Getting the Contract

Pre-negotiation process is as significant as the real contract negotiation. In this regard, the pre-negotiation process provides a platform for the contractor to approach and manage issues affecting the negotiation. A general perception about pre-negotiation is that the process allows the contractor to determine risks associated with committing into a contract.Advertising We will write a custom essay sample on Getting the Contract specifically for you for only $16.05 $11/page Learn More In addition, the contractor determines potential conflicts and consequently resolves them in a pre-negotiation process. From this perspective, the contractor uses the process to prepare for the negotiation by adapting co-operative perceptions and behaviors. However, the importance of pre-negotiation is understood by analyzing the concept’s process. Pre-negotiation stages The first stage in a pre-negotiation process involves participants’ selection. In this r egard, selecting participants who have the authority to make decisions is critical (Druckman, 2001). This is essential as it makes the decision-making process easy. Selecting participants with knowledge and skills on matters pertaining to business contracts is vital. Knowledgeable participants ensure that a negotiation process is valuable to the company. The second stage of the pre-negotiation process involves setting negotiation guidelines. In most cases, negotiations can lead to a conflict and unresolved issues. In this regard, a framework on how negotiation will be conducted requires prior planning (Druckman, 2001). A negotiation framework is critical in reducing risks that may affect the company’s commitment in the contract. Through negotiation guidelines a company benefit by linking its values with other parties. In addition, a negotiation guideline narrows down the scope of the contract. In general, effective negotiation guidelines are a major factor in determining the success of a contract. Setting negotiation agenda is another process that requires preparation before the actual negotiation (Druckman, 2001). In this regard, participants from the negotiating parties are to formulate an agenda using their expertise. This process ensures that a consensus to achieve a common goal is realized before negotiation commences. Moreover, this process ensures that the negotiation does not consume a lot of time. In addition, the pre-negotiation decision to set an agenda eliminates risks and uncertainties associated with the actual negotiation. From this perspective, the company can determine whether the negotiation is valuable or not.Advertising Looking for essay on business communication? Let's see if we can help you! Get your first paper with 15% OFF Learn More A coalition building activity should be a core element of the pre-negotiation process. This activity ensures that the company’s public image is improved. In addition, a coalition building activity ensures that all procedures and legalities are duly followed during the negotiation process. This saves the company from negative legal implications resulting from contract malpractices. From a pre-negotiation process, the company should benefit from an improved relationship with the negotiating partner (Druckman, 2001). This is critical for future business opportunities. Collecting and validating crucial information such as supplier cost and contract value is determined at the pre-negotiation process. Finally, the pre-negotiation process is significant in managing the company’s expectations. Therefore, the company makes the relevant decisions regarding the terms of negotiation, the role of negotiating participants and contract value. Techniques Companies consider government and relative agencies as potential clients (Watkins, Edwards Thakrar, 2002). However, most of the government business deals are associated with bureaucracy, competitiveness and legal i ssues. In this respect, companies require special tactics to win government tenders or contracts. It is important for the company to identify government’s contracting officer. In addition, understanding the authority of the contracting officer is critical prior making any business contact. Familiarizing with the statutes of labor standards is critical since government procurement follows predetermined legislation (Watkins, Edwards Thakrar, 2002). From this perspective, a business company should learn statutes related to labor standards. Such statutes include Contract Work Hours and Service Contract Act. In addition, the company is expected to be conversant with the government’s national and socio-economic objectives. It is critical for the company to avoid using bribes as a way of attaining government contracts. Therefore, familiarizing with contract provisions that foster integrity of government procurement process is necessary. It is advisable for companies to seek conflict resolution from the Board of Contracts Appeal (BCA). It is important to note that conflicts in federal contracts are resolved through BCA.Advertising We will write a custom essay sample on Getting the Contract specifically for you for only $16.05 $11/page Learn More The best way to maintain a good business relationship with the government is by complying with specifications of the contract terms (Watkins, Edwards Thakrar, 2002). Therefore, it is necessary for the company to avoid exaggerations of its capacity to handle government business. Therefore, companies should use production control schedules to ensure the capacity of handling government projects is intact. Scheduling of subcontracts to meet the government contract deadline is advised. Companies should use information technology to improve on service delivery as compared to government way of operations. Mastering electronic commerce offers the government with reliability of outsourcing services to a technology-oriented company. Moreover, it is important for a company to seek experience in government contracts. This can be realized by engaging in contract deals as a subcontractor for renowned government contractors. Consequently, the company can regularly check on Invitations for Bid (IFB) as reported through the various government agencies. It is necessary to conduct a research on previous bids issued by the government. Conducting a research on government’s practices and patterns in issuing of bids to contractors is essential. References Druckman, D. (2001). Turning Points in International Negotiation A Comparative Analysis. Journal of Conflict Resolution, 45(4), 519-544. Watkins, M., Edwards, M., Thakrar, U. (2002). Winning the influence game: what every business leader should know about government. Hoboken, NJ: John Wiley Sons. This essay on Getting the Contract was written and submitted by user Audrina Henson to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Failed Products Essays

Failed Products Essays Failed Products Essay Failed Products Essay In today’s ultra-competitive business environment, it is not only important to have a good product, but also to avoid making stupid mistakes. The history of business is full of examples of very promising products and services that have resulted into catastrophic failures. What are then the main factors to take into account in order to avoid turning a good product into a big failure? Factor 1: Too many upgrades may ruin your product If you improve a product enough times, you will eventually ruin it. Do not forget that products are created and sold to fulfil an existing need. Upgrading a product usually involves adding more features, but at what cost? Many times the initial purpose of the product is lost in the upgrading process, which results into losing market share: what is the use of a product that does not fulfil a need any more? Factor 2: Simplicity sells The most successful products are not the ones with the most features, but the ones that do what end-users want them to do. In the era of the information technology, consumers are well aware of the different choices they have and are much more educated. If you do not give customers exactly what they want, they will find someone else who does. : Consumers do not want to pay a premium for additional features that they will never use, especially during an economic downturn. Factor 3: Do not push a product to meet deadlines if it is not ready In many situations, managers would push a product so it is on the market just in time for the holiday season. The risks associated with pushing a product to meet a deadline even if the product is not ready or not 100% tested are immense. Quality matters: you would be sacrificing long-term benefits for small short-term gains and you would also put your firms reputation at stake. Remember that brand image is shared among your whole product portfolio, so all your products will suffer the consequences of one single product turning into a complete failure. Factor 4: Marketing is not only useful in the last stages of product development Everyone in a company can have an opinion on whether a product will be successful or not, but the marketing department should have the last word in that matter. A common mistake CEOs make is to think that the marketing division should only be involved in the last stages of product development (PR, advertising, etc). But customer insight and specific training in identifying consumer trends re the core capabilities of the marketing division. In other words, CEOs should let the marketing division decide what sells and what does not, since they have been trained specifically for that. Factor 5: Feedback and improvements are about quality, not about quantity. In the design and development stage of a product, having too many people work ing on improving the product may be counter-productive. Coordination and communication are extremely important; the more people working on the product, the more difficult it will be to have everyone working in the same direction and pursuing the same goals. Factor 6: Cut the bullshit in PR and Marketing Press releases and advertising campaigns have only one purpose: deliver a message. Press releases and ads should be clear and to the point. If it is possible to create some positive emotions around your product, so much the better, but the top priority is that everybody understands what are you selling, what is the need your product is fulfilling, and why is your product the best alternative available

US History Essay Example | Topics and Well Written Essays - 500 words

US History - Essay Example For instance, â€Å"American values, traditions, institutions, interests, and aspirations increasingly diverged from those of England†. The bitter memories of suffering in the hands of British redcoats during the war had also helped induce a feeling of camaraderie among the Americans. To add to this growing divide, King George II and later King George III were indifferent and arrogant in their attitude toward the colonials. The Americans were also intent on vengeance for the excesses committed against them by the redcoats in the form of â€Å"extortion of supplies, homes and men† during the war. Moreover, as the Crown was in heavy debt after the war, it imposed an array of taxes on Americans, which the latter found unacceptable. The seeds for the American independence that were sown during the French and Indian War gained momentum after the conclusion of the war in 1763. American colonials were growing indignant due to the barrage of new taxes that were imposed on them by the British crown. The public unrest was understood by its leaders, who responded according to the dictates of their conscience. The political and intellectual culture in America during and after the year 1763 is a primary factor in the success of the revolution. For example, the literate and well-read populations of colonials were presented with the case for an independent America. They communicated to the colonials the necessity to fight for their rights and freedom from oppression. To quote, â€Å"From 1763 through 1775, 43 newspapers across the colonies deepened feelings of outrage among ever more Americans by publicizing an ever-expanding litany of the Crowns abuses of power. Printing presses cranked out thousands of copies of hundreds of books, pamphlets, sermons, and broadsides whose authors boldly condemned the Crowns violations of the British "Constitution" and the rights of all Englishmen. During those dozen years,

Chinese tea art from the Tang dynasty until recent times Essay

Chinese tea art from the Tang dynasty until recent times - Essay Example The essay "Chinese tea art from the Tang dynasty until recent times" discovers The development of Chinese tea art from the Tang dynasty until recent times in China or overseas. In China, tea came to be developed in a very funny manner. It started from the initial perception that the forefathers had about tea. Their understanding about tea was very different from the way that it is understood today. This perception originated from the agricultural god who was also known as Shannon. He was the inventor of Chinese medicine. He is also the foundation upon which the five cereals were discovered as well as the variety of herbals that are able to cure a broad range of human diseases. This god was able to do this through the engagement in tasting the varied range of herbal substances in order to master the different characteristics of the herbal medicines. As a result, he was poisoned more than seventy times on every day. However, he was able to be detoxified through the accidental eating of tea leaves. The different ways with which tea was taken were closely related to the way through which it was discovered. Tea leaves were later developed into a famous beverage subsequent to the long application process. This was during the period within which it was used as a food, medicine as well as a sacrificial offering. The Tang Dynasty is a very important period in the history of China due to its function in the expansion of the feudal society in China. This provided social conditions that were excellent for making tea.

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

Art History Final Paper - Essay Example There are motif of sculptures designed on the railings and the gates of the Stupa. There are representations of the lord Buddha through footprints, thrones and wheels. There is a command in the grand view of the Buddhist monument. There is a depiction of the beginning, development and decay of Buddhist architecture in the third century1. The Buddhist monarchy event was signified by the stupid in sachem. The emperor of Osaka had a religious establishment in Sanchi during his marriage as he built the monolithic pillar. This depicted the zeal of Buddhism in the emperor. The quietude provided a conducive atmosphere for meditation marking the prosperity of the establishment of Buddhism. Sanchi ensured a fulfillment of the conditions fit for the establishment of the Buddhist life. The Stupa was regarded as a symbol of the characteristics of Buddhism and fostered the prevalence of Buddhism in the region of Sanchi. The Stupas was associated with Buddhist in the region as it marked representations of the key factors the religion. A Stupa refers to a physical monument for memory of enlightment in the present space and champions for the enlightment in ten directions. The process includes skillful procedures there is a complete transformation of the environment through the compassionate energy through the interaction with different elements on the earth surface. The Stupas recognizes the enlightened nature in the present life. Stupas represent the Buddha in three forms including the speech, body and mind. The path of enlightment is represented by every part of the Stupa. Enlightment is the ultimate goal of life as represented by Stupas. A Stupa in the context of Buddhist is a physical representation of high regards by the Buddhists during the seventh century. What and where is the silk road? There are three main periods when the Silk Road was most active. What were these? Go the Met and see the Global

Work Life Balance Programs Cost Or An Investment Management Essay

Work Life Balance Programs Cost Or An Investment Management Essay Work-life balance programs are fast gaining popularity in developed countries, even though they are viewed as novelties in Malaysia. Work-life balance programs can be defined as any benefits, policies or programs that help employees find ways to manage the demands of the workplace and life outside work (Ortega, 2006) or strategies, policies, programs and practices initiated and maintained in workplaces to address flexibility, quality of work and life, and work-family conflict (Bardoel et al, 2008). In other words, work-life balance programs are designed as a two pronged approaches to achieve meaningful achievement and enjoyment in everyday life (Joshi et al, 2002). There are many forms of work-life balance programs such as flex-time, child-care facilities at work, gyms and concierge services and paid vacations. Many reasons are cited for the introduction of work-life balance programs at the workplace, the most common being that it increases productivity as well as employee loyalty. While these are all valid justifications, the costs of having work-life balance programs should not be ignored. Therefore, do the benefits of work-life balance programs outweigh the costs? Going further, should these programs be considered a cost or an investment to the firm? While it may be easier to estimate the returns on investment of a project, it is difficult to financially quantify the impact of work-life balance programs. Thus, companies have to resort to a series of performance measurement tools that are indirectly related to financial return. The best performance indicators are in terms of human resource management. One of the benefits of work-life balance programs can be seen through recruitment. Successful work-life balance programs are powerful marketing tools for attracting new employees who are drawn to the company not just for good remuneration, but other perks too. Work-life balance programs also help to create a better relationship between employer and employee that can be mutually beneficial. One of the main sources of workplace stress is unreasonable demands made on employees time. Thus, programs that assist employees to better manage their time lead to greater job satisfaction. This is evident in the healthcare industry where employees have to work alternative hours in a very stressful and emotionally draining environment. Work-life balance programs in the healthcare industry like wellness programs and child care facilities bring balance and perspective to the lives of employees (Ortego, 2006). This leads to greater productivity, lower job turnover and absenteeism, greater esprit-de-corps and more loyalty towards the employer. In terms of operating costs, retaining employees reduces the cost of training new employees and the time it takes to train new staff to be competent. In fact, there is some evidence to support the argument that compan ies that offered work-life balance programs outperformed those that did not (Joshi et al, 2002). To evaluate if such programs are good investment, we need to examine them from three metrics, which are efficiency, effectiveness and impact (Bardoel et al, 2009). Efficiency metrics are those that measure the cost of work-life balance programs to ascertain the return on investment (ROI). Effectiveness measures are those that indicate how work-life balance programs affect the capacity and actions of employees in targeted talent pools. The third type of measure concentrates on the real impact of work-life balance programs on organizational performance by measuring the value added to an organization by a work-life balance program. Interestingly, research has found that managers often collect data on efficiency, but not on effectiveness and impact factors. This is a major limitation because efficiency measures do not reveal the value added to such programs. The second group of metrics termed effectiveness metrics, assess the outcomes related to the intended effects on individuals of work-life balance programs, for example through employee satisfaction surveys. Again, surveys are useful but they do not gauge whether such programs have positively impacted performance. Though financial ratios such as ROI are typically used to assess core competency, it should be remembered that ROI focuses on financial indicators whereas work-life balance programs use non-financial indicators. Impact metrics measure the ability of work-life balance programs to improve the quality or availability of a particular talent pool, for example to achieve competitive advantage by lowering absenteeism and turnover. To illustrate this cost versus investment dilemma, let us examine three types of work-life balance programs childcare, office gymnasium and flexible work hours. Childcare facilities are provided to entice workers from dual-income households where both parents work. There are many forms of childcare facilities such as in-house child care facilities, after school programs, subsidized child care, and referral services. The main benefit of having such a facility is to help employees cope with the demands of caring for their young children and their jobs and reduce stress among employees as they are assured about the safety of their children (Ortego, 2006). When employees are happy and well-adjusted, it is believed that they become more productive and can contribute more to the company. Other fringe benefits include tax reliefs and exemptions to employers (Deery, 2008), though this is only available in a few countries. On the other hand, the costs of maintaining such childcare facilities are numerous. They include the cost of setting up the facility, the cost of employing qualified staff to care for the children and other operating costs. Also, there is no empirical evidence to support the argument that such facilities promote productivity (Michel et al, 2009). In some cases, the employee might spend more time at the childcare facility instead of at work. In addition, it is almost impossible to quantify the ROI of a childcare facility. Another popular form of work-life balance program is the office gym. A gym is provided because it is believed that exercise promotes good health and reduces job stress. In turn, healthy employees are more productive and there are fewer cases of absenteeism due to poor health (Stimpson, 2008). However, running a gym is potentially expensive. Equipment must be bought, a special room must be prepared and in some cases, physical trainers must be employed. Setting up an office gym must also be done with caution as not all employees would enjoy working out to keep fit. Some may prefer other forms of exercise like swimming, jogging or playing tennis or some may not bother to exercise at all. Hence, it would be a waste of resources to set up a gym when few employees utilize it. There must be proper rules as to when the gym can be used to avoid abuse. In addition, if the gym is open beyond office hours, the cost of operation must also be considered. Finally, the cause and effect relationship of setting up an office gym and increased productivity are largely conjectural. The third type of work-life balance program mentioned earlier is flex-time. This is a form of work schedule that allows employees to select the hours they will work, for example a condensed work week or a shift (Deery, 2008). Flex-time is particularly attractive to those who have to juggle work with other demands like caring for aged parents or looking after young children if childcare facilities are not provided at the workplace. Flex-time is also beneficial for the company in terms of decreasing overhead costs. If employees work different schedules that do not overlap, equipment such as computers and desks can be shared. Companies that do business with firms in different time zones will also benefit as they are able to operate for longer hours and do not have to pay overtime Bourne et al, 2009). Nevertheless, there are some problems associated with flex-time including difficulty of communicating with employees who work outside regular office hours. There are also concerns about sta ff abusing flex-time. If the flex-time schedule is not structured properly, it could lead to the office being staffed sparsely during peak hours (Burke, 2005) and this is unacceptable. In conclusion, from a purely financial perspective, it would appear that work-life balance programs are more of a cost than an investment to the firm. These programs rely on qualitative measures to estimate their success whereas investments rely on quantitative indicators and attempting to reconcile both is problematic to say the least. However, it would be unfair to dismiss work-life balance programs as facile and unprofitable. Just because something cannot be measured with crude financial instruments does not mean it does not exist. The benefits of work-life balance programs on the happiness and well being of employees are well documented. When employees are happy, they become more productive and this ultimately benefits the organization. Therefore, companies should adopt work-life balance programs as long as they are not a severe financial burden. Question 2 Do you think work-life programs can increase retention? Why or why not? How could you assess whether such a program were a good investment? One of the key reasons cited for the proliferation of work-life balance programs is that they contribute to increased retention of employees. Before we answer how work-life balance programs do so, we first need to examine some of the key reasons for employee turnover. It is widely acknowledged that conditions at the workplace affect job turnover. There are many reasons why employees quit because of conditions at the workplace such as long hours, conflict with colleagues and superiors, lack of appreciation shown by employers and unclear job descriptions. For example, long hours at work and increased work intensity both contribute to adverse physical and psychological conditions and lead to negative family functioning (Burke, 2005). Workplace stress can be caused by long working hours, excessive workloads, weekend duties, inadequate physical activity and an unhealthy lifestyle. All these lead to a reduction in the quality of health. When employees are severely overworked and excessively strained, they experience symptoms of fatigue, depression, musculo-skeletal pains, sleeping disorders and an increase in chronic diseases (Tsui, 2008). When the situation becomes too stressful, employees leave their jobs, even opting for those that pay far less but involve less stress. If workplace stress is prolonged, it leads to burnout. Lee and Shin (2005, cited in Deery, 2008) examined the psychological dimensions of job burnout and concluded that it consisted of three components namely emotional exhaustion, depersonalization and diminished personal accomplishment. Burnout is potentially fatal as it increases the risk of coronary diseases, stroke and suicidal tendencies. Employees who lack time to spend with their family or maintain a social life are more likely to be emotionally exhausted, which impact negatively on their job satisfaction and eventually cause them to leave their organizations (Karatepe and Uludag, 2007 cited in Deery, 2008). The following diagram illustrates the relationship between stress and how retention can be improved by work-life balance programs: (Source: Deery, 2008) Also, employees quit their jobs because of dissatisfaction. The top reason why Americans leave their jobs is because they do not feel appreciated (Ortega, 2006). This dissatisfaction may stem from having inadequate job descriptions and unreasonable demands made by employers. Some may be insufficiently trained to perform their jobs or lack sufficient re-training when their job description changes. To compound the matter, there is no assistance for employees when they encounter technical problems when their jobs change and management is indifferent to their plight. All these contribute to stress and increased dissatisfaction with work. Obviously, remuneration is another factor that leads to job dissatisfaction. Employees become unhappy with their jobs when they feel they are inadequately compensated for their efforts based on comparisons of the remuneration of their peers within the organization or within the industry. In the absence of other benefits that work-life balance programs of fer, there is little incentive for employees to remain within a company if they can earn more elsewhere. Female employees are faced with additional problems that their male counterparts do not experience. Despite advances in promoting equal rights for women at the workplace and the gradual acceptance that the traditional roles of both men and women have and need to evolve to reflect the changing times, female employees still feel they have to shoulder the traditional burden of being the perfect housewife and mother, in addition to proving that they are as capable as men at the workplace. Therefore, women are more vulnerable than men to suffer from stress caused by the conflict of managing the roles of employee, wife and mother (Michel et al, 2009). Often, it is because the workplace is inattentive or even hostile to the problems faced by female employees that compel them to leave the workplace when they start a family or when the demands of their family changes. These are some of the primary causes of employee turnover. High turnover is unacceptable, particularly amongst skilled or knowledge-based workers. Particularly in western countries which have declining birth rates and a tendency for job-hopping, the need to retain key staff is essential. Retaining existing internal resources such as good staff, is crucial to maintain an organizations success (Bourne et al, 2009). High employee turnover breaks the continuity of operations and this will adversely affect efficiency. For instance, when an employee leaves, there is bound to be a break in service until a qualified replacement is found and trained. High staff turnover can foster a culture low in morale and loyalty. From a financial viewpoint, there are two major costs associated with turnover which are replacement costs and preventative costs. Replacement costs are the costs of recruiting, selecting and training replacements; loss of output or efficiency during this process; possible wastag e; spoilage and efficiency due to inexperienced staff (Burke, 2005). On the other hand, preventative costs are the costs of retaining staff through pay, benefits and work-life balance programs. Hence, there is greater pressure for employers to strike a balance between eliminating unproductive employees and formulating new and innovative ways to attract and retain talent. There is some evidence to support the postulation that work-life programs can increase retention, provided that the main cause of workplace stress is juggling work-life balance (Osif, 2009 and Joshi et al, 2002). One, work-life balance programs like wellness and physical fitness programs help reduce the symptoms of stress and promote greater physical health. On the other hand, counseling and support groups help employees to manage their stress. While it is impossible and perhaps not desirable to eliminate all forms of stress at the workplace, such programs can contribute a great deal in managing negative stress. When employees are better able to cope with the demands of the workplace, they are less likely to suffer from burnout and less likely to leave. Secondly, work-life balance programs like flex-time are much welcome by working mothers and employees who may want to further their studies and work at the same time. Additional flexibility in terms of working hours will ensure that employees are not compelled to leave because they cannot work the traditional office hours. This will lead to greater retention. Thirdly, in a bid to retain the best and brightest, companies have to resort to novel ways such as work-life balance programs. Assuming that remuneration is similar between two companies, additional perks will go a long way to making a company the desired place to work. Even if a company offers slightly less salary than its competitors, some employees will be enticed to remain there because of the programs and fringe benefits others do not offer. Finally, companies need to show that they value their employees who often have to sacrifice so much for work. While the traditional viewpoint is to provide financial incentives, very often it is the non-financial gestures that make employees feel valued. For example, having office parties or company vacations may be more personal and sincere gestures to show appreciation when the company performs exceptionally well rather than just provide generous bonuses. In that sense, work-life balance programs can be viewed as the minor intangibles that collectively show whether the employee is valued or not. On the other hand, having work-life balance programs does not alleviate an employees woes if they are caused by other stress factors. For instance, if unhappiness at work is because of lack of sufficient training, then overcoming it would be to provide the necessary training. Findings suggest that training quality is positively related to training satisfaction, job satisfaction and the intention to stay in the company. Thus, this type of training is important as a means of retaining employees. In addition, there is no guarantee that such work-life balance programs will increase retention. No substantial longitudinal study has been conducted to ascertain the effectiveness of such programs in leading to long-term retention of staff, and the costs may outstrip the advantages in the long-run, particularly when the economy is bad and the company needs to cut expenses. In conclusion, there is some evidence that supports the notion that work-life balance programs can increase retention (Turner et al, 2009). Introducing flexible working hours and arrangements, providing better training, breaks from work and better work support all enhance employee retention by resolving some of the work-life conflicts faced by employees. Nevertheless, these programs can only be regarded as good investments if they are proven to improve retention of quality staff in the long term and contribute to the overall profitability of the firm. Question 3 Besides flextime arrangements, wellness programs, child-care options and fitness centers, describe three other common mechanisms to improve employees motivation and retention. Present steps to implement such mechanisms in a typical organization. A company can motivate employees through work-life balance programs. Apart from the ones described earlier, other programs like sabbatical leave, paternal leave and work naps are some of the other mechanisms that can improve employees motivation and retention. While sabbatical leave is normally associated with academic institutions, the scope of sabbatical programs is quite extensive, but basically they provide unrestricted time away from work so that the employee can do what he or she wants. For example, the employee can opt to take sabbatical leave to learn how to paint, travel extensively abroad or for further education. Sabbaticals are viewed as a means to allow critical talent time to recharge and people generally return supercharged and more productive than before (Pagano and Pagano, 2009). Basically, there are three defining characteristics of sabbatical leave. One, the time away is planned. Two, it is extended generally for at least four weeks with some firms offering up to three months and three, the employee is expected to return after the break. There is some psychological basis for providing sabbatical leave. Such a work-life balance program is viewed as a form of work motivation. Specifically, it fulfils Maslows Hierarchy of Needs theory. According to Maslow, needs are arranged in a hierarchy from the most basic to the highest level (Baron, 1998). There are five hierarchies of needs which are (in ascending order) physiological needs (the need for food, water and sleep), safety needs (need for security), social needs (need to belong), esteem needs (the need to develop self-respect) and self-actualization needs (the need for self-fulfilment). Therefore taken in this context, taking a sabbatical leave to fulfil a longstanding desire is a form of self-fulfilment that will ultimately benefit the individual. However, employers generally tend to negatively view sabbatical leave of this nature as an indulgent form of fantasy and a waste of both time and money to the company. Yet, harbouring unfulfilled desires will adversely affec t productivity as the employee will feel frustrated. In addition, even the best job can seem monotonous after a while and sabbatical leave should be viewed as a way of gaining fresh perspective and overcoming work fatigue. There are some problems when instituting sabbatical programs which is why companies tend to avoid them. The first problem is lack of top management support. Top management must see the merits of such a program to implement it successfully. Secondly, there is a problem of scheduling. Too many employees taking sabbatical leave at the same time is a serious threat to business, especially during busy seasons. From the employees viewpoint, sabbatical leave can be problematic in two main respects. One, the employee may be worried that if he or she is away for too long, the company may decide that it can do without them. Two, returning to work after a lengthy sabbatical can be very stressful and intense since there will be a lot of unfinished work to attend to (Turner et al, 2009). However, sabbatical programs can be successful if well implemented. First, the company should determine the objectives of such a program, be it to re-energize employees, attract new employees or improve work culture. Two, the company should study the market to see what other companies are offering to come up with better programs. Three, employees should be involved in the decision making process to gain their input and insights. Four, the program should be developed by preparing a sabbatical leave policy. This should include support documents like departure checklists, timelines and scheduling requirements. Five, the program should be piloted to ascertain its effectiveness and adjusted if necessary (Pagano and Pagano, 2009). Frederick Herzberg developed a theory of motivation called the Two-factor theory that is similar to Maslows Hierarchy of Needs. According to Herzberg, job satisfaction and job dissatisfaction acted independently of each other (Baron, 1998). Hence, there are factors at the workplace that cause job satisfaction, whilst there are other factors that cause dissatisfaction. The positive satisfaction factors are collectively termed motivators. These include recognition of a job well done, a sense of achievement and personal growth. Hence, they reflect Maslows hierarchy of needs. However, Herzberg describes another set of factors called hygiene factors. Hygiene factors do not provide positive satisfaction such as company policy, and working conditions, but their absence could cause dissatisfaction. Therefore, work-life programs can be regarded as hygiene factors, the absence of which causes job dissatisfaction. While it is common for most companies to provide paid maternity for their female employees, few in Malaysia extend paternity leave to male employees, though it is common practice in Scandinavian countries. This is a fringe benefit that is being increasingly sought after by more and more employees. As the traditional roles of men and women evolve, more fathers now want to have a more hands-on approach to parenting. This means being with their wives during childbirth and tending to the needs of mother and child during the crucial period following birth. The Family and Medical Leave Act in America allows for a minimum of 12 weeks paid paternity leave while those in Scandinavian countries allow leave to be extended for up to three years (Joshi et al, 2002). While it is unlikely that Malaysian fathers will want to take such a long time off from work, more would like to spend a week or two with their recuperating wives and new infants. Therefore, providing paternity leave acts as a form of motivator to encourage male employees to remain with the company (Robbins and Judge, 2007). Implementing paternal leave at the workplace should not be too difficult as the procedure is similar to maternity leave. Hence the same documents for record keeping can be used. Taking a nap at work would seem extremely unprofessional and unproductive. Yet, some researchers conclude that taking short naps at work, termed power naps may actually increase alertness and productivity. The scientific argument in support of power naps is that it is designed to replenish down time during out circadian rhythm which normally occurs during the afternoon. Some of the benefits of power naps include increased memory, response time and cognitive skills. Taking power naps may be linked to the drive theory which is a theory of motivation that suggests that behavior is pushed from within by drives stemming from basic biological needs like sleep (Baron, 1998). The problems associated with permitting power naps at the workplace include the duration of the nap, scheduling and top management support. It is generally believed that a power nap of fifteen to twenty minutes is sufficient to yield the abovementioned benefits (Robbins and Judge, 2007). Anything longer than that will result in the employee falling into deep sleep which would result in sleeping difficulty at night. However, the company must decide when it is permissible for employees to nap. Some allow employees to nap during their lunch break while others prepare a schedule. While it is not necessary to prepare special sleeping areas since employees are perfectly capable of sleeping at their desks, it is important to ensure that such naps do not interrupt the flow of work. Customers must also not see employees napping as it would create a negative perception of the company. However, if implemented correctly, power naps may be amongst the cheapest and most beneficial forms of work-life balance programs. In conclusions, these are but a few examples of the many work-life balance programs that can be designed to provide motivation and improve retention of employees. Deciding on which to choose will depend on the size and nature of the organization, its work culture and the target benefits of such programs. Top management should keep an open mind about these initiatives for if conducted in the correct manner, the desired results can be obtained.

MRSA infection in neonatal intensive care units

Methicillin-resistant S. aureus strains increased in the U.S. from 2.4% in 1975 to 29% in 1991. Once established, MRSA is very difficult to eradicate. One of the biggest challenges is preventing cross-transmission of these organisms. Certain patients are more prone to infection and colonization by MRSA, and neonates in NICUs are a high-risk group (Finkelstein, 1999, 24). Risk factors for acquiring MRSA include prolonged hospitalization; a stay in an ICU or burn unit; previous antimicrobial therapy; surgical site infections; and exposure to colonized or infected patients. The majority of MRSA infections in neonates are primary bacteremias and pneumonias. MRSA infections have also been associated with increased morbidity and mortality, and greater hospital costs than those due to methicillin-sensitive Staphylococcus aureus (MSSA). Why are neonates more prone to MRSA infection? With regards to skin infection it has been shown that an infant's gestational age has a great impact on epidermal barrier function as measured by transepidermal water loss. Preterm infants younger than 28 weeks show decreased functioning of the epidermal barrier, placing them at risk for cutaneous bacterial infection (Kalia, 1998, 323). The skin barrier attains full function, similar to adult skin, by 2 to 4 weeks of age but can take as long as 8 weeks in extremely premature infants. Mandel et al. (2004, 161) conducted a retrospective analysis of the role of cutaneous abscess in sepsis. They found that in 22% of the newborn infants with nosocomial sepsis, cutaneous abscess was the underlying cause. Additionally, their immune systems are underdeveloped, with white blood cells-neutrophils in particular-moving more slowly than adults'. It's suspected that neonates become colonized with S. aureus soon after being placed in a nursery, with the umbilical stump as the site of initial colonization. Factors identified with MRSA outbreaks in NICUs include high infant-to-staff ratios and infection transmission through hand carriage by health care workers (AAP, 1997) Spread of MRSA Infection and prevention MRSA is found on the anterior nares, groin, and perineum, S. aureus is a normal part of the body flora. It's also a common pathogen, causing major infections in both compromised and uncompromised patients. The normal immune response of the body can overcome any MRSA attempt to infection, but in the intensive care due to reduced immune response, and bacterial resistance, these organisms van create havoc. In a report from Australia quoted by Park (2007, 26-27), it was shown that from 1992 to 1994, methicillin-resistant S. aureus (MRSA) infections caused only 8% of staphylococcal infections but from 1995 to 1998, there was an outbreak of MRSA infection in two Melbourne hospitals. Methods to halt the spread of MRSA outbreaks include reducing overcrowding and improving staffing patterns, treating umbilical cords with triple-dye, and bathing full-term infants with hexachlorophene. But unless strict adherence to infection control is maintained, it is not possible to control this infection. Handwashing is most important. The American Academy of Pediatrics recommends that neonatal nursery staff perform a three-minute handwash at the start of each shift, cleansing up to the elbows with an antiseptic soap and sponge brush (AAP, 1997). Infected neonates should be placed on contact precautions. Here the infant must be handled with gloves, and if possible, depending on the spacing available and the acute status of the infant, they should be assigned to isolated chambers (Larson, 1995, 259, 262). Hitomi etal (2000, 127), advocate the use of mupirocin as a nasal spray to control nasal carriage of MRSA in the hospital staff, which act as the greatest source of spread of this infection. Effects of Nosocomial MRSA infection According to the NNIS (2002), In 2000, 55.3% of S. aureus isolates causing nosocomial infections among patients hospitalized in intensive care units in hospitals reporting to the National Nosocomial Infection Surveillance System were resistant to methicillin. Nambiar etal(2003, 224) give an interesting account of the complications MRSA can cause in an intensive care setting. They describe an outbreak of MRSA, in which neonates had meningitis, blood stream infection (with its complications – soft tissue abscess, shock and a right atrial thrombus, suppurative thrombophlebitis, osteoarthritis of the distal femur and knee joint). Masanga (1999, 169) reported colonic stenosis after MRSA enterocolitis. The predisposing factors for neonatal MSSA enterocolitis include breast feeding from a mother with staphylococcal mastitis,an indwelling feeding catheter   and malnutrition. The clinical picture of MSSA enterocolitis in the neonate is characterized by acute onset of diarrhea and ileus. Necrotizing enterocolitis. intensive care including mechanical ventilation, indwelling feeding catheter, the use of antibiotics, the delay of feeding causing the lower acidity of gastric contents, hypoactive peristalsis and the change of bowel flora, conditions similar to those seen in postoperative patients most likely predisposed to abnormal MRSA growth and resultant enterocolitis. toxic shock syndrome (combination of erythema and thrombocytopenia, low-positive C-reactive protein (CRP) value, or fever), (Richtmann etal, 2000, 88-89, Takahashi, 2003, 234-35). Effect on parents The illness in the neonate is a great source of stress to the parents. Not only is the child separated from the mother, which leads to anxiety for the mother, and nursing problems. There occur problems of lactation, with breast engorgement and galactorrhoea. In addition, the mother is at a greater risk of catching infection from a septicemic child with pneumonia and exanthemas. Skin infection can spread via contact. Thus parents are at an increased risk from a child affected with MRSA infection. Treatment Prevention is the best treatment. This infection can be rapidly fatal in the neonates, particularly the preterm infants. Prompt recognition of the symptoms and active measures to prevent spread can reduce the morbidity and mortality. Cultures should be obtained for susceptibility determination in any child with a presumed S. aureus infection that is moderate to severe. The choice of empiric therapy, before susceptibility testing, and the choice of definitive therapy will depend on the local antibiotic resistance patterns, the tissue site and severity of infection, and the toxicity profile of the antibiotic. Vancomycin has been the traditional antibiotic employed for the treatment of MRSA pneumonia. It has been found, however, that problems with lung tissue penetration may limit the effectiveness of vancomycin   Similarly, daptomycin has been shown to have limited activity for pneumonia due to limited lung penetration and inhibition by surfactant. Linezolid has also recently been evaluated as a specific treatment for MRSA pneumonia, and found to have good lung tissue penetration capability (Bradley, 200575-77) Conclusions MRSA infection in the neonatal intensive care setting is associated with exceptional morbidity and mortality. Preventive measures are the key to victory against MRSA. Each unit has to chart out effective protocols of infection control and adhere to it with a strong will. References 1 Finkelstein LE etal(1999MRSA in NeonatesAm J Nurs, Volume 99(1).January.24 2   Kalia YN, Nonato LB, Lund CH, et al(1998) Development of skin barrier function in premature infants. J Invest Dermatol; 111:320-326 3 Mandel D, Littner Y, Mimouni FB, et al.( 2004) Nosocomial cutaneous abscesses in septic infants. Arch Dis Child Fetal Neonatal Ed; 89:F161-F162 4 American Academy of Pedaitrics and American College of Obstetricians and Gynecologists (1997)Guidelines for Perinatal care, 4th ed. Elk Grove Village, IL, The Academy, 5 PARK CH etal(2007). Changing trend of neonatal infection: Experience at a newly established regional medical center in KoreaPediatr Int, Volume 49(1).24–30 6 Larson, E. L(1995). APIC guideline for handwashing and hand antisepsis in health care settings. Am.J. Infect.Control 23:251-269. 7   Hitomi S, Kubota M, Mori N, et al(2005): Control of methicillin resistant Staphylococcus aureus outbreak in a neonatal intensive care unit by unselective use of nasal mupirocin ointment. J Hosp Infect; 46: 123–129 8 National Nosocomial Infections Surveillance (NNIS) System Report. Data Summary from January 1992 to June 2001. Issued August 2001. Available at: http://www.cdc.gov/ncidod/hip/NNIS/members/members.htm #nnisreports. Accessed Mar 5 2007 9   Nambiar S, Herwaldt LA, Singh N (2003). Outbreak of invasive disease caused by methicillin-resistant Staphylococcus aureus in neonates and prevalence in the neonatal intensive care unit. Pediatr Crit Care Med, Volume 4(2).220-226 10 Masanga K etal (1999). Colonic Stenosis After Severe Methicillin-Resistant Staphylococcus Aureus Enterocolitis In A Newborn. Pediatr Infect Dis J, Volume 18(2).169-171 11 Richtmann R etal.(2000) Outbreak Of Methicillin-Resistent Staphylococcus Aureus (Mrsa) Infection On A Neonate Intensive Care Unit (Nicu): The Key Role Of Infection Control Measures. Am J Infect Control, Volume 28(1).February 88-89. 12 Takahashi N (2003). Neonatal toxic shock syndrome-like exanthematous disease (NTED). Pediatr Int, Volume 45(2).233–237 13 Bradley JS (2005). Newer antistaphylococcal agents Curr Opin Pediatr, Volume 17(1).71-77                           

A Psychological Review of The Yellow Wallpaper

Mental health problems surround each and every person, and it is up to each person to cope in their own ways, in order to reduce the pain that they may feel. Psychological criticisms look at the mind and the behaviors of the characters throughout the story. In â€Å"The Yellow Wallpaper†, by Charlotte Perkins Gilman, the protagonist suffers from mental health problems, and not only must cope with this, but must also cope with her husband and the environment he has placed her in to facilitate her rehabilitation. Gilman depicts a husband trying to cure his wife of her depression by letting her rest alone, however, this has the opposite effect by further exacerbating her illness and her psychosis. Her environment, with the yellow wallpaper, can be seen as the reason for this mental decline by looking at her illness, coping styles and the symbolism throughout the story. Gilman presents the protagonist as a woman whose mental health is declining throughout the entire story, and whose illness has developed into something far more serious than it was originally. Depression can be seen in the narrator’s case through journal entries such as, â€Å"I cry at nothing, I cry at everything† (491). Through the several mentions of a baby, and the narrator as being unable to care for this baby, it seems as though the hysteria to which her husband was referring could be due to postpartum depression. Although it makes the unnamed narrator nervous to not be able to take care of the baby, she eventually sees that it is far better this way, when she says â€Å"I never thought of it before, but it is lucky that John kept me here after all; I can stand it so much easier than a baby, you see† (489, 492). If the narrator’s illness began as a case of depression, it certainly develops into something far more serious. Through her journal entries, her hallucinations or visualizations of other women in the yellow wallpaper can be seen. â€Å"Sometimes I think there are a great many women behind, and sometimes only one, and she crawls around fast, and her crawling shakes it all over,† depicts the narrator as seeing women, not only in the wallpaper, but also outside in the garden (495). These hallucinations, along with her bvious preoccupation and obsessive nature towards the yellow wallpaper as the sole topic in her journal entries, can be seen as development into a case of schizophrenia. Freud’s theory of the personality being divided into the conscious and the subconscious mind can also be addressed within this story. Through the language Gilman uses when the narrator begins to tear down the paper, â€Å"I pulled and she shook. I shook and she pulled†¦Ã¢â‚¬  (4 96), the struggle between the conscious and subconscious can be seen. As well, the personification of the wallpaper through this language, such as when she is beginning to rip it down and â€Å"it enjoys it† and â€Å"shrieks† (496), can further demonstrate the psychosis to which the narrator is going into. Through Gilman’s use of plot and language, it is seen that the narrator’s mental health is declining every day even if she, or her husband, does not notice it; different coping styles are used in order to deal with this evident mental decline. From a psychological perspective, there are many coping mechanisms that can be used when dealing with mental health problems or issues, and in the story, â€Å"The Yellow Wallpaper,† there are different views towards these different coping strategies. John, the narrator’s husband, believes that the narrator, suffering from â€Å"temporary nervous depression,† should be â€Å"forbidden to ‘work’,† while she believes that â€Å"congenial work, with excitement and change, would do me [her] good† (487, 488). There are also differences in the attitudes towards the narrator writing in her journal. For many people, writing or doing other creative activities, can be an excellent coping strategy, however, this is not what John thinks; as the narrator says; â€Å"he hates to have me write a word† (489). The unnamed protagonist writes despite the objections to her doing so, as it creates an outlet for her and â€Å"it would relieve the press of ideas and rest me† (490). Through this alone, the difference in coping styles can be seen. There is also a difference in how the husband and wife deal with the wife’s illness within themselves. Freud contended that there are many defense mechanisms that humans use to cope with their own problems, such as repression, regression, denial and suppression. Throughout the story, both the narrator and John use these defense mechanisms. At first, the narrator can be seen as displaying repression – there is no known reason for her to be sick, nor does she tell the readers any reason. John begins to treat his wife like a child of his own, instead of an adult woman, through his overprotective nature and words like â€Å"blessed little goose† and â€Å"little girl† (489, 492), which may be an example of regression. Near the end of the story, although the narrator is still suffering from the hallucinations, she expresses denial when she thinks she is â€Å"feeling so much better† (494) and her neurotic obsessions with the wallpaper can be attributed to her suppressing other facets of her life. Both John and his wife display many differences in coping styles when it comes to the narrator’s mental health problems, and this may prolong the illness; the symbolism in the story illustrates the problems that she is trying to cope with. Gilman’s use of symbolism throughout the story of â€Å"The Yellow Wallpaper,† depicts the problems that the narrator is trying to cope with. The narrator’s reaction to the color of the wallpaper can be interpreted as a symbol for her life, with her statement â€Å"no wonder the children hated it† (489); the hideous colored wallpaper being a symbol for her dreary and sad life. The wallpaper is very symbolic, even in terms of its design. First, the narrator describes the pattern after she studies the curves as they â€Å"suddenly commit suicide – plunge off in outrageous angles, destroy themselves in unheard-of contradictions† (489) which can symbolize her mental health destroying her and the contradictions she is facing in herself. By night, the pattern â€Å"becomes bars† and the â€Å"woman behind it is as plain as can be† (493). The bars allude to her feelings of entrapment in the room, the house, in her marriage with her overprotective husband, and even within her life. Even the plain woman behind the bars that the narrator sees can be seen as another manifestation of herself. The fact that the author decided to keep the narrator unnamed, may exemplify these feelings of unimportance or anonymity even further. Ultimately, when the narrator locks herself in the room to tear off the wallpaper yelling, â€Å"I’ve got out at last†¦and I’ve pulled off most of the paper, so you can’t put me back! † (497), symbolizes her pursuit of freedom from the cage of her life. The symbolism that Gilman conveys throughout the story is a very important aspect when looking at the psychology of the protagonist, and the development of her mental health. Mental health problems are clearly evident for the protagonist in the story of â€Å"The Yellow Wallpaper,† and by looking at this illness, coping styles, and at the symbolism throughout the story, the development of these problems can be seen; while her husband is putting in his efforts to cure her of this problem by allowing her to rest, he is really worsening the issues. Each person has different ways of coping with issues that have been thrown at them, and it is up to each individual person to figure out what these coping strategies are, rather than being forced into certain methods. Mental health problems are ubiquitous, and coping styles for these problems are extremely diverse; but pain can be reduced, it just takes personal strength.

Free Essays on Action That Leads To Satisfaction

Action that Leads to Satisfaction As Herbert Spencer eloquently puts it â€Å"The great aim of education is not knowledge but action.† Aspiring students for universities begin and plan their future long before applications are sent in. There are many intelligent people, who lack degrees and bachelors, that do not live financially stable. To reach the full potential of an education and live financially stable, students must make sacrifices and important decisions. Such decisions that are well deliberated and sacrifices that put work before play. In the long road to success, those judgments create responsible habits and a steady future. A student with goals in mind carries a confident attitude. As soon as a student is willing to educate himself, he can act in response to future goals. Many characteristics of a leader, are the same that are found within a dedicated student. Patience, responsibility, and self-determination are the essentials to maintaining a positive frame of mind. It is extremely important that the parents take an active role in the child‘s learning and instill good study habits and influence a child to learn. Within the first five years, the child begins and learns the rudiments of an education. This attitude is carried with the child throughout his academic career. The process of becoming well educated is long and tedious, and begins around the time the student steps foot into middle school. While there, more independence is given to the student with the options of choosing from a catalog of courses. Electives can provide a creative outlet, such as art and music, or can help you in t he business world internationally, such as Spanish or French. In high school, students study long and work hard to be accepted into the university of their choice. High school students actively participate to plan out their future. Students are well aware of what the requirements are for certain colleges and what is ne... Free Essays on Action That Leads To Satisfaction Free Essays on Action That Leads To Satisfaction Action that Leads to Satisfaction As Herbert Spencer eloquently puts it â€Å"The great aim of education is not knowledge but action.† Aspiring students for universities begin and plan their future long before applications are sent in. There are many intelligent people, who lack degrees and bachelors, that do not live financially stable. To reach the full potential of an education and live financially stable, students must make sacrifices and important decisions. Such decisions that are well deliberated and sacrifices that put work before play. In the long road to success, those judgments create responsible habits and a steady future. A student with goals in mind carries a confident attitude. As soon as a student is willing to educate himself, he can act in response to future goals. Many characteristics of a leader, are the same that are found within a dedicated student. Patience, responsibility, and self-determination are the essentials to maintaining a positive frame of mind. It is extremely important that the parents take an active role in the child‘s learning and instill good study habits and influence a child to learn. Within the first five years, the child begins and learns the rudiments of an education. This attitude is carried with the child throughout his academic career. The process of becoming well educated is long and tedious, and begins around the time the student steps foot into middle school. While there, more independence is given to the student with the options of choosing from a catalog of courses. Electives can provide a creative outlet, such as art and music, or can help you in the business world internationally, such as Spanish or French. In high school, students study long and work hard to be accepted into the university of their choice. High school students actively participate to plan out their future. Students are well aware of what the requirements are for certain colleges and what is ne...

An Online Course Review of TestDEN TOEFL

An Online Course Review of TestDEN TOEFL Taking the TOEFL test can be an extremely challenging experience. Most universities have a minimum entrance score of 550. The range of grammar, reading and listening skills required to do well is enormous. One of the biggest challenges for teachers and students is identifying the correct areas to focus on in the limited amount of time available for preparation. In this feature, it is my pleasure to review an online course that specifically addresses this need. TestDEN TOEFL Trainer is an online TOEFL course which invites you to: Join Meg and Max in the TOEFL Trainer. These two, upbeat and friendly personalities will find the areas you need to improve the most and create a special study program just for you! Your virtual trainers will also give you focused practice tests to strengthen your TOEFL skills, and send you daily test-taking tips. The course costs $69 for a 60 day entrance period to the site. During this 60 day period you can take advantage of: personalized study guidesfull-length practice exams16 hours of audioover 7,000 questionsfull explanationse-mail test tips TestDENs TOEFL Trainer credentials are also quite impressive: TestDEN TOEFL Trainer is produced by ACT360 Media, a leading provider of education content. Since 1994, this innovative Vancouver company has been producing quality CD-ROM titles and Internet sites to enhance learning. Among these is the award-winning Digital Education Network and online tutorials for Microsoft Corporation. The only flaw seems to be that: This program has not been reviewed or endorsed by ETS. During my test period, I found all of the above claims to be true. Most importantly, the course is extremely well-planned and helps test takers pinpoint exactly those areas which cause them the most difficulties. Overview The course begins by requiring test takers to take an entire TOEFL examination called the Pre-test Station. This examination is followed by another section entitled Evaluation Station, which requires participants to take further sections of the examination. Both of these steps are required for the test taker to reach the heart of the program. While some people might become impatient with these steps, they are required to help the program assess problem areas. One reservation is that the test is not timed as in an actual TOEFL test. This is a minor point, as students can time themselves. The listening sections are presented using RealAudio. If the Internet connection is slow it can take quite a while to finish sections that require the opening of each listening exercise separately. Once both of the above sections have been finished, the test taker arrives at the Practice Station. This section is by far the most impressive and important section of the program. The Practice Station takes the information gathered in the first two sections and prioritizes a learning program for the individual. The program is divided into three categories: Priority 1, Priority 2 and Priority 3. This section includes exercises as well as explanations and tips for the current task. In this manner, the student can focus on exactly what he/she needs to do well on the exam. The final section is a Post-test Station which gives the participant a final test of his/her improvement over the course of the program. Once this section of the program has been taken there is no going back to the practice section. Summary Lets face it, taking the TOEFL test and doing well can be a long, hard process. The test itself often seems to have little to do with actually being able to communicate in the language. Instead, it can seem like a test that only measures the ability to perform well in an extremely academic setting using very dry and formal English. TestDENs layout does a wonderful job of preparing test takers for the task while keeping the preparation rather enjoyable by its user interface. I would highly recommend TestDEN TOEFL Trainer to any student wanting to take the TOEFL. In fact, to be completely honest, I think this program may do a better job of addressing individual needs than many teachers can! Why is this? Based on in-depth pre-testing and statistical information, the program uses computer technology to find exactly those areas that need to be covered. Unfortunately, teachers are often not able to access student needs so quickly. This program is probably quite sufficient for any high-level English student preparing for the exam. The best solution for lower level students would be a combination of this program and a private teacher. TestDen can help identify and provide practice at home, and a private teacher can go into more detail when working on weak areas.

IT SYSTEMS MANAGEMENT COURSEWORK PART 2 Essay Example | Topics and Well Written Essays - 750 words

IT SYSTEMS MANAGEMENT COURSEWORK PART 2 - Essay Example The IT groups within the company are always working round the clock to put in place architecture and tools which will support the company process. Delma SSS has implemented the Service Oriented Architecture (SOA) a technology which is meant to make re-orientation to their core technology that will ensure new consumption patterns are in place (Rajput 2000). Even though Service Oriented Software (SOA) has been used in the past to support data integration and system rationalization, SOA has been realized to provide a technical basis for the sake of business improvement processes of Delma SSS. SOA has characteristics that enhance simplification, flexibility, consistency, ease of change and encapsulation which are helpful in helping the IT department within Delma SSS implement constant improvements. The Service Oriented Architecture is quite valuable and its tools are fundamentally focused as it presents an atomic view of the functions and data that Delma SS supports. The only challenge i s that the business manager with a list of services of which they may not know how to operate some of them in the efforts of the company to improve in the future (Footen & Faust 2008). To help this challenge the SOA needs a partner in the equation to further improvements of the IT solutions. Delma SSS therefore integrates the Business process Management (BPM) technology to work in conjunction with the SOA for the sake of consistent improvement of the technological operations of the Company (Grembergen 2002). Business Process Management (BPM) is used by the company to enable their business teams to provide a competitive advantage when driving the improvement of operations of the company. The competitive advantage of Business Process Management (BPM) to aid SOA is realized through self sufficiency in terms of process discovery, better prioritization and requirement of the requests made to the technical teams. Furthermore, the BPM presents a more efficient environment for collaboration with the ability to drive requirements down in the SOA layer (Footen & Faust 2008). With the projected revenue growth of the company by 45% in the next few years, Delma SSS decided that it needs to improve its core business processes for the support of a high revenue realization with low staffing growth. A simple functional architecture of what this process looks like is as shown:- The red side components of the figure represent the familiar elements of SOA. This IT component provides an architecture that gives room for rationalizing of data across all its multiple stores. Just apart from ensuring there is cost reduction, SOA provides a model for abstracting out system-specific calls (Footen & Faust 2008). These services then are really better ways to expose and govern the hard-core IT assets so that they can be more easily consumed and therefore more easily re-used. The building of access to data as presented by the system means that a consolidation and dynamism specific underlyin g data structures and engines, this is not only easier now but in the future. SOA also provides the tools that technical teams will use to build out the services that implement a business process. However, at this point, technical teams need the input from their business counterparts about which events matter, who uses the specific business services and when. In short, how these services are

Various Methods of Electricity Production Term Paper

Various Methods of Electricity Production - Term Paper Example The pattern of production remains the same for almost all the forms of electricity production. One of the major sources of electricity production which is not environmentally friendly is through coal power plants. (1) Solar and Wind power have low environmental impact, low cost involved and this can be a viable option in rural areas. Solar, hydro and nuclear power are the best options for industrial and rural areas. The start up costs is marginally higher than the traditional methods but the long term benefits are better. (2) The Earth’s resources are not depleted if electricity is produced from the sunlight as solar energy is a renewable source of energy. There are 2 ways of producing solar energy from the sun: photovoltaic and solar thermal technologies. (3) 30% of the photon energy that comes in contact with the AE resource is being converted into energy in a photovoltaic cell. Silicon will be formed with the help of poly crystalline and the photovoltaic cells. Chemical reactions release electrons when they get in contact with PV cell is in contact with the sunlight. The current produced by these cells are placed in a module which helps in producing huge quantity of power for residential houses and industries. This source of electricity production has higher manufacturing costs in producing solar energy but in the recent times, the construction of photovoltaic has been made cheaper. (3) Another traditional way of producing electricity is to use reflectors and concentrate the sunlight to heat gaseous hydrogen, helium, oil to produce pressurized steam which helps in rotating the turbine and producing electricity. Many residential houses have these central receiver systems with mirrors that reflect sunlight on a large place filled with the fluid which helps in producing energy. (3) Nelson (2001) emphasises that the organic compounds used in the solar cells can be made out of inorganic compounds which will