Emotional Intelligence Essay Example | Topics and Well Written Essays - 750 words

Emotional Intelligence - Essay Example From the traits, it is evident that emotional intelligence is vital for success in an organization. Businesses are changing daily and high competition is played to be on top of the business, which requires a manager who would use emotional intelligence to understand the workers for successful achievements of set goals. According to Lazovic, the business can achieve better results if they are close enough to identify and solve issues relating to emotional responses in the work place. Leadership skills can be enhanced by emotional intelligence, which can lead to achievements of reasonable production in the firm if the management practices best emotional intelligence by relating well to the workers in the firm and understanding their emotions and using them to manage conflicts arising. In addition, communication between the employer and employees is improved because the heads of the company would be able to understand emotions undergone by employees. The employers will have faith in the ir managers and hence increase teamwork between the managers and the lower ranked workers in the company. Additionally, teamwork achieved from trust between managers and employees will increase and improve innovation because of the combination of more work forces with different intelligence. Emotionally intelligent employees who are in charge in an organization will maintain good working relationships with each other on sharing ideas, being responsible and working together. They would also be able to create teams who are aware of emotional intelligence. ... Businesses are changing daily and high competition is played to be on top of the business, which requires a manager who would use emotional intelligence to understand the workers for successful achievements of set goals. According to Lazovic (798), the business can achieve better results if they are close enough to identify and solvs issues relating to emotional responses in the work place. Leadership skills can be enhanced by emotional intelligences, which can lead to achievements of reasonable production in the firm if the manager practices best emotional intelligence by relating well with the workers in the firm and understanding their emotions and using them to manage conflicts arising. In addition, communication between the employer and employees is improved because the heads of the company would be able to understand emotions undergone by employees. The employers will have faith in their managers and hence increase teamwork between the managers and the lower ranked workers in t he company. Additionally, teamwork achieved from trust between managers and employees will increase and improve innovation because of the combination of more work forces with different intelligence. Emotionally intelligent employees who are in charge in an organization will maintain good working relationships with each other on sharing ideas, being responsible and working together. They would also be able to create teams who are aware of emotional intelligence. Team members in organization who are emotionally intelligent would be able to apply the attributes of emotional intelligent. For example, they would possess self-awareness traits, which is recognition of self-emotions and the way such emotions can have an impact on us. With regard to this, members will

Farming Safety and Production :: Food Safety

Over a hundred years ago the idea of farming and food consumption was very different then it is today. Regulation, education about health, research and technology, food processing, marketing, and wholesale has changed the food industry and the agriculture itself. Before going to the market or grocery store meant going to your back yard where you knew where everything was being grown and how it was being taken care of. Nowadays the majority of people do not raise their own animals or grow their own vegetables they go to a big chain or even a smaller local store to buy their food. When it comes to food safely and food production large farms and small farms are being negatively affected in many different areas. The current issues dealing with food safely and food production are, because there are a few big plants running are production of food its causing nation wide food poisoning and contamination, the public wants more regulation and centralized on farms which is then putting financ ial pressure on local farms, feedlots for animals, and our food is subject to terrorist attacks because only more then half our nations food is produced in the same place. I believe the way to fix our problem is to be informed and get involved. One of the main issues facing farming safety and production today is the fact that a few big plants are producing the mass majority of our food. Because our food is being produced, cleaned and handled in one place its causing nation wide poisoning and contamination of our meats and vegetables. For example, four companies produce eighty percent of Americans beef and one company produces thirty percent of our milk. (p.388) This means when an outbreak occurs it’s harder to re-call all of the produced because most stores all over the nation are selling the food. It also means that more people are going to be affected and become ill. If a local store were to sell bad spinach to five costumers in a small town its easier to control, manage, trace and inform those customers instead of have a large amount of people getting ill. Two hundred Americans in 26 states were sickened by spinach that had E. Coli. (p.388) The Center Disease Control for and Prevention approximation that our food supplies sickens 76 million, putting more than 300, 000 in the hospital and killing 5,000 Americans every year.

Agriculture in India Essay

Since long ago, agriculture has been associated with the production of basic food crops. At present agriculture, besides farming includes forestry, fruit cultivation, dairy, poultry, mushroom, bee keeping, arbitrary, etc. Today, marketing, processing, distribution of agricultural products etc. are all accepted as a part of modern agriculture. Agriculture plays a crucial role in the life of an economy. It is the backbone of our economic system. The following facts clearly highlight the importance of INDIA. 1. Source of Livelihood: In India the main occupation of our working population is agriculture. About 70 per cent of our population is directly engaged in agriculture. 2. Contribution to National Income: Agriculture is the premier source of our national income. According to National Income Committee, in:- 1960-61, 52% national income was contributed. see more:non farming activities in indian villages 1976-77, contributed 42.2 per cent 1981-82, its contribution was 41.8 per cent. 2001-02, it contributed around 32.4 per cent 2006-07, 22% 2012-13, 13.7% 3. Supply of Food and Fodder: Agriculture sector also provides fodder for livestock. Moreover, it also meets the food requirements of the people. 4. Importance in International Trade: Agricultural products like tea, sugar, rice, tobacco, spices etc. constitute the main items of exports of India. 6. Source of Raw Material: Agriculture has been the source of raw materials to the leading industries like cotton and jute textiles, sugar, tobacco, edible and non-edible oils etc. All these depend directly on agriculture. 9. Vast Employment Opportunities: With the fast growing population and high incidence of unemployment the agricultural sector is significant as it provides greater employment opportunities in the construction of irrigation projects, drainage system  and other such activities. 13. Basis of Economic Development: The development of agriculture provides necessary capital for the development of other sectors like industry, transport and foreign trade. TYPES OF FARMING PRIMITIVE FARMING It is also commonly called ‘slash and burn agriculture’. It is used in areas where Soil has low nutrient levels. An area for cultivation is selected and then it is burned so that the required nutrients for the crop to grow are maintained and biomass is converted to useful inorganic ash. Then nth chosen crops are sown. Then the land is given a period of rest called ’fallow’. Then the same process continues until the land is wearied of nutrients(i.e. about 5-6 yrs). This type of farming usually depends on the type of soil, rain and most importantly climatic conditions. It is done using primitive tools like hoe, hull, dagger, dao, etc. and requires a lot of labour. Such crops are not produced in a large quantity and farmers grow crops only to sustain their family with little or no intention of selling them. The famer does not use chemical fertilizers or modern inputs, thus the production is low. TRADITIONAL FARMING Traditional farming represents the original method of farming. This type of farming uses extensive local knowledge and natural resources so that no harm is caused to biodiversity. Such farmers maintain soil fertility and prevent erosion of topsoil. There are many methods of traditional farming namely:- Nomadic Pastoralism It is the practice of raising domesticated animals like goat, sheep, cattle, etc. All humans practicing this method live off entirely on animal products like fat, meat, milk, etc. These people are constantly in use of new grounds for their animals to feed. Mixed Sustenance Farming This can provide a very stable farming platform, where plants and animals work together to support each other. The plant waste that cannot be used by humans is used as fodder for animals and their waste acts as natural manure. This type of farming is usually the most productive and sustainable compared to any other type. COMMERCIAL FARMING It is a type of large-scale farming of crops to sell them to wholesalers or retailers. Crops such as wheat, maize, rice, tea, etc. are harvested and sold worldwide in international markets. Due to its extensive nature modern machines and use of chemical fertilizers is required thus increasing the capital. Due to its large capital, it is mainly practiced by large companies or rich farmers. Yield as well as profit is high due to the use of modern techniques and hybrid varieties of seeds. Commercial farming started with the advent of the Green Revolution and production in India increased by 50% during the years 1970-1990. In today’s world Hybridization is very important to increase the yield of crops. Many varieties of hybrid seeds are now available which are disease resistant, healthier and give more yields. FIVE YEAR PLANS First Plan (1951-1956) The First Five-year Plan was launched in 1951 which mainly focused in development of the agricultural. The total planned budget of Rs.2069 crore was allocated to seven areas: irrigation and energy (27.2%), agriculture17.4%), transport and communications (24%), industry (8.4%), social services (16.40%), land rehabilitation (4.1%), and for other sectors (2.5%). The monsoon was good and there were relatively high crop yields. Second Plan (1956-1961) The Second Plan stressed on the development of the sector. Hydroelectric projects and five steel plants at Bhilai, Durgapur, and Rourkela were established. The total amount allocated under the Second Five-Year Plan in India was Rs.48 billion. This amount was allocated among various sectors: power and irrigation, social services, communications and transport, and very less amount was allocated towards agriculture due to the other increasing problems. Third Plan (1961–1966) The Third Five-year Plan stressed on agriculture and improvement in the production of wheat, but the Sino-Indian War of 1962 led to weakness in the economy and the plan stressed on the defense industry of India although equal priority was given to agriculture and industrial sector. PROBLEMS FACED The major problems confronted by the Indian agriculture are as follows (a) Population Pressure: India has a huge population of over one billion and it is increasing at a very fast rate. According to 2012census figures the overall density of population is 3264 persons per sq. km. Every bit of land has been used up for construction of commercial sites. (b) Small and Fragmented Land Holdings: Dividing a small plot of land due to increasing population has resulted in a small piece of land getting fragmented further. The small size of such holdings makes farming activity uneconomical and leads to less productivity and eventually less income. (c) Inadequate Irrigation Facilities: In India irrigation facilities are not adequate at all. Almost all fields, owned by poor farmers, are left to get naturally irrigated by the monsoons(except those owned by rich farmers and companies). (d) Depleted Soils: Farming has been a tradition of India for over 1000 years which has resulted in the decrease in fertility of soil and deforestation has led to erosion of the fertile soil giving less productivity. (e) Storage of food grains: Storage of abundant food grains is a huge problem faced by Indians. Almost 10-12% of our harvest of food grains goes waste due to no proper storage. (f) Farm Implements: In some parts of the country mechanization of farming has taken place, but most of the farmers are poor and cannot afford to purchase and use modern tools. This hampers agriculture. Forests-86.1†¦Non agriculture-21.8†¦barren/Uncultivable-20.1†¦Permanent pasture/grazing-12†¦Fallow-24..Cropped area-142.5(Food grain-123.5; Rainfed-89) Multiple cropping In agriculture, multiple cropping is the practice of growing two or more crops in the same field during a single sowing season. There are many types of multiple cropping schemes that the government has introduced in India. They are:- Double-cropping, in which a second crop is planted after the first has been harvested. This helps in restoring the nutrients that have been used up by the plant. Relay cropping, in which a second crop is started amidst the first crop before it has been harvested. This ensures bountiful harvest as well as keeps crops healthy. Intercropping, where an additional crop is planted in the spaces available between the main crop. This helps in keeping away pests. AGRICULTURAL EDUCATION Intensive agriculture area program(1964) The main objective of the IAAP was that â€Å"greater emphasis should be given to scientific agriculture in an intensive manner in areas with high production potentials†. The emphasis was on important crops such as Wheat, Rice, cotton, etc. High yielding variety program(1966) The main motive of the program was to increase the productivity of food grains by adopting new high yielding varieties of improved seeds. The HYVP introduced :-High-yielding varieties of seeds, increased use of fertilizers, increased irrigation. These three are collectively known as the Green Revolution. National agricultural innovation project(2006) The NAIP is contributing to the transformation of the agricultural sector to more of a market to get rid of poverty and improve income. The main aim is to make people aware about how agriculture can be taken to an international level through technological innovations. SOIL AND WATER CONSERVATION WATER Some Major River Valley Projects Bhakra Nangal Project On Sutlej in Punjab. Highest in India.Ht. 226m. Reservoir is called Gobind Sagar Lake. Chambal Valley Project On Chambal in MP & Rajasthan, 3 dams are there:- Gandhi Sagar Dam, Rana Pratap Sagar Dam and Jawahar Sagar Dam Damodar Valley Project On Damodar in Bihar, Based on Tennessee Valley Project USA Hirakud Project On Mahanadi in Orrisa, World’s Longest Dam: 4801m Kosi Project On Kosi in N.Bihar Tugabhadra Project On Tugabhadra in Andhra Pradesh & Karnataka Sardar Sarovar Project On Narmada, Gujarat/MP. Due to the magnitude of floods in 1978, a project of flood prone rivers was started to prevent further casualties. SOIL During the 7th five year plan, the government decided to take careful measures towards soil conservation. The scheme of reclamation of alkali soil in Punjab, Haryana, and U.P. took place. During the 9th plan this scheme was approved and being practiced in all states. It aimed at improving conditions of alkali soils for better production of crops. GREEN REVOLUTION Well-known agronomist, Dr. M S Swaminathan led the Green Revolution in India. India was in the middle of a food crisis in the mid 60’s. The food economy was falling down very fast. The domestic production of wheat had gone down to about only 12 million tons(from 23 million tons) due to inflation. About the same had to be imported from the US. The introduction of high-yielding varieties of wheat like Lerma Rojo and Sonora 64 during the mid-’60s with farm technology and chemical fertilizers brought about the green revolution.

Human Resources: Global Mobility

Introduction, Background and Key Problems Identified In an increasingly international world, the need for the workforce to become more mobile, both physically and mentally, with the willingness to travel internationally as well as being prepared to converse and work in multinational environments has become paramount. The issue here is to consider the way in which the HR function can manage and have an impact on the need for global mobility within any organisation, but specifically in the case of VL as noted here. The main issue facing both this company and any other company looking to improve its international expansion and to ensure that those working within the company is that they are able to make the most of the opportunities presented. For example, in the case of VL, the number of employees has nearly doubled in the last five years, many of whom work internationally as a way of ensuring continued growth within the company, yet this level of expansion presents potential problems that need to be tackled by the HR team, if the expans ion is to be successful (Lawler, 2008). The issue of global mobility has already been noted by the management team as being important in VL, with the factors associated with training, including culture and the general ethos of the company. Importantly in VL, the central location of London and Europe remains the head office, with operations then happening globally and feeding into the European offices. The aim is to bring the other locations in line with the overall European ethos, rather than to have several distinct groups across the world (Gillis, 2012). The key issues which have been identified in this individual company include the need to recruit and retain the best staff in every location and to ensure that the training recognises the cultural differences, without allowing for divergent and distinct groups to emerge. This report will look at how the capabilities will be developed within the company and will consider the key strategic issues that need to be taken into account, before then going on to look, in more detail at the role which HR can play in improving the impact of global mobility. Recommendations for next steps for both the HR team and the overall management team will then be established to conclude the report. Developing Capabilities Within VL, it is identified that international activities will typically fall into two categories, namely the longer term 3 – 6 year projects and the shorter term 3 – 6 month projects that involve an individual travelling internationally to fulfil a short term agenda. The capabilities needed for these two different types of projects will be very different, and the capabilities needed by the individuals will also be different to meet with the company’s demands (Freedman 2009). Firstly, it is recognised here that certain personnel are simply more likely to be open minded to global mobility and are therefore more likely to benefit from the process. For example, there are going to be certain individuals within the group who would find international travel practically very difficult, including those with young children, but this should not necessarily remove them from the pool of possible people, but rather should identify the additional needs of these individuals. The first challenge is therefore to identify the technical skills that are needed to narrow down the pool of available people and then to be able to narrow it down from this pool, to identify the personnel who will be most open to the experience. By making the identification process as comprehensive as possible, it is much more likely that the project will be a success. Although there are multiple ways in which capabilities can be developed by the HR team, fundamentally, the individuals themselves n eed to be open to the process, if it is going to be as successful as possible (Friedman 2009). It is suggested here that the heart of the global mobility agenda is therefore the need to identify the most relevant group of people for the mobility programme, both from the point of view of technical expertise and the need to select those who are mentally and emotionally open to the notion of the global mobility and the desire to develop their own experiences. Clearly, there is a need to have processes followed, particularly where there is an organisation such as VL, operating across several different regions; however, it is contended here that the company will not be best advised to have a set of inflexible policies which may not always allow for the individual personalities to adapt to the changing situations. The development of the business capabilities is therefore to look at the people, process, technology and third parties involved and to ascertain the best way in which the HR services and resources available can be deployed for most effective use. Consider, for example, a demand for a specific type of technology; it then needs to be determined whether the infrastructure in the location chosen is able to facilitate the appropriate technology (Schwartz,2011). From this position, it is then necessary to consider if the skills of the chosen individuals can support this infrastructure and whether the processes allow for this type of deve lopment. All of these capabilities need to be developed as a network of ideas and not as one stand alone process that is clinical and inflexible (Becker et al 2009). Key Strategic Issues Some strategic issues have been identified by the HR team as relevant to the notion of becoming globally mobile, as is the case in VL. Firstly, the HR team, as with any other business strategy needs to look at how the HR agenda can align correctly with the overall business strategy. The role of HR is to ensure that the suitably trained individuals are available and willing in whatever location is necessary to deliver the underlying proposition of the company (Wickham & O’Donohue 2009). The key strategic issue with global mobility is therefore to ensure that there is improved value being offered by the company as a result of the global mobility. This actually starts with the management team, before getting close to identifying relevant individuals who will facilitate this process. The strategy needs to be driven from the top. Furthermore, there is a need to balance sensible and consistent processes, while also ensuring that there is sufficient flexibility to deal with local and national differences (Harttig, 2010). This requires the correct people to be present and to have the suitable decision making power at every level of the organisation. In the case of VL, for example, a more senior member of the team may be suitable for the new countries, or for the long term assignments. Crucially, these individuals will have greater experience and more confidence when it comes to making on the spot decisions that are in line with the underlying business strategy but which do not change the direction of the business, fundamentally (Barney, et al 2011). Shorter term assignments will be subject to much greater control, in any event, as the individuals involved in delivering this service will typically be sent with a short term and specific agenda, with little room for manoeuvre. In this case, therefore, a more junior member of staff, or a less adaptable individual who has the necessary technical expertise, but who may not be as adaptable to changing circumstances, may be more appropriate. The key strategic issues is therefore to determine the business level agenda and to then to ensure that the HR team works in such a way that facilitates and supports this agenda, rather than producing a set of processes that are unwavering, with little flexibility offered at a local level, to change processes, in order to take into account local needs. Role of HR When looking at the position within VL, it s clear to see that HR have several vitally important roles at every stage of the process. Therefore, in order to encourage suitable results alongside the business strategy from the outset and prior to any actual attempts to become globally mobile, a company such as VL will need to have a higher level management meeting, including the HR manager, to discuss what it is the company is hoping to achieve overall. This should not necessarily be looking at HR issues, but rather what it is the company is hoping to achieve as an end result. For example, it may be the case that the company is looking towards the international arena as a means of increasing market share; this may be more likely in an area where the product has reached saturation point in the home market. Once the overall agenda has been understood, it is then possible for the HR team to consider how they facilitate this. HR should be driven by the underlying aim of the company and not by the needs of the HR team itself. By identifying the skills needed, the role of HR is to identify the relevant individuals amongst the existing team and to engage in suitable training or potentially to recruit people into the team to fill in any gaps (Schuler and Tarique, 2007). Once the global mobility structure is underway, the HR team will have a continuous responsibility for the management of the team and for making sure that the actions of the staff who are in a foreign jurisdiction remain congruent with the overall business strategy This is critical as, by definition, when a global team is established, there is a lesser level of control being shown directly, with the individuals and the HR team needing to ensure that the support is in place for remote management which is flexible, yet strong enough to ensure that the overall business goal is not lost. The HR team will also have an important role at the practical end of global mobility strategy, particularly when it comes to short contracts where there are going to be issues of travel and accommodation which need to be managed. If this is done effectively, it can ensure that the staff members themselves are free to concentrate on the task at hand. The role of HR in this case is very much as a facilitator, both in practical and strategic terms and this should be maintained at all times (Lazarova & Caligiuri 2001). Suggestions and Next Steps Bearing this analysis sin mind and the current challenges facing VL, there are several next steps that the HR team need to take, in order to support and facilitate the business strategy aims of the company. Firstly, the HR team need to involve themselves with the management team, to understand what it is they are aiming to achieve by becoming global (Benson & Scroggins 2011). Once this is understood, the choice of personnel to undertake this global move can be made, both in terms of the senior strategic individuals such as regional managers, as well as the team members who will facilitate this process. Selecting the correct people is going to be the main and arguably the most important role for the HR team, as they will need to be able to achieve the business strategy, but will also need to be sufficiently personally engaged and want to be part of the global move. Once the individuals have been selected, the HR team then need to ensure that the practical issues such as infrastructure are put in place to enable these people to function effectively and to ensure that there is at least some consistency in processes across the company. When global mobility is focussed on processes, difficulties can arise; however, this is not to say that there is going to be no consistency. Ultimately, it is the role of the HR team to set the boundaries and to ensure sufficient consistency for efficiency, without undue constraints (Wright, & McMahan 2011). Going forward, therefore, the HR team need to ensure that they are fully engaged with the business strategy and then focussing their work on achieving this strategy, rather than being process driven, which is likely to place constraints that will not be beneficial to the company. An ongoing and adaptable process is needed, with the HR team being central to facilitating this move, both initially and on an ongoing basis. References Barney, J., Ketchen, D. J., & Wright, M. (2011). The future of resource-based theory: Revitalization or declineJournal of Management, 37(5), 1299-1315. Becker, B., Beatty, D., & Huselid, M. (2009). Differentiated Workforce: Transforming Talent into Strategic Impact: Harvard Business School Press Books. Benson, P. G., & Scroggins, W. A. (2011). The theoretical grounding of international human resource management: Advancing practice by advancing conceptualization. Human Resource Management Review, 21(3), 159-161. Freedman, E. (2009). Optimizing Workforce Planning Processes. People & Strategy, 32(3), 9-10. Friedman, B. A. (2009). Human resource management role: Implications for corporate reputation. Corporate Reputation Review, 12(3), 229-244. Gerhart, B., & Fang, M. (2005). National culture and human resource management: Assumptions and evidence. The International Journal of Human Resource Management, 16(6), 971-986. Gillis, J., Jr. (2012). Global leadership development: An analysis of talent management, company types and job functions, personality traits and competencies, and learning and development methods. 72, Harttig, M. A. M. A. (2010). Global Workforce Planning. Benefits & Compensation International, 40(1), 19. Iles, P., Chuai, X., & Preece, D. (2010). Talent Management and HRM in Multinational companies in Beijing: Definitions, Differences and drivers. Journal of World Business, 45(2), 179. Lawler, E. E., III. (2008). Talent: Making people your competitive advantage. San Francisco, CA US: Jossey-Bass. Lazarova, M., & Caligiuri, P. (2001). Retaining Repatriates: The Role of Organizational Support Practices. Journal of World Business, 36(4), 389. Schuler, R. S., & Tarique, I. (2007). International human resource management: a North American perspective, a thematic update and suggestions for future research. International Journal of Human Resource Management, 18(5), 717-744. Schwartz, A. (2011). Leadership development in a global environment: lessons learned from one of the world’s largest employers. Industrial & Commercial Training, 43(1), 13-16 Wickham, M., & O’Donohue, W. (2009). Developing employer of choice status: Exploring an employment marketing mix. Organization Development Journal, 27(3), 77-95. Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: putting ‘human’ back into strategic human resource management. Human Resource Management Journal, 21(2), 93-104.

Spirit Theoretical Foundations of Advanced Nursing

Spirit Theoretical Foundations of Advanced Nursing There are a lot of English words and vocabularies used differently by people with diverse personalities when speaking, reading or writing, to convey a particular message. It is mind-numbing and unimaginable to think of a world where people, places or objects would be referred to using one word or a limited number of words.Advertising We will write a custom essay sample on Spirit: Theoretical Foundations of Advanced Nursing specifically for you for only $16.05 $11/page Learn More There are however, particular English words that have multiple interpretations and uses. This paper shall look at the various interpretations of the word ‘spirit’, and its uses in the field of nursing. The word spirit is used in reference to the part of a human being that is associated with the mind, will, and feelings. This description of the word spirit gives us the concept of spirituality, which according to Mauk (2004), can be defined as â€Å"the core of a personâ €™s being, involving one’s relationship with God or a higher power†. An individual’s spiritual health is evaluated based on their internal and external traits, and not on the basis of the factors that may result in their spiritual health. People who are said to be spiritually healthy are observed to have a clear perception of the world that enables them to understand reality, as well as provide them with a coherent belief system. This clear perception is a product of their belief in a higher power or larger reality. The word spirit is also used to refer to a petroleum distillate that is used as a degreaser, or an industrial cleaning agent (Irvin, 1997). This spirit is also referred to as Stoddard solvent. White spirit, also referred to as mineral spirit, is a clear liquid that is distilled from petroleum. This spirit is an organic solvent that is used in painting and decorating, as an alternative to turpentine when thinning paints and cleaning paint brushes. Another use for the mineral spirits is in degreasing and cleaning of machinery, due to its low volatility. Mineral spirits can also be used as a lubricant for screws (Irwin, 2007). Spirits are a familiar ingredient in the manufacture of alcoholic drinks, garnishes and mixers (Arnold, 2005). Lichine (1987), defines spirits as â€Å"Unsweetened, distilled, alcoholic beverages that have an alcohol content of at least 20%†. Spirits are made from the distillation of alcohol; a process that involves heating the alcohol until it vaporizes, before it is cooled and condensed.Advertising Looking for essay on health medicine? Let's see if we can help you! Get your first paper with 15% OFF Learn More Sollier (1912), provides us with the fourth interpretation of the word spirit; an intangible being with the ability to influence human events. Occurrences such as voluntary determinations, which are divine, are viewed as supernatural by people who advocate a determin istic view of the world that does not believe in free will (Sollier, 1912). There is a particular kind of spirit that is used to treat fainting. The aromatic ammonia spirit is used as a respiratory stimulant in syncope, weakness, or threatened faint (McCrory, 2006). The word spirit can also be used in the field of nursing as a synonym for vivacity. In the profession of nursing, the metaphor, ‘spirited nurse’ can be used to show passion and dedication to helping others. Such a nurse can be said to be highly motivated, and one who seeks to make a difference in their profession. Reaching out to those in need is as simple as extending a hand. The spirit of nursing, in my practice, is evident beyond clinical application. My involvement symbolizes the caring nature that is carefully interwoven into the methodical details of nursing. The body reflects the notion of integration of the body and spirit. â€Å"Spiritual care can be a natural part of total care, which fits easily into the nursing process of assessment, nursing diagnosis, planning, implementation and evaluation† (Jenkins, Wikoff, Amankwaa, Trent, 2009). The term holistic nursing is used to refer to the healing process in entirety. Healing the whole person involves the body, mind and spirit, of both the patient and the care-giver or nurse. It is vital for the nurses, as care-givers, to learn how to take good care of the themselves, in order to improve their effectiveness. Good care looks into physical, emotional and spiritual well being. According to Murray (2001), the spiritual dimension tries to be in harmony with the universe by going outside a person’s own power. The spiritual dimension also â€Å"strives for answers about the infinite, and especially comes into focus or sustaining power, when the person faces emotional stress, physical illness, or death† (Murray, 2001).Advertising We will write a custom essay sample on Spirit: Theoretical Foundations of Advanc ed Nursing specifically for you for only $16.05 $11/page Learn More It is the role of nurses as caregivers to provide their patients with holistic nursing, since there are numerous positive effects of spirituality on health, well-being and life satisfaction. Spiritual care provides the patients with a sense of serenity and well-being, even in their agony or sorrow due to illness. This is important in the recovery process of patients, since studies have indicated higher chances of survival for patients who have a sense of meaning (Jenkins, Wikoff, Amankwaa, Trent, 2009). According to Roberts (1925), the spirit of nursing is indestructible, as it comprises qualities such as courage, truthfulness, tolerance, courtesy, generosity, benevolence, compassion and sympathy. She compares the spirit of nursing to the tender care a mother gives to her children. This is the spirit that allows nurses to volunteer in societies such as Red Cross, since such people are brave even i n the face of discouragement (Roberts, 1925). References Arnold, J. P. (2005). Origin and History of Beer and Brewing: From Prehistoric Times to the Beginning of Brewing Science and Technology. Cleveland, Ohio: Beerbooks. Irwin, R. (1997). Environmental Contaminants Encyclopedia Mineral Spirits Entry. Fort Collins, Colorado: Natural Park Services, Water Resources Division. Jenkins, M. L., Wikoff, K., Amankwaa, L. Trent, B. (2009). Nursing the spirit. Nursing Management , 40(8), 29-36. Lichine, A. (1987). Alexis Lichines New Encyclopedia of Wines and Spirits. New York: Alfred Knopf.Advertising Looking for essay on health medicine? Let's see if we can help you! Get your first paper with 15% OFF Learn More Mauk, K. L. Schmidt, N. K. (2004). Spiritual Care In Nursing Practice. Philadelphia: Lippincott. McCrory, P. (2006). Smelling Salts. British Journal of Sports Medicine , 659-660. Murray, R. B. Zentner, J. P. (2001). Health Promotion strategies through the life span. Upper Saddle River, NJ: Prentice Hall. Roberts, M. M. (1925). The Spirit of Nursing. The American Journal of Nursing , 25(9), 734-739. Sollier, J. (1912). Supernatural Order. New York: Robert Appleton Company.

cutie essays

cutie essays (on the phone)*On a bed I dont know what to do! Seriously nobody understands! No matter how much they want to they just criticize me and if they knew what was really going on instead of just assuming that what was heard and passed around was true and if they knew why I was the way I was they still wouldnt get it...NO! You dont get it either! Dont sit here and try to talk me out of this because Ive been talked to I know the consequences and I know the aftermath. Nothing you can say can make me change...nothing anyone says can make me change how I feel! (Throw the phone) Ugh nobody gets it. (Kneel down in center stage) *Dear God, I hope u can talk for a little bit, youre the only one who will sit here and listen and not talk back in any negative way. You see when you have the problem I do you dont care what people say about you, you still feel the way you have your mind set to. I dont know how much longer I can take this though. If anyone at school knew about this for sure...instead of just assuming that every time I run to the bathroom after a meal is to barf, theyd think I was stupid. But you know what! I dont think Im dumb at all. I know this is wrong. I know this is bad for you. But honestly, anything is better than being fat. Anything is better than thinking youre fat! Even though those trying to help me say the difference doesnt show on the outside, the difference shows inside of me. I cant help but feel...guilty when I eat 8, wear a size 0, and weigh no more than 120! My friends, my best friends, are both skinny. *My friends say Im not fat. They think Im crazy. Yet on spring break...Hay told me my hips were huge! She covered it up by saying its a good thing...ha not really. All I want is to have the perfect body, the body guys want. Bulimia has become my obsession. A...

Writing Flash Fiction

Writing Flash Fiction Flash fiction is to short story writing much as haiku is to poetry. It’s an even more condensed form of an already condensed storytelling method, requiring the author to choose words carefully to ensure each syllable makes a meaningful contribution to the whole. Flash fiction is also experiencing a surge in popularity as magazines and collections spring up dedicated to this form. Maybe it’s because readers’ attention spans are shorter, but flash fiction seems to have never been more popular. Locally, we even have a theater group that performs flash fiction on stage. What Is Flash Fiction? Flash fiction is a very short short story. Guidelines generally place any story under a thousand words into the flash category, though some prefer even shorter pieces. Six-word stories or 140-character Twitter shorts are other subgroups. How to Write Flash Fiction When I write a piece this short, I often think in terms of a â€Å"punch line.† Not necessarily a funny ending like the punchline of a joke, but a tight conclusion that either neatly ties everything up or creates a reversal so the reader realizes something is not what he initially thought it to be. The more surprising the ending, the better. Ideally, I’ll have this punch line set in my head before I sit down to write the story. That way everything I write can lead up to that moment, creating exactly the experience I want for my reader. In this way, flash fiction is very much like any other type of fiction writing. You find an idea, develop that idea, then hone it until every word contributes something to the story, giving it the most power the story can carry. Lengths of Flash Fiction Stories Most flash fiction markets state a thousand words or less. Others go a bit higher or want shorter pieces. Since the definition of the form varies so widely, keep a close eye on your submission guidelines. There’s no point sending a thousand-word story to a collection of 140-character Twitter tales, after all. Markets for Flash Fiction Markets for flash fiction can be disappointingly low-paying, and unfortunately a good number of the markets don’t pay at all. But there are markets that offer decent pay. They’re usually flat rates, so I make sure to work out the per-word rate before deciding to submit. After all, $5 for a short-short can seem fair, but when you do the math, it’s only a penny a word for a 500-word story. So do your due diligence before submitting. Some good markets for flash fiction include: Vestal Review: http://vestalreview.net/About.html. Publishes only flash fiction. Pays 3-10 cents/word. All genres except children’s stories and hard SF. Nanoism: http://nanoism.net/submit/. This is a Twitter market. Stories cannot exceed 140 characters, or the maximum length of one tweet. Pay is $1.50 per storythat’s a bit over a penny per character or roughly $.05/word. Prefers literary fiction and also accepts serial stories. Previously published tweets will be considered, but pay at $1/story. Electric Spec: electricspec.com/submissions/submitting-fiction/ Speculative fiction. Not an exclusively flash fiction market, but will accept stories as short as 250 words. Pay is $20 per story, so the shorter the better as far as your per-word rate. Note issue-specific deadlines. A For more flash fiction markets as well as additional information on the form, how to write it, and examples: flash-fiction-world.com/writers-market.html or everydayfiction.com/flashfictionblog/flash-markets-2/

The Redefinition of female gender roles in the 19th century and the Essay

The Redefinition of female gender roles in the 19th century and the use of Darwinism toward Political objectives - Essay Example History reveals the very fact that women had been leading an oppressive life in England as well as the rest of Europe for centuries, and their activities were confined to the four walls only. Being the reflection of the contemporary society, early nineteenth literature portrays the women busy in performing domestic chores and obligations without taking part in any political, social or economic activity. They used to go to excursions and attend balls and dinners under the supervision of family members; hence, they were not allowed to travel alone or without the prior permission of the family. The novels produced by Jane Austen, Dickens, Bronte sisters, Eliot and others depict the same male-dominated cultural scenario, where women were the direct target of discriminative behavior at the hands of male members of society. Somehow, the situation took a drastic turn during the second half of the same century, and the same Mary Evans Ann, who used to produce works under the male name George Eliot, got such courage that she started living with G. H. Lewes for more than 20 years quite as if his wife did not exist; Sarah Austin (the wife of the famous jurist), who wrote letters of such ardor and indiscretion to a visiting German prince as to invite blackmail. (Himmelfarb, 1961) The Victorian literature reveals that female writers, poets, intellectuals and artists used to feel hesitation in participating into any literary, social or political activity, for they were discouraged to get their works published. It is therefore the renowned authors and novelists including Bronte sisters, George Eliot and others had to conceal their female names while creating the pieces of literature. Though Victorian literature contained the works of female writers, but the atmosphere was not appreciable at all. The share of women community in social construction was not acknowledged, although they worked in fields, hospitals, teaching institutions and other professions at limited scale. Stil l the male domination was oppressive and tyrannical. At first, Elizabeth Cady Stanton in 19th century and Emma Goldman in the beginning of 20th century raised their voice for the women rights. However, later part of nineteenth century observed imperative changes in women’s role and responsibilities in society. It was the era when Charles Darwin presented his astounding Evolution Theory under the title â€Å"Survival of the Fittest† in his magnificent work On the Origin of Species (1859), and proved that only strong and powerful species maintained the right to survive and reproduce. Darwin vehemently argues in favor of the notion natural selection, and declares it as the law of nature. He is of the view that it is the law of nature that the favorable traits and features in species contain more probability of inheritance and transformation into next generations. (1872: 159) Renowned sociologist Herbert Spencer extended the same survival theory, called social Darwinism, a nd claimed that socially strong communities make sure headway in the world, while the financially weak people are sure to eliminate sooner or later. Nineteenth century women also got inspiration from this very notion to obtain freedom from the awkward clutches of suppression and humiliation. Thus, women’

The Role of Leaders in Harnessing the Individual Qualities of Members Research Paper

The Role of Leaders in Harnessing the Individual Qualities of Members on a Team - Research Paper Example Motivation has been explained to be a reactive mechanism to a reinforcement that people receive in a workplace context (Kerzner, 2003). This means that motivation is a way that people respond to reinforcement to give off their best at work. Motivation, therefore, needs to be triggered by something. In most organizational settings, the word motivation is used to refer to the desire that people should have to put up their best to ensure improved productivity. A worker who is result oriented and normally seen to be on top of his or her job and delivering up to expectation or beyond is therefore seen to be a highly motivated person. It is in this direction that Cherry (2011) explains that â€Å"motivation is defined as the process that initiates, guides and maintains goal-oriented behaviours.† From her definition, it can be seen that motivation actually sets the pace for success as it initiatives goal-oriented behaviours. Motivation also serves as roadmap or yardstick to success a s it guides goal-oriented behaviours. Motivation also acts as an agent of preservation of success as it maintains goal-oriented behaviours. The absence of motivation is, therefore, tantamount to haphazardness at the workplace as it eliminates clear cut focus and goal-oriented behaviour from the organisation. All organisation and institutions are set up with a basic principle of achieving something positive. It is in line with this that there are often mission statements and vision statements for all well-meaning organisations. But in order to achieve the overall mission or vision set by any given organisation, it is very important that a series of projects and tasks are delivered.

Comparison of Eichmann as Portrayed by Arendt with Other Nazi War Crim Essay - 1

Comparison of Eichmann as Portrayed by Arendt with Other Nazi War Criminals - Essay Example With this respect, the various judgments and analysis employed to understand the intentions and motivation of the Nazi surrogates to commit heinous crimes. These include Hannah Arendt’s portrait of Eichmann compared to the interviews conducted in Nuremberg on the other criminals of the Nazi war. One of the analyses is provided by Hannah Arendt who was a German and Jewish politically based theorist and who before she moved to the United States had run away from German and France in the course of World War Two. She does this in her book titled â€Å"Eichmann and the Holocaust† which she wrote having been requested to analyze the trial of Adolf Eichmann. For that reason, she archetypes Adolf Eichmann; one of the Nazi Criminals to provide her comments on the Holocaust which she has been said to interpret as a challenge to the existence of human beings. Arendt, as a way to interpret the Holocaust, decided to use and analyze only one of the individuals who took part. Her choice of Adolf Eichmann ‘s court testimony to give her judgment by making certain statements about him eludes a lot of controversies which results in the comparison of Eichmann to other criminals of the Nazi war. Certain people argue that she did not attend all sessions of Eichmann’s trial missing those where his actual character was exposed as well as those where he provided adequate evidence. On the other hand, most of her readers describe the book as lacking in taste and tact with her comments and judgments being related to her attitude towards the German-Jewish leaders in the community and her view on Zionism most of the time. Contrary to the model employed by Arendt to analyze the Nazi war criminals, other people used different ways to find answers and provide justice to the Holocaust and its defendants. An example is Leon Goldensohn; a military psychiatrist who took part in the trials. He was a son of the Jews who were emigrants from Lithuania.  

Corporate Social Responsibility and Areas of Impact Assignment

Corporate Social Responsibility and Areas of Impact - Assignment Example It respects cultural differences and finds the business opportunities in building the skills of employees, the community and the government".  Other definitions from the same report define CSR as the â€Å"business of giving back to society† In the United States, CSR has been defined more in terms of a philanthropic model in that companies are free to make profits by any means available then donate a certain share of the profits to charitable causes. For the company to receive any benefit from the giving is seen as tainting the act. Interestingly enough the European model is much more focused on operating the core business in a socially responsible way, complemented by investment in communities for solid business case reasons. Social responsibility becomes an integral part of the wealth creation process - which if managed properly should enhance the competitiveness of business and maximize the value of wealth creation to society. For instance, the CSR definition used in the by Business for Social Responsibility is: "Operating a business in a manner that meets or exceeds the ethical, legal, commercial and public expectations that society has of business. On the other hand, the European Commission hedges its bets with two definitions wrapped into one:  "A concept whereby companies decide voluntarily to contribute to a better society and a cleaner environment. A concept whereby companies integrate social and environmental concerns in their business operations and in their interaction with their stakeholders on a voluntary. When you review each of these, they broadly agree that the definition now focuses on the impact of how you manage your core business. Some go further than others in prescribing how far companies go beyond managing their own impact into the terrain of acting specifically outside of that focus to make a contribution to the achievement of broader societal goals. It is a key difference when many business leaders feel that  their companies are ill-equipped to pursue broader societal goals, and activists argue that companies have no democratic legitimacy to take such roles.

Business Organization and Management Essay Example | Topics and Well Written Essays - 1000 words

Business Organization and Management - Essay Example For a better communication, a sender receiver, medium and message, all are very essential. The message must be structured in the mind of the sender and he must choose a medium before sending it. Communication is, always has been, and always will be one of the most pre-eminent skills of management. Because of electronic communication and widely spread teams related to business settings, good communication is often more difficult. There are weaknesses in terms of telephonic communications as well as face-to-face communications. Emails and facsimiles are a fast way of communication but they are also with some problems. The management feels that they are in need of good communication skills so that they can get awareness to their staff’s problems and their views regarding the organization. The management can improve the communication process by following the recommended steps for establishing an effective communication between managers and employees. Effective communication is very significant for success and good reputation of the company. Successful communication results in developing good relationships between the employers and employees, between the consumers and the sellers. Good and effective communication helps the better co-ordination and efficient control. It results in clear understanding, good production, healthy climate within the organization, willing co-operation among the various levels of management and general good will (Butterfield, et. al 65). It always brings good dividend. Because of effective communication, the businesspersons can communicate effectively and successfully. Effective communication is a part of good communication. Effectiveness means better response, ideal co-ordination with the aims and objectives of organization and greater adaptability to change (Ellinor and Gerard 31). Communication is a tool of management that plays a key role in decision-making. The greater is the organization, the greater is the role of

Information Resource Management Coursework Example | Topics and Well Written Essays - 2250 words

Information Resource Management - Coursework Example Software engineering (SE) refers to the maintaining and developing software systems that perform reliably as well as efficiently. This paradigm develops systems affordable and easy to maintain, as well as satisfy all the requirements that customers want to see in the developed systems. The SDLC (systems development life cycle) the life cycle of software development is employed in systems engineering and software engineering, which is the procedure for modifying and creating systems, methods, and models. In this scenario software engineering is a concept behind the systems development life cycle for different types of software development techniques. These techniques offer a structure for planning as well as monitoring the development of an information system a. Discuss human-computer interfaces. What was the major change from the DOS operating system to the Windows graphical user interface? What likely changes will occur to interfaces in the future? Will virtual reality be a viable means of interfacing with the computer? The human-computer interface is the study of communication among users and computers. It is frequently known as the intersection of behavioral sciences, computer science, design and numerous other fields of study. Interaction among users and computers happens at the user interface that contains both hardware and software. The DOS-based operating system was operational through the command based user interface that was hard to use and complex to maintain. While the development of Windows-based human-computer interfaces offered the graphical user interface (GUI) based interaction that is more interactive and easy to use. In this scenario, virtual reality offers an enhanced means for interaction with the computer that is a most advanced for the human-computer interfaces.  

Business Organization and Management Essay Example | Topics and Well Written Essays - 1000 words

Business Organization and Management - Essay Example For a better communication, a sender receiver, medium and message, all are very essential. The message must be structured in the mind of the sender and he must choose a medium before sending it. Communication is, always has been, and always will be one of the most pre-eminent skills of management. Because of electronic communication and widely spread teams related to business settings, good communication is often more difficult. There are weaknesses in terms of telephonic communications as well as face-to-face communications. Emails and facsimiles are a fast way of communication but they are also with some problems. The management feels that they are in need of good communication skills so that they can get awareness to their staff’s problems and their views regarding the organization. The management can improve the communication process by following the recommended steps for establishing an effective communication between managers and employees. Effective communication is very significant for success and good reputation of the company. Successful communication results in developing good relationships between the employers and employees, between the consumers and the sellers. Good and effective communication helps the better co-ordination and efficient control. It results in clear understanding, good production, healthy climate within the organization, willing co-operation among the various levels of management and general good will (Butterfield, et. al 65). It always brings good dividend. Because of effective communication, the businesspersons can communicate effectively and successfully. Effective communication is a part of good communication. Effectiveness means better response, ideal co-ordination with the aims and objectives of organization and greater adaptability to change (Ellinor and Gerard 31). Communication is a tool of management that plays a key role in decision-making. The greater is the organization, the greater is the role of

Promotional media communication Essay Example | Topics and Well Written Essays - 2000 words

Promotional media communication - Essay Example 1) – in this case, focused on United Kingdom. The researcher will therefore employ direct observation, interviews or by using questionnaires. Conclusions derived are technically subjective and researcher is often stringently concern about making broad generalization of matter as the subject of inquiry (Sothern, 2013, p. 1). The Company Coca-Cola is a business leader in beverage production and retailing industry. It has a global operation and is selling diverse beverages that suit best to consumers' taste which inspire them to maximize the products for home or for either private or public occasions. One of its leading product is Coca-cola diet, a soda but with limited value of calorie. In its Facebook account, Diet Coke is marketed as an extraordinary beverage and was historically introduced as developed since 1982 which was claimed to have catapulted as the leading diet soft drink of the world, thus, the brand is sustained until these days (Diet Coke, 2013, p. 1). Diet Coke is produced to target consumers that are interested on maintaining a low-calorie diet, or those that are diagnosed with diabetes, and yet will still savour such tasty delight (Diet Coke, 2013, p. 1). ... 1) By 1986, the company prided to have reached about 61 countries as market zone with an estimated 60 million cans served daily (Diet Coke, 2013, p. 1). Since it gained a global prestige, the company aired its first commercial advertisement using the slogan – â€Å"Just For the Taste of It† (Diet Coke, 2013, p. 1). On same year, the company attempted to draw the market attention by adding cherry flavour to Diet Coke and also maximized a print advertisement by using the carved monuments of political heroes of America in 1987 to project such â€Å"monumental taste† (Diet Coke, 2013, p. 1). Later, the Company maximized Oxford Plains Speedway to promote the first Diet Coke 100 until it optimized the 3D advertisement during the Big game by bannering the slogan â€Å"The Move Is On to Diet Coke† (Diet Coke, 2013, p. 1). It continued to promote the product as extraordinary in 1989 with Gary Weismann as the consumer’s endorser, tagging along with it the pro minence of a superhero action star (Diet Coke, 2013, p. 1). Almost ten years after, Diet Coke was recognized as the brand of the decade in 1990 and sustained sporting its image with Batman (Diet Coke, 2013, p. 1). Being avidly consumed in the market, the company decided to celebrate its 10th anniversary at New York’s Time Square (Diet Coke, 2013, p. 1). In 1993, Diet Coke was promoted as a beverage that suits the taste of all with only one calorie and which was followed with salacious advertisement that those who would buy for it ‘break for refreshment solely for diet Coke (Diet Coke, 2013, p. 1).† Playing with the people’ interest of the universe and the space, the company also decided to let astronauts bring Diet Coke to outer world in 1995 under the quest of ‘testing the formula

Sainsbury plc

Sainsbury plc Introduction This report will examine the change management with focus on how change could be introduced, implemented and how resistance to change could be mà ©nage. Therefore we shallbriefly look at the change which had been taking place within sainsburysplc how it was mange and the success rate. It also evaluates the need for the change. How the stake holder analyst was done therefore the Sainsburys was used and the mckinsey company. Task one 1.1 The background of the Sainsburys plc Sainsbury plc is a registered parental company of Sainsburys Supermarkets Ltd, which is popularly known as Sainsburys, a chain of supermarkets in the United Kingdom with special focus on property and banking business. Sainsburys profits see 11% surge. MSN News. http://news.uk.msn.com/uk/article.aspx?cp-documentid=16788775 Retrieved 2009-06-13.. Its estate has been estimated to be about  £8.6 billion March 2007. Sainsburys was the market leader in the UK supermarket sector in much of the 20th century, but lost its place as the UKs largest grocer to Tesco in 1995 and in lost 1995 and was pushed into third by ASDA in 2003. The companys performance has improved by CEO Justin King in 2004 since the launch of a recovery programme. The company has been reporting its 12th consecutive quarter of sales growth. Despite predictions that Sainsburys would regain second position in January 2008, Taylor Nelson Sofres data released in January 2008 shows Sainsburys market share at 16.4%, behind Asda s share of 16.7%, but ahead of Morrisons at 11.22%. This report shall evaluate the series of change programmes in the company under the last five years with special consideration to the change types of change, change processes and how the management has been able to deal with issues of stakeholder analysis while implementing the change and how resistance to change was dealt 1.2 Business Transformation as a form of change which has occurred in Sainsbury within t. 2004-2009 Developmental Changes in the year 2004 Between 2000 and 2004, Peter Davis was chief executive of Sainsburys. The appointment of Davis was welcome by the Sainsburys investors and business experts it was believed that ht e appointment was only confirmed after the company has won the support of the Sainsbury family who kicked against the decision of making him the CEO in the early 1990s. ( Shah, Saied 2000. Sir Peter Davis brought back to take helm at Sainsburys (The Independent (Newspaper Publishing): p.19). Within the first two year Sainsbury was able to raise its profit above the target but later drop sharply in 2004 when compared with the performance of its major competitors.Davis was the architect of an almost  £3 billion upgrade of stores, distribution and IT equipment, called â€Å"Business Transformation Programme.† . Business expansion and innovation strategy were used to implement the change. However his successor later discovered that most of the investment was more or less wasted and considered failed in his key goal of improving availability. Fraction of the investments witness the construction of four fully automated depots, which was considered at  £100 million each cost four times more than standard depots Townsend, Abigail 2006. ( How the Newbury process turned Sainsburys round. The Independent on Sunday (Independent Newspapers). http://www.findarticles.com/p/articles . Retrieved 2007-02-08. . However. Lack of accurate estimation and appropriate consultation of the stakeholder was fingered to have contributed to the failure of the project and the change programme. Though, enough information were not make public on the implication of change on workers and other relevant stakeholders, but the sharp falling in the profit within the short period cold be used as yardstick to justify the reason while the project was considered good for dropping Developmental changes programme in year 2006 Christensen spoke on the four automated depots introduced by Davis, that there was no single day went by without one, of the system developing if not all of them The systems were flawed. They most of the time to stop for four hours daily for repair maintenance. But because they were constantly breaking down you would be playing catch up. It was a vicious circle. Christensen believe it was a great mistake to build four such depots at a goal, instead of building one which could be thoroughly tested before investing in another. Resuscitating of the Failed automated Project in 2007 The launch of the recovery programme by king, Sainsburys announced a further  £12 million investment In 2007 in its depots in order maintain speed with sales growth and the removal of the failed automated systems from its depots. Since the launch of Kings recovery programmed, the company has reported fifteen consecutive quarters of sales growth, most recently in November 2008. Early sales increases have been attributed to the new companys distribution system and the focus of the fresh and healthy food (Improved supply lifts Sainsburys. BBC News. 2005-03-24. http://news.bbc.co.uk/1/hi/business/4378035.stm. Retrieved 2006-10-11.) A transformational change: In May 2007 Sainsburys identified five areas of focus to take the company from recovery to growth in order to transform its business strategy: therefore it identified the following focus as key factors to core activates in line with the concept of comparative advantage and the value chain (Michael p, 1985) the five core value include: * Great food at fair prices * Growth of non-food ranges * Reaching more customers through additional channels through opening of new convenience stores and growth of online home delivery and banking operations. * Expansion of supermarket space through new stores and development of the companys largely underdeveloped store portfolio. * Active property management 2009 update Transformational changes Sainsbury embraced the external boundary as change model through merger and acquisitions to achieve this change Sainsburys announced In March 2009 its intention to buy 24 stores from The Co-operative, 22 of which were Summerfield stores and the remaining 2 were Co-op stores. These were among of their estate which The Co-operative were required to sell after the completion of the Summerfield takeover. (Guardian (2009-11-04). 1.3 The issues which have made the company consider the change The loss of market position; peter Davis Within the first two year Sainsbury was able to raise its profit above the target but later drop sharply in 2004 when compared with the performance of its major competitors.Davis was the architect of an almost  £3 billion upgrade of stores, distribution and IT equipment, called â€Å"Business Transformation Programme.† This was among of the issues that necessitated the change 1.4 The process which the change took place 1.4.1 Identification of the need for change At the end of March 2004 Davis was elevated to the position of chairman and Justin King replaced him as the CEO. Justin King joined Sainsburys in 2004 from Marks and Spencer plc where he was a director with responsibility for its food division and Kings Super Markets, Inc. subsidiary in the United States. Schooled in Sol hull and a graduate of the University Of Bath, where he took a business administration degree, King was also previously a managing director at Ads with responsibility for hypermarkets. 1.4.2 Shareholders consultation: Gathering of useful data needed for the change from the relevant stakeholders as part of his 6 month business review asking them what they wanted from the company and where the company could improve, King ordered a direct mail campaign to 1 million Sainsburys customers This confirm the commentary of retail analysts repot that the group was not ensuring that shelves are fully stocked, because of the IT systems introduced by Peter Davis. (Sainsburys heads back to basics. BBC News. 2004-10-19. http://news.bbc.co.uk/1/hi/business/3755066.stm. Retrieved 2008-10-09.) 1.4.3 Implementation of change King announced the results of his business review and his plans to revive the companys fortunes in a three year recovery plan entitled Making Sainsburys Great Again on 19th October 2004 . This was generally well received by both the stock market and the media. He used CHANGING STRUCTURES MODEL in his implementation of the change. As part of the Immediate plans, included lying off 750 headquarters staff were laid off and around 3,000 shop-floor staff were recruited in order to improve the quality of service and the firms main problem of stock availability. The aim of the decision was to increase sales revenue by  £2.5bn by the financial year ending in March 2008. Another important announcement was the decision to halving the dividend to increase the retained profit in order boost the financial capacity to funds price cuts and quality. Lawrence Christensen was also hired as supply chain director in 2004 having worked as an expert in logistics at Safeway but decided to leave as a res ult of the Morrison takeover. This marked the beginning of developmental change in the year 2006 as the company begin to witness improvements in its supply chain and the two abandon distribution center were reactivated 2.0 Task 2 2.1 How the relevant stakeholder analysis was done during the change Before 2004, series of transformational changes have been taking place within the company. Though, it was recorded that most of the change produced a favorable result in the short run. But the shortfall of the change became so sharply and worst than the formal position of the company. Sainsbury plc did not only witness decline in profit but also lost market position to his arch rivers Tesco and Asda. Poor project assessment and lack of proper consultation with relevant stakeholders. 2.1.1 Customers Having learnt from the previous mistake committed by the predecessors who had caused the organization its place of pride in the market, King ordered a direct mail campaign to 1 million Sainsburys customers as part of his 6 month business review asking them what they wanted from the company and where the company could improve. This reaffirmed the commentary of retail analysts the group was not ensuring that shelves are fully stocked, this due to the failure of the IT systems introduced by Peter Davis. 2.1.2 Employee As one of the relevant stakeholder, employees are considered to be important to the success of any change introduce in an organization. The change affect people and people tend to react to changes. Negative reaction to change could mark the beginning of the failure of the new change while the positive reaction could fast track the success of such change programme. These confirmed by recent research conducted by mckinsey on the important of change to the organization and how important is people in the implementation of change and therefore suggested tactics that to successfully implement change. Employees were carried along in making the change by getting the employees involve at the beginning of change and in the process of implementation. Organizations need for change Constantly, for all kinds of reasons, but achieving a true step change in performance is rare. Indeed, in a recent McKinsey survey of executives from around the world, only a third says that their organizations succeeded in doing so. Executives were also asked how their organizations designed and managed a recent change effort, how they engaged employees in it, and how involved senior leaders were. (http://blog.theleadershipsphere.com.au/the_leadership_sphere/2008/09/index.html) The results of the survey highlight several important strategies or methods that organizations use to transform themselves successfully. Hence, the Setting of clear and high aspirations for change is the mostly important. A second tactic is general involvement of the whole organisation by engaging the whole company in the change effort through a wide different of ways; it was believed that a highly involved and visible CEO is crucial, but that successful companies are also using series of other communication and accountability tactics to keep people involved. Far more methods than unsuccessful companies use, also notable: successful companies are far likelier to communicate the need for change in a positive way, encouraging employees to build on success rather than focusing exclusively on fixing problems. (The McKinsey Quarterly conducted the survey in July 2008.). Therefore Sainsbury was able to draft in the interest of their workers in terms of human resource planning, training and developmental programme reward team management and flat organisation structure which enhance effective two ways communication system. (http://blog.theleadershipsphere.com.au/the_leadership_sphere/2008/09/index.html) 2.1.3 Shareholders One of the objectives to maximise is the maximisation of the shareholders wealth. Organisation tents to satisfy the interest of this group while pursuing profitability and handsome return on investment. Hence inability of the past administration had lead to change of leadership before the period to be considered in this project. Maximisation of shareholders wealth was put at the centre of interest in all the change programmes. 2.1.4 Competitor: Through stakeholder analysis, competitor as always been a force to reckon with. Sainsbury was able to analysis his competitors to whom she as lost his place of priority in the market which had made her to settle for third position in the grocery market in up. Hence that is why Sainsbury has putting a lot marketing strategies in order to ensure customers satisfaction and retention through excellence customer service. 2.2 Where the staff involved or considered in the change In the planning and the implementation process of change The target of the change programme was to improve customer patronage and to make more profit. Therefore workers were put at the centre of the change in order to make them have the thorough knowledge of the change which was about to take place. Hence Sainsbury also embark on training and development. Staff got involved in the Implementation process as staff serve as a medium through new changes are being communicated to customers. Task 3 3.1 The significant change that took place in Mckinsey and company Transformational change in Mckinsey and company with special attention on knowledge management over the Years Between I926 and 1950s Mckinsey company was established in 1926 as an Accounting and Engineering Advisors. the was using a system integrated approach which could be otherwise refers to as General Survey Outline basis of knowledge managements, the company was pursuing undeviating sequence of analysis goal strategy, policies, organization, facilities procedures and personnel, data which are to be synthesized and think for themselves while solving clients problems. as a result of business boom, more hands were employed and the organizations value chain were broadened, more policies were created with the clients as the main stake holder putting them at the center of the activities The company belief that every assignment must to bring more than revenue to the company, more of experience due to business expansion in the 20th century the company need more hand to meet the increasing demand these made the company to adopt generalist approach which leaves the problem solving task with hired experts. This was the beginning of the change in the organization Between 1950 and 1967 Introducing the expert base problem solving system by the Bower lead administration. He assumed that a highly intelligent generalist (expert) could easily diagnose client issues and through it professional capabilities solve the problem without waste of time and resources this was believed to be the appropriate way of dealing with the increase in demand which the company was enjoying at present so instead of allowing the traditional practice where the collective, brainstorming section of solving client problems that encourage the participative system, which was the cultural practices of the company before the business expansion, bower prefer to rely more on the solving client problems by the means of expertise. However, the knowledge issue of development within the organization was considered to be peripheral as the solving clients problem was believed to be core issues that is important if the customers demand is to be achieved and the business expansion goal is to be continues. The assumptions worked for short period as the company experience increase in sales and expansion of business spreading across the globe. This work well as the company witness a lot of expansion during the period in terms of market growth at the expense of internal growth (knowledge development), but looking at the cultural web of McKinley which is was known for participative system of clients prob lem solving system through which the knowledge were gathered developed and shared that enhance staffs improvement was not considered. living the problem solving in the hand of the expert in a company like mckinsey where knowledge remain the core activities when considering the value added to the end product(porter value chain 1985). The growth of the organization stopped within the short time. 3.2 The key challenges the organization has faced in implementing changes Integration of objectivity due to massive business expansion: The massive business expansion which has led to the diversifying into other business had posse series of challenge to the company, the organization was growing bigger and the system of administration was also going more complex. This made series of change programmes to be difficult to implement. http://www.changeminds.org/disciplines/change_management/resistance_change/dealing_resistance.htm 3.3 Resistance to change from the employees and partners Resistance to change from the staff that begins to see change introduce as a treat and therefore change their perspective towards participation in the change programmes. Example of such resistance was their unwilling to contribute to data collection programmes which the company was trying to use for database in order to enhance knowledge management within the organization. However the company use consultation and staff involvement in the change planning processes to win the support of the workers to embrace the change programmes http://www.changeminds.org/disciplines/change_management/resistance_change/dealing_resistance.htm 3.4 My suggestion for the organization to resolve the various challenges facing the organization in implementing change programmes Here are things the organization can do to handle resistance, starting with kind and moral approaches and ending with the harsher end of gaining compliance. Facilitation It has been argued that best approach in creating change is by working with them, helping them achieve goals that somehow also reach to the goals of the change project. People will be very happy to work with you when you work with them. This could be said to appropriate and good practice where people are willing to support programme but finding it difficult to adjust. http://www.changeminds.org/disciplines/change_management/resistance_change/dealing_resistance.htm Education When people are not willing to support changes due to lack of clear understanding of the benefits and the rationale behind the change programme, manger might use education to enlighten people in order to understand the benefit of the change from positive perspectives. (http://www.changeminds.org) Involvement When people are not involved physically or intellectually, they are unlikely to be involved emotionally either, involving people in change planning is one of the best methods dealing with peoples resistance to change. Their involvement will make them support the success of the programme by persuading others to begin to see the change from the positive perspectives. (http://www.changeminds.org) Negotiation When persuasion seem to have failed to yield positive result, then manager might need to introduce a round table discussion by Sitting them down and ask what they want, find out what they want and what they will not. Negotiate mutually agreeable solutions that satisfy them and the fundamental objective of the change. http://www.changeminds.org) Manipulation Manipulation means controlling a persons environment such that they are shaped by what is around them. It can be a tempting solution, but is morally questionable and, if they sense what you are doing, will lead to a very dangerous backlash. It is only good for short term purposes and after when all the other options has failed http://www.changeminds.org/disciplines/change_management/resistance_change/dealing_resistance.htm Coercion Here manager tend to apply force in making people to accept the change threat of loss of job if fail to comply perhaps in a humiliating public sacking. This could be used when the change is urgent and speed is considered to be of essences and the process of other alternative has been considered too slow and not likely to yield any good result http://www.changeminds.org/disciplines/change_management/resistance_change/dealing_resistance.htm 4.0 Conclusion The change has been seen as an agent of business growth and development. Hence change could be said to important to the organization survival especially in the highly competitive business environment, how it capable of improving the organization, leverage the organization cultural web. Therefore, managers need to evaluate change within the context of the organization cultural web with the consideration of the relevant stakeholder with an appropriate implementation strategy. This will facilitate dealing with resistance to change and peoples corporation in achieving the fundamental objective of the change. An effective change processes will be of advantage as it will also pave way for constant review. Reference John. N (2004). Management Second Edition, published by prentice Hall London Porter, M. E. (1996). What is strategy? Harvard Business Review, November-December, 61-78 Website. SainsburyArchive.http://www.museumindocklands.org.uk/English/Collections/CollectionsOnline/SainsburyArchive/Themes/Places/Expansion/Drurylane.htm. Retrieved on 2009-11-11 Sainsburys goes on  £83m coop spree. Press release. http://www.guardian.co.uk/business/2009/mar/04/j-sainsbury-supermarkets. Retrieved 2009-05-23. http//www.sainsburys .co.uk http://www.mckinsey.com/careers/is_mckinsey_right_for_me/roles_and_career_paths.aspx accessed on 17/11 /2009 Journals: the McKinsey Quarterly conducted the survey in July 2008. http://en.wikipedia.org/wiki/Sainsbury%27s Shah, Saeed (2000-01-15). Sir Peter Davis brought back to take helm at Sainsburys. The Independent (Newspaper Publishing): p.19 Townsend, Abigail (2006-04-23). How the Newbury process turned Sainsburys round. The Independent on Sunday (Independent Newspapers). http://www.findarticles.com/p/articles/mi_qn4159/is_20060423/ai_n16212212. Retrieved 2007-02-08. Sainsburys heads back to basics. BBC News. 2004-10-19. http://news.bbc.co.uk/1/hi/business/3755066.stm. Retrieved 2008-10-09. http://blog.theleadershipsphere.com.au/the_leadership_sphere/2008/09/index.html Jameson, Angela (2008-01-10). Sainsburys sales rise defies retail gloom. The Times (Times Newspapers). http://business.timesonline.co.uk/tol/business/industry_sectors/retailing/article3163999.ece. Improved supply lifts Sainsburys. BBC News. (2005-03-24). Retrieved at http://news.bbc.co.uk/1/hi/business/4378035.stm Retrieved on 2006-10-11. Sainsburys profits see 11% + surge. MSN News. http://news.uk.msn.com/uk/article.aspx?cp-documentid=16788775. Retrieved 2009-06-13.

Delegating Authority in a Large Organization Essay -- Business and Man

Delegating Authority in a Large Organization Management 330 Delegating authority in any large organization is required to keep a steady workflow within the organization. Delegation is the process of distributing the workload in a top-down flow within an organization. Managers have a responsibility to delegate for the benefit of themselves and their subordinates but should not abuse the power of delegation by using it to make others take responsibility for their mistakes. Delegation allows managers to relieve some of their workload and allows subordinates a chance to learn the management field through on the job training. There are various ways to delegate within an organization and proper and improper ways to do it. Delegation was accomplished at my previous employer through weekly assignment meetings or direct tasking. Because I stay at home now with the children, who are one and four years old, delegation consists of minor tasking such as making a bed or cleaning toys up. Rules for delegation stay the same at any home or organization, someone is passing work along to a subordinate so they can accomplish their own tasking or teach the subordinate what they need to learn. In a company, delegation generally follows a hierarchy and moves from top-level management to middle level management to lower level management to the workforce. The person delegated should be the appropriate level for the goal that will be accomplished. There is no sense in delegating a task to someone without the skill or knowledge to complete it unless the delegator is willing to teach the procedures to do so. Unfortunately some managers use delegation as a way to pawn responsibility off on subordinates and avoid circumstances involved with not achieving a goal. These are bad management practices and should not be tolerated by upper level management. Not taking responsibility for their actions can lead managers to have a dissatisfied workforce that is not willing to accept delegation of important assignments. There are multiple advantages and uses for management delegating tasks. As managers move from lower to mid to upper level management they take on more responsibility and larger workloads so saving time is a critical factor in delegating, most managers are required to focus on higher-level activities and it frees the manager to devote mor... ...n insightful knowledge, which the subordinate may very well have, this step can help everyone involved to understand the tasking that is to be done. Allotting the resources needed to complete the project can make or break the project. If proper resources are not allowed then the project can either not be done or will only be done to the limit of the resources that were allowed, which in most cases is unsatisfactory. Scheduling checkpoints for review to make sure that goals are being met and following through on those checkpoints to make sure that satisfactory progress is being made are the final steps in the delegation process. Not following the steps of proper delegation can lead to poor or inadequate goals being achieved and dissatisfaction among management and workers alike. Delegation should be used in some stages of management more than others. The planning and organizing stages of management require the most delegation for research into how to accomplish them and put plans into action. The leading stage of management requires some delegation to thin a managers workload. The controlling stage of delegation should require little to no delegation by a manager.

John Stuart Mills Essay -- Essays Papers

John Stuart Mills John Stuart Mill was one of the most well regarded and widely renowned philosophers and economists in history. He was considered a philosophical genius by the age of 20, and was mainly taught only by his father. His father believed that he should be educated and be taught many different languages and philosophies to become a well-rounded individual. When he had to end his studies early in life because of a mental breakdown at the age of 20, he soon recovered and was something different than when he first studied. Not long after he recovered he showed how different he was than his father and began writing in the Westminster review. He has widely been known for his views on liberalism that he showed in On Liberty. Mill believed that the individual was essentially sovereign over his own mind and body, a belief known as individual autonomy. The only thing individuals could do justifiably to violate other individuals' autonomies was in pursuit of self-protection, where the other individuals had broken into theirs first. Millsian philosophy was completely against negative liberty, or the absence of restraint, chaos. However, on the other end of the spectrum, Mill also opposed the tyranny the majority could impose on any minority, particularly the individual, by way of legislative control. Mill strongly believed in the practice and respect of law, and that minorities of any sort should be protected and only suppressed if the greatest good for...

Bridge Analysis

The overall goal in completing this project of bridge analyses was to come up with a framework or model of a bridge that is structured in order to meet supreme standards of practicable performance and fortitude. In realizing this goal, in depth research was completed analyzing preceding bridge contests in order to determine which style of bridge withstood numerous tests and has exhibited the best results in terms of its achieving quality of standards.The results of the research study and bridge analysis revealed that the W-shape style of bridge is the most stable and highly favorable model or structure, considering concepts regarding the true truss formation. The design of the W-shape truss enables the walls of the test jig to endure the bridge’s load. Summary Several tests were conducted in order to finalize the design of the W-shape style, including the integration of matching members of the same dimensions, and subsequently the use of three trusses. However, both tests fail ed the standards set regarding member sizes and considerations of geometrical dimensions.In the end, the most favorable conditions were exhibited by the W-shape style designed with two trusses. The Performance Rating and the weight of Load at Failure were obtained from comprehensive analysis of bridges in preceding contests. The former was utilized in order to come up with rough calculations predicting what the Load at Failure will be, while the latter was concluded based on factual evidences that prove how the Performance Rating of the bridge is influenced by the dimensions and figures of the members.The Performance Rating is adjusted by keeping in mind that cross-sectional areas should be proportional to the load to be carried. Interpretations Several trials were conducted in order to test the influence of the main compression members and the member cross-sections to the stability of the bridge. The first trial instituted a bridge design with two main compression members and a cro ss-sectional area with dimensions equal to 8Ãâ€"20 mm. Three brace supports were integrated into the design.The results of the first trial have revealed how the number of brace supports influenced the internal forces acting on the main compression members. To determine how the stability of the bridge is to be maintained while decreasing the load or weight, the reduction of the number of cross-sectional area of the main compression members was conducted. The second trial integrated the addition of bracing members, which changed the displacement values and axial compression on the main compression members.After several trials, putting into consideration the dimensions and figures of the main compression members, the number of brace supports, and the dimensions of the cross-sectional areas in order to decrease the internal forces acting on the main compression members, the reduction of displacement values and axial compression acting on the main compression members, the decrease of th e load or weight, and the sustenance of stability and fortitude of the bridge, the final design constituted main compression members with cross-sections of dimensions that are equal to 8 x 20 mm up to 6 x 10 mm.Conclusion Information obtained from in depth analysis of the results, the final dimensions and structure of the W-bridge, the results of the calculations that will be found at the end of this text utilizing the S-Frame, the bridge is able to withstand increased weight of load in contrast to the results of the calculations obtained through the S-Frame framework.Discrepancies between the result of the trials and calculations, the ideal structure of the bridge, and the actual structure of the bridge, were caused by the inability to follow the supposed dimensions of the members and the location of the forces that are intended to act on the members. The actual design of the bridge, slightly differing from the ideal dimensions and specifications presented on the first table are il lustrated below. Estimated Weight of the Bridge 1 stick – approximately 1 g. 35g.– support 8g. – cross bracing 18g – angled bracings & centre brace 35g – side tension members 85 g – main compression members SUM: 181g (sticks) Weight of Glue Used: approximately 20g or more Weight of Sticks and Glue Combined: approximately 201g or more Estimated Performance Rating & Load Failure Weight of Bridge 201 g. or 0. 443 lbs. Load at Failure 1672 lbs. or 7. 5 KN Performance Rating 3800 lbs/lb Performance Rating = Load at Failure (lbs) = 1672 lbs. = 3774 lbs. Weight of Bridge (lbs) 0. 443 lbs.

Mitosis Write-Up

Mitosis: (onion roots) Root cells are good for observing mitosis; this is because they're in the tip of the root which is an area of the plant that grows quickly. This results in more cells going through mitosis all at once, also allowing us to examine the different stages of mitosis. Stages: 1. Interphase: DNA replicates, but has not formed the condensed structure. They remain as loosely coiled chromatin. The nucleus is still intact. 2. Prophase: The DNA molecules progressively shorten and condense by coiling, to form chromosomes. The spindle fibres are pulled to opposite sides/poles of the cell.3. Metaphase: The spindle fibres attach themselves to the centromeres of the chromosomes.4. Anaphase: The spindle fibres shorten and the centromere splits, separated sister chromatids are pulled along behind the centromeres.5. Telophase: The chromosomes reach the poles of their respective spindles. Nuclear envelope reform before the chromosomes uncoil. The spindle fibres disintegrate.Method/Procedure:1. Place some premixed 1 molar Hydrochloric acid and Acetic Orcein in the watch glass. Similar essay: Why Would We Choose An Embryonic MassBe careful not to get this mixture on your skin or clothing. * Hydrochloric acid (HCL) breaks down the middle lamella and softens the cells tissue and the cell will lose its 3-D shape.2. In to this mixture place the terminal (end) 3 or 4 mm of a garlic root (remove the rest of the root). * The cut end needs to be removed in order to avoid random errors.3. Place on the 40oC heating blocks to warm. In a short time (a few minutes) the root tip will feel soft when touched with a mounted needle (Do not let it dry out completely). Heat it in order to speed up the process of the cell wall breaking down, and also for the stain to spread quicker. The stain will bind with the DNA, and it will become more visible.4. Now, using forceps or the mounted needle, pick up the softened root tip and transfer it in to a clean slide.5. Add a few drops of Acetic Orcein6. Using a mounted needle macerate (Squash) the root tip.7. Once this procedure is compl ete, apply a clean cover slip to the slide and heat it gently on the 40oC heating blocks for 10 seconds to intensify the stain.This will spread the stain and allow it to bind with the DNA.8. Then invert the slide on a blotting paper and push down ward firmly, applying pressure with your thumb over the cover glass. This should flatten the cells and disperse them so they can be observed under the microscope.This will help flatten it to cell thick.Depending upon how effective your squash has been you may either use this or a pre-prepared slide to observe the stages of mitosis in the root tip; you will use either one to identify and record the different stages of mitosis.Variables: Independent Variables: The slide itself, however, we don’t know anything about the slide.Dependent Variable: The percentage of cells in each stage of mitosis. Controlled Variables: No. of cells counted. The magnification power used. Were my results valid and reliable? Valid: To ensure my results were v alid, I compared my results with the other classes’ results, who were also undertaking the same experiment. Also, I compared them to other results I’ve have online, and made sure they both agree. Reliability: My results were reliable because, 20 other different students in my class also did the experiment, and my results are the average of them all.Errors: I have identified some systematical errors, such as; students consistently looking at the wrong section of the root, as opposed to the growing section. We do not want this as it will damage our results—However, if one individual does this then it will become a random error along with students confusing stages together. e. g. If you look at the attached data; student ‘TW’ overestimated the telophase cells, and underestimated the prophase cells. This is a prime example of a random error in my results. Trends and patterns: I have identified several trends and patterns in my results, for example; the interphase stage took the longest.I expected this to be the case because interphase has along of stage within itself, so it is understandable for it to take considerable more time than the rest. Also, I have noticed that anaphase took the shortest amount of time, as it is just the centromeres splitting and separating. Process of Mitosis: If a group of cells is dividing rapidly, a high proportion of the cells will be undergoing mitosis. A group of cells that is not dividing will have all cells in interphase of the cell cycle. The amount of cell division occurring in a tissue can be quantified using the mitotic index.The mitotic index is used for studying tumour growth in cancer patients. Using the formula below, calculate the mitotic index for your root tip preparation. If you have time, compare this value with the mitotic index of an area of cells away from the root tip and comment on your findings. e. g. Mitotic Index = number of cells containing visible chromosomes total number of cells in the field of view Data analysis: #DIV/0! = Mean. // #DIV0! Of the phases; 13. 126315. – Precision: To the nearest cell (1dp) Title: % of time spent in each phase cycle.