T.S. Eliot Macavity the mystery cat Flashcard

T.S. Eliot: Macavity the mystery cat

QUIZ What Career In Health Should You Choose

QUIZ What Career In Health Should You Choose So you’re thinking about going into healthcare but not quite sure where you would fit in best? The healthcare field is always growing and constantly in need of new hires. Healthcare is so broad it ranges from being a  medical assistant, registered nurse, therapist, pharmacist, home health aide, and there’s  so much more. The field is so diverse so you’re bound to find your perfect fit. This quiz is perfect for helping you decide your path into health care.  Source [Playbuzz]

The choice of toy(s) is up to you (except for Barbie). You can analyze Research Paper

The choice of toy(s) is up to you (except for Barbie). You can analyze gender-neutral toys. To what extent, if any, is gender-sp - Research Paper Example These gender norms define what acceptable masculine and feminine behaviors are in a given culture. Likewise the way in which a person becomes a part of society in the form of a male or female is the gender identity. It defines who we really are and becomes an integral part of our inner selves (Ryle, 2011). We may say that the process of gender socialization begins right at the time of our birth, when parents name their kids and we are assigned either a boy or a girl attribute. Then as a child grows he/she begins to understand the distinct specifics of both genders through, for example the surrounding events, interactions, education and entertainment. Family conditions and norms also shape up the gender role. This may include different treatments for siblings of other genders, like a boy may be allowed to go out more often than his sister, and perhaps the sister being scolded less harshly than her brother. The surrounding environment also play a great role, for example the color room, either blue or pink, may define the gender roles for children at an early stage. Then there is a wide variety of gender-specific toys and there preference for kids, like Barbie dolls versus Power Rangers. Gender-specific role is also emphasized in boys and girls through their gatherings and there topic of conversations. Boys often meet and play in larger groups as compared to girls’ preference for small groups and they often exchange information that is completely different. Through these differences we gradually collect information throughout our lives that define distinct gender roles. Hence interaction through the process of gender-socialization is important in defining the gender-specific roles. The above discussion is a brief reflection on what most of the social constructionists believe. They believe that the gender-specific roles are indeed learned through society and experience. They believe that certain behaviors such as ferocity and aggressiveness are more characte ristic of masculine than feminine gender, so boys often prefer to go with toys like cars, guns that fire fake bullets, robots and action figures etc. Conversely feminine gender is more characteristic of beauty, spontaneity, emotionality and like emotions hence they prefer toys like Barbie dolls, kitchen sets etc. However, Deborah Blum argues that the biology does play an important role in defining gender roles and establishing gender role identities. This is discussed in the following part of the paper. It has been experimentally shown that even very little kids respond different to the gender-specific toys. While this might be a great hint that some of the gender differences are biological and in-born, we cannot deny that socialization plays a major role in distinguishing gender roles after the birth. So it is rarely just one thing that accounts for the cumulative effect. We may view it as an interaction of genes with the environment. So to think that gender is entirely dependent o n socialization may be misleading because some of the differences are natural and in-born (Ridley, 2004). How Toys Promote Traditional Gender Roles There are rich and obvious sex differences in children toys and these are same across majority of cultures. Girls are heightened to play with dolls

List and describe the three choises you have if Windows is already Essay

List and describe the three choises you have if Windows is already installed on the harddrive and you want to install a different Windows operating system - Essay Example You simply pop in the CD/DVD with the higher version of Windows. Choose custom install and select upgrade. Then select the system drive as the partition to install the higher version of Windows. Wait for installation to complete. 3. Re-installing the previous version. Uninstalling the current Windows operating system and reinstalling the previous operating system. This is possible with Windows Vista and Windows 7. You simply use the original installation disk (for the previous operating system) by inserting it into your computer and following the prompts. Remember to back up your data before you commence on any of the procedures above. Also note that installation can be done using the network or USB depending on the motherboard capability for the computer being installed

Leading educational change Essay Example | Topics and Well Written Essays - 2000 words

Leading educational change - Essay Example In the book entitled Schooling by Design: Mission, Action, and Achievement, Wiggins and McTighe (2007, p. 108) discussed the theory behind the â€Å"Curriculum Design Cycle†. Although this particular framework is useful in terms of guiding the teachers on how to effectively change and create a new curriculum that can meet the needs of a commnity, this particular model is not applicable when it comes to the need to create educational vision on teacher empowerment. The Innovative Designs for Enhancing Achievements in Schools (IDEAS) by Andrews (2008) is more applicable when it comes to implementing change for the entire educational institution. Lastly, Eacott’s Strategic Model is all about the use of strategies when managing educational administration or educational construct. However, after examining the modern context of educational administration, Eacott (2008, p. 353) found out that the available strategies that can be used in the field of education is â€Å"incomple te† and â€Å"flawed†. Therefore, among these three (3) models, the model presented by Andrews (2008) is more applicable when it comes to creating an educational vision that could empower the school teachers. ... ng, group discussion and voting are all equally important when it comes to encouraging all stakeholders to engage themselves in participating in the process of designing a clear and inspiring vision on teacher empowerment. The construct of parallel leadership is one of the main constructs of IDEAS. Basically, the context of parallel leadership is highly dependent on mutualism, personal expression, and shared purpose, values, and beliefs (Andrews, 2008). Using this theory, one can argue that it is essential for both the school administrator and the primary school teachers to develop mutual respect and trust at all times. After developing a sense of mutualism, both parties are expected to work together towards the development of a single vision that could strengthen teacher empowerment within the primary school setting. During the initiative phase, the school administor and the primary school teachers are expected to participate in brainstorming and/or group discussion process. Basical ly, brainstorming is all about encouraging the school personnel to generate group ideas (Isaken & Gaulin, 2005). This will then lead to discovering and envisioning stage (Andrews, 2008). By encouraging the school staff to participate in a group discussion or brain-storming session, the school leader will have the opportunity to detect the personal opinion or stand of each school staff with regards to certain strategies that can be used in the promotion of teacher empowerment. Teacher empowerment is all about being able to strengthen the decision-making power of the primary school teachers through the use of either administrative strategies or pedagogy (Di Gropello, 2006, p. 4). In some cases, excessive use or implementation of rules and regulations, and red tape serves as a barrier behind

Assessing The Four Functions Of Management Commerce Essay

Assessing The Four Functions Of Management Commerce Essay The base function is to: Plan It is the foundation area of management. It is the base upon which the all the areas of management should be built. Planning requires administration to assess; where the company is presently set, and where it would be in the upcoming. From there an appropriate course of action is determined and implemented to attain the companys goals and objectives Planning is unending course of action. There may be sudden strategies where companies have to face. Sometimes they are uncontrollable. You can say that they are external factors that constantly affect a company both optimistically and pessimistically. Depending on the conditions, a company may have to alter its course of action in accomplishing certain goals. This kind of preparation, arrangement is known as strategic planning. In strategic planning, management analyzes inside and outside factors that may affect the company and so objectives and goals. Here they should have a study of strengths and weaknesses, opportunities and threats. For management to do this efficiently, it has to be very practical and ample. The subsequent function is to: Organize The second function of the management is getting prepared, getting organized. Management must organize all its resources well before in hand to put into practice the course of action to decide that has been planned in the base function. Through this process, management will now determine the inside directorial configuration; establish and maintain relationships, and also assign required resources. While determining the inside directorial configuration, management ought to look at the different divisions or departments. They also see to the harmonization of staff, and try to find out the best way to handle the important tasks and expenditure of information within the company. Management determines the division of work according to its need. It also has to decide for suitable departments to hand over authority and responsibilities. The third function is to: Direct Directing is the third function of the management. Working under this function helps the management to control and supervise the actions of the staff. This helps them to assist the staff in achieving the companys goals and also accomplishing their personal or career goals which can be powered by motivation, communication, department dynamics, and department leadership. Employees those which are highly provoked generally surpass in their job performance and also play important role in achieving the companys goal. And here lies the reason why managers focus on motivating their employees. They come about with prize and incentive programs based on job performance and geared in the direction of the employees requirements. It is very important to maintain a productive working environment, building positive interpersonal relationships, and problem solving. And this can be done only with Effective communication. Understanding the communication process and working on area that need improvement, help managers to become more effective communicators. The finest technique of finding the areas that requires improvement is to ask themselves and others at regular intervals, how well they are doing. This leads to better relationship and helps the managers for better directing plans. The final function is to: Control Control, the last of four functions of management, includes establishing performance standards which are of course based on the companys objectives. It also involves evaluating and reporting of actual job performance. When these points are studied by the management then it is necessary to compare both the things. This study on comparision of both decides further corrective and preventive actions. In an effort of solving performance problems, management should higher standards. They should straightforwardly speak to the employee or department having problem. On the contrary, if there are inadequate resources or disallow other external factors standards from being attained, management had to lower their standards as per requirement. The controlling processes as in comparison with other three, is unending process or say continuous process. With this management can make out any probable problems. It helps them in taking necessary preventive measures against the consequences. Management can also recognize any further developing problems that need corrective actions. Effective and efficient management leads to success, the success where it attains the objectives and goals of the organizations. Of course for achieving the ultimate goal and aim management need to work creatively in problem solving in all the four functions. Management not only has to see the needs of accomplishing the goals but also has to look in to the process that their way is feasible for the company. Goal Management There is a strong relationship between a successful company and an effective goal setting process. By setting goals, specifically SMART goals, employers engage their workforce and encourage employees across the company to focus and successfully achieve these goals together. Strong goal alignment and goal visibility allows for quicker execution of company strategy by enabling management to allocate proper resources across various projects. Managers can focus their staff on the companys most important goals and reduce task redundancy throughout their team while employees will have a greater understanding of how their efforts will serve the business goals. Goal management also lets you establish a true pay-for-performance culture by communicating the company goals to employees, therefore providing the groundwork for linking reward systems with individual and / or team performance. Find out how you can put goal alignment to work at your organization in our complimentary whitepaper, Driving Success: The Incredible Power of Company-Wide Goal Alignment. In his piece Notes on the Theory of Organization, a memo prepared while he was a member of the Brownlow Committee, Luther Gulick asks rhetorically What is the work of the chief executive? What does he do? POSDCORB is the answer, designed to call attention to the various functional elements of the work of a chief executive because administration and management have lost all specific content. In Gulicks own words, the elements of POSDCORB are as follows: Planning, that is working out in broad outline the things that need to be done and the methods for doing them to accomplish the purpose set for the enterprise; Organizing, that is the establishment of the formal structure of authority through which work subdivisions are arranged, defined, and co-ordinated for the defined objective; Staffing, that is the whole personnel function of bringing in and training the staff and maintaining favorable conditions of work; Directing, that is the continuous task of making decisions and embodying them in specific and general orders and instructions and serving as the leader of the enterprise; Co-Ordinating, that is the all important duty of interrelating the various parts of the work; Reporting, that is keeping those to whom the executive is responsible informed as to what is going on, which thus includes keeping himself and his subordinates informed through records, research, and inspection; Budgeting, with all that goes with budgeting in the form of planning, accounting and control Gulick states that his statement of the work of a chief executive is adapted from the functional analysis elaborated by Henri Fayol in his Industrial and General Administration. Indeed, Fayols work includes fourteen principles and five elements of management that lay the foundations of Gulicks POSDCORB tasks of an executive. Fayols fourteen principles of management are as follows: Division of Work Authority and Responsibility Discipline Unity of Command Unity of Direction Subordination of Individual Interest to General Interest Remuneration of Personnel Centralization Scalar Chain (line of authority with peer level communication) Order Equity Stability of Tenure of Personnel Initiative Esprit de Corps Fayols influence upon Gulick is readily apparent in the five elements of management discussed in his book, which are: Planning examining the future and drawing up plans of actions Organizing building up the structure (labor and material) of the undertaking Command maintaining activity among the personnel Co-ordination unifying and harmonizing activities and efforts Control seeing that everything occurs in conformity with policies and practices Fayol, H. (1949). General and Industrial Management. (C. Storrs, Trans.). London: Sir Isaac Pitman Sons, LTD. (Original work published 1918) Service industry is getting more attention in B-World. It has never been so easy to establish a company, I should say, listed company as it is now being in service industry rapidly. Production and operation enabled companies have seen so many business management fundamentals for quality control and best team management including quality circles. If I were to point, I would talk about Baldrige Award Framework that promotes quality awareness in organization. It is based on a weighted score of seven categories of performance criteria. Consultancy firms, IT or Hospitality services and so other services in this industry want more influential, organizer and innovator talents. Take an example of a small IT company of 10-50 talents serving best functional and operational solutions to giants. Do you want to categorize such company in levels? E.g. One HR, One Director, One Software Engineer, One Writer, One Quality Tester, One Functional Analyst, One Support Engineer, One System Administrator, One Hardware Engineer, One Designer etc. I agree to hire masters but I am against individual operations capability. I favor multiple skills specialist or in other words All Rounder. This article is to describe the team needed in todays service industry so called as Self Managing Teams. Emery suggested, In designing a social system to efficiently operate a modern capital-intensive plant the key problem is that of creating self-managing groups to man the interface with the technical system. The basis of the autonomous work group approach to job design is socio-technical system theory that suggest that the best results are obtained if grouping is such that workers are primarily related to each other by way of task performance and task interdependence. Charles Peguy described, A man is not determined by what he does and still less by what he says. But in the deepest part of himself a being is determined solely by what he is. Self-management team is made of such persons who are motivated by self. Defining Self Managing Team A self-managing team or autonomous work group is allocated an overall task and given discretion over how the work is done. It provides for intrinsic motivation by giving people autonomy and the means to control their work, which will include feedback information. Self-Directed (or Self-Managing) Teams are teams that have been structured to manage and coordinate their own activities and make many of the day-to-day decisions that would have traditionally been made by a supervisor or manager. They usually have responsibility for a complete piece of work (such as engine assembly) and they work quite closely and interdependently. A self-management team is a permanent group of employees who together are responsible for the total process where products or services are made and delivered to internal or external clients. According to one research, the TQM and mass production organized groups did not improve customer service quality or sales volume. While self-managed teams improved sales by 9.4% and quality of customer service by 6.3%. In fact, comprehensive surveys report that 79% of companies in the Fortune 1,000 currently deploy such empowered, self-directed or autonomous teams. Because of their widespread use, much research has been devoted to understanding how best to set up self-managing teams to maximize their effectiveness. Understanding Multi-skilled Team Better Self-managing team incorporates the concepts of Hackman Oldhams job characteristics model. Autonomy Skill variety Task significance Task identity Positive Feedback The team enlarges individual jobs to include a wider range of operative skills. It is multi-skilled team operations. It decides on methods of work and the planning, scheduling and controlling of work. It distributes tasks itself among its members. The team plans and guards the process on its own, solves daily problems, without always having to consult the manager or supporting services. It takes account of the social or group factors and the technology as well as the individual motivators. The team maintains independently contacts with others teams and staff. The team improves working methods on its own, and has all the relevant information available on the basis of which they evaluate their results. The team-members posses both qualifications on both the care they deliver as well as certain organizational qualities. Self-Management Team Development According to Vanessa Urch Druskat and Jane V. Wheeler Leading Self-Management teams in organization is the process that requires specific behaviors that can be grouped into four basic functions. __First moving back and forth between the team and the broader organization to build relationships, __Second scouting necessary information, __Third persuading the team and outside constituents to support one another, and __Forth empowering team members. Self-Managing Team Corporate Whole Foods is very committed to the team structure and self-managing work teams; theyre like the basic cells of the company. The teams are empowered. They do their own hiring. They do their own scheduling. To become a team member at Whole Foods, you have to get voted on by your team after a trial period. If you dont get a two-thirds vote, you dont get on the team, said John Mackey, founder of Whole Foods on Self -managing work team. Hewlett Packard trusts and respects for individuals, focusing on high level achievement and contribution, conducting business with integrity, achieving objectives through teamwork, and encouraging flexibility and innovation. Let it be either small or big, no doubts most of the companies are applying to have self-management teams in organization. Books on Self-Managing Team Dawn Burstall, T. Michael Vallis and Geoffrey K. Turnbull, I.B.S. Relief: A Doctor, a Dietitian, and a Psychologist Provide a Team Approach to Managing Irritable Bowel Syndrome. Ronald E. Purser and Steven Cabana, The Self-Managing Organization: How Leading Companies Are Transforming the Work of Teams for Real Impact. MANAGING PEOPLE IN ORGANIZATIONS: ASSESSING THE PROPOSITION THAT THE WAYS IN WHICH PEOPLE ARE MANAGED AFFECTS THE PERFORMANCE OF THE ORGANISATIONS WITHIN WHICH THEY FUNCTION This essay reviews theoretical concepts to assess the proposition that the ways in which people are managed affects the performance of the organisations within which they function. The implications of this proposition are that (a) effective management is associated with higher levels of organisational performance, while ineffective management practices are associated with inferior organisational performance. The theoretical framework within which this assessment is performed is Managing People in Organisations (MPIO). MPIO is an umbrella concept that encompasses both organizational behaviour (OR) and human resource management (HRM). The concepts of leadership and its effects on organisational performance also are included in MPIO (Beech, Cairns, Livingstone, Lockyer, and Tsoukas, 2002). MPIO includes a wide array of concepts and theories. To assess the proposition that the ways in which people are managed affects the performance of the organisations within which they function, however, this essay focused on two crucial aspects of MPIO in the contemporary period. These crucial aspects of MPIO are the responses by management to the globalised business environment and the effects of cultural diversity on managements communications with employees, each of which is crucial to the devel . . . perate on a global scale. The formal systems alone are not able to satisfy the enormous information needs necessary to coordinate such a complex configuration (Sussland, 2001). The roles and tasks of management also change noticeably in these contexts. When several different cultural backgrounds are present within a company at any one time, management cannot assume that all values are common. Often the shared understanding of the role of management becomes an instrument of integration that is more powerful than formal structures and systems. The manager, therefore, becomes a vehicle of integration. Internationalization and cosmopolitanism are the new characteristics required of this person. The task of the top manager is not that of submitting the activities of a national organization to a central control, but rather that of co-opting abilities and obtaining the involvement of the national organizations; paradoxically, attention shifts from control of the strategic content to managem ent of the organizational process. Evaluation and reward systems must favour the free exchange of information and commitment to global objectives over the above local interests to obtain a positive attitude to integration and thus favour a clim . . . The process starts with a strategic assessment (see The People Process, page 85). This is where HR develops staffing plans to support the organizations objectives and strategies. The process continues as hiring, training/development, and performance management activities are carried out. Finally, ongoing workforce relations and environment activities (e.g., recognition programs and employee surveys) take place. At the center of the people process are the executives and staff that comprise the HR function. IDENTIFYING RISKS The IIAs Auditing Your Human Resource Function seminar includes a risk assessment exercise where participants identify their top HR risks. A few of the most interesting and most frequently mentioned people process risks arise in the areas of objectives, employee skills, HR competency, processes, and outsourced activities. OBJECTIVES Unaligned objectives is a risk event imbedded in the first people process activityorganization design and staffing plans. When HR does not have the appropriate level of involvement in the strategic planning process and its objectives are not aligned with those of the organization, the result can be a ticking time bomb. This disconnect can prevent management from achieving its strategic objectives. It can also result in huge compliance issues (e.g., organization downsizing, staff reductions, and unintended employment law litigation). Some organizations have managed this risk via enterprise risk management activities. In others, where HR is a key player on the management team, this is a nonevent. EMPLOYEE SKILLS Human capital skill gaps is another risk is embedded in organization design and staffing plans. Risks arise, for example, when organizations have heavy concentrations of experienced employees in skill positions who will be retiring soon. A second skill gap risk is linked to changing operating environments and new strategies. These changes often require new skills that can take time to develop or acquire. Best practice HR functions manage these risks via employee database information and competency forecasting techniques. HR COMPETENCY HR staff are at the center of the people process. HR and internal audit groups have a lot in common. Both have professional associations and certifications and play key roles in their organizations governance process. It is also possible for both groups to have skill gaps. Some of these gaps can be remedied via training or other resourcesin other cases, a change of personnel is required. HR competency gaps are a real risk in many organizations. The internal audit issue is how to identify and communicate these gaps to management. To comply with The IIAs International Standards for the Professional Practice of Internal Auditing, auditors have internal quality assessment programs that can include client surveys and peer group benchmarking on staff profiles (e.g., size, experience, and certifications). HR should have a similar quality program. [GRAPHIC OMITTED] PROCESSES The people process, like all other processes, is subject to communication breakdowns, bottlenecks, faulty handoffs, and inefficiencies. What makes it somewhat unique is that inconsistent compliance (e.g., hiring or promotion policies) and too much (e.g., supervisor comments in unofficial employee files) or too little documentation (e.g., involuntary terminations) can result in litigation and reputation damage. Of course, the likelihood and magnitude of these risks depends on the organization. Best practice HR functions use technology (e.g., employee kiosks to update information, more reliance on automated controls), training, and monitoring to manage process risk. The risks are referenced to the four objectives in the Committee of Sponsoring Organizations of the Treadway Commissions Enterprise Risk ManagementIntegrated Framework (S = strategic, O = operations, R = reporting, and C = compliance). Some possible risk categories are also included to help identify various types of risk events. Sample impact and likelihood ratings are assigned to the events (4 = high and 1 = low). Also, the matrix has three priority ratings. One is calculated (impact times likelihood), the second is a real (i.e., subjective) rating of the inherent risk, and the third is a real residual risk rating. The generic ratings are only intended to demonstrate the matrix features. Individual controls are not included by design, as they are best identified and evaluated at the organization level.

Ethical Dilemmas in Nursing Profession Essays -- Nursing Health

Nurses are faced with ethical dilemmas on a daily basis, each situation being unique and requiring the nurse to set aside their own values and beliefs in order to properly care for their patients. Situations requiring nurses to make an ethical decision are diverse and dynamic; the values set out by the College of Nurses of Ontario code of ethics remains the same. Therefore, all decision based on these vales regardless of the setting and circumstances ensure consistent solutions. The scenario involves a woman who was admitted to the NICU due to complications during her sixth month of pregnancy. The patient indicated that no extraordinary measures should be made to save her baby; she became further detached when the baby developed a bleed that resulted in some permanent brain damage. The ethical dilemma arose when the mother decided to put the baby up for adoption, stating she did not have time to take care of a special needs child. This paper attempts to explain the ethical values imp licated in the scenario detailed below, in which the nurse cares for both mother and baby. The client was a professional, thirty-five year old woman who had been married for 10 years. She was of South Asian decent and hailed from a poor family background. After years of trying to start a family, she finally achieved her first pregnancy through in vitro fertilization. During her sixth month of pregnancy the mother started to experience complication. She was advised by the nurse and the medical team to remain on bed rest and relax. The patient confided in the nurse, that she was having trouble balancing her work life while being pregnant and became resentful when the pregnancy complication forced her into bed rest. She further confided to the nurse th... ...ent value system possessed by their clients. The nurse identified her own values in this situation and ensured that it did not impact the decision of the mother; her solution to the problem was soundly based on the CNO ethical values. The nurse worked with her team to ensure the best possible solution to the situation, one which would benefit the mother and child equally. The mother indicated her decision to not care for her baby and so the nurse aided her in choosing the best possible alternative. In the end the mother chose to put her baby up for adoption. Works Cited Ethical values . (2009). College of Nurses of Ontario , Husted, J, & Husted, G. (2008). Ethical decision making in nursing and health care. New York: Springer Publishing Company . Daniels, R. (2004). Nursing fundamental, caring and clinical decision making . NY: Thompson Learning .

Performance and Safety of Hydraulic Turbines

Research Paper M.V. Sai Ram AP17110020010 Branch: ECEHYDRAULIC TURBINES:Abstract: The first part of the paper contains the choice of small turbines for run of the river power plants. Then a discussion is given on the optimization of the performance of different types of large turbines. Finally a discussion on the safety and necessary maintenance of turbines is given with special attention to bolt connections.A set of empirical equations has been developed which defines the peak efficiency and shape of the efficiency curve for hydraulic turbines as a function commissioning date for the unit, rated head, rated flow, runner speed, and runner throat or impulse turbine jet diameter. The aim of this investigation was to develop an environmentally friendly nano -hydraulic turbine utilizing waterfalls. A model of an impulse type hydraulic turbine constructed and tested with an indoor type waterfall to arrive at an optimum installation condition. Effects of an installation parameter, namely distance between the rotor and the waterfall on the power performance were studied. The flow field around the rotor was examined visually to clarify influences of installation conditions on the flow field. The flow visualization showed differences of flow pattern around the rotor by the change of flow rate and rotational speed of the rotor.Every single turbine is custom-designed specifically to meet the requirements of a hydroelectric power plant. Performance of a designed turbine is validated, to some extent, by computational fluid dynamics simulations. Field performance testing of hydraulic turbines is undertaken to define the head-power-discharge relationship that identifies the peak operating point of the turbine. This relationship is essential for the efficient operation of a hydraulic turbine. The art of hydraulic turbine design never stands still but always progresses. In recent years major emphasis has been on the materials of construction and on such features of design as will reduce maintenance work and costly outages in the field.LimitationsHydro power plant or we can say that hydraulic turbines are widely used from the last decades. It is an efficient renewable energy source. There are many up and downs. Hence there Some limitations as shown in below,1.It is a renewable energy source. Water energy can be used again and again.2.the running cost of turbine or less compare to other.3.It has high efficiency.4.It does not pollute environment.5.It is to maintain.

Healthy People Objective essays

Healthy People Objective essays Healthy People 2010 Objective: Reducing childhood obesity in poor communities One of the stated goals of Healthy People 2010 is to eliminate health disparities between different socioeconomic groups. Promoting a healthy weight and increasing physical activity must be the cornerstones of any health promotion policy, particularly in light of Americas burgeoning obesity epidemic. Everyone in America, poor and rich, is growing fatter-however, the epidemic seems to be suffered by the poor in greater numbers, and the poor have fewer resources to treat the causes of obesity. The 1994-1996 Continuing Survey of Food Intakes of Individuals (CSFII) survey showed significantly higher Healthy Eating Index (HEI) scores for wealthier respondents (Martin 2005:2). Most of the currently existing literature suggests that poverty and obesity is causal as well as correlational. The poor have less access to lower-calorie, nutritious food and safe places to exercise. Poverty and disease can participate in a vicious cycle wherein each one perpetuates the other. Deprived living conditions, malnutrition, and poor access to health care can advance the progression from poverty to disease. The resultant disease can lead to more poverty via the association of disease with limited employ-ability, high health care expenses, and losses of skills and ability. This can become a tough cycle to break for the members of the next generation, who often continue to emulate their parents unhealthy lifestyle and remain in poverty (Martin 2005). The School Nutrition Program notes that nutrition and lack of exercise lead to poor concentration, lower test scores and higher rates of school absence (Childhood obesity crisis poses financial losses to schools, 2004, Busines s Wire). In America, sugary, energy-dense foods are both highly palatable and cheaper than less processed,more difficult to prepare but healthier foods like fr...

Restrictive and Unrestrictive Use of Such As

Restrictive and Unrestrictive Use of Such As Restrictive and Unrestrictive Use of Such As Restrictive and Unrestrictive Use of Such As By Mark Nichol The phrase â€Å"such as† comes in handy for referring to specifics, but whether it begins a longer phrase framed by a pair of commas depends on whether that longer phrase is essential to the sentence or is provided as additional but nonessential information. The following sentences demonstrate erroneous use or omission of punctuation with the phrase; discussion and revision indicate correct usage. 1. In circumstances, such as these, are our strengths and weaknesses revealed. A pair of commas around â€Å"such as these† presumes that the phrase is optional, but â€Å"In circumstances are our strengths and weaknesses revealed,† though a valid statement, misses the point of the sentence, which is intended to relate the sentiment to a particular set of circumstances, so the phrase is essential and should not be set off: â€Å"In circumstances such as these are our strengths and weaknesses revealed.† 2. The use of the technology allows companies, such as World Wide Wickets, to transfer funds faster, cheaper, and in a trackable mechanism. Out of context, it may not be clear whether the parenthesis is necessary, but when one accepts the assumption that the company has already been mentioned, the phrase seems oddly intrusive when treated as an interjection, while its integral placement in the statement is natural: â€Å"The use of the technology allows companies such as World Wide Wickets to transfer funds faster, cheaper, and in a trackable mechanism.† 3. Specific employee information, such as Social Security numbers and I-9 forms for employment eligibility must be transferred in accordance with law. The examples given in this sentence are helpful but not essential, so the phrase beginning with â€Å"such as† and ending before the verb phrase â€Å"must be transferred† should be treated parenthetically. This sentence starts off correctly but neglects to close off the parenthesis with a second comma: â€Å"Specific employee information, such as Social Security numbers and I-9 forms for employment eligibility, must be transferred in accordance with law.† (The sentence is also correct without internal punctuation.) Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Style category, check our popular posts, or choose a related post below:Passed vs Past45 Synonyms for â€Å"Old† and â€Å"Old-Fashioned†The Difference Between "Shade" and "Shadow"

Strategic Management of Ford Motor Company Essay

Strategic Management of Ford Motor Company - Essay Example The paper tells that one of the key challenges of firms operating in the modern market is to locate the resources required for the development of their activities. The recession of 2008 onwards has led firms in all industries to develop innovative strategies – aim to compete with their rivals and stabilize their position. The industries, which have already reached their higher level of growth, like the automotive industry, are expected to proceed to key strategic measures in order to ensure their survival. In the last two years, the performance of the automotive industry indicates that the specific industry has already reached a high level of performance – compared to the most industrial sectors worldwide. It is for this reason that most firms of the specific industry have started to report losses – which, in certain cases, are extremely high. However, the survival of the firms operating in the specific industry can be achieved through additional measures  œ such the ones developed by managers in Ford Motor Company. Ford was first established in 1903. Since then, the firm has managed to expand its activities at such point, that it is now considered as the third major competitor in the global automotive industry. The firm’s growth is highly based on its brands, which are well known in the global automotive market. On the other hand, the firm has managed to achieve a stable growth, a fact that indicates its ability to transform its strategies in order to meet the market trends. The performance of the firm during the first quarter has been encouraging – compared 2008 when the effects of the crisis on the organizational profitability were made clear. The firm’s external environment should reveal the changes that should be promoted across the organization aiming to ensure the stabilization of the firm’s performance. The major competitors of the firm in the context of the global market are General Motors, Chrysle r, and Toyota – after the bankruptcy of the two first companies, Toyota has been left as the main competitor of Ford.

Effective Project Management Essay Example | Topics and Well Written Essays - 1000 words

Effective Project Management - Essay Example Effective projects are based on time management which ensures that certain activities are undertaken and can be altered to reduce the overload on critical resources. This approach is called resource leveling and, whilst it enables resources to be used more effectively, it may result in the project taking longer to complete if it is necessary to reschedule activities that are on the critical path. Ford and General Motors follow this approach in production and operational management in order to ensure high level of productivity. Resource leveling directs to schedule flows through batch working and demand dependent oriented systems in order to maximize the output. This approach emphasizes the desirability of ensuring a steady flow through the system like balanced flow, rather than seeking to keep all resources busy. Samsung follows time -boxed scheduling method (Spinner, 1998). The advantage of this approach is that its production activities are rescheduled to take account of float with in non-critical activities, the overall completion date would not be affected. Thus, Samsung's executives admit that this technique is salubrious because it requires project workers to understand thoroughly the steps that needed to be taken to implement their projects. Shiseido, the forth world leader in cosmetics industry, uses critical chain scheduling in order to produce their deliverables faster than ever. The advantage of the approaches mentioned above is that they allow the companies to meet customer expectations and ensure on time delivery. While users insist that a deliverable be produced in an impossibly short time frame, they are reluctant to drop any desired features in order to make the time frame realistic (Bateman and Snell 2004). Money Many companies with excellent products have gone out of business simply because they ran out of cash and financial resources. Cash shortages can result if accounts receivable are not collected promptly, if a key customer disappears, if money is tied up in equipment, or if financial reserves are limited. Similarly, a company will not stay in business long unless it achieves profits. There are countless ways for companies to fail to achieve their profit objectives. For instance, Shiseido, running in-house projects, does not estimate the cost of its internal staff working on the project, but does estimate the cost of contractors and suppliers. The problem is that the company does not have systems in place to allow it to accurately track and record the time people spend on individual projects. Samsung calculates the actual cost per unit of time. This approach allows company to ensure normal modes of working and availability. Ford calculates the efficiency levels for each resource. It pay s a special attention to capital and revenue expenditure budgets (Fleetham, 1989).. Plans reduced to specific figures show where money is going or where physical input and output have taken place. General Motors widely uses MRP II which generates a forecast of demand and a manufacturing plan is developed to meet those demands. This plan drives the issue of works orders (www.gm.com). Effective projects need effective management of financial resources to make plans effective, within the budget limits. The budgets are also used as checks on the actual results of a business (Burkun 2005).