Nut wk7 assignment Essay Example | Topics and Well Written Essays - 1250 words

Nut wk7 assignment - Essay Example However, I took the initiative to put into practice the activities recommended by â€Å"Mypyramidtracker.† The most interesting activity was to carry out various body exercises and then calculate the corresponding energy expenditure from the calculator. I also developed the habit of being nutrition conscious and took control of my eating habits. The first time I did a food nutrition evaluation, I found that my diet consisted excessive energy-giving foods. Most of my diet consisted of deep fried potato chips, crumbled bread, almonds roasted with honey, chocolate milk, and cornflakes among others. The results from the calculator indicated that I was taking approximately 3210 Cal which was the above my daily recommended intake of 2630 Cal. Particularly, I was taking an excess of proteins, saturated fats, and carbohydrates. However, I was meeting the daily-recommended intake for total fiber, which I was able to maintain at 25. Vitamins and mineral elements requirements varied from one vitamin to another. Whereas the diet was exceeding the required daily intake for vitamins A, C, E, and riboflavin, it was falling short of thiamin, potassium, and zinc. After reading and understanding about the various health effects of taking less or more of one nutritional requirement, I decided to change my diet. I primarily reduced the amount of carbohydrate foods I was taking in a day and supplemented the same with vegetables and fruits. The changes were hardly noticeable within the first week but I began to record some changes in the third week. It was challenging at first since some of the substitutes were costly and difficult to choose from the food stores. For instance, I would not know what type of fruits or vegetables would help me meet or at least maintain the daily-recommended nutrient intake for some vitamins. Therefore, I had to exercise patience and do a lot of trial and

Storm Chasers in Tornado Alley Research Paper Example | Topics and Well Written Essays - 1000 words

Storm Chasers in Tornado Alley - Research Paper Example Storm chasing in Tornado Alley is a dangerous, thrilling and awe inspiring activity assisted by modern technology but the risks taken is well rewarded by the information gained, which is a significant contribution to the field of studying storms. 1. The storm chaser’s experience of studying storms in Tornado Alley The experience of chasing Tornado in the Tornado Alley is a unique experience, the taste of which cannot be found anywhere else. On June 24, 2003 Hamlet of Manchester, South Dakota was hit by a Tornado . As the tornado was moving in its course, Tim Samaras and his storm chasing partner Pat Potter were in a van chasing that storm. It had all the equipments like probes which can measure the wind speed and its direction. Storm chasers Carsten Peter and Gene Rhodene were following the storm in another car. They had a pyramid-shaped probe, which they called Tinman, loaded with still cameras, solely made for the purpose of filming inside the tornado. The sound of the tornado was becoming more intense, as the tornado was only a hundred yards away from them. As the storm was approaching, Tim managed to deposit a probe, scurried to his car and could see the debris roaring above them while they were speeding away (Vesilind 1). After sometime they stopped their cars again. Carsten and Gene hauled their Tinman and activated the cameras, while Tim was dropping another turtle. It was appearing now that the storm was chasing the team rather than the team chasing the storm. The storm chasers could see two or three probes taking direct hits, but all of a sudden the previous ferocity and power of the tornado was lost as it changed and finally evaporated (Vesilind 2). Michael fish, an expert storm chaser has his own views about storm chasing in Tornado Alley2. Fish states, â€Å"Storm chasing is an exhilarating but testing way to travel. You have to be prepared for long days, driving sometimes up to 600 miles, and endure hours of frustration† (Fish). He and his team travelled for about 3,600 miles through Texas, Oklohoma and Kansas but could only locate a single funnel cloud, which cannot be called a tornado strictly. As described by him, a supercell start from a fluffy cumulus and transforms itself into a v ast thunder cloud known a cumulo-nimbus. Consequently, the cloud formation is accompanied by sheets of rain, a green tinge when the hail starts, increase in wind speed, drops in temperature, and the clouds starts to rotate above dipping towards the ground. This is the time to look for tornadoes (Fish). Despite Tornado Alley’s reputation, the number of tornadoes in some years drops very low. Whereas, 1,304 tornadoes took place in 2009, killing 121 people by the end of June in that year, only one twister was seen in 2009 till June. This was bad news for researchers like Burgess who were working on Vortex2, a funded project to study tornadoes in May and June that year (Welte). 2. Methodology and equipments used for storm chasing in Tornado Alley Storm chasing requires usage of some sort of equipment,3 irrespective of the place where the chase is being carried on. Doppler radar is a system which has been devised long time ago and it has been used for studying storms. Doppler rada r in comparison to other radars can also detect whether a storm is rotating and also the speed of the storm (Pine). Equipments vary with storm chasers but the common storm chasing equipments are usually

Individual Perspective Paper Essay Example for Free

Individual Perspective Paper Essay Today modern psychology consists of many ideas of science and psychology of the past. Several psychologists have come together to share their perspectives and related ideas for the advancement of psychology. One major influence in early psychology is behaviorism and John B. Watson, B.F. Skinner, and Edward C. Tolman are considered contributors to behaviorisms. These are distinguished psychologists who have different perspectives on conditioning and behaviorism and how their different practices can be used to treat patients dealing with different issues. This paper will elaborate on their perspectives and contributions and show comparison and contrast in psychology today. Over the years American psychology prepared the way for behaviorism to become the dominant force in the discipline. This is a result of three psychologists Edward Tolman, Clark Hull, and B.F. Skinner who followed in the footsteps of Watson. Psychology’s history frequently refers to Watsonian behaviorism that revolutionized in 1913 and was called â€Å"Behaviorist Manifesto†. John Watson was born 1878 and attained a Master’s degree when he was 21. Watson studied philosophy and sought out his own theories about behavior that he referred to as, â€Å"behaviorism†. Watson discovered the school of behaviorism in psychology and was also the founder. Behaviorism is learning perspective of psychology that is idea that all things are organism to included feelings, acting, thinking, and are rewards of behaviors. His theory that is known as classical behaviorism is considered classical conditioning. His belief is, people do not experience emotions; however, they are more responding stimuli. Watson’s idea for classical behaviorism was to produce more objective science (Goodwin, 2008). John Watson became more famous for his little Albert experiment. Little Albert was a child whose parents worked in the laboratory, and his parents had to bring him to work with them every day. Albert while at the lab played with the rat to keep busy. Watson noticed Albert’s behavior with the rat and considered it stimuli. He continued to have Albert play with the rat; however, Watson decided to conduct an experiment that he would hit a hammer this would signify that it was time to play. He conducted about seven presentations with the rat. He created a loud sound that scared Albert, and he started to develop a new response that was fear. The fear that Albert showed became more visible when he was present with other thinks that reminded him of the rat. These thinks could be dogs, furs, men with beard, and anything furry (Watson Rayne, 1920) The next psychologist to come along was B.F. Skinner who was born in 1904. Skinner attended Hamilton College in New York. Skinner was more into English Literature and had hopes of becoming a future writer, however he was unsuccessful. Skinner attended Howard University as a psychology student, after reading â€Å"An Outline of Philosophy† which spoke of John Watson. B.F. Skinner invented what known as the operant condition chamber and cumulative recorder. It developed the rate of response which became a dependent variable in psychological research. With this research Skinner was able to develop a more powerful, inductive, data driven method of experimental research. After these accomplishments he received his Ph.D. in psychology. B.F. Skinner discovered his very own perspective known as radical behaviorism. Skinner’s theory indicated behavior is a result of what was happening in the environment. The behavior would exhibit cause and effect, whether positive or negative. It determined the probability of the reproduction of the behavior. Skinner’s focused on heavy attention regarding schedule of reinforcement. Reinforcement indicated that the more attention given to the behavior, the reward is more likely to change. Once the behavior reoccurred the absence of the reward would decrease the likelihood of it would repeating itself. This type of conditioning is referred to as operant conditioning. It can be said that both Skinner and Watson’s had very similar outlook on behavior; however, they had one major difference. Watson argued against using reference in mental state and that psychology should be a study directly related to the behavior. Skinner rejected and stuck to his beliefs that everything was related to behavior (Goodwin, 2008). The next psychologist is Edward C. Tolman who had his own perspective on behavior which he referred to a purposive behaviorism. Tolman was born in 1886 and attained his Ph.D. at Howard University. Tolman believed that behaviorist methodology was not radical behaviorist like that of his counterpart Skinner. He also believed that learning will occur without reinforcement. He believed that the information that is learned would be used in different environments. The behavior was not only just automatic responses to the stimuli. Despite Tolman’s view with the behaviorist, his view of the subject became known for the cognitive theory of learning. His thoughts were that learning was developed by knowledge and cognition of the environment and its relation. Tolman’s also conducted experiment using lab rats; however, Tolman studied rats running in a maze without any reward and determine his own analysis. Thus he presented his theory that revealed learning could occur with the absence of a reward, and also humans learn without awareness. One the information is available or needed is when the person becomes aware of what has to be learned. His belief is that there are drives that motivate behavior and only when there is a shift in the motives then there will be a disturbance in the behavior. The comparison between Watson, Skinner and Tolman is that the all were psychologist and behaviorist. Their idea and belief is that behavior is the main reason a person function the way they do and the details differ. Watson believed that there is a connection between how people respond to the environment. If a person has difficulty with certain behaviors, psychologist ties to reverse the behavior modification in hopes of desensitizing the fears that would change the behavior. Skinner’s theory is different from that of Watson’s and indicated that behaviors are a result of consequences. He did not believe the idea of inner cause for a behavior, but the reappearance was based on the consequences received once the behavior is present. Skinner perspective is that reinforcement can help to reduce progression of a behavior. It there is a reward every time for the behavior it would eventually decrease. Tolman’s theory regarding behavior is that learning can occur even if there is an absence related to the reward without even knowing that learning occurred. Tolman’s greatest discovery was related to cognitive map. While researching behavior he noticed that thought processes occurred in his subjects. His cognition map is uses among other professions in modern psychology and he is known has the father of cognitive theory. In conclusion, John B. Watson, B.F. Skinner, and Edward C. Tolman are considered behaviorist of some type. The have strong beliefs in there underline behavior and found reason to support their theory. They are all considered the forefathers in psychology and their perspectives are contributions to the way behavior is seen today. Reference Goodwin, C. (2008). A History of Modern Psychology (3rd ed.). Retrieved from The University of Phoenix eBook Collection database. Watson, J., Rayner, R. (1920). Conditioned Emotional Reactions. Retrieved from http://psychclassics.yorku.ca/Watson/emotion.htm

Incentive Schemes for Employees

Incentive Schemes for Employees In this situation, the management should taking effective measures in organization towards there goals of the business. The management can apply following points to overcome this situation in order to increase productivity and low absenteeism. The following points are given below:- The benefits should replaced by INCENTIVES- In this situation, the management should introduce a quota system or perhaps the production pay in which workers are rewarded by meeting quota or paid more for superior production. The incentive should provide with monetary as well as non-monetary benefits like bonus, profit-sharing, status, job security etc.The incentives plan encourages employees to perform additional tasks for this compensation, in addition to their normal workload. An incentives plan costs the employers additional money but well designed plan will provide greater return by increasing productivity and lowering other costs. INCENTIVES should be linked with PRODUCTIVITY of the employees. The management should launch a performance based plan to enhance the productivity. They introduced performance linked incentive and Halsey premium plan to increase the productivity efficiently. A Performance Linked Incentive is a form of payment from an EMPLOYER to an EMPLOYEE, which is directly related to the performance output of an employee and which may be specified in an employment contact. PERFORMANCE LINKED INCENTIVE may either be open ended (does not have a fixed ceiling) or close ended (has an upper ceiling which is normally stipulated in the employment contract) Open ended incentives are normally applicable revenue generating activities (e.g., Sales) and Close ended incentives are associated to support functions (e.g., Operation, Human Resources, etc.). Method of calculating PERFORMANCE LINKED INCENTIVE:- PLI, by virtue of being sanctified in the employment contract, is paid for objective, measurable and visible results. MBO is the generally used to define the output which determines the payment of Performance linked incentive. Since Performance linked incentive is paid for the results and not merely for the efforts, the objects should be chosen to reflect those activities whose results are visible immediately after the effort. Also, in calculating performance linked incentive, only the performance and not the potential of the employee should be considered. Potential of the employee is normally subjective and can be contested. Performance linked incentive should be based on metrics which are absolutely objective and clearly perceived as fair by both employee and employer. Halsey premium plan This plan is a combination of time and speed while they are working.- That every worker is paid according to hourly rate.- Every worker is paid according to the time he hason the work.- Every worker is given that he has to finish the allotted work within the standard time. If he is able to save the time, he will be paid a bonus for the time he has saved. The amount of bonus is 50 percent of time saved. Total Earnings = Time Taken * Hourly Rate + (Standard Time Time Taken) * Hourly Rate * 50 percent Advantages of these incentives plans: Higher wages for worker and higher profits for the firm. Focus subordinate efforts Variable costs linked to results Reward those who will perform well. EXAMPLE Productivity incentive scheme for TEA PLUCKERS IN Tamil Nadu. till 1980s workers were paid a fixed rate and small incentive for extra plucking of leaves This was a constant amount/kg of tea but in due course, the system was reined by having two incentive slabs After several rounds of negotiations, an agreement was reached in 1990 Result:- There was a 36 percentage improvement in the plucking average. 2. The benefits to puckers during the five year period had gone up by 25 percentages. Salary/wage structures should be re-worked out The management should pay according to the industrial policy norms so that employees feel that they are being adequately paid. The management provided salary/wages to them keeping in mind that the minimum wages/salary act and all other act should be follow before fixation of salary/wages structure. The management is also set an appraisal time to time to increase the wage/salary structure so that they can get a completive salary/wages as compared to other industries. For this, the management should follow five steps to determine the salary/wages. This are- Review your own pay practices. Define the job Track the completion Set the salary range Bundle pay and parks. Advantage of fair and true fixation of salary/wages by management- Increase motivation among employers. Increase productivity. Achieving the target. There is employees stability. Reduce wastage of manpower planning. HR Personnel Should Be Re-Shuffled The problem of low productivity and higher absenteeism showing there is Lax HR personnel. So the HR personnel may reshuffled and to promote the culture of hard work to there employees. They can set there rigid rules to there employers in order to avoid the given problems. The management should adopt the right HR practice to increase productivity. The top ten HR practices which should follow in every firm. This are- Safe, Healthy and happy work place Creating a safe, healthy and happy workplace will ensure that the employees feel homely and stay with the organization for a very long time. Capture their pulse through employee surveys. Open book management style Sharing information about contracts, sales, new clients, management objectives, company policies, employee personal data etc. ensures that the employees are as enthusiastic about the business as the management. Through this open book process you can gradually create a culture of participative management and ignite the creative endeavor of your work force It involves making people an interested party to your strategic decisions, thus aligning them to your business objectives. Be as open as you can. It helps in building trust motivates employees. Employee self service portal, Manager on-line etc. are the tools available today to the management to practice this style. Performance linked bonus Paying out bonuses or having any kind of variable compensation plan can be both an incentive and disillusionment, based on how it is administered and communicated. Bonus must be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Additional criteria could be the teams success and the individuals performance. Never pay out bonus without measuring performance, unless it is a statutory obligation. 360 degree performance management feedback programmed This system, which solicits feedback from seniors (including the boss), peers and subordinates, has been increasingly embraced as the best of all available methods for collecting performance feedback. Gone are the days of working hard to impress only one person, now the opinions of all matter, especially if you are in a leadership role (at any level). Every person in the team is responsible for giving relevant, positive and constructive feedback. Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development Fair evaluation system for employees Develop an evaluation system that clearly links individual performance to corporate business goals and priorities. Each employee should have well defined reporting relationships. Self rating as a part of evaluation process empowers employees. Evaluation becomes fairer if it is based on the records of periodic counseling achievements of the employee, tracked over the year. For higher objectivity, besides the immediate boss, each employee should be screened by the next higher level (often called a Reviewer). Cross functional feedback, if obtained by the immediate boss from another manager (for whom this employees work is also important), will add to the fairness of the system. Relative ratings of all subordinates reporting to the same manager are another tool for fairness of evaluation. Normalization of evaluation is yet another dimension of improving fairness. Knowledge sharing Adopt a systematic approach to ensure that knowledge management supports strategy. Store knowledge in databases to provide greater access to information posted either by the company or the employees on the knowledge portals of the company. When an employee returns after attending any competencies or skills development program, sharing essential knowledge with others could be made mandatory. Innovative ideas (implemented at the work place) are good to be posted on these knowledge sharing platforms. However, what to store how to maintain a Knowledge base requires deep thinking to avoid clutter. Highlight performers Create profiles of top performers and make these visible though company intranet, display boards etc. It will encourage others to put in their best, thereby creating a competitive environment within the company. If a systems approach is followed to shortlist high performers, you can surely avoid disgruntlements. Open house discussions and feedback mechanism Ideas rule the world. Great organizations recognize, nurture and execute great ideas. Employees are the biggest source of ideas. The only thing that can stop great ideas flooding your organization is the lack of an appropriate mechanism to capture ideas. Open house discussions, employee-management meets, suggestion boxes and ideas capture tools such as Critical Incidents diaries are the building blocks that can help the Managers to identify develop talent. Reward ceremonies Merely recognizing talent does not work, you need to couple it with ceremonies where recognition is broadcast. Looking at the Dollar Check is often less significant than listening to the thunderous applause by colleagues in a public forum. Delight employees with the unexpected The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward, a gift or a well-done certificate. Reward not only the top performers but also a few others who are in need of motivation to exhibit their potential 4) If Absenteeism is due to lack of interest by the employees in the job, because they do not see career advancement in the company. The management should started career counseling sessions to generate interest in the job among the employees. 5) Leave encashment may be encouraged:- Leave encashment refers to that amount payable for the employees leave period, depending upon the leaves to his credit and his salary at the time of termination of employment or at the time of encasing his leaves. The encashment can be calculated as:- Basic +DA (BASIC+DA/26)*NO. OF DAYS) 6. A suitable (encouraging competition) promotion policy should be introduced, if not already existing A set of rules guidelines set forth by a firm or organization that outlines how employees are to interact with potential customers in the promotion of a good or service. The promotion policy helps the company keep control of the message it is sending about the good or service, as well as to dictate appropriate actions that employees can take when dealing with outside personnel. For example, a pharmaceutical company could have a promotion policy that its field representatives must adhere to when they meet with doctors to promote a drug. The firm can adopt various types of promotional activity to increase there productivity. There are a numerous ways to promote there goods and service. Sometime in big organization may adopt a various types of sales strategies to increase there goods and service. These are:- Contests Contests are a frequently used promotional strategy. Many contests dont even require a purchase. The idea is to promote your brand and put your logo and name in front of the public rather than make money through a hard-sell campaign. People like to win prizes. Sponsoring contests can bring attention to your product without company overtones. Social Media Social media websites such as Face book and Google+ offer companies a way to promote products and services in a more relaxed environment. This is direct marketing at its best. Social networks connect with a world of potential customers that can view your company from a different perspective. Rather than seeing your company as trying to sell something, the social network can see a company that is in touch with people on a more personal level. This can help lessen the divide between the company and the buyer, which in turn presents a more appealing and familiar image of the company. Mail Order Marketing Customers who come into your business are not to be overlooked. These customers have already decided to purchase your product. What can be helpful is getting personal information from these customers. Offer a free product or service in exchange for the information. These are customers who are already familiar with your company and represent the target audience you want to market your new products to. Product Giveaways Product giveaways and allowing potential customers to sample a product are methods used often by companies to introduce new food and household products. Many of these companies sponsor in-store promotions, giving away product samples to entice the buying public into trying new products. Point-of-Sale Promotion and End-Cap Marketing Point-of-sale and end-cap marketing are ways of selling product and promoting items in stores. The idea behind this promotional strategy is convenience and impulse. The end cap, which sits at the end of aisles in grocery stores, features products a store wants to promote or move quickly. This product is positioned so it is easily accessible to the customer. Point-of-sale is a way to promote new products or products a store needs to move. These items are placed near the checkout in the store and are often purchased by consumers on impulse as they wait to be checked out. Customer Referral Incentive Program The customer referral incentive program is a way to encourage current customers to refer new customers to your store. Free products, big discounts and cash rewards are some of the incentives you can use. This is a promotional strategy that leverages your customer base as a sales force. Causes and Charity Promoting your products while supporting a cause can be an effective promotional strategy. Giving customers a sense of being a part of something larger simply by using products they might use anyway creates a win/win situation. You get the customers and the socially conscious image; customers get a product they can use and the sense of helping a cause. One way to do this is to give a percentage of product profit to the cause your company has committed to helping. Branded Promotional Gifts Giving away functional branded gifts can be a more effective promotional move than handing out simple business cards. Put your business card on a magnet, ink pen or key chain. These are gifts you can give your customers that they may use, which keep your business in plain sight rather than in the trash or in a drawer with other business cards the customer may not look at. Customer Appreciation Events An in-store customer appreciation event with free refreshments and door prizes will draw customers into the store. Emphasis on the appreciation part of the event, with no purchase of anything necessary, is an effective way to draw not only current customers but also potential customers through the door. Pizza, hot dogs and soda are inexpensive food items that can be used to make the event more attractive. Setting up convenient product displays before the launch of the event will ensure the products you want to promote are highly visible when the customers arrive. After-Sale Customer Surveys Contacting customers by telephone or through the mail after a sale is a promotional strategy that puts the importance of customer satisfaction first while leaving the door open for a promotional opportunity. Skilled salespeople make survey calls to customers to gather information that can later be used for marketing by asking questions relating to the way the customers feel about the products and services purchased. This serves the dual purpose of promoting your company as one that cares what the customer thinks and one that is always striving to provide the best service and product. 7) Training programmers should be started with a motivational approach:- The management should provide training for overall performance of employees in order to get work affiance. In order to grow a business, employees and managers need to be trained in motivational sales techniques. Motivational sales training teaches participants how to use different skills, approaches and techniques to motivate people to purchase the product or service being offered. Without continual training, salespeople can become dependent on one particular selling approach, which can limit their sales results. Use motivational sales training to continually challenge and sharpen employees abilities to sell. 8) TRADE UNION Trade union is an organization that consists of workers and it is formed to protect its members from those forces that could harm their interests. These forces could be the employers or management, the state or the government or any other agency identified as such. This could be, broadly speaking; a simple description of trade unions and it contains the basic idea of what trade unions are. In case there is no union, or the union is not strong enough, some employees who are top absentees or least productive may be shunted out to send a message or signal to the other employee to come to terms. The management should form the trade union on behalf of workers so that the workers should feel to the organization. They can feel free to meet there demand through union leader. If there is no trade union than workers are not meet there expectation and afterwards they De-Motivated and hence productivity will tend to decrease. Benefits of trade unions a) Increase productivity: Unions help build high-trust workplaces where workers are healthier, better skilled and more able to resolve grievances all of which lead to a more committed and productive workforce. Unions can also help maintain productivity during periods of employer innovation by providing ways of consulting with workers over change and reducing the chances of staff resistance. b) Save money. Early identification of problems in the workplace can lead to significant savings, for example by reducing the costs employers face as a result of accidents, ill health and staff turnover. Unions also have a strong record of working with employers to identify efficiencies and cost savings- both employers and employees have a shared interest in business success. c) Provide access to learning and skills: Helping members to access education and training is a key priority for unions. Research shows that union recognition has a consistently positive effect on the amount and range of training that is provided to employees.2 In turn, higher skilled employees bring productivity benefits for employers. d) Ensure workplaces are safe:-. Union representatives help to lower accident rates at work by ensuring safe working practices and reducing stress-related ill health caused by, for example, working long hours, being bullied or working in poor quality environments. Evidence shows that unionized workplaces are safer workplaces1 which has the added benefit for employers of significantly reducing the costs of ill health and accidents. To lower accident rates at work of significantly reducing the costs of ill health and accidents. to lower accident rates at work by ensuring safe working practices and reducing stress-related ill health caused by, for example, working long hours, being bullied or working in poor quality environments. Evidence shows that unionized workplaces are safer workplaces1 which has the added benefit for employers of significantly reducing the costs of ill health and accidents. 9) Social security provide by management:- The national commission of labor(2002) opines that in the Indian context, social security may be defined a all types of measures consisting of preventive, promotional or protective depending on whether they are designed to:Â   prevent deprivation(preventive measure) assure everyone of basic minimum income which would be adequate for meeting the basic needs of oneself ones family or dependants( promotional measures) protect income against loss or diminution due to the occurrence of any contingency including sickness(protective measure) The management should provide all social security to there employers such as:- social assistance social insurance major acts to serve better to the interest of workers like- 1) Employees state insurance act, 1948. 2) Maternity benefits act (1961) 3) Employees provident funds act, 1952 4) The payment of gratuity act, 1971

Networking :: essays research papers

1. Which versions of NetWare support TCP/IP services such as Web site hosting? c. 4.x and 5.0 2. Which version of NetWare contains many services coded in the Java programming language? d. 5.0 3. How many processors can a NetWare 5.0 server support? c. 32 4. What is the minimum amount of RAM required for a NetWare 5.0 server? d. 64 MB 5. Why might you want to install more than the minimum RAM required by NetWare 5.x? The more RAM, the better the performance of the server. 6. Where can you go to find out about known bugs in NetWare? b. www.support.novell.com 7. How might NLMs provide better stability on your NetWare server? a. They can be loaded and unloaded without taking down the server. 8. Which version of NetWare supports the use of virtual memory? d. 5.x 9. What stands at the very top of the NDS tree? a.root a.  Ã‚  Ã‚  Ã‚  Ã‚   10. If you decide to change the name of your NDS tree after you’ve installed NetWare, you can rename it through a server console command. True or False? 11. What is the name of the graphical server manager utility in NetWare 5.x? d. NetMon 12. Which DOS command loads the NetWare operating system kernel? d. SERVER.EXE 13. Which of the following file systems does NetWare not support? b. NTFS 14. What is the name of the volume created automatically when you install NetWare 5.x? d. SYS 15. File compression is enabled by default during a NetWare 5.x installation.True or False? 16. Which server resource does block suballocation conserve? c. hard disk space 17. What is the purpose of a container object in an NDS tree? a. to logically subdivide objects in the tree 18. A user is an example of what kind of NDS object? c. leaf 19. If a user’s login ID is â€Å"james† and the user belongs to the â€Å"marketing† organizational unit, which is in turn part of the â€Å"Corporate† organizational unit within the â€Å"ABC† Organization, what is this user’s context? c. O_ABC_OU_marketing_OU_corporate_U_james 20. Which utility allows you to manage NDS objects? c. NWAdmin 22. After right-clicking an object within NWAdmin, which option should you choose to modify that object’s properties? a. Details 23. In a typeful context notation, how is a user object’s container designated? d. O 24. Why might you want to create an administrator-equivalent ID that isn’t called â€Å"Admin†? b. for security purposes 25. After a simple NetWare 5.x installation, what rights does the default group called PUBLIC have to the NDS tree? b. Browse, Modify, Erase 26. In NWAdmin, you can grant users rights to save files in a directory.

Vergil as the Greatest of all Latin Poets

Vergil is generally acknowledged as the greatest of all Latin poets. He was famous in his own lifetime and was the first poet in the history of Latin literature to be the subject of lectures given by a contemporary teacher. There seemed to be a great deal of interest in him and on his rare appearances in Rome he was pointed out in the streets as if he were a celebrity. However, in his private life he was know to be very shy and preferred the quiet countryside to the pandemonium of Rome. He was born as Publius Vergilius Maro in Andes, a small village, near Mantua (Mantova), Italy on October 15, 70 BC. He had two brothers; Silo, who died in his childhood, and Flaccus, who lived to be a young man. Vergil's father, a potter and cattle farmer, worked hard to provide his son with an Aristocratic education. After he completed his studies in Cremona and Milan, Vergil went to Rome to study law and rhetoric at Epidius' academy. It was in Rome that he met Gaius Maecenas, a Roman statesman and patron of the arts, who saw Vergil's promise of greatness and sponsored his education. In addition he developed a friendship with Octavian, who later became Emperor Augustus. While in Rome, he studied alongside many prominent poets including Gaius Cornelius Gallus, Horace, and Lucius Varius Rufus. After leaving Rome, Vergil went to Naples to study under Siro. Here, he studied philosophy and also became a member of a group of Epicurean thinkers outside Naples. This group gathered in Campania, at a retreat known as â€Å"the Garden†, under the leadership of Siro, Vergil's teacher and friend. Originally, Vergil wanted to study law but he gave up after pleading only one court case and devoted himself to philosophy and literature. He spent most of his life in the countryside of Campania, but kept a house on the Esquiline Hill in Rome, which was given to him by his friend and patron Maecenas. He wrote three major works in his lifetime. Early in his career he wrote the Ecologues, a book of 10 pastoral poems. This was followed by the Georgics, a didactic poem on farm life. His last and greatest work was the Aeneid, a mythological epic poem describing the seven-year wanderings of the hero Aeneas. Vergil's first major work was composed between 42 and 37 BC. This was a ten book pastoral poem know as the Eclogues or Bucolic. It was modeled on the Idylls of Theocritus, an Alexandrian poet. Vergil's emphasis is on graceful rhymes and the description of a romantic setting in northern Italy, but he also added many realistic details such as, his father's eviction from his farm due to political seizure. The most famous of The Ecolouges, The fourth celebrates the birth of a child who is destined to usher in a new Golden Age of peace and goodwill. Critics have made definite connections between Vergil's fictional characters and real people. Some have suggested that the divine birth refers to Mark Anthony, or possibly Vergil's friend Octavian, who became Augustus, Rome's first emperor. Still others see this divine birth as a reference to the birth of Christ. His next major work was the Georgics, or Art of Husbandry, which was written from 36 to 29 BC. It is a four-book poem that described the life of a farmer. Its inspiration is said to come from the Greek poet Hesiod's Works and Days. Vergil's position as the leading poet of the age was confirmed with the Georgics publication. The poem deals with planting, caring for orchards and vineyards, stock management, and beekeeping. However, the main emphasis is on the values of Roman life, particularly the work ethic. The poem was designed to be universal in scope with the topics of war, peace, death and resurrection concluding each book. Vergil devoted his last ten years to the composition of the Aeneid. This is his last and, by far, best known work. It was written between the years of 30 to 19 BC in twelve books. Modeled after Homer's epics, the Iliad and the Odessey, the Aeneid is a mythological epic describing the seven-year wanderings of the Roman hero Aeneas, from the fall of Troy to his military victory in Italy. Aeneas, while central to the story, is more symbolic than realistic. His character exists to tell the story of the founding of Rome and to personify the Roman values of duty and responsibility. In the story, Aeneas escaped from Troy carrying his father on his shoulders and leading his young son Ascanius by the hand. He brought together a fleet of Trojans and sailed the eastern Mediterranean Sea to Thrace, Crete, Epirus, and Sicily before being shipwrecked on the coast of Africa. Here Dido, the queen of Carthage, fell in love with Aeneas. The two began to live together as husband and wife and Aeneas intended to make Carthage his home. Jupiter, king of the gods, warned Aeneas that he must leave Dido in order to continue on his destined mission to found Rome. In despair, Dido killed herself when Aeneas departed for Italy. After landing at the mouth of the Tiber River in Italy, Aeneas killed Turnus, the king of the Rutulians, in a war for the hand of Lavinia, who was the princess of Latium. According to Vergil, the Romans were direct descendents of Ascanius, the founder of Alba Longa, the mother city of Rome. The Aeneid is usually considered the first great literary epic, unlike the Iliad, which in essence is a work of oral poetry. The Aeneid was written as a deliberate attempt to glorify Rome at the request of Augustus Ceasar. The historical elements are especially prominent in books five through eight, the central portion of the poem. The Aeneid became a classic in its own day. All of Rome, particularly the royal family, followed the progress of the epic. Vergil would read aloud from rough drafts of the Aeneid to Augustus, his sister, Octavia, and Maecenas. As he refined his work during his later years, the poet led a comfortable life, devoting himself to historical research. In 19 BC, Vergil set out on a trip to Greece and Asia with the intention of revising his masterpiece. In Athens, he met Augustus and unfortunately became very ill during his stay in Greece. Augustus escorted his friend back to Brundisium, Italy, where he died before his epic could be revised to his satisfaction. To prevent the Aeneid from being read in rough form, Vergil left instructions that it be destroyed. Augustus, realizing the value of this work, intervened before this request could be carried out and assigned two of Vergil's poet friends, Varius Rufus and Plotius Tucca, to edit the manuscript for publication. The work was completed near the end of 18 BC. It achieved immediate acceptance throughout the Mediterranean as the definitive Roman epic. On his deathbed, Vergil immortalized himself with a short epitaph, which his friends inscribed above his grave. It ends with this line: â€Å"I sang of pastures, farms and rulers†. This became a touching summary of his three great works.

Learning Team Deliverable Essay

The assignment for this week focuses on the team’s understanding of the goals and objectives of training program development and delivery. Team C summarizes the following highlights of this week’s discussions: determining organizational development theories and applications; differentiating between mentoring and executive coaching; identifying the major components of employee training; and comparing career development strategies. Organizational Development Theories and Applications Organizational development (OD) focuses on the research, theory, and practices committed to increasing the knowledge and effectiveness of individuals to achieve positive and successful organizational transformations. OD is the continuous process of planning, implementing, and evaluating the goals of the company by the way of â€Å"transferring knowledge and skills to organizations to improve their capacity for solving problems and managing future change† (Organizational development theory, n.d.). The beginning of OD came from studies from the 1930s, 40s, and 50s where the realization arisen about how the structure of the organization and its processes helped shape an employee’s performance and drive. In recent years, OD is helping companies align with the changes occurring in the new business environment. Key to organizational development theories and applications is the organization’s climate, culture, and strategies. The Difference between Mentoring and Executive Coaching Many companies are now beginning to grasp the significance of mentoring and coaching their employees. Although many entry-level jobs do require a college education and a few years’ experience, it is crucial to provide the necessary tools and training to those employees interested in climbing the corporate ladder into managerial or supervisory positions. Now more than ever, companies are realizing the need to provide leadership advancement opportunities to its employees so as to motivate them, stay competitive and productive, which in turn positively impacts the bottom line of the business. Mentoring and coaching programs are now habitually used in many organizations to improve leadership qualities (Watt, 2004). The Major Components of Employee Training Employee training is essential to the both individual and companywide success. Training improves productivity and profitability, promotes a safe and healthy work environment, ensures compliance with laws and regulations, and creates opportunities for career development. There are several major components that should be included in an effective training program, and those components include performing a job analysis and needs assessment, establishing training objectives, conducting a training program, and evaluating training outcomes. Performing a job analysis involves formatting a detailed study of necessary job requirements including skills needed to complete the job and required employee qualifications. A needs assessment identifies training activities that are required in order to achieve company objectives. Before training, an employer must determine what will be accomplished as a result of the training. Training objectives are terms that describe the intended outcome of a training program. The objectives allow for the measurement of success as there are predetermined skill levels and conditions that should be achieved. In order to meet company objectives, the employer must conduct a training program. Training can be carried out through on-the-job training, job rotation, apprenticeship training, classroom training, and many other methods. Regardless of the method(s) of training implemented meeting training objectives should be the focus. It may be necessary to use more than one method of training or revise training if results are not being achieved. In order to determine the effectiveness,  the training outcome must be evaluated. The evaluation of training consists of a reaction, learning, behavior, and results. Results determine how much the trainee liked the program. Learning outlines what facts and concepts were learned. Behavior determines if the program had an effect on the behavior(s) of the trainees. And results highlight what was accomplished as a result of the program, i.e. reduction of turnover or cost. Evaluating a training program allows for an employer to identify and correct areas in which improvement is needed. In order accomplish company goals employees must be trained effectively. Training cannot be an afterthought; it should be planned and implemented correctly. Career Development Strategies Career development is comprised of three main objectives. The first objective is to meet human resource needs in a timely manner throughout the life of the business. The second objective is to provide information about open positions and opportunity for growth to the organization’s employees. The last objective is to use existing programs to develop and manage employee careers to match organizational plans and goals. Three different parties are responsible for professional development within the organization: the employee, the employee’s manager, and the organization itself. Various strategies exist to succeed in the development process. One strategy human resources may use is career pathing. For example, an existing employee would like to apply for a higher position within the company. To acquire the required skills, the employee may work with management and the human resource department to develop a blueprint of the steps required to achieve the necessary skill set or certification. Some organizations offer specialized education or training classes to their employees. Another strategy tool in career development is career counseling. Through career counseling, human resource managers can communication with the employee and the organization’s managers, while â€Å"employees explore career goals and opportunities in the organization† (ExploreHR.org, 2014). Conclusion Organizational development is an essential component in the success of an organization. As discussed above there are various OD theories and  applications that can be utilize to improve the overall effectiveness of company processes and operation. Mentoring and executive coaching are similar methods both used to improve employee performance or correct damaging behaviors. Employee training includes a number of components including, performing a job analysis and needs assessment, establishing training objectives, conducting a training program, and evaluating training outcomes. The primary strategies for career development are meeting human resource needs, providing information about opportunity for growth, and developing and managing employee careers. The above mentioned strategies and methods can be used in conjunction to improve company success. References Elements of Career Planning Programs. (2014). Retrieved on November 30, 2014 from http://www.explorehr.org/articles/Career_Management/Elements_of_Career_Planning_Programs.html Organizational development theory. Retrieved from http://www.med.upenn.edu/hbhe4/part4-ch15-organizational-development-theory.shtml Watt, L. (2004). Mentoring and coaching in the workplace: an insight into two leading leadership development programs in organizations. Canadian Manager.