B2B to C2B Electronic Commerce

Electronic gives organizations improved productivity and unwavering quality of business forms through exchanges computerization. The two significant sorts of web based business these are Business to business (B2B) and Business to Consumer (B2C). In B2C customer buy items and administrations from industry while B2B manages business managing another business. Numerous organizations today use these kinds of model. A portion of the organizations that use B2B model incorporates: working information sources advertises These arrangement with incomplete merchandise, for example, office supplies, save parts and aircraft tickets.There great are alluded to as upkeep fix and working products. Another sort of market that uses B2B is fabricating input organizations; these are crude materials which go straightforwardly into the item or procedures. In B2C model, it manages business, for example, Auction stores which offers electronic usage of offering instrument (Paul Timer1998) and the other model is online stores. B2C has points of interest and furthermore drawbacks. A portion of these points of interest can be isolated into two structures those that benefits the organization and customers’ benefit.Those that advantage the organization incorporate; Increased interest, because of the advantageous method of serving the clients like in online the interest expands which thus raise the company’s salary. Additionally minimal effort is experienced on the grounds that they utilize online shops which guarantee ease in transportation of good is experienced. Clients can likewise see the kind of merchandise they need from web and this empowers decrease in the expense of advancement and deals. By and large the organization appreciates decreased expense since their ad and conveyance of their products are consistently in any event use as could be expected under the circumstances. Advantages that the clients appreciate in B2C include;Low costs since the organization have exper ienced least expense underway and conveyance of products. These low costs urge the client to keep utilizing this model. Likewise clients experience a more extensive decision of what they need to buy, since he/she can have the option to see these items before requesting them which empowers the person in question or settle on better decision. Better data with respect to item can be acquired from web based shopping by experiencing the data gave by the organization. Its additionally helpful for purchasers who are B2C model since the items are conveyed by simply requesting for them online.Customers likewise experience adaptability in requesting their items through web closeout. Some of hindrances experienced in B2C models are things like examination of products. This is an extraordinary test to purchaser since its impractical to genuinely assess the products you need to buy. Bidders consistently need to depend on data gave or electronic pictures of merchandise or sale. Likewise there is potential for misrepresentation since web bidder needs to really believe that the purchaser will send merchandise he/she has paid for. B2B model likewise has favorable circumstances and detriments which antagonistically influence buying organization or company.Some of the points of interest include: Hosting of basic flexibly anchor which is accessible to purchaser to assist them with picking on which chain to use in requesting for their provisions. It additionally give market to close undertaking joint effort This outcomes in synchronized industry coordination which empowers the organization to synchronize exercises like item structure, acquirement, arranging, etc (Peter Dicken,2003. ) It additionally gives take an interest adaptable, open, solid, profoundly accessible and versatile condition. Some of inconveniences of utilizing B2B model depend on difficulties that are looked by the business.For model, at time purchaser, sell and channel accomplices feel that the market is neutrali zing them which in the end result to loss of those organizations buying their items. Purchasers can likewise result the strategies to be followed when buying the items which makes the organization to cause additional expense for methods wanted by the other organization. Uncertainty by the organization buying the item since they simply believe that the items will be sent to them, when they are paid for. Providers of major consumer’s item ought to consider various elements when they choose to move from B2B to B2C.First they ought to decide if provider has customization by offering ability to offer products and ventures continuously and capacity to alter merchandise to the requirements is higher. This is on the grounds that the providers have been managing organization or organizations and now they need to manage singular clients. Providers ought to know about authoritative changes in changing from B2B to B2C this empowers fruitful change to a B2C e-business organization. There ought to be an extreme association al change. This is hard to execute because of solid opposition by representatives. Likewise flexibly ought to know about overhauling business processes.The B2B procedures ought to be updated and smoothed out so as to suit the new B2C type of business. The framework is additionally incorporated in light of the fact that the genuine intensity of e-business comes up when the frameworks are coordinated. Items that can prompt change from B2B to B2C are done items which are promptly usable by clients. Along these lines the organization wants to manage singular clients for huge deals than managing organization. Likewise when the business begin fabricating completed items it can move its model from B2B to B2C since its offering then to shoppers who needs previously completed products.Finished items lead to change of showcasing model from B2B to B2C since the purchaser can not buy a collected item dissimilar to different business/ventures who can buy them w ith the goal that they can gather them and sell as a completed item. Items that have lead to this change incorporate electronic and neighborhood telephones and furthermore administrations, for example, significant distance and remote phones, digital TV, network access supplier, etc are some of items and administrations that can be sold straightforwardly to shopper as opposed to offering to industry or different business since purchaser can appreciate the advantage of maintaining a strategic distance from center man in the appropriation chain.(Gopal Screeraman ,2002. ) Consumer request can have extraordinary impact on providers. For instance, a few things like brief conveyance of merchandise wanted by shopper at time isn't met by provider and this makes flexibly to convey items that are not all around completed to maintain a strategic distance from delay. Buyer request likewise empowers the provider to discover approaches to increase upper hands in factors other than simply cost. A f ew elements can build request of specific items by purchasers which the provider needs to meet so as to pick up attractiveness. Buyer requests additionally prompts extension of bigger services.This is prove sought after flexibly bend whereby the higher the interest the lower the gracefully and subsequently through development of administrations the interest can be met. It likewise assists with discovering cost viability approaches to expand client base and create higher incomes. Consequently these kinds of electronic trade have various effects and keeping in mind that requesting for items one ought to consider which model suits best. Reference. Paul Timer, (1998), Business model for Electronic market London. Dwindle Dicken, (2003), Political Science, United Nations. Gopal Screeraman, (2002), Commerce server 2000, New York.

WRITE MY ESSAY

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purchase custom Technology Tools for Communication exposition Correspondence is basic for any business accomplishment on the planet today. It is consequently critical to utilizes mechanical instruments for correspondence between potential clients and friends to improve proficiency. There are an assortment of innovation instruments for correspondence in the business world today. Video and web conferencing is one of the significant devices for correspondence. This innovation helps in transmitting and accepting sound and pictures continuously. Web conferencing is a mechanical progression in correspondence that permits the sharing of records and applications. This specialized apparatus is helped by a teleprecence meeting room which incorporates ultra-top quality cameras. Once more, the meeting rooms have huge screen with discrete sound to make face to face understanding. Another innovation instrument for correspondence is Skype. This framework can do conferencing with up to 24 individuals. Its sound quality is fantastic however on an each to one correspondence in turn. Skype is a device for correspondence that gives free Voice Over IP (VoIP) program that permits the client to have Instant Message (IM) or call (VoIP) through the clients PC. Moreover, brilliant instruments like the electronic whiteboards have been utilized in study hall exercises for instructing. They permit the teacher to show data from the PC to the electronic board permitting understudies collaboration with the showed data. Online talk instruments are likewise part of the innovation apparatuses for correspondence. This is any kind of correspondence that is over the web however coordinated and message based. This instrument for correspondence is utilized instead of email where there is requirement for live correspondence. Also, web has become a significant instrument for correspondence. This apparatus is fundamentally material with web indexes, for example, Google and hurray. Numerous business associations impart to their customers through web postings and in these web search tools. Other innovation devices for correspondence incorporate cell phones, for example, Smartphone. They have enormous screen with an open working framework offering improved abilities with PC like capacities. Cell phone can consolidate progresses highlights, for example, messages and web just as digital book capacities. Innovation and web have made correspondence quick and proficient which has thusly improved business correspondence and training frameworks on the planet today. Purchase custom Technology Tools for Communication paper

Current Events in Business Research Essay Example for Free

Recent developments in Business Research Essay I made some enthusiastically memories attempting to make sense of a capacity that I accomplish at work or one that I might I’d want to later on so I picked from Chapter 3 of our perusing, The â€Å"Bringing Research to Life† of the Business Research Methods area which shows a situation. Myra Wines is a lady that was recruited by the U.S. Armed force to examine and inquire about with her group whether the testing region where the military uses its weapons testing was an immediate association or cause to the regular citizen demise rate expanding since the range opened. There are a couple of issues here that Myra and her group should look into and research. There are nearby activists voicing their anxiety, calling to close down the range because of being naturally unsafe. Another issue was these â€Å"duds† or bombs that didn’t detonate when it hit the ground going off arbitrarily, as the Army accepted that its dead shells would possibly detonate if another bomb was dropped on it to make it touch off. As indicated by the Army, regular citizen passings couldn't be ascribed to their weapons testing zone because of their testing of dropping the â€Å"duds† to burning them to attempt to touch off them. Wines and group speculated that the dead shells might detonate and leave no hint of the occasion occurring. Wines and group, met with Army delegates to go over the reports in regards to dead shells or â€Å"duds†. By investigating these materials they would be capable characterize the administration question which thus would help by arriving at a resolution for the exploration question. The examination group needed to take a gander at all the work force that came in contact of shells, results that the blasts were leaving, and the recurrence of dead shells Army states one out of twenty) to have the option to concoct better research questions. The team’s perception gave them that regular people were really opening up the bombs to rescue whatever had esteem. Shockingly the bombs detonated and â€Å"vaporizing† the scroungers. Wines’ investigate group checked on the information they gathered, inferring that the regular folks were adrenaline junkies and the rummaging fit into their rushes. Wines and group talked about theirâ conclusions to the Army, in which the Arm y to create and execute arrangements to diminish avoidable non military personnel passings. The team’s ends in the wake of exploring the information, discovered that the Army’s best administration choice was to set off each â€Å"dud† shell toward the finish of each testing day and put lamp oil on them so planes can see around evening time and drop bombs to obliterate the â€Å"duds†. Due to Wines’ and the team’s examine, the Army executed new systems and the regular citizen passing rate dropped. Research is a significant viewpoint to any organization that is trying to pick up progress or get the up hand on contenders. Looking for techniques that will increase the value of organizations is additionally viewed as the business examine process. While inquiring about, one must consider what is to the greatest advantage of the organization, its workers, the support, and the network. Business inquire about is significant while figuring out what sorts of administrations organizations are thinking about and required to investigate business circumstances. It is imperative to look into the maximum capacity of the administration and what will the organization gain from it. Business inquire about is utilized to perform investigation of the business, its items and to recognize client gatherings. It additionally is a significant instrument for the executives to settle on better business choices. On the off chance that the hazard is excessively high, and there isn't a lot of that progress that the organization will pick up from offering the types of assistance, at that point it may be ideal to hold off some time longer. One of the keys to examine is to take reviews, converse with all gatherings included, and give motivations to and additionally against the goal of the exploration before it can even be thought of. At my boss, we do representative reviews once every year. This is a route for the organization to do examine on the employee’s preferences, abhorrences, and objections. By doing studies, organizations can get workers to open up and find solutions to basic inquiries secretly. References Cooper, D. R., Schindler, P. S. (2014). Business examine techniques (twelfth ed.). Boston, MA/USA: McGraw-Hill/Irwin.

How to Organize and Manage Classroom Learning Centers

Step by step instructions to Organize and Manage Classroom Learning Centers Study hall Learning focuses are an extraordinary route for understudies to cooperate to achieve a given assignment. They give the chance to kids to rehearse hands-on aptitudes with or with out social cooperation relying on the instructors task. Here you will learn tips on the most proficient method to compose and store focus content, alongside a couple of recommendations on the best way to oversee homeroom focuses. Compose and Store Contents Each educator realizes that a composed homeroom is an upbeat study hall. To guarantee your learning habitats are flawless and clean, and prepared for the following understudy, it is fundamental to continue learning focus substance composed. Here are an assortment of approaches to sort out and store study hall places for simple access. Spot task in little plastic canisters and mark with the word and picture.Place task in gallon size Ziploc sacks, name and spot in, or clasp to, a going with document folder.A incredible approach to keep your Ziploc pack solid is to put a bit of cardboard (cut the front off of a grain box) and spot it clinched. At that point on the clear side of the cardboard print the subject of the learning place and the headings. Overlay for simple reuse.Place little segments of the learning community into little size Ziploc baggies and label.Place focus task in shoe box marked with the number that relates to the Common Core Standard.Take an espresso compartment and spot task inside the holder. Outwardly name with words and picture.Place focus substance in a manilla document organizer and have guidelines on front. Overlay if needed.Place substance in shading composed bushels. Perusing focuses are in pink crates, math focuses are in blue, etc.Buy a hued cabinet sorting out moving truck and spot focu s task inside. Make a release board, stick library pockets to the board and spot the learning community task inside. Post bearings on the notice board. Lakeshore Learning has capacity receptacles in an assortment of sizes and hues that are extraordinary for learning focuses. Oversee Learning Centers Learning focuses can be a great deal of fun however they likewise can get tranquil turbulent. Here are a couple of proposals on the best way to set up and oversee them. Initially, you should design the structure of the learning place, are understudies going to work alone or with an accomplice? Each learning place can be novel, so on the off chance that you decide to give understudies the choice to work alone or with an accomplice for the math community, you don't need to give them a possibility for the perusing center.Next, you should set up the substance of each learning community. Pick the manner in which you plan on putting away and keeping the inside composed from the rundown above.Set up the homeroom with the goal that youngsters are obvious at all focuses. Ensure you make revolves around the border of the homeroom so kids wont find each other or get distracted.Place focuses that are indistinguishable close to one another, and ensure if the middle is going to utilize materials that are muddled, that is it set on a hard surface, not a carpet.Introduce how each inside functions, and model how they should finish each task.Discuss, and model the co nduct that is anticipated from understudies at each middle and consider understudies liable for their activities. Utilize a chime, clock, or hand signal when the time has come to exchanging focuses. Here are more thoughts on the best way to get ready, set up and present learning habitats.

How to Push Your Team to Take Risks and ExperimentÂ

How  to  Push Your Team  to  Take Risks  and  Experiment   Most managers, entrepreneurs and business leaders know the importance of having curious and experimental employees who have no problem with taking risks and taking initiative to come up with innovative solutions to problems.This is particularly evident when you look at the  hiring process.Hiring managers try as much as possible to hire candidates whose  resumes  demonstrate  creativity, experimentation and a knack for risk taking.Having such employees can be the difference between success and failure in the world of business.Ironically, after going to such great lengths to hire employees who have a knack for experimentation and risk taking,  many managers then go ahead and stifle these employees’ ability to experiment and take risks.They do this by micromanaging the employees, asking them to follow safe, predictable processes, not giving them responsibility, and blowing off their top when these employees fail at something.If you want to get the most out of your employees and have a constant supply of new, fresh ideas and opportunities, you need to create a  company  culture  that encourages employees to be innovative and to take risks.Below are some reasons why this is good for your company. Improved Ability  to  Solve ProblemsMany companies often encourage their employees to follow tried and tested processes that are sure to work every time.While this works, it is inevitable that at some point, your business will come across new problems and challenges that your employees have never seen before.Your  tried and tested processes will not work in such a situation.In such situations, solutions can only be found through trial and error.If your employees are used to playing it safe, you can bet that they will be stuck when this happens.Employees who are used to experimentation, on the other hand, will find it easier solving such problems because they are used to trying out new, unconventional things and processes.Improved Employee Engagement  and  SatisfactionAcco rding to a  recent survey by The Conference Board, only 51% of employees are satisfied with their job. This means that almost half of employees feel somewhat unfulfilled in their jobs.When you consider  how expensive it is to replace employees, it is clear that managers and business leaders should be doing more to help their employees become more engaged at work.Fortunately, you can improve employee engagement and job satisfaction and decrease  employee churn  by encouraging experimentation amongst your employees.By encouraging  employees to take risks, try new ideas and work their own ways, you make them feel like they are people who actually matter rather than non-autonomous subjects who only follow orders.Increased ProfitabilityThink about most of the biggest companies in the world.I’m talking about companies like Apple, Google, Amazon, Facebook, and so on. How many of these companies got where they are by following a well beaten path?  None of them.These companies became the b iggest in the world because they are staffed by employees who are free and willing to try new, untested things.More importantly, the leaders of these companies actively encouraged their employees to take risks and experiment.Each of the above companies has  programs that encourage employees to come up with new ideas.For instance, Google has a division known as  Google X, which encourages employees to come up with their craziest ideas for products (known as moonshots) and try to build them.Amazon, on the other hand, has a virtual idea box where employees can submit their ideas.Amazon’s highly successful Prime program is a direct result of the idea box.These two are great examples of how these companies encourage a culture of experimentation and risk taking and turn it into profits.These are just some of the reasons why you should push your team to take risks and experiment.The question is, how exactly do you do that?  Below are some tips on how to  achieve  that.ENCOURAGE EMPLOYEES TO THINK OUTSIDE THE BOXThis may sound cliché, but  the first step to having a team that experiments and takes risks is to encourage them to think outside of the box and challenge the status quo.When faced with a problem, the typical thing to do is to pick the first answer that pops up. In many cases, the first answer is not always the best.To encouraging your team to think outside the box, you need to make them understand that there are always multiple answers to any problem and train them how to find these multiple answers.If there is a problem, ask you team to come up with 10 different ways of looking at or defining the problem.Ask them to then come up with ten different solutions based on the ten different approaches.If you have a project, ask them to think of different ways of doing the project. If they come to you with a suggestion, ask them for several more suggestions.Doing  this  trains your team to constantly explore many different options and ideas before settling on th e best one.MODEL RISK-TAKING BEHAVIOROne of greatest mistake I have seen managers and other business leaders make is to try to encourage risk taking behavior when they are not risk takers themselves.It does not matter how much you encourage risk taking and how supportive of failure you are; if you are not a risk taker yourself, your staff are unlikely to take any risks.People learn best by example, so you need to start exhibiting the same behavior you are promoting. Take a lot of risks and be transparent about them to your team.Tell them when you take risks and explain why you are taking the risk and the steps you are taking to minimize the possibility  of failure.If you fail, instead of keeping it to yourself, share what you have learnt from the failure.By showing them your approach to risk  taking, you are offering them a great  opportunity to develop their ability to take risks.A good example of a company that does this is NBC Universal. Senior leaders at the company are taken th rough a six-month DRIVE program at the company’s Talent Lab, where they are challenged to rethink the company’s business model.They are also taken to an incubation hub in Silicon Valley and further trained on how to come up with new, unconventional strategies and mindsets.The reason behind all this is that NBC Universal understands that when senior leaders embrace experimentation and lead by example,  the behavior will trickle down to lower levels of the company.NORMALIZE FAILUREThe biggest challenge when it comes to taking risks is the fear of failure.When you are trying something new and untested, there is always the possibility of failure.That is what makes it a risk. If you  were sure  you are going to succeed, it would not really be a risk.The problem is that people who are afraid of failing will avoid experimentation and risk taking as much as they can and instead opt for tried and tested methods that are sure to work every single time.If you want your team to embrace expe rimentation and risk taking, you need to show them that failing is normal when attempting something new.Think about the most successful companies and individuals in the world. All of them experienced failure at some point before finding success.The launch of Google Glass was a huge failure for Google.  In 1980, Apple’s launch of the Apple III resulted in 100% failure and almost destroyed the company. Every unit that was sold had to be recalled.Steve Jobs himself, one of the biggest innovators to date, experienced great failure when  he was expelled from Apple, the company he started in his parents’ garage.Michael Jordan, the greatest basketball of all time, said that in the course of his career, he missed over 9000 shots and missed the game winning shot 26 times.All these examples show that failing is part of the journey to success.  Regardless of how much you plan, things seldom go according as expected once the plan is in action.So, how do you normalize failure within your org anization or team?  One way of doing this is to promote a concept known as failing forward fast.If your team members find themselves in a position where they need to take a risk, they should not let their fear of failure stop them from pressing forward.Instead, after taking all the necessary factors into consideration, they should pick the best possible option and take the plunge. If things work out as expected, well and good.If they don’t go as expected, don’t go hard on the team. Instead, encourage them  to  pick themselves up  and forge ahead.This shows your team that what matters is moving ahead rather than avoiding failure.Another way of normalizing failure is to flip your company’s language from ‘avoiding failure’ to ‘celebrating success.’When your team members fail, instead of focusing on the failure and what it has cost you, focus instead on what the team can learn from the failure.Instead of punishing your staff for failing, ask them to explain what went right and wrong, what they would do better if they had to do it again, and what they have learnt from the entire experience.Doing this not only shows that failure is normal, is also helps your entire team to learn and become better at taking risks.Proctor Gamble and Tata are great examples of companies that do this well. Proctor Gamble has an annual Heroic Failure award where the team or individuals whose failure led to the greatest learning for the company are awarded.Tata, on the other hand, has an annual  Dare  To  Try  award which honors managers who took the most novel and daring risk.American conglomerate 3M also provides another example of how to normalize failure.The company has a tradition where stories of the company’s famous failures that were later turned into successes are passed on to new employees. A good example is the infamous  story behind the post-it note.Spencer Silver, an engineer at the company, was trying to come up with an adhesive for use in plane manufacturi ng. Unfortunately, the glue he came up with was too weak, and it was classified as a failure.However, a colleague who was constantly losing bookmarks for his hymn  book thought Spencer’s glue was a great solution for him, and that is how the post-it note came to be.The simple product that started as a failure would go on to become one of the company’s bestselling products.RESIST THE URGE TO SAY NOVery often, employees come up with new, innovative ideas that could potentially change their organizations, but they opt  to keep the ideas to themselves because they feel the ideas will be rejected by the management.According to a  survey by Leadership IQ, only 24% of employees feel that their leaders encourage suggestions and ideas for improvement from employees.This means there is a large portion of the workforce that opts to keep their ideas to themselves because they feel they will be ignored.Of course, this stifles the spirit of risk taking and experimentation.To avoid this, busin ess leaders should encourage their teams to share their ideas and try as much as they can to resist the urge to reject employees’ ideas.If possible, come up with policies or initiatives that discourage managers from rejecting employee ideas. Amazon offers a  great  example of how to do this.If an employee at Amazon presents a great idea to his or her manager, the manager is expected to accept the idea by default.In case  the manager decides to reject the idea, he or she has to write  a two page thesis to explain why they rejected the idea.With this policy, Amazon makes it hard for managers to reject employees’ ideas, which results in more ideas being tested and implemented.HIGHLIGHT AND CELEBRATE SUCCESSESAnother great way of encouraging employees to take risks and experiment is to  recognize and highlight any team members who achieve success after taking huge risks.Doing this provides employees with an incentive for taking risks and also makes them feel fulfilled when they see the company recognizing their efforts.Of course, for this to work, you should simultaneously avoid coming down hard on employees who fail. In the course of taking risks, it is inevitable that some will experience failure, and reprimanding them will only prevent them from trying.One of the most common ways of celebrating such successes is to give bonuses and other forms of financial reward.If you don’t have the budget for that, you can still celebrate your successful risk takers through other pocket friendly forms of validation, such as giving awards the Tata way or simply commending the employee’s efforts in the presence of the entire company.Westin hotels and Haier are perfect examples of companies that have mastered the art of celebrating employee successes.Every quarter, Westin hotels identify the top five innovators and send them on exotic holidays with all expenses paid.By doing this every quarter, they encourage employees to come up with great ideas all year round.Chinese consumer electronics and home appliances company Haier, on the other hand, gives innovative employees the ultimate recognition by naming products after the employee that came up with the idea for the product.Who wouldn’t want a product that’s going to sell worldwide named after them?GIVE EMPLOYEES CREATIVE TIMEThe most successful companies know that for employees to experiment and come up with new ideas, they need the time to actually do that.If an employee is constantly engaged in their day to day work every single minute, they have no time for experimenting with new ideas.To avoid this, some of the top companies create time for employees to work on something that is not related to what they do on a daily basis.For instance, Facebook holds regular  hackathons  where engineers get to work on new projects that are not part of their day jobs. Many of  Facebook’s features were birthed in these  hackathons.Google also has an initiative where employees are allowed to spend 20% of t heir time working on side projects that are not related to what they are employed to do.This is how products like Gmail and Google Glass were born.3M also has a similar policy where employees are given 15% of their time at work experimenting with projects unrelated to their day work.I know your company is  not Google, and allowing employees to spend 20% of their paid time (one full work day per week) experimenting and working on side products might be too much of a stretch.However, you can still give employees some little time (such as Friday afternoons) to doodle, experiment and come up with ideas that might help the company.Of course, any ideas they come up with should be given a chance if they have some potential.START SMALLWhile cultivating a culture of risk taking and experimentation within your team has several benefits for your organization, risks and experiments can sometimes lead to disastrous results that might even threaten the wellbeing of the entire company.To avoid thi s, you should encourage your employees to start taking risks and experimenting with small projects and processes that do not have a very huge impact on the entire organization.As they experience successes with these smaller projects, you can then allow them to experiment with even larger projects and processes.This not only prevents any disastrous results, it also makes employees comfortable with taking risks. Taking small risks and succeeding gives them the confidence to take even bigger, well calculated risks.A good example of a company that does this is Japanese automaker Toyota, which introduces employees to risk taking and experimentation by asking them to make small changes and tweaks to make processes a little bit more efficient.In order for this to work well, you need to publicly define areas where risks are encouraged and where they are not.Define a ‘safe zone’ of projects and processes where employees can take risks, and make it clear where they should not attempt taki ng a risk or experimenting without first consulting a superior.DON’T USE EXPERIMENTS TO CREATE BEST PRACTICESWhen most organizations run experiments, the results and insights from the experiment are usually used to come up with best practices.Initially, this might seem like a great idea. It’s not! Best practices are essentially tried and tested methods that have been proven to work.By creating best practices, you are encouraging your team members to follow the safe and predictable route instead of taking risks and experimenting.In addition, best practices are static. They are optimized for what worked yesterday, last month or last year, even when it might not be the best suited for achieving success today.To avoid remaining static and discouraging your team members from taking risks, you should avoid using the results of experiments to come up with best practices.Instead, you should encourage your team members to use insights from past experiments to come up with more exciting e xperiments.This keeps the spirit of experimentation and risk taking alive and often results in new ideas and innovative solutions that you would not have stumbled upon by following best practices.MAKE EMPLOYEES RESPONSIBLE FOR THEIR OWN EXPERIMENTSVery often, when an employee comes up with an experiment that has some potential, they are commended for the idea, and then the idea is passed on to another team for testing and implementation.This separation between the originator of the idea and the person who tests the idea has two problems.First, since they do not  get to see the results of their idea first hand, which limits their ability to fine tune their ideas.Second, it can also discourage employees from sharing their ideas. Imagine coming up with an idea for a cool product, only for you to go back to your desk while another team builds and takes credit for your idea.To avoid this, you should make everyone responsible for their experiments. If someone comes up with an idea, give t hem the resources and support they need to test and implement the idea. If the idea fails, they will have learnt important lessons that will help them come up with better ideas next time.If it works, they will feel a sense of accomplishment and it will encourage them, as well as other employees, to take more risks next time.WRAPPING UPA culture of experimentation and risk taking is great for any organization. It keeps fresh ideas and opportunities flowing through the organization, helping the organization to optimize operations and maintain their competitive edge.With the tips shared above,  you will be able to effectively push your team to take risks and create a culture where experimentation is the norm rather than the exception.

How to Push Your Team to Take Risks and ExperimentÂ

How  to  Push Your Team  to  Take Risks  and  Experiment   Most managers, entrepreneurs and business leaders know the importance of having curious and experimental employees who have no problem with taking risks and taking initiative to come up with innovative solutions to problems.This is particularly evident when you look at the  hiring process.Hiring managers try as much as possible to hire candidates whose  resumes  demonstrate  creativity, experimentation and a knack for risk taking.Having such employees can be the difference between success and failure in the world of business.Ironically, after going to such great lengths to hire employees who have a knack for experimentation and risk taking,  many managers then go ahead and stifle these employees’ ability to experiment and take risks.They do this by micromanaging the employees, asking them to follow safe, predictable processes, not giving them responsibility, and blowing off their top when these employees fail at something.If you want to get the most out of your employees and have a constant supply of new, fresh ideas and opportunities, you need to create a  company  culture  that encourages employees to be innovative and to take risks.Below are some reasons why this is good for your company. Improved Ability  to  Solve ProblemsMany companies often encourage their employees to follow tried and tested processes that are sure to work every time.While this works, it is inevitable that at some point, your business will come across new problems and challenges that your employees have never seen before.Your  tried and tested processes will not work in such a situation.In such situations, solutions can only be found through trial and error.If your employees are used to playing it safe, you can bet that they will be stuck when this happens.Employees who are used to experimentation, on the other hand, will find it easier solving such problems because they are used to trying out new, unconventional things and processes.Improved Employee Engagement  and  SatisfactionAcco rding to a  recent survey by The Conference Board, only 51% of employees are satisfied with their job. This means that almost half of employees feel somewhat unfulfilled in their jobs.When you consider  how expensive it is to replace employees, it is clear that managers and business leaders should be doing more to help their employees become more engaged at work.Fortunately, you can improve employee engagement and job satisfaction and decrease  employee churn  by encouraging experimentation amongst your employees.By encouraging  employees to take risks, try new ideas and work their own ways, you make them feel like they are people who actually matter rather than non-autonomous subjects who only follow orders.Increased ProfitabilityThink about most of the biggest companies in the world.I’m talking about companies like Apple, Google, Amazon, Facebook, and so on. How many of these companies got where they are by following a well beaten path?  None of them.These companies became the b iggest in the world because they are staffed by employees who are free and willing to try new, untested things.More importantly, the leaders of these companies actively encouraged their employees to take risks and experiment.Each of the above companies has  programs that encourage employees to come up with new ideas.For instance, Google has a division known as  Google X, which encourages employees to come up with their craziest ideas for products (known as moonshots) and try to build them.Amazon, on the other hand, has a virtual idea box where employees can submit their ideas.Amazon’s highly successful Prime program is a direct result of the idea box.These two are great examples of how these companies encourage a culture of experimentation and risk taking and turn it into profits.These are just some of the reasons why you should push your team to take risks and experiment.The question is, how exactly do you do that?  Below are some tips on how to  achieve  that.ENCOURAGE EMPLOYEES TO THINK OUTSIDE THE BOXThis may sound cliché, but  the first step to having a team that experiments and takes risks is to encourage them to think outside of the box and challenge the status quo.When faced with a problem, the typical thing to do is to pick the first answer that pops up. In many cases, the first answer is not always the best.To encouraging your team to think outside the box, you need to make them understand that there are always multiple answers to any problem and train them how to find these multiple answers.If there is a problem, ask you team to come up with 10 different ways of looking at or defining the problem.Ask them to then come up with ten different solutions based on the ten different approaches.If you have a project, ask them to think of different ways of doing the project. If they come to you with a suggestion, ask them for several more suggestions.Doing  this  trains your team to constantly explore many different options and ideas before settling on th e best one.MODEL RISK-TAKING BEHAVIOROne of greatest mistake I have seen managers and other business leaders make is to try to encourage risk taking behavior when they are not risk takers themselves.It does not matter how much you encourage risk taking and how supportive of failure you are; if you are not a risk taker yourself, your staff are unlikely to take any risks.People learn best by example, so you need to start exhibiting the same behavior you are promoting. Take a lot of risks and be transparent about them to your team.Tell them when you take risks and explain why you are taking the risk and the steps you are taking to minimize the possibility  of failure.If you fail, instead of keeping it to yourself, share what you have learnt from the failure.By showing them your approach to risk  taking, you are offering them a great  opportunity to develop their ability to take risks.A good example of a company that does this is NBC Universal. Senior leaders at the company are taken th rough a six-month DRIVE program at the company’s Talent Lab, where they are challenged to rethink the company’s business model.They are also taken to an incubation hub in Silicon Valley and further trained on how to come up with new, unconventional strategies and mindsets.The reason behind all this is that NBC Universal understands that when senior leaders embrace experimentation and lead by example,  the behavior will trickle down to lower levels of the company.NORMALIZE FAILUREThe biggest challenge when it comes to taking risks is the fear of failure.When you are trying something new and untested, there is always the possibility of failure.That is what makes it a risk. If you  were sure  you are going to succeed, it would not really be a risk.The problem is that people who are afraid of failing will avoid experimentation and risk taking as much as they can and instead opt for tried and tested methods that are sure to work every single time.If you want your team to embrace expe rimentation and risk taking, you need to show them that failing is normal when attempting something new.Think about the most successful companies and individuals in the world. All of them experienced failure at some point before finding success.The launch of Google Glass was a huge failure for Google.  In 1980, Apple’s launch of the Apple III resulted in 100% failure and almost destroyed the company. Every unit that was sold had to be recalled.Steve Jobs himself, one of the biggest innovators to date, experienced great failure when  he was expelled from Apple, the company he started in his parents’ garage.Michael Jordan, the greatest basketball of all time, said that in the course of his career, he missed over 9000 shots and missed the game winning shot 26 times.All these examples show that failing is part of the journey to success.  Regardless of how much you plan, things seldom go according as expected once the plan is in action.So, how do you normalize failure within your org anization or team?  One way of doing this is to promote a concept known as failing forward fast.If your team members find themselves in a position where they need to take a risk, they should not let their fear of failure stop them from pressing forward.Instead, after taking all the necessary factors into consideration, they should pick the best possible option and take the plunge. If things work out as expected, well and good.If they don’t go as expected, don’t go hard on the team. Instead, encourage them  to  pick themselves up  and forge ahead.This shows your team that what matters is moving ahead rather than avoiding failure.Another way of normalizing failure is to flip your company’s language from ‘avoiding failure’ to ‘celebrating success.’When your team members fail, instead of focusing on the failure and what it has cost you, focus instead on what the team can learn from the failure.Instead of punishing your staff for failing, ask them to explain what went right and wrong, what they would do better if they had to do it again, and what they have learnt from the entire experience.Doing this not only shows that failure is normal, is also helps your entire team to learn and become better at taking risks.Proctor Gamble and Tata are great examples of companies that do this well. Proctor Gamble has an annual Heroic Failure award where the team or individuals whose failure led to the greatest learning for the company are awarded.Tata, on the other hand, has an annual  Dare  To  Try  award which honors managers who took the most novel and daring risk.American conglomerate 3M also provides another example of how to normalize failure.The company has a tradition where stories of the company’s famous failures that were later turned into successes are passed on to new employees. A good example is the infamous  story behind the post-it note.Spencer Silver, an engineer at the company, was trying to come up with an adhesive for use in plane manufacturi ng. Unfortunately, the glue he came up with was too weak, and it was classified as a failure.However, a colleague who was constantly losing bookmarks for his hymn  book thought Spencer’s glue was a great solution for him, and that is how the post-it note came to be.The simple product that started as a failure would go on to become one of the company’s bestselling products.RESIST THE URGE TO SAY NOVery often, employees come up with new, innovative ideas that could potentially change their organizations, but they opt  to keep the ideas to themselves because they feel the ideas will be rejected by the management.According to a  survey by Leadership IQ, only 24% of employees feel that their leaders encourage suggestions and ideas for improvement from employees.This means there is a large portion of the workforce that opts to keep their ideas to themselves because they feel they will be ignored.Of course, this stifles the spirit of risk taking and experimentation.To avoid this, busin ess leaders should encourage their teams to share their ideas and try as much as they can to resist the urge to reject employees’ ideas.If possible, come up with policies or initiatives that discourage managers from rejecting employee ideas. Amazon offers a  great  example of how to do this.If an employee at Amazon presents a great idea to his or her manager, the manager is expected to accept the idea by default.In case  the manager decides to reject the idea, he or she has to write  a two page thesis to explain why they rejected the idea.With this policy, Amazon makes it hard for managers to reject employees’ ideas, which results in more ideas being tested and implemented.HIGHLIGHT AND CELEBRATE SUCCESSESAnother great way of encouraging employees to take risks and experiment is to  recognize and highlight any team members who achieve success after taking huge risks.Doing this provides employees with an incentive for taking risks and also makes them feel fulfilled when they see the company recognizing their efforts.Of course, for this to work, you should simultaneously avoid coming down hard on employees who fail. In the course of taking risks, it is inevitable that some will experience failure, and reprimanding them will only prevent them from trying.One of the most common ways of celebrating such successes is to give bonuses and other forms of financial reward.If you don’t have the budget for that, you can still celebrate your successful risk takers through other pocket friendly forms of validation, such as giving awards the Tata way or simply commending the employee’s efforts in the presence of the entire company.Westin hotels and Haier are perfect examples of companies that have mastered the art of celebrating employee successes.Every quarter, Westin hotels identify the top five innovators and send them on exotic holidays with all expenses paid.By doing this every quarter, they encourage employees to come up with great ideas all year round.Chinese consumer electronics and home appliances company Haier, on the other hand, gives innovative employees the ultimate recognition by naming products after the employee that came up with the idea for the product.Who wouldn’t want a product that’s going to sell worldwide named after them?GIVE EMPLOYEES CREATIVE TIMEThe most successful companies know that for employees to experiment and come up with new ideas, they need the time to actually do that.If an employee is constantly engaged in their day to day work every single minute, they have no time for experimenting with new ideas.To avoid this, some of the top companies create time for employees to work on something that is not related to what they do on a daily basis.For instance, Facebook holds regular  hackathons  where engineers get to work on new projects that are not part of their day jobs. Many of  Facebook’s features were birthed in these  hackathons.Google also has an initiative where employees are allowed to spend 20% of t heir time working on side projects that are not related to what they are employed to do.This is how products like Gmail and Google Glass were born.3M also has a similar policy where employees are given 15% of their time at work experimenting with projects unrelated to their day work.I know your company is  not Google, and allowing employees to spend 20% of their paid time (one full work day per week) experimenting and working on side products might be too much of a stretch.However, you can still give employees some little time (such as Friday afternoons) to doodle, experiment and come up with ideas that might help the company.Of course, any ideas they come up with should be given a chance if they have some potential.START SMALLWhile cultivating a culture of risk taking and experimentation within your team has several benefits for your organization, risks and experiments can sometimes lead to disastrous results that might even threaten the wellbeing of the entire company.To avoid thi s, you should encourage your employees to start taking risks and experimenting with small projects and processes that do not have a very huge impact on the entire organization.As they experience successes with these smaller projects, you can then allow them to experiment with even larger projects and processes.This not only prevents any disastrous results, it also makes employees comfortable with taking risks. Taking small risks and succeeding gives them the confidence to take even bigger, well calculated risks.A good example of a company that does this is Japanese automaker Toyota, which introduces employees to risk taking and experimentation by asking them to make small changes and tweaks to make processes a little bit more efficient.In order for this to work well, you need to publicly define areas where risks are encouraged and where they are not.Define a ‘safe zone’ of projects and processes where employees can take risks, and make it clear where they should not attempt taki ng a risk or experimenting without first consulting a superior.DON’T USE EXPERIMENTS TO CREATE BEST PRACTICESWhen most organizations run experiments, the results and insights from the experiment are usually used to come up with best practices.Initially, this might seem like a great idea. It’s not! Best practices are essentially tried and tested methods that have been proven to work.By creating best practices, you are encouraging your team members to follow the safe and predictable route instead of taking risks and experimenting.In addition, best practices are static. They are optimized for what worked yesterday, last month or last year, even when it might not be the best suited for achieving success today.To avoid remaining static and discouraging your team members from taking risks, you should avoid using the results of experiments to come up with best practices.Instead, you should encourage your team members to use insights from past experiments to come up with more exciting e xperiments.This keeps the spirit of experimentation and risk taking alive and often results in new ideas and innovative solutions that you would not have stumbled upon by following best practices.MAKE EMPLOYEES RESPONSIBLE FOR THEIR OWN EXPERIMENTSVery often, when an employee comes up with an experiment that has some potential, they are commended for the idea, and then the idea is passed on to another team for testing and implementation.This separation between the originator of the idea and the person who tests the idea has two problems.First, since they do not  get to see the results of their idea first hand, which limits their ability to fine tune their ideas.Second, it can also discourage employees from sharing their ideas. Imagine coming up with an idea for a cool product, only for you to go back to your desk while another team builds and takes credit for your idea.To avoid this, you should make everyone responsible for their experiments. If someone comes up with an idea, give t hem the resources and support they need to test and implement the idea. If the idea fails, they will have learnt important lessons that will help them come up with better ideas next time.If it works, they will feel a sense of accomplishment and it will encourage them, as well as other employees, to take more risks next time.WRAPPING UPA culture of experimentation and risk taking is great for any organization. It keeps fresh ideas and opportunities flowing through the organization, helping the organization to optimize operations and maintain their competitive edge.With the tips shared above,  you will be able to effectively push your team to take risks and create a culture where experimentation is the norm rather than the exception.

Demonstrate the 4 Reasons a Top B-School Should Accept You

Do you know the 4 goals of an MBA application? Do you want to get into a top MBA program? (Silly question: Of course you do. You wouldn’t be reading this post if you didn’t.) Make sure your application fulfills each of these goals, and you’ll be much better positioned to gain the acceptance you deserve. In your application you need to demonstrate that you: 1. Can do the work. You’ll normally accomplish this goal with your undergrad transcript and your test scores, which should ideally be at or above averages. However, averages are what they are because people get accepted with below average numbers. A high test score (at or above 80%) can mitigate low grades. A high GPA might offset a low test score. The nature of your experience demonstrates smarts. Finally, LORs can also help show that you can handle the work. 2. Know WHY you want this MBA and HOW you intend on using it. What are your goals? Given your past experiences (professional and non-professional) PLUS an MBA from your target b-school, will you be able to achieve your objectives? 3. Have what the school seeks qualitatively. This is more than just being able to do the work. What is the school’s mission? The school’s values? The school’s strengths? You need to prove that their mission is your mission as well. 4. Will contribute distinctively to the classroom and to the community. When have you made a difference in the past? What distinctive and valuable experiences have you had? How will you make an impact? What special perspective will you bring to the class? Accepted.com ~ Helping You Write Your Best

Main Themes Of Individualism In Queenies Girl Femininity

A group of teenage girls in bathing suits walk into a grocery store, making the customers heads turn but drawing the admiration of the young men working the cash registers. The older manager confronts he girls and tells them that they should be properly dressed when they enter any store especially their store and that in the future, they will have to follow the stores policy and â€Å"cover themselves†. The story is told from the first person point of view of Sammy. From the beginning, In walks, these three girls in nothing but bathing suits In my opinion, the main theme of this short story is individualism. It is a story about what happens when people try to do their own thing rather than doing what society expects them to do. In this†¦show more content†¦the mother recreates in her daughter the raw kind of discrimination against females that the mother has experienced first hand, whats even worse Its a woman tearing another developing woman down. Kincaids story Girl allows readers a glimpse into the strict, demanding manner in which parents reared their children for decades and still do today. The relationship between the mother and the girl also reeks of empowerment and distance, as best seen through the girls short-lived speech in the story. Most importantly, Girl shows readers how particular the lessons taught to the children two decades ago were. This story relates to feminist perspectives. The mother in Girl expects a a lot from of her daughter, and she does not hesitate to let her know. In each of the stories the characters each accentuate the author story, each involve young women. Understanding each character is important because it shows you why they do what they do, it gives reason to each center of the story. So each character becomes the main point of the story. The girls in both AP and Girl supposed to seem innocent, and seem to rebell towards society. In society both stories take place in different points in time. In â€Å"Girl† are based in the Caribbean but Queenie seems to be upper class in Boston. These different times could be contributed to the characters actions. In the story there will always be

The Neuter Gender in Spanish

Él and ella. Nosotros and nosotras. El and la. Un and una. El profesor and la profesora. In Spanish, everything is either masculine or feminine, right? Not quite. True, Spanish isnt like German, where in terms of gender nouns fall into three classifications (masculine, feminine, and neuter). Indeed, in Spanish, nouns are either masculine or feminine. But Spanish does have use for the neuter form, which can come in handy when referring to concepts or ideas. The thing to keep in mind about Spanishs neuter form is that it is never used to refer to known objects or people, and there are no neuter nouns or descriptive adjectives. Here, then, are the cases where youll see the neuter used: Lo as the Neuter Definite Article Chances are that youre familiar with el and la, which usually are translated as the in English. Those words are known as definite articles because they refer to definite things or people (el libro, for example, refers to a specific book). Spanish also has a neuter definite article, lo, but you cant use it before a noun like you do el or la because there are no neuter nouns. Instead, lo is used before singular adjectives (and sometimes possessive pronouns) when they function as nouns, usually referring to a concept or category, not to a single concrete object or a person. If youre translating into English, there is no one way in which lo is always translated; youll usually need to supply a noun, the choice of which depends on the context. In most cases, what is is a possible translation for lo. A sample sentence should help make this easier to understand: Lo importante es amar. Here importante is the adjective (generally in the masculine singular when used with lo) functioning as a noun. You could use a variety of English translations: The important thing is to love. What is important is to love. The important aspect is to love. Here are some other sample sentences with possible translations: Lo mejor es el baà ±o. (The best part is the bathroom. The best thing is the bathroom.)Lo nuevo es que estudia. (Whats new is that hes studying. The new thing is that he studies.)Me gusta lo francà ©s. (I like French things. I like what is French.)Le di lo inà ºtil a mi hermana. (I gave the useless stuff to my sister. I gave the useless items to my sister. I gave what was useless to my sister. Note that you couldnt use lo à ºtil for a specific object that has a name. If were referring to a useless spoon, for example, you could say la inà ºtil  because the word for spoon, cuchara, is feminine.  )Puedes pintar lo tuyo. (You can paint whats yours. You can paint your things.) It is also possible to use lo in this way with some adverbs, but this usage isnt as common as the cases above: Me enojà ³ lo tarde que salià ³. (It angered me how late he left. The lateness of his leaving angered me.) Lo as a Neuter Direct Object Lo is used to represent an idea or concept when it is the direct object of a verb. (This may not look like a neuter use, because lo can also be used as a masculine pronoun.) In such usages, lo is usually translated as it. No lo creo. (I dont believe it.)Lo sà ©. (I know it.)No lo comprendo. (I dont understand it.)No puedo creerlo. (I cant believe it.) In these cases, lo/it doesnt refer to an object, but to a statement that has been made earlier or that is understood. Neuter Demonstrative Pronouns Usually, demonstrative pronouns are used to point at an object: à ©ste (this one), à ©se (that one), and aquà ©l (that one over there). The neuter equivalents (esto, eso, and aquello) are all unaccented, end in -o, and have roughly the same meanings, but as is the case with the direct object lo, they usually refer to an idea or concept rather than an object or person. They can also refer to an unknown object. Here are some examples of its use: No olvides esto. (Dont forget this.)No creo eso. (I dont believe that.0 ¿Quà © es aquello? (What is that over there?) ¿Te gustà ³ eso? (Did you like that?)No me importa esto. (This isnt important to me.) Note that the final two sentences must refer to an event, situation, or process rather than an object with a name. For example, if youre walking in a dark jungle and get a creepy feeling about something that might happen, no me gusta esto would be appropriate. But if youre sampling a hamburger and dont care for it, no me gusta à ©sta would be appropriate (à ©sta is used because the word for hamburger, hamburguesa, is feminine). Ello Ello is the neuter equivalent of à ©l and ella. Its use these days is unusual, and only in literature are you likely to find it used as the subject of a sentence. It usually is translated as it or this. Note that in these examples, ello refers to an unnamed situation rather than a specified thing. Hemos aprendido a vivir con ello. (We have learned to live with it.)Por ello no pudo encontrar la trascendencia que hubiera deseado. (Because of it, he couldnt find the transcendence he had wanted.)

Cafs Irp How Does Drinking Alcohol Affect the Wellbeing...

HSC assessment 2012 Community and Family Studies Independent research Project â€Å"How does drinking alcohol affect the wellbeing of teenage girls (between the ages of 14-17)† Contents Title Page Contents List of tables and figures Abstract Acknowledgements Introduction Literature Reviews Methodologies Results Analysis and Discussion Summary and Conclusion Bibliography Appendix 1 2 3 4 5 6 7-15 16 19-24 25 26 27-28 29-37 List of tables and Figures How old are you? When was the first time you tried alcohol? How often do you drink? What type of drinker are you? If you drink, why do you think is the reason that you drink? Have you ever been put in a dangerous situation involving alcohol? Who do you think†¦show more content†¦According to the National Institute on Alcohol Abuse and Alcoholism Many young people are facing the consequences of excessive drinking, at a too early age. Because of this issue, underage drinking is a leading public health problem. Each year, approximately 5,000 young people under the age of 21 die as a result of underage drinking including about 1,900 deaths from motor vehicle crashes, 1,600 as a result of homicides, 300 from suicide, as well as hundreds from other injuries such as falls, burns, and drownings (1–5). The answer and research to this topic is demonstrated by primary and secondary research, primary such as interviews and surveys, secondary such as news articles, internet articles and research fact sheets. Within primary sources, participants were surveyed at random, but knowing their age first so I can conduct surveys to an equal amount of age groups. Information from primary sources is kept anonymous for ethics and for honesty in answers. The effects of girl’s underage drinking are negative and dangerous to a girl’s well-being due to the consequences of underage drinking and the fact that their bodies are more vulnerable to alcohol than boys. Health risks of underage drinking include brain effects, liver effects and growth and endocrine effects which may especially affect teenage girls. Consequences girl’s may face due to underage drinking include, Academic problems, Menstrual problems, Poor overall health, Mental health problems, Accidents,

Sustainability Is The Continuance Of A Defined Behavior

Sustainability is the continuance of a defined behavior or action with the ability to maintain a balance of what and how that specific behavior is being completed (Business Dictionary, 17). As this definition is general, we can apply it using a qualitative breakdown of its importance to biology and ecology. The importance of sustainability in biology and ecology is to ensure that the relationship in which we utilize our natural resources does not surpass the Earth’s abilities to produce those materials due to our consumption. This is the idea of sustainable development. Per Environmental sustainability; practice global implications, â€Å"we cannot generalize environmental sustainability with the interpretation that we must ensure that we can†¦show more content†¦Moreover, it reveals an acceptance of diversity and reassures that well-being, growth, and cooperation is prevalent among all individuals in a society. â€Å"Environment Sustainability is the rates of renew able resource harvest, pollution creation, and non-renewable resource depletion that can be continued indefinitely† (Environmental Sustainability). Human activities should not interfere with the proper health of the environment. Creating less pollution, minimizing harvesting renewable and nonrenewable sources, avoid damaging ecological features will increase the maintenance and sustainability of the environment.â€Å"Economic Sustainability is the ability of an economy to support a defined level of economic production indefinitely† (Economic Sustainability). GDP (Gross Domestic Product), observing average GDP Per person, and Poverty Threshold are indicators used for observing whether economic sustainability is maintained and strong. Economic Sustainability demonstrates that each person is at least given the minimum level of comfort to live satisfactorily. Due to global warming, the climate of Kiribati has changed dramatically causing the sea levels to rise and a decreas e in the freshwater lenses used for both crops and human consumption. The people of Kiribati including Loane Teitiota have found it difficult to survive due to the changes to the environmental condition. Loane Teitiota was close to becoming the first climate change refugee until he was deported from NewShow MoreRelatedIt Is No Secret That Google Has Been Declared One Of The893 Words   |  4 Pagessecret that Google has been declared one of the best places to work. The public knows it, the competition knows it, and Google employees know it for certain! 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Organisation today are begin asked to address an increasingly complex set of environmental issues, as noted in the quote. Sustainability is achieved when we understand the economic environmental and social consequences of our actions and make deliberate choice that allow, all people to lead heathy productive and enjoyable lives. Your response should include a discussion of: Read MoreAddiction And Its Effects On Drug Abuse Essay2065 Words   |  9 Pagescompulsive drug seeking and use, despite harmful consequences to the addicted individual and to those around him or her† (Drug Facts). Codependency disorder and drug addiction often go hand in hand; they feed into each other’s obsessions and unhealthy behaviors. The brains of those afflicted exhibit similar flaws within the prefrontal cortices. There has been speculation whether or not addiction is a disease due to the addicts’ initial decision to abuse a substance. 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To What Extent Does Sex Education Exert Impact on Teenagers in Hong Kong Free Essays

Getting married, want to get pregnant, take care for their child†¦ those are the steps of a normal life cycle that everyone should be looking forward to or experiencing. Thus, there should be so much joy to getting pregnancy if a married couple is expecting to have a new member into their family. Although a married couple is not wish to getting pregnancy, a normal sexual activity is still enjoyable for both of them. We will write a custom essay sample on To What Extent Does Sex Education Exert Impact on Teenagers in Hong Kong or any similar topic only for you Order Now In the old Chinese society, most of the people were start to having the sexual activity after they were married because there may not know what sexual intercourse is as there are lack of educations. As the technology improved, people may easier to get those related information from the web or others. It might be one of the fact leads people try to experience sexual intercourse before marry and even in underage. In the current Hong Kong society, this is not uncommon that there is an underage pregnancy victim in primary and secondary school.Most of the underage pregnancy victims are not know the right way to handle it. According to Mother’s Choice, there is around 1000 expectant mothers that age fewer than 18 to seek for help in 2008, which was increase 40% from the previous year. As there is a lack of sex education implements in primary and secondary schools, the number of underage pregnancy increases. Literature Review Lack of sex education will leads to a number of negative effect. One of the main effects is underage pregnancy. In 2007, there are 134 people who were give birth and 327 people who did a legal abortion in aged under 18 (DHHK, 2007).In 2008, there are around 1000 expectant mothers that age under 18 to seek for help, which was increase 40% from the previous year (Mother’s Choice, 2008). One of the main reasons that lack of sex education leads to underage pregnancy is the underage does not know the right way to contraception. Nearly thirty percents of people who were know how to use a condom after aged 21 (Zi Teng, 2010). Also, most of the people in Hong Kong do not know the other way to contraception and disease prevention rather than using condom (Zi Teng, 2010). In this case, over eighty percents of people think that it is important for schools to provide sex education for children (CUHK, 2008). Also, over seventy percents of people support to make sex education to be an individual compulsory subject in primary and secondary school (CUHK, 2008). Lack of Sex Education Although Hong Kong government states that they has set up a well organized plan of sex education which will be held in preschool, primary school and secondary school, there still have a large number of cases which is about underage pregnancy.One of the main reason is sex education in Hong Kong is not an individual compulsory subject for all primary and secondary students. There are usually combine with other subjects such as General Studies in primary school, Ethics and Religious Studies in secondary school. The teachers who are teaching those subjects are not well trained on sex education and they may not have enough knowledge for teaching the right attitude of sexual activitie s to their students. Taboo of Sex In the Chinese society, there is always having a taboo of talking about sex. It might be possible for teachers to avoid those topics or just sketchy talk about those topics. According to Cheung Kin-Tai, the chairperson of Okamoto (Hong Kong) Limited Company says that one of their employees was brought a condom to his school for supporting his essay topic ‘My First Time’ while his secondary school life, his teacher was gave him a major demerit. Some of the school realized that there is lack of sex educations, so they will invite some organizations such as The Family Planning Association of Hong Kong, Mother’s Choice, etc. to held a number of sex education talks regularly to their students; however, Prof. Ng Man-Lun, a sex therapist, think that most of the schools are still taboo on sex education and the talks which be held in a school hall will create some barrier for students to learn from the talk, ‘the presenter is having a long distance with students for teaching how to use condom and students may not have a chance to touch it, or even watch it clearly, so how can they learn to use it? ’ Lack of Sex Education OutcomeAs the resources of putting onto sex education is not enough and the education plan was out of dated, it may leads to affect the attitude of students on sexual activities. According to the survey which was be held by Zi Teng and Okamoto (Hong Kong) Limited Company in 2010, it stated that only one third of the interviewees learn what condom is from the school. Also, 27. 4% of the interviewees know how to use condom after aged 21 and some of the interviewees know how to use condom when they are aged 60.Moreover, one of the questions asked the interviewees how to contraception or disease prevention rather than using condom and the answers from the interviewees were including stop sexual intercourse, other activities instead of sexual intercourse such as kiss, masturbation, etc. In addition, a number of interviewees think that using condom is not the right way to show their love to their partner and some of them think using condom while sexual intercourse is showing their distrust to their partner. Suggestion To decrease the number of underage pregnancy, there should have a number of improvements on sex education.In my suggestions, firstly, the Hong Kong government should make sex education as an individual compulsory subject in both primary and secondary school. According to a public survey which conducted by CUHK Social Work Department in 2008, ther e is 70. 1% interviewees support it to be a compulsory course in primary school and secondary school. Also, the Hong Kong government and schools should place more resources on educate teachers about sex educations so it may leads them to give out accurate information and teaching right attitudes to students on this topic.Moreover, schools should cooperate with the related organizations to hold a number of talks in a small group of students which should cover different areas such as contraception, puberty, etc. so students may feel easier to learn from the talks. Finally, educate a child is a cooperation between school and family. In this case, schools should hold some sex education talks to parents so parents can have the ability to educate their child during the family time. How to cite To What Extent Does Sex Education Exert Impact on Teenagers in Hong Kong, Papers

Prototype for Sustainable Agricultures

Question: Discuss about the Prototype for Sustainable Agricultures. Answer: Introduction: Managing human resource is an important organisational activity as success of a company depends to a high extent on the skills and abilities of the recruited human resource. However, as pointed out by Bal Dorenbosch (2015), only recruiting skilled human resource is not enough. Encouraging and recognising them is also an essential activity for a well improved organisational culture. This essay therefore focuses on understanding the recognition scheme of McDonald. Further, it focuses on analysing and interpreting theories that underpin the recognition scheme. The applicability of this recognition scheme in a non for profit organisation is also taken into consideration for analysis. Critical analysis on McDonalds recognition scheme and its impact on organisational culture, theories supporting it and its applicability in non profit organisation: Within the organisational culture, one of the most significant elements and determinates are employees. They serve as the base of the organisational production. Lamine, Navarrete Cardona (2014) has stated that through the application of the skills and efforts of the employees, the quality of the products and services is increased. This is directly attached to the organisational benefit regarding the enhancement of the customer loyalty. In the financial development and entire improvement, the impact of this is quite significant as through this the market share of the organisation is noticeably increased (Kramar et al. 2014). Therefore, it is also the sincere responsibility of the organisational management to focus on the expectations and needs of the employees in order to satisfy them. It is the fact that one of the most necessary expectations and demands of the employees is to avail the recognition scheme maintained by the organisational management. Kusluvan et al. (2010) has observ ed in this regard that behind the wide-range success of each of the global organisations is the sincere application of the recognition scheme by the managements for their internal leaders. This has the potency to empower the leader and staffs. This is also helpful in attracting the attention and interest of the future leaders to the organisational functions, too. McDonalds is not any exception regarding this. There are several recognition schemes that are applied by the management of McDonalds for their leaders such as employee remuneration long with the opportunities to gain a reward. In the concept of the recognition scheme, the management of McDonalds has focused on the remuneration and reward and has been implementing changes in their employee pay scale, pay structure along with the job structure. According to Bradler et al. (2016), remuneration is a business term that signifies the process of returning the employee's something back against their contribution for the benefit of the organisation. This remuneration, within McDonalds, is given through the form of special incentives, increments along with rewards. McDonalds is a fast food company that has more than 900 stores with around 91000 people (Mcdonalds.com, 2017). In fact, this company has to face a tough competition in the global market regarding the gaining of an effective market share. There are the fast food companies like KFC, Mr. Burger, Subway, Burger King and others in the Australian as well as global market. Due to this, there is a monopolistic scenario in the fast food industry in this country. However, with the improved quality food with reasonable price, the management of McDonalds has enabled to occupy 25% of the entire market share (Statista.com, 2017). On the other hand, the companies like KFC, Mr. Burger, Subway, Burger King and others have their market share of 30%, 10%, and 15%, 5%, and 15% respectively. Therefore, it is quite clear a fact that the rank of McDonalds is just after the KFC that is satisfactory. The fundamental strength of this success is the service of the best effort by the leaders and employees of McDonalds. However, in a similar way, the leaders and the staffs are also encouraged by the remuneration and special offers, rewards along with increment opportunities provided by the management. Within McDonalds, it can be noticed that the internal culture is quite healthy and positive with the recognition schemes and the employees are greatly influenced and motivated by this. The management uses to offer rewards through two specific ways, such as financial and non-financial processes. Sometimes they involve themselves in offering direct increment to the employees or even the cash payment or commissions, too. However, (Benmokhtar, 2014) remarked that indirect payment refers to the providence of medical insurance, increase of the holidays along with the reduction of the duty hours for some extraordinary contribution by the employees. Even, there are also the non-financial reward systems operated by the management of McDonalds through the application of job improvement and betterment of the working environment. Manzoor (2012) argued that job-related rewards satisfy the newly employed staffs as through this they can get an interesting, responsible, dutiful and challenging work that may help them to prove their personal skills and efficiencies more prominently. This is most effective for the leaders and employees associated with the customer service department of McDonalds as this increases their interest and enthusiasm to deal and communicate with the customers more passionately. On the other side, achieving a good working environment also encourage them to improve the quality of their services. The management of McDonalds also uses to provide the good and efficient employees with the most supportive and congenial colleagues. Even, Robst VanGilder (2016) pointed out that some additional facilities such as career security, a better attachment to the management as well as direct communication facilities with the customers in order to improve their skills and experiences regarding the current market scenario and customer preferences are also provided to them. It can be observed that the management of McDonalds uses to provide the bonus to those employees and leaders who ranks within the top 10% of the entire workforce (Mcdonalds.com, 2017). This bonus scheme supports the staffs and leaders regarding their hope for the future benefits. A special recognition scheme is also organised in every five years lapse. Even, they also feel interested in working collaboratively and the best performer is rewarded as per the restaurant performance. Due to this, other employees are encouraged to improve their own skill in order to get the highest rank. Even, the future leaders are also attracted to serve their best for this company for achieving the expected facilities and special recognitions. The next section focuses on the theories supporting the recognition scheme. It is necessary for all the global business organisations to motivate and inspire their employees to serve their best effort for the betterment of that organisation. Through the systematic and active involvement of the employees in the functional activities, the managements of the business organisations can able to increase their profit with the help of the increase in market share. However, Wu et al. (2015) have argued that it is not only the ethical responsibility of the employees to participate actively in the organisational well-being, but also the management is also responsible for providing the leaders and staffs the facilities and recognition that they deserve. In the case of McDonalds, it can clearly be observed that the employees get the opportunity to enjoy special treatment and schemes based on their service quality and some additional efforts that are beneficial for this company. This support of the management can be related to the concept and idea of some theories. The equal treatment is majorly related to the fair treatment of the organisational management towards the employees regarding the fact to provide them additional opportunities under the same scenario. De Roeck Delobbe (2012) stated that the staffs of McDonalds associated with different sectors of the organisation such as production, marketing, customer dealing, the order receiving are always treated equally and also give the similar kind of opportunities to perform their skills abilities through applying self-experiences. On the other side, the management of this organisation is also fair in paying the deserving benefits for them, whether it is in cash or some other facilities. Anitha (2014) remarked that if there was some employee dissatisfaction regarding the unfair treatment of McDonalds towards their internal staffs based on the recognition scheme, the management could not have been able to run their worldwide business through both online and offline services with nearly 91000 p eople. The management of McDonalds has successfully been motivating their employees through the maintenance of the equal and fair opportunities as they perceive irrespective of their personal backgrounds (Li Li, 2016). For example, if some employees attached with customer dealing section are selected as contributing some extraordinary effort to convince the customers regarding the genuine quality and price of their foods, they are generally promoted with increments as per their service standards. Even sometimes they are also rewarded with cash money or bonus schemes. This equal environment helps this company to avoid the occurrence of employee issues. The second theory that can be linked is expectancy theory. People within the business organisations have some basic expectations from the management during their services for the organisation. Expectations of the organisational employees are one of the most significant behavioural aspects that are hugely moved by the organisational treatment towards them (Purvis et al. 2015). Not only the employees but also the management has also its own expectation that is entirely profit-related. Although the concern of the staffs centres round the gaining of special advantages from the management, the satisfaction of both of their expectations is effective in creating an improved business scenario. The expectations occur among the employees within McDonalds due to their system to provide the bonus and another promotional strategy for the staffs with an excellent restaurant performance. If the performance of the employees satisfies and make benefitted to the management of McDonalds to achieve a gr and success, they naturally develop an expectation regarding some special treatment from the management, such as getting bonus or rewards (Kramar et al. 2014). This bonus scheme, in fact, is one of the most popular and existing processes of reward among the employees (HemaMalini Washington, 2014). However, it is also another fact that the dissatisfaction generated due to the unfulfilled expectation of the employees may result into a declination in organisational profit. Agency relationship within the business organisations refers to the interaction between the principals along with the mediums. Within the organisational context, there are different stakeholders such as the suppliers, employees, customers along with the management and their focus and concentration differs from one another. The principles and concepts of this theory make an integral association among these different interests through focusing on the staff recognition scheme in order to apply those (Pepper Gore, 2015). The different demands and preferences of McDonalds serve as the agencies of McDonalds and the management use to keep the focus on those equally. However in some extents, the marketing managers of McDonalds act as the significant agents for having the similar interest, that is to gain more profit through increasing their market share. However, the interest of the higher management differs from that of the employees of McDonalds in maximum cases (Shi et al. 2016). This scenario takes place due to the lacking in the management of McDonalds regarding the application of the most suitable recognition process for the employees based on the quality of their services. However, in the modern scenario, the division in the investment of the capital among the stakeholders regarding the business has generated a less risky organisational risk for McDonalds. It means that the recognition scheme is quite effective in profit organisations. However, the applicability of it in non profit organisations is not established. The next section of this essay focuses on understanding the application of McDonalds recognition scheme on Spastic Centre, a n on profit organisation. Managing human resource effectively is significant in achieving the aim and objectives of the business organisations. For a global profit organisation, it is necessary to maintain the functional activities of that organisation in order to occupy the expected position in the global market (Manzoor, 2012). McDonalds is one of the greatest and leading fast food companies that operate its business at the global context quite successfully. Therefore it is quite prominent that the members of the human resource department of this company are quite efficient in handling the entire workforce through some strategies. The management of McDonalds has imposed several roles and responsibilities to the human resource department majority of that are employee-centric. Through the operational activities of the HRM of McDonalds, the knowledge of the internal staffs regarding the global market along with the competitors is increased. On the other hand, through the arrangement of training, the unity and supportive attitudes among the employees also enhance (Bal Dorenbosch, 2015). Even, to ensure a healthy and secure working environment for the employees, the role of the HRM is also quite significant. As the commercial success of McDonalds is also depended on the effective customer relationship through improved communication, the HRM is also focused on this. In fact, the recruitment and selection of the efficient employees through whom the marketing target can better be fulfilled are also performed by the HRM of McDonalds. The sales rate through the same outlet of McDonalds has noticeably been increasing day by day. However, the sales rate of this company is quite greater as per the US perspective rather than that of the global platform. It is quite significant here to state that the contribution of the HRM of McDonalds cannot be avoidable for this gradual development. As observed from the above discussion regarding the management approach towards the HRM for a leading profit organisation like McDonalds, it can be stated that the similar approach cannot be thoroughly applicable for a not-for profit organisation like Spastic Centre. Situated in New South Wales, this organisation has been serving for the children as well as adults suffering from cerebral palsy (Cerebralpalsy.org.au, 2017). The HRM of this organisation is majorly focused on providing a good support and treatment to the affected children by the specialists in order to bring them to the mainstream of life. Therefore, while the HRM of McDonalds is concerned about the improvement in their market share, Spastic Centre is more focused on taking care of their service users. Even, the training of the employees of McDonalds is completely organised based on market demand whereas the training of the care workers of Spastic Centre is all about people-centric for their betterment. The management a nd HRM of Spastic Centre need not give enough focus on the recognition scheme for the employees as per the target of their duties that completely differs from that of the McDonald's. Therefore, although both McDonald's and Spastic Centre have their specific target audiences with organisational purposes, the application of management approach of the human resource of McDonalds cannot be categorised in a similar way like Spastic Centre. Conclusion: Thus, from the above analysis, it becomes clear that McDonalds recognition scheme is helpful in creating a good organisational culture where employees are satisfied and a good relation between the employees and employers are created. The analysis of agency theory, expectancy theory and equity theory has well supported the recognition scheme in McDonalds. However, it has found out that recognition scheme of a global profit organisation cannot be directly applied within a non profit organisation due to the differences in their purpose and business activities. References: Bal, P. M., Dorenbosch, L. (2015). 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