crisis they can easily downsize their workforce accordingly. This situat ion surely comprises a negative connotation towards employee rights, yet it is a very useful application for employers although it might be regarded as exploitation of the workforce. To go a bit more into detail, it can be stated that on the one hand, temporary or triangular employment relations offer the possibility to reduce labor, hiring, and training costs. On the other hand it might also be stated that agency jobs are also associated with low wages, minimal benefits, negligible job security, little training, and no job prospects (Mitlacher, 2008). Here it becomes clearly evident that the advantage of triangular work is on the employers side, whereas employees have to get along with it. In general, Jahn (2005), who is quoted by Mitlacher (2008), states that the proportion of young people and foreigners is much higher among temporary agency workers than in the overall economy. Furthermore, 30% of the temporary workers are low-skilled and only a quarter of all temporary workers ar e women (Federal Employment Service, 2005). A further trend which can be regarded in Germany is the issue of privatization. It is an issue since the 1970s when the Social Democratic Party was governing and refused privatization on grounds of political principle (Ferner Hyman, 1998). Due to the issues of the perceived increase in profitability and flexibility coming along with privatization, the trend has developed during the 1980s, when the Christian Democratic Party of Germany came to power and created the legal grounds for privatization. Although all public sector unions and major interest organizations have offered strong and coordinated resistance to privatization and have caused serious social conflicts (Mà ¼ller-Jentsch, Keller, Jacobi, 1998) , the trend kept on developing over time. A famous recent example for privatization is the Deutsche Bahn AG. Apart from the above mentioned current issues, there is another significant trend in Germanys employment relations. According to a study of the Max-Planck-institute, the employment relations in Germany undergo a change which can be allocated to a steady increase in internationalization, which has started to grow considerably during the 1990s. Besides the danger of facility-shifts to financially more feasible countries, employment relations are mainly affected by another aspect. The increasing degree of Americanization brings along a growing shareholder-orientation. Industrial Relations and codetermination are reacting on the competitive environment of international markets by adapting to a decentralization of collective bargaining (Max-Planck-Institut-fà ¼r-Gesellschaftsforschung, 1999). This is development is also supported by the unification of Germany, when two independent economies were merged together. The area wide-wage agreement has been in the centre of Germanys system of collective bargaining. Individual wage agreements have led to more moderate wage developments, whilst collective agreements wit h individual firms, and agreements at the production unit level, have not had this moderating effect. On the other hand, collective bargaining has become more flexible, leading to greater pay differentiation. The further decentralization of collective bargaining, although desirable, has given rise to objections based in constitutional law and to resistance from employees and employers (Ochel, 2005). As already described above, there is a trend from multi-layer collective bargaining to a decentralized structure, with a single-employer structure, taking place from work unit-levels to corporation-levels. As revealed by Mà ¼ller-Jentsch et al. (1998), there is no necessary interconnection between deregulation initiated by the government and flexibility, which is pursued by assertive employers. Yet, both coincide in practice and contribute to the process of decentralization of labor relations. Therefore the actors at the company level gain importance, whereas the actors on a sectoral le vel, unions and employers associations lose some of their former power. Coming along with the above described shift of competence and influence, a new institutionalized balance of power (Ferner Hyman, 1998) has developed. Still, nationwide pacemakers such as the IG Metall are still powerful and maintain a significant influence. Referring to this issue, an example is presented by Ochel (2005) is provided, who bascically refers to so called Wild-Cat Co-Operation. In detail , this means that works councils often agree to overtime working, which enhances the earnings of their constituents while allowing the company to increase production without the long-term commitments involved in taking new workers. This contradicts with the policy to which the unions are strongly committed, to restrict overtime and encourage additional recruitment in order to reduce unemployment. The divergence between interests is the following: Unions, having a nationwide, multi-employer perspective aim reducing the overall unemployment. Works Councils instead aim at achieving the most suitable solution for the individual company, since they have a more decentralized focus and a single-employer point of view. Conclusion To come to a final conclusion it can be stated that the German industrial relations system has undergone a constant development over the last decades. The dual system, embodying unions and works councils, is based on tradition and represents the two parties of collective bargaining. Due to internationalization and other globalizing aspects, a major development in the German system is a shift towards decentralization, laying more decision power on the individual employers perspectives. As pointed out above, this bears opportunities as well as challenges.

Compare Barak Obama’s and Martin Luther King’s persuasive speeches

Barak Obama and Martin Luther King are two very important historical people that helped America return to it ideals. Obama is the first black president of the United States, elected in 2008. King was the moral leader of the civil rights movements; he was fighting for legal equality for black people. King was addressing the 1963 March on Washington to the black and white supporters in favour of civil rights. His profession as a pastor and his pacifist beliefs influenced his speech; also he was a preacher and strongly believed in non violence. The result of his speech and the movement he led was a direct turning point and change of law, which soon lead to the end of segregation. Later on, indirectly it led to the election of the first black president. Barak Obama was addressing his supporters after the election in 2008, when he made his speech. A few things influenced Obama’s speech, including his election as the first black president and his need to unite all parties. Also, this was the time of the credit crunch and many people were losing their jobs, this was a big influence. In Martin Luther King’s speech he uses a range of persuasive techniques to engage his audience. For example, he uses similes and metaphors to illustrate points he talks about that are more difficult to understand, so his audience always recognizes what he is trying to get across. For instance, King quotes â€Å"we will not be satisfied until justice rolls down like waters and righteousness like a mighty stream.† This makes King’s point very clear about how he wants justice to flow as if it were normal and with discretion. He also uses references to the declaration of independence and emphasises the idea of equality. King quotes â€Å"this note was a promise that all men would be guaranteed the inalienable rights to life, liberty and the pursuit of happiness.† This is showing that equality is not just an opinion, but a right that everyone has and it should be accepted and pursued because it is a state of law. King has used emotive language also to capture the audience’s attention. He quotes â€Å"we are free at last†; he repeats this line many times because it really impacts on how you look at segregation, as if it’s slavery or punishment. King really absorbs his audience into what he’s saying by using emotive language because it connects with them and controls their emotions. There is much more persuasive language and rhetoric manipulated in King’s speech but another of the main features is the sound patterns he uses, for example, onomatopoeia and alliteration. He quotes â€Å"by the colour of their skin but by the content of their character.† The ‘c’s alliterate here, and ‘c’ is a percussive consonant that really impacts the message, the ‘b’s also have this affect. He uses this because it gives the speech a rhythm and makes it more interesting to listen to. In President Barak Obama’s speech he also uses a range of persuasive techniques to engage his audience. Like King, he uses many similes and metaphors to help describe or make a point, also to encourage the audience to draw a link between two obviously unrelated things, and find similarities between them. Obama quotes ‘Every so often the oath is taken amidst gathering clouds and raging storms’ meaning, â€Å"Every so often the oath is taken amidst a political situation as brutal as a gathering storm† or â€Å"Every so often the oath is taken when the money has run out.† Obama uses a clear, powerful metaphor that allows the audience to completely realize that â€Å"gathering clouds and raging storms† refers to the current US recession. Obama also used references to the declaration of independence like King did but in a slightly different way. He quotes ‘America has carried on†¦ because We the People have remained faithful to the ideals of our forebears, and true to our founding documents.’ He refers back to this to remind and mainly thank his audience for remaining loyal and essentially following the ways of the declaration of independence and Martin Luther King. Something that both Obama and King too both used a great deal was the rule of three. This is when the speaker narrows a subject down to three major points which all link. Obama quotes ‘Homes have been lost, jobs shed, businesses shuttered.’ He uses these three because they are very strong and important. Using this rule makes a powerful impression to the audience on the topic, showing that it is a key issue. Repetition and imperative commands are core techniques used in all great speeches, it really highlights what, in this case, Obama and also King are trying to convey. In Obama’s speech, he repeats the words ‘Yes We Can’ quite a few times after talking about change or progress. This shows that he trying to imply that anything is achievable if you have the determination and strength to carry on and accomplish what you set out for. He uses this as a sort of catch phrase for the speech as a whole, as the main focus. The two speeches I have discussed are very much linked, with Martin Luther King being a direct impact on the banning of segregation and Barack Obama being the first black president they and their speeches relate. There are many similarities between the two, such as they both refer back to the declaration of independence and both use most of the same persuasive language and rhetoric in their speeches. The difference is that they aren’t exactly giving their speech on the same precise topic. The purpose of Martin Luther King’s speech was to explain to why black people should have rights along with white people, in which he called racial equality and end to discrimination. Whereas Barack Obama’s speech’s focused on the subjects of racial tensions, white privilege, and race and inequality in the United States, discussing black â€Å"anger,† white â€Å"resentment,† and other issues, his speech closed with a request to move beyond America's â€Å"racial stalemate† and concentrate on shared social problems. Both these speeches are very powerful, influential and convincing, they really explain their points well and make the audience aware of the problem or situation, they have a very persuasive tone, as a speech should have.

Chapter 5 Case Solutions

CHAPTER 5:ACCOUNTING FOR GENERAL CAPITAL ASSETS AND CAPITAL PROJECTS OUTLINE NumberTopicType/TaskStatus (re: 13/e) Questions: 5-1Distinguishing general capital assets from fund capital assetsDescribeNew 5-2Capital asset disclosuresExplainNew 5-3Modified approach for infrastructureDescribeNew 5-4Capital lease accountingDescribe5-8 revised 5-5Asset impairmentExplainNew 5-6Use of capital projects fundsExplain5-4 revised 5-7EncumbrancesExplainSame 5-8Construction work in progressExplainNew 5-9Multiple capital projectsExplainSame 5-10Special assessment capital projectsExplainNew Cases: 5-1Modified approach for infrastructure assetsEvaluate, write5-2 5-2Options for financing public infrastructureEvaluate, explainNew 5-3Political versus economic factors in financing capital improvementsEvaluate, explain5-1 retitled Exercises/Problems: 5-1Examine the CAFRExamine5-1 revised 5-2VariousMultiple Choice5-2 revised 5-3General capital assetsJournal EntriesSame 5-4Capital asset disclosure statementF inancial Statement5-4 revised 5-5Lease classification and accountingCalculate; JEsNew -6Asset impairmentJEs; ReportingNew 5-7Special assessment financingJEs and Explain5-6 revised 5-8Statement of revenues and expendituresCompute; FS5-5 5-9Construction fundJEs & FS5-7 revised 5-10Capital project transactionsJEs & FS5-8 revised CHAPTER 5:ACCOUNTING FOR GENERAL CAPITAL ASSETS AND CAPITAL PROJECTS Answers to Questions 5-1. General capital assets are those that are acquired with the resources of governmental funds and that are reported only in the Governmental Activities column of the government-wide financial statements.Capital assets acquired with the resources of proprietary or fiduciary funds are reported in the financial statements of those funds, as well as in the Business-type Activities column of the government-wide financial statements for enterprise fund capital assets. 5-2. Capital asset disclosures required by the GASB are quite well illustrated by the City and County of Denv er’s capital asset disclosures shown in Illustration 5-2.In brief, the disclosures should include policies for capitalizing assets and for estimating the useful lives of depreciable assets. In addition, the disclosures should include: (1) beginning-of-year and end-of-year balances showing accumulated depreciation separate from historical cost, (2) capital acquisitions during the year, (3) sales or other dispositions during the year, (4) depreciation expense showing amounts charged to each function in the statement of activities, and (5) disclosures regarding collections of art or historical treasures. -3. The modified approach permits a government an alternative to depreciation of certain eligible infrastructure assets. Eligible assets are parts of major networks of infrastructure assets or subsystems of networks, where a network might be a highway system, for example. If the government meets two requirements it can avoid reporting depreciation on its eligible infrastructure assets.The two requirements are: (1) management of eligible infrastructure assets using a management system that includes an up-to-date inventory of eligible assets, condition assessments and results using a measurement scale, and estimates of annual costs to maintain assets at the established and disclosed condition level, and (2) documentation that the assets are being preserved at or above the established condition level. If the government fails to maintain the assets at or above the established condition level, it must revert to reporting depreciation for its nfrastructure assets and discontinue use of the modified approach. 5-4. If the lease meets one or more of the FASB SFAS 13 criteria for a capital lease, as discussed in this chapter, the lease must be reported as a capital lease. If the lease is deemed to be a capital lease, the governmental fund journal entry on the date of inception will include a debit to Expenditures and a Credit to Other Financing Sources—Capita l Lease Agreements.The journal entry at the government-wide level will be the same as that used in business accounting—a debit to Equipment and a credit to Capital Lease Obligations Payable. Ch. 5, Answers (Cont’d) 5-5. Disagree. GASBS 42 requires the government to assess assets for which value might have become impaired. If impairment is judged to have occurred, then the amount of impairment loss must be estimated using one of the approaches described in GASBS 42. The amount of loss will be recorded as an expense of the appropriate function or program and as a reduction in the carrying value of the asset. -6. The use of a capital projects fund is usually required for major construction projects requiring large amounts of financing. The use of a capital projects fund may also be useful for purchases of high-cost items such as acquisitions of land, buildings, and high-cost equipment. A capital projects fund must also be used whenever required by law or grant provisions. 5-7. To facilitate preparation of financial statements at the end of the fiscal year, all operating and budgetary accounts should be closed, including Encumbrances.However, since the project is still underway and contractual commitments still exist to pay contractors when billed, it is essential that Encumbrances be reestablished at the beginning of the next year in order to maintain budgetary control over outstanding commitments. 5-8. All ordinary and necessary costs to construct the asset are appropriately reported as construction work in progress. This includes all legal costs, engineering and architectural services, site preparation, materials used, and billings from contractors, among other items.Interest incurred during construction is not capitalized for general capital assets, however. Construction Work in Progress is found in the ledger for governmental activities at the government-wide level for general capital assets, and not in the ledger for the capital projects fund. In the capital projects fund, all capitalizable items are debited to Construction Expenditures. 5-9. For a multiple-projects fund, encumbrances and construction expenditures should be identified in a manner that will indicate to which project each applies.This can be accomplished by adding a project identifier to the Encumbrances and Construction Expenditures accounts, such as Encumbrances? Street Project or Construction Expenditures? Project No. 10. Identifying encumbrances and expenditures by project facilitates comparisons to budget for particular projects and presentation of cash and expenditure statements for multi-project operations. For example, the City of Smithville Continuous Computerized Problem that accompanies this text has two capital projects funds named the Springer Street Project and the Alzmann Street Project. 5-10.Capital projects fund accounting for special assessments is virtually identical in both of these situations. The only difference is that the credit entr y for issuance of special assessment bonds is to Other Financing Sources—Contribution from Property Owners if the government assumes no responsibility for the debt, rather than to Other Financing Sources—Proceeds of Special Assessment Bonds with Governmental Commitment. Solutions to Cases 5-1. a. Discuss with students various methods of obtaining financial statements and getting â€Å"benchmark† data to make comparisons across entities.Professional associations such as the Government Finance Officers Association, National Association of State Auditors, Controllers and Treasurers, and Association of School Business Officials publish â€Å"best practices† for various areas of public finance, accounting, and financial reporting. Since each student will have a different list of cities, ask them to compare their results with other students and look for patterns in which types and sizes of governments make similar choices in accounting methods, particularly, in this case, regarding choice of infrastructure asset accounting methods. . An important communication skill for students to master is to convey technical financial accounting information in an effective way so that decision makers find the information useful for making informed decisions. You may wish to ask students to show their memo or essay to a finance director of a city and get their opinion about whether the student has captured the fundamental issues relating to infrastructure and communicated it in a professional and informative manner. c.During the implementation years of GASBS 34, the GFOA and some state auditors released policy statements indicating to governments that they did not have to capitalize infrastructure assets to meet minimum standards for the GFOA’s Certificate of Achievement for Excellence in Financial Reporting or the states’ reporting compliance regulations. Despite such statements, most governments that sought a â€Å"clean† audit op inion voluntarily developed inventories of infrastructure and followed GAAP for infrastructure reporting.For most general purpose governments, omitting infrastructure assets would cause their statement of net assets to be materially misstated resulting in a qualified or adverse audit opinion—likely the latter. A government receiving an adverse audit opinion may experience a downgrading of its bond rating and thus face considerably higher cost of borrowing. 5-2a. Option (1), the sales tax approach, offers the advantage of spreading the burden for infrastructure improvements across a larger number of taxpayers, including many non-residents who visit or shop in Desert City.From an equity standpoint, the sales tax approach has appeal because infrastructure improvements enhance the city for visitors and shoppers, as well as for residents. Disadvantages of this approach are the necessity of scheduling and conducting a special election and the political risk of advocating for a tax increase. Option (2), the development fee approach, has the advantage of being relatively â€Å"invisible† to the public and efficient to administer since the number of developers will be relatively small.Although real estate developers can be expected to pass the development fee to new homeowners and businesses, property values may be increased by enhanced infrastructure (e. g. , improved streets and highways, adequate storm drainage, and so forth). As a result, taxpayers may recoup a portion of the development fee. The main disadvantage is the potential inequity of the development Ch. 5, Solutions, Case 5-2 (Cont’d) fee since a relatively high financial burden is imposed on new homeowners and new businesses for infrastructure expansion and improvement that may substantially benefit the entire city.A city council member may prefer the development fee approach since it holds less political risk than asking residents to approve a tax increase. The city manager may prefe r the sales tax approach as retail sales may be less volatile than new construction, which can be strongly impacted by the local, regional, and national economies. Since the city manager is responsible for ensuring that infrastructure stays abreast of population and new development, he or she may prefer a more stable source of infrastructure financing.Current homeowners and businesses might be expected to prefer the development fee approach since those fees would not directly impact on their property and would place the incidence of the tax on others. It would be surprising if new homeowners or new businesses favored the development fee approach as they would probably view it as inequitable. b. Accounting and financial reporting would be minimally impacted by which option is ultimately chosen. Either way, there is revenue to be recognized in a capital projects fund (a tax in one case and development fee in the other).Accounting for infrastructure construction would not be affected b y the source of financing. 5-3. a. Regardless of how a student voted, he or she had plenty of company. With a record voter turnout for such an election, the half-cent sales tax was barely approved. Only 51. 7 percent of the voters in Brown County voted for the tax. As expected, 56. 5 percent of the voters in the City of Brownville voted against it. Except for a few precincts in other cities and towns, voters outside Brownville voted overwhelmingly in support of the tax.While there is no â€Å"right† answer to this question, each student should have provided a rationale similar to one of the arguments provided in the case. A few students may develop unique arguments in support of their vote. Generally, the students who voted for the proposed tax must have thought the county-wide benefits of improved roads and bridges were worth the extra tax costs and outweighed the possible detrimental effects on the City's financial flexibility.Those who voted against it presumably did so us ing the rationale expressed by some voters in exit polls, â€Å"why should I pay more for roads that will benefit rural county residents more than me. † b. Although some students may profess an altruistic motivation for their vote, most are expected to reflect economic rationality. That is, they would likely vote for the sales tax increase if they were an owner of a large commercial or manufacturing property, and would therefore realize a net economic benefit from the property tax rollback and sales tax increase.Even then some students may justify the â€Å"yes† vote on the basis of the county-wide benefits of improved infrastructure rather than their financial self-interest. Ch. 5, Solutions, Case 5-3 (Cont’d) c. Again, there is no right answer to this question. Students (Brownville voters) who voted against the tax probably would argue that residents who primarily benefit should pay for the improvements (i. e. , special assessment financing should have been us ed). Those who voted for the tax probably would argue that the broader (county-wide) economic benefits of improved county infrastructure justifies inancial support by all county residents. Some who voted for the tax may have preferred special assessment financing but possibly feared that failure to approve the sales tax would doom the needed improvements altogether. d. The County's procedures for accounting for the financing and the capital projects activities will differ slightly for the option approved by the voters compared with those that would have been used if special assessment financing had been used.But, as explained in Chapter 5, the procedures for accounting for special assessment-financed capital projects are quite similar to those for other capital projects, especially when, as is often the case, the government is committed in some manner for repaying debt issued for the project. Since bond financing is typically used for special assessment capital projects, accounting for both special assessment taxes and debt service would have been required for an extended period, probably ten years or more.Whether these differences would be termed â€Å"significant† accounting issues is a matter of conjecture; they might be considered significant by the financial staff of the County. Solutions to Exercises and Problems 5-1. Each student will have a different annual report, so he or she will have different answers to questions in this exercise. The various kinds of capital assets and capital projects, wide variety of financing mechanisms, and different accounting policies used in and by governments should generate interesting classroom discussions. 5-2. 1. a. 6. c. 2. d. 7. d. 3. c. 8. c. 4. a 9. a. 5. b. 10. c.

Predicting the Next Geologic Ice Age

Predicting the Next Geologic Ice Age The climate of the earth has fluctuated quite a bit over the last 4.6 billion years of our planets history and it can be expected that the climate will continue to change. One of the most intriguing questions in earth science is whether the periods of ice age are over or are we living in an interglacial, or period of time between ice ages? The geologic time period we are now living in is known as the Holocene. This epoch began about 11,000 years ago which was the end of the last glacial period and the end of the Pleistocene epoch. The Pleistocene was an epoch of cool glacial and warmer interglacial periods which began about 1.8 million years ago. Where Is Glacial Ice Located Now? Since the glacial period known as the Wisconsin in North America and WÃ ¼rm in Europe - when over 10 million square miles (about 27 million square kilometers) of North America, Asia, and Europe were covered by ice- , almost all of the ice sheets covering the land and glaciers in the mountains have retreated. Today about ten percent of the earths surface is covered by ice; 96% of this ice is located in Antarctica and Greenland. Glacial ice is also present in such diverse places as Alaska, Canada, New Zealand, Asia, and California. Could We Enter Another Ice Age? As only 11,000 years have passed since the last Ice Age, scientists cannot be certain that we are indeed living in a post-glacial Holocene epoch instead of an interglacial period of the Pleistocene and thus due for another ice age in the geologic future. Some scientists believe that an increase in global temperature, as we are now experiencing, could be a sign of an impending ice age and could actually increase the amount of ice on the earths surface. The cold, dry air above the Arctic and Antarctica carries little moisture and drops little snow on the regions. An increase in global temperature could increase the amount of moisture in the air and increase the amount of snowfall. After years of more snowfall than melting, the polar regions could accumulate more ice. An accumulation of ice would lead to a lowering of the level of the oceans and there would be further, unanticipated changes in the global climate system as well. Our short history on earth and our shorter record of the climate keeps us from fully understanding the implications of global warming. Without a doubt, an increase in the earths temperature will have major consequences for all life on this planet.

Free Essays on Motivation In A Changing Workplace

Final Paper: Motivation In A Changing Workplace 2 Abstract Thesis Statement: There have been many advances in technology coupled with shifts in our nation’s social structure that weigh heavily on the workplace environment, thus creating a need for new and updated management models in the Human Resources arena. This paper will focus on the history that lead to today’s conditions, the workplace as it exists in the 21st century, the inclusion of human resource management in the general management of an organization, and what corporations expect from human resource professionals. In addition this paper will look at modern day worker needs and motivation theories. Final Paper: Motivation In A Changing Workplace Final Paper: Motivation In A Changing Workplace 2 Abstract Thesis Statement: There have been many advances in technology coupled with shifts in our nation’s social structure that weigh heavily on the workplace environment, thus creating a need for new and updated management models in the Human Resources arena. This paper will focus on the history that lead to today’s conditions, the workplace as it exists in the 21st century, the inclusion of human resource management in the general management of an organization, and what corporations expect from human resource professionals. In addition this paper will look at modern day worker needs and motivation theories. Final Paper: Motivation In A Changing Workplace 3 Final Paper: Motivation In A Changing Workplace The Changing Workplace a. An Historical Perspective of Jobs in America b. Jobs in the 21st Century 2. Identifying Corporate Needs a. The Emergence of Human Resource Management as a Component of General Management b. Corporate Expectations 3. Developing Human Resource Policy a. What HRM Professionals Have to Say 4. Identifying Worker Needs... Free Essays on Motivation In A Changing Workplace Free Essays on Motivation In A Changing Workplace Final Paper: Motivation In A Changing Workplace 2 Abstract Thesis Statement: There have been many advances in technology coupled with shifts in our nation’s social structure that weigh heavily on the workplace environment, thus creating a need for new and updated management models in the Human Resources arena. This paper will focus on the history that lead to today’s conditions, the workplace as it exists in the 21st century, the inclusion of human resource management in the general management of an organization, and what corporations expect from human resource professionals. In addition this paper will look at modern day worker needs and motivation theories. Final Paper: Motivation In A Changing Workplace Final Paper: Motivation In A Changing Workplace 2 Abstract Thesis Statement: There have been many advances in technology coupled with shifts in our nation’s social structure that weigh heavily on the workplace environment, thus creating a need for new and updated management models in the Human Resources arena. This paper will focus on the history that lead to today’s conditions, the workplace as it exists in the 21st century, the inclusion of human resource management in the general management of an organization, and what corporations expect from human resource professionals. In addition this paper will look at modern day worker needs and motivation theories. Final Paper: Motivation In A Changing Workplace 3 Final Paper: Motivation In A Changing Workplace The Changing Workplace a. An Historical Perspective of Jobs in America b. Jobs in the 21st Century 2. Identifying Corporate Needs a. The Emergence of Human Resource Management as a Component of General Management b. Corporate Expectations 3. Developing Human Resource Policy a. What HRM Professionals Have to Say 4. Identifying Worker Needs...

(argument research paper) advertising Paper Example | Topics and Well Written Essays - 1250 words

(argument ) advertising - Research Paper Example Human beings have evolved from uncivilized beings to businessmen. Evolution has affected the lifestyle of the individuals, as the evolution gradually takes place it also keep changing the lifestyle of the individuals. Therefore culture can be defined as the way of life of people. The world around us can be read according to the cultural context. There are few themes which forms the basis of advertisement. These themes are youth, luxury, fashion, beauty etc. Advertising campaigns promote the idea that the solution of the problems of people lies in their consumption pattern which is backed by various cultural aspects. Culture is a key that defines the taste of the consumers belonging to a particular region. Advertisement is used by the companies as a tool to sell the commodities which are in demand due to the influence of the cultural trends existing in a particular society. Advertisement can be defined as the mirror of culture. Culture can be associated with the success of any product. The cultural belongingness increases the emotional attachment of the customers with a particular product and influences the decision making of the consumers (Janjua). It is the significant characteristic of the culture that it changes with time. Similarly the ideas, taste and habits of people also changes with time. Rapid industrialization has contributed towards changing the aspects of people towards many things. They are now going for time and energy saving commodities. Automation has affected the culture and the life style of the people as well. In many developing countries advertisement has influenced the culture and way of living of people. Cultural aspects in underdeveloped and developing countries, such as more children for the security in old age, high population rate due to early marriages, and emphasis of bearing a male child have declined due to advertising. Advertising not merely promotes a commodity but it promotes an idea in a

Pricing strategy of ipos and what are the reason behind failure in Essay

Pricing strategy of ipos and what are the reason behind failure in ipos in india - Essay Example I am aware of the policy on plagiarism and can understand its implications. I can produce a hard copy of this assignment as when demanded by the University. The Dissertation entitled Under Pricing and After Market Performance- a Study on Indian Initial Public Offering is the outcome of my sole effort with the advice and help of many. First I am grateful to the Almighty for the endless help and enthusiasm extended to me completing the work in time. I am also thankful to my Professor (Name here) for his/her valuable supervision and advice for producing a quality work. Next, I am indebted to each and every friend of mine for the help and enthusiasm they extended to me for completing the work without much difficulty. I am also grateful to University (Name of the university) for the help and learning environment extended to me for studying and preparing a dissertation on finance. Finally, I would like to thank my parents for the warm influence and love which ha been a source of inspiration for me for the successful completion of the work. The work entitled under pricing and after market performance- A study on Indian Initial Public Offering is an attempt to examine the important determinants of under pricing and analyse the behaviour of initial public offering return and after market performance in Indian context. The researcher takes a sample of 20 Indian Initial Public Offering listed on both Bombay Stock Exchange (BSE) and National Stock Exchange (NSE). The samples are selected on a certain conditions to ensure the authenticity of the data collected and the generalisations arrived at after the completion of the work. Many research studies have been undertaken in the field of market under pricing and long rum market performance. Many of them came out with results that under pricing are a common phenomenon in the stock market IPO and the long term performance of common stock is exactly in