Food Waste? Too valuable to waste! Essay

According to statistics from the Environmental Protection Department, in Hong Kong, solid waste generated daily weighs around 17000 tones, of which around 30% is organic matter (2700 tones) which is roughly equal to 120 double-deck buses in size. Compared this to the US where, revealed by the Environmental Protection Agency, only 12% of waste stream was scrap of food in 2005. Extra care in disposal is required for these putrescible wastes, otherwise nuisance to the environment will be caused. Food waste not only causes a feculent choking smell, but also discharges a huge amount of concentrated greenhouse gases, methane and polluted water, all of which are leading to the global warming that we highly concerned about. All the food wastes are currently disposed to landfills, however all the existing landfills will be saturated within 5 years. Construction of new landfill is a problem because of a lack of available space that is far away from residential areas. Therefore, seeking out alternative ways for food waste treatment has become an imperative for the government. Before discussing cutting food waste at its source, there is another possible destiny for surplus food besides disposal – Food recycling. The food waste for food recycling can be categorized into two parts: edible (bread, vegetable and meat) and inedible (bones and eggshell). Food Waste Processor Basically, inedible food wastes are useful in that they can be recycled and reused. Through natural biodegradation by bacteria, all the organic waste will be converted into organic fertilizer and soil stabilizer. According to the journal of â€Å"Food waste composting – sustainable organic waste management† (Jonathan, 2003), in some advanced countries in Europe, central food waste treatments has been practiced for years. All the domestic food waste will be collected and transported to central composting facilities which are installed far away from the residential areas. However, this huge facility is not available to Hong Kong owing to the limited area. The Ecotech Food Waste Processor, a new technology for the same purpose is being tested in Hong Kong, including Hong Kong International Airport, housing estates and universities. Due to the tiny space of Hong Kong, it is well-designed for being used in small communities such as restaurants and housing estates which are the main sources of food waste. A large processing capacity 100kg per day is supported with a small sized machine. The automatic processor is easy to operate and is equipped with self-adjustment of temperature and moisture which are decisive parameters for the speed of reaction. Also, the specially formulated microbes and materials are used in the processor to increase the rate of biodegradation. To enhance the transportation efficiency, the volume of food waste will be reduced by about 90% in 24 hours. The composite fertilizer contains high nutrient value including nitrogen which is a major element for plant growth. This new technology is suitable for Hong Kong, as it has limited space. All the food waste can be recycled and become useful materials rather than being disposed in landfill. Besides reducing the load of landfill, the valuable organic materials, which are transformed from the â€Å"waste†, are nutrients to our health and the Earth. Since vegetables grown by organic fertilizer is much healthier to human than those grown by chemical fertilizer. Therefore, this processor should be widely used in Hong Kong in order to minimize the amount of food waste and raise public awareness of this exigent problem. Surplus Food Donation The Environmental Protection Department stated that â€Å"the amount of food wasted by Hong Kong’s restaurants, hotels, and food manufacturers has more than doubled in the past five years.† Effort should be focused on collecting leftover food donation as a huge pile of edible food waste is created from restaurants every day. Foodlink is a nonprofit organization working on this aspect. It takes surplus food from over 40 hotels and restaurants and delivers it to charity groups such as Home of Love in Sham Shui Po and Action Care that works with the less privileged communities in society. Regarding to an article â€Å"The food chain† (Grace, 2012), about one million people in Hong Kong are suffering from hunger and struggling to fill their stomachs. Freshly cooked food is something that they cannot support on a daily basis, especially for the one million people in Hong Kong who are living below the poverty line. Actually, those government-sponsored food banks only provide canned or prepackaged food which is unhealthy in the long term. On the contrary, the hot leftover food from the hotels and restaurants is nutrient rich. In fact, this creates a triple win situation for the landfills, charities and hotels. By examining the amount of excess food that transport to the charity, the hotel can determine the appropriate quantity of food for each day. Eventually, not only less food waste will be produced, but the cost of excess food production and food waste treatment can be reduced and eliminated. Also, less recyclable food will be wasted and disposed to landfills. Therefore sponsorship to those charities and public promotions is an obligation for the Hong Kong government. As the old saying goes â€Å"Prevention is better than cure†, cutting the food waste at its source is the best ways to solve this issue. However, despite there being less food waste being disposed to landfills, the food waste problem will continue to occur if the eating habits do not change. Food waste charge Similar to the solid garbage charges being promoted in the past few months, food waste charges could be implemented in restaurants to minimize this problem commercially. According to Friends of the Earth, in the catering industry, hotel buffets and restaurants that offer â€Å"all you can eat† are the major sources of uneaten food, which then goes into the landfills. Many customers whose â€Å"eyes are bigger than their stomachs† usually order far more dishes that they are able to consume, so the surplus food eventually has to be disposed of. Some hot pot restaurants that provide â€Å"all you can eat† strictly charge the leftover food per kilogram in order to minimize the problem. However, only a few hotel buffets in Hong Kong are willing to charge for the uneaten food since it may lower its attractiveness. In foreign countries, London and America are good role models that are attempting to use this policy to solve the food waste issue. A Chinese restaurant Kylin Buffet in London will charge a $32 â€Å"wastage fee† for the excess food. A â€Å"guilty fee† is imposed to charge the uneaten food in a Japanese restaurant located in Manhattan. In order to enhance the popularity of food waste charges, promotion and communications with restaurants are necessary for the government. Through this policy, it arouses public awareness of food waste so that the eating habit may finally improve. Since the food waste fee acts as a reminder and warning to customers to make self-adjustments to their appetite. All in all, for thousands of years, famine has continued to happen somewhere throughout human history. In fact, the current food production and storage in the world is more than enough to support the whole populations if we are able to minimize food waste. The food waste processor, leftover food donation and fee charging are the substantive measures to minimize the food waste and reduce the load of landfills from two main aspects (usage and source of food waste). As a Chinese proverb says â€Å"every grain is from hard toil†, hardship is required in food growing, we should cherish food and respect the nature that nurtures us. (1261 words) References 1. Food Waste Management in HK. (2011). Environmental Protection Department. Retrieved from http://www.epd.gov.hk/epd/english/environmentinhk/waste/prob_solutions/owt_food.html 2. Municipal Solid Waste in The United States – 2009 Facts and Figures. (2010). Environmental Protection Agency. Retrieved from http://www.epa.gov/wastes/nonhaz/municipal/pubs/msw2009rpt.pdf 3. Jonathan, W. (2003, May). Food waste composting – sustainable organic waste management. New Horizons, 3, 12-13. Retrieved from http://www.hkbu.edu.hk/~cpro/online_pub/nh0203/nh0203_12-13.pdf 4. Monitoring of Solid Waste in Hong Kong – Waste Statistics for 2011. (2012). Environmental Protection Department. Retrieved from https://www.wastereduction.gov.hk/en/materials/info/msw2011.pdf 5. Grace, T. (2012, April 19). The Food Chain. Retrieved from http://hk.asia-city.com/city-living/article/food-chain 6. Order Less Waste Less. (2012). Friends of the Earth. Retrieved from http://www.foe.org.hk/welcome/geten.asp?id_path=1,%207,%2028,%20150,%204310,%204566

Behavioral Programme Assignment Essay

Our esteemed bank was established on 11 May 1921 and went public on 11 November 1921 in the name of Nadar Bank Limited at Ana Mavanna Building, Thoothukudi. Later we renamed as Tamilnad Mercantile Bank Limited. We had only 4 branches until 1947. The bank has now 388 full fledged branches and 732 ATM’s all over the India. In order to serve the rural areas, the bank extended services more in non-metro areas. Out of 388 branches, 344 branches are located in Rural, Semi Urban and Urban areas only. GROWTH: We are one of the oldest private sector banks which is continuously making profits and paying highest dividends. This was possible only with the dedicated employees at all levels who are energetic and are enthusiastic in the growth and prosperity of the bank. This made the bank to adopt the official motto: â€Å"Totally Motivated Bank† Achievements and Awards : The financial express in its survey on India’s Best Bank 2013 has ranked our bank No.1 among the Old Private Sector Banks. TMB has been rated 2nd Best Bank in Small Banks category by Business World under India’s Best Bank 2013 TMB has received the Best Banker award in Customer Orientation and Human Resources. TMB has received ASSOCHAM India 9th Annual Summit cum Social Banking Excellence Awards 2013 – India’s Best Private Sector Bank 2013. FUTURE VISION OF TMB: Looking Ahead: The vision of the bank is to develop the bank into a much stronger bank with  the higher level of modernization to handle the business volume. Noble thoughts and high ideas of the team of management charged with dynamic spirit of action will take the bank to a greater height, achieving growth in strength and exhibit the bank as a model bank in the Banking industry. The bank has set itself a high standard, be it in operation, customer service or compliance to regulation. Technology upgradation and March towards Hi-Tech Cyber Banking are the current mission of the Bank. VISION STATEMENT: â€Å"To be a progressive bank with strong brand equity, Enhancing the value for all the stake holders through Excellence in performance and good governance† Medium Term Goal: Aiming to increase its total business to Rs 1 lakh crore in the next four years and to expand our branch network outside Tamil Nadu. At present we having a total business of Rs 41,000 crore in 2013-14, and planning to open a large number of branches in Andhra Pradesh, Karnataka, Kerala, Telangana, Gujarat and Maharashtra in the next 3 years. Our endeavor is to have 30-40 branches in each of these states. We are targeting a total business of Rs 50000 crore in 2014-15, and aiming to have a network of 800 branches in four years. â€Å"Our medium-term goal is to make TMB a pan-India bank. After the expansion of branch network in the southern states, we will focus on widening our footprint in the northern and eastern regions of the country. ASSIGNMENT II CISCO WORK CULTURE Today’s organizations face increasing demands for responsiveness, adaptability, innovation, speed, and responsible corporate citizenship. No organization can afford to dismiss the potential benefits of having a diverse and inclusive culture. So for Cisco, building an inclusive and diverse organization is an ongoing and essential business imperative. It truly believe it is their responsibility to: Empower our teams Eliminate biases Create an environment where everyone feels welcomed, valued, respected, and heard. Commitment They aim to provide employees with all the resources, programs, and training necessary to achieve their business goals. They have been giving everyone an opportunity to operate at their best selves, and provide their customers with the best and most innovative products and services. How They Are Structured By partnering with their business leaders, human resource organizations, and key stakeholders and constituents, they have built a holistic diversity framework that is embedded in every part of Cisco. They have constructed an Inclusion and Diversity Coalition, a global team that advises and supports Cisco executives at the function and region level. Along with established inclusion and diversity ambassadors, it includes advocates in the field. The team helps to accelerate program execution by reinforcing inclusion and diversity communication and expectations. Cisco’s employee engagement strategy: Cisco’s employee engagement strategy has yielded several benefits through the use of collaboration tools. For example, the quarterly company meeting has gone through a total transformation. In the past, Cisco held the company meetings in a physical location, usually a local convention center near the headquarters in San Jose, California. Today the quarterly company meetings are virtual. Through the use of video and collaboration technologies, employees globally can participate in these meetings and interact with senior executives through a live chat (using Cisco Jabber ® technology). The entire event is recorded (along with chat transcripts and other documents) and shared with all employees. This approach has increased employee participation and provided a new venue for rich interaction between employees and senior executives, all of which have boosted overall employee satisfaction. Cisco uses a virtual format for other events as well such as the annual global sales experien ce (20,000-plus attendees) and strategic leadership offsite (3000-plus senior leaders). More than ever employees are conscious of their health and wellness, while employers are looking for ways to provide employees with high-quality healthcare options while keeping their costs under control. Cisco opened a state-of-the-art HealthCenter in San Jose for employees and has followed with centers at other sites. Through the use of technologies such as HealthPresence ® and unified communications, Cisco employees have access to some of the best healthcare systems around the world ASSIGNMENT III 3 Model Component of Commitment About the Model: John Meyer and Natalie Allen developed their Three Component Model of Commitment and published it in the 1991 â€Å"Human Resource Management Review.† The model explains that commitment to an organization is a psychological state, and that it has three distinct components that affect how employees feel about the organization that they work for. The three components are: 1. Affection for your job (â€Å"affective commitment†). 2. Fear of loss (â€Å"continuance commitment†). 3. Sense of obligation to stay (â€Å"normative commitment†). We can use this model to increase commitment and engagement in your team, while also helping people to experience a greater feeling of well-being and job satisfaction. Let’s look at each of Meyer and Allen’s three types of commitment in greater detail. Affection for Your Job (Affective Commitment) Affection for your job occurs when you feel a strong emotional attachment to your organization, and to the work that you do. You’ll most likely identify with the organization’s goals and values, and you genuinely want to be there. If you’re enjoying your work, you’re likely to feel good, and be satisfied with your job. In turn, this increased job satisfaction is likely to add to your feeling of affective commitment. Fear of Loss (Continuance Commitment) This type of commitment occurs when you weigh up the pros and cons of leaving  your organization. You may feel that you need to stay at your company, because the loss you’d experience by leaving it is greater than the benefit you think you might gain in a new role. These perceived losses, or â€Å"side bets,† can be monetary (you’d lose salary and benefits); professional (you might lose seniority or role-related skills that you’ve spent years acquiring); or social (you’d lose friendships or allies). The severity of these â€Å"losses† often increases with age and experience. You’re more likely to experience continuance commitment if you’re in an established, successful role, or if you’ve had several promotions within one organization. Sense of Obligation to Stay (Normative Commitment) This type of commitment occurs when you feel a sense of obligation to your organization, even if you’re unhappy in your role, or even if you want to pursue better opportunities. You feel that you should stay with your organization, because it’s the right thing to do. This sense of obligation can stem from several factors. You might feel that you should remain with your organization because it has invested money or time in your training. Or perhaps it provided a reward in advance, such as paying for your college tuition. This obligation can also result from your upbringing. For instance, your family might have stressed that you should stay loyal to your organization. Note: These three types of commitment are not mutually exclusive. You can experience all three, or two of the three, in varying degrees. Applying the Model at our TMB: Affection for Your Job (Affective Commitment): We are very fortunate in having dedicated employees at all levels who have been energetic and working with untiring zeal for the good growth and prosperity of the institution for the past 92 years. The name and fame of the bank are in a large measure, due to the efficient and diligent service of the highly loyal staff members and officers. This has enabled the Bank to adopt the official motto â€Å"Totally Motivated Bank†. Most of the employees in TMB are committed towards our organization. This has been proven through the  profits earned and dividends paid to the stake holders. Without the positive commitment of affectionate this would not have been possible. In TMB, employees treat themselves to be a part of the family. With this unique feature TMBian’s move forward and make the organization goals and achieve great heights. Fear of Loss (Continuance Commitment): It’s important to do our best to grow affective commitment, and reduce our team’s reliance on continuance and normative commitment, so that we can lead a team of people who feel passionate for their roles. In TMB, we having some Team members with continuance commitment, which not only impact their growth but also impacting other Team enthusiastic employees, or even lower the morale of the organization. To encourage positive changes, we will link people’s goals with those of the team or organization. If appropriate, we align our team’s roles with their skills and interests, with techniques such as Job Crafting . It’s important to help people find purpose in their work, which will help them to come out from the above commitment. Sense of Obligation to Stay (Normative Commitment): In our organization, some officers from STEP programme feel a sense of normative commitment since our organization has invested a lot in their training and development. Since they have been contracted for 5 years, they could not able to switch job even if they got better opportunity. To overcome this we are likely to develop affective commitment through explaining them about their growth in this esteemed organization and make them to feel & experience positive emotions at their work. Further, we will encourage these people to thrive, and to enjoy the work that they’re doing. We make sure that we give praise regularly, and create a healthy workplace , so that these kind of people will be happy and productive. ASSIGNMENT IV Change is a common thread that runs through all businesses regardless of size, industry and age. Our world is changing fast and, as such, organizations must change quickly too. Organizations that handle change well thrive, whilst those that do not may struggle to survive. The concept of â€Å"change management† is a familiar one in most businesses today. But, how  businesses manage change (and how successful they are at it) varies enormously depending on the nature of the business, the change and the people involved. And a key part of this depends on how far people within it understand the change process. One of the cornerstone models for understanding organizational change was developed by Kurt Lewin back in the 1950s, and still holds true today. His model is known as Unfreeze – Change – Refreeze, refers to the three-stage process of change he describes. Lewin, a physicist as well as social scientist, explained organizational change using the analogy of changi ng the shape of a block of ice Lewin’s Three-Step Model For Implementing Change Unfreeze: This first stage of change involves preparing the organization to accept that change is necessary, which involves break down the existing status quo before you can build up a new way of operating. Key to this is developing a compelling message showing why the existing way of doing things cannot continue. This is easiest to frame when you can point to declining sales figures, poor financial results, worrying customer satisfaction surveys, or suchlike: These show that things have to change in a way that everyone can understand. To prepare the organization successfully, you need to start at its core – you need to challenge the beliefs, values, attitudes, and behaviors that currently define it. Using the analogy of a building, you must examine and be prepared to change the existing foundations as they might not support add-on storeys; unless this is done, the whole building may risk collapse. This first part of the change process is usually the most difficult and stressful. When you start cutting down the â€Å"way things are done†, you put everyone and everything off balance. You may evoke strong reactions in people, and that’s exactly what needs to done. By forcing the organization to re-examine its core, you effectively create a (controlled) crisis, which in turn can build a strong motivation to seek out a new equilibrium. Without this motivation, you won’t get the buy-in and participation necessary to effect any meaningful change. Change: After the uncertainty created in the unfreeze stage, the change stage is where people begin to resolve their uncertainty and look for new ways to do  things. People start to believe and act in ways that support the new direction. The transition from unfreeze to change does not happen overnight: People take time to embrace the new direction and participate proactively in the change. A related change model, the Change Curve , focuses on the specific issue of personal transitions in a changing environment and is useful for understanding this specific aspect in more detail. In order to accept the change and contribute to making the change successful, people need to understand how the changes will benefit them. Not everyone will fall in line just because the change is necessary and will benefit the company. This is a common assumption and pitfall that should be avoided. Time and communication are the two keys to success for the changes to occur. People need time to understand the change s and they also need to feel highly connected to the organization throughout the transition period. When you are managing change, this can require a great deal of time and effort and hands-on management is usually the best approach. Refreeze: When the changes are taking shape and people have embraced the new ways of working, the organization is ready to refreeze. The outward signs of the refreeze are a stable organization chart, consistent job descriptions, and so on. The refreeze stage also needs to help people and the organization internalize or institutionalize the changes. This means making sure that the changes are used all the time; and that they are incorporated into everyday business. With a new sense of stability, employees feel confident and comfortable with the new ways of working. The rationale for creating a new sense of stability in our every changing world is often questioned. Even though change is a constant in many organizations, this refreezing stage is still important. Without it, employees get caught in a transition trap where they aren’t sure how things should be done, so nothing ever gets done to full capacity. In the absence of a new frozen state, it is very difficult to tackle the next change initiative effectively. How do you go about convincing people that something needs changing if you haven’t allowed the most recent changes to sink in? Change will be perceived as change for change’s sake, and the motivation required to implement new changes simply won’t be there. As part of the Refreezing process, make sure that you celebrate the success of the change – this helps people to find closure,  thanks them for enduring a painful time, and helps them believe that future change will be successful. Applying the model at TMB : At our bank we have followed the Lewin’s Three-Step Model while implementing our New Logo: Unfreeze: Even though our Bank has been established in 1921, the logo was set for the bank only in 1962. Since the logo was not competent to match to the current generation of banking and also not expressed the future face of the bank. It has been decided to change the Logo. After having various meetings with our stake holders, at last our Management got approval from our stake holders to change our logo. Our Management has started the process for changing the logo of our bank after 50 years. We are well aware that changing our established logo should be approached with a great deal of caution and forethought. Only a new logo design makeover (executed correctly) can infuse our company brand with new excitement, new blood. We are the leading private sector bank with strong development in modern banking and need a logo that is more in line with, and appealing to, our vision along with modern banking facilities. Change: After got approval from stakeholders, our bank started planning on designing the new logo which should express our vision along with modern banking facilities. The organization has ready to take risk by changing the Logo. The Dispel rumors by answering the questions asked by any one the openly and honestly and also relate the need for change back to operational necessities. Our organization has announced a contest among the staff members for creating a logo which should reflects our vision and Modern banking and also to make the staff involvement. Which made everyone feel that it’s a right time to change Logo of our bank and will give new face to our bank. Refreeze: With help of our all staff members our bank has designed a new log which described our vision and modern banking. The magenta-and-royal-blue combo is a colourful showcase of the brand’s illustrious past, where the inherent DNA of our bank – customer orientation & commitment to excellence takes center-stage. The complementary colours and the clear-cut typeface underline our bank’s new philosophy of staying in tune with the current generation. What holds the logo together and helps break the clutter is the clever play on the letter ‘M’. An amalgam of two upward arrows, ‘the Positive M’ clearly symbolizes our bank’s new promise – to be one step ahead of life. our New logo was created. On 03.05.2012, we have launched New Corporate Identity (New Logo) for our Bank in a grand function at Thoothukudi by our Managing Director & CEO in the august presence of all the Directors of our bank. Change of our New Logo was communicated to people through various medium of communication. The New logo has brought a strong believe from the public that, our bank not only a have a traditional type of banking but also have the Modern banking.

The Globalization of the NFL case report Study Example | Topics and Well Written Essays - 1000 words

The Globalization of the NFL report - Case Study Example The present research has identified that one of the aspects of the current environment that is undeniable is fact that globalization has fundamentally impacted way in which individuals integrate with a good, product, or service. Many professional sporting activities, within the United States, understood the impact of globalization can have with regards to improving overall profitability. For instance, Major League Baseball is now broadcast in a handful of foreign markets and over 20% of all current players are foreign-born. This of course not only helps to improve ratings and profitability within a multicultural United States, it also helps to engender a further degree of interest with regards to nondomestic sports within the nation of origin that these sporting figures hail from. Although Major League Baseball has been chosen as a case in point, the same can of course be said with regards to the National Hockey League, the National Basketball Association, and a litany of others. As such, these domestic sporting associations have come to the realization that in order to ensure a level of continued and further profitability, it is necessary to continue to integrate with new viewers and stakeholders within the sporting process. In much the same way, the same levels of benefit can be enjoyed by the NFL is merely a set of determinants and key strategies are effectively engaged and met. Accordingly, the following analysis will seek to explain and elaborate briefly upon what some of the strategies might be. Firstly, it is necessary to recruit internationally for the National Football League. Even a cursory review of the NFL shows a situation in which nearly all draft recruits come directly from United States colleges. Although this has proven to be an effective strategy, the fact of the matter is that it does not engage any further participation with regards to the outside world. As such, a strategy for growth and the implementation of international recruiting for th e NFL could drastically increase the level of stakeholder participation of different individuals from far-flung reaches of the world might have with the sport itself. A further beneficial aspect is with regards to international market presence. One does not need to look far to realize that the National Hockey League, Major League Baseball, and indeed the NBA have international marketing presence within a host of nations around the globe. This marketing presence is not only helpful with regards to selling merchandise, it is also helpful with regards to generating overall interest in viewing and becoming an active stakeholder in the sport itself. Moreover, the proliferation of a market presence around the globe would directly increase the level of interest the different athletic programs would have been offering the sport to their youth stakeholders. Going hand in glove with this international market outreach, it is necessary to understand that a significant amount of money will be re quired with regards to advertising and promoting the National Football League within these diverse regions. As such, the actual mechanics of the process will involve, like any new business venture, the appropriation of necessary funding to penetrate these markets and engage the respective stakeholders at hand. Such a process will naturally not generate increased revenues directly; rather, it will integrate with the respective stakeholders within these international environments in the hopes of generating interest and further revenues in the very near future (Alcacer & Furey 5). However, even though such a plan might be somewhat expensive to engage when one considers return on investment in the very near future, the long-term benefits of engaging with the rest of the world and seeking to globalize the National Football League have far-reaching impacts with regards to the survival and profitability of the entity itself. Where is the National Football League has generated a great deal of interest and a vocal fan base within the United States, none of this would’ve been possible had it not been for the fact that

Employment Communication Portfolio Research Paper

Employment Communication Portfolio - Research Paper Example Highly experienced in giving guidance, motivation, and an up-to-date consultancy services to both clients and colleagues. Responsible for defining, documenting and collating functional scope. I was also involved in technical analysis, and problem solving as well as identifying, analyzing, tracking and managing clients and application data flow issue throughout the software system. Established both high and low level IP designs for EVDO, GPRS, MSS, value added services, charging system, IP radio access network for operators in Australia, Europe, North America and Africa, which include IP nodes such as SmartEdge and Juniper M-series routers, Juniper firewalls, and Cisco switches. Infrastructure team member responsible for developing and maintaining HP and Dell Servers or site, as well as troubleshooting and diagnosing software and hardware problems including LAN, WAN and remote systems. This application is in reference to your advert on the website mycareer.com.au for the vacancy of a Network Solution Architect. I am a highly organized, thorough and motivated professional, with more than 7-years of progressive experience in software development, monitoring architecture solutions for medium sized businesses and large companies. At present, I am working with Acer Computer Australia, based in Sidney, a well recognized and leading technology firms in Australia. Throughout my information technology project management experience both as a developer and architecture, I have been challenged on several occasions to establish creative architecture so as to turn needs into specific solutions. I am an individual who at all time endeavor to strike the balance between stylish design and practical simplicity in order to maintain consistency between structural elements. My most outstanding strength is my ability to approach solutions from a

Design a multi-story reinforced concrete office building Essay

Design a multi-story reinforced concrete office building - Essay Example The building is to consist of a 30 people meeting suite/conference, a restaurant, different sizes common room on the 3 floors of the building. Ground floor will consist of, conference room, restaurant, common room and all services associated. The remaining unused floor is aimed for facilities of leisure. 3.0 General Approach The general approach taken is to obtain the architecture of an office building:- Acquiring design of an office architecture of a multi-storey building basically adopted in the construction design (Alheyad, 2008). . Structural system establishment of the floors from the ground to first, second and third floor Foundation type, column design and system of resisting wind will be affected by taking into consideration the architectural drawings 4.0 Requirements for design Client’s requirements: The ground floor is to have: a reception, conference/meeting rooms, common room and entertainment room, a restaurant, and associated services. The remainder of the floor is to be occupied by the swimming pool. The main building is to include a small scale conference/meeting suite of a maximum 30 persons, a restaurant, a common room, as well as lodging. The minimum clear height for the ground floor is set to be3.0 m. The minimum spacing of vertical structural elements within the ground floor is to be 6.0 m. Access to bedrooms at the 1st and 2nd floor and the 3rd floor is by lifts or staircases located at the centre and end of the floors. The 1st and 2nd floor are different size offices with central access corridors. The floor upon completion will have a soffit height at the 1st and the 2nd floor of a minimum of 3.0 m in the floors and 3.6m in corridors, in addition to services allowance. All servicing plant including water tanks, heating boilers and lift mechanisms are to be located on top of the stair/lift towers at the ends of the building. Car parking of 450m^2is to be set near the hostel at ground level over an area of approximately 450 m2. There is need for allowance for future adjustments in demand for different types of services. This is achieved through structural arrangement not compromising the ability to adjust the width and mix of room compartments, though the central corridor arrangement will not be altered as per the client decision. A fire resistance period of 2hrs is to be put in the building. The building is to be exposed to XC-1 environment. Building requirements analysis The two-hour fire resistance requirement is vital in for the structural elements design of the building. According to Euro code 2, for two-hour fire resistance, the minimum width of a beam is 200 mm. The XC-1 environment that the building is exposed to implies the structure is always exposed to water or is dry. To attain this condition a minimum cement 240 kg/m3 for exposure to XC-1 together with a ratio of 0.07 environmental conditions. The set minimum cover for XC-1 environment is cmin = 15 m .This is calculated using the equation Cnom = Cm in + ?C, where Cnom is the nominal cover. (Eurocode 2). 5.0 Structural elements These are framing elements used to transfer the loads from the building to

Maicro Essay Example | Topics and Well Written Essays - 1000 words

Maicro - Essay Example The interview was taken with the aid of an interview guide and it has been analyzed qualitatively. The decision taken by the person, who would be referred to as economist was a decision to merge his small printing business with a cyber cafe. There were two major factors that influenced the decision for a merger. In the first place, the economist had the realization that most people who use the internet cafe also patronize printing and other secretarial services such as scanning, photocopying, lamination and binding; all of which he offered in his firm. He therefore wanted to extend these services to the users of the internet cafe. To him, joining the internet cafe was a way to increase the number of services he offered. The other reason that influenced the decision was the fact that the economist realized that the size of his business was small and needed to expand. However, he wanted this to happen within a very short time. According to Joel (2011) â€Å"The main purpose of many me rgers is to produce a synergistic effect in a much shorter time than would be possible through a gradual growth, if it would otherwise be possible at all.† This is to say that the decision for merger ensures an outright growth of a company from a single state to a double state. This growth is sudden rather than gradual. What is more, merger was less cost involving compared to decision to start a new internet cafe from the scratch. Whiles deciding to merge his company, there were three prime expectations of the economist. In the first place, he had an expectation of reviving his company, which was declining in growth. According to him, this was partly because there had been the establishment of several printing businesses in the area where he operated from. The opening of the new printing firms caused serious competition. He explained that there became several options for customers and that though he continued to serve his customers well, some of the customers wanted to make go od use of the new businesses with reasons such as avoiding delays at his end because he had to serve many people when there were other firms that were empty. Again, he had a realization that most of the people who entered his firm came with an expectation to have internet service so that they could print from the internet. Such people who did not find the internet service in place went to other places where they could have both internet and printing services. It was therefore his expectation that with the merger, his firm would grow because all the people who came to his firm and left because there was no internet service would now do business with him. As a follow up to his first expectation, he felt that expanding his business would increase the number of customers he had. This was because he would have his regular customers and the customers of the internet cafe all on his side. Again, he would have an increase in the number of customers he served because the firm would now be in position to offer wide range of services. Naturally, by serving many customers at a time, he was sure his profit would increase. Lastly, the decision was taken in order to have a supporting partner to aid with the managerial and financial affairs of the company. According to the economist, his firm was a sole proprietorship company and that having access

MEDICAL STAFF AND NURSING LAW Article Example | Topics and Well Written Essays - 500 words

MEDICAL STAFF AND NURSING LAW - Article Example The doctrine is classified under the law of torts, which in itself stands for civil wrongs. The most commonly sued tort in the medical field is negligence. The authors (Reagan & Regan) define negligence as an act that put under the similar conditions as the accused, a more prudent professional would perform differently and better to serve the interest of the persons put under their care. (Regan & Regan 2002) define the relationship between the employer and the employee very clearly. They state that a clear line has to be drawn in order to establish with certainty that there existed an agency relationship between the parties for which the senior faces charges for the mistakes of the junior. Malpractice is defined as failure to provide professional services with the skill usually exhibited by responsible and careful members of the profession, resulting in injury, loss, or damage to the party contracting for those services (Regan & Regan 2002). It is under the torch of medical malpractices that the acts of negligence is best shone on the undertakings that could be regarded as acts of negligence. When the employee is charged with conducting the business of the employer under situations or directions not prior agreed upon with the employer or simply disallowed by the employer, the precedent is set for the master to excuse themselves from the omissions of their staff. This balance puts employers at the helm of deciding and defining their work relations with their employees. Serving as a practicing nurse, there are many responsibilities that fall on the shoulders of the incumbent in such a position. For example a more experienced and clearly skilled nurse is put in charge of junior staff in the nursing department. The senior nurse is by this doctrine expected to ‘carry the cross’ for the acts of omission or commission for which the juniors expose

Organizational culture is fundamentally about symbolic meaning and as Essay

Organizational culture is fundamentally about symbolic meaning and as such cannot be managed. Discuss - Essay Example The key factors that have contributed to the importance of organisational culture are globalisation, extensive networks of society and dynamics of ever changing social aspects that have created a work environment that has a diverse culture worldwide (Lann, 2008). Organisational culture plays a pivotal role in allowing the organization to gain a competitive edge in its industry and also becoming successful in the business world with a huge market share. The employees are the key elements that make or break the firm as they are ones who execute the objectives and goals of the organisation. It is important for the organisations to adapt to the organisational culture as required because diversions may lead to conflict of opinion and interest in the organisation. Both the employers and employees need to work together with each other in complete harmony so that desired level of success and results can be achieved by the firm. Within the last two decades of the 20th century, the practitione rs and scholars have been approaching the firms from soft perspectives of individuals as human beings who join the corporations with particular beliefs and values. These beliefs and values play an important role towards the behaviour and attitudes of the employees in the organisation. ... t things for human beings as reflected in the Elton Mayo theory, hence organisations should ensure that they value their employees in all perspectives. Satisfied employees tend to be more productive at workplace and they also tend to respect their organisational culture. According to Gareth Morgan, cited by Ravasi and Schultz (2006), the cultural perspective is one of the interesting and possible metaphors that can be used to understand the functioning and operations of an organisation. The main areas that are focused by the researchers following this perspective are interpreting the ways people do their thinking so that their feeling and actions can be easily conceptualised by the set of values that have been encompassed in the broader perception of culture (Sun, 2008). The thought process of an individual impacts the way job roles are handled at work and also impacts the way employees perceive things at workplace. The perception of employees are also dependent upon their treatment in the organisation by the supervisors and peers. This cultural perspective has both limitations and strengths and has made valuable contributions in the field of organisational research. During the studies by many researchers, one of the primary virtues of cultural metaphor was identified that directed the attention towards the significance of symbolic interaction in the organisation. Before the development of symbolic-interpretive perspective, the major emphasis was on the functionalist perspective which stated that culture is an integral part of the organisation that is defined by the management (Bako, 2010). The symbolic-interpretive perspective was valued by the researchers because it allowed them to study how the organisations have strong roots in their shared systems of meaning. It

Human Factor In The Crash Of Eastern Airlines Flight 401 Research Paper

Human Factor In The Crash Of Eastern Airlines Flight 401 - Research Paper Example Later, looking at he records, it was realized that the flight had landed at an approximate rate of 200 feet as per every minute taken. As the flight was going on, everything seemed alright so the crew was just relaxed. It was then that they discovered that that the nose gear was missing and was not fully locked down to the position it normally is. The light indicator for the nose gear was also meaning that that particular warning could not be detected in case of any. This is the landing gear which is normally at the front of the plane. The air traffic control was informed of a missed approach by a captain who had operated for a period of 30,000 hours worth of flights. They had missed the first landing and he was asking for grounds to try yet another landing. This was to buy him more time to confirm whether or not he had a landing problem with his gears. He was a man who had served in this field for long therefore, panicking was not any part of his schedule. All he asked for was more time to detect the problem that he was encountering before he could land at any given time. This was because, he was aware of the danger based on such a situation. Because of the missed approach, he climbed 200 feet abo ve the ground heading to the westerly sides. The emergency crew was not focused on the facts of the dangers that they were facing during the landing process. They were only focused on the fact that they were flying a new TriStar that they were flying for the first time. They were not even aware of the fact that they were housing 163 passengers whose lives were in danger. Such events have happened in the past but there was a safe landing always. They are totally aware of the risk that the situation posed to the passengers therefore, they should have taken action. To that effect, they should have been ready with the emergency team on the move o that they are in a position to save life as in other instances before. This was a simple situation that could not lead to the death of all those people if the crew members were alert after noticing the situation. There is always a risk of fire in such landings but they are some things that can be avoided. An engineer was sent to look at the problem that the plane was facing the flight and the landing. It was believed to be an engineering rather an electronic problem that caused the crash. Looking at the situation, we realize that the crew on board was not keen enough to realize the problem before time. They were also not ready to perform a rescue mission on the passengers. If they were keen enough to get ready for the disaster, less damage would have occurred. It so happens that due to their ignorance, three of them also died in the crash. All this was a matter that would have been taken care of within the time that the pilot was still buying time to budget for a second trial on landing. According to the management, that was a small issue that could not have caused a situation like that. This cannot be based on possibilities but on facts of all that happened in the situation. A maintenance specialist in the plane talked to the crew about the situation so that they would get ready for any situation. (Driskell E, Salas E p,130) He later went back to the electronic bay, but no action was taken. Two warnings were sounded to the crew but they did do anything about it. The whole situation was a technical problem that could have been avoided had the crew been keener when they were told about the situation. This means that the arrogance within the crew has to be taken

Saudi Arabia and The United State of America PowerPoint Presentation

Saudi Arabia and The United State of America - PowerPoint Presentation Example In United States the companies are privatized and the government has less control over it. While in Saudi all the economic activates of the country is controlled by the government alone. Obviously the country is a kingdom where in the royals has the say on the functioning of the political activities of the country. Saudi is ruled by King whereas America has election which selects the President of the country. The country has central and federal government and a legal body to govern the nation. America is a democratic country whereas,Saudi Arabia is a monarchy. However, Saudi Arabian GDP is less than America as latter is a country depended on its oil reserve rather than employed nationals. Saudi has a smaller economy than America as latter is a large country. America is a country which can be considered as the melting pot of culture. It has a wide variety of people belonging to various religion, ethnicity race and nationality .American culture encompasses the customs and traditions of the United States, including language, religion, food and the arts. According to (Zimmerman,2013) â€Å"Nearly every region of the world has influenced American culture, as it is a country of immigrants, most notably the English who colonized the country beginning in the early 1600s.†.Contradictory to this, the Saudi Arabian culture is traditionally linked to the Islamic laws and guidance. There is strict prohibition regarding alcohol consumption, pork and rights of women. Saudi Arabia is the most strict nation in the world and it is functioning according the laws of Quran as Prophet Mohammed is from this region. Also the holy pilgrimage happens in Mecca which is a privileged region for Muslims. When we look at the culture of America and Saudi there is a wide gap between them. Saudi can be nowhere compared to America as the former is restricted nation whereas latter is free country with liberal human rights and freedom. Saudi has

The Trial Film Analysis Essay Example for Free

The Trial Film Analysis Essay Brief Biographical Data of Orson Welles George Orson Welles or popularly known as simply Orson Welles, was a great American director, actor, writer, film, television, stage and radio producer. He also won in the prestigious Academy Awards. Welles became famous through his radio broadcast’s The War of the Worlds. It called a large number of avid listeners to panic. His works such as Macbeth and the contemporary figurative adaptation of Julius Caesar became legends. In 1941, Welles directed, co-wrote, starred and produced the critically acclaimed Citizen Kane. The film, according to polls of many film critics, was the greatest film ever made in film history. However, despite the unquestionable talents and several awards won, the rest of his career was usually hindered by incompetent studio interference, lack of funding and other unfortunate happenings. However, despite these difficulties, his film Othello won the Grand Prix du Festival International du Film at the Cannes Film Festival in 1952. In addition, his Touch of Evil awarded top prize at the Brussels World fair. Anyhow, Welles considered his film Chimes at Midnight and The Trial to be his best works ever. The Trial The Trial is a film that is even more visually extravagant than Orson Welles’ previous films. He used several themes, symbols and filmic devices that had become his trademarks. Depth of field photography, low-angle shooting, elaborate frame composition, visibility of constructed ceilings in the frame, attention to sound editing, expressionistic lighting, gigantic statues, houses in ruins are just some on the themes and filming techniques that Welles employed. The movie opened with animated pin-screen illustration of the parable of the law of Alexander and Claire Parker. Welles dubbed the voice who also played as K.’s advocate. He also dubbed all the authority figures’ voices. The parable is about a man who seeks admission to the Law but rather denied by the guard and thus waited until he can enter. With the film opening with the parable, it positioned the audience in an opportunity position from which to judge the character’s actions since they are certainly refracted through and thus rendered meaningful illustrations of the parable. Kafka’s tale absurdity is somehow interceded by the visual explanation given in advance. The film also raised but did not explore too much the most radical implication of its premise, in which sin, guilt and responsibility are not forced on any man. Demonstrated by the opening parable, the admittance to the law is not closed rather it is man who prevents himself from entering because of the notion of sin, guilt and responsibility that conceived of closing the door. Use of Principles of Design The film opened with a parable and in this opening, Welles executed the used of the designs, such as the unity, repetition and balance very well. The simple illustration of the doors created unity that somehow gave a sense of harmony and unity that pulls the whole picture or story together. The principle of direction and emphasis was also used effectively because we can immediately see the focus of a certain scene that Welles wanted us to see first. I can say that what twined the different episodes is Welles’ vision of the different settings as interconnected through a series of secret dark passages, entrances, staircases and exits that disintegrate the distinction between the private and public spaces. Welles explained in his 1965 interview that his â€Å"original design was to have the number of realistic elements gradually diminish and the number of realistic elements gradually disappear until what remains open is the spaces and as though everything has dissolved.† If compared to the 1993 adaptation of The Trial directed by David Hugh Jones and starred by Kyle MacLachlan, in my opinion, was beautiful and a subtle exploration of Kafka’s masterpiece nuances but still, an ordinary adaptation of the old one. Nevertheless, when it comes to the principles of design, of course, Jones’ adaptation will top the score. Colors, of course add spice and life to the design. The principles of design applied were definitely new and more appealing than the old version of Welles. However, Welles’ The Trial, has its own character and seemed to stand the time and have an eternal presence in each scene. I can also say that it is indeed easier to do an independent film when art and designs are at stakes and better results when you are the one with full control. Despite the lack of funds because of the low commercial value, a film will be outstanding when it comes to the employment of designs, arts, and every element useful for a successful film. Welles’ baroques set design and intelligent use of the principles of design also enhanced the impression that the different settings served as a â€Å"symbolic, nightmarish manifestations of K.’s inner turmoil† and dissipate the absurdity of Kafkaesque, in which straddled the line between the illogical and logical, the unreal and real. I can say that the film, then, is more of an allegory than a novel. Therefore, I can say that Welles was indeed successful in using the principles of design, however limited his budgets and resources were. References: Charles Higham, The Films of Orson Welles, University of California Press, Berkeley, 1970. Albert Camus, â€Å"Hope and the Absurd in the Work of Franz Kafka†, The Myth of Sisyphus and Other Essays, trans. Justin O’Brien, Vintage Books, New York, 1955. Principles of Designs Tips. Life Tips, 2008. http://graphicdesign.lifetips.com/cat/55144/ principles-of-design/index.html. Retrieved, September 9, 2008.

Hope Focused Marriage Counseling Essay Example for Free

Hope Focused Marriage Counseling Essay Unlike other explorations insinuated in the context of research, marriage counseling has been one of the unspecialized fields emerged with theoretical assumptions and practice (Stuckert, 2003). This however, has been the challenge to psychologists and practitioners in defying the thought that marriage cannot be taken into research since its hypotheses and results of practice have been acclimated, nevertheless the volume available for study is accumulated. Everett L. Worthington Jr. , a psychology professor and the proponent of over 150 articles tackling issues on marriage, forgiveness and reconciliation was able to find standard procedures on how to keep marriages anchored on Christianity based marital therapy. More specifically, through the light of his year 1999 published book, Hope-Focused Marriage Counseling, couples are to be taken to a self rehabilitation which will give hope to individuals who are living in a room full of skeptic viewpoints about marriage and eventually open a realization that his substantial research shall lead them to a path where â€Å"miracles do happen in the real world. † (Worthington, 1999) Overview Marriage is a shadow of the relationship that we are expected to have with Jesus—permanent, loving, committed. (Eph 5:32) Everett L. Worthington begins his book with a verse in the bible which depicts the meaning of marriage in the most moral and Christian way thus giving a connotation that helping troubled couples is not an easy task. However, she points out the fact that the extent of healing relationships is through developing a character of Christ embodied in every individual’s personality and manifest such with one’s relationships to his or her social network as well (Worthington, 1999). Further, he stresses that when a relationship has Christ as vanguard, life will be inhabited with the verity of love, faith and hope and that then is the start of a bright thing. Strengths What makes his book amazing falls on the grounds of analytic and realistic situations as the core of the gist of the whole scenario. Initially introducing theories then later putting the theories into practice makes readers able to divulge their selves in the dimension that the author intends them to live with. His strategies (advices, so to speak) draws out a hysteria which will make readers know their respective state in life at first, hence, for having been given the momentum to realize what is happening in their lives, they will seek for answers on how to save them from their presumed agony. Further, his approaches through exercises which are efficient to exhibit (Worthington, 1999)—drawing fundamental values, the promotion of confession and forgiveness, communication intensification, aiding conflict resolution, alterations of the pattern of thinking, intimacy development, and the cementing of commitment—gives grandeur to the book as readers can implement these exercises with their partners or core groups. Realistically crafted, he gives marriage counseling a twist by inculcating his own experiences which gives conviction to the statements and recommendations written in his book. One fascinating fact on the book is its distinctiveness in course, since unlike other books on marriage counseling, typically establishing manuals which synonymously suggest divorce or annulment so as not to complicate the situation, this book thinks otherwise. Though the author admitted that is hard and rarely possible in the contemporary society—divorce is legal and other forms of law that allow couples to â€Å"live† without the need of marital rites—still, he fervently believes that the sacred matrimony must be preserved even if others no longer accept as true the tradition and the essence of spiritual intimacy. These ideas represented in the book will coin back the integrity, accountability, prudence and proper teaching among couples. Weaknesses â€Å"Hope-focused rather than problem-focused† (Worthington, 1999) this is the toweringly hopeful campaign of the author. Thus, because of globalization, cultural diversity and the differences of every individual, there may be some who may not appreciate the book for reasons that inhibit the issue on dissimilarity of character, viewpoint in life, tradition and environmental influences. It is evident that the target audiences of the book are Christians—although optimistic individuals would also be interested in reading the book—hence this leads us to a remorseful realization that it will not drive â€Å"naysayer† or a pessimist to read it. Still, fingers are crossed on the intent of the book, and that is to spread the thought that â€Å"change is possible† and in the long run, every couple will be given a new outlook on their marriage for the benefit of their family. Conclusions and further remarks The functions of the husband and the wife bear a multifaceted blueprint of expectations of the responses which are to come from one another. Hence as humans, challenges and trials are inevitable aspects in life and must therefore be taken with full accountability after having vowed under the sacred matrimony and under the blessing of the church. However, in the present era, where several factors influence every person’s character and personality, asking for help and intervention from one who truly understands the quintessence of love and marriage is a an ideal act to do (Stuckert, 2003). Communication mostly is the main problem of couples and Worthington is able to help by producing a masterpiece which, with confidence, he believes will save troubled marriages. Forgive. Reconcile. Change can happen if one will listen while the other speaks. References Stuckert, R. P. (2003). Role Perception and Marital Satisfaction. A Configurational Approach. Marriage and Family Living, 25(4), 415-419. Worthington, E. L. (1999). Hope-Focused Marriage Counseling: A Guide to Brief Therapy. Downers Grove, IL: InterVarsity Press.

The Swot Analysis Of Burma Country

The Swot Analysis Of Burma Country Burma is situated in Southeast Asia and is bordered on the north and north-east by China, on the east and south-east by Laos and Thailand, on the south by the Andaman Sea and the Bay of Bengal and on the west by Bangladesh and India. It is located between latitudes 09 32N and 28 31N and longitudes 92 10E and 101 11E. The civilization in Burma started in the 1st Century. The first Empire was established in 11th Century in the Pyu Kingdoms. The second Empire was established in the mid of 16th Century by King Bayintnaung. The third and the last Empire was established in 1752 by King Alaungpaya. In the 19th Century, Burma was invaded by British. During the Second World War, Burma was taken over by Japanese for almost three years. Burma developed as a sovereign state on 4th January, 1948 named as the Union of Burma. Sao Shwe Thaik was the first president and U Nu was its first Prime Minister. Burma became an independent country, after the elections held in 2010, named as the union of Burma. At present, the president of Burma is Thein Sein. India Burma Relations India Burma relations initiated from the past history, ethical, cultural religious bonding. The relations got stronger after the visit of Prime Minister Rajiv Gandhi in 1987. Many deals pleasing bilateral cooperation have been noticed between the two countries. India provided help during the cataclysmic cyclone Nargis in Burma in May 2008 and also during many earthquakes in March 2011. Major Indian Projects in Burma The Government of India has occupied itself in many infrastructural non-infrastructural projects in Burma. ONGC Videsh Ltd. (OVL), GAIL ESSAR have been contributors in the energy sector in Burma. The Government of India also helped TATA Motors financially while investing in a heavy turbo-truck assembly plant which was started on 31st December, 2010. India also helped in the reconstruction of many schools which were damaged during the earthquake in Burma in March 2011. Bilateral Trade India-Burma India normally imports agricultural items like pulses, beans forest based products from Burma. India mainly exports raw semi-finished steel pharmaceuticals to Burma. Bilateral Trade was US$ 12.4 million in 1980-81 US$ 1070.88 million in 2010-11 which is almost 86 times more. A table summarizing the bilateral relations is as follows: Cooperation between India and Burma in the regional / Sub-regional Context ASEAN: Burma became a member of ASEAN in July 1997. Burma acts as a bridge between India ASEAN as ASEAN India have a common land border. BIMSTEC: Burma became a member of BIMSTEC in December 1997. Burma trades with India in the BIMSTEC region. The 13th BIMSTEC Ministerial Meeting was held in Burma in January 2011. MGC: Burma is a member of the Mekong Ganga Cooperation (MGC) since its incorporation in November 2000. MGC was incorporated for cooperation in the fields of tourism, education, culture, transport communication. SAARC: Burma became the observer in SAARC in August 2008. Key cities in Burma The following are key cities of Burma as under: Yangon Yangon is the largest city and also former capital of the Burma. It is also known as Rangoonis. Yangon is situated in lower Burma at the junction of the Yangon and Bago Rivers. As per the data of 2011 approx. population is 44, 77,638. Yangon is the major commercial hub in Burma. Mandalay Mandalay is the 2nd largest city and also former capital of Burma. Mandalay is situated in the central dry zone of Burma by the Irrawaddy River at North. As per the data of 2011 approx. population is 12, 08,099. Mandalay is the economic centre of Upper Burma. Nay Pyi Taw Nay Pyi Taw is the 3rd largest city and capital of Burma. The Nay Pyi Taw as a capital of Burma declared on 27 Mar, 2006, Burmese Armed Forces Day. As per the data of 2011 approx. population is 9, 25,000. Mawlamyaing The population of Mawlamyaing is 4, 38,861 and largest city of Mon State, Burma, and is the main trading centre and seaport in south-eastern Burma. Mawlamyaing located south east of Yangon and south of Thaton, at the mouth of Thanlwin River. Taunggyi The population of Taunggyi is 1, 60,115 and capital city of Shan State, Burma. The name Taunggyi means Big Mountain in the Burmese language. RESOURCE ACCOUNTING ENVIRONMENT STATISTIC NATURAL RESOURCES Burmas people dependent on the natural resources for their livelihoods traditionally maintained the natural resource management there stability. Burma is also rich for their natural resources like petroleum, timber, tin, antimony, zinc, copper, tungsten. Lead, coal, some marble, limestone, precious stones, natural gas, hydropower. Burma is also fames for their hardwoods. According to the most recent UN World Development Report, Myanmar has an estimated natural Myanmar forest area of 43% down from 12% from 10 years ago, and is ranked 33rd among the worlds top 100 countries. Biodiversity:- According to the report, Burma has unparalleled large amount of animal and plant life. Almost all of the country is located inside the indo Burma biodiversity hotspot and one of the worlds 34 richest and most threatened reservoirs of plant and animal life as identified by Conservation International. Since it still houses a wide array of plant and animal species already geographically extinct in neighbouring states, Burma is a country of particular concern in regards to biodiversity conservation in the Southeast Asia region. Forests:- Burma is home to Asias most large area in whole tropical forest ecosystems. May different forest ecosystem exist in Burma like delta mangroves, lowland tropical reain forest in Tennasserim division, teak forests, semi deciduous forest further north and sub alpine in northern kachin state among others. Burma prossesses the worlds only remaining golden teak forest. However all these forest system are in danger most of this closed forest is found in ethnic border region like Karen state karenni state and Tennasserim Division along the Thailand border, Kachin State along the Yunnan, China border, Arakan State along the Bangladesh border, and Sagging Division next to northeast India. Coastal area:- Burma has 2832 k.m. Long coastline larger from the country is exact west to southeast form the way of Bengal to Andaman Sea with this stretch alluvial huts and sheltered muddy area are home to mangrove trees and shrubs. Keystone protect coastal regions from the impacts of storms and also serve like habitat to crawfish, shrimp, crops and numerous other aquatic animal on other side fish and other aquatic foods, communities collect non timber forest product like wild fruits and vegetables from mangroves. Watersheds and freshwater sources:- Burma is in main five rivers. Its name is Irrawaddy, the Chindwin, The Salween, the Sittaung and the Tenasserim, endangered species in a Irrawaddy dolphin and blyths river frog can be found in some of these waterways. And other rivers are like the kaladan its runs from Mizoram, an India through chiniand and Arakan and the Mekong its from the border between shan stet and Lao PDR. Regional and international investors take notice for Burma. Its a plentiful water sources and both for hydropower potential as well as irrigated agriculture. Minerals:- Burma is rich mineral resource like tungsten, tin, zinc, silver, copper, lead, coal, goal, and industrial minerals. Antimony, limestone, and marble deposits also dot the landscape. Gemstones like diamonds, rubies, jade, and sapphires can also be found in Burma. Burma is most famous for its high quality rubies and jadeite. It is hard to track small scale gem businesses and estimate the value of gem trade in Burma, however, according to industry estimates, Burma accounts for more than 90 percent of global trade of rubies by value. Oil and Gas The first foreign investment project after 1988 when the government began to partially liberalize the economy was the development of the Yadana gas field in the Andaman Sea and the construction of a gas pipeline through ceasefire and conflict areas in Mon State and Tenasserim Division in eastern Burma. In 2007, Soe Myint, the Director-General of Planning for Burmas Energy Ministry, stated that the country had more than 500 million barrels of onshore oil reserves, with another 100 million offshore. That same year nine foreign oil companies were exploring for new oil deposits, increasing output from older fields, and attempting to restart extraction on previously shut down fields on 16 onshore blocks. In regards to natural gas, according to British Petroleums 2010 Statistical Review of World Energy, at the end of 2009, Burmas proven gas reserves stood at 20.1 trillion cubic feet, or 0.57 trillion cubic meters, roughly 0.3 percent of the worlds total gas reserves. The CIA World Fact book cites Burmas gas reserves at only 283.2 billion cubic meters as of the beginning of 2010, but the actual proven reserves are likely higher than cited by both sources due to recent onshore gas discoveries. GEOGRAPHY The Union of Burma is geographically situated in Southeast Asia between latitudes 09 degrees 32 min N and 28 degrees 31 min N and longitudes 92 degrees 10 min E and 101 degrees 11 min E. Burma geography area covered is 677000 square kilometres. There are also divided in two part like west east, north south they using the area 936 kilometres 7 2051 kilometres respectively. In Burma touch the West and northwest borders on Bangladesh India. In the North and Northeast is China and Laos and in the East Thailand, all direct neighbors of the country and sea. In Burma 2000 kilometers 1450 kilomerters geographical area consider respectively for north to south and west to east burma. That is more useful for the transportation by the road. In Burma most of rice export from the region like fertile, agricultural. Burma has considered the different are for all different zones so that political situation also different from each other. In Burma available the many mountain ranges. The same people can said to be for the many more mountains range inside the country itself Burma. POPULATION URBANIZATION People in Burma population estimated around 54 million with density being 70 persons per sq. km. in Burma different religious people are there like Buddhist, Christian, Muslim. In Burma main language is Burmese but in there different ethnic group have own languages. In Burma , English language is widely spoken understand. There are main eight group of people in Burma like Kachin, kayah, kayin, chin, mon, bamar, rakhine, shan. The Human Development Index measures development combining indicators of education, life expectancy and income http://hdr.undp.org/en/statistics/hdi/. ECONOMYINDUSTRY Burma is one of the resource rich country. Burma is considered an agricultural country before the 2nd world war. In Burma garnet economic drivers are like natural gas, mining, timber power generation plant. however suffers from pervasive government controls, inefficient economic policies, corruption and widespread poverty. ENERGY Burma is gerent the major energy by the oil. The have also use to gerent the energy comes from gas coal. The greatest consumer of energy with the residential consumption in the country. EMISSION PROFILE Air pollution is main problem in Burma many cities just because of growing industries. The other side also effect the pollution with the waste burning vehicles are there. However, the country also suffers from trans-boundary pollution from neighbouring countries such as Thailand and India. AIR QUALITY MANAGEMENT In Burma maintain the air quality with help of the National commission for environmental agency. Air is also effect to the health so the in Burma develops the National Health Plan. Burma together with the city development committee department of medical research came up with environmental health problem implement pollution controls. POLLUTION Industry pollution:- There is no industry pollution in Burma. Its problems in entire Burma country and also not in yargon. Burma has remained under permissible levels of environmental pollution. Burma is not industrialized so the volumes of carbon and solid waste produced in yargon everyday have not reached considerable level. So there is no pollution in Burma and no need to worry about that. School Myanmar Children Air pollution:- http://www.mmtimes.com/2012/news/614/airpollution.gif In yangon air pollution is 87.50%. The main source of air pollution in Yangon is vehicles. But concrete roads also increase the levels of dust and coarse particles in the air. In Burma particularly vehicle pollution is an increasing problem so if you have any related to breathing problems than speak with your doctor before travelling to any havelly polluted urban centers in Burma. Because of this pollution, we get some minor breathing problems like sinusits, dry throat and irritated eyes. The department began measuring air pollution at three locations in 2009 and new readings were undertaken in January at Hlaing Tharyar Industrial Zone, the departments office in Ahlone township and a residential area in Bahan township. Yangon city roads are quite narrow and this results in traffic jams and in turn more pollution, Food pollution:- Eating in Burma restaurants is the biggest risk factor for contracting travelers diarrhea. Ways it includes eating only freshly cooked food and avoiding shellfish and food that has been sitting around in dining table. Peel all fruit, cook, and vegetables and soak salads in iodine water for the least 20 minutes. Eat in busy Burma restaurants with a high turnover of customers in Burma. Water pollution:- In yangon water pollution is 50.00%. The number one rule is be careful of the water and especially ice in Burma . If you dont know for certain that the water is safe, assume the worst. Reputable brands of bottled water or soft drinks are generally fine, although in some places bottles may be refilled with tap water in Myanmar. Only use water from containers with serrated seal hot tops or corks take care with fruit juice, particularly if water may have been added. Milk should be treated with suspicion as it is often unpasteurised, though boiled milk is fine if it is kept hygienically. Tea or coffee should also be OK, since the water should have been boiled. WILDLIFE Burma is a developing country, they contribute to the more in preservation of its environment and ecosystems. In Burma, forest are cover over 49% area including acacia, bamboo, ironwood and michelia champaca. Since 1995 people are cuts more trees that effect seriously reduced forest area and wildlife area. Tigers, leopard, rhinoceros, wild buffalo, wild boars, deer, antelope and elephants are more in upper Burmas forest. Smaller mammals,gibbons and monkeys and over 800nspecies birds in the forest. Birds including, parrots,peafowl, pheasant, crows, herons and paddybirds. CURRENCY Burmas currency is Kyat. Burmas bank issue notes of 1 Kyat, 5 Kyat, 10 Kyats, 15 Kyats, 45 Kyats, 90 Kyats, 200 Kyats. The currency exchange rate in between 1994 is 6 Kyats for one U S $. Than after some time Kyats market is back that time currency exchange rate up to the 1200 Kyats per US $. CLIMATE Burma divided their climate in to the different three category like cold season, Rainy season, Summer. In all three climate also face with different time like summer is march to mid may, rainy fall start in mid may to the end of October and cold season start with November to end of the February. In burma generally enjoy the tropical monsoon. In Burma whether climate change or different from the place to place due to the differing topographical situation. In burma average highest temperature generally during summer month is 43.3 degree. Burma is very hot in summer season. In burma also different climate with different palce like north zone, south zone, waste zone, east zone and central zone also with different seasons. MAJOR CITIES In Burma many cities are their. In Burma have divided the cities on the bases of there population. Major around 10 to 11 cities in the ranking on the bases of the population there is given below Yangon Mandaly Naypyidaw Mawlamyaing Bago Pathein Monywa Meiktila Sittwe Mergni Taynggyi www.geonames.org à ¢Ã¢â€š ¬Ã‚ º Countries à ¢Ã¢â€š ¬Ã‚ º Myanmar [Burma] COUNTRY FACTS Burma is a rich nation one of the developed nation in the world. The latest data given by the UNDPs human development report give rank 132 out of 169. In Burma pre capita GDP is approximately $435 USD almost lowest in the world. CAPITAL (OSLO) In 1995 the capital of Burma is Yangon after that since 2005 the capital of Burma is change. So, now on word Naypyidaw is the capital of the Burma. S.W.O.T ANALYSIS OF BURMA STRENGTHS The Burma is blessed with natural scenic beauty contains more than 2000 kms coastline with beautiful beaches. In Burma more no. of people working in agriculture sector, so that labour force high in agriculture activity. There are 40 national parks, wildlife sanctuary protected area under the forestry ministry also fifteen national parks have been registered in ecotourism sites. Burmas people are giving more respect to women. In Burma literacy rate is very high so that educated people are there. Burma has a large trade deficit that has also crippled its economic growth. Burma export following commodities Jade and Gems, Clothing, Rice, Fish, Pulses and Beans, Wood Product, Natural gas. Telecommunication is high in Burma because people are using internet they have wide range of network. New business procedure is much similar as India. 8% commercial tax and 2% income tax shall be payable in foreign currency for all export from private sector. Burma has big industry of mining, timber, biodiversity and oil and gas and make easily transition with other country In Burma National Tourism Organization has submitted national heritage sites to ASEAN. (E.g. Bagan Mragkoo) Burma is attracted and holds the interested country with a rich history in arts and crafts. Burma represents the largest repository of there arts and crafts. Burma offers variety of sport activities for tourism such as ski in the North, diving, bird watching, and water rafting. In Burma tourist shopping specially like handicrafts. Gems clothes. Burma has pleasant climate and long tourist seasons. May to September can be called value season instead of low season because tourists do not have to pay expensive cost if visiting during this time. WEAKNESSES There is the travel safety warning that there is the constraint imposed on local travel and the dangers of criticizing the regime. The infighting between the ethnic groups in some parts of the country. The Burma workforce lake expertise exposure to a competitive market environment. In Burmas people also lack of technical knowledge especially for construction project. There is a need for improve English other languages for workers in the tourism industry. The country has manpower to support tourism industry for example there are 6,000 people who have got guide license, but only 300-400 are working because of the limitation of available work and tourists. For the moment Burma is the place unlike most other tourist destinations. Travel is sometime unpredictable because the essential infrastructures such as efficient good management, transport, communication and hotels are still far from near complete. Myanmar is a difficult country to sum up in terms of weather since it has a varied terrain with tropical beaches, lowland plateaus and the shoulders of the Himalayas. However, it is considered as a 12 year destination. Lack capital to undertake the necessary programs to develop tourism. Travellers to Burma can visit only officially designated tourist areas. Permission is needed for treks to remote parts of the country. The process of permission takes about seven days. OPPORTUNITIES National Coalition Government of the Union of Burma: After winning the elections in 1990, the military rulers stopped the democratic parties from taking over the government. The MPs, with support from the Democratic Alliance of Burma, the National Democratic Front, and others, formed the National Coalition Government of the Union of Burma (NCGUB). The NCGUB has led the call for a tripartite dialogue between the ethnic nationalities, the NLD, and the military to resolve national problems. If there is peace in the country, it is the opportunity for tourism to be promoted. In April 2010, a Tourism Industry Development Management Committee (TDMC) was established to address issues affecting development. Comprising 26 high ranking personnel, the committee aims to develop international tourism in order to increase foreign exchange earnings and raise awareness of the country. The benefits derived are measured not only in terms of the amount of foreign capital brought in, but also includes the long-term transfer of technology and the encouragement of entrepreneurship. There are several areas in which foreign participation can contribute to the development of the economy, and specifically to the tourism sector such as hotel development, infrastructure development, tour operations, souvenir industry, and preservation and restoration of monuments. In Burma, visitor visas have been extended to 28 days and package tour groups can now obtain visas on arrival. Tourists are allowed to enter through several checkpoints along the Thai borders. THREAT Uncertainties about socio-economic stability and a lack of definite signs of reform deter some foreign investors. The economic malaise of the past three decades has fuelled an extensive black market in the country. Risk from economic reform and liberalization. Risk from climate change. Pollution from economic activities is one threat because less education awareness. Tension from internal ethnic conflicts Negative images that are exaggerated or presented in their own point of view by international media such as the issues of human rights and travel advisory. In 2009 Daw Aung San Suu Kyi, speaking in the context of the juntas promotion of 1996%2010 as Visit Myanmar Year, argued that it was too soon for visitors to come pouring in to Myanmar. Many NGOs urge the international community to boycott the country. They argue that revenue from tourism supports the Government financially, and holidaying in the country could be interpreted as approval of the military regime. Furthermore, forced labor was used to build some of the tourist infrastructure and tourists are kept away from large parts of the country, where repression of minorities is occurring. However, many comments argue that it is increasingly possible to use privately-owned lodging and transport facilities, benefiting the local people. Likewise, economic development could lead to a democratization of the country.

Cultural Dicersity/ With References Essay -- essays research papers

Cultural Diversity in the Work Place In today’s work environment, it has become more evident and vital than ever to foster cultural diversity. Business organizations that want to stay in business are integrating their global and local business efforts along with cultural diversification. However, the path that leads to cultural diversity is not an easy one. Issues and conflicts may slow down, and even restrain, efforts to integrate cultural diversity in the workforce, but the need to embrace and make cultural diversity work is a sensible and attainable prospect. Diversity refers to all those differences that can mark human beings such as age, nationality, language; color of skin and the way people behave due to different cultural background. Prejudice is an unreasonable attitude or bias regarding those differences. Awareness of workforce diversity has been growing since the late 1980's, when the U.S. Bureau of Labor Statistics (BLS) and the Hudson Institute published "Workforce 2000." The report predicted major shortages of labor due to a drop in the nation's birth rate during the 1960's and 70's. Because the drop in birth rate was most profound among native-born Caucasian Americans, the report predicts a major shift in the demographics of the U.S. work force. White females, minorities and immigrants will comprise 85% of those entering the work force in the year 2000. This shift will change not just employment, but also benefits, advancement and other aspects of working in America. As the workplace and marketplace continue to change, more and more companies are educating their employees on cultural diversity awareness. An understanding of the issues that arise due to the differences between gender, age, religion, lifestyles, beliefs, physical capabilities and cultures is needed to bring out the best in all of us. The creativity, flexibility and commitment gained from our interactions with other cultures and peoples will empower us all. Barbara Stern who is vice president of Boston-based Harvard Pilgrim Health Care (HPHC) argues that what has traditionally been a â€Å"soft† issue is now becoming a business necessity in terms of better serving customers, understanding markets, and obtaining full benefit from staff talents (Schmerhorn, pp.77). The issues and conflicts that affect the effectiveness of cultural dive... ...m feeling disregarded or left out, time wasted when conflicts and misunderstandings arise, and capital resources allocated on legal fees and settlements. Fortunately, today’s business organizations are increasingly recognizing the importance of a more inclusive and equitable work environment as their bottom line. When describing the need and path that business organizations require to stay competitive and successful in their local and global markets, cultural diversity will always require attention. Business organizations will not only understand and respond to the needs of its customers, but it will also ensure its survival and productive workforce. References Chen, Christine Y., Hickman, Jonathan. (2000, July 07) America's 50 Best Companies For Minorities [Online]. Reuters: fortune.com/ fortune/ diversity/ company4.html Gardenswartz, Lee Ph. D., Rowe, Anita. Human resource focus, July 1998. V. 75 N7. PS1 (3) Why diversity matters. Newstrom, J.W., Davis, Keith. (1993). Organizational behavior human behavior at work. NewYork: McGraw-Hill, Inc. Schermerhorn, JR. jr., Hunt, J. G., Osborn, R.N. (2000). Organizational behavior. NewYork: John Wiley & Sons, Inc.

Conformity and Convenience in Friedrich Durrenmatt’s The Visit Essays

Friedrich Durrenmatt’s epic tragicomedy The Visit is a haunting commentary on the nature of mankind and morality. Bringing to the surface many questions about the difference between justice and revenge, the play is constructed in a way that leaves the reader at once perplexed and conflicted. The difference between right and wrong is often overlooked and even contorted in order to conform with convenience as the citizens of the town become more desperate. The Visit is both a philosophical masterpiece and a harrowing tale of conditional morality. From the very first mention of the millionairess Claire Zachanassian, the reader is barraged with philosophical questions about the difference between right and wrong. Ill shares stories about Claire’s past which immediately foreshadow her perverted sense of morality and justice. For instance, he tells the mayor that: †Clara loved justice. Most decidedly. Once when they took a beggar away she flung stones at the police. . .She stole potatoes once for an old widow (Durrenmatt 15).† The town exalts her for her generosity and self-less behavior. Already, you begin to see the citizens of Guellen overlooking her immorality because it is convenient for them to do so, as she has the ability to help them recover from their state of financial distress. Upon hearing the proposition made by Claire Zachanassian, a million dollars in exchange for the murder of Alfred Ill, the town immediately reacts with disgust. The Mayor argues: †You forget, we are not savages. In the name of all citizens of Guellen, I reject your offer; and I reject it in the name of humanity. We would rather have poverty than blood on our hands (Durrenmatt 39).† The Mayor refuses to accept the offer made by Madame ... ...ty, good living, and luxury: we are moved by this matter of justice, and the problem of how to apply it.† Finally, we see the town conclusively turning their back on Ill, reversing their initial decision for one more suited to settle their problem; though, in order to grapple with what they’ve done, the town convinces themselves that they have done it for reasons of altruism so that their contorted sense of morality is justified. While the town had every intention of remaining humane originally, the escalation of poverty in the town, coupled with people’s willingness to overlook this, resulted in the inevitable murder of Alfred Ill. As the play ends, the viewer is left with a haunting picture of the members of Guellen standing together in a chorus, making one last justification for what they have done, conforming their morals to the mold of their convenience.

Emily Dickinsons Use of Nature Essay -- essays papers

Emily Dickinsons Use of Nature Dickinson’s Use of Nature Emily Dickinson uses nature as a major theme in a lot of her poetry. Quite often, Dickinson overlaps the theme of nature with the theme of death as well as love and sexuality, which were the other major themes in her work. Dickinson describes nature in many different ways. She uses is to describe her surroundings and what she sees as well as a metaphor for other themes. In Dickinson’s poem, â€Å"A narrow Fellow in the Grass†, she describes a snake moving through the grass. Dickinson writes, â€Å"A narrow Fellow in the Grass/ Occasionally rides-/ You may have met him- did you not/ His notice sudden is-/ The Grass divides as with a Comb-†. She describes the shape of the snake, narrow, and how it would be a familiar animal to most people. She goes on to explain what it looks like to see the snake sliding its way through the grass. Dickinson also describes how the snake sneaks up on her. They go almost unnoticed until they are right in front of you because they are so sneaky, low to the ground and so quiet. Dicki...

Tqm Final Project

ASSIGNMENT OF Total Quality Management Submitted To: Prof. Sajid Javaid Akbar Submitted By: M. Farhan Akhtar [Group Leader] Section: â€Å"D† Roll No: 835 B. Com (HONS), Semester: VI Topic: â€Å"Employee Involvement† HAILEY COLLEGE OF COMMERCE UNIVERSITY OF THE PUNJAB |Sr # |Group members |Roll No. |1 |Muhammad Salman nisar |818 | |2 |Muhammad Uzair Bin Nasir |822 | |3 |Adnan Javed |830 | |4 |Muhammad Farhan Akhtar |835 | | |[Group Leader] | | |5 |Khizer Ali |875 | To Whom It May Concern: We allowed the group, lead by Mr. Muhammad Farhan Akhtar, of Hailey College of Commerce, to conduct the research for their course, Total Quality Management, on the topic of Employee Involvement. Nasir Mahmood Director, Madina Builders. |Sr # |Table of Contents |Page No. |1 |Executive Sumary |09 | |2 |Research Proposal Overview |11 | |3 |Research project Overview |15 | |4 |Observation and Preliminary Data Gathering |18 | |5 |Problem Definition |19 | |6 |Theoretical Framework |20 | |7 |Relationship Between Variables |25 | |8 |Hypothesis |27 | |9 |Questionnaire Sample |29 | |10 |Analysis And Interpretation |30 | |11 |Deduction |33 | |12 |Reference |34 | Acknowledgement First I bow my head before Almighty Allah who has enable me to write on this assignment.. I am also indebted to my respected Instructor Prof. Sajid Javaid Akbar whose guidance encouraged me in writing this Project. I am also thankful to my friends who provided me the help and suggestions when and where needed. Dedication We dedicated our project To our respected Teacher â€Å"Prof. Sajid Javaid Akbar† Proposal For EMPLOYEE INVOLVEMENT while working at MADINA TRADERS (a Construction Company).Executive Summary The purpose of the research report is to ascertain the level of EMPLOYEE INVOLVEMENT while working at MADINA TRADERS (a Construction Company). That the company realizes that their employees are not as involved as they should be , so being a researcher we conduct some research on it . We design a questionnaire related to their problem to the target Employees and distribute this questionnaire to the Employees to get their feedback to solve the problem. If you want to retain your Employees, learn what their expectations are and do what you can to increase their motivation level, their commitment and making work a positive experience.Managers are worried about the increasing hesitation and changing attitude of Employees so, in order to know the Employees Involvement level and want to identify the factors which cause the changing commitment & motivation level. The purpose of our study is to know how to improve the Employees Involvement level and its commitment at MADINA TRADERS. So that the management makes good efforts to ensure availability of good services to the customer. So, the research team of 5 members having research educational background will be assigned to study the factors. The scientific research design and methodology will be adopted for designing, c ollecting and analyzing the data and the results will be proposed to managers helping them get their reputation back. Before starting the research the appropriate time and budget is projected and allocated to the research.The non-probability sampling technique is used to construct the sample from at MADINA TRADERS. The data is collected through a structured questionnaire and some of the unstructured questions. [pic] Problem Statement: The management’s concern about Employees Involvement while working at Madina Builders. Research Objective: The purpose of our study is to know how to improve the Employees Involvement level and its commitment while working at Madina Builders. So that the management makes good efforts to ensure availability of good services to the customer. Literature Review: There’s a lot of research had already been done on while working at Madina Builders. But not as such in Pakistan. Importance of study:We are concern to while working at Madina Builder s, regarding working at Madina Builders. Research Design: ? Purpose of study: `Descriptive Study ? Unit of Analysis: Individuals ? Time Dimension: Cross sectional study ? Mode of investigation: Casual ? Sampling Design: Non-Probability ? Extent of researcher interface: Full control ? Data collection method: Primary Ethical Requirements: A good Ethical conduct will be adopted while conducting research. So that no body either respondent, sponsor or the research team suffer adverse consequences from research activities. Nature and form of result: Result is given in the following forms: ? Graphs ? Charts ? Description ? Tables etc†¦ Qualification of researcher:B. Com (HONS) 6th Semester†¦ Engage in class study project. Budget: The following are the cost which spent on this project. Cost summary Travel cost500 Questionnaire development250 Printing cost200 Data entry150 Refreshment during Interviews400 Telephone200 Total cost1700/- Schedule of project: ? Meeting among research t eam members. ? Meeting between Research team and management. ? Interaction with subject/respondent. ? Filling of questionnaire ? Making Project Report Facilities and Special resources: We are expecting Coordination and corporation from the management of the Departmental Store. [pic][pic] Project Report On â€Å"EMPLOYEE INVOLVEMENT†Phases and task steps in Project Study Phase I: Determination of the information research problem. Task Step 1: Determine and clarify management’s information needs. Task Step 2: Redefine the management problem as a research problem. Task Step 3: Establish research objectives and determine the value of the information. Phase II: Development of the appropriate research design. Task Step 4: Determine and evaluate the research design and data sources. Task Step 5: Determine the sample plan and sample size. Task Step 6: Determine the measurement issues and scales. Phase III: Execution of the research design. Task Step 7: Collect and process data .Task Step 8: Analyze data. Task Step 9: Transform data structures into information. Phase IV: Communication of the results. Task Step 10: Prepare and present final report to management. Background Here we give the history and information of the company. The firm was established about Three years ago with a motive of flourishing and providing better emplacement opportunities to the people concerning this business and also to earn livelihood for us and for our employees. Principal of the company 1. Mr. Mahhmood Ghaznavi (DAE Civil) 2. Mr. Nasir Mahmood (CA finalist) Company Profile Name of Company Madina Builders Engineers, contractors& General order suppliersAddress Office No # 4, Forth floor, Zuhra Heights, Main Market, Gulberg, Lahore. List of Employees 1. B. Sc Civil Engineer2 2. B. Sc Mechanical Engineer1 3. Sub Engineer2 4. Quality Surveyor1 5. Work Supervisor3 6. Operator Cum Mechanic1 7. Skilled Labor6 8. Labor9 9. Plumber1 10. Electrician1 11. Peon2 12. Driver 2 13. Chokidar 3 Step 1: Observation The manager of the departmental store observes that customers are perhaps not as pleased as they used to be. The manager may not be certain that this is really the problem but may experience anxiety and some uneasiness that customer satisfaction is on the decline. Step 2: Preliminary data gatheringAs we study the manager’s observation we discover the undisguised structured, direct and non-participant observation. ? Employees qualify to be the participant of data collection. ? The management’s concern about Employees Involvement while working at Madina Builders (a Construction Company). ? We get Employees response at the work days because of the availability of majority of the Employees. ? Direct interaction with Employees through Questionnaires and interviews. ? The place of study is a Construction site. Purpose of preliminary data collection. Our purpose to collect preliminary to identify and solve the management problem. And to convert manageme nt problem into research problem.Sources of Data Collection: ? Questionnaire ? Interviews ? Observation ? Survey ? Internet ? Books ? Publications ? Journals Primary data collecting will help us to develop a theoretical framework and a testable hypothesis and to solve the problem with precision and clarity and ensure us that important variable is not left out from the study. So our efforts are not wasted on the already known things to the management. Step 3: Problem Definition â€Å"Decrease in Motivation and Employee Involvement level† Step 4: Theoretical Framework Introduction to EMPLOYEES INVOLVEMENT: Getting employees' ideas and getting their involvement is critical in our rapidly changing world.If your company is going to be competitive, it's mandatory to involve not just hands, but the ideas from everyone in your organization. by Gregory P. Smith Why is it important to capture ideas and suggestions? For starters, the process improves individual motivation and morale. In volvement programs help capture the creativity, energy, and ideas many people have. They also allow departments and individuals to work cross-functionally, and create an environment of learning and constant renewal. They improve work methods and processes continually, reduce the costs of doing business, improve safety, and reduce accidents. Exchanging ideas always improves communication and the knowledge that top management is open and willing to act on the ideas improves trust.Instead of passing untested ideas up the chain of command, the employee who originates an idea has responsibility for its achievement. They follow a three-step work process: ? Study it ? Pilot it ? Adopt it Idea Campaigns. Most suggestion programs fail. Suggestion boxes sit and collect dust and approved suggestions are few and far between. An effective variation to the suggestion program is the Idea Campaign. Over and done with in three weeks, this steroid-enriched campaign generates hundreds of ideas. The go al is to get at least one idea from everyone in the organization. For the first idea, each person receives a small token of appreciation such as a coffee cup.A second idea is acknowledged with another form of appreciation. At the end of each week, a special award ceremony recognizes everyone who turned in ideas or suggestions Suggestion System: ? An employee (associate) idea process openly invites ideas from individuals or groups in an organization. ? Each idea is treated with respect, fairly evaluated and every effort is made to work toward its timely closure, striving to implement every idea possible. ? Feedback and mentoring is invested with the participants so they can clearly define their ideas and the future ideas they develop. ? All people involved in the process are appropriately recognized and acknowledged for their efforts. A result of the process improves all aspects of the organization and is a rewarding experience for participants. Employee involvement in Total Quality Management Total Quality Management is one of the major â€Å"workplace change† programmes used in Britain, but few studies have addressed the effects on employees. New research evidence questions optimistic and pessimistic accounts, finding that TQM is widely welcomed but that it does not lead to â€Å"empowerment†, and that success depends on certain conditions, notably job security. Employee Involvement Analysis falls into two main types: ? optimistic texts, which often prescribe ways of implementing TQM and assume a welcome from employees; and ? ritical studies, which either (a) equate TQM with intensified managerial control under the pretence of â€Å"empowerment† or (b) accept that TQM can be effective, but argue that in practice poor implementation has undermined this promise. The critical studies often argue that TQM undermines the representative role of trade unions by strengthening direct links between employer and employee. (a) Employee views More tha n four-fifths of the sample of employees saw quality as the crucial issue for their organisations or as very important. Almost two-thirds felt that employees had a â€Å"great deal† or a â€Å"fair amount† of influence over quality, and over 70 per cent felt that their own involvement in problem-solving had increased. Five employees in six identified the presence of meetings designed for problem-solving.Of the sample, 72% felt that there had been an increase in communication activity recently. The most favourably evaluated method was team briefing, followed by informal communication with individual managers. It was direct, face-to-face, communication which employees most valued. Workers also reported more stress and higher levels of work effort. A key result was that reported levels of trust between management and worker were no higher than in organisations without TQM initiatives. (b) Management and worker expectations Many proponents of TQM claim that it â€Å"empow ers† workers. Critics equate it with work intensification and stress. The study finds that neither picture is accurate.Managements in the organisations studied did not use the language of empowerment and had more pragmatic goals. One manager summed this up: â€Å"empowerment is not a word used at local level; we can and do involve people more but we need to have constraints†. Workers reported higher effort levels, but most liked the pace at which they worked. Those who were working harder and who were most subject to the measurement of their performance were also the most likely to favour quality programmes. These programmes seem to promote a narrowly focused but real sense of discipline and purpose, rather than being a means to make workers work harder, the report concludes. c) Conditions for success Acceptance of TQM was greatest where several conditions prevailed. ? A strong sense of job security was a key element in encouraging acceptance of quality initiatives. ? T raining was important; it was not the overall amount which mattered, but the extent to which programmes were specifically linked to quality or teamwork. ? Cooperative relationships with employee representatives were an important element in easing the acceptance of TQM. All the case study firms were unionised, and it was found that firms which maintained working relationships with their unions were also the most likely to maintain their quality programmes effectively. Short-term pressures tended to undermine TQM initiatives. They were of two kinds: production pressures, which made it hard for quality activities to be maintained; and financial pressures, which could reduce the resources for and commitment to TQM. Do employee involvement and TQM programs work? The employee involvement literature emphasizes design of the work and business units for fuller business involvement and employee motivation. In addition, employee involvement emphasizes making the employee a stakeholder in busin ess performance There is a strong correlation between the adoption of employee involvement approaches and the use of TQM practices†¦The extent to which companies employ the core TQM practices, the production-oriented practices, collaboration with customers, and cost-of-quality monitoring all have a highly significant relationship to our measure of overall employee involvement use. The relationship to the development of knowledge and skills is particularly strong, demonstrating the strong emphasis in TQM programs on the development of skills. TQM's relationship to power sharing is also very strong, reflecting the focus in TQM on problem solving and decision making groups in general and on work cells and teams. The findings with respect to the combined impact of TQM and El are not unexpected: most TQM proponents advocate high levels of employee involvement as part of their TQM efforts.However, the findings do make a very important point: the impact of TQM programs that do not als o include El practices will be less positive both for employee outcomes and for performance outcomes. TQM Defined TQM is a management philosophy that seeks to integrate all organizational functions (marketing, finance, design, engineering, and production, customer service, etc. ) to focus on meeting customer needs and organizational objectives. TQM is the foundation for activities, which include: ? Commitment by senior management and all employees ? Meeting customer requirements ? Reducing development cycle times ? Just In Time/Demand Flow Manufacturing ? Improvement teams ? Reducing product and service costs ? Systems to facilitate improvement ? Line Management ownership ? Employee involvement and empowerment ? Recognition and celebration Challenging quantified goals and benchmarking ? Focus on processes / improvement plans ? Specific incorporation in strategic planning There are three major mechanisms of prevention: 1. Preventing mistakes (defects) from occurring 2. Where mistakes can't be absolutely prevented, detecting them early to prevent them being passed down the value added chain (Inspection at source or by the next operation). 3. Where mistakes recur, stopping production until the process can be corrected, to prevent the production of more defects. (Stop in time). Identify Variables At this step we identify the possible variables and elaborate the relationship among them.Then we describe the nature and direction of these variables. Identify variables: ? Wages ? Working place ? Working hours ? Management behavior ? employees participation Labeling: INDEPENDENT VARIABLES DEPENDENT VARIABLES Relation between Variables INDEPENDENT VARIABLES DEPENDENT VARIABLES Step 5: Generation of Hypothesis ? If wages are good than the Employee involvement will increase. ? If working place is good than the Employee involvement will increase. ? If working hours are suitable than the Employee involvement will increase. ? If management behavior is good than the Employee i nvolvement will increase. If employees are allowed to express their view than the Employee involvement will increase. Possible Outcomes: Possibility 1. ? If wages > than the > Employee involvement ? If working place > than the > Employee involvement ? If working hours < than the > Employee involvement ? If management behavior > than the > Employee involvement ? If employee participation > than the > Employee involvement Possibility 2: ? If wages < than the < Employee involvement ? If working place < than the < Employee involvement ? If working hours > than the < Employee involvement ? If management behavior < than the < Employee involvement If employee participation < than the < Employee involvement Step 6: Research Design As we know that decrease in Employee Involvement level is our current problem, so that’s why we design research in such a way that after conducting research we will able to identify, what the main causes of that particular problem. In this section we follow the following steps: Sample Selection In this we select the sample (to whom we are going to research). i-e number of person. Data collection We did test the questionnaire with a small sample of Employees using Construction site. The instruments submitted for design an effective questionnaire and then distributed as we can. QuestionnaireWe are conducting a research to know Employee’s Satisfaction level while working at Madina Builders. Q-1 Are You Happy With Behavior Of: Good Average Poor 1. Top Management 2. Colleagues Q-2 Facilities Provided By Company: Yes No Transport Medical Other Q-3 Are You happy With The Working Environment: YesNoNo opinion Q-4 Are Wages & Salaries Paid On Time : YesNoNo opinion Q-5 Working Hours Are In Accordance With The Labor Law: YesNoNo opinion Q-6 You Are Provided The Necessary Tools & Machinery For Work: Yes NO No opinion Q-7 Your Experience Of Working At Madina Builders : ExcellentGoodBad Q-8 Any improvement you want in Madina Builders? (Sugge stions) | Survey collected by: Step 7: Analysis and Interpretation DATA ANALYSES: We reviewed the questionnaire which return and make a weekly report listing Employees who were dissatisfied or who submit negative comments. We improved timeline in resolving Employees complaints each month we make a report consisting of frequencies and category percentages for each question. We proposed to include at least one question dealing with overall satisfaction. A performance grid will identify items need improvement with an evaluation of priority.Interpretation of data with the help of graphs: [pic] Employees are satisfied with the behavior of: [pic] Facilities Provided By Company: [pic] Employees are happy with the environment: [pic] Working Hours Are In Accordance With The Labor Law: |Variables: |% of | | |Persons | |Yes |71 | |No |20 | |No Opinion |9 | Figures in %age* Step 8: Deduction We all the group members worked with devotion to identify the variables that affect the sale. We worked in a team and experienced the quality of team building in us.Every member of us has done her work on the given time, which the team leader assigns to every member. In this time span in which we complete our project, there is a management in our whole session. For example, time management, self management, financial management etc. So from all above study there is a reason to believe that there are certain factors responsible for the specific problem upon which we are focused our research. We identified all factors and give suggestions in form of Hypothesis which contribute to bring back the desired Consumers Satisfaction level. Conclusions: TQM encoureges participation amongst shop floor workers and managers.There is no single theoretical formalization of total quality, but Deming, Juran and Ishikawa provide the core assumptions, as a â€Å"†¦ discipline and philosophy of management which institutionalizes planned and continuous†¦ improvement †¦ and assumes that qua lity is the outcome of all activities that take place within an organization; that all functions and all employees have to participate in the improvement process; that organizations need both quality systems and a quality culture. â€Å". â€Å"Quality programmes can†, the study says, â€Å"be seen as catalysts†, bringing out workers' willingness to take responsibility and providing a focus and rationale for efforts at involvement.But involvement remained within tight limits and there were several factors, notably insecurity and financial constraints, which could undercut the promise of quality programmes. â€Å"The challenge†, the study concludes, â€Å"is to maintain TQM in the face of external pressures†. References Websites: Employee Involvement (www. employeeinvolvement. com) Search Engine (www. google. com) Appendices ? Questionnaire ? Charts ? Graphs ? Tables [pic][pic] ———————– Participation Behavior Hours Employee Involvement Place ice Wages Participation Behavior Hours Employee Involvement Place Wages Determination of information research problem Execution of the research design Development of research design Communication of the results Phase II Phase I Phase III Phase IV