Institute of Technology Essay Example for Free

Foundation of Technology Essay A minor news thing included in MSNBC a month ago, from which the above selection is taken, discusses a 38-year-old maturing atomic force plant in the territory of Vermont that is as yet effective yet seems to present expanding danger to the earth. The nearby and state specialists need it to be decommissioned, yet the proprietor of the plant, Entergy corp. , means to run it for an additional 20 years. The plant meets 33% of the state’s power needs, and the individuals of Vermont are a lot of subject to it for the power, obviously. And yet they have become doubtful of the nature of the board at the plant and the plant’s practicality. The fate of this plant may not be a national or universal concern, yet it is a pivotal issue for the nearby individuals. The principal difficulty of the circumstance here reflects, in microcosm, the incomprehensibly bigger issue of things to come of atomic produced power thusly: would it be advisable for us to energetically grasp it or shrewdly recant it? Huge numbers of the quickly creating nations of the world, particularly, will in general be peppy about the capability of atomic force, while in a portion of the created nations where atomic force has been put to use for producing power for a very long while now there has been an expanding level of restriction to the proceeded with dependence on atomic force, from the perspective of dangers it postures to the earth. As on account of Vermont Yankee force plant, the essential clash in the atomic force part is between the potential and the possible hazard. The Vermont office has still the possibility to flexibly a huge portion of the state’s power requirements for a few decades more which is in no way, shape or form a mean accomplishment, yet there are signs, for example, the ongoing tritium release distinguished at the plant, of the diminished unwavering quality and strength of the plant. The Vermont report incites the inquiry: Can atomic force plants be vigorous and solid when all is said in done? The prizes they proffer may exceed the dangers they present, yet all things being equal, do the awards far exceed the dangers with the goal that the dangers †to the degree they are available †can be viewed as worthy? Various nations of the world have profited by atomic force for quite a few years now with just one significant catastrophe to talk about up until now. Be that as it may, what number of firmly turned away debacles, for example, the Three-Mile Island episode of 1979 there may have been †it is hard to assess. Since, as can be found on account of Vermont office, there is clearly a boundless culture of â€Å"leaks and lies† in the atomic force area, which will in general flawlessly conceal wasteful aspects, blunder, breaks, expanded dangers, etc. The world’s involvement in atomic produced power so far could be viewed as a preliminary or an analysis, in light of which we are constrained to take choices in regards to the eventual fate of atomic force. Ought to the world’s dependence on atomic force be drastically extended, as pushed by numerous atomic force lovers and as was at first expected when atomic force advances were creating in the 1950’s? Or then again, would it be a good idea for us to step by step eliminate our reliance on atomic force and change to a lot more secure other options, or should a center way be received? There are some very much educated individuals who might want to see all atomic force plants shut down †how far are their apprehensions legitimate? Writing Review: 1) Massachusetts Institute of Technology. (2003, 2009) The Future of Nuclear Power: An Interdisciplinary Study. Recovered from http://web. mit. edu/nuclearpower/The specialists at MIT â€Å"believe† in atomic power and noticeably underscore the central favorable position of nonattendance of carbon discharges in its creation. This investigation takes an exhaustive, interdisciplinary way to deal with surveying the achievability of atomic force. While the essential position of MIT favors the expanded utilization of atomic force, the dangers are not made light of. The issues that the atomic business faces are handled in a reasonable and nitty gritty way. The investigation prevails with regards to motivating trust in the capability of atomic force. In spite of the fact that the feelings of dread and concerns are not so much killed, they are not just obscure premonitions of fate now but rather depend on undeniable realities and conditions. The difficulties can be managed, on a basic level, with greater duty and activity. 2) Biello D. (2009). The Future of Nuclear Power: An inside and out Report. Logical American. Recovered from http://www. scientificamerican. com/report. cfm? id=nuclear-future This is a 4-section top to bottom report included in the Scientific American magazine in mid 2009. The primary report, â€Å"Find Fissile Fuel,† investigates the issue of accessibility of uranium and other crude materials for atomic force. The subsequent report, â€Å"Reactivating Nuclear Reactors for the Fight against Climate Change,† looks at the progressing heightening in atomic force creation in the U. S. â€Å"Spent Nuclear Fuel,† the third part, manages the significant issue of atomic waste administration. The last report, â€Å"Atomic Weight: Balancing the Risks and Rewards of a Power Source,† poses the inquiry: â€Å"Is it worth the minor possibility of a significant fiasco? † 3) Department of Trade and Industry, U. K. (2007). The Future of Nuclear Power: The Role of Nuclear Power in a Low Carbon UK Economy. Recovered from www. berr. gov. uk/documents/file39197. pdf This is a UK government white paper/discussion record on the significance of atomic force in tending to the issues identified with a dangerous atmospheric devation and environmental change and guaranteeing proceeded with vitality supplies. Despite the fact that it is a record of exhortation and data gave to the UK government to assist it with deciding, a thought of the particularities of the UK circumstance can be valuable in increasingly broad settings. In the UK, atomic force is as of now making a huge commitment to the ‘electricity creating mix’ and this paper is slanted to the view that it could make a significantly increasingly conspicuous commitment. 4) Mahaffey, J. (2009). Nuclear Awakening: A New Look at the History and Future of Nuclear Power. New York : Pegasus Books Mahaffey, a senior exploration researcher at Georgia Tech Research Institute, has composed a book intended to intrigue laymen about atomic force and its prospects. He needs to give us that atomic vitality isn't the beast it is depicted to be; while the dangers can't be totally moderated it can in any case be utilized in an extremely sheltered way. One of the hindrances to more prominent acknowledgment of atomic force is the general newness of the subject, the level of distance between the regular man and the tall-standing atomic reactors. The creator tries to overcome this issue by acclimating his crowd with the subject in an engaging and connecting with way, to a great extent in an authentic point of view. 5) Smith, J Beresford, N. A. (2005). Chernobyl: fiasco and results. New York : Springer The open view of atomic force has profoundly changed after the Chernobyl disaster. From that point onward, individuals living in the region of an atomic force plant are normally assailed with fears that their establishment doesn't end up being another Chernobyl. Also, if an atomic office is really having some referred to issues, as on account of Vermont, these feelings of trepidation are tremendously exacerbated. In this setting it is extremely relevant to comprehend what caused Chernobyl and survey how likely is it for a comparative calamity to happen once more, for extensively comparable reasons. Smith and Beresford’s definite yet straightforward record of the Chernobyl episode is valuable for building up a psychological image of the occasions that prompted the 1986 incident, what truly happened and how it was taken care of. Procedure: This short paper is worked around a minor episode at Vermont’s atomic force plant and the open response to it †with the point of inspecting the more extensive ramifications of atomic capacity to the eventual fate of the world. We propose to overview the works refered to in the writing survey so as to gather the suppositions and point of view of their writers with respect to the dangers and prizes introduced by the utilization of atomic force. An extraordinary spotlight is laid on the Chernobyl episode. Results: †The MIT investigation of 2003, later refreshed in 2009, is the one of the most definitive examinations in this field. It starts with what might seem like a miserable note that in spite of the extraordinary guarantee atomic force holds concerning fundamentally confining earth’s green house outflows, atomic force is for all intents and purposes confronting stagnation. It suggests a significantly increasing of world’s atomic producing limit of the world by 2050 so as to pivot the circumstance of decrease. Doing so would help in cutting 25% of the augmentation in ozone depleting substance discharges which would happen if such a resurgence of atomic force didn't occur. The security of current reactor structures is significantly better than those of the prior models, and there is exceptionally generally safe of genuine mishaps. In any case, the extremely generally safe related with current atomic reactors remains constant just when their activity executes â€Å"best rehearses. † Expansion is another significant worry with respect to atomic force age. With expanded utilization of atomic force, there is improving probability of abuse of crude materials and innovation for assembling atomic weapons. The current worldwide protections system is a long way from being sufficient, as per the report, to address the more noteworthy security difficulties of a worldwide development in atomic utilization. Particularly, the sort of reprocessing framework that is utilized in a lion's share of atomic force utilizing nations, including European Union, Japan and Russia, presents unjustifiable dangers of expansion. Squander the board is one more significant zone of concern. Shut fuel cycles including reprocessing are commonly considered to offer waste administration benefits, however the investigation isn't persuaded

Emerson and Thoreau Essay Example for Free

Emerson and Thoreau Essay Ralph Waldo Emersons American Scholar features three impacts that influence the brains learning process. The things by which assists with teaching man are nature, books, and through activity. Keeps an eye on mind resembles nature, tremendous and holds numerous privileged insights to be revealed and delighted in. How nature unfurls resembles the unfurling of the brain; what laws administer it are those made by the psyche. Concerning books, Emerson suggests that man should just gain from them careful science and verifiable occasions. He states that books ought to be utilized for motivation and read during inactive occasions. Books ought not be utilized as the authoritative manual for the learning man. They ought not be taken to be truth, for the real factors of the past may not remain constant in the present. Finally, Emerson urges the researcher to participate in labor, administration, and talk. These exercises are the signs of his considerations. Without activity, Emerson says that a researcher has not become completely a man. 2. During Henry David Thoreaus time, he was disappointed with how the legislature ran the nation. His obstruction was for the most part established on the issue of servitude, for which he was incredibly contradicted. As a method of communicating this analysis he composed Civil Disobedience specifying what he figured wasn't right with government and how it very well may be helped. He declares in the paper that the residents have an obligation to stand up when he sees and encounters wrong administration. He compared the administration to machine without a heart that ought not be permitted to bring treachery and subjugate the individuals. Thoreaus protection from what he saw as treachery isn't a type of injustice. He felt it his obligation to stand up and carry positive change to his nation. He urges residents to play an increasingly dynamic job and oppose the unreasonable directs of a still, small voice less machine. Thoreau hypothesizes that the best government is one that doesn't meddle a lot with its residents.

SIPA International Fellows Program Symposium This Friday COLUMBIA UNIVERSITY - SIPA Admissions Blog

SIPA International Fellows Program Symposium This Friday COLUMBIA UNIVERSITY - SIPA Admissions Blog Strobe Talbott, President of the Brookings Institution. Since SIPA and Columbia University are global institutions of learning, I thought many of you would be interested in attending this weeks symposium about the International Fellows Program (IFP), on Friday, April 17, 2015 at the International Affairs Building, Room 1501. The IFP Symposium will feature a keynote address by Strobe Talbott, President of the Brookings Institution and former Deputy Secretary of State, on Russia, Europe, and the U.S., with a focus on the Ukraine crisis and beyond.  Following the keynote, he will be joined for a panel discussion by Maxim Boycko, visiting scholar at the National Bureau of Economic Research; Kim Marten, associate professor of political science at Barnard College; Constanze Stelzenmueller, senior fellow at Brookings; and Stephen Sestanovich, Kathryn and Shelby Cullom Davis Professor for the Practice of International Diplomacy and director of the International Fellows Program. You may RSVP for the event here. If youre asking yourself,  what is IFP?,  well, its pretty simple (and exciting).  The International Fellows Program is a two-semester multidisciplinary seminar open to 30 students of all graduate degree programs at Columbia University. All fellows receive a stipend and study a curriculum with two goals â€" to examine the origins of the current international order, in which the United States has for decades played the leading role, and to look ahead to the new world that will eventually take its place, dominated by a larger number of actors, new problems, and approaches to problem solving that have yet to be defined. Participation in the International Fellows Program provides unique programming and networking opportunities with prominent figures of the international community. (Learn more about IFP in this 4-minute video.) FYI, if you didnt get into the IFP this year, its OK. You may still reapply for the program in your second year! For questions about the program, please contact Director Stephen Sestanovich at  ss2059@columbia.edu.

The Neurobiology of Fear Emotional Memory and...

The Neurobiology of Fear: Emotional Memory and Post-Traumatic Stress Disorder For survivors of traumatic events, the trauma itself is often only the beginning. While some are relatively unaffected, many others will develop post-traumatic stress disorder, or PTSD, an affliction that haunts its victims with terrifying memories, nightmares, and panic attacks. (For a comprehensive list of symptoms and diagnostic criteria, the reader may refer to the DSM-IV, relevant portions of which may be found online (7).) The National Institute of Mental Health estimates that 3.6 percent of Americans between the ages of 18 and 54 suffer from PTSD; 30 percent of those who have spent time in war zones - one million veterans of Vietnam alone - are†¦show more content†¦The distinction between conscious and unconscious memory suggests - and it is generally accepted - that emotional memory involves two brain systems. While conscious memory is mediated by the hippocampus, the amygdala is implicated in emotional memory (1). A small collection of nuclei in the center of each t emporal lobe, the amygdala controls the fear response, receiving and integrating sensory input to determine the level of threat. If the input is sufficiently intense to initiate an action potential, the amygdala triggers other areas of the brain that induce the physiological response that humans interpret as fear (3); the danger has been recognized. The amygdala, though, is involved not just in the fear response, but in the memory of fear, as well. In one test, researchers used functional MRI scans to measure amygdala activity while showing subjects a number of frightening and neutral images. They found that the degree of amygdala activity was a good predictor of both fear level (as reported by the subject) and of the ability several weeks later to recall having seen the image (1). This evidence, along with other studies with similar findings, has made the amygdala the target of much anxiety-disorder research (5), but it continues to raise the question of mechanism. The answer, partial though it may be, appears to lie in classicShow MoreRelatedThe Curent Understanding of the Neurobiology of Memory Reconsolidation and Its Implications for Psychology1863 Words   |  7 PagesThis essay is focusing on the current understanding of the neurobiology of memory reconsolidation and its implications for psychology. This paper will specifically focus on the molecular mechanisms of reconsolidation and research relating to fear memories and using propranolol and D-cycloserine as a treatment of post-traumatic stress disorder. Memory consolidation is the process by which memories are stabilised after being acquired. Consolidation studies have traditionally focused on the hippocampusRead MoreEssay on Post-Traumatic Stress Disorder: Implications For Brain1865 Words   |   8 PagesPost-Traumatic Stress Disorder: Implications For Brain Throughout the course of this semester we have examined numerous issues which have all had different implications for the brain = behavior argument. Some who have been skeptical of the validity of this idea have been swayed by observations that processes and behaviors they originally thought to have a cloudy neurobiological basis in fact have a sound biological and physiological underpinning. One such phenomenon which can help elucidateRead More Reliving the Nightmare: Post-Traumatic Stress Disorder Essay1172 Words   |  5 PagesReliving the Nightmare: Post-Traumatic Stress Disorder After the terrorist attacks on September 11th, horrific images of the towers collapsing, survivors fleeing, and the rescue and recovery efforts inundated television viewers. In the weeks following the attacks, numerous news accounts reported increasing general anxiety among Americans, with many individuals reporting sleep difficulties and trouble concentrating. Additionally, much attention focused on the effects on those who directly witnessedRead MorePost Traumatic Stress Disorder ( Ptsd )812 Words   |  4 PagesPost-Traumatic Stress Disorder, (PTSD), described by DSM-5 is in which he or she has been exposed to a traumatic event either experiencing or witnessing the event. PTSD classified in DSM is related to the family of anxiety disorders but also involves dissociative symptomology (Dombeck). DSM first identified Post Traumatic Stress Disorder as a psychiatric disorder in 1980. The 1980’s had many mental health professionals having trouble diagnosing veterans coming back from the Vietnam War. ScientistsRead MoreA Critical Reflection on Information Processing Theories of Trauma Response1613 Words   |  7 Pagesemotions are stored in memory networks containing information about stimuli, responses, and meanings regarding emotional events. Lang proposed that patients with anxiety disorders have unusually coherent and stable fear memories that are easily activated by stimulus elements that may be ambiguous but bear some resemblance to the contents of the memory (Brewin Holmes, 2003). Adapting this theory to PTSD, Foa et al. (1989) proposed that following a traumatic event, a fear network is formed that storesRead More Post-Traumatic Stress Disorder Essay1420 Words   |  6 Pages There are hundreds of different kinds of psychiatric disorders listed in the Diagnostic and Statistical Manual of Mental Disorders, 4th ed. (DSM-IV). One of them is called Post-traumatic stress disorder (PTSD). Based on the research, post-traumatic disorder usually occu rs following the experience or witnessing of life-threatening events such as military combat, natural disasters, terrorist incidents, serious accidents, or violent personal assaults like rape (Harvard Women’s Health Watch, 2005)Read MoreEssay on Brain Development in Victims of Child Abuse1560 Words   |  7 Pagessuch as emotional problems, flashbacks to traumatic events, and even learning problems, were psychological phenomena only, able to be cured with therapy. Now, however, beliefs are being changed with the help of tools such as MRI imaging, able to detect actual changes in brain anatomy, and it appears that what doesnt kill you may still permanently weaken you, at least when it comes to child abuse. The chief danger to the brain in child abuse, besides direct injury by the abuser, is the stress placedRead MorePost Traumatic Stress Disorder (PTSD) Essay4334 Words   |  18 PagesPost Traumatic Stress Disorder (PTSD) has been the focus of considerable attention, and some controversy, since it was formally recognised in 1980 by the American Psychiatric Association. This essay will discuss the history of this relatively new diagnosis and its place within the DSM-IV-TR, whilst three perspectives of pathological reaction to trauma, namely, socio-cultural, psychological and biological factors will also be compared. In conclusion this essay will discuss how the three perspectivesRead MoreHow Jessica s Early Upbringing Impact Her Current Situation?2248 Words   |  9 Pagesand sexual abuse by parents, the child is not only traumatized, but they are also deprived of a healing interaction in a safe place. The extensive range of effects involved in the adaptation to early unresolved trau ma results in complex post-traumatic stress disorder. Complex PTSD occurs when early, lengthy and inescapable trauma occur; this has significant effects in physiology, development and functioning according to (Herman, 1992 and Navalta, 2004). The resulting personality traits and strategiesRead MoreQuestions and Answers on Physiological and Psychological Needs995 Words   |  4 Pagesphysiological and psychological arousal. When we talk about physiological arousal, it includes palms covered with sweat, amplified muscle strain; and increased breathing and heart rates. In contrast psychological arousal comprises of apprehension, fear, anxiety and stress. There is an unwavering connection between arousal and behavior. Arousal has the affinity to restrain the energy behind behavior. It thus acts as a catalyst to activate behavior so that a particular action can be executed. Arousal has a tremendous

Pros And Cons Of Grade Retention - 1217 Words

Introduction Woolfolk, Winnie and Perry (2016) define grade retention as a process of having a student repeat a grade, due to failure of proper completion. Research has shown both the positives and the negatives factors associated with grade retention, making it a highly debated topic in todays educational systems. There is an immense dispute on whether it is beneficial or detrimental for a student to be refrained form entering the next grade if they are not academically prepared. One perspective describes grade retention as a motivator for students to work harder, in order to avoid the punishment of being held back, while others view grade retention as a way of eliminating social promotion, which causes students to feel left behind as†¦show more content†¦Wu, Hughes, and West (2010) support this statement as their research tested the psychological outcomes of grade retention on first grade children. Wu, Hughes, and West study resulted in the same beneficial outcomes as Ritzema and Shaw have mentioned. Grade retention can also be extremely beneficial the earlier it is used. In a study conducted by Vandecandelaere, Vansteelandt, De Fraine and Van Damme (2016) explain how early grade retention is very helpful as the study conducted on retained kindergartener’s due to their math skills showed no sign of detrimental effects, and in the long-term the children caught up to there fellow peers academic level. Gray-Bobo, Goussà © and Robin (2016) agrees on how the timing of treatment is very important and that grade retention in kindergarteners results in a positive effect. Overall, grade retention provides students with more time to improve their skills, by decreasing negative factors associated with school as well as decreasing failure and the rate of school drop outs, by reducing frustration in the subject (Vandecandelaere et al., 2016). In addition, grade retention ensures that students are working hard to avoid being held back (Woolfolk et al., 2016). Cons Although there are numerous prosShow MoreRelatedWhy Should Parents Decide If Retention Is Right For Your Child?977 Words   |  4 Pagesskills. Teachers never held kids back unless they were still too young to begin first grade. Today kindergarten isn’t quite as relaxed as it used to be. For example, kids are already beginning to learn math and reading skills. This new curriculum helps kids meet new learning standards imposed by the government. Some children might need more time to absorb all the information they will need to know by first grade. For this reason the number of children being held back is increasing. Therefore, theRead MoreBenefits And Backlashes Of High Stakes Testing890 Words   |  4 Pagesface annually due to high-stakes testing. High-stakes testing is the use of a summative test or an assessment to make decisions that are of prominent educational, financial, or social impact (Kubiszyn Borich, 2013). Decisions such as graduation/grade promotion, school/st ate funding, or even job placement or termination. Many critics of high-stakes testing believe that these test cause teachers to teach to the test. Pedulla, Abrams, Madaus, Russell, Ramos, and Miao (as cited in Madaus RussellRead MoreEvaluation Of A Standout Among The Most Vital Drivers Of Student Learning1429 Words   |  6 PagesFill-in-the-blank items tend to test just repetition, redundant reactions and might empower a disjointed study style since retention of bits and pieces of information as a will possibly produce higher scores. They are more challenging to score than specific choice items and scoring regularly should be implemented due to the possibility of more than one answer could be right. Pros †¢ Useful for who, what, where, when substance †¢ Minimizes speculating †¢ Supports more escalated study. †¢ Student mustRead MoreWeek 7 Weak Curriculum Vsinadequateinst1238 Words   |  5 Pagesï » ¿ Weak Curriculum vs. Inadequate Instruction Melissa Mouradjian Grand Canyon University November 12, 2014 Donald Schielke Curriculum and inadequate instruction both have their pros and cons when it comes to the decision-making process of what works best to achieve higher level learning among students. Curriculum mainly focuses on the knowledge and skills that are important to learn where as instruction is what learning will be achieved to meet the needs of students, standardizedRead MoreImpact Of The On The Force984 Words   |  4 Pages However, when you take the easy wrong, what is the impact on our force? Unqualified Leaders When soldiers or leaders make unethical compromises, whether it is inflated evaluation scores, overlooking maturity created by time in service/time in grade, or undercutting the institutional training requirements, you create a raw and in some cases dangerously inexperienced leader. As I have personally witnessed, a promotion of this nature makes the soldier happy because of the increased pay. As NCO’sRead MoreGrade Retention for Children1823 Words   |  8 PagesCan Grade Retention Be Good For a Student? Jennifer Marsek AED200 September 5, 2010 Noura Badawi Can Grade Retention Be Good For a Student? The children of the world are our future and we as a whole need to be sure that they are prepared for such a large task. The world requires that the children are able to read, write and have basic math skills in order to get through life, and be a part of society. This is a job that will become too large if it is not started and mastered in the earlyRead MoreStandardized Testing And Its Effects On Students1194 Words   |  5 Pagesknowledge into your head for the oh-so-important standardized tests. Go home and try to make sense of this sea of information for your good and your school’s. Repeat. This is the normal routine for students to undergo in order to reap acceptable grades on standardized tests. The cost of these tests aren t worth the so-called benefits. Standardized testing is an ineffective tool in the education system because it is detrimental to students’ education and it has negative effects on students. I canRead MoreThe Effects Of Standardized Testing On Students Education System1194 Words   |  5 Pagesknowledge into your head for the oh-so-important standardized tests. Go home and try to make sense of this sea of information for your good and your school’s. Repeat. This is the normal routine for students to undergo in order to reap acceptable grades on standardized tests. The cost of these tests aren t worth the so-called benefits. Standardized testing is an ineffective tool in the education system because it is detrimental to students’ education and it has negative effects on students. I canRead MoreU.s. Department Of Justice Essay1670 Words   |  7 Pagesto pay more attention to their concerns. They cite it as the best chance for improving the working environment. Direct Care workforce challenges remain. These individuals are the backbone of our hospital workforce. HST’s FST’s are hired as a pay grade 7 and have a starting salary of $17,100. State and provider rates should truly reflect support the quality services we provide. Fiscal year 2014 compare to the recent fiscal years in 2015 has strength Georgia economy to sustain the growth in theRead MoreImproving The Work Force Of Apprenticeships820 Words   |  4 PagesLerman, Urban Institute, and Jason Tyszko, Executive Director, Center for Education and Workforce, U.S. Chamber of Commerce Foundation, argue weather apprenticeships are an effective way to train today’s workforce. CQ Research recently published a pro con article â€Å"Apprenticeships† were the two authors argue their side to the readers by using the rhetorical analysis using logos, ethos, and pathos. Robert I. Lerman is in favor of using apprenticeships in today’s workforce for millions of Americans

The Return Nightfall Chapter 3 Free Essays

Later that day Caroline was sitting with Matt Honeycutt, Meredith Sulez, and Bonnie McCullough, all listening to Stefan on Bonnie’s mobile phone. â€Å"Late afternoon would be better,† Stefan told Bonnie. â€Å"She takes a little nap after lunch – and anyway, it’ll be cooler in a couple hours. We will write a custom essay sample on The Return: Nightfall Chapter 3 or any similar topic only for you Order Now I told Elena you’d be coming by, and she’s excited to see you. But remember two things. First, it’s only been seven days since she came back, and she’s not quite†¦herself yet. I think she’ll get over her – symptoms – in just a few days, but meanwhile don’t be surprised by anything. And second, don’tsay anything about what you see here. Not to anyone.† â€Å"Stefan Salvatore!† Bonnie was scandalized and offended. â€Å"After all we’ve been through together, you think we’d blab?† â€Å"Not blab,† Stefan’s voice came back over the mobile, gently. But Bonnie was going on. â€Å"We’ve stuck together through rogue vampires and the town’s ghost, and werewolves, and Old Ones, and secret crypts, and serial killings and – and – Damon – and have we ever told people about them?† Bonnie said. â€Å"I’m sorry,† Stefan said. â€Å"I just meant that Elena won’t be safe if any of you tells even one person. It would be all over the newspapers right away:GIRL RETURNS TO LIFE . Andthen what do we do?† â€Å"I understand about that,† Meredith said briefly, leaning in so that Stefan could see her. â€Å"You don’t need to worry. Every one of us will vow not to tellanyone .† Her dark eyes flicked momentarily toward Caroline and then away again. â€Å"Ihave to ask you† – Stefan was making use of all his Renaissance training in politeness and chivalry, particularly considering that three of the four people watching him on the phone were female – â€Å"do you really have any way to enforce a vow?† â€Å"Oh, I think so,† Meredith said pleasantly, this time looking Caroline directly in the eyes. Caroline flushed, her bronzed cheeks and throat turning scarlet. â€Å"Let us work it out, and in the afternoon, we’ll come over.† Bonnie, who was holding the phone, said, â€Å"Anybody have anything else to say?† Matt had remained silent during most of the conversation. Now he shook his head, making his shock of fair hair fly. Then, as if he couldn’t hold it back, he blurted, â€Å"Can we talk to Elena? Just to say hi? I mean – it’s been a wholeweek .† His tanned skin burned with a sunset glow almost as brightly as Caroline’s had. â€Å"I think you’d better just come over. You’ll see why when you get here.† Stefan hung up. They were at Meredith’s house, sitting around an old patio table in the backyard. â€Å"Well, we can at least take them some food,† Bonnie suggested, rocketing up from her seat. â€Å"God knows what Mrs. Flowers makes for them to eat – orif she does.† She made waving motions to the others as if to raise them from their chairs by levitation. Matt started to obey, but Meredith remained seated. She said quietly, â€Å"We just made a promise to Stefan. There’s the matter of the vow first. And the consequences.† â€Å"I know you’re thinking about me,† Caroline said. â€Å"Why don’t you just say so?† â€Å"All right,† Meredith said, â€Å"I’m thinking about you. Why are you suddenly interested in Elena again? How can we be sure that you won’t go spreading the news of this all around Fell’s Church?† â€Å"Why would I want to?† â€Å"Attention. You’d love to be at the center of a crowd, giving them every juicy detail.† â€Å"Or revenge,† Bonnie added, suddenly sitting down again. â€Å"Or jealousy. Or boredom. Or – â€Å" â€Å"Okay,† Matt interrupted. â€Å"I think that’s enough with the reasons.† â€Å"Just one more thing,† Meredith said quietly. â€Å"Why do youcare so much about seeing her, Caroline? The two of you haven’t gotten along in almost a year, ever since Stefan came to Fell’s Church. We let you in on the call to Stefan, but after what he said – â€Å" â€Å"If you really need a reason why I should care, after everything that happened a week ago, well†¦well, I would think you’d understand without being told!† Caroline fixed shining cat-green eyes on Meredith. Meredith looked back with her best no-expression expression. â€Å"All right!† Caroline said. â€Å"She killed him for me. Or had him called to Judgment, or whatever. That vampire, Klaus. And after being kidnapped and – and – and – used – like a toy – whenever Klaus wanted blood – or – † Her face twisted and her breathing hitched. Bonnie felt sympathy, but she also was wary. Her intuition was aching, warning her. And she noticed that although Caroline spoke about Klaus, the vampire, she was strangely silent about her other kidnapper, Tyler Smallwood, the werewolf. Maybe because Tyler had been her boyfriend until he and Klaus had held her hostage. â€Å"I’m sorry,† Meredith said in a quiet voice thatdid sound sorry. â€Å"So you want to thank Elena.† â€Å"Yes. I want to thank her.† Caroline was breathing hard. â€Å"And I want to make sure that she’s okay.† â€Å"Okay. But this oath covers quite a bit of time,† Meredith continued calmly. â€Å"You may change your mind tomorrow, next week, a month from now†¦we haven’t even thought about consequences.† â€Å"Look, we can’tthreaten Caroline,† Matt said. â€Å"Not physically.† â€Å"Or get other people to threaten her,† Bonnie said wistfully. â€Å"No, we can’t,† Meredith said. â€Å"But for the short term – you’re a sorority pledge this coming fall, aren’t you, Caroline? I can always tell your prospective sorority sisters that you broke your solemn vow about somebody who is helpless to hurt you – who I’m sure doesn’twant to hurt you. Somehow I don’t think they’d care for you much after that.† Caroline’s face flushed deeply again. â€Å"You wouldn’t. You wouldn’t go interfering with my college – â€Å" Meredith cut her off with two words. â€Å"Try me.† Caroline seemed to wilt. â€Å"I never said I wouldn’t take the vow, and I never said I wouldn’t keep it. Just try me, why don’t you? I – I’ve learned a few things this summer.† I should hope so.The words, although nobody said them aloud, seemed to hover over all of them. Caroline’s hobby for the entire last year had been trying to find ways to hurt Stefan and Elena. Bonnie shifted position. There was something – shadowed – behind what Caroline was saying. She didn’t know how she knew; it was the sixth sense that she’d been born with. But maybe it just had to do with how much Caroline had changed, with what she had learned, Bonnie told herself. Look how many times she’d asked Bonnie in the last week about Elena. Was she really all right? Could Caroline send flowers? Could Elena have visitors yet? Whenwould she be all right? Caroline really had been a nuisance, although Bonnie didn’t have the heart to tell her that. Everyone else was waiting just as anxiously to see how Elena was†¦after returning from the afterlife. Meredith, who always had a pen and paper, was scribbling some words. Now she said, â€Å"How about this?† and they all leaned forward to look at the pad. I swear not to tellanyone about any supernatural events relating to Stefan or Elena, unless given specific permission to do so by Stefan or Elena. I will also help in the punishment of anyone who breaks this vow, in a way to be determined by the rest of the group. This vow is made in perpetuity, with my blood as my witness. Matt was nodding his head. â€Å" ¡Ã‚ ®In perpetuity’ – perfect,† he said. â€Å"It sounds just like what an attorney would write.† What followed was not particularly attorney-like. Each of the individuals around the table took the piece of paper, read it aloud, and then solemnly signed it. Then they each pricked a finger with a safety pin that Meredith had in her purse and added a drop of blood beside their signatures, with Bonnie shutting her eyes as she pricked herself. â€Å"Now it’s really binding,† she said grimly, as one who knows. â€Å"I wouldn’t try to break this.† â€Å"I’ve had enough of blood for a long time,† Matt said, squeezing his finger and looking at it gloomily. That was when it happened. Meredith’s contract was sitting in the center of the table so all could admire it when, from a tall oak where the backyard met the forest, a crow came swooping down. It landed on the table with a raw-throated scream, causing Bonnie to scream, too. The crow cocked an eye at the four humans, who were hastily pulling back their chairs to get out of its way. Then it cocked its head the other way. It was the biggest crow any of them had ever seen, and the sun stroked iridescent rainbows from its plumage. The crow seemed, for all the world, to be examining the contract. And then it did something so quickly that it made Bonnie dart behind Meredith, stumbling over her chair. It opened its wings, leaned forward, and pecked violently at the paper, seeming to aim at two specific spots. And then it was gone, first fluttering, and then soaring off until it was a tiny black speck in the sun. â€Å"It’s ruined all our work,† Bonnie cried, still safely behind Meredith. â€Å"I don’t think so,† said Matt, who was closer to the table. When they dared to move forward and look at the paper, Bonnie felt as if someone had thrown a blanket of ice around her back. Her heart began to pound. Impossible as it seemed, the violent pecking was all red, as if the crow had retched up blood to color it. And the red marks, surprisingly delicate, looked exactly like an ornate letter: D And under that: Elena is mine. How to cite The Return: Nightfall Chapter 3, Essay examples

Question Conservation of Energy free essay sample

Missy Diwater, the former platform diver for the Ringling Brothers Circus had a kinetic energy of 15 000 J just prior to hitting the bucket of water. If Missys mass is 50 kg, then what is her speed? Solution: According to energy conservation, the kinetic energy at the bottom of the dive (15,000J) is equal to her gravitational potential energy before the dive. We can use this fact to find her dive height: PE = mgh h = PE/mg = 15,000J / (50kg)(9. 81m/s? ) 31m (rounded) Her speed can also be found from energy conseration: E(final) = E(initial) 0. 5mv? = mgh v = v[2gh] = v[2(9. 81m/s? )(31m) = 25m/s 2. A 750-kg compact car moving at 100 km/hr has approximately 290 000 Joules of kinetic energy. What is the kinetic energy of the same car if it is moving at 50 km/hr? Solution: KE =v^ 2 (Kinetic Energy = speed ^2 If the speed is reduce by a factor of 2 (as in form 100 km/hr) then the KE will reduce by a factor 4. We will write a custom essay sample on Question Conservation of Energy or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Thus,the new KE = 290 000 J / 4 KE = 72 500 J 3. A cart is loaded with a brick and pulled at constant speed along an inclined plane of an angle of 30o to the height of a seat-top. If the mass of the loaded cart is 3. 0 kg and the inclined distance of the seat top is 0. 45 meters, then what is the potential energy of the loaded cart at the height of the seat-top? Solution : PE = mgh PE = 3 kg x 10 m/s/s x 0. 45m PE = 13. 5 J 4. A 75kg trampoline artist jumps vertically downward from the top of a platform with a speed of 5m/s. How fast is he going as he lands on the trampoline 2m below? If the trampoline behaves like a spring of spring constant 5. 2E104 N/m, how far does he depress it? Soluiton : a) s = 1/2(u+v)t 2. 0m = 0. 5 * 5m/s * t 2. 0m = 10 * t t = 2. 0m/20 t = 0. 1s b) Hookes Law states F=kx x is the displacement of the spring (depression) F = Restoring force k = spring constant Rearrange. x = F/k What is the force upon hitting the trampoline? We have the mass so lets work out the acceleration. Acceleration = velocity/time Acceleration = 5/0. 1 = 50m/s^2 F=ma F = 75*50 = 3750N Substitute into Hookes Law x = 3750/(5. 2*10^4N-m) = 0. 072m of depression

Compare and Contrast Two Approaches to Counselling Essay Example

Compare and Contrast Two Approaches to Counselling Essay Personality can be defined as a dynamic and organised set of characteristics possessed by a person that uniquely influences his or her cognitions, emotions, motivations, and behaviours in various situations. It refers to the patterns of thoughts, feelings and behaviours consistently exhibited by an individual over time that strongly influence our expectations, self-perceptions, values and attitudes, and predicts our reactions to people, problems and stress. The study of personality therefore has a broad and varied history in psychology, with an abundance of theoretical traditions. Humanistic and Psychoanalytical theory can be seen as two main dispositional perspectives derived through the field of Psychology. Psychoanalytic theory explains human behaviour in terms of the interaction of various components of personality for example the id, ego, and super-ego and believes that personality is based on the dynamic interactions of these three components. In contrast to humanistic psychology it is emphasised that people have free will and that they play an active role in determining how they behave. Accordingly, humanistic theory focuses on subjective experiences of a person as opposed to forced, definitive factors that determine behaviour. With this fundamental difference in mind this essay will therefore compare and contrast psychoanalytical and humanistic traditions in terms of their application to counselling and psychotherapy, looking categorically at the shifts and changes within both traditions and therefore how both are used within today’s society. We will write a custom essay sample on Compare and Contrast Two Approaches to Counselling specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Compare and Contrast Two Approaches to Counselling specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Compare and Contrast Two Approaches to Counselling specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Psychoanalytic theory was an extremely influential force during the first half of the twentieth century. It focused on understanding of the unconscious motivations that drive behaviour. Psychoanalytic theory originated with the work of Sigmund Freud. Through his clinical work with patients suffering from mental illness (Freud and Breuer 1955 [1893-5]) Freud came to believe that childhood experiences and unconscious desires influenced behaviour. Based on his observations, he developed a theory that described development in terms of a series of psychosexual stages. According to Freud, conflicts that occur during each of these stages can have a lifelong influence on personality and behaviour and through free associations, dreams or fantasies; clients can learn how to interpret deeply buried unconscious memories or experiences that may be causing them distress. (Freud, 1924d) He believed that neurosis stemmed from early sexual traumas and therefore his ‘hysterical’ female patients had been subjected to pre-pubescent ‘seduction’- that is, in most cases, sexual abuse by the father, reprocessed memories of such assaults later surfaced, he concluded, in otherwise baffling hysterical symptoms. Freud spent a number of years developing this theory until 1896 when he finally went public with his findings. The next year however he confessed ‘I no longer believe in my ‘neurotica’- the seduction theory. By then Freud, deep in richly autobiographical dreams and self analysis, had convinced himself that his patients’ seduction stories were fantasies, originating not in the perverse deeds of the adults but in the erotic wishes of infants. The collapse of the seduction theory therefore brought about the idea of infantile sexuality and without the abandonment of the seduction theory, psychoanalysis as a theoretical stru cture built upon unconscious desires and there repossessions would not exist today. However to explain this decisive switch remains hotly contested in the world of counselling and psychotherapy. Orthodox Freudians, notable Freud’s disciple and biographer Ernest Jones, have cast it as the ‘Eureka-moment’ in which he saw the light. Some critics allege, by contrast, a loss of nerve, and hold that it was the abandonment of the seduction theory that was his error, perhaps even a ‘betrayal’ both of psycho-sexual truth and of his patients. If they had indeed been sexually abused, their stories were now discounted, as were those of future patients on the couch. However I personally believe the Freud’s seduction theory has a lot to account for, as there are many trauma related psychosis found in today’s society that are primarily related to rape and sexual abuse (Gerald, 1998). As already mentioned Freud’s work was both controversial and inspiring to many therefore his followers and competitors went on to expand upon his ideas to develop theories of their own. Much like Sigmund Freud, Erik Erikson (also a psychoanalyst) believed that personality develops in a series of stages but with dissimilarity to Freud’s theory of psychosexual stages, Erikson’s theory describes the impact of social experience across the whole lifespan. Eriksons eight-stage theory of psychosocial development describes growth and change, focusing on social interaction and conflicts that arise during different stages of development and therefore was greatly influential to the humanistic movement (Erikson, 1997). Thus there are many threads and interconnection within these formulations of psychoanalytic thinking also known as Neo- Freudianism, which credit its roots in the work of Otto Rank and Karen Horne. It is their research amongst others that can now be categorised into three main modality of humanistic therapy; Gestalt, Transactional Analysis and Person Centred Theory. Humanistic therapy therefore began as a reaction to psychoanalytical theory and derives from ‘humanistic psychology’ a term which originally flagged up a concern about dehumanisation within the therapeutic relationship. The approach therefore claimed to be more humane, warmer and relational then psychoanalytical traditions. It was coined the ‘third wave’ movement (Maslow, 1962) and many humanistic pioneers believed that they were forming a revolutionary movement which overturned the orthodoxies of the past which dominated psychology at the time. It appeared in the USA in 1940s and 1950s becoming more defined at the Old Saybrook Conference of 1964 (Bugental, 1965) where many of the best know figures came together. They agreed that topics such as self-actualization, creativity and individuality were the central theme of this new approach and in 1961, the American Association for Humanistic Psychology was officially established. Humanist thinkers felt that psychoanalysis was preoccupied with psychology as a form of science, failing to take into consideration the role of personal choice. Alternatively, movements and waves could be seen as cultural and artistic and there is a strong link between humanistic therapy and creative expression. It was instead focused on each individuals potential and stressed the importance of growth and self-actualization. Therefore the fundamental belief of humanistic theory is that people are innately good and that psychological problems result from deviations from this natural tendency (Maslow, 1943).

Justification and Weaknesses of the Non-Interpretive Model essays

Justification and Weaknesses of the Non-Interpretive Model essays Justification and Weaknesses of the Non-Interpretive Model Brief: Justification and Weaknesses of the Non-Interpretive Model The question of Constitutional interpretation still has yet to be resolved. Should only the explicit commands of our nations Founding Fathers be referenced in courts of law, or can it be justified that an outside body should extrapolate from the specific text of the Constitution to define and defend additional fundamental rights? Further, if this body, namely the Supreme Court, bases its decisions of constitutional relevance not wholly on exact interpretation, then regardless of reason, are they wholly illegitimate? The non-interpretive model allows the Court to interpret beyond the exact wording of the Constitution to define and protect the values of a society. The question of how the non-interpretative model can be justified must be answered. Despite much remaining confusion between the two models, it is clear that history has chosen the non-interpretative model without which many of the defining points in our nations history would be unjustified. The overwhelming strength of the non-interpretive model is that it has allowed for many fundamental decisions that have served to protect the natural rights of the members of this society. If on the other hand the interpretive model is to be accepted, a significant number of decisions must be revoked. Briefly, the majority of the due process clause is no longer...

Level 5 leadership and Transformational Leadership in the Construction Literature review

Level 5 leadership and Transformational Leadership in the Construction industry of Project Management - Literature review Example Many organisations will root for outsourcing arrangements at first in overseas countries mainly to capitalise on cheap labour, reduced taxes, the possibility of hiring skilled employees in their own country, as well as, a 24 hour readily available workforce. Despite these obvious advantages, the recent trend of reshoring has perhaps stemmed from the corporate concerns on operational mishaps that have obviously precipitated a decline in both productivity and quality. According to a recent research conducted by Warwick Business School and GE Capital UK, a quarter of the mid-market firms are seriously considering re-shoring all or some of their business activities in the next three years. According to the research, the reasons for the trend in reshoring comprise of productivity, rise in the overseas costs, rising control or management issues or access to skilled labour. The research further reveals that, with the reshoring, companies are expected to witness a greater than average rise in revenues to the tune of 14.8 % leading to an overall 12.1 % uplift in the profits. In terms of the activities, which would be reshored, internal business services comprised of 23 percent, procurement and customer-facing services at 21% and 19% respectively. Other activities earmarked are product development, manufacturing and production. According to the study, which was conducted on 100 companies, reshoring will most likely create over 378 500 jobs and add  £27.6 billion to the national mid-market revenues annually. The research also found London to be the favourable re-shore destination. South-East follows closely and is then followed by West Midlands, North West, Yorkshire, and Humber (Green, 2014). Therefore, how does a company draw the conclusion on whether reshoring is right for its business activities? Well, time is an important and a changing factor in business. Consider Toyota as an example.

Research paper on three plays Essay Example | Topics and Well Written Essays - 1000 words

Research paper on three plays - Essay Example an, narrates the story of a tragic character so engrossed in his false belief, that reality and illusion merge, resulting in an internal struggle that leads to his downfall. Each play portrays the internal battle of a man struggling to come to terms with his own, bitter reality and departing from his fantasy world. In selecting the frailty of illusion over the constancy of reality, the protagonists meet their inevitable disaster. From the start of Sophocles’ tragic play, Oedipus takes many actions and makes many choices leading to his own downfall. Oedipus selects to disregard numerous warnings, involving truth of his life and family background. Teiresias supplies Oedipus with everything he has to know regarding his fate by stating, â€Å"You, yourself, are the pollution of this country,† (634). Notwithstanding this evident assertion of truth, Oedipus chooses to delude in his comfortable fantasy, that he has escaped his inevitable fate. He chooses to ignore the prophecy of his fate to kill his father and marry his mother. Oedipus tries to resist the gods by escaping from his homeland, Corinth, but instead throws himself directly into the hands of fate. Oedipus ignores another warning of truth in ignoring the words of Teiresias. He thinks that he has successfully evaded his own destiny; however, he could not have been farther from the truth. Oedipus’ imprudent decisions finally lead to hi s ruin in the play. Oedipus’ most irrational choice succeeds throughout the play: the choice of illusion over reality in the end costs him his life. Similar to the Oedipus’ inability to accept the truth, Hamlet persists in blinding himself. Even after the ghost narrates to Hamlet how his father was killed, Hamlet has the players act it out, in order to be convinced. His obscurity of the truth remains consistent. Although the king gives himself away after seeing the replay of his brother’s murder, by yelling, â€Å"Give me some light. Away!† (79), Hamlet is still undecided.

Human Resource Planning Reflective Statement Business Essay

Human Resource Planning Reflective Statement Business Essay In a perfectly competitive market if companies are to maximize profits, they need to manage their human resources better. An example can be cited to explain that better. Presuming the selling price of an article is $15. If profits are to be maximized, prices cannot be increased because perfect competition exists. If the cost price of the article was considered to be $13, it is evident that the profits in such a case would be $2. The only way the company can maximise its profit is by cutting down on the cost of production of the article as the option of providing the same quality at an increased price is not a viable option. Since it is not feasible on its part to influence the prices of the raw materials, it is left with the only option of trying to influence its man-power to increase its efficiency and as such facilitating better and higher production. It is further to be noted that man power is the only cost-of-production factor which can be effectively and hugely influenced with a little better supervision. Introduction Human man-power are the most important wealth of an organization. The success or failure of an organization greatly depends on the ability of the people working therein. Without positive and innovative contributions from humans, companies cannot progress. If an organization wants to achieve its goals, they need to recruit people with the necessary skills, qualifications and experience (Jackson Schuler, 1995, Sparrow, Paul, et al 2004)). While doing so, they have to keep the present as well as the future requirements of the organization in mind. Human man-power is the most important wealth of an organization. The health of an organization can be largely attributed to the skill of the man-power currently employed by it . For the organization to be successful in the long run it has to be able to tap its man-power skills most cost-effectively . If it aims to be successful in the long run, the organization should be able to recruit the rightly qualified man-power and which it can further train most cost effectively to achieve its dreams (Jackson Schuler, 1995, Sparrow, Paul, et al 2004)). Nevertheless, the organization aims and goals have to be always kept in mind while recruiting manpower. Targeted Training and Development The unending spirit of self-motivation amongst the manpower at Infosys and an organizational obligation to continuous self development keeps the company ahead in a fast-developing industry. This constant self development programme at Infosys is structured around a host of dedicated workshops for its employees (Infosys, 2010). These include key schemes such as the Infosys Leadership Institute and also various in-progress management development and personal improvement programs. A lot of training programs also include technological training to keep employees abreast with the latest technology.   The training plan provides a succession of efforts as employees advance their career. When an employee joins the company, he begins his training with an induction programme and later leadership trainings are given as and when they take more responsibilities. Training at Infosys includes the following: Technical training by Education Research department: The company has an entry-level technical training program, lasting 14 weeks. Academic institutions have certified this training as being of the level of a BS training in America. The Education Research (ER) department at Infosys provides many regular training sessions to middle level employees also. Quality Process Training: Quality is a major factor at Infosys and there are tailor made training programmes for specific role jobs such as Software Engineer, Programmer Analyst, etc. Personal Effectiveness and Managerial Programs:   The company also has training programs to improve the managerial skills and leadership abilities, achieve company goals and create high performing multicultural teams.   ILI: The Infosys Leadership System: The Infosys Leadership System (ILS) and the Infosys Leadership Institute (ILI) deal with the subject of continuous growth and helps create a system for developing leadership abilities in Infoscions.   ILI is based at an ultra modern building, in Mysore, India The learning mantra at Infosys has been to bestow the participants with the understanding to find the best result, instead of showing a single method of work and also to relate to real life conditions. They also encourage employees to undertake further studies with fee refund if they are eligible. The selected few 400 of the 58,409 employees identified as high potential Infoscions go through a three-year leadership journey that includes training, actionising personal development programme, communicating with other participants, understanding the company better and resolving real business issues. The note prepared by the ILI faculty enumerates the nine pillars for leadership development as (The Hindu, 2010): 1. 360 degree feedback In order to know about the ability of an employee and how he is performing, the company collects information from other employees in his department; both juniors and seniors and also from clients. With the help of this feedback, personal development plans (PDPs) are set for each employee and he is allocated an ILI faculty member who guides the individual on how to follow the PDP. 2. Development assignments On the basis of the above PDPs, employees with good capability are chosen and are entrusted jobs outside their department and areas of speciality. This helps them attain leadership skills beyond their existing areas of specialization. 3. Infosys Culture workshops Culture workshops are organized with a view to underpin the Infosys culture amongst the employees. These workshops also help employees improve communication skills because of continuous interaction amongst themselves. 4. Development relationships This exercise involves communicating on a one-to-one basis during work and mentoring is an essential part of this. This helps in improving communication among employees and also in sharing of knowledge. 5. Leadership skills training These exercises are conducted by top officials of the company including CEO and Managing Director and participants are the Tier 1 employees. These are held in order to inculcate leadership skills among them through the vast experience of the CEOs and Directors. 6. Feedback intensive programmes These programs are similar to 360 degree feedback, but there is one difference that these are based on both formal and informal responses obtained from other workers that the concerned employee interacts with. 7. Systemic process learning This exercise is conducted with a view to enable the participant to obtain a general understanding of the processes of the company and how it functions. This helps in improving the employees as also the systems. 8. Action learning This exposes the individual to on-the-job problems and involves solving the same, albeit as a team. 9. Community empathy The company realises the importance of fulfilling its obligations towards the society and justifies the same by organizing various socially motivated schemes both educational and developmental in nature. These programs cultivate a sense of responsibility amongst its leaders towards the society. Staffing Policies Apart from its regular staffing process which includes campus recruitment, advertisement on major job portals (monster.com, naukri.com and timesjobs.com) and internal recruitment it also goes in for temporary reinstatement of retired executives and staff that the company has already laid off if the company is not able to find a suitable candidate by the regular staffing methods. Also there is the Infosys Internship Program, Instep where students from schools such as Stanford Graduate School of Business, MIT Sloan School of Management, Harvard Business School and the Said Business School of Oxford have been competing to visit Infosys Bangalore campus. Infosys Technologies Ltd. recently announced its first large-scale plan to recruit 300 college graduates from universities in the United States and 25 graduates from the United Kingdom as part of an ongoing commitment to create a diversified, global workforce. In 2005 06, Infosys doubled the percentage of non-Indian employees, hiring more than 25 different nationalities (Karnataka, 2006). Infosys Technologies Ltd (Infosys) has been recognized amongst the top 16 Asian companies to be listed in the prestigious Most Admired Knowledge Enterprises (MAKE) study, 2009. Infosys has won the Asian MAKE award six times in the past and is one of the five Indian companies amongst the leading Asian corporations to have won the award this year (Infosys, 2010). Linking Corporate Strategy with HR Strategy Corporate Strategy HR Strategy Expand Geographically Creation of diverse workforce. The company has employees from 70 nationalities working across 90 countries. Providing best business solutions Employing the best quality human resources Vision To be a globally respected organisation that provides best of breed business solutions, leveraging technology, delivered by best in class people. The primary corporate strategy adopted by Infosys is globalization viz geographical diversification. It has very well linked this strategy to its HR strategy of creation of diverse workforce having over 91,000 employees from 70 nationalities working across 90 countries. Any company intending to be global mainly needs to focus on their  corporate culture.  Most companies have an ethno-centric  corporate culture.  Initially when Infosys was small, it had all its clients and employees in India.  All its executives were and still are of Indian ethnicity. Therefore its  corporate culture is mainly influenced by Indian culture. When newer development centres are opened in other countries, the Indian corporate culture un-intentionally permeates and tries to inspire the local culture. If these two cultures are totally opposite, the company finds it difficult to maintains its leadership as it might tend to hamper the manpower productivity. As such, ethno-centric  corporate culture  may restrain the aim of any company going global. Nevertheless, if it were to have executives at the top with different cultural background , this ethno-centric corporate culture can easily be managed and motivated to achieve the organisation goals. As such, Infosys needs to have multi-ethnic executives at its top level before it can concentrate on its ground-level multi-ethnic workforce.  That will have a long term and positive effect on the multi-cultural background workforce and help the organization in attaining a truly global nature.  That is the  only  way for Infosys or any other company to achieve globalization (IT Strategy, 2010).    Also, another corporate objective of Infosys is providing the best business solutions among all its competitors. In taking this strategy forward, the company being in a knowledge based industry, emphasizes on the quality of human resource. The company mostly recruits people with the best academic records, in other words the crà ¨me de la crà ¨me of the graduates. The major issues challenges faced by HR Manager are: Health Welfare, retirement, change management, compensation, Employee rewards, HR effectiveness measurement, HR technology selection implementation, industrial relations, Leadership development, Learning and development, Legal/Regulatory compliance, MA integration/restructuring, Organizational effectiveness, Outsourcing, Staffing: mobility of employees, Recruitment and availability of skilled local labour, retention and succession planning. Professor Ghoshals 3 P Approach (Ghoshal Bartlett, 1998) Todays leading companies are built around the three Ps of Purpose, Process and People. Leading from the forefront, men at the top have to inculcate organisational values amongst its workforce including the fact that the goal of the organisation is common and can be achieved only if was shared by all. It is utmost important that the complete workforce transpires to achieve this common goal by all doing their part/work to their best. As such the management has to actively and constantly thrive/work to continually self-motivate the work force and help them work to their potential while at the same time bringing it most clearly out in the open their own commitment towards achieving the common goal. In this process they help cultivate this feeling of self-importance amongst the work force. As Ghoshal states: You cannot have faith in people unless you take action to improve and develop them. He further emphasises that the achievement of the goals of a business entirely depends on the skills and self-motivation of its manpower and to be able to achive such a situation, he further promotes the thought that organisations need to develop a new moral contract with their people.   True for Infosys!! The attitude of management towards their employees is the key factor here. Here is a company that gives utmost importance to its work force who they believe are the main people and because of which the company is on its pre-planned course to achieving its goals. As its saying goes Powered by Intellect. Driven by Values is absolutely true for this company. In order to be able to achieve its pre-planned objectives and critical strategies, Infosys believes in deploying the right candidates with the right skills at the right time and place. The existing work force is taken into account before it takes any initiative/steps to overcome the possibilities of man power shortage in the near future and which might hamper its aim to achieving its goals. It also takes into consideration alternative ways of organizing jobs for example Production at its helm could be handled by temporary workers or allowing the regular work force to work for extended hours. As regards to the supply of employees, it takes into account the effect of various HR programs on employees joining the company. It then determines how well the existing programs are doing before forecasting the need of additional programs. Accurate forecasting also plays an important role as their might be big gap between current HR situation and desired HR situation. Various uncertain-factors including new competitors, changes in technology, changes in social, political and economic climate, unstable product demand, etc., and factors which promote stability including competitive position, slow developing technology and stable product demand also play a key role helping the company to forecast. Hiring Strategy Infosys recruits candidates who have had a consistent background in their academic life-time. For more skilled jobs, the knowledge of the required skill is the preferred selection criteria. The written test normally encompasses simple puzzles from books of renowned writer like Shakuntala Devi. The main criteria is for average communication skills and of-course the proper knowledge of the English Language. The Equity Continuum (TWI Inc., 2010). Though Infosys has full faith in its current top leaders, it has inducted into its future leadership program a group of 400 people, who have been selected from all over the globe, which it believes and intends to train to take over the helm of the company in the near future. This is in tune with the companys multi-ethnic employees culture where the only factor of consideration is the individuals skill and aptitude. Its diverse workforce of over 91,000 employees from 70 nationalities working across 90 countries rationalises its score of 5 on the Equity continuum. Armstrong (2006) outlines that the rewards such as employee benefits and non financial compensation are given in accordance with   the employees contribution to the firm , skill level and their market   worth as dictated by current factors in the internal and /or external   environment . Infosys was one of the first companies in India to introduce an Employee Stock Option Scheme. The company introduced the iRace (Infosys Role and Career) program under which only those professionals who have proved their set-skills over a period of time are eligible for further promotions (Infosys 2010). However there were a few employees (about 5% of the total workforce), who did not co-relate with the initiative because they felt that there would be disheartenment among the fellow team members if this criteria was to be strictly followed. Besides at Infosys a few staff was demoted from their existing positions. This was a cause of resentment amongst quite a few of the workforce. In order to make it more appealing to a wider section of workers, the policy of demotion should be removed or done in the rarest of cases. Sources of Recruitment Internal Sources External Sources Promotions Campus Recruitment Internal Notification Job Portals Transfers -Management Training/Internships Recall Schemes Forced Applications The main recruitment processes at Infosys include campus recruitment, internship programme advertisement on major job portals (monster.com, naukri.com and timesjobs.com) and internal recruitment. Besides, the company also goes in for temporary reinstatement of retired executives and staff that the company has already laid off. Every IT graduate aspires to be a part of the Infosys team and the company employs the best people in the industry. Needless to say, the recruitment process is very good. Selection and Induction To select mean to choose. Selection is the process of picking persons who have applicable credentials to fit into relevant jobs in an organisation. The central purpose is to select the right candidate with the requisite set of skills most appropriate for a job. To fulfil this requirement, the company takes into consideration the candidates age, qualifications, skills, experience, etc. so as to match the required skill-set with the profile of the candidate. The be-fitting candidate is then selected from amongst all the aspiring. How well an employee is matched to a job is very important because it is directly proportional to the amount and quality of an employees work. The selection methods generally adopted by Infosys are preliminary interview, ability test with special stress on English proficiency, general aptitude test and final interview. The general aptitude test is similar to the GMAT taken at most B-Schools the difficulty level of which is quite high thus ensuring that the best talent in the industry is recruited. Thus the organisations selection methods are of quite high standard. The disadvantage of such a selection process however is that, at times a great deal of time is lost before the right candidate can be employed for the position besides being a costly affair on the companys part. Instead of such a time consuming procedure, the company can resort to employing people from competitors in similar positions. Induction refers to the process of familiarisation with the organisation and settling into the job. The selection process is only the beginning of the employee-employer relation the future of which solely depends on how satisfyingly . Labour obsolesce is highest among newer recruits and the required efficiency is reached only after the candidate has adjusted well into his role and to his work environment. Success Factor Scale (1 to 5) Review the positioning of the induction 4 Coverage of the induction programme 5 Appoint a mentor 4 Plan the induction and involve and inform others 5 Prepare the work area 5 Introduce the recruit to the organisation and the department 5 Emphasize the importance of organization policies and procedures 5 The induction programme at Infosys covers general organizational induction training, technical and departmental induction training as well as managerial executive induction training (wherever applicable). It is thus quite extensive and covers everything that a new recruit should know. The employee who is to be appointed as mentor is informed in advance and a mail about the induction is circulated within the department where the new employees have been recruited. Often the selected new recruit is sent to DC or Development Centres for a period ranging from 3-6 months whereby he/she works on live projects. In the general organizational induction training, the employee is given a rigorous training as regards the organization policies and procedures. There is a three-tier mentoring process at Infosys (The Hindu, 2010) Tier-1 of the Infosys Management Council, which consists of the companys board of directors, mentors Tier-2 leaders who in turn guide the Tier-3 group. About 45 executives are a part of the companys Tier-1 of the management council. And each of the leaders undergoes exhaustive and sustained training through the companys personal development programme PDP. Infosys training programmes are designed to enable company professionals enhance their skill sets in tune with their respective roles. The spirit of improvement, constant individual and professional growth is most apparent in how the company manages its physical, technology, or human resources. Projects such as the Infosys Leadership Institute are targeted continuous managerial growth and personal improvement. A multitude of technology advancement and other training programs provide training to employees in explicit areas of know-how, management, leadership and communication skills. Employees can also pursue their interests in areas such as arts, culture, or sports. Besides having an, Art Gallery which displays art made by employees of Infosys, there are daily quizzes and regular music gatherings that keeps creativity alive at work.   Inculcom hosts cultural programs for Infoscions. Apart from these, one can see food courts (offering Chinese, Indian, continental, etc). at Infosyss campus. Theres also a swimming pool, theres a library, internet access volley ball courts, tennis courts and the reason why all this has been done is the company believes in flexible work hours. InSync, an internal communication program focuses on keeping the Infoscion aware of the latest developments in the organization. Then there is the Toastmasters Club. It provides a platform for employees to develop communication and leadership skills. Such a relaxed atmosphere at work keeps the employees stress free and draws them more to work rather than being on leave. It also motivates them to perform better and with increased zeal and energy. However, too much of a relaxed attitude at work may lead to callousness and taking work also with the same easy going spirit. The founder of Infosys, Mr Narayan Murthy has a straightforward slogan for success keep your employees happy. He views that only those organizations can survive in the near future in which the work force shares a common goal with those of the organization (Express India, 2010). The company can do every possible thing under the sun to make its employees happy and flexible working is one such scheme. Especially for an employee who has kids or dependent parents to look after, such a scheme can ensure lifetime loyalty towards the organisation. However, this scheme is not free from disadvantages. For example a scheme such as work from home does not help cultivate the spirit of team work or working together as a team. Trainee employees are devoid working alongside qualifies technicians. Providing equal opportunities is the fundamental part of the recruitment and selection process at Infosys. Applications are always encouraged from the under-represented groups of the society. Apart from a few solitude individual cases of labour lawsuits against the company where an India-born American citizen, is supposedly alleged that her bosses at  Infosyss  Fremont, California office discouraged her from taking day off on American holidays like Thanksgiving and Christmas and refrained from paying her extra for working on a holiday according to California law, the Infosys has been practically devoid of any claims of discrimination. It can be said that the recruitment and selection process is pretty robust. As regards the dismissal process, it is said that Infosys is a company where employees can easily think of retiring. To be more precise, dismissals at Infosys have only been heard of at the initial selection stages and once an employee has gone through the induction process, dismissal is a very rare phenomenon.

Who do you think is more successful leader Ralph or Jack? :: Free Essay Writer

Who do you think is more successful leader Ralph or Jack? Ralph'sElected the leader of the boys at the beginning of the novel, Ralph is the primary representative of order, civilization, and productive leadership in the novel. While most of the other boys are concerned with playing, having fun, and avoiding work at the beginning of the novel, Ralph sets about building huts and thinking of ways to maximize their chances of being rescued. For this reason, Ralph's power and influence over the other boys are extremely secure at the beginning of the novel. However, as the book progresses and the group succumbs to savage instincts, Ralph's position declines precipitously as Jack's station rises. Eventually, all the boys leave Ralph's group for Jack's, and Ralph is left alone to be hunted by Jack's tribe. Ralph never seriously considers joining Jack's tribe in order to save himself. Ralph's commitment to civilization and morality is very strong, and his main wish is to be rescued and returned to the society of adults. In a sense, this strength gives Ralph a moral victory at the end of the nova, leadership qualities were to inspire confidence by providing hope for the rest of the group (we will get food hunt. Catch things until they fetch us), or example; the fire was used to signal and to attract only attentions he said (you rub two sticks. you rub), to any passing ships or planes. We see many events through Ralph's eyes, and are given many insights into the way he feels about events and people. Ralph was liked thus he was chosen as leader, he was fair, by him giving the group the right to speak whenever they are holding the conch. As always a successful leader needs some courage to face enemies and others who try to intrude, against his followers with his superiority of mind control and not physically has a set of rules; and by definition of LEADER is a person who rules or guides or inspires others. Ralph's character does not only lead the group, but he also attracts us the readers too, to the novel and also makes us, the readers want to know what would happen and if he is going to be successful doing his job as a leader or not. When the little ones do not help out Ralph does not react in a violent way he is calm and relaxed about them building sand castles, because he does not expect them to help. yet because they have had less time learning about the ways of society. By the end of the book, Ralph's position changes and shows that his

Change Management Report

Through an extensive range of skills and experience, the A-Belch Group has significant engineering and design capabilities to provide a complete and bespoke first class engineered solution from design to manufacture. Electrical and Mechanical engineering excellence Bespoke design solutions New product development programmer with continuous testing and development Quality design software enabling precision design and manufacture Continuous The Group incorporates HAD Lighting, A-Belch Hazardous Area, MAP Solutions, Electrical Engineering and Industrial Connectors.The extensive product portfolio includes the HAD Hazardous area lighting range, hazardous area enclosures, witchery, electrical distribution panels, electrical accessories and innovative modular building service solutions. The Group is an established supplier to the UK and international petrochemical, energy, rail and construction markets. With over 25 years' experience in the energy sector, A-Belch excels in quality, price an d delivery and after sales support.My role within the organization is to plan and manage the production of the Had cell. A-Belch is SISSIES :2008 accredited – see attachment 1 . Part of my role is to ensure the product we manufacture is of a high quality and tests the SIRS certification requirements. Due to the highly hazardous environments our products are used in we must ensure all shop floor operatives follow controlled drawings and SOPs for each build stage. See attachment 2 for controlled drawing. Attachment 3 is an SOP that is used by shop floor operatives.The department strives for continuous improvements and all staff are encouraged to offer their opinions to develop the department further. It is important that the department continuously improves in its working practices and procedure to keep up with a growing demand for our product and changing market place. As the company is ISO accredited the quality management systems have been prepared to BBS EN ISO 9001 :2008 a nd ISO/ICE 80079-34. My department manufacture products that are certified explosion proof lighting for hazardous area.All products are TEX and ICE certified and due to this a high level of quality is required during manufacture. All products are built to drawings which have been produced from certification drawings issued to SIRS the certification body. Without SIRS certification and approval no products can be manufactured. On each drawing is a list of components required is listed for the build. Along with the manufacture drawing a wiring diagram is supplied and a works instruction for the product. All finished goods are signed off by the production supervisor after being inspected.Each build has a check sheet with stages of each Job that need to be complete and signed off by the relevant operator, these are then kept and filed for future reference and can be used if goods are returned due to a quality issue relating to the build as I am able to identify which operator manufactur ed the unit and apply the appropriate action or complete refresher training. Identify a change that is required identify a change required in the workplace and explain the potential benefits of this change to the organization.In order to identify the factors that may require the company to change I have conducted a SOOT analysis – See below. STRENGTHS Growing company New product design Influential in the market place Loyal customers Dedicated staff Repeat business Competitive products USPS Team moral Opportunities Future Product development Supplier reviews – current changes needed to our supply of major components Additional business Current BOO items moving to manufactured itemsFactory expansion Increase in current output up to millions – new factory expansion WEAKNESS Health and Safety policies Environmental policies Lack of hazardous waste disposal Lead Times Manufacturing build issues High failure rate on some products Succession Management Competitors New products released to market by competitors Supplier price increase Market change Double dip recession Previous product quality issues From the SOOT analysis I have identified a change needed to our current health and safety procedures relating to our potting machines.Changing our current potting canines and process this will reduce down time and lead times, reduce annual cost, increase additional business and add to the growth and success of the department which will allow the company to develop in line with changes in the market place. Currently both potting machines run on a manual fill system where by each operative using the machine has to fill each hopper up by hand. In order to do this they need to stand on ladders and fill each hopper.The approve. Weight of both the activator and base is KEG each. The activator is a harmful substance which can irritate the skin an eyes. Correct PEP is worn by each operative; however there is always a risk of both the activator and base splash ing the individual. Manual handling is also a concern as the operative must climb onto step ladders carrying the base/activator to fill the hopper. Handling and risks to each operative can be avoided by moving to an automated bulk feed system.By moving over to the automated system the health and safety risks will be reduced significantly as there will be no need for each individual to manually fill each hopper. The automated bulk feed system will be installed for both potting machines and will insist of twin pneumatically operated double acting diaphragm pumps with dip tubes and four off outlet hoses up to machine mounted reservoirs. Electronic high- level sensors will be fitted to each reservoir to automatically call-off material from the supply drum on demand and stop when the reservoir is full.Pneumatically actuated ball valves will also be fitted onto each reservoir. Approve. Cost for this fitment EH,386. O + vat (inclusive of control box & on-site labor to fit) The proposed mov e over to an automated bulked system for both machines will: Reduce down time Reduce lead times Improve Health and Safety Improve potting procedures Reduce cost Reduce the amount of space needed to store the potting compound Reduce waste There will also be a cost saving to the company of approve.EH,81 5 per annum based on previous usage. This is due to the unit price of the potting compound being reduced by moving over to large KEG drums. Planning and monitoring the change State the objectives of the change in order of their priority. At least one must be a SMART objective. Prepare an action plan for implementing the change. Explain the technique you would use to monitor the achievement of the primary objective. The objectives of the change are as follows:To purchase and install automated bulk feed system within stated budget week commencing 16th September 2013 To have all shop floor operatives trained on the safe use of new equipment by 30th September 2013 Priority: 1) Health and S afety Improvements 2) Reduce cost 3) Reduce down time 4) Reduce manufacturing lead times 5) Improve potting procedures waste The above has been identified by conducting a SMART analysis Specific Implementation of bulk feed system for both potting machines What: What do I want to accomplish?Improvements to health and safety of shop floor operatives Cost saving – see below. Why: Specific reasons, purpose or benefits of accomplishing the goal. Reduce down time Who: Who is involved? Potting Machine Supplier – Meter Mix Potting Compound Supplier – Greenfield Polymers Production Manager – Me Floor Manager – SST Handmaids Shop floor operatives Divisional Director – Bob Scott Chief Executive – Brian Trench Where: Identify a location. New Had manufacturing facility Which: Identify requirements and constraints.Proposal of the change and cost savings/payback and benefits will have to be presented to higher management Upfront cost needed Current stock may be an issue as we use KEG drums and not KEG – need to identify if we can use current drums or swap with supplier for larger ones Identify space needed – this could be an issue. Will we have enough space for the bulk feed system in the new factory? Measurable How much? How many? Two machines will be needed How will I know when it is accomplished in 12 months' time when cost savings can be recorded Achievable How: How can the goal be accomplished?A report will need to be drafted up to highlight the benefits Installation will be done by Intermix Training of all shop floor operatives will be complete by the Floor Manager Relevant Does this seem worthwhile? The upfront cost is expensive, however the benefits the manufacturing cell and cost saving the company will gain outweigh the cost There is also a payback time due to the cost saving of the potting compound Is this the right time?Yes, the changeover is needed to reduce downtime and to allow output to increase C ompletion of the new factory extension will be the best time to implement this Are you the right person? As the Production Manager for the department I am responsible for the improvements to the department Time Based When? Implementation/installation – September 2013 What can I do six weeks from now? Sign off from Director Arrange Meeting with potting machine supplier to get the ball rolling Arrange meeting with potting compound supplier to inform of change What can I do today?Prepare report for Director of the benefits and cost of the bulk feed system In order to proceed with the change I have prepared an action plan detailing the stages I will need to work through in order to implement the change. Action Plan: Date of activity 1) Supplier Meetings Potting Machine – Meter Mix Advise on how the bulk feed system will work Discuss Cost Delivery and installation date to be agreed Discuss Training of staffPotting Compound – Greenfield Polymers Cost of KEG drums Can current KEG drums be used on bulk feed machines December 2012 2) Prepare report for Divisional Director Highlight cost saving Payback Benefits January 2013 – See attachment 4 3) Sign off by Divisional Director and Chief Executive January / February 2013 4) Supplier Meeting Agree options Discuss payment options Agree installation date April 2013 5) Raise purchase order and send to Meter Mix September 2013 6) Discuss with Floor Manager and add new location to new factory floor plan June 2013 7) Implementation/limitations w/c 16th September 2013 ) Staff Training Include in training matrix for all Shop Floor Operatives Tool Box Talk to be auctioned SOP to be updated 9) Stock change over January 2014 10) Record cost savings monthly Monthly spend and usage Compare finding against previous 12 months sales Record findings in a spread sheet In order to monitor the achievement of the primary objective I would monitor the monetary value of the activator and base per month based on the u sage and compare this against previous months before the new bulk feed system was implemented. This would be recorded in in a spreadsheet which I would design. The health and safety of each member of staff using this equipment is vital, however the improvements to the health and safety is difficult to manage. In order to ensure highlighting the differences between the two machines relating to health and safety. I would also perform a questionnaire with the operators using the machine to record feedback on the improvements to health and safety.Implications of the change Explain the possible financial effects of the change on the organization, Explain the possible effects on people inside the organization Identify any potential barriers to change and suggest practical ways of overcoming these In order to commission the bulk feed system there is an initial outlay of EH,386. O, however this has a payback time of 43 months after which the company will save approve. EH,81 5 per annum on p otting compound based on current usages. If I factor in the saving in down time on the factory floor this equates to a saving of 0. App per 25 KEG drum so therefore the payback time will decrease to 30 months.Even though there is a financial out lay the improvements to health and safety outweigh these massively. There will be a staff training exercise to complete with each Shop Floor Operative and raining to be received from Intermix who are installing the potting machine. The training will be given by the Shop Floor Manager to each staff member and a tool box talk will be completed. Future stock of the potting compound will have to be managed differently so training will need to be given to the department buyer as to how she will manage this. Attachment 5 shows the team update that was sent to inform every one of the status of the bulk feed system and update the buyer on how she is to manage stock Sty and orders.Discussions with Greenfield Polymers have been made by me in order to inform them f our current stock Sty's and discuss when the change over to KEG drums will take place. The final batch of KEG drum stock needs to be purchased from our supplier first before the changeover happens. See attachment 6. Currently the activator and base are purchased on one part number and ordered in a 5:1 ratio. In order to simplify this I have created separate part numbers for both components which after discussing with Greenfield Polymers will make ordering and consumption of stock more manageable and straight forward. Attachment 7 shows the price breaks for both the activator and potting compound.By creating separate art numbers AL 10049 – Base and ALLELUIA – Activator will also allow us to manage the stock more efficiently when stock takes take place as each individual item will be counted separately. The biggest barrier I will need to overcome will be convincing the Had Director and Chief executive that this change needs to happen and the positive impact it will have benefits to the organization and people within it and the cost saving this change will make. This should suffice as evidence the system is needed and the benefits this will have to the team and company. See attachment 4. This report will be presented to he Had Director and the main objectives discussed.Communicating and implementing the change Identify who needs to know about the change, describe how you will communicate with them and explain why it is important to communicate the change to them. Explain how you will continually improve once the change has been implemented. Explain how you will involve your team in doing this, and identify which tools or techniques you could use and how you would evaluate these improvement activities. The Had Office team and Shop Floor Operatives need to know about the change as there are action points for some staff members. They will be made aware of the commission of the bulk feed system via email and any questions they have will be discussed. Attachment 5 shows one of the updates I will send to the team making them aware of the commission date and stock management.Once the bulk feed system has been commissioned an email will be sent with photographs of the bulk feed system and the improvements this will make to the team and Production Department. This email will be sent to the Office team, Floor Manager and Had Director. The Health and Safety Manager will also be included in this email and made aware of the change as the improvements to Health and Safety f Staff members is quite significant. Once the change has been implemented it is important to review this in order to improve the process. Some areas that I would review would be the following: Improvements to equipment – I would contact Intermix who installed the machine to see if there is any additional equipment that could be bought to reduce down time further.