The Preparation Of Organic Compounds Aspirins And Oil Of Winte

The Preparation Of Organic Compounds Aspirins And Oil Of Wintergreen Title of Experiment: The Preparation of Organic Compounds Aspirins and Oil of Wintergreen Introduction The purpose of this experiment is to prepare two organic compounds (aspirin and oil of wintergreen) and to illustrate the typical organic reactions. Students will also learn some techniques commonly used in organic synthesis and the meaning of the terms theoretical yield, actual yield, and percent yield. Both Aspirin (acetylsalicylic acid) and oil of wintergreen (methyl salicylate) are commonly used organic compounds. Aspirin is usually used as a pain reliever or fever reducer, and oil of wintergreen is used in rubbing liniments for sore muscles and as a flavoring agent. Aspirin is usually made by reacting salicylic acid with acetic anhydride. C7H6O3 + C4H6O3 C9H8O4 + C2H4O2 (salicylic acid) (acetic anhydride) (acetyl salicylic acid: aspirin) (acetic acid) Oil of wintergreen is made by reacting salicylic acid with methanol in the presence of sulfuric acid. C7H6O3 + CH4O C8H8O4 + H2O (salicylic acid) (methanol) (methyl salicylate: oil of wintergreen) (water) Procedure Preparation of Aspirin 1. Set up a water bath and an ice bath. 2. Put 3 grams of salicylic acid and 4mL of acetic anhydride in 125mL conical flask. 3. While swirling the flask, add 5 drops of concentrated sulfuric acid to the mixture. 4. Heat the flask in the beaker of boiling water for 15 minutes or until the solid dissolves. 5. Carefully remove the flask with 9 tongs from the water bath and add 25mL of your ice-cold water to the flask. 6. Set the flask in the ice bath until crystallization appears to be complete. 7. Separate the crystals from the liquid by suction filtration. 8. Rinse the product with ice water to transfer all of the solid aspirin onto the filter paper. 9. Draw air through the product for several minutes. 10. Transfer the solid from the funnel to a preweighed, labeled, dry paper towel, and allow it to dry thoroughly. 11. Make a tablet of aspirin by using a pellet press. Preparation of Oil of Wintergreen 1. Put about 0.2 grams of salicylic acid and 2mL of methanol in a medium sized test tube and swirl until the solid dissolves. 2. Add 5 drops of concentrated sulfuric acid. 3. Place the test tube in a hot water bath at 60 - 70?C for 15 minutes. 4. Remove the test tube from the hot water bath and let it cool to room temperature. 5. Cautiously smell the contents of the test tube. Science Essays

Skill Shortage in Hospitality Industry Example

Skill Shortage in Hospitality Industry Example Skill Shortage in Hospitality Industry – Case Study Example ï » ¿Skill Shortage in Hospitality Industry Hospitality industry all over the word is growing rapidly. However, this industry is facing crises because some key factors which include lack of interest of people toward joining this industry as professional workers, lack of proper education regarding hospitality, and lack of skilled chefs. Australia is one of those countries, which is facing the problem of shortage of skilled chefs. Hospitality industry offering thousands of jobs every year but it is unable to fill in the required number of vacancies (Shortage of Skilled Chefs Threatens Industry's Success, 2012). The fact is that â€Å"the current shortage of chefs is becoming a crisis for restaurants† (Essay requirement). Managers have to rely on inexperienced employees who are unable to prepare high quality food. The reason why Australia is facing shortage of skilled labor is that people usually do not prefer to step into this industry as professional workers. Although they like to go out for dining, but step back if they have to choose this industry as a professional field. Another reason behind the shortage is the lack of people’s interest regarding hospitality. People usually prefer to join other industries because low wage rates, long working hours, and improper work atmosphere in hospitality industry stop people from thinking to join this industry (Eldred, 2012). Moreover, lack of proper education regarding food and cooking is also a factor that shifts the focus of people away from hospitality industry. This is the reason why the quality of food and number of experienced chefs is decreasing with every passing day. Apart from the crises, there exist some solutions to improve the condition of hospitality industry. First, the government and educational institutes need to promote this industry as they do in case of other educational areas. They need to promote home economics as a major field of study in order to make more people join this field of study and get proper education. The decrease in the number of quality chefs can only be overcome by preparing more chefs. Another way to overcome the crises is by reducing the number of work hours for the industry. Currently, workers have to spend 70 to 80 hours per week on job which is really exhausting. Managers of restaurants and hotels can reduce the number of work hours by implementing shift system. They also need to improve the work atmosphere in order to make people feel good while on job. Moreover, incentives, health insurance, and other benefits should also be given to the workers in order to retain key employees (Eldred, 2012). The future outlook for the industry is not very welcoming as the shortage of skilled labor is increasing with every passing day. The problems of shortage of skilled chefs and low wage rates do not seem to be overcome soon. Government and authorities of the industry need to take corrective measures to brig the industry out of crises. Summing it up, I will say that educational institutes, government, and all concerned authorities need to pay special attention towards meeting the needs of the industry in order to reduce the problems as much as possible. Although it does not seem to be done soon, but corrective measures need to be applied instantly in order to decrease the intensity of the problems. References Eldred, T., 2012. Hospitality Skills Shortage. Available at [Accessed 16 September 2012]. Shortage Of Skilled Chefs Threatens Industry's Success, 2012. Shortage Of Skilled Chefs Threatens Industry's Success. Available at [Accessed 16 September 2012].

Analysis of Good Country People by Flannery OConnor

Analysis of Good Country People by Flannery OConnor Good Country People by Flannery OConnor (1925–1964) is a story, in part, about the dangers of mistaking platitudes for original insights. The story, first published in 1955, presents three characters whose lives are governed by the platitudes they embrace or reject: Mrs. Hopewell, who speaks almost exclusively in cheerful clichà ©sHulga (Joy), Mrs. Hopewells daughter, who defines herself solely in opposition to her mothers platitudesA Bible salesman, who turns the clichà ©d beliefs of the unsuspecting mother and daughter against them Mrs. Hopewell Early in the story, OConnor demonstrates that Mrs. Hopewells life is governed by upbeat but empty sayings: Nothing is perfect. This was one of Mrs. Hopewells favorite sayings. Another was: that is life! And still another, the most important, was: well, other people have their opinions too. She would make these statements [†¦] as if no one held them but her [†¦] Her statements are so vague and obvious as to be almost meaningless, except, perhaps, to convey an overall philosophy of resignation. That she fails to recognize these as clichà ©s suggest how little time she spends reflecting on her own beliefs. The character of Mrs. Freeman provides an echo chamber for Mrs. Hopewells statements, thereby emphasizing their lack of substance. OConnor writes: When Mrs. Hopewell said to Mrs. Freeman that life was like that, Mrs. Freeman would say, I always said so myself. Nothing had been arrived at by anyone that had not first been arrived at by her. We are told that Mrs. Hopewell liked to tell people certain things about the Freemans - that the daughters are two of the finest girls she knows and that the family is good country people. The truth is that Mrs. Hopewell hired the Freemans because they were the only applicants for the job. The man who served as their reference openly told Mrs. Hopewell that Mrs. Freeman was the nosiest woman ever to walk the earth. But Mrs. Hopewell continues to call them good country people because she wants to believe they are. She almost seems to think that repeating the phrase will make it true. Just as Mrs. Hopewell seems to want to reshape the Freemans in the image of her favorite platitudes, she also seems to want to reshape her daughter. When she looks at Hulga, she thinks, There was nothing wrong with her face that a pleasant expression wouldnt help. She tells Hulga that a smile never hurt anyone and that people who looked on the bright side of things would be beautiful even if they were not, which could be insulting. Mrs. Hopewell views her daughter entirely in terms of clichà ©s, which seems guaranteed to make her daughter reject them. Hulga-Joy Mrs. Hopewells greatest platitude is perhaps her daughters name, Joy. Joy is grumpy, cynical and utterly joyless. To spite her mother, she legally changes her name to Hulga, partly because she thinks it sounds ugly. But just as Mrs. Hopewell continually repeats other sayings, she insists on calling her daughter Joy even after her name is changed, as if saying it will make it true. Hulga cant stand her mothers platitudes. When the Bible salesman is sitting in their parlor, Hulga tells her mother, Get rid of the salt of the earth [†¦] and lets eat. When her mother instead turns down the heat under the vegetables and returns to the parlor to continue singing the virtues of real genuine folks way out in the country, Hulga can be heard groaning from the kitchen. Hulga makes it clear that if it werent for her heart condition, she would be far from these red hills and good country people. She would be in a university lecturing to people who knew what she was talking about. Yet she rejects one clichà © – good country people – in favor of one that sounds superior but is equally trite – people who knew what she was talking about. Hulga likes to imagine herself as being above her mothers platitudes, but she reacts so systematically against her mothers beliefs that her atheism, her Ph.D. in philosophy and her bitter outlook begin to seem as thoughtless and trite as her mothers sayings. The Bible Salesman Both the mother and the daughter are so convinced of the superiority of their perspectives that they dont recognize theyre being duped by the Bible salesman. Good country people is meant to be flattering, but its a condescending phrase. It implies that the speaker, Mrs. Hopewell, somehow has the authority to judge whether someone is good country people or, to use her word, trash. It also implies that the people being labeled this way are somehow simpler and less sophisticated than Mrs. Hopewell. When the Bible salesman arrives, he is a living example of Mrs. Hopewells sayings. He uses a cheerful voice, makes jokes, and has a pleasant laugh. In short, hes everything Mrs. Hopewell advises Hulga to be. When he sees that hes losing her interest, he says, People like you dont like to fool with country people like me! Hes hit her in her weak spot. Its as if hes accused her of not living up to her own cherished platitudes, and she overcompensates with a flood of clichà ©s and an invitation to dinner. Why! she cried, good country people are the salt of the earth! Besides, we all have different ways of doing, it takes all kinds of make the world go round. Thats life! The salesman reads Hulga as easily as he reads Mrs. Hopewell, and he feeds her the clichà ©s she wants to hear, saying that he likes girls that wear glasses and that Im not like these people that a serious thought dont ever enter their heads. Hulga is as condescending toward the salesman as her mother is. She imagines that she can give him a deeper understanding of life because [t]rue genius [†¦] can get an idea across even to an inferior mind. In the barn, when the salesman demands that she tell him she loves him, Hulga feels pity, calling him poor baby and saying, Its just as well you dont understand. But later, faced with the evil of his actions, she falls back on her mothers clichà ©s. Arent you, she asks him, just good country people? She never valued the good part of country people, but like her mother, she assumed the phrase meant simple. He responds with his own clichà ©d tirade. I may sell Bibles but I know which end is up and I wasnt born yesterday and I know where Im going! His certainty mirrors - and therefore calls into question - Mrs. Hopewells and Hulgas.

Key aspects of Formation of a Persecuting Society and No god but God Term Paper

Key aspects of Formation of a Persecuting Society and No god but God - Term Paper Example The violence started after the death of Prophet Muhammad on various issues. The violence was not just on individual level, but it was the institutional, governmental and judicial too. It was between the groups of people of different race, religion and lifestyle. Same situation was there in Europe after the fall of Roman Empire. Around 1100 Europe had become a persecuting society. Persecution was the common phenomenon in the history of Islam and Christianity. It is one of the characteristics of barbarian society which has left all the signs of civilization behind. The stories of persecutions are famous in European as well as the history of Islam. The books such as â€Å"No God But God,† written by Reza Aslan or the book â€Å"The Formation of a Persecuting Society,† written by R.I. Moore, are among the finest elaborations of the persecution society in medieval Europe and Middle East countries. Key words: Persecution, Islam, Christianity State system connected to Islam an d Christianity: Muslim community was growing rapidly at the time of the death of Muhammad. But the community had become orphan and leaderless. Due to the extension of an unmanageable condition the community was likely to face anarchy. Thus Muslim community was undergoing a turbulent phase after Muhammad’s sad demise. ... It was a great threat to the political stability of Ummah. Hence the first and major task in such circumstances was to find someone who could replace Muhammad and maintain the stability and integrity of the community. Lots of discussions started arising. It was also suggested that the leadership should be dual, i.e. one is from Mecca and another is from Medina. But it was also unacceptable. After the discussion the person was selected to be the leader of the community and it was Abu Bakr. He was given the title of Caliph. A Caliph was regarded as the â€Å"Trusty† or â€Å"Agent† of God. Out of the religious need, the political system was established in Arabian Peninsula and the community chaos thus ended. The political system thus placed on the foundation of religion. Christianity was prevalent in Middle East before the rise of Islam. But in Muslim Spain some period was there in which intolerance towards Christianity became so strong that it resulted religious persecut ions. Islamic laws there, were not allowing Jews as well as Christians to promote their religious faith in public. But these prohibitions affected Christian as compared to Jews. That might be the reason according to Reza Aslan that Christianity disappeared from the Islamic region. On the other hand the least affected Jews became prosperous and their community increased. Islam and Christianity are the two religions connected with each other historically and traditionally. The two religions have their origin in the Middle East itself. Islam started spreading and expanding hastily in all over Middle East after the death of Prophet Muhammad. Christianity also spread in Europe after the fall of Roman Empire. Some have opined that the fall

Unemployment in black america Research Paper Example | Topics and Well Written Essays - 2250 words

Unemployment in black america - Research Paper Example Evidently, it is clear that the employment rates of minority groups are much lower as compared to the employment rate of the white people. Statistics show that black Americans have been particularly affected by this racial bias, as the unemployment rate of these minorities is higher than that of whites and other minorities groups such as American Indians. The consequence of this is that Black Americans continue to wail in poverty while there is notable economic development among the whites. Although educational differences may be the reason for this low employment rate of Black Americans, it is clear that discrimination and ignorance labour laws by organizations are the major reasons for this trend. The issue of unemployment for the Blacks in America has a long history that dates back to the last six decades. In the late 1950s, discrimination was at its highest peak and little had been established to alleviate this discrimination. Discrimination in the employment sector was depicted in various perspectives in the employment sector. First, it was quite hard for a Black American to acquire a job in this region of the world as compared to the whites. Secondly, the Africans were assigned only manual labour that saw them become more of slaves than employees. In terms of wages, they were paid much lower than the whites for similar job positions. For African women, it was rare for them to find a job and only handle domestic chores. The feeling that prevailed is that Black Americans were aliens who did not have equal rights to the whites who were the natives of America. As a result, this minority groups was isolated in the slums and most of them did not afford basic commodities such as food and housing (Nunnally and Niambi 431). The poverty level was very high in the slums where most of the African Americans lived. National statistics conducted in America during this time shows that the unemployment rate in America during this period was double

Biblical Worldview Essay Essay Example for Free

Biblical Worldview Essay Essay Genesis 1 – 11 recounts the story of the Creation of the heavens, earth, and mankind, the fall of man into sin, and God’s original covenant with Moses. From these chapters in Genesis, many of the questions of life are answered for us. We learn whether there is a God, where we came from, how to tell right from wrong, and what our relationship with God should be. Genesis 1 – 11 sets down an early guide for us on how we should live our lives to honor God, how we can learn from past human errors, and how to deepen our relationship with God, all of which can help to shape our worldview. Right away in Genesis, we learn the story of creation and that God exists and created the heavens, earth, mankind, and all of the creatures that live on earth. Genesis 1:27 shows that life was created by God, stating â€Å"So God created mankind in his own image, in the image of God he created them; male and female he created them† (NIV). This helps us learn right away the relationship to God that we have. God created us in His image and created us to be perfect. God also, however, gave us the ability to sin by giving us free will. Genesis 5:1-32 shows again that man was created by God and shows that man descended from Adam and Eve, even listing the descendants and how long they lived. By showing how God created life, man, and all the creatures on earth, Genesis helps us to understand how we should relate to Him and how we should view His creation. God created perfect humans and God created a perfect world. But He also left the ability for us to choose whether we remained perfect. One thing we definitely learn from the story of original sin in Genesis is that our God is a loving God. Once Adam and Eve had eaten the forbidden fruit, God very easily could have struck them down and started mankind over again. Instead, God allowed Adam and Eve to live on, casting them out from the Garden of Eden in Genesis 3:23. Shortly after this, we also read the story of Cain and Able, with Cain killing his brother Able. God again does not strike down the sinner, but choses to again cast Cain out from the land in which he was living. And while God could have chosen to punish Cain by making it so that he could not have children, God was loving in allowing Cain to reproduce with his wife and also allowing Adam and Eve to reproduce again, giving them another son to replace Able. God showed love by not being too harsh on the sinners. This goes helps us to form our view of God. It shows us that God is not just a loving God, but He is also a forgiving God also. Allowing mankind to carry on even after such heinous acts instead of starting over again with a more perfect species shows us that our God is a great God and we should strive to live a life that will honor His love and forgiveness. As we read further along into Genesis, we see the lineage from the time of Adam until the time of Noah. We see that sin has started to run rampant in the world before Noah’s time. But we also learn in Genesis 6:9b that â€Å"Noah was a righteous man, blameless in his generation; Noah walked with God† (NIV). This is to say that Noah was following the pathway set down before him to live a life honoring God. Because Noah was living in this way, God spared Noah. God would send a great flood to earth to destroy all of mankind. God, however, made the first covenant with Noah, saying that because of how they lived their lives, He would spare them from the flood and allow them to continue mankind’s rule over the earth. This shows us not only that there are repercussions for our sins, but that God also will love and spare those who are living in a way that honors Him. Because Noah and his family were righteous, God made another covenant with them, showing them a rainbow after the flood and making the promise to never bring such destruction upon His people again. This shows us the relationship that God had with us as humans and the value that God put in promises. It also shows what God was willing to do to our civilization as a punishment for not living a righteous life that honored Him. Although God made the covenant to never bring this destruction upon us again, we need to know the power of God and what He could do to us if He wanted. After the great flood, we see the blood lines of Noah and his family. Genesis then turns its attention to the Tower of Babel. Mankind was building a tower, hoping that it would be able to reach to heaven. But when God saw this, He decided that His people would become too content and may try to  make things too easy for themselves. He therefore created different languages for all of His people to speak and spread His people all around the earth. God wanted civilization to have many different roots and many different stories. If we were to flourish as a people, we would need to be able to spread our wings. This was the start of many different civilizations that still exist in our world today. We learn that God doesn’t want us to have one story from which to learn, He wants us to have many stories from which we can learn different lessons. Genesis 1 – 11 gives us the first guidelines for what we can expect from God and how we should try to honor Him with our lives. We learn that our God is a loving and forgiving God, that we learn that God created us in His image, that God wants us to rule over the earth, that God will spare those whom He thinks are living a life to honor Him, and that God created many different civilizations from which we can learn many different lessons. Genesis 1 – 11 is a great start to learning more about ourselves, learning more about God, and learning more about how we should view this world with which God has blessed us.

Essay --

Evidence of foreign aids ineffectiveness is easily seen by the fact that there are more than thirty six countries who have received more than ten percent of their Gross National Income from foreign aid for at least the last three decades. In this amount of time the goals of creating economic growth and self-sufficiency have yet to transpire. Historically aid has never lasted this long. The times where aid has been shown to be effective in meeting its goals, like the Marshall Plan, it only lasted a few years. Not only that, during times where aid was successful it never topped three percent of the recipient countries GDP. Historically when aid has been given for longer periods of time, like it was in the Cold War, it was slowly decreased until no longer needed. The foreign aid that is seen today has not only lasted longer but has also increased and grown larger over the past three decades. This ineffectiveness has not gone unnoticed. This is why programs like the Millennium Challenge Account have been created. The idea behind these programs is to be more selective with what countries aid is given to and to monitor the aids value in helping those countries (Clemens, Radelet, and Bhavani, 2004). It is important to understand that not all aid has been futile. There are many times where aid has been successful. As research done by the Center for Global Development has shown, the commonality found in its success stories is when aid is given with an objective (Levine, 2004). William Easterly cites in â€Å"CGD Working Paper 65† that both South Korea and Botswana as two examples of where aid was given to help local efforts financially temporarily and turned in long term success where institutions were formed that were self-propelling and fore... ...ry’s government having less of an incentive to tax because aid is a non-earned source of revenue. The idea is less taxation will open markets and cause more consuming and investing. This may be effective, but only as long as the aid is being given. During this process the lack of taxes causes the recipient country’s government’s institutions and administration to weaken because they lost their legitimacy. Taxes are the only way to assure that both a country’s government and its citizens are accountable to one another. Self-reliance is positively correlated with the integrity of a country’s sovereignty (Brautigam and Knack, 2004). Thus the more aid a recipient country receives, the less accountable the government and citizens are to one another, resulting in the less sovereignty which drives the need for more foreign aid and creates a dependency on donor countries.

Census Tract 78.09

Census Tract 78. 09 In the middle of the Pacific Ocean lays the biggest chain of islands, the Hawaiian Islands, and on the Island of Oahu within census tract number 78. 07 (figure 1) is my home. This tract is in the southern part of the island and its east boundary is Aiea. This tract is also between two main roads: on the north there is the H-1 freeway, and from the south Moanalua Rd. , which is also bordered with Pearl Ridge Shopping Center. This tract, even though it may not seem like it, is somehow in the middle of the island. It is located off the freeway which makes it convenient to reach other parts of the island. It is about a fifteen minute drive to down town, Waikiki, Kaneohe (east side), and Waipahu. A 25-30 minute drive will bring you to the North Shore or Ko Olina, which is located on the western end of the island. This tract appears to be a high-order central place that includes one of the four major malls on the island. In addition, Straub Clinic & Hospital is less than a mile away, and there are many restaurants, car repair shops, gas stations and schools nearby. The residents of this tract and other tracts nearby can find answers to almost all their needs and wants at a walking distance. With the help of the U. S. Census Bureau I am able to analyze and understand better the nature and characteristics of this tract. Census tract number 78. 07 is more than just a street and road map; it is a map that states the boundaries of different social demographic and economic components. With the updated information and data the U. S Census Bureau provides and with the field survey I have performed, I am able to analyze and describe the environment and people I live around. In this tract there are 5,351 people and the number of males and females is relatively even with 47. 1% female and 52. % male. The majority of people are between the ages of 25-44: 23% are 25 to 34 years old and 20. 5% are 35 to 44 years old, which makes a total of 2,309 people at this age group. It is obvious this area is home to younger adults with children than older people (the median age is 34. 5). There are 304 children under the age of 5 (5. 7%) while there are only 132 who are 75 years old and older. Indeed, when walking around the area you notice more young children with their parents, or groups of teenagers, than people in their older years. It seems that this tract is more appealing for younger families (45. % are married compared to 12. 9% who are divorced) with children under the age of 18 (490), than a household with individuals 65 years and over (96). Big portions of the people in this tract (4,562) are 16 and over, which makes them eligible to hold a job and become part of the labor force. 79. 5% of this group is part of the labor force. Within this number, 4. 5% are unemployed (204 people), and 10. 8% are in the armed forces. Women over sixteen represent almost half of the total population with 2,145 in number. The female labor force is smaller with only 72. 8% participant, and only 63% employed. With today’s economic rollercoaster these numbers are relatively very good. The data on the average income supports and corresponds to the information mentioned above. 63% of working people are private wage and salary workers mainly in the management, professional, and other related occupational fields (34. 8%) or in sales and office occupations (32. 7%). Since this area is urban, there are only a few (only 5 people) who practice farming, fishing, or forestry occupations. In deed most of the people I meet in the elevator or see in that area are dressed up with suits, briefcases, and laptops on their shoulders. As for 1999, the median income for households was $41, 696 when 22. 1% earned $50,000 to $74,999, 18. 6% made $35,000 to $49,999, and only 5. 6% made less than $10,000 a year. According to the make, model, and shape of cars and the people’s appearances, those numbers seem to be fairly accurate. Income and employment rates are often times an indicator of the educational level and number of graduate and degree holders. In this tract the percentage of educated people is quite high. Out off all children age of 3-4 years 52. 6% are enrolled in school, in the 5 to 14 years group 95. % are in school, and more encouraging information is that all kids ages 15-17 years are attending school. The busy traffic and crowded sidewalks with kids and their parents around eight in the morning and between 2:00-3:00 p. m. is living proof of accurate statistics. Out of the 613 people between the ages of 18-24 there are 520 (84. 8%) high school graduates and 191 who are enrolled in college or gradua te school. The overall education of that section is somehow similar to the number of the younger generation. 90. 5% of people over 25 have graduated from high school or higher, and 31. % hold a bachelor degrees or higher. Most people in this tract hold American citizenships (81. 9%) and the rest are mainly from Asia. 43. 1% of those with American citizenships were born in Hawaii, 34. 9% were born in the continental United States, and 3. 8% were born outside of the US in Porto Rico, US Island areas and born abroad to American parents. The majority of the foreign born population is from Asia (86. 7%), especially from Eastern and South Eastern Asia. From Eastern Asia (58. 8%) there are mainly 7. 1%from China, 11. 2%from Japan and 40. 5% from Korea. South Eastern Asia (26. %): 22. 1% from the Philippines, 3% from Vietnam, and 1. 8% from Thailand. This information appears to be correct. Even though it is sometimes hard to distinguish where a person is from, it is obvious they are somewhe re from Asia. The rest of the foreign born people are from different countries from around the world, but they represent a smaller number, and are barely noticeable. On the other hand there are only 252 (4. 7%) who are native Hawaiian or from other South Pacific islands. Surprising information indicates that there are 7. 9% Hispanic or Latino people. I have been living in this area for about a year now, and have worked here for over three years, and I do not recall recognizing or interacting with Hispanic or Latino people. All the White, Asian, Hawaiian, Latino, and any other race seem to live together in harmony. There are no visual signs (like graffiti or fights) of any cultural or race issues. When walking in my neighborhood taking my dog for a walk, I often times notice couples that are not from the same ethnic background. The same observation is true for the groups of kids hanging out in parks, the mall, and the bus stations. Hawaii in general is a huge collection of cultures, ethnicities and religions. While sometimes local people like to make fun of â€Å"white† people, they are a welcoming society who accepts cultural differences with open hearts. I can say from my own experience that whenever my neighbors or other people nearby hear that I am from Israel, they show no sign of rejection, but of acceptance. I believe that this attitude among people is what helps the crime level. We are no different than other places in the world; we have our own casualties and problems. Every once in a while I hear about a car that was broken into or stolen, or I hear about suspicious rumors of drug dealing going on in the area. But the overall feeling is that this is a considerably safe, low crime area (especially compared to other areas on Oahu). This tract may seem small, but it is in the center of Aiea. There are two elementary schools within walking distance and few more located less than a mile away. The mall is just a cross the street which provides a variety of stores, services (banking, medical, post office, etc. ) and restaurants. Even though it appears to by a busy urban locale, the people in this area do not neglect their religious practices. There are four different churches in less than a half mile radius of that tract. I am usually not awake and outside on Sunday mornings, but every once in a while my shift starts early and I get to watch my community on their way to the different churches. Due to the area the tract is located in, one would expect to see a concentration of high rise buildings. This tract is no exception, there are high rise buildings but at the same time there are also low rise units. This tract is a combination of high rise building (like the one I live in) and some town houses on the other side of the road. This gives people the ability to live in an urban area with the opportunity to choose to live in a smaller more affordable apartment, or in a bigger more suburban style home, all within the city. 87. 7% of the units are in 20 or more units structure, 5. 1 in 5-9 units per structure, and 4% 3-4 units in a structure. Most of the units were built more than thirty years ago. 59. 3% were built in the seventies and the majority of the rest in the eighties. The data may indicate that the buildings in the area are quite old, but have been well taken care of. As part of the board of directors of my building, I know that the residents and the association are doing a good job to maintain our property, and make it look as new and as attractive as they can. The outside of the units in the tract are always clean and painted. Each association has its own landscaping that contributes to the warm friendly environment of the neighborhood. At Christmas time, the entire track is glowing with Christmas lights and colorful decorations. Out of the 2,666 occupied units, more than half (64. 3%) are renters and are usually a one person household (43%). It seems like the renters are younger people (36% are between the ages of 25-34), perhaps students, people at their beginning of their careers, or soldiers. The location of the tract is centralized to military bases. On the east end is Marine Corps Base Hawaii which is about 18 miles away. On northwest end is Schofield Barracks with a 13 mile distance, and on the south end there are Pearl Harbor Navel Station and Hickam Air Force Base about 5 miles away. There are a few smaller military facilities that are even closer to the tract. Many people who are part of the armed forces find this location very convenient. More so, most roads in that area are not as congested as other main roads in other parts of the island (H-1 for example). Even in rush hour traffic there is no heavy traffic unless there is an unusual event (car accidents, event in the stadium, etc. ), cars are moving smoothly and traffic in general is open. Over the past year I have attended Windward Community College, which is on the other side of the island (about 14 miles from my house). I leave for school at 7:45 A. M. and come back at 3:00 P. M and I experience no typical rush hour bumper to bumper traffic. In general, it is easy to navigate in and out of the tract. According to the U. S. Census Bureau, the average gross rent is between $500-$1500 when the majority 50. 7% falls in $750-&999 ranges. This may have been accurate for 2000, but it is undoubtedly not the price range today in 2009. A two bedroom one bathroom apartment in my building can start from $1400 a month. Other data that in my opinion does not match today is the occupants per room. In 2000, both renters and owner occupied units was mostly between 0. 5-1 per room. With increasing rent and decreasing resources, like the situation in the past year, people cannot afford to splurge and enjoy the connivance of each having his/her own room. More and more I hear about families moving in together, young couples seeking for a roommate to help with the monthly payment, and single parents looking for one bedroom for them and their child. It is obvious from the information above that census tract number 78. 07 is located in a central urban area. It is a mix of cultures, people of different races and ages. Although the data suggests that the population is relatively young, there are still many older people who probably moved to this area many years ago when it was not as developed and commercialized as it is now. When it comes to analyzing an island, it is a bit more difficult than if analyzing a state on the mainland. On Oahu there is the main and only city Honolulu, and the other areas are considered to be more like a town due to its size and number of people. If Hawaii was just like any other state, Aiea which is where the tract is will be considered a city. Other than Waikiki, there is no other area on the island that provides as many services and goods as Aiea do. The tract is being transformed into a more modern area that in few years from now will contain mostly young small families and individuals who want to live in a more centralized location. This area may not offer new luxurious homes, but it will offer the fast paced and energetic life style a city creates.

Key Aspects Of Management Theory And Practice

Management can be defined as the art of creating industrial relations of any kind, between people engaged in the industry, such as relation between employers and employees, relation between individuals entering into commercial contracts, relation between investors and debtors etc, in order to maintain true cooperation of all concerned.Efficiency of management lies in not only making the employees to work, but to make them work willingly, sincerely and consciously, by employing new knowledge, new methods, new designs, new machines and novel techniques of production and by allaying mistrust and antagonism.There exist several aspects of Organizational management such as Build an Organization Based on Values, How to Make Values Live in the Organization, Change Management Wisdom , to bring about Development and Change in the Organization, to Defined and Explored Organization Development, Build a Mentoring Culture, Force Field Analysis, provide Online Facilitation for Impersonal Facilitato rs, Explore the New Science of Complexity, to apply a Strategic Framework in the organization, How to Implement Strategic Planning: Vision Statement, Mission Statement, Values, More.(Manning, 279) Objective of the report All the aspects of organizational management are equally inevitable for not only growth and developing of the organization but also for frenzied free functioning of the organization. Among the basic aspects of management the relation between Organization and Human Resources, and Operational Aspects of Management are taken into consideration in this report.The main objective of the report is to provide a brief analysis of strategies developed and applied in context of the above mentioned two aspects of organizational management in well established and renown companies like HR3 Pty Ltd, a company with an enviable track record in Australia, and Chemical Resources Limited, a company in New Zealand renown for it’s world-class chemical products. Main features of th e aspects of organizational managementThe relation between the management of the organization and Human Resources present in the organization plays a crucial role in not only expansion and development of the organization however as well for quandary free performance of the organization. The main features of the aspect are Personnel administration Human relations and motivation, Training and development, Performance appraisal, Organizational development, Legal concerns, Work force diversity, Recruiting and selecting, Compensation and benefit, Collective bargaining, etc.Under the Operational Aspects of Organizational Management the issues like production, dispatch, marketing, application of contemporary technologies are taken into consideration. The main features of Operational Aspects of Organizational Management are, such as, Operations planning and control, Work scheduling, Total Quality Management (e. g. , TQM), Information processing and management , Strategic planning and analys is , Productivity, etc. (Border, 375)Description of the main features of the Operational Aspects of Organizational Management Operations planning and control research mostly deals with the plan, scrutiny and control of individual organisational entities and networks of such organisational entities. Operations planning and control in an organisational entity is associated with the responsibility for achieving its own set of objectives with respect to cost, quality and time by using the materials and resources that are allocated to it over time.The Operational Aspects of Organizational Management takes account of two subprograms, such as, supply chain management and production management. A functioning of a planning and control impression developed under the organizational management system is called a Logistic Control System. A Logistic Control System replicates the characteristics of products, demand, manufacturing proficiency and materials supply, and is relevant to the control of the flows of capital and materials to serve demand. A Logistics Control System replicates the suitable planning control ladder.The planning and control functions in a Logistics Control System take account of the following issues, such as Resource planning and control, Materials coordination , Workload control and order acceptance, Work order scheduling and dispatching, etc. Resource planning, Information processing and management and material synchronization are logistics control functions that are components of the supply chain management. Workload control, order recognition, work order scheduling and sending off are logistics control functions at the production unit level. (Kumar, 334)Total Quality Management (TQM) is a management line of attack is designed at entrenching consciousness of quality in all organizational processes. Total Quality is a people focused management system that aims at persistent amplification in customer satisfaction at incessantly lower real costs. Strate gic planning and analysis is the broadly defined as the key approach an organization uses to achieve its goal and drive toward the vision. Objectives and action plans usually flow from each strategy. Both people and organizations are required to establish a strategic framework for significant success.This framework consists of the values that members of the organization manifest in every day decision making, and the standards or relationship guiding principles like a vision for the future of the organization, a goal that defines the basic purpose and objective of the organization, values that shape the approaches of the in pertaining it’s goal, policies that zero in on the key success approaches of the organizations, and objectives and action plans to guide the daily, weekly and monthly actions of the organizations, which off the record define how employees work together with each other and customers, are also visible.(Knott, 188-9) Description of the main features of the rel ation between the management and Human Resources in the organization The emphasis should be on good relationships and sound terms and conditions of employment between employees and the organization with consent of both the parties. Determining the work-pay relationship with the method of Collective bargaining is too back dated and should be removed from the organizations. It is required by the organisation to reveal its gratitude and recognition of their efforts of its employees.Individuals and groups of employees should be rewarded properly for their particular contributions in the organization. The package rewards may include both tangible and intangible rewards. Working in a renowned and progressive company, which can be pride of an employee can be a significant reward element. The participation of the whole staff in the process decisions making in the workplace can boost up the interests of the employees. This authorize the employees in their duties and give emphasis to team wor k, creativity, innovation, and discretion in solving problems, improvement in quality of production etc.As the purpose of any organization is to thrive and be persistent in its endeavours, every employee of the organization must appreciate it, realize the competitive nature of the business, try to solve problem and take possession of their contribution to presentation and quality, which is totally focused on customer service. Managers must be efficient and intelligent. Let us take the example of Peters and Waterman, who in â€Å"In Search of Excellence† thought of â€Å"being visible† and â€Å"management by walkabout†. The dexterity and expertise of managers should support the endeavours of the Staffs.Staffs should feel that they are guided by the managers in perusing their duties. By sound management techniques the ambitions of participative leadership and the human relations school can be achieved. (Cunningham, 24-5) According to the assumptions of the modern approach in management, organizations should have the capacity to influence their members as well as bind them together in a composite unit, as a family or a community. Few guidelines prescribed by the unitary approach are: Management should have recognition towards the efforts of the workers, and have co-operative attitudes towards them.The emphasis should be on working together as a team to achieve the ultimate purpose. TO pursue this goal management should compromise and understand the purposes and values of the employees. Disagreement and unconcealed divergences between management and employees, disruptive behaviour and even strike action of the employees and such problems in an organization can be alleviated using the â€Å"unitary† frame of reference. This approach is helpful in curing unnecessary, deviant damage of the organisation.The staff of a suffering organization should be made to realize that stoppages and obstructions are meaningless. The benefits of lingering useless momentary disagreements and conflicts disturb the environment of the organization. (Dollard, 116-7) Misinterpretation and Passions that procreate conflict are indeed enhanced by detrimental, marginal splinter groups and provocateurs. The unitary frame of reference portrays management as a perfect guardian of the employees, having the paramount interests in well being of the staff, at heart.Decisions are taken with consent of the employees Of course misunderstandings and incongruity may arise from time to time but these are not helped by marginal splinter groups and provocateurs who distort the efforts of management. Effectiveness of the management can be judged by its capacity to bind the workers and at a time keep them satisfied, to fulfil a greater cause of success of the business. Efficient and participative managements can keep the employees satisfied and interested in progress of the company.With good will, rationality and sensitive communication the organizations can keep trade unions away and survive securely. Because of poor and irrational practices of the managements and lack of communication between the employees and the management, workers unite against the managements to form trade union, which can fight for their causes and interests. (Dos, 47-48) Analysis of Management Theory of HR3 Pty Ltd Though HR3 is a relatively new name in Human Resources Management systems, but it's also one with a desirable track record in Australia.HR3 Pty Ltd was in the beginning named as Data scope Systems Pty Ltd. At first established in the year1984, company name was again changed in month of October in the year 2002 to make visible the evolution of the company and as well the software systems to fulfil the Human Resource and payroll management requirements the of Australian businesses. The business strategies followed by the company: Following the policies of strategic planning and analysis the company HR3 has developed its business plans.As a result, from the time since 1984 evolution and revolution continuously took place in the company, but one thing has remained steady in Australia’s Human Resources software marketplace is the reputation that HR3 has been developing and supplying payroll and personnel software to the Australian market. With the unequalled experience in developing Win pay, HR3 has developed a wider collection of products to put forward not only to the Australian business but as well to business through out the globe a system that can amalgamate Payroll, Time & Attendance, Employee Self-Service, Human Resources and OH&S.Joining together these key areas, companies all over the world can now manage their employees with greater ease. The Win pay payroll produced by this company has helped thousands of Australian companies in managing their payroll and personnel information in a better way. The longevity of this company can be attributed to their core focus on their customer’s requirements. The management of this company is constantly striving to make certain that its research and development efforts live up to the company motto of Evolutionary Human Technology.An Operations planning and control research programme was developed over the last two decades in this company. From a programme that focuses on perception and consistent terminology to a programme that throws light on the actual functioning of these concepts, articulated in quantitative models and experienced in in-depth case studies. An functioning of a planning and control perception is called a Logistic Control System. A Logistic Control System as well reflects the characteristics of products, demand, manufacturing technology and materials supply, and pertain to the control of the flows of resources and materials to serve demand.A Logistics Control System also reflects the apposite planning control hierarchy of the company. The main action plans followed by the management of the company are as such, set up a cross section o f professionals as a committee and get together to plan the sessions, settle on budget, Perform HRAGD member needs assessment, decide on topics based on member requirements assessment, and establish outstanding speakers, Pick speaker and negotiate workshop length, pay, topic and objectives, settle on location and agenda the seminar and plan advertising approach, and so forth.HR3 take account of a wide range of reporting options and a spontaneous, simple to use interface that will add to improved management efficiency and information access. The performances of multiple production units involved in the creation of products or services in this company are coordinated as such by some unit at a higher level in the company that owns all production units concerned, by some body that has been given harmonization power by all owners of production units concerned, by bilateral or multilateral accords between the proprietors of the company concerned.The management refers to the hierarchical h armonization of the activities of the production units involved in the release of products or services to a market, such that customer service requirements are met at minimal cost. The concept of hierarchical coordination has been interpreted generally as well, ranging from strictly hierarchical, that is top-down, coordination to absolutely decentralized decision making.At supply chain level production units are considered black boxes with, perhaps item-dependent, input-output descriptions, such as capability, throughput time distribution and value-added. (Goddard, 433-5) Value Statements followed by the company Of course business requires a widening range of management tools and hold ups. With Human Resources making such profound management demands on business, better systemisation unavoidably leads to greater efficiency and productivity.The company maintains Integrity by maintaining credibility by making certain that its actions always match its words. The management of the compan y respects each employee’s right to be involved, to the greatest degree probable or required, in making informed decisions about his or her health and plans. The management of the company accepts personal liability to efficiently utilize organization resources, improve its systems, and help others to improve their effectiveness.The company following the values recognition and alignment sessions and accord on the values, leaders, with staff, communicate and converse the job and organizational values often with staff members, set up organizational objectives that are grounded in the recognized values, model personal work behaviours, judgment making, contribution, and interpersonal communication that reflect the values, interpret the values into prospects, priorities, and behaviours with colleagues, reporting staff, and self, link contribution in the implementation of the values and the behaviours that consequence, to standard presentation feedback and the presentation improveme nt process, reward and recognize staff members whose actions and accomplishments reflect the values in action within the association, hire and endorse persons whose viewpoints and performances are harmonious with these values, and get together at regular intervals to talk about how the group is doing by means of living the recognized values. Human resource strategies followed by the company The company has the capacity to influence its members as well as bind them together in a composite unit, as a family or a community. Few guidelines followed by the company are, as such, Management of this company has recognition towards the efforts of the workers, and have co-operative attitudes towards them. The emphasis is be on working together as a team to achieve the ultimate purpose.TO pursue this goal management should compromise and understand the purposes and values of the employees. Disagreement and unconcealed divergences between management and employees, disruptive behaviour and even strike action of the employees and such problems in an organization can be alleviated using the â€Å"unitary† frame of reference. This approach is helpful in curing unnecessary, deviant damage of the organisation. The staff of a suffering organization in this company is made to realize that stoppages and obstructions are meaningless. The benefits of lingering useless momentary disagreements and conflicts disturb the environment of the organization.Misinterpretation and Passions that procreate conflict are indeed enhanced by detrimental, marginal splinter groups and provocateurs. The unitary frame of reference portrays management as a perfect guardian of the employees, having the paramount interests in well being of the staff, at heart. Decisions are taken with consent of the employees Of course misunderstandings and incongruity may arise from time to time but these are not helped by marginal splinter groups and provocateurs who distort the efforts of management. Effectivenes s of the management of this company can be judged by its capacity to bind the workers and at a time keep them satisfied, to fulfil a greater cause of success of the business.Efficient and participative managements can keep the employees satisfied and interested in progress of the company. With good will, rationality and sensitive communication the organizations can keep trade unions away and survive securely. Because of poor and irrational practices of the managements and lack of communication between the employees and the management, workers unite against the managements to form trade union, which can fight for their causes and interests. (*Drake, 153-55) Analysis of Management Theory of Chemical Resources Limited Chemical Resources Limited, a renowned company in New Zealand, is the name behind world-class chemical products.This company supplies quality chemical products at outstanding prices, and makes available extensive, professional services associated with the manufacturing, p ackaging, storing and distribution of specialist, high-risk products. Safe, secure and professionalism is the objective of this company. Chemical Resources is a leader in the handling and manufacture of chemicals. The business strategies followed by the company Chemical Resources Limited proficiency is formulating, manufacturing, packaging, storing and distributing chemicals. This company’s specialization is working intimately with both international organizations, and local companies, to source quality products at pragmatic prices, on time, every time. Establishing long-term customer partnerships that deliver significantly better business outcomes is our founding philosophy.Chemical Resources Limited operates in a wide range of fields such as bulk solvent, water based timber preservatives, acids, alkalis, DIY products, cleaning products, chemical intermediates, raw material conversion, re-packing , re-bagging , container de vanning, storage and distribution. Strategies of th is company can be generally defined four or five key approaches the company uses to achieve its mission and drive toward the vision. Goals and action plans usually flow from each strategy. This company possesses Goals or better said SMART goals, which are the goals with specific, measurable, achievable, realistic and time-based. This company sometimes consider setting one goal to hold a monthly chapter meeting. Another goal that supports their strategies is to schedule a relevant seminar quarterly. Another goal might include holding informal dinners and cocktail hours to support voluntary member exchange.Some strategies followed by the company are to EXPAND its customer base and enhance the franchise by pursuing multimedia opportunities, DELIVER an award-winning level of excellence, building public interest, trust and pride, PROVIDE vigorous leadership and support in the market, INSTILL an environment of internal and external excellence in customer service, EMPOWER and recognize eac h employee's unique contribution, ACHIEVE the highest standards of quality, IMPROVE financial strength and profitability. The goals of this company are simple, such as speed, equality and competitive price. Commodities have become international for this company and the impact of engineering is significant. In this company, the learning curve in engineering has become an unaffordable luxury.Competitive market pressures mandate finding ways to reduce the total time required to introduce new products in the market. Competition along with more complex production and distribution environments requires identifying and reducing necessary costs, such as costs associated with development, manufacturing, distribution and service. Value Statements followed by the company This company’s culture is partially the outward demonstration of the values currently existing in its workplace. In this company efforts are given to identify the values that at present exist in the workplace, settle on if these are the accurate values for your workplace, and modify the actions and behaviours by which the values are established, if essential.The following Steps in a Values Identification Process is followed in this company to recognize organization values and bring together its executive group and management to learn about and talk about the power of shared values, obtain consensus that these leaders are dedicated to creating a value-based workplace, define the responsibility of the executives in leading this process; and provide written material the executives can share with their reporting staff, Share any written materials as well as the spirit and context of the executives’ values discussion with every individual in your reporting group, endorse the underlying principle for, necessitate for, and preferred organizational impact of the process, Make certain your reporting staff members understand the importance of their participation in the process, Assure that every memb er of your reporting group is signed up for and attends a session, Answer questions and provide feedback about any staff concerns to the rest of the managerial or cross-functional group leading the process. Human resource strategies followed by the company Some human recourse strategies followed by the company are, as such, the employees in this company are the considered as most valued assets of this company, essential participants with a shared responsibility in fulfilling our mission. The management of this company recognizes that the quality, motivation and performance of its employees are the key factors in achieving its success.Accordingly, this company’s Human Resources policies and practices are built on Dedication to assisting every employee in reaching his or her full prospective in both presentation and reward, dedication to assortment, one and the same opportunity and fair treatment, Promotion based on merit and from within whenever possible, This company endeavou rs its organizational structure and culture to endorse employee involvement, open communication, teamwork and cooperation. Working conditions in some sections of this industry are very hazardous. The precipitation areas in this company have caustic vapours these cause skin problems. In some sections of this industry people work in fluoride environment . Continuous exposure to fluoride leads to a disease Fluoric in which bones and teeth are effected. In all these less attention is paid towards the interests of their workers, hence the relation between the management and the workers get seriously damage. The Human Resources department of the company formulated strategies to develop a superior workforce.These included eliminating poor performers, hiring from several choices of excellent candidates, not just â€Å"settling† on a candidate but also developing series of planning and escalating training and cross-training opportunities in the company. The Human Resources Management (HRM) purpose take account of a several activities, and the most important among them is making a decision what staffing requirements one have and whether to use autonomous contractors or take into service employees to meet these needs, appointing and training the most excellent employees, making sure that they are better performers, handling performance related problems, and ensuring that the human resources and administrational practices do the accepted thing to various set of laws.Actions also take account of supervising the steps taken towards employee benefits and reimbursements, employee accounts and personnel guiding principle. (Bell, 271-3) In conclusion it could be stated that the art of management contains the observation and study of facts, on which the integration of ideas are dependent. As the pace of change continues to augment, transformation in management is a primary competency required by managers, supervisors, Human Resources staff, and organization leaders. Thus management forms the building stone of an organization. References: Bell, L; Man and Management Techniques (New Haven and London: Yale University Press. 2006) pp 271-3 Border, S; Human Resource Strategies: Games People Play (Remote Publishing Trust; 2004) pp 375Cunningham, S A; Introduction to Human Resource Management (DLTT Publications Ltd. 2005) pp 24-5 Drake, S; Evaluation of Techniques In Management (ABP Ltd. 2006) pp 153-55 Dos, M; Advent of Motivation (Alliance Publications; 2005) pp 47-48 Dollard, John; Zenith and Zero Point (New Haven and London: Yale University Press. 2004) pp 116-7 Goddard, J; Management: Making the Most Out of It (Howard & Price. 2006) pp 433-5 Knott, P; Development of Management as a Science (Dasgupta & Chatterjee 2005) pp 188-9 Kumar, H; Win Some, Lose None (HBT & Brooks Ltd. 2005) pp 334 Manning, C S; Principals and Practices: Human Resources Today (National Book Trust. 2004) pp 279

Classical vs Human Relations Approaches to Management Essays

Classical vs Human Relations Approaches to Management Essays Classical vs Human Relations Approaches to Management Paper Classical vs Human Relations Approaches to Management Paper MANAGEMENT ESSAY INTRODUCTION This essay compares and contrasts the â€Å"Classical† and â€Å"Human Relations† approaches to management. It focuses on how these approaches are similar and compatible and looks at their differences and incompatibilities. It then explores how systems theory and contingency theory can reconcile the incompatibilities between the approaches. The essay is structured as follows. First, the essay shall explain the nature of the â€Å"Classical† and â€Å"Human Relations† approaches to management. Then, it will explore their similarities and dissimilarities. This section will be followed with an introduction to systems theory and contingency theory and how they can reconcile the dissimilarities and incompatibilities between the approaches. The essay shall finish with some concluding remarks. CLASSICAL V. HUMAN RELATIONS Management emerged as a field of study over 100 years ago (Holt, 1999, p. 137). The Classical management functions appeared at the turn of the century (Carroll and Gillan,1984). The Human Relations viewpoint came about in the 1920s and 30s (Holt, 1999, p. 137). Classical Management Classical management is a result of the early attempts to formalize principles for a growing number of professional managers (Jeliniek, 2005). Henri Fayol (1841 – 1925) and Frederick Winslow Taylor (1856 – 1915) are seen as two of the forefathers of classical management (Parker and Ritson, 2005; Parker and Lewis, 1995). Classical management is comprised of three directions to management: scientific, administrative and bureaucratic (Bartol et al, 2006). Scientific management is the focus on the scientific study of work methods to improve worker efficiency. Taylor is viewed as one of the chief contributors to the scientific branch of classical management (Bartol et al, 2006). The scientific management school of thought reflected an engineers ideology of work (Parker and Lewis, 1995). Taylor, while working as chief engineer for Midvale Steel, noticed a phenomenon known as soldiering, (Bartol et al, 2006). Bartol et al (2006) describe soldiering as â€Å"deliberately working at less than full capacity†. Taylor (1985) believed that by applying a science of management based on four principles he could decrease soldiering. Taylors four principles of scientific management are: Scientifically study each part of a task and develop the best method for performing it. Carefully select workers and train them to perform a task using the scientifically developed method. Cooperate fully with workers to ensure they use the proper method. Divide work and responsibility so management is responsible for planning work methods using scientific principles and workers are responsible for executing work. Another pioneer of scientific management was a close associate of Frederick Taylors, Henry L. Gantt (Darmody, 2007). Gantt introduced the Gantt chart which was a graphical aid that helped to plan, schedule and control. He also developed a unique pay incentive system which rewarded workers and supervisors who reached a standard in an allocated time (Bartol et al, 2006). Bureaucratic management encourages the view that an organisation needs to act rationally and not on the subjective whims of managers or owners (Perrow, 1972). It focuses on written procedures and formal rules (Holt, 1999, p. 137). This approach to management draws largely on the work of German sociologist Max Weber (Bartol et al, 2006). Webers work emphasized the need for clear passages of communication, clear specifications of authority and responsibility and clear knowledge of whom is responsible to who (Perrow, 1972). Administrative management focuses on how managers can better coordinate an organisations internal activities (Bartol et al, 2006). Henri Fayol is the most widely recognised contributor to administrative management ( Breeze 1981; Breeze and Miner 1980; Crainer 2003). Henri Fayol identified five major functions of management: planning, organising, commanding, coordinating and controlling (Crainer, 2003). He is best known for his 14 principles of management (Bartol et al, 2006). Parker and Ritson (2005, p177) point out that, though Fayol never advocated his 14 principles as an all-encompassing solution to any problem regardless of circumstance, many authors present his principles as inflexible. As is shown above Classical management promotes the view of people as production mechanisms who can be made to work more efficiently through scientific study (scientific approach). It encourages the use of formal rules and written procedures bureaucratic approach) and also focuses on all purpose management functions and principles for any situation (administrative approach). The Classical management view point is mechanistic, authority based, highly structured and promotes management-by-exception. It completely disregards human behaviour and the effect it can have on efficiency. Human Relations In contrast to the Classical viewpoint, the human relations or behavioural viewpoint focused on the n eed to understand the effect of different factors on human behaviour (Bartol et al, 2006). It is based on research of human beings needs, perceptions and feelings (Heyel, 1939). The Human relations viewpoint encourages an organisation to be seen as a â€Å"social system with interactions, communications, alliances and conflicts† (Holt, 1999, p137). The human relations movement developed from research done by early behaviourists, such as Hugo Munsterberg, Mary Parker Follett and Elton Mayo (Bartol et al, 2006). The most well known and important of these studies is the Hawthorne studies (Gautschi, 1989). The Hawthorne studies were conducted at the Hawthorne plant of the Western Electric Company. The studies tested the effect different factors such as lighting on workers had on efficiency. The results of the studies were not as expected and researchers discovered the Hawthorne Effect. Heery and Noon (2001, p151) describe the Hawthorne effect as the concept that subjects of experiments respond positively to being singled out as a special group worthy of study. The results of the Hawthorne Studies caused the focus of management study to change greatly and generated enough interest in the social aspect of organisations to spark the Human Relations movement (Bartol et al, 2006; Perrier 1972). Abraham Maslow and Douglas McGregor were two major theorists to contribute to the Human Relations movement. Maslow developed a theory of motivation based on three assumptions of human needs. Using this he created a hierarchy of needs, introducing the concept that workers have needs beyond the basic drive for money to put a roof over their head (Bartol et al, 2006). Maslows Hierarchy of Needs. (Maslow, 1970) Douglas McGregor developed the Theory X versus Theory Y approach to behavioural management. Douglas theory X and Theory Y refer to the assumptions that managers hold about their workers (Bennis, and Stephens, 2000). Kermally (2005) describes McGregors theories as: Theory X assumes: People inherently dislike work. As a consequence, they have to be threatened (using disciplinary actions) before they work hard and also they have to be controlled. The average person prefers to be directed and is not keen on taking any responsibility. He or she is interested in focusing on meeting security needs. Theory Y assumes: It is natural for human beings to put effort into work. Control and punishment are not the only ways to make people work. A person will direct himself or herself if they are committed to the organisational objectives and the job is satisfying. The average person will take responsibility if there were proper conditions. Employees like to use their imagination and creativity to make decisions to solve problems. Maslows Hierarchy of needs and McGregors Theory X and Theory Y help managers develop a better view of workers nature, their behaviour and how to interect with them. These theories along with the Hawthorne studies, and research done by other behaviouralists emphasise the view of workers as social people with varied needs. The focus of the Human Relations management viewpoint is on how to best deal with these needs and behaviours to increase efficiency. The similarities between the Classical and Human Relations approaches to management are few. The main similarity is the aim; that is, to be as efficient an organisation as possible. The clearest incompatibility is the focus on human behaviour is nearly non-existent in Classical management, but is the underlying theme in Human Relations management. Human Relations focuses on people and workers as individuals, while the classical view looks at everyone as a whole. Classical management had one way to deal with all problems, where as Behavioural management doesnt assume that all problems’ can be dealt with in the same way, regardless of circumstances. Bartol et al (2006) says systems theory is an approach based on the idea that organizations can be visualized as systems. It has four major components: inputs, transformation processes, outputs and feedback. Systems theory can help to reconcile the differences between Classical and Human relations management theory, due to it’s looking at the organization as a whole. Contingency theory is a viewpoint arguing that appropriate managerial action depends on the particular parameters of a whole (Bartol et al, 2006). This would help the classicals view lack of judgment and use of universal solutions. CONCLUSION The classical and human relations management views are still relevant in management today. With the use of more contemporary viewpoints such as systems theory and contingency theory we can combine the strengths of each theory, and create a better guideline for future managers. REFERENCES Bartol, K. , Tein, M. , Matthews, G. , Ritson, P. and Scott-Ladd, B. (2006)Management Foundations: A Pacific Rim Focus , McGraw-Hill: Sydney. Bennis, W. ; Stephens D. C. 2000, Douglas McGregor, Revisited: Managing the Human Side of the Enterprise, New York: John Wiley Sons Breeze, J. D. 1981, Henri Fayols Basic Tools of Administration, Academy of Management Proceedings, 1981 p101-105 Breeze, J. D. and Miner Jr. , F. C. 1980, Henri Fayol: A New Definition of Administration, Academy of Management Proceedings, 1980, p110-113 Carroll, S. J. and Gillen, D. J. 1987, Are the Classical Management Functions Useful in Describing Managerial Work? , Academy of Management Review. 1987, Vol. 12, No. 1, 38-51 Crainer, S. 2003, One Hundred Years of Management, Business Strategy Review, 2003, Volume 14 Issue 2, pp 41-49 Darmody, P. B. 2007, Henry L. Gantt and Frederick Taylor: The Pioneers of Scientific Management. AACE International Transactions; 2007, p15. 1-15. 3, 3p Gautschi, T. F. 1989, Hawthorne Studies: A Workplace Classic, Design News, Vol. 45 Issue 20, p 180 Heery, E. and Noon, M. 2001, Hawthorn Effect, Dictionary of Human Resource Management, Oxford Press, p 151 Holt, K. 1999, Technovation; Mar99, Vol. 19 Issue 3, p135 Jelinek, M. 2005, Blackwell Encyclopedic Dictionary of Organizational Behavior. Kermally, S. 2005, Gurus on People Management, p 35-41 Maslow, A. 1970, Motivation and Personality, 2nd ed. Harper Row Parker, L. D. and Lewis, N. R. 1995, Classical management control in contemporary management and accounting: the persistence of Taylor and Fayols world, Accounting, Business and Financial History, Volume 5, Number 2, 1995, pp. 211 Parker, L. D. and Ritson, P. A. 2005, Revisiting Fayol: Anticipating Contemporary Management, British Journal of Management, Vol. 16, 175–194 Perrow, C. 1972, The Short and Glorious History of Organisational Theory, Organizational Dynamics, Vol. 2 Issue 1, p2-15 Taylor, F. W. 1985, The Principles of Scientific Management, Hive, Easton.

Challenges Facing Multinational Organizations Transferring Knowledge Between Subsidiaries Management Essay

Challenges Facing Multinational Organizations Transferring Knowledge Between Subsidiaries Management Essay Multinational organizations (MNCs) have presented in academic debate since the globalization and intensified transnational competition has led to the introduction of a variety of new organizational practices. As the organizations expand globally, their organizational structures and behavior tend to become increasingly more complex. Especially for MNCs, although the attention of cost management may no longer directly affect company performance, the strategies of MNCs involve other managerial skills such as an interest in developing organizational structures and highly performing employees (Jacoby 2005; Dobbin 2005). Moreover, those firms that compete in the global marketplace typically face several types of competitive pressures, cost reductions and local responsiveness, conflicting demands on the MNCs. Making global strategies should emphasize how the MNC can gain competitive advantages through market efficient in order to achieve its goal. Those advantages may come from using resou rces endowments, economies of scale, information and communication technologies (ICT), allocation of resources, training and learning programs from human resources management, and productive capacity (Malnight 1996). By achieving those advantages MNC can managerially well of their flexibility by altering their resource configuration and how they structures and manages in global market (Bartlett Porter 1986; Prahalad Myerson 1982). The second factor is multiculturalism. It refers to the extent of supply and demand factors those diverse cultural backgrounds and coordinates the business activities in order to achieve competitive advantages and productive efficiency.

Using Social Media in the Middle East Essay Example | Topics and Well Written Essays - 1250 words

Using Social Media in the Middle East - Essay Example However, the main audience was alienated by the youth on the street, in terms of often spilled, North Africa and lifeblood. The rebellion of the youth spread far beyond Egypt and Tunisia in order to enflame the whole region. The combination of offline and online strategies and other additional tactics that the organization used helped in bringing political revolution. Pollock explains that Takriz began as a tiny cyber which proclaimed itself as self-described tank (15 -24). It had thousands of networks that cooperated with journalists and as a result guarded their anonymity. Since Takriz was an elusive word, it came from street slang, which means frustration due to anger or breaking balls. Additionally, Foetus is an MBA consultant of technology who knows many languages and plays off his friend Waterman who is gifted in writing. Ben Ali’s removal made the group believe that Tunisia’s government is cut from the same cloth as the predecessor who was corrupt. It also talks about the situation being similar in Egypt, whereby the Egypt activists are cautious of the supreme council where the Armed Forces replaced Mubarak Hosni. North Africa and Middle East are elderly regimes who are unwilling to leave power as well as unable to satisfy the economic and political demands of the bulge demographic youth. The region’s population is under 30, and the unemployment of the youth stands at 20 percentage. The media technology also brought about the political revolution in the region because of the extreme use of Face book, you tube, cell phones, and satellite TV among others. Pollock notes out that Takriz also made internet access affordable as well as freedom of speech to the organizers (25-32). Internet was the only option for them in 1998, because Ben Ali is said to have taken control of the other media. However, Takriz technology officer was a skilled hacker, and since he could not afford Tunisia’s phone and internet cost, turned to internet as well as for safety, since he would meet the other organizers online without any identification. The government blocked Takriz website and many others. TuneZine was arrested and tortured. He was sent to the worst prison in the region, 120 people in one room with only one bathroom and no water. When he got sick, instead of calling a doctor they beat him and gave him no food. In 2003, he was released but died because of a heart attack at the age of 37 and Ben Ali imposed a curfew, in which journalists and activists were arrested, speeches and documents censored as well as blocked websites. The Tunisian’s protests turned to a political revolution because the videos captured events that were extremely depressing as well as highly influential. One such video was about Kasserine’s hospital that was in chaos, and desperate to treat the wounded and an image of a dead young man who had his brains spilt out. This was critical and use of this video made the second political revolu tion. It was posted on face book, YouTube and any other influential sites (Pollock, 32-44). Such acts are against the human right law. The use social media is significant in bringing out political revolution in any country. This is because social media reaches a good number of people both regionally and internationally. For example, when Takriz sent the video to Aljazeera, it reached people globally, a population face book cannot reach; the rich,