American Literature Final Exam Flashcard

American Literature Final Exam

Definition and Examples of Organization in Composition

Definition and Examples of Organization in Composition In composition  and speech, the organization is the arrangement of ideas, incidents, evidence, or details in a perceptible order in a paragraph,  essay, or speech.  It is also known as the elements  arrangement  or  dispositio,  as in  classical rhetoric.  It was defined by  Aristotle in Metaphysics  as  the order of that which has parts, either according to place or  potentia  or form. As Diana Hacker wrote in Rules for Writers, Although paragraphs (and indeed whole essays) may be patterned in any number of ways, certain patterns of organization occur frequently, either alone or in combination: examples and illustrations, narration, description, process, comparison and contrast, analogy, cause and effect, classification and division, and definition. There is nothing particularly magical about these patterns (sometimes called methods of development). They simply reflect some of the ways in which we think.  (Diana Hacker, with Nancy I. Sommers, Thomas Robert Jehn, and Jane Rosenzweig, Rules for Writers with 2009 MLA and 2010 APA Updates, Bedford/St. Martins, 2009) Choosing a Format Basically, the goal is to choose an organizational method  that enables your report, essay, presentation, or article to clearly convey your information and message to your audience. Your topic and message will dictate that. Are you trying to persuade, report findings, describe something, compare and contrast two things, instruct, or tell someones story? Figure out the thesis statement or message you want to get across- boil it down in one sentence if you can- and  what you aim to do will help you to choose your essays structure. If youre writing instructional text, youll want to go in chronological order. If youre reporting findings of an experiment or your conclusions after analyzing a text, youll start with your thesis statement and then support your ideas with evidence, explaining how you came to your conclusion. If youre telling someones story, you may have a chronological organization for much of the piece, but not necessarily right at the introduction. If youre writing a news story for a publication, you may need to work in reverse-pyramid style, which puts the most immediate information up top, giving people the gist of the story even if they read only one or two paragraphs. Theyll get more detail the further into the story they read. Outlines Even if you just sketch a rough outline on scratch paper with a topic list and arrows, making it will help the drafting of the paper go more smoothly. Putting a plan in place can also save you time later because youll be able to rearrange things even before you start writing. Having an outline doesnt mean things wont change as you go, but just having one can help ground you and give you a place to start. Dwight Macdonald wrote in The New York Times, [T]he  great basic principle of organization:  put everything on the same subject in the same place. I remember when an editor, Ralph Ingersoll I think, casually explained this trick of the trade to me, that my first reaction was obviously,  my second but why didnt it ever occur to me? and my third that it was one of those profound banalities everybody knows after theyve been told. (Rreview of Luce and His Empire,  in The New York Times Book Review, 1972. Rpt. in Discriminations: Essays and Afterthoughts, 1938–1974, by Dwight Macdonald. Viking Press, 1974) Introductions and Body Text Whatever you write, youll need a strong introduction. If your readers dont find something to hook their interest  in the first paragraph, all your research and effort into making your report wont achieve their goal of informing or persuading an audience. After the intro, then you get into the meat of your information. You wont necessarily write your intro first, even though your reader will see it first. Sometimes you need to start in the middle, just so youre not overwhelmed with a blank page for long. Start with the basics, the background, or boiling down your research- just to get going- and come back to writing the intro at the end. Writing the background often gives you an idea of how you want to do the intro, so you dont need to fret over it. Just get the words moving. Organizing Paragraphs  Structure Dont get too hung up on a particular formula for each paragraph, though. Stephen Wilbers wrote, Paragraphs range from tightly structured to loosely structured. Any scheme will do as long as the paragraph seems to hold together. Many paragraphs begin with a topic sentence or generalization, followed by a clarifying or limiting statement and one or more sentences of explanation or development. Some conclude with a resolution statement. Others delay the topic sentence until the end. Others have no topic sentence at all. Each paragraph should be designed to achieve its particular purpose. (Keys to Great Writing, Writers Digest Books, 2000) Conclusions Some pieces that you write may need a wrap-up type of conclusion- especially if youre out to persuade or present findings- where you give a quick summary of the high points of what youve just presented in detail. Shorter papers may not necessarily need this type of conclusion, as it will feel overly repetitive or belabored to the reader. Instead of a straight-out summary, you can come at it a bit differently  and discuss the significance of your topic, set up a sequel (talk about its potential in the future), or bring back the scene from the beginning with a little added twist, knowing what you know now, with the information presented in the article. Speeches Writing a speech or presentation is similar to writing a paper, but you may need a bit more bounce back to your main points- depending on the length of your presentation and the detail you plan to cover- to make sure that the crux of your information is solidified in the audience members mind. Speeches and presentations likely do need highlights in a summary conclusion, but none of the repetition need be long- just enough to make the message memorable.

Walmart Research Paper Example | Topics and Well Written Essays - 750 words

Walmart - Research Paper Example The case study gives a very good example of how large business can be following certain practices that are considered as discriminationary by the employees and the general public. Walmart is a very big company with a very large number of stores all over the world and it employs thousands of employees. As such, the company is in a position to give employment and means of livelihood for community and the people. It is also one of the largest companies and so it can take advantages of the economies of scales in its supply chain and operations and so it can provide low costs and discounted products. As such, it is considered as beneficial to the customers also. However, there are many charges applied against Walmart for its policies and practices regarding its employees. I agree that there is a substantial amount of evidence that indicates that Walmart is following unethical practices. For example, it is well known that the company employees a large number of part time employees and puts them in in dead end jobs (Becker, 2013). There are also allegations of the company hiring illegal immigrants. This strategy means that the company does not have to worry about the incentives or benefits, insurance and other health related aspects of a large section of the workforce. Moreover, I believe that this strategy also makes it possible for Walmart to avoid planning a career path for these employees. A more serious charge levied against Walmart is that it sources its supplies in an unethical manner and uses sweatshops that employ children or other marginalized groups across the globe. By sourcing from countries that have weak or non-existent labour laws makes it possible for Walmart to get cheaper supplies and hence translate the cost saving to the customers. In addition to this being an unethical practice on the supply front, it is also touted as a market distorting strategy as Walmart is able to price its products lower than competition and hence affects free market dynami cs (Andersen and Skjoett-Larsen, 2009) Another issue that was highlighted in the case study was that Walmart makes its workers spend long hours and do overtime, while at the same time it does not pay good wages. These allegations have been made against Walmart by several employees and there have even been cases filed against it (Kenny, 2006). While the Walmart itself denies most of these charges, it does agree that these unethical practices may be happening at the store level without the knowledge of the top management. However, Walmart continues to prevent unionization of its workers which means that the employees are more vulnerable than employees of other organizations (Paul, 2012). Walmart is also found to discriminate against female workers as it follows an implicit policy of hiring mostly male workers (Kampf, 2007). However, I think the discrimination is more within the store where the female employees may be given lesser salaries and incentives and where they may not be given any opportunities to get promoted or move ahead in their careers. There have been several cases of sexual discrimination against the company which indicate that this discrimination is a fact. In fact, there is a class action suit pending related to sexual discrimination based on statistics and data collected from Walmart’s stores worldwide, and this could result in billions of dollars of money lost for the company. The only answer that Walmart seems to have is that again, the top management was not aware of any discriminationary practices that may be happening at the store level. However, by simply stating that the top management was not aware of the unethical practices at the store level, the top management should not be allowed to shun responsibility. In fact, by stating that the

Neil stonechild Essay Example | Topics and Well Written Essays - 1500 words

Neil stonechild - Essay Example Canada formed a Royal Commission on Aboriginal Peoples (RCAP) to attend to the concerns of the Aborigines of Canada such as previous government courses of action, to be able to present policy proposals. A final report was issued in 1996 by the commission with a 20-year period for change (Wikipedia The Free Encyclopedia). This 20-year period ends by the year 2016. It has been 13 years after the RCAP issued its report and recommendations to the government. What has happened in the span of 13 years? Has anything changed between how the Aborigines, non-Aborigines, and the government relate to one other? Have you ever heard of Cameron Mulrunji Doomadgee, Corrine McKeown, Doreen LeClair, Helen Betty Osborne, Eva Taysup, Shelley Napope, Calinda Waterhen or Neil Stonechild? Most likely, you have never heard of them, but they do have one thing in common. They are Aborigines in Canada who are now all dead. Are they dead because of police brutality, racial discrimination, or because the public has turned a blind eye on what is really happening to the First Nation in Canada? Neil Stonechild is a 17-year old Aborigine in Saskatoon, Saskatchewan. Four days after being picked up by the police for causing a disturbance, his body was found frozen in a field in the northwest area of the city. Autopsy reports showed hypothermia as the cause of death and investigations by the police service disproved foul play in his death. But there were qualms, especially by the family, about the circumstances surrounding the death of Stonechild especially since there were complaints about members of the police team moving Aborigines to remote places in and outside of the city of Saskatoon. Apparently, the principal investigator assigned to the case set aside important data pointed out to him regarding Neil Stonechild’s disappearance and demise. Further investigations were made and a decision was concluded in 2004, fourteen years after the primary incident. Several factors were pinpointed as

La Cosa Nostra Essay Example | Topics and Well Written Essays - 1250 words

La Cosa Nostra - Essay Example It is the most notorious American organized crime in the country’s history, a notoriety that has often been depicted on the big screen such as the classic films The Godfather and The Untouchables. La Cosa Nostra: The Beginning When Sicily was annexed to Italy in the 1860s, the Sicilian authorities had trouble enforcing order due to a restructured society engendered by a land reform that redistributed public land to Sicilian peasants. Banditry became prevalent as peasants were forced to lawlessness to survive as the lands given to them were too small for them to live on. Traditional sources of livelihood such as firewood gathering were lost when church estates and public land were confiscated and redistributed by the government. The state of lawlessness gave rise to the formation of a secret society that offered its services for a fee to protect merchants and landowners from bandits and other lawless elements. This underground society was called the Mafia and protected merchant s and landowners. Although the group operated through vigilante means, a member is considered â€Å"A Man of Honor† because of the protection he gave his family and society. Eventually, members became abusive and turned to extortion to force landowners and merchants to hire them at high price. This was, however, tolerated because of their role as protectors (FBI). The Sicilian Mafia eventually branched out to politics, forcing people to vote for the candidates they want, but when Benito Mussolini came to power in the early 1920s he felt threatened by it and ordered a relentless campaign against its members. This became the turning point of the Sicilian Mafia as many of them were arrested and imprisoned. Some mafia members or Mafiosi, however, were able to flee to the United States (FBI). The American Mafia Mussolini’s campaign against the Mafia in Sicily drove many of them to flee to the US illegally. However, the first Sicilian Mafia who came into the US was Giuseppe Esposito, who fled with six other Mafiosi after murdering the chancellor and vice chancellor of a Sicilian province. He was deported to Italy after arrest in 1881 in New Orleans. In 1990, the first major Mafia operation took place with the execution of David Hennessy, New Orleans police chief superintendent. Although hundreds were arrested and 19 eventually indicted, a subsequent acquittal led New Orleans citizens to organize lynch mobs and killed many of the defendants (FBI). The LCN operates in such cities as Boston, Chicago, Philadelphia, and in Miami, but the group’s greatest stronghold is New York. Previously, the group also operated in Cleveland, Detroit, Kansas City, Las Vegas, LA, New Orleans and Pittsburgh, but has been greatly weakened and is now almost non-existent. Eighty per cent of its estimated 1100 membership are said to be operating in the NY metropolitan area where five families are lording it over: the Bonanno family; the Colombo family; the Genovese family ; the Gambino family; and the Lucchese family (Finckenauer 1). LCN operation in the US officially began in the 1920s and since then this group has been known as the foremost criminal organization in the country associated with organized crime. The group is known for ruthless violence such as beatings and killings, which it uses as an operational tool externally and internally. Arson, bombings, explosions are used as tools by the LCN in operating its business and gain

Executive Summary Of The Nestle Company Business Essay

Executive Summary Of The Nestle Company Business Essay Business is a never ending race and in the fast running world of business, there is variety of products and shops, showrooms, setups and etc. The main purpose of this report concerns the research managing conflicts in organization. The organization that is chosen for our research report is NESTLE. Data and observation analysis, recommendations for managing conflicts is also discussed. The methods used for collecting data for this report are surveys, questionnaires, personal observations, personal interviews, newspapers, internet etc. In the first section, we had given an introduction about the chosen organization NESTLE and then a brief description about nature of conflict in the organization and its various types and causes of conflict. The second section is consists of literature review, in which we had discussed the theories and research papers of different researchers where they explain about conflicts and its causes in an organization and moreover how an organization can prevent those conflicts with best possible solution. The third section comprises of research methodology, research nature, data collection techniques and sampling method. In section forth we have scrutinized the primary data by different graphical and statistical tools. In final section we have given possible conclusions along with recommendations. CHAPTER # 1 1.1: INTRODUCTION TO NESTLE Nestle was founded in 1866 by Henri Nestle with headquarters in Vevey, Switzerland. It has employed around 250,000 people and has factories or operations in almost every country in the world. It is one of the worlds biggest food and Beverage Companies. The Companys priority is to bring the best and most relevant products to people, wherever they are, whatever their needs, throughout their lives. 1.2: PURPOSE OF RESEARCH The purpose of the research is to find the variable which has leads towards conflicts in Nestle Organization. The main purpose of the research is, firstly, to identify the causes of conflicts in Nestle and, secondly, to manage conflicts in Nestle organization. 1.3: BACK GROUND OF THE STUDY All of us experience some type of conflicts in our daily lives. Tensions, antagonisms, and frustrations always occur when people work together. There are disagreements, perhaps even fights, between employees and the supervisor or between co-workers. Aside from personality clashes, people simply have different viewpoints about the way things should be done. The main purpose of conducting the research is to find out the conflicts, and finding the ways to manage and solve them in an organisation. In this context we have got the opportunity to conduct our research on one of the top organizations (Nestle). 1.4: DEFINITION OF CONFLICT Conflict is defined as the state of discord caused by perceived or actual opposition of needs, interests and values. A conflict can be internal or external. The concept of conflict can help to explain many social aspects of life such as social disagreement, fights between individuals, groups, or organizations and conflict of interests. In political term CONFLICT can refer to revolution or struggles, war, that may involve the use of force named as armed conflict. Without proper social resolution, conflicts in social settings can result in stress among stakeholders. When an interpersonal conflict does occur, the effect of it is often broader than two individuals involved, and can affect many associate individuals and relationships, in more or less adverse and sometimes even humorous way. Conflict as taught for graduate and professional work in conflict resolution which is defined as when two or more parties, with perceived incompatible goals, seek to undermine each others goal-seeking capability. One should not confuse the distinction between the presence and the absence of conflict with the difference between co-operation and competition. In competitive situations, the two or more individuals or parties have mutually inconsistent goals, either party try to reach their goals it will undermine the attempts of the other party to reach theirs. Therefore, competitive situations by their nature cause conflict. However, conflict can also occur in cooperative situations, in which two or more individuals or parties have consistent goals, because the manner in which individuals or party tries to reach their goal can still undermine the other individuals or party. A clash of values, interest, actions often sparks a conflict. Conflict also refers to the existence of that clash. Psychologically, conflicts exist when the reduction of one motivating stimulus involves an increase in another, So that a new adjustment is demanded. Even when we say, theres a potential conflict we are implying that there is already a conflict of action though a clash may not yet have occurred. 1.5: NATURE OF CONFLICT Conflict may constructively be viewed as resulting from differing belief systems, varied perspectives on the situation and values resulting from participants accumulated life experience and conditioning, differing interests and objectives. Effectively dealing with conflict requires the expression and management of participants varying interests, belief systems, perspectives and values. Through the integration of participants perspectives, belief systems, interests and values, conflict and conflict resolution play important roles in individual and social evolution and development. Conflict arises when one or more participants view the current system as not working. At least one party is adequately unhappy with the position, that they are willing to own the conflict and speak with the hope of being able to influence the situation to arrive at an improved condition. Conflict may be sight as a process we put ourselves through to attain a new condition and self definition. Through conflict we have opportunities to be artistically self-defining. If nothing else, conflict allows us in future to do things differently. Through the resolution of conflict, we can evolve and redefine ourselves, our community, our relationships our society and our world. 1.6: LEVELS OF CONFLICT 1.6.1: Inter divisional conflict Inter divisional conflicts exists between the perceiver and another individual within the organization. Although the other person does not need to be aware of the conflict, the perceiver of the conflict situation recognizes the present or future impact conflict can have on job performance. 1.6.2: Intra group conflict Intra group conflicts occur between perceiver and his or her immediate group within the organization. The immediate group can consist of work team, department or union. Whether fully or only superficially aware of the conflict issue, the perceiver realizes that the conflict can directly or indirectly affect job performance. 1.6.3: Inter group conflict It arises between the perceivers immediate group and another group within the organization. Again, the perceivers involvement may not be critical, but he or she must be aware of the situation and the potential impact the conflict can have on work performance. 1.6.4: Organizational conflict Organizational conflict is a state of disagreement caused by the actual or perceived opposition of needs, values and interests between people working together. 1.7: TYPES OF CONFLICT A conceptual conflict can rise into a verbal exchange or result in fighting.Conflict can exist at a variety of types. These are Community conflict Diplomatic conflict Emotional conflict Environmental resources conflict Group conflict Ideological conflict Interpersonal conflict Inter-societal conflict Intrapersonal conflict Organizational conflict Religious-based conflict and Workplace conflict . 1.8: CAUSES OF CONFLICTS 1.8.1: Authority relationship Authority Relationship conflicts occur because of the existence of strong pessimistic emotions, misperceptions or stereotypes, poor communication or miscommunication, or repetitive negative behaviors. Authority relationship problems often increase disputes and lead to an unnecessary rising spiral of destructive conflict. Supporting the secure and balanced expression of perspectives and emotions for acknowledgment (not agreement) is one effective approach to managing relational conflict. 1.8.2: Management style For any organization to be effectual and efficient in achieving its goals, the people in the organisation need to have a common vision of what they are determined to achieve, as well as clear objectives for each individual, group/ team and department. Management style also needs ways of recognizing and resolving conflict between people, so that conflict does not become so serious that collaboration becomes impossible. The management of any organisation needs to have ways of keeping conflict to a minimum and of solving problems caused by conflict, before conflict becomes a major obstruction to work. Management style helps to avoid conflict where probable and organizing to resolve conflict where it does happen, as rapidly and smoothly as possible. 1.8.3: Communication barriers: Conflict will be greater when barriers to communication exist. If parties are separated from each other physically or by time e.g.; the day shift versus the night shift-the opportunity for conflict is increased. To illustrate suppose a company employs only one plant supervisor, who works the day shift and leaves orders at the beginning of each week for the workers on the night shift. By the end of the week, how ever, these orders have been only partially carried out. The supervisor cannot figure out why. Obviously, the supervisor absence from the night shift has posed a communication barrier, which in turn causes decreased output. As Bryans, P, Cronin argued in 1984 that Space or time separations could promote isolated group interests rather than advance a common effort towards joint goals. 1.8.4: Personal factors 1.8.4.1: Behavioral The way emotional experience gets expressed which can be verbal or non-verbal and intentional or un-intentional. 1.8.4.2: Physiological Its defined as the bodily experience of emotion. The way emotions make us feel in comparison to our identity. 1.8.4.3: Cultural values Culture tells people who are a part of it, Which emotions ought to be expressed in particular situations and what emotions are to be felt. 1.8.4.4: Physical This escalation results from anger or frustration. 1.8.4.5: Verbal This escalation results from negative perceptions of the annoyers character. 1.9: WAYS OF ADRESSING CONFLICTS There are basically five ways of addressing conflicts which were identified by Thomas and Kilman in 1976. These are 1.9.1: Accommodation Ones party surrenders its own needs and wishes to accommodate the other party. 1.9.2: Avoidance Avoid conflict by ignoring it, changing the subject, etc. As an expedient means of dealing with very minor, non-recurring conflicts or Avoidance can be useful as a temporary measure to buy time. In many cases, conflict avoidance involves severing a relationship. 1.9.3: Collaboration Working together can find a mutually beneficial solution. Collaboration can also be inappropriate and time-intensive. When there is not enough respect, trust or communication among participants for collaboration to occur. 1.9.4: Compromise Finding a centre point where each party is partially satisfied. 1.9.5: Competition Take the ones point of view at the potential expense of another. It can be more useful when achieving the ones objectives outweighs ones concern for the relationship CHAPTER # 2 2.1: LITERATURE REVIEW Different researchers have published their reviews on conflicts in the organization. We are viewing two best reviews of the researchers articles. Mr. Philips in 1982 threw light on some of key conditions, which may lead to serious organizational conflicts; he gave his views in the book named as Community in Organization. According to M Phillips certain social relationships characterized various kinds of conflict behavior. Each one could occur in your work area. The more aware the managers are of these conflict settings, the better are the chances of correcting them and running a smooth operation. Mr. Philip identified communication as problem in his research. The causes of conflicts are structural factors, authority relationships, common resources, goal differences interdependence, jurisdictional ambiguities, specialization, status-inconsistencies, personal factors, communication, conflict management style, cultural differences, emotions, perception, personalities, skills and abilities, values and ethics. The researcher found a possible solution; it is obvious that a perfect communication system is unlikely. But also perfectio n like rationality will not be achieved; organizations do have mechanism by which they can attempt the communication system as clear as they can. Philips also suggested that there are such devices available which can reduce the distortion and complications in communication process and suggested that communication recipients should be aware of the biases of the message senders and protect their own counter biases as protection devices. James M Leif John M Penrose in 1997 in the book Business Strategies Skills 5th Edition explained the nature of organizational conflicts identify the causes of conflicts i.e. Structural Factors, Common Resources , Goal Differences , Interdependence ,    Jurisdictional Ambiguities, Inconsistencies ,Personal Factors Communication barriers, Conflict management style ,Cultural differences ,Emotions Perception, Personalities, Skills and abilities, Values and Ethics, Behavioral and Physiological Cognitive. The researchers say that it is possible to avoid conflict by having mechanism such as voting to make decision without the disagreement of consensus. They also find that behavioral regulation fail to match the individual need of employee, conflict is bound to occur. In 1995 B R Siwal in his research Resolution Strategies to Conflict describes that conflict is a necessary and integral part of effective problem solving and realistic discussions. It is core sound of decision making because disagreement is the best vehicle for enlargement the perspective, discovering alternatives, and motivating creative interaction among each member. The effects of disagreement, though, depend on how it is administer by team members. Conflict can be integrative and constructive or it can be distributive and disruptive. When mismanagement occur, conflict can demolish team effectiveness, when handled well it can deeply enhance the quality of team work and make members sense proud of their work in the team. Training in the nature of conflict and the ways of managing it is an imperative need of all the people who participates in problem solving groups, such as those that make up work teams. The negative association of conflicts wants to be dispelled and substitute with more practical conceptions that made the justifiable distinction between disruptive and constructive conflict. When team members see that conflict can be a positive strength in conversation, they are better prepared to take up effective proposal attitudes and behaviors in trouble solving situations. Further more the differences between integrative and distributive conflict can help them learn how their own behavior contributes to the atmosphere of the team which they belong. Davor Dujak in 2008 describes in his research that in every organization conflict encounters on a daily basis. The conflict cannot be avoided but it is probable to mange them in a way that we identify them on time. It is essential to constantly track the organizational signals which position to their existence. If Organization does not respond accordingly, this can lead to the condition that conflict itself manages the organization. One of the more important determinants of productivity, performance and efficiency and finally the job satisfaction is also the conflict as an independent variable of organizational behavior. By systematic research of organizational behavior we want to make a positive influence on the dependents variables, but first we have to realize and get a good approaching to the individual elements of organizational behavior. In 2004 Melanie Lewis describes in her research that if conflict managed poorly or avoided, it can be very costly to an organization. If managed well, conflict presents an opportunity to uncover significance and promote a healthy work place. Many organizations are finding that their conflicts management systems have been good by financial investments, generating a healthy return. In additional they are recognizing the value of many less substantial benefits (lower turnover, increased efficiencies, improved morale and improve public relations). A precise four phased process assessment, design, implementation, operation and evaluation helps organizations design effective conflict management systems to gather the maximum benefit of conflict system. Moreover this four phased approach strongly encourages the team actually to seek to understand and incorporate the needs and interests of all affected constituency, and creates an environment in which the benefits of the system can be effecti vely communicated, implemented and administered. In 2010 De Dreu C.K describes in his research that conflict is a multidimensional with both relationship and task forms. Hence it is expected that if they change the managing type of conflicts, it will plays an important role in organizational performance. While if organization did not manage good, the conflict will plays a negative role. However the researcher discussed only two types of conflicts in his research namely affective and task conflict in order to play better role in organizational performance. After studying the reviews of different researchers, we will take help from different researches but our group decided that we will follow the research of M Philip because they dictate information about factors which are important for identifying conflicts and understanding the meaning of conflict and how it influences the organizations internal environment in solving problems. CHAPTER # 3 RESEARCH METHODOLOGY 3.1: Research type: The type of research that we are conducting is applied research because it is conducted for a particular organization. Applied research is practical applicability of research tools on a particular organizational situation. 3.2: data collection We will be collecting our data by using two sources which are as follows. 3.2.1: Primary data Our primary data is collected through conducting interviews and designed questionnaires from managers and employees of Nestle. 3.2.2: Secondary data The secondary data is collected from past records of Nestle and books along with business articles to support our recommendations and suggestions. 3.3: Sample size During this survey we have taken responses from a Sample size of 30 which is further divided into two groups. We also conducted survey from 10 managers and 20 employees. The sampling type that we used is non random sampling technique because we want to get information from every third employee and manager of Nestle organization. Our survey is in questionnaire and interview form, so our questionnaires consist of open ended and close ended questions. We have conducted unstructured interviews, asked from the respondents to get more information. CHAPTER # 4 ANALYSIS 4.0: INTRODUCTION TO DATA ANALYSIS Data analysis is a practice in which the raw data is ordered and organized in order to extract useful information from it. The process of organizing and thinking about data is the key to understand what the data does and does not contain. There are varieties of ways in which people can approach data analysis, and it is infamously easy to manipulate data during the analysis phase to push certain conclusions. There are different methods for analyzing the data for example surveys, charts, frequency tables, graphs and personal observations etc. We have analyzed our data through frequency tables and bar charts. 4.1: FREQUENCY TABLE Frequency table is one of the important concepts in mathematical statistics and a good analyzing tool. A table divided into cells by category with counts for each category in each cell. It is a kind of display of a given data, in which the frequency of each data item is found. The frequency of a data item is the number of times it occurs in the data set. 4.2: BAR GRAPH A graph consisting of parallel, usually vertical bars or rectangles with lengths proportional to the frequency with which specified quantities occur in a set of data. A bar graph is a pictographic version of statistical data in which the independent variable can attain only certain discrete values. The dependent variable may be discrete or continuous. The most common form of bar graph is the vertical bar graph, also called a column graph. This type of display allows us to: Compare groups of data, and To make generalizations about the data quickly. 4.3: ANALYSIS OF QUESTIONNAIRES 4.3.1: FROM MANAGEMENT 1) More than the desired output of the employees make can be harmful to the organization?     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 9 No 02 1 Table: 4.3.1.0 Graph: 4.3.1.0 2) There is a free flow of communication among the employees:     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 10 No 02 0 Table: 4.3.1.1 Graph: 4.3.1.1 3) Employees are properly informed about decision taken?     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 7 No 02 3 Table: 4.3.1.2 Graph: 4.3.1.2 4) There is a consistency among the management policies:     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  a) YES b) NO Variables Codes Frequency Yes 01 8 No 02 2 Table: 4.3.1.3 Graph: 4.3.1.3 5) Key post should be through:     Ã‚  Ã‚  a)  Ã‚  Ã‚  Direct Appointment  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  b) Promotion Variables Codes Frequency Direct appointment 01 8 Promotion 02 2 Table: 4.3.1.4 Graph: 4.3.1.4 4.3.2: FROM EMPLOYEES 1) From how long have you been working in this organization?   6 months 1 year 3 years Or more than 3 years Variables Codes Frequency 6 months 01 4 1 year 02 2 3 years 03 10 Or more than 3 years 04 4 Table: 4.3.2.0 Graph: 4.3.2.0 2) What kind of boss do you like to work with?   Friendly Competent Leant Difficult Variables Codes Frequency Friendly 01 17 Competent 02 3 Leant 03 0 Difficult 04 0 Table: 4.3.2.1 Graph: 4.3.2.1 3) Which type of leaderships style do you like the most? Autocratic Democratic Variables Codes Frequency Autocratic 01 18 Democratic 02 2 Table: 4.3.2.2 Graph: 4.3.2.2 4) How does your management is doing the evaluation among the employees? Performance base Merit base Variables Codes Frequency Performance base 01 18 Merit base 02 2 Table: 4.3.2.3 Graph: 4.3.2.3 5) Which management level should be responsible for problems between employees? Choose any of the following Top level Middle level Lower level Variables Codes Frequency Top level 01 2 Middle level 02 17 Lower level 03 1 Table: 4.3.2.4 Graph: 4.3.2.4 Q6: How do you communicate the unforeseen problem with your manager or general manager?   Answer: Most of the respondents suggested that they like to meet the general managers directly for any unforeseen events. Q7: Do you think your organization should involve the employees in decision making? And why?   Answer: Most of employees consider that their managers are capable of taking right decisions and there is no need of involving employees. While few of them suggested that it can be a source of new and creative ideas. Q8: What can you suggest for a better management system?   Answer: Most of the employees have no idea about it. Few of them believe that friendly environment and better salaries can improve management system. 4.6: INTER ORGANISATIONAL CONFLICTS OF NESTLE The nature conflicts found out through the personal (unstructured) interviews and through questionnaire with the director the manager of NESTLE Peshawar are as follows: The first thing, which was found was the lack of training given to the employees, they said that in the organization, employees always have to work together in groups, and if some one feels that he/she cannot work within the group, then there is some problem with that employee, but at the same time they said that it is the organizations responsibility to teach the employees how to work together in groups through proper training. They mentioned that without training the organizations might face serious types of irresolvable conflicts, which are definitely not fruitful to the organization. The second main reason mentioned by the manager of the company was the Selection Biases, he said that selection biases may also lead to conflicts within the company, and these conflicts are normally personal as well. The manager said that if in cases the top management interferes in the process of hiring the employees, they might select the wrong person for the right job. On the other hand there may be serious conflicts going on between the manager the top management on the issues of authority and responsibility balance. Further if the manager takes big decisions like job confirmation, salary decisions, then, there may be conflicts, these must be taken by the top management. The manager of NESTLE also raised the point of communications problem. They believe that every informations must communicate from their tables.. If in any case any employee bypasses the manger, there may be a conflict between them. He also said that there is no need of any employee who bypasses the manager to access to the top management. Usually the organizations do have Coordinators who are directly answerable to the top management. He said that the manager will not be able to properly deal with him and conflicts between them will arise. The manager said that young unmarried employees usually indulge in office politics and make conflicts among the employees. According to him only married and experienced persons should be provided with the jobs. Racial problems also create conflicts among the employees. Bad attitude of the manager and arrogant nature of the boss is also one reason of conflicts. The manager said that effective person but highly cooperative person would be proffered in place of an efficient but uncooperative one. The manager presented the following ideas to prevent conflicts: Contractual Jobs Hire fire system. Authority to the manager Some of them had a bit different views. He held the middle managements capabilities responsible for the conflicts within the organization. He also said that there is no relationship between the authority and reasonability with the conflicts. He proffered the autocratic style of management in the beginning, but it should be shifted to the democratic style in the later portions. He said that although the centralized system slows down the process of working, but it will also decrease the conflicts between the employees. They said that, if you (Employee) have to be successful in the company, then you have to become a big YES SIR. He also mentioned that horizontal conflicts are more common. Super seeded persons normally indulge in making conflicts. He said that super seeded persons should be terminated in place of super seeding them. Dress code can experience the resentment from the employees due to Ethnic affiliations to some dresses. They was strongly in favor of Coordinator, he said that a coordinator channels the communication process between the manager and the top management. He also gave the following ideas to prevent the possible conflicts in the organizations: Promotions Clear line of Authority Not more than one employee from same Regional locations and same institutions/Universities. CHAPTER # 5 5.1: CONCLUSION The Organizational Conflicts is itself not a problem, but it is a serious symptom of some factors that are usually ignored while designing the organizational structures. From the literature review, theoretical framework, , taking samples (convenience) analysis of the data gathered, some factors are identified that usually are the root cause of the conflicts. Some of these are: Ethnicity Personal Jealousy Arrogant behaviors (low temperament) Communication problems Due to the nature of the issue the responses from the top, middle lower management were totally contrary with each other. For this purpose the structured interviews were conducted and intentionally the format of the questions in interview and questionnaires were kept same. That made the deductions possible by comparing the non verbal responses and the rephrasing the same questions two-three times to check the consistency of the replies. The ethnic issue is the most important and it justifies the hypothesis. Due to ethnicity no sampled branch has been successful in implementing the dress code yet. Even though, all the respondents favoured it. It is observed that employees belonging to NWFP are very low tempered. Their frequency of jobs switching is higher than o

Euro Disney the Failure Essay -- International Marketing Europe Theme

Walt Disney is the world leader in family entertainment and one of the most valuable brands in the world. Recently, Walt Disney has decided to open up a Disney Theme Park in Hong Kong China, which will be the first theme park in China. Since the opening of Euro Disney, the Walt Disney Company has learned to take into consideration important determinants so that their investment will not be a huge financial loss. Unfortunately, Since Disney did not research as much as they should of when deciding to open Euro Disney, this lead to one of the biggest failures for the Disney Company and is today used as an example of international marketing failures. Disney had high expectations about opening up a Disney Theme Park in France. They projected 500,000 visitors to be in the park on opening day and the result was only 20,000 visitors. According to the textbook, international corporations should research and analyze their profitability level and the market size. Many international companies need to expense their research and development because it will only lead to big financial losses. Walt Disney Company should of used a transnational approach to achieve a consistent and controlled marketing strategy. Transnational approach has three types of variables such as demographic, psychographic and behavioral. A big problem that Disney overlooked was the lack of marketing to the French people, there were more visitors from outside of France then there was in France. After realizing their turnover they starting promoting special package prices for French residents. Several fundamental points that affected the failure of Euro Disney's first 2 years were location, staffing, dining, prices and the opening of to many hotel rooms at ... ... for American companies to realize that "their way" isn't always going to work, especially in a different country with such a different culture. Their Hong Kong project seems like they are taking precaution to prevent any huge financial losses. In spite of their mistakes, Disney is still one of the most important brands in the world and is widely recognized as a successful corporation. Bibliography "Euro Disney: An American in Paris" http://www.business.bham.ac.uk/business/images/cme_resources/Users/Szmigin/euro%20isney.doc Businessweek.com. " Building a Mouse House in Hong Kong". April 11, 2002 http://www.businessweek.com/bwdaily/dnflash/apr2002/nf20020411_4498.htm Doole, Isobel and Lowe, Robin. "International Marketing Strategy". Third Edition, Copyright, 2001. Recklies, Dagmar. " Managing Resources-Accounting Assignment". Themanager.org

Holborne †Pavane and Galliard Essay

Holborne’s Pavane ‘The image of melancholy’ and Galliard ‘Ecce quam bonum’ (Behold, how good a thing is) are two pieces that belong to the genre of ‘consort music’, a form of domestic music that made its appearance in Elizabethan England. A consort may have derived from the French ‘concert’ which implied an ensemble of instruments or voices that perform. In later years, from about 1575, ‘Broken consorts’ were introduced and these included mixed ensembles. The usual instrumentation for a broken consort was lutes, viols (treble and bass) and flute. Consorts of viols began to appear during the time of Henry VIII with the earliest source of the music being a songbook of Henry VIII, found after his death that included copies of Viol consorts. There are three main types of consorts, one being the Pavane and Galliard, which is a dance form. In many of the pieces, the writing was very similar to that of contemporary writing for voices; therefore it was usually polyphonic in texture. When paired together, the Pavane usually takes the more melancholy character, while the Galliard a more cheerful one which is shown in these two movements by Holborne. Although dance forms were used for both movements, the dense counterpoint provides melodic interest for all five players and also listeners, which suggests the music to be more for listening than dancing. Not much is known about Holborne, but he did publish two collections of music with about 120 works altogether.

Avatar 1 Essay

Avatar 1 Essay Avatar 1 Essay Title: Avatar Director: James Cameron Text Type: Film Response Number: 2 In the film â€Å"Avatar† by James Cameron, the story unfolds in the future in another planet named Pandora. Here human soldiers and scientists are involved in a mission to obtain supplies of an immensely valuable mineral called Unobtainium, but their progress is affected by local â€Å"savages† known as the Na’vi tribe. These so called â€Å"savages† appear three meters tall with striped cyan coloured skin. They are a race which bears a close representation to human qualities. Former crippled marine Jake Sully is a part of the project to access the Unobtanium but changes allegiances as he discovers the Na’vi people are not â€Å"savages† and realises the lengths his own race is taking to own the substance, as the humans are destroying the Na’vi village for it. This enabled me to see that despite the Na’vi people of Pandora presenting not even a remote threat to the humans, they react by sending heavy armoury to attack the locals for the valuable Unobtainium, illustrating their greed and selfishness. Cameron also portrays important messages conveyed with a minimum of telling and a maximum of showing  ­ such as the spiritual sign from Eywa, which is a strong belief for the Na’vi tribe. This shows us how important religion is for The Na’vi. It astounded me that an established race such as the humans, still want to destroy another entire race just to grow their civilization more. Despite the Na’vi not being as advanced as the humans they still want to take away what little they have, to gain even more power and wealth. This allows me to see the effects that money has on the majority of people  ­ becoming selfish and greedy. â€Å"Avatar† showed me the lengths to which people will go, including crippling others just to have more money or power, which I could see go hand in hand. Greed to me personally is one of the most disgusting traits a person can have and unfortunately is rampant in the society we live in today. An example of this greed in todays society are loan sharksÍ ¾ who offer money to people at extremely high interest rate and more often than not to people who are not in a position to take on loans. Societies will always be at risk when power is abused highlighting the greed that hides beneath. I think the idea of what â€Å"you† personally believe in plays a major part in the film. Jake realises who the real enemy is in this conflict and begins a whole new embodied way of life  ­ â€Å"One life ends, another begins†. Jake Sully develops through the film, from a marine â€Å"knock off† to the leader of the Na’vi after facilitating communication, showing a tremendous amount of courage throughout the film. I think staying true to yourself is important because letting other people's decisions influence your own can leave you vulnerable to manipulation. It also leaves you susceptible to being someone else’s slave, where all your actions are not yours, but instead theirs but completed by you. Staying true to yourself is important everyday in modern societyÍ ¾ making decisions you personally support deep down so you can live your life to its fullest. During the film I realised that everything seems connected on the planet Pandora on a

Nurse essays

Nurse essays Providing Quality End-of-Life Care to Critically Ill Clients Critical care nurses provide care to seriously ill clients who often have multiple concurring illnesses. Some of the clients they care for lose their battle with their illnesses and pass away. It is important that nurses continue to provide quality end-of-life (EOL) care to their clients despite their terminal state. This paper will discuss research related to providing quality EOL care, the nursing interventions proposed, strengths and limitations of these interventions and a plan of quality, end-of-life care for the client. T.L. is a 69 year old, Caucasian male hospitalized for respiratory hemorrhage, sepsis, decreased blood pressure and an intracranial hemorrhage. During his admission assessment, TL indicated that he is a minister and husband. He and his wife own and operate a radio station for Hispanics in his community. His wife stated "he is a good, Christian man". A health history taken revealed he is allergic to Penicillin and it's derivatives. T.L. has been hospitalized since April 5, 2002. He has a "No Harvey Team" order per his physician. He had a chest CT on 6/12 to check the status of his empyema. He has a chest tube that is draining bloody drainage. He receives continuous feeds through his Percutaneous Endoscopic Gastrostomy (PEG) tube and hyperailmetation. He has a foley catheter. T.L. is seen by a Respiratory Therapist. He is on continuous mandatory ventilation (CMV) with a rate of 8.0, tidal volume of 700, positive end expiratory pressure (PEEP) of 5.0, fraction of inspired oxygen (FiO2) of 40%. His sputum is positive for Methicillin-resistant Staphylococcus Aureus (MRSA). He is trached and suctioned as needed producing a moderate to large amount of thick, yellow secretions. He has elastic compression stockings on both legs to the knee. He is on a continuous Dopamine 3mcg/5cc infusion and a titrated Cardizem to keep his heart rate bel...

Criteria used in order to evaluate the suitability of web-based Essay

Criteria used in order to evaluate the suitability of web-based language learning - Essay Example Criteria used in order to evaluate the suitability of web-based language learning It is hard to imagine, nowadays, to think of education without a computer or the World Wide Web. As technology developed along with internet use, both computers and the internet have become considered a crucial part of everyday life. This phenomenon has also influenced second language teaching and learning. Therefore, in many aspects, technology, especially in language teaching, is developing continuously with many researchers claiming its value (Burston, 1993; Ausserhofer, 1999). Due to its rapid growth, a wide usage of computer and CALL (computer assisted language learning) technology cannot be considered new technology or learning systems anymore. It is undoubtable that computers have become an essential part of human life –whether we like it or not- and for that, what we need to focus on is how to use the CALL effectively and wisely. There are many studies concerning computer assisted language learning in CALL research areas to evaluate CALL itself. Also, a number of resea rchers have attempted to compare human teaching to computer assisted teaching (Lam & Pennington, 1995; McEnery et al., 1995; Windschitl, 1998; Allum, 2002). On the other hand, there has been relatively limited research on evaluation of web-based language learning (Yang & Akahori, 1999). As both technology and the internet are evolving every day, the number of its users are growing every second. It would be valuable for us to pay attention to the standard CALL evaluation criteria, especially when evaluating the World Wide Web criteria. This paper will present usable appropriate criteria when evaluating CALL, especially with web-based language learning, followed by evaluation of internet sites that are specifically designed for language teaching and learning. This paper mainly concerns evaluation criteria of web-based language learning of CALL. Firstly, the paper will look through web-based language teaching and learning in depth. Then, the paper will focus on presenting trustworthy e valuation criteria followed by an actual evaluation. 2. What is CALL? CALL is an abbreviation of ‘computer assisted language learning,’ which emerged with computer technology growth. To be more specific, CALL is â€Å"the search for and the study of application of the computer in language teaching and learning (Levy, 1997)†. With a rapid development in technology, teaching second language by using computers had also remarkable growth. The next section will cover more specifically web-based language learning in depth. 1.1 What is web-based language learning? By the mid-1990s, the internet began to rule the computer lab and affected â€Å"professional life† while giving great influence on second language teaching (Chapelle, 2001). Before, computers worked as a tool for second language teaching and learning, but by the mid-1990s, with the astonishing development of technology and a growing number of users, computer using with the internet commenced accessibil ity to a large amount of information than ever for both learners and instructors. In this sense, web-based language learning has its strong points in the sense that there is no limitation to the access of massive information (Pahl, 2003). This helps learners to be more active and allows them to look for needed solutions by themselves. The new era has begun with web-based language learning since students began to have free access to web sites and to also evaluate themselves by interaction with other students around the world (Chapelle, 2001; Levy, 1997; Warschauer & Healey, 1998). As researchers described the internet and computer as two of the most astonishing developments of mankind history, it is often used in many language classrooms to help them become communicative. Despite many

Decision tree Essay Example | Topics and Well Written Essays - 2000 words

Decision tree - Essay Example So far the example fabric has met PPF’s essential performance standards but additional testing will illustrate if it can attain their maximum specification. Decision hypothesis is a logical and systematic strategy to the analysis of decision making. A fine decision is one that is oriented on logic; reflects on all accessible data and potential alternatives, and the quantitative strategies of data. In terms of the expected values calculated, and consequent decision, it does not matter if costs are to the left of amount or vice versa; though rationally the costs are incurred prior to the site acquisition revenue is earned so it generates more sense to put expenses to the left of amount. Clearly nothing will be achieved if PPF management decides not to go on with the project what he needs to find to decide to drill is an EV for this act that is greater than $0. The EV for drilling is $140k so he should drill. When p (abandoned) = 0 this means the likelihood of it failing to acquire the site and make profit is 1 (i.e. certain) and from the pertinent section of the decision illustration it can be observed that the EV is 1 x -$- Â £14.8.M In case of p (maximum) = 1 then there are two potential it can be possible to buy Curie site or delay decision making and maintain Faraday site. These double events are equally exclusive and comprehensive so must add up to 1. To attain this one must normalize the probabilities of buying the Curie site and expanding Faraday site to make them add up to