Conduct research on ship broking Essay Example | Topics and Well Written Essays - 1500 words

Conduct research on ship broking - Essay Example Ship broking happens through the shipbrokers who act as the mediators or the agents of the vessel owners and the clients (Schramm 2012, p.146). A competitive ship broking is an opportunity-based business where the brokers may swift and smart moves to accomplish their deals. The brokers have diverse understanding of latest market progress within their areas of operations and because of these skills they possess, they are highly valued by charters. There are different types of groups in ship broking depending on the kind of cargo involved. The persons who negotiate and organize the charter of a vessel on behalf the charterer and ship owner are the brokers who specialize in dry cargoes brokering, wet cargoes or tanker brokering (Lange 2011, p.41). The fundamental operation of the shipbrokers is to represent the ship-owner and find the jobs for the ships according to the principals of the vessel owner. In case the shipbrokers represent a cargo interest, the brokers’ role is to find suitable ships for the cargo in accordance with the charterer principals. The broker must have a vast knowledge of vessels and cargoes, information about ports, methods of loading and release of various cargoes, weather patterns, demand, and supply of ships. With the advancement in communications technology and sophisticated computing techniques shipbrokers, networks have intensified the brokering business (Talley 2012, p. 305). With the modern digital communication evolution communication with brokers have become accessible from any part of the globe be it on land, sea, or air. The exchange of information has emerged reliable and affordable. The large amount of data traverses across the world very fast including the details of fixtures because of advanced communication technology (Carter 2014, p.188). The concluded information about profits, and the market reports, government policies, economic

Surface Modification of Titania Experiment

Surface Modification of Titania Experiment 1.4  Surface Modification of Titania and its requirement: The chief active fields of research in non-homogeneous photocatalysis with semiconductor particles is development of a system that is capable of using the visible sunlight to degrade inorganic organic contaminants. The total photocatalytic activity of a particular S/C system for the discussed purpose is measured by various factors.The major factors include semiconductor stability, photocatalytic efficiency, process, response of wavelength range and selectivity of products . Modifying the surface of the semiconductor can surmount the limitations and drawbacks of a particular semiconductor as a photocatalyst for a particular use. Various benefits of modifying and changing the surface of titania have been studied. Below is the list as discussed before: (a) Inhibiting recombination by increasing the charge separation and therefore the efficiency of the photocatalytic process; (b) Changing yield of the particular product. (c) Increasing the wavelength response range (i.e. excitation of wide band gap semiconductors by visible light); and 1.4.1  Metal Semiconductor Modification The photocatalytic process is changed after the addition of the noble metals as the surface properties of the semiconductor are modified. The metal generally enhances and changes the output of a particular product . The rate of photocatalytic reaction is also altered by the metal. Besides, there is also a chance that addition can change the reaction products also. The electron will migrate to the metal where it gets trapped after the excitation and as a result of this migration , the electron-hole recombination is inhibited. The movement of negatively charged electrons to the metal particles has been confirmed by various studies showing there is a reported reduction in photo conductance of metal which has been deposited on the semiconductor compared to no reductionin photo conductance of the bare semiconductor particles. The hole becomes free to diffuse to the surface of the semiconductor particles.The oxidation can take place on the surface of the semiconductor. Besides, the metal has also got its own photocatalytic activity. Hence, the metal actually alters the photocatalytic properties of the semiconductor by altering the distribution of electrons. The Fermi levels of the two align in such a way which causes the electrons to flow from the semiconductor to the metal as the two species come together in contact. This reduction in electron density in the semiconductor leads to increase in the hydroxyl group[14]. This in turn alters the photocatalytic process on the semiconductor surface. The modification (electronic) of the semiconductor surface using metal deposition has witnessed with many noble metals such as gold, silver and platinum. 1.4.2  Modification of Titania by Noble metals like Silver: Ag has been deposited onto TiO2 in most of the studies asit is more cost-effective than other noble metals such as gold and platinum. Moreover, the Ag nanoparticles also have an intrinsic ability to stop and prevent the growth of bacteria. Also is has a very effective photocatalytic ability at the nanoscale [15]. Ag has formerly been added to TiO2 nanoparticles, TiO2 nanofilms and on TiO2 nanorods. Various studies conducted by Li et al have reported that Ag-deposited TiO2 anatase nanoparticles have shown an improvement in the photoresponse compared to that of anatase bare TiO2 nanoparticles [16]. Ag–TiO2 nanocomposite films has also been used and have showed an increased photocatalytic activity compared to the non-modified material. In fact, UV-illuminated Ag–TiO2 nano-composite films have been found out to be up to 6.3 times more effective at photo degrading MO than are UV-illuminated bare TiO2 films [17]. Plasmonic photocatalysis has lately been anticipated to increase and extend the photocatalytic activity of TiO2 to the visible light range (400nm-800nm). The plasmonic photocatalysts are different combinations of noble metal nanoparticles and semiconductor nanoparticles. The semiconductors nanoparticles absorb UV / visible light. Noble metal nanoparticles usually have very strong absorption in the visible region of solar light due to localized surface plasmon resonance commonly known as LSPR. If this energy of the absorbed visible light by the noble metal nanoparticles can be exploited to improve the reaction rates of photocatalysis, then the semiconductor/metal system is known as plasmonic photocatalyst. There’re different mechanism for plasmonic photocatalyst to enhance and extenf the photocatalytic performance to visible light range of the solar spectrum: Coupling of noble metal nanoparticles directly with the semiconductor nanoparticles .This will lead to transferring of the photogenerated electrons or holes (due to the LSPR absorbance present in the metal nanoparticles) to the semiconductor, thereby enhancing the photocatalytic performance of the semiconductor [18] . One thing that shall be kept in mind is that the direct contact of semiconductor with noble metal may also lead to back transfer of charges from the semiconductors to nanoparticles of the noble metal. The transfer of the absorbed energy by the noble metal nanoparticles to semiconductors via radioactive route using the localized interaction of the LSPR-induced improved localized elec. à ¯Ã‚ ¬Ã‚ eld with semiconduuctors. [19]. Ag−TiO2 composites have been extensively studied prepared by a lot of methods. Loading of Ag nanoparticles on the surface of TiO2 is done via dià ¯Ã‚ ¬Ã¢â€š ¬erent techniques. Photocatalytic activity enhancement has been reported with these samples of Ag−TiO2. But because of the fact that most Ag is present on the surface of TiO2 nanoparticles, the exposed TiO2 surface area to illumination is reduced. It must be noted that the interface between Ag and TiO2 is also limited. Hence, in order to assist the charge-transfer process, we must maximize the interface between Ag and TiO2. We can also achieve a better design by simply mixing Ag NPs to TiO2 structures. This has been successfully done using the sol−gel method [20,21]. But there is a drawback of the sol−gel method as it typically needs precursors and therefore may have organic residues in the samples. Hence, in order to achieve a very good control over the structure of samples, we must make Ag−TiO2 p orous nanostructures directly through physical methods. Also it must be stated that silver metal deposition is of considerable interest because of it excellent potential applications.. There are a lot of applications of silver in the medical field and in the anti-microbial field. This has led many researchers and scholars to develop and synthesize silver deposited titania coated sanitary wares [22], food preparation surfaces, air conditioning filters, medical devices etc. Ag traps the excited electrons from TiO2 and also leave the holes behind for the degradation reaction of organic species .Furthermore, it also results in the extending the response of wavelength in the visible region [23–25]. Ag nanoparticles can also facilitate in the process o electron excitation by creating a local electric field [26]. The plasmon resonance effects in Ag nanoparticles show an enhancement in this elect. field [27]. The effect of Ag deposition on TiO2 on the photocatalytic activity of TiO2 by UV irradiation was studied by Chao et al. [28] (using the sol–gel method) .T hey found that silver promotes also leads to the anatase to rutile phase transformation, which may be credited to the increase in specific surface area. This increase in the specific surface area causes the enhancement in photocatalytic activityand the electron–hole pair charge separation. Au/Pt deposition onto TiO2 nanoparticles has also reported an increase in the photocatalytic reactivity of TiO2. Yu and coworkers reported an enhanced photocatalytic reactivity micro-spheres of Au/TiO2 nanocomposite compared to bare TiO2 microspheres and Degussa P25 TiO2 nanoparticles [29]. In addition, the UV-illuminated nanofilms of titania surrounded with Au nanoparticles have also shown a better photonic efficiency than the UV-illuminated bare TiO2 films [30].

Treatment of Nature by William Wordsworth and Samuel Taylor Coleridge E

William Wordsworth and Samuel Taylor Coleridge had vastly different writing styles as well as opinions of the material they treated in their writing. One of the primary differences between the two is how each treats nature in his work. Wordsworth, in his self-proclaimed writing like the common man, often expresses a nostalgic appreciation for nature, as can be seen in â€Å"Tintern Abbey†. On the other hand, Coleridge’s character, the mariner from â€Å"The Rime of the Ancient Mariner,† scorns nature and only learns to respect it, not necessarily to love it. Coleridge treats the supernatural far more than Wordsworth, and it is debatable as to whether or not his frequent use of opium contributes to this tendency. Overall, it stands to reason that nature is presented as a pure, innocent, and desirable thing to Wordsworth, and Coleridge’s writing deems it unpleasant, albeit powerful. Wordsworth’s â€Å"Tintern Abbey† is a poignant view of his return to the Banks of Wye, where he spent much of his youth. He clearly feels favorably toward Nature, which as it seems is the entire focus of the poem. After a description spanning the first 21 line stanza about certain aspects of the Nature he recalls favorably, he calls them â€Å"beauteous forms† and says that he experiences â€Å"feelings too of unremembered pleasure† because of them (line 22, 30-31). Wordsworth’s mission statement in Lyrical Ballads is essentially to use the language and to recapture the beauty of ordinary men, while still establishing his prowess in poetry. His account of nature in â€Å"Tintern Abbey† represents not necessarily the language of ordinary men, but he believes these pure forms of nature upon which he reminisces to be a common good across the lines of class. However, he claim... ...osing Wordsworth and Coleridge’s poems, it can be deduced that Nature must be loved and feared. This might seem reminiscent with traditional views of God, as he is believed to be a beautiful albeit powerful form of power. Thus, Nature is established as an all-encompassing form of power that can govern one’s life. Works Cited 1. Coleridge, Samuel Taylor. â€Å"The Rime of the Ancient Mariner.† Norton Anthology of English Literature: The Romantic Period: Volume D, 8th edition. Ed. Greenblatt, Stephen. New York: W.W. Norton & Company, 2006. 430-446. Print. 2. Wordsworth, William. â€Å"Lines Composed a Few Miles above Tintern Abbey, on Revisiting the Banks of the Wye during a Tour, July 13, 1798.† Norton Anthology of English Literature: The Romantic Period: Volume D, 8th edition. Ed. Greenblatt, Stephen. New York: W.W. Norton & Company, 2006. 258-262. Print.

Albert Einstein

He later moved to Italy where he got kicked UT of school because he was setting a bad example to other students despite his fascination in Math. After leaving school he decided to become a math teacher to support him in his studies of math and physics. In 1896 he entered the Swiss Federal Polytechnic School in Zurich, Switzerland to train to become a teacher in physics and mathematics. He failed the first attempt but passed the next year and gained his diploma, and accepted a position as a technical assistant in the Swiss Patent Office.In 1905 he obtained his doctors degree, ND was also the year he published four of his most influential research papers. One including his world famous equation e=Mac that unlocked mysteries of the universe unknown. Later in 1914 he was appointed Director of the Kaiser Wilhelm Physical Institute and became professor in the University of Berlin. Ten years later in 1915 Einstein completed his general theory of relativity, and in 1921 he was awarded the no ble peace prize for Physics. It launched him international fame and he was thought a genius all over the world.Later on in 1933 Einstein immigrated to America to become professor of Theoretical Physics at Princeton. He became a United States Citizen in 1940 and then retired in 1945. Einstein then died on April 18, 1955 at the age of 76, and donated his brain and vital organs to scientific study. Albert Einstein has several Scientific Contributions one of which is the Quantum Theory. He suggested that light doesn't travel in waves but as electric currents; from his theory inventors were able to develop television and movies.

Impact of Employee Commitment On Employee performance Essay

Employee commitment permanently shows a vigorous part to expand the employees’ performance. Committed employees provide an immense input to organizations in standings of their performance. The study explored the effect of the employee’s commitment on employee’s performance. Data was collected through 200 questionnaires from the employees of banking, telecommunication and education sector from Lahore, Pakistan. For data analysis SPSS16 version was used. The outcomes display a positive and significant association between employee commitment and employee performance. Additionally, comparative analysis of the three dimensions of employee commitment (affective, continuous and normative commitment) shows a positive and significant impact of employee commitment on employee performance. The interpretations, limitations, implications and conclusions are also debated at the end of the study. KEY WORDS: Employee commitment (EC), Affective commitment (AC), Continuous commitment (CC), Normative commitment (NC), Employee Performance (EP). INTRODUCTION:  Employee commitment denotes to emotional affection of employees to the place of work. Now times it is compulsory for every organization to have complete level of its employee’s commitment. In this fashion organizations can have an exceptional performance on extended duration foundation. In the current age when employees work as a team and each team member attempts his greatest efforts to show himself at top among all. All such things rise the commitment level of the employees which as a consequence intensification the enactment of the employees. To get economical advantage every employee of the organization must be committed to the administrative purposes. Still the employee commitment is the utmost puzzling and researchable perception in the arenas of organization and executive behavior. In former times organizations offer job safety to expand the commitment level of the employees which pointers to the enhanced employee’s performance. Advanced level of the employee commitment at singular smooth and administrative level is the crucial element of the superior employee performance. Meyer and Allen’s (1991) established a three-component prototypical of organizational commitment. The three- component model was a inclusive and comprehensible theory for OC. The three-component model consists of: (a)Affective  commitment (AC) is the demonstrative supplement to one’s organization. (b)Continuous commitment (CC) is the affection founded on the addition of respected side risks (pension, skill transferability, rearrangement and self-investment) that differentiate with the organizational participation. (c)Normative commitment (NC) is the linking that is shaped on motivation to duplicate to communal customs about attachment. LITERATURE REVIEW: The article written by Whyte in 1956 in his book â€Å"The organization Man† gives the concept of commitment. Commitment originates when a person makes a side link and extraneous interests with a reliable and consistent activity. The person who remains for a long time with the organization shows his commitment towards the organization. Commitment helps to improve the individual as well as the performance of the organization as a whole. Commitment behavior is also explained by many other researchers(A.Yousef, 1998). Commitment explains the association of large number of systems as an overall link (AlexandraPanaccio & Vandenberghe, 2012). The enthusiasm of collective performers to offer their energy and devotion to social systems, the addition of personality systems to shared associations who are seen as self- sensitive(Ashar, Ghafoor, Munir, & Hafeez, 2013). commitment (1) contains somewhat of the conception of the affiliation; (2) it replicates the existing place of the individual; (3) it has a unusual forecaster probable, providing guesses regarding definite traits of performance , motivation to work, natural input and other correlated results; (4) it propose the distinctive importance of motivational factors(Ashraf, MehdiJaffri, Sharif, & Khan, 2012). To integrate and coordinate the individual and organization objectives, process of using commitment is beneficial(Ayodeji, Oyelere, Tunde, & Mariam, 2011).Commitment is â€Å"a situation in which an individual become bound by his activities and through these engagements to opinions that stand the activities of his own contribution(Chen, Silverthrone, & Hung, 2006).M ore committed employees request to dismiss from the organization at smallest level(Dixit & Bhati, 2012). Commitment is the comparative power of an individual’s empathy with and in a specific organization(Dost & Ahmad, 2011).Low commitment leads toward to extraordinary degree of turnover, however greater the level of job satisfaction and demands high level of organizational commitment which  promote to improved job performance(E.Becker, s.Billings, Eleleth, & L.Gilbert, 1996).Commitment is â€Å"an emotional state that fixes a person with the organization†(Fisher, Mcphail, & Menghetti, 2010). Commitment is a psychosomatic state that symbolizes the employee affiliation with the organization and has an inference on the conclusion to continue connection in the organization(Green, Mahyhew, & k&pack, 2000).Employee commitment diminutions the possibility of employee’s predisposition of departure the job(Khan, Ziauddin, Jam, & M.I.Rammy, 2010).Commitment as a prejudiced, affective attachment to the aims and principles of the organization, to one’s role in relative to goals and values and to the organization for its own benefit , separately from its virtuously contributory means(L.Sims & K.GalenKroeck, 1994).Employee commitment clues to extraordinary level of organizational performance and very small level of employee move from the organization(M.Steeres, 1977). The performance of committed teachers is highly different from those employees who are less committed(Macky & Boxball, 2007). Significant research has been done in the preceding to discover the methods to increase the employee performance e.g.; task performance contains activities which an employee executes to achieve responsibilities given to him by his controller or behavior linked which are the basic procedures of the happenings of the organization(P.Meyer, J.Stanely, & M.Parfyonova, 2012).Organizational performance can be sedate through three basic modules which are economic performance, merchandise market performance and return to the shareholders(Panaccio & Vandenberghe, 2012). Micro placement on method to job approaches and performance association is slightly confusing(Riketta, 2002).Organizational performance is an outcome of the employee understanding and commitment(Saleem, 2011).Developed level of employee commitment in the organizations for individual plans are to the business is supposed as a main intention for improved organizational performance that leads to the organizational success(Shahid & .m.Azhar, 2013).Reliability has been described as the best of the human state ,the better the human are committed to their undertaking will lead to their better performance(Vural, Vardarlier, & Aykir, 2012). Theoretical Framework: The correlation between employee commitment (independent variable) and  employee performance (dependent variable) is presented in the form of schematic diagram; the employee commitment is further divided into three dimension affective, continuous and normative commitment. (Independent Variable)(Dependent Variable) STATEMENT OF THE PROBLEM: The most important interest of the study is to investigate the impact of employee commitment on employee performance and to find the relationship of affective, continuous and normative commitment with employee performance in telecom sector, banking sector and educational sector in city of Lahore (Pakistan). VARIABLES OF THE STUDY: The Variables under the study are Employee commitment as independent variable and employee performance as dependent variable. Commitment has been further divided into three dimension affective, continuous, and normative commitment. Employee commitment: According to Meyer &Allen (1990) commitment is defined as â€Å"the employee’s emotional state of responsibility to stay with the organization, feelings subsequent from the internalization of normative stress exercised on an individual earlier to or following entry†. Reyes (2001) has defined commitment as â€Å"a one-sided, affective attachment to the aims and values of the organization, to one’s role in relative to objectives and principles and to the organization for its own interest, distant from its virtuously influential value†. Employee Performance: According to Meyer& Allen (1990) employee performance has been well-defined as â€Å"the job performance is the work experience in standings of measure and excellence projected from each employee†. . Richard et.al (2009) said that â€Å"organizational performance can be restrained through three basic components which are economic performance, product market performance and reoccurrence to the shareholders. Dimensions of employee commitment: Meyer& Allen (1991) developed a three-component model of organizational  commitment which has been the foremost outline for organizational commitment. The three component model consists of: (A)Affective commitment: Numerous studies, define the affective commitment as a significant orientation of the employees towards the organization, some researchers designate affective approach as â€Å"the supplement of an individual’s set up of affectivity and reaction to the group. Affective commitment prevails to the goals and values and to the organization for its own interest. Porter and Mow day et.al (1979) designate affective approach as â€Å"the absolute strength of an individual’s empathy with the association in a certain organization†. (b)Continuous commitment: When the employees arrive into the organization they are guaranteed to commit with the organization because of the absence of substitute chances and responsiveness of the cost linked with departure the organization. Continuous commitment improves on the basis of two aspects: (1) quantity of stashes that individuals make in their existing organization (2) perceived lack of alternatives†. Continuous commitment is a â€Å"cognitive-continuance commitment as that which arises when there is a profit related with continued involvement and a cost accompanying with leaving†. Some researchers tell that the â€Å"continuous commitment can be sub-divided into high expense commitment (personal sacrifice linked with the departure) and low substitute commitment (restricted opportunities for other employment)†. (c)Normative commitment: Normative commitment develops on the basis of earlier experience for example family-based experience or cultural experience. March (1977) said that â€Å"the normative aspects develop as individual’s perception of their moral responsibility to remain with the exhaustive organization regardless of the status improvement or fulfillment the organization gives the individual over the year†. Normative commitment can be increased through the additional reimbursements given to the employee by the employer. Steven (1978) said that â€Å"an individual is keen to stay within the organization and donate to an organization to resemble with a individual custom†. OBJECTIVES OF THE STUDY: 1. To explore the impact of employee’s commitment on employee performance; 2. To understand the impact of affective, continuous and normative commitment that they have positive and significant effect on employees’ performance; 3. To access some of the possible ways in which organizations can improve the performance of the employees; 4. To analyze that the employee commitment is a key factor towards employee performance; 5. To conclude that a better strategic vision to enable the organization both at the governmental and institutional level to ensure the higher level of employee’s performance. HYPOTHESES OF THE STUDY: H1: There is a relationship between the employee commitment and employee performance. H2: There is a relationship between the affective commitment and employee performance. H3: There is a relationship between continuous commitment and employee performance. H4: There is a relationship between normative commitment and employee performance. RESEARCH DESIGN: (1) Instrument: The research targets to study the impact of employee commitment on employee performance. Data was collected through Questionnaire. The employee commitment Questionnaire consists of 18 items (related to affective, continuous, normative commitment), each factor consisted of 6 questions each in which 9 items were taken from the organizational commitment questionnaire by Allen Mayer. The second part of questionnaire is related to the employee performance and consists of 10 items. The questions were measured on a five point Liker’s scale developed by William Anderson(1991)ranging from(1)strongly disagree,(2)Disagree,(3)Neither agree nor disagree,(4)Agreed,(5)strongly-agree this research paper employee commitment(affective, continuous, normative) taken as independent variable and employee performance is taken as dependent variable. First pilot study was conducted by using 25 questionnaires. The crown back alpha was 70% in pilot study. After conducting pilot study some modifications were made in the questionnaire, these changes were made in the items which were creating ambiguity and miss- understanding among the respondents.200 Questionnaires were again used to collect the data from the respondents. The questionnaires were duly distributed and collected from the respondents of the Lahore. The  reliability and analyses were done by using SPSS. (2)Sample: A sample of 200 Questionnaires was used to conduct the research on the topic impact of employee commitment on employee performance. The Stratified random sampling was used for data collection .Liker five point scales was used having two extreme ends. It is a causal type of investigation; the main purpose was to find the impact of employee commitment on employee performance. The research was conducted in a non-contrived study environment means that the study was conducted in a natural environment; it was a cross-sectional study. (3)Subjects: The data was collected from the employees of the three major sectors (banking, telecommunication and education sector), the data collection was confined to the city of Lahore. DATA ANALYSIS: The data will be collected through questionnaires entered in Statistical Package for Social Sciences (SPSS); following tools were uses for analysis: Regression analysis and correlation tests. LIMITATIONS OF THE STUDY: 1. The study was conducted and data was collected only to see the impact of employee commitment of employee performance 2. The study further elaborates the relationship of the dimensions of the employee commitment (affective, continuous and normative) with the employee performance; 3. The study can also be done to know the effects of the other factors on employee performance. The cross-sectional method of study was used to collect the data which means that the research was conducted only one time, but longitudinal method of study can also be used for the better results; 4. Due to the deficiency of cost and time only one city Lahore and three sectors (banking, telecommunication and education) were used to conduct the research. The results might be different for different cities and organization. REFERENCES: A.Yousef, D. (1998). Satisfaction with job security as a predictor of organizational commitment and job performance in a multicultural environment. International Journal of Manpower, 19(3), 184-194. AlexandraPanaccio, & Vandenberghe, C. (2012). Five factor model of personality and organizational commitment:The mediating role of positive and negative affective states. Journal of Vocational Behavior, 80, 647-658. Ashar, M., Ghafoor, M. M., Munir, E., & Hafeez, S. (2013). The impact of perceptions of trining on employee commitment and turnover intention:Evidence from Pakistan. International Journal of Human Resource Studies, 3(1), 74-88. Ashraf, Z., MehdiJaffri, A., Sharif, M. T., & Khan, M. A. (2012). Increasing employee organizational commitment by corelating goal setting,employee engagement and optimism at workplace. European Journal of Business and Management, 4(2), 71-78. Ayodeji, O. O., Oyelere, M., Tunde, E., & Mariam, G.-S. (2011). Enhancing employees’ commitmentto organi zation through training. International Journal of Business and Management, 6(280-286). Chen, J.-C., Silverthrone, C., & Hung, J.-Y. (2006). Organization communication,job stress,organizational commitment and job performance of accounting professionals in Taiwan and Amercia. Leadership&Organizational Development Journal, 27(4), 242-249. Dixit, D. V., & Bhati, M. M. (2012). A study about employee commitment and its impact on sustained productivity in Indian Auto-component industry. European Journal of Business and Social Sciences, 1(6), 34-51. Dost, M. K. B., & Ahmad, D. Z. (2011). Impact of employee commitment on organizational performance. Arabian Journal of Business and Management Review, 1(3), 87-98. E.Becker, T., s.Billings, R., Eleleth, D. M., & L.Gilbert, N. (1996). Foci and bases of employee commitment:Implications for job performance. The Acadamy of Management Journal, 39(4), 464-482. Fisher, R., Mcphail, R., & Menghetti, G. (2010). Linking employee performance and behaviors with business performance:A comparative analysis of hotels in Mexico and China. International Journal of Hospitality Management, 29, 397-404. Green, F., Felsted, Mahyhew, & k&pack. (2000). The impact of training on labour mobility:individual and firm level evidence from Britian. British Journal of Industrial Relations, 38(2), 261-275. Khan, M. R., Ziauddin, Jam, F. A., & M.I.Rammy. (2010). The impacts of organizational commitment on employee job performance. European Journal of Social Sciences, 15(3), 292-298. L.Sims, R., & K.GalenKroeck. (1994). The influence of ethical fit on employee satisfaction,commitment and turnover. Journal of Business Ethices, 13, 939-947. M.Steeres, R. (1977). Antecedentsand outcomes of organizational commitment. Administrative Science Quarterly, 22(1), 46-56. Macky, K., & Boxball, P. (2007). The relationship between ‘high performance work practices’and employee attitudes:an investigation of additive and interaction effects. The International Journal of Human Resource Management, 537-567. P.Meyer, J., J.Stanely, L., & M.Parfyonova, N. (2012). Employee commitment in contex:The nature and implication of commitment profiles. Journal of Vocational Behavior, 80, 1-16. Panaccio, A., & Vandenberghe, C. (2012). Five factor model of personality and organizational commitment:The mediating role of positive and negative affective states. Journal of Vocational Behavior. Riketta, M. (2002). Attitudi nal organizational commitment and job performance:a meta analysis. Journal of Organizational Behavior, 23, 257-266. Saleem, S. (2011). The impact of financial incentives on employee commitment European Journal of Social Sciences, 3(4), 258-367. Shahid, M. A., & .m.Azhar, D. S. (2013). Gaining emloyee commitment:Linking to organizational effectiveness. Journal of Management Research, 5(1), 250-268. Vural, Y., Vardarlier, P., & Aykir, A. (2012). The effects of using talent management with performance evaluation system over employee commitment. Procedia-Social and Behavioral Sciences, 58, 340-349.

Megans law attachment essays

Megans law attachment essays Assembly Bill 488 is a bill connected to Megans Law was approved by the State Legislature on August 24, 2004 and signed by the governor on September 24, 2004. This Law was proposed by Assemblywoman Nichole M. Parra (D-Hanford). This Law will provide the public with Internet access to information on registered sex offenders. This bill as been passed, but will not be in effect until July 2005. This expanded access to the public will allow them for the first time to view information on sex offenders. These offenders are required to register with local law enforcement. For more than 50 years sex offenders have had to register with their local law enforcement agencies. Before this law was passed, the where about of these sex offenders was not available to the public until July 1995. In 1996 Megans law was passed. This law got its named from a girl named Megan Kanka, who was raped and killed by a known sex offender living right across the street from her. Under the new law, the public will be granted internet access to information, including the registered home address, On (1) all offenders who have been convicted of committing a lewd act with a child under the age of 14 or whose crime involved force or fear as an element; (2) virtually all sex offenders who have been convicted of two or more sex offenses in separate trials; and (3) Sexually Violent Predators. For the offenders who may have been innocent but were required to register as sex offenders will be found in a different way. Rather than showing their home address, the site will show the zip code they live in, and the county they are apart of. This particular law has many beneficentaries and troubled faces with in it. Sex offenders are felons; the ones who get out are very lucky. Most sex offenders are put into jail for a very long time. When a sex offender is released, people do have the right to know where they live and what they did. If ...

Piper Alpha Case Studies Essay Example

Piper Alpha Case Studies Essay Example Piper Alpha Case Studies Paper Piper Alpha Case Studies Paper Abstract This research report is about the Piper Alpha Disaster that happened in 1988. Being one of the major oil production oil-rig in the UK, the accident that took place more than 20 years ago caught the attention of many, especially those in the field. The happening was largely due to the complacency of the supervisors as well as the safety measures of the management. Using the internet, academic journals and textbooks available, the research was conducted by referring to various sources of information regarding the incident. After the explosion there are many new prevention steps taken in this field of industry as well as new managing system of the offshore regulatory control. 1. Introduction 1. 1 Background The Piper Alpha was a North Sea oil production platform operated by Occidental Petroleum (Caledonia) Ltd. It accounted for around ten per cent of the oil and gas production from North Sea at the time. Located about 120 miles north-east of Aberdeen, The platform began production in 1976 first as an oil platform and then later converted to gas production (Drysdale Slyvester-Evans, 1998). For safety reasons, the modules were organized such that the most dangerous operations were distant from personnel areas such as the accommodation deck, but still this still one of the worst offshore oil disaster to date. 1. 2 The Happening The disaster began with a routine maintenance procedure. On the morning of the 6th of July 1988, a certain backup propane condensate pump in the processing area needed to have its pressure safety valve checked (Drysdale Slyvester-Evans, 1998). The work could not be completed by 1800 and the workers asked for and received permission to leave the rest of the work until the next day. Later in the evening during the next work shift, the primary condensate pump failed. None of those present were aware that a vital part of the machine had been removed and decided to start the backup pump. Gas products escaped from the hole left by the valve. Gas audibly leaked out at high pressure, ignited and exploded, blowing through the firewalls. The fire spread through the damaged firewalls, destroyed some oil lines and soon large quantities of stored oil were burning out of control. About twenty minutes after the initial explosion, at 2220, the fire had spread and become hot enough to weaken and then burst the gas risers from the other platforms. Many jump out of windows into the sea hoping to be picked up by safe boats but only 67 were saved in this fashion. 167 out of 229 people on board were killed, mostly died suffocated on carbon monoxide and fumes in the accommodation area. The generation and utilities module, which included the fireproofed accommodation block, slipped into the sea. The largest part of the platform followed it. The whole accident took place in 22 minutes. 1. 3 Purpose of the Report The purpose of this research is to examine the objectives and structure of the management of the Piper Alpha platform in the North Sea, UK. The operation and industrial processes of the platform will be carefully evaluated and to spot the risk or any areas overlooked that contributed to the accident. To identify the consequences of the accident (e. g. amage and costs) and the improvements in the management systems to prevent such disaster from happening again. 2. Management and Operation 2. 1 Piper Field Oil Platform The Piper Alpha oil production platform was a North Sea oil production platform in the United Kingdom operated by Occidental Petroleum Ltd. It began production in 1976 until 1988 where the disaster sinked the whole platform into the sea. First th e Piper Alpha platform functions as an oil platform and then later converted into gas production. 2. 1. 1 Management Four companies that later transformed into the OPCAL joint venture to obtain n oil exploration license in 1972 that lead them to discover the Piper oil field located north of England, beside Scotland. At the time of the disaster the Piper Oil field was accounted for approximately ten percent of the North Sea oil and gas production. The offshore oil and gas was a very new industry introduced to the United Kingdom very briefly 30 years ago. The naive government was seduced by the very promising reward of the industry, knowing that it’ll be high risk. The management disregarded adherence to certain safety rules. There were regulations, but enforcement was not there. The nation and corporate pride rendered everything in disaster. 2. 1. 2 Structure and Function A large fixed platform, Piper Alpha was situated on the Piper oilfield, approximately 120 miles (193 km) northeast of Aberdeen in 474 feet (144 m) of water, and comprised four modules separated by firewalls. The platform was constructed by McDermott Engineering at Ardersier and UIE at Cherbourg, with the sections united at Ardersier before tow out during 1975, with production commencing in late 1976 (Drysdale Slyvester-Evans, 1998). The west and east elevation of the topsides of the Piper Alpha platform are as shown in figures 2 and 3. Module A, the wellhead module was considered to be the most hazardous were arranged so to provide a maximum separation with module D, which contain various utilities and also the accommodation deck above. Module comprises of 36 wellhead which is used to control the flow of hydrocarbons and water from the well. Module B is the production where separation of oil and other fluids took place. From there, the oil will also be pumped into the main oil-line for transmission to Flotta. It contained the manifolds, test and main production seperators and the main oil line export pump. Module C contains the gas compression equipment whereby gas from the production seperators will be compressed for export ashore via the main oil line. In the early 1980’s, a gas conservation module had been installed at the 107’ level but at the time of the disaster this module was under maintenance and therefore gas was compressed and processed only in module C. 2. 2 Objectives of the Management Consider the situation prevailing in the North Sea ten minutes prior to the incident, the standard operating climate in the United Kingdom offshore oil and gas industry could be characterized as a mixture of greed, ignorance, complacency and the lack of concern for the danger that the individual faced. Though this has been long recognized, but the conveniently ignored fact was given approval by the government. It excluded the offshore industry from the provision of the Health and Safety at Work Act, and allowed the government safety inspectors under the Department of Energy of watch over it. 3. Industrial Processes . 1 Operation Functions The Piper Alpha production level and deck support level are shown in figures 4 and 5 respectively. The oil platform started production in 1976 with about 250,000 barrels (40,000 m3) of oil per day increasing to 300,000 barrels (48,000 m3). A gas recovery module was installed by 1980. Production declined to 125,000 barrels (19,900 m3) by 1988. The OP CAL also built the Flotta oil terminal on Orkney Island, using the sub-sea pipeline to deliver the processed oil to the terminal. The terminal also acts as a terminal for some other oil platform like the Tartan and Claymore field. One thirty inch (0. 762 m) diameter main oil pipeline ran 128 miles (206 kilometers) from Piper Alpha to Flotta, with a short oil pipeline from the Claymore platform joining it some twenty miles (32 km) to the west. The Tartan field also fed oil to Claymore and then onto the main line to Flotta. Separate 46 cm diameter gas pipelines run from Piper to the Tartan platform and from Piper to the gas compressing platform some 30 miles (48 km) to the northwest. As mentioned in 2. 1. 2 structure and functions, module A, B and C are the main processing and production section. Module D located at the north face/ end of the platform consist of the control room, workshops, electrical power generation, the emergency diesel generator and some switch gear. The accommodation deck is also directly above module D. Module A-D were all separated by firewalls which were not rated for explosion over pressure (Drysdale Slyvester-Evans, 1998). The firewall between modules C and D was specified for a 6 hours fire rating while those between modules A and B and modules B and C were specified as a fire barrier of 4. 5 hours (see figure 4). At the time of the disaster, the hydrocarbon inventory within the production modules was approximately 80 tonnes, this mainly being located in module B and, in particular, within the two production separators. In addition, there was a further 160 tonnes of diesel located in tanks above module C. The location of the risers on the platform is shown in figure 5. Each pipeline had an emergency shutdown valve located in close proximity to its respective pig trap. Each valve was designed to be closed from the control room and provide a positive isolation of the pipeline from the platform. 4. Causes of the Incident 4. 1 Human Factors A number of human errors were identified to contribute to the severity of the incident including deficient analysis of hazard, deficiencies in permit to work system, inadequate training in this field of industry and emergency response procedure. There was a breakdown of the chain of command and lack of any communication to the platforms crew (Pate-Cornell, 1992). The Cullen report on Piper Alpha was highly critical of the management system in the company. Managers had minimal qualifications, which led to poor practices and ineffective audits. The workers on the platform were also not adequately trained in emergency procedures, and management was not trained to make up the gap and provide good leadership during a crisis situation. Other than that, Occidental Petroleum had regular safety audits of its facilities but they were not performed well. Few, if any, problems were ever brought up, even though there were serious issues with corrosion of deluge system pipes and heads and many other issues. When a major problem was found, it was sometimes just ignored. All these contributed greatly to the disaster. . 2 Design and Process Factors In the control room the monitoring panels were not clearly visible and operators could not tell were the alarms originated from during the explosion. The firewalls on Piper Alpha could have stopped the spread of a fire. They were however not built to withstand an explosion. The initial blast blew the firewalls down, and the subsequent fire spread unimpeded. The disaster would not have occurred if the pump where work was being done had been positively isolated when first detected the problem at night (Pate-Cornell, 1992). Isolation is not achieved by shutting a valve but requires means such as insertion of a slip plate or removal of a pipe section. Moreover, the emergency shutdown and backup valves were not in proper location where it is easily accessible in case of fire. Above all, there was no temporary safe refuge (e. g. a room that could withstand fire and have breathable atmosphere) on the platform to weather disaster of such kind. The escape and evacuation route was also very limited, causing much of the on board workers to die of suffocation. 4. 3 Roots Factors The main factors that cause this terrible incident would largely be blamed on humans. The overall attitude of the United Kingdom government and also the management were complacent and ignorant. There were many issues that were rushed over when delving into this industry, blinded by pride and the offer of high-tech sunrise industry. Regulations and rules set were just for legal purposes only, not really much enforced in the days. OPCAL invested a lot into this new technology. Thinking that so much had been invested and earned, they will obviously spend enough to make sure it won’t just lose everything so easily. There was a grim acceptance among the workforce that if a ? 500 million platform would go up in smoke, there must be 5000 lifeboat or more than enough rubber dingy would save their life. Lifeboat were being guarded by unprepared crew, nobody took the safety aspect seriously (Bull, 2004). The whole industry and project was full of complacency, from the government to the management, to the workers. This killing attitude was reflected in their work procedures, precautions taken and even the building of the structure itself. 5. Consequences of the Effects of the Incident . 1 Health 229 people were on board and 167 were killed, including two men from the standby vessel. Many of those saved were also seriously injured. Other than that, most of the survivors were diagnose of having a long term psychological problems. They were reposted of having psychological and behavioral symptoms of post traumatic stress disorder (Pate-Cornell, 1992). 28 of the survivors had difficulty in finding employm ent following the disaster, it appears that offshore employers the Piper Alpha survivors as bringers of bad luck. Family members and friends of the victims were also greatly affected on their psychological and social life. Other than the drawbacks on health, it was also accounted that the Piper Alpha survivors were stronger than before the disaster. They’ve learned to values things more, having a change of perspective and strengthening the family bond they have. 5. 2 Environment and Ecology The impact of the disaster on the environment was notable. Scientist showed that a highly toxic chemical that fell into the North Sea during the explosion would not have been completely burned up. Up to 5. 5tonnes of cooling fluid, polychlorinated bithenyl (PCB) went into to the sea, disrupting the marine life. The chemical was very resistant toward fire and decomposition quickly went into the food chain. Fishes caught in the North Sea were found to be contaminated with the chemical. The burning of the oil and gas on the platform produces great amount of harmful gases such as carbon dioxide and carbon monoxide into the atmosphere. These gases could have contributed to the increasing green house effect and also air pollution. There was also oil spilled to the sea during the explosion. These oils contaminated the surrounding beaches, coastal areas and shallow lagoons. Some animals were totally wiped out due to the contaminated water such as the littoral crab. 5. 3 Costs The disaster costs a total insured lost of US$3. 4 billion. This is the worst offshore oil disaster. Not only does OPCAL lost the Piper Alpha platform, but the income that the platform generates every day. At the time of the disaster, the Piper Alpha platform produces 125,000barrels per day. The disaster led to insurance claims of around US$ 1. billion, making it at that time the largest insured man-made catastrophe (Bull, 2004). 6. Improvement and Prevention 6. 1 Design and Process There was a regulatory offshore installation control being implemented. The Offshore Installation Safety Case Regulations, a written document in which a company must demonstrate that an effective safety management (SMS) is in place on a particular offshore insta llation. Fire walls that can withstand explosion must be used instead of the normal fire walls to avoid explosion destroying the structure (Bull, 2004). There should also be protection against and mitigation of fire on the platform itself. Relying on outside assistance like the fire brigade is just too ineffective. The disaster would not have occurred if the pump where work was being done had been positively isolated. Isolation is not achieved by shutting a valve but requires means such as insertion of a slip plate or removal of a pipe section. Emergency shutdown valves and backup valves are essential to cutting off fuel supply in case of fire, so there must always be one at multiple point of the platform and also easily accessible. The temporary safety refuge (TSR) should have a breathable atmosphere and fire protection. Prevention of smoke ingress into TSR is available through smoke and gas detectors that initiate smoke dampers and prevent circulation of smoke throughout the TSR (Bull, 2004). More than one route to helicopters and lifeboats must be present at any given time to ensure evacuation of the platform in a crisis situation. To facilitate escape from a hazardous situation, luminescent strips and heat shielding provide visibility in smoke and protection from flames, respectively. Secondary escapes such as ropes, ladders, and nets are also available as backup for the more sophisticated escape methods. 6. 2 Human Resources Throughout the disaster there were too many informal communications. Communications between shift change was also lacking. A Permit-to-Work system was introduced, it is a system of paperwork designed to promote communications between all parties affected by the maintenance procedure done on the platform (Bull, 2004). Other than that, management systems in the company must highly qualify. Managers on Piper Alpha had minimal qualifications, which led to poor practices and ineffective audits, which should be avoided completely. To control such a system of high risk there should be someone who is highly qualified. Occidental Petroleum had regular safety audits of its facilities but they were not performed well. Few, if any, problems were ever brought up, even though there were serious issues with corrosion of deluge system pipes and heads and many other issues. When a major problem was found, it must be quickly attended. 6. 3 Safety and Health The workers on the platform were not adequately trained in emergency procedures, and management was not trained to make up the gap and provide good leadership during a crisis situation. Proper safety training should be given to all workers before working on any offshore platforms. Routine body check-up should also be carried out to ensure all workers on board are fit for duty at all time. In case of any accident, any offshore platform should always provide gas masks or smoke dampers installed in the platform to avoid toxic gas being inhaled by workers. To contain the oil spilled, facilities or standby ships must be ever ready to tackle any accident to minimize the damaged caused (Bull, 2004). 7. Conclusion The Piper Alpha disaster was clearly an accident of human errors. With a mixed of complacency and indifferent towards the needs for safety, there is no one to be blamed for that. It cost not only the company great losses but also the government and many innocent lives. On the other hand the accident caught enough attention to change a lot of regulations and attention towards safety at work, especially industry that involves dangerous working conditions such as oil and gas. Any other countries and companies started to have a strict enforcement on safety at work. Structures and designs of platform give more possible backup plans in case of accident. Nevertheless, the working attitude of a worker is the most important to ensure safety at any time, for it is the altitude depends on attitude, not aptitude. 8. List of References Bull, D. C. 2004, A critical review of post Piper-Alpha developments in explosion science for the Offshore Industry, HSE publications, Norwich. Centre Of RSK 2001, Piper Alpha Accident [Online]. URL: smd. mul. ac. uk/risk/yearone/casestudies/piper-alpha. html Drysdale, D. D. ; Slyvester-Evans, R. 1998, ‘The explosion and Fire on the Piper Alpha Platform, 6 July 1988’, A case study, Technical Note, vol. 4, no. 1, pp. 2929-2951. Fire And Blast Information Group 2011, Piper Alpha [Online]. URL: fabig. com/Accidents/Piper+Alpha. htm Heaney, M. 2007, Lessons Learnt From The Piper Alpha Disaster [Online]. URL: ecademy. com/ node. php? id=80465 Learning from accidents, Kletz, T. , 3rd edition, Gulf Professional Publishing, 2001. Lees’ Loss Prevention in the Process Industries: Hazard Identification, Assessment and Control, ed. Mannan, S. , 3rd edition, Elsevier Butterworth-Heinemann, 2005. Pate-Cornell, M. E. 1992, ‘A Post-mortem Analysis of Technical and Organizational Factors’, Learning From The Piper Alpha Accident, Technical Note, vol. 13, no. 2, pp. 215-232. The Public Inquiry into the Piper Alpha Disaster, Cullen, The Honourable Lord, HM Stationery Office, 1990. Wikipedia 2011, Piper Alpha [Online]. URL: http://en. wikipedia. org/wiki/Piper_Alpha

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Ethics Issue in China Case Report - Essay Example Hence, the main issue was the difficulty to arrive at a decision on whether the operations in China should continue or not. The ethical stance taken by Levi’s with regards to human rights (arbitrary arrests, poor prison conditions, personal privacy) was not possible to follow in China and hence, it created an ethical problem for the organization. The ethical principles that got violated the most are the principles related to Respect for Autonomy and Justice (Trevino and Nelson, 2011). The ethical principle of Respect for Autonomy is based on the tenet that people should have the freedom to reign over them and also take the decisions that they want to. However, in China, Levis Strauss and Co found this violated their ethical stance because the leadershipin China had refused to ratify the 10 basic guidelines which prohibit the use of forced used of labor according to the International Labor Organization. Similarly, the country has also enforced forced family planning, again prov ing to violate the principles related to Respect for Autonomy. The people did not have much choice when it came to these matters of basic human rights and hence, were forced to comply, thus creating an environment where they could not do want they actually wanted to. The ethical principle related to Justice has not also been upheld with regards to human rights in China. ... Levi Strauss and Co has been known as an organization that has taken a very strong stance against any form of ethical violation. Even though there were speculations regarding entering the Chinese market (China’s stand on many human rights issue was known even before the operations began), the plan to operate from China was implemented in the hope that continued presence of many U.S based organizations can have an impact on the stance adopted by China. However, over the years, Levi Strauss realized that the issues were quite big to be solved just with the help of corporate presence. Hence, the organization was faced with a big question of whether to continue its operations for the profitability or to withdraw its operations based on ethical grounds, something that the organization has always proudly endorsed. The China Policy Group as well as deliberations by the senior management failed to come up with a decision regarding China operations. In the end, the CEO took the bold de cision to bring about an end to the operations in China due to ‘pervasive violation of human rights’. A corporate organization does not merely operate with the sole goal to improve its profitability, but in addition, it also forms a set of ethics that would help it achieve its profitability with the help of certain value system. As Levi Strauss and Co had followed, endorsed and promoted these values for a long time, it is difficult for them to operate in an environment where these values do not have meaning. Hence, it becomes an ethical issue and the organization was forced to weigh out their options between ethical stances versus profitability, ultimately deciding to withdraw its operations. 2. Resolve the case using

Art History Term Paper Essay Example | Topics and Well Written Essays - 1000 words

Art History Term Paper - Essay Example These two paintings i.e. Picasso`s ‘Woman with a Mandolin’ and Modigliani’s ‘Portrait of artist`s Wife’ there is an inherent theme which implies that each person is subject to their own perception and same is the case with the artists; i.e. they paint their subjects not as an objective reality rather as how they perceive them to be. For this reason, both these paintings diverge from the standard paintings of their times which focus more on the sitter and less on their own sense of perception on these paintings. Thus, the paper will aim at exploring various dimensions to add depth to the thesis predicated here. Firstly, the point of concern with reference to these two paintings is the composition style which depicts their sense of perception. The painting by Picasso i.e. Girl with a Mandolin is composed in his classic cubist style which he was employing vehemently during the era. The paintings depict the subject via successive squares used as silhouette to give a distinctive touch to the painting. Though the composition style is simplistic, yet perspective is added by using minimalistic elements yet keeping a balance between the colors, shape and even the form of the painting. Similarly, the painting of Modigliani`s wife expresses modernity in modern style which is different from that of Picasso`s cubist one. He gives a sense of his own perception to him painting which may be characterized by elongated face and figures, also simple composition of his wife`s persona with little details in posture or expression. Therefore, a distinct character of the painter may be felt in these painters, ev en more than the character of the sitters. Picasso`s painting shows depth and simplicity, while Modigliani`s painting shows devotion and bohemianism, both being divergent from the composition styles of the popular artists. Both the paintings are similar in terms of composition when it comes to a thorough focus on shapes;

Change Management Of Starbucks

Change Management Of Starbucks The current international situation for Starbucks seems to be part of their business and the reorganization of an emerging proved by become so his goal of becoming a world leader in a difference in peoples lives makes the whole world. This is achieved very close to as evidenced by Starbucks in international current markets and the success of these companies. However, net revenue roce 3 percent to $ 2.5 billion for the quarter the fourth 2011 compared to $ 2.4 billion in the fourth quarter 2007th quarter of Close 28 13-week period September 2011 reports, Starbucks recorded a net profit of $ 5.4 million to $ 105.1million in restructuring charges and other processing costs of the strategy included. Net income was $ 158.5 million for the same period a year Mr. Go re blast actions announced in July 2011, to close at approximately600 stores in the U.S. and 61 operated stores companies in Australia, and reduce by about 1000 and opened in filled positions leadership structure and non-store o rganization The Porter Five Forces Analysis and SWOT matrix (see appendix) shows that besides the basic strategies of Starbucks, the external environment and internal characteristics of the organization Starbucks offer a favorable condition for growth to be used. The only significant threat of competition from the entry of new competitors. Porter has already recognized that the rivalry is intense in a particular area, at least reduce the rate of profit for the company or industry players (1998). Therefore, Starbucks profits dropped last year because of the increasing intensity of competition in the industry. Outside the competition has exacerbated the economic crisis, the situation so that customers spend less and reduce the number of times they visit a Starbucks that store sales decline in Starbucks stores. However, because of its long experience and reputation of the brand, Starbucks is still the dominant player in the specialty coffee sector. This allows the company to use that position to ta ke advantage of himself and the pressure on its competitors. But the question is, and Why now is the lack of Starbucks? Despite its remains the dominant player in this sector, what happened to his companys strategy? These questions have been answered already made in the analysis of the value chain in the past. Therefore, it is necessary to formulate strategies to implement a shift in business model and business processes. Recommended strategies and actions After determining the causes of the current decline of Starbucks, it is necessary to formulate a plan to address these problems. change can not, without specifying the actions undertaken to achieve. As important issues have already been identified, strategies to mitigate these problems to make. Proctor (2000) states.Thus, based on the above assessments, is the following recommendations. Formulate marketing marketing is an important factor in any society. As noted above, the Company not yet established a marketing plan to attract a gap in the supply chain (see Appendix ), which resulted in a significant deterioration in the company history, brand image / reputation. The company must have a direction in the field of marketing to improve their image and reputation. Marketing is not only super positions of advertising activity. marketing planning is a process by which organizations seek to understand market conditions and the needs and preferences of customers, while taking account of other organizations that compete on the market (Bradley 2003). It is to satisfy the customer wants and needs, and managing relationships with stakeholders (Proctor, 2000). Printers (1954) also noted that a company only two functions, which one is the marketing and the other is innovation. The goal of marketing is to create new customers and communicate with all its stakeholders (customers, shareholders and employees). A company can not set effectively implement any action, if no communication was made with all stakeholders. It is t he role of marketing. In the case of Starbucks, it makes little reference to marketing, as evidenced by the small part of the budget allocation for the so-called value-added activities. It seems that the company is its strong operational skills more in the way marketing has been placed in the lateral line dependent. Although they have already worked to justify the change of conditions market should begin to focus the company and marketing. Competitive advantage can be obtained and maintained with the help of marketing. Proctor (2000) argues that competitive advantage should be guided by the market. Printers (1954) found that marketing is the distinction, the function of a single company. We must focus on Starbucks a significant amount of resources in improving its marketing activities. To gain competitive advantage, a company must first define their strategy. An authority in the creation of strategies to gain competitive advantage, Michael Porter. The author defines as a strategy to create a unique and valuable position, involving a different set of activities (Porter 1998b, p. 55). The marketing strategy is to formulate a different set of activities that are a unique and valuable position to be created in the market. The strategy includes the creation of a plan to identify the market conditions and to identify which market segment, the company will focus on. The objectives should be to provide guidance in the implementation of marketing strategy. He is above that Starbucks is a generic strategy of transactions discussion with emphasis on differentiation have been identified. T his strategy can, however, must now be reviewed and adapted. Starbucks now has to communicate with its customers. Starbucks needs to create new customers and new markets in order to avoid saturation of the current market segment. Its marketing goal should focus on creating new markets and, if necessary, to accommodate new products or product lines to new customers. The company can create new products that appeal to the lower market segment, a segment that the company had not yet fully exploited. Its pricing strategy may vary with the creation of these new products to generate new customers in the lower end of the target market. The company currently markets communications and management practices of the customer relationship must also be changed. As evidenced by the survey online, the customer does not feel a significant improvement in Starbucks. If ever there are improvements that the company has done in recent years, these changes are not effective in communicating to its customer s. These improvements in retail sales or customer / relationship must be communicated with his clients to realize that Starbucks is to improve the Starbucks experience that his clients have disappeared in the company to maintain. On the issue of exclusivity, the company needs to develop its modern luxury to be improved. Although it was recommended earlier that the company to new customers or market segments to create new, its not necessarily a negative effect on the reputation of the brand. What businesses need is a system of rewards and exclusive privileges of membership for its regular customers, especially high-end segment of the market and students who create for the companys traditional customers. Exclusive privileges and rewards for customers, either individually or in groups, can apply to become a regular member in society, such as complimentary wireless and unlimited and / or free coffee or other products times a week can be made. The company is also a function room in a ret ail store that cardholders can use exclusive members. These permissions can help improve brand image and reputation of exclusivity. Apart from that, the fees collected from annual membership fees to obtain a company registration. Improve the management of operations In addition to improving their marketing skills, to improve its management as Starbucks store. Operational efficiency: performing similar activities better than rivals perform them (Porter 1998b). However, operational efficiency is not enough to gain or maintain competitive advantage. Porter (1998b) states that a company exceeds its competitors when it provides greater value for customers or can comparable value at lower cost, or the company must do both. It was also higher than the company has identified gaps in the supply chain with their work. The company is rapidly expanding our business, but the quality of its services or its brand reputation has been sacrificed, which in its descent into or to be similar to a chain of fast food is not perceived as a luxury coffee spout. Starbucks has not been able to offer more value to create the same overpriced coffee. The company needs to store its management by improving the appearance of improving each outing. The company may also be necessary to further improve its customer service and improvements to customer knowledge, as already mentioned. Adding or upgrading facilities and shops ornaments are a new look to retailers. Adding a function room, as indicated above, for its exclusive card carrying members will increase even more the experience of exclusivity and luxury of all the houses of Starbucks Coffee. Also notable in the online survey, the attention of Starbucks customers, where, as a business friendly environment. Thats why the company needs to improve performance by more environmentally friendly. It also has a special focus on fair trade materials, since this practice calls for own customers. The company has aligned its resources to these improvem ents in order to maintain its current position in the market and attract more customers and gain competitive advantages and competitiveness. Improve the market to improve its trading standing order, Starbucks must show that the company is profitable. This is only possible if the company continues to show that it has a lasting order of brand / reputation and image recognition. It has significantly curb the current trend of declining sales and profits. But to do so, the company is to initiate and implement changes within the organization, as recommended above. The stock analysts observe the performance of the shares of Starbucks and profitability. Therefore, the company built its reputation on the significant and important improvement in their marketing and operational activities to show that society is at the head of its future and they continue to improve their current leadership in the industry specialty coffee. Apart from that, the company can demonstrate it has the ability to get into new markets has. In this way, analysts are quick to the high valuation of the company, and investors will not be considered for their money in shares of Starbucks. Improving leadership necessary, especially changes that Starbucks, its leadership must be changed. Not that the manager will be deleted, but their abilities, skills and attitudes need to be improved. No organizational transformation will be complete when the leaders are not likely to change. Organizational change can only occur if the right processes are implemented and leaders have been at the forefront of these activities. Lead the organization / change is not an easy task for a manager or director of a company. This was an attempt that failed due to the supervision of leaders. While Starbucks does not seem to have failed leader, it is necessary that its leaders must know exactly what to avoid when running to changes in the organization. Kotter (2007) identified eight major errors committed by organizations. They are as follows: à ¢Ã¢â€š ¬Ã‚ ¢ Not a big enough sense of urgency; à ¢Ã¢â€š ¬Ã‚ ¢ Do not create a powerful enough guiding coalition; à ¢Ã¢â€š ¬Ã‚ ¢ Without a vision; à ¢Ã¢â€š ¬Ã‚ ¢ Through the mediation of vision by a factor of ten; à ¢Ã¢â€š ¬Ã‚ ¢ Do not remove obstacles to the new vision; à ¢Ã¢â€š ¬Ã‚ ¢ Not systematically planning and creating short-term gains; à ¢Ã¢â€š ¬Ã‚ ¢ Declaring victory too soon, and à ¢Ã¢â€š ¬Ã‚ ¢ Not anchoring changes in corporate culture. Starbucks employees should avoid the above error. Above or below average implementation of the above may also lead to failure. Therefore, the implementation of recommended changes should be heads of state and government, what exactly is needed, ie the implementation of plans, as they are formulated. Although in some cases, learning from a transformative experience as a melting pot known effective in creating a leader (Bennis and Thomas, 2002), such events are rare. It is therefore relevant for a guide to education and training to create. A leader of Level 5 is the one with the highest skills in the management hierarchy (Collins 2005). Level 5 leaders are not born, they are created. What is needed is a leader of level 5 is to be a large amount of political will and a useful property of humility (Collins 2005). This property can not necessarily be owned by Starbucks executives to effectively implement changes in the organization and to persuade all the members in action. Manz and Hosta ger Bastien (1991) in their study, a framework that managers can be bi-cycle model to adopt in order to involve members of the organization in change. The first cycle includes the participatory cycle in which employees of State and Government on participation and, while seeking to improve employee development and self-direction. The second round of the connotations of the transaction cycle, that incentives make it easier for a contribution through a process of exchange, in which participants will be met at the personalized vision in exchange for various services. The bicycle model can be used in conjunction with strong political leaders. Starbucks in the organization, which could be effective in implementing the changes recommended above. However, managers, and not all tasks. There is a need to plan some organizational changes and balanced measures to implement this plan. Duck (1993) proposes a system of delegation of tasks within a team. A team model of organizational change is nee ded to complete the organizational transformation. The Director may form a team that is responsible for implementing the changes. The team must also balance their responsibilities by carefully selecting the information to all members of the organization and what they may be denied until the actual implementation, as well as others that are just simply reluctant to change to prevent the creation of steps that would prevent the implementation of changes. As Davison (2003), in any organization, particularly important mentioned, there are always differences between members, whether differences of opinion, perspective, or action. As such, a leader in the art must have the ability to take advantage of these differences. The properties mentioned above or the characteristics of heads of state must be owned by the current direction of Starbucks. The recommended changes in the organization of business processes and models are not easy. These recommendations include a radical change in the org anization requires all members to act. Thus, if the leaders of society to the forefront of this change to be. You must have the necessary qualities of a leader, as described above so that organizational change takes effect. Conclusion and recommendations Change management is the demand of the day for Starbucks. Maybe its time that society needs their existing business models, practices and strategies to see if these models are still adjusting to market conditions. The company in the industry for two decades, and is undoubtedly the industry leader for almost the same time. However, as market conditions change, as evidenced by current events and the continued globalization of markets, the company may need to reform its strategy. Starbucks may have already saturated the market with its current strategy or in a different direction, be the one who walked away from the objective position in the market. As such, the company must implement a change. Management practices may need to be revised. As a printer (1954, p.37) said: It is the client, what a business is determined. In this sense, Starbucks identify what the customer wants, what they need and what they prefer otherwise. As part of its practice in previous years, Starbucks seems to be contained in the expansion alone, unaware of the communication with customers, who have their preferences. Note that the customer changes the taste and preferences are themselves constantly. Therefore, changes in market conditions as well. In this context, Starbucks could monitor changes in customer behavior and market conditions. Thus, in recent months, the performance of Starbucks will continue on a downward trend. It is imperative that the causes of this decline must be identified and measures must be taken. The remedy, however, must be long term, a term that is not short. Although short-term measures are needed to reflect changes in tactics, it is important to set a goal, or that correspond to revise, if necessary, the current goal, the realities of todays business and the future of the company. It was recommended that Starbucks should focus on marketing and improving operational efficiency. Marketing is the missing element in a Starbucks practice in recent years. It is therefor e significant weight given to this area. Apart from that, have the leadership of the company and be transformed. It was recommended that if the leadership of the organization of a certain behavior, characteristics or skills that are necessary to implement the changes that are successful in the organization to accept. Several practices and principles have been described in this document will serve as a guide or reference guide in the practices of leaders and managers of Starbucks. These principles are defined as a product of studies by academics and practitioners in the field of area management, marketing and other economic. It is strongly recommended that Starbucks should implement the change within the organization to maintain the current level of industry and to achieve competitiveness. Reference Abrahamson, E. 2000, Change Without Pain, Harvard Business Review, Reprint, July- August. Bennis, W. and Thomas R. 2002, Crucibles of Leadership, Harvard Business Review, Reprint, September 2002.. Braganza, A. 2001, Radical Process Change: A Best Practice Blueprint, John Wiley Sons, New York. Clark, T. 2007, Starbucked: A Double Tall Tale of Caffeine, Commerce and Culture, Little, Brown and Company, New York. Collins, J. 2005, Level 5 Leadership: The Triumph of Humility and Fierce Resolve, Harvard Business Review, Reprint, July-August. Davidson, M. 2003, The Path to Leveraging Difference: Seeing, Understanding and Valuing Difference, Paper Presented to the Darden Graduate School ofBusiness Administration, University of Virginia Darden School Foundation, Charlottesville, VA. Drejer, A. 2002, Management and Core Competencies: Theory and Application, Quorum Books, Westport, CT. Drucker P. 1954, The Practice of Management, Harper Row, New York. Duck, J. D. 1993, Managing Change: The Art of Balancing, Harvard Business Review, Reprint, November-December. Humphries, E. and Senden, B. 2000, Leadership and Change: A Dialogue of Theory and Practice, Australian Journal of Early Childhood, vol. 25, no. 1. p. 26. Kotter, J. 2007, Leading Change: Why Transformation Efforts Fail, Harvard Business Review, January. Larson, R. 2011, Starbucks a Analysis: Past Decisions Future Options, Brown University Economics Department, Providence, RI. Manz, C., Bastien, D. and Hostager, T. 1991, Executive Leadership During Organizational Change: A Bi-Cycle Model, Human Resource Planning, vol. 14, no. 4. p. 275+. Moore, A. 2007, Starbucks Cut to Sell on Slow Growth, Higher Costs, Market Watch [Online] Available at: http://www.marketwatch.com/story/starbucks-downgradedto- sell-shares-slip?siteid=yhoof [Accessed on july 18, 2012]. Motley, L.B. 2007, Learning About Customer Satisfaction from Starbucks, ABA Bank Marketing, December, p. 43.

Exploration of the Brain in Emily Dickinsons Poem 670 :: Emily Dickinson Poem 670 Essays

Exploration of the Brain in Emily Dickinson's Poem 670 The brain is one of the most complex organs of the entire human body. How many people over the course of time have explored and tried to explain the brain? Even with millions of peoples' opinions of how the brain works, we still do not understand the most intrinsic parts of it. The tricky part is the subconscious. We are able to hide things, even from ourselves, for years. How is it that we can bury so much information that becomes so hard to find? Emily Dickinson understood this concept. She did not understand the way the brain works, perhaps, but without a doubt she did understand that it is able to conceal things from ourselves. "The brain has Corridors-surpassing Material place" (3-4). Surpassing all material things, the brain is past those things. Within the corridors are heaps of information that we sometimes even become unaware of. Something has to be a trigger, to set off a specific corridor in order to bring that information back to mind. Many times this is proven when a person whom has endured abuse as a child is counseled. Psychiatrists have to probe deep into those corridors to retrieve information that the child has willingly or subconsciously buried. So, why was Dickinson so interested in these corridors? Perhaps she was dealing with something of her past and during that time realized how hard it is to retrieve things sometimes. Perhaps she was counseling a close friend or family member and wrote this as a result of that. Perhaps she was studying the brain and became interested in doing research. Perhaps none of these things were the case with Dickinson. Whatever her reason, the poem shows much thought. We go on to read that any ghost meeting at midnight is safer than probing into that abyss called the mind. Why is it so unsafe? Well, what kind of things do we bury deep into our minds? Normally, they are things that we want to forget, painful memories, and embarrassing experiences. Those things can definitely be considered dangerous. If they were not dangerous, why would we bury them in the first place? To illustrate this point, I am going to tell you a story. I am the child of an alcoholic father. I have always lived under dangerous circumstances, and because of this, I have chosen to forget much of my childhood.