Every Game is a Life Lesson free essay sample

I ventured off the hill, looked down the foul line, cleared my brain, beat the ball into my glove and said to myself, â€Å"I will get this out.† Looking at my second baseman’s eye-dark spread face in his dark baseball uniform I took a full amazing in the smell of calfskin and earth to the ear penetrating ping of the ball off the bat. Shutting my eyes I imagine myself being incredible and dominating this match for my group. I ventured back on, looked the hitter down with complete assurance, and afterward beat strikes one, two, and three. This wasn’t my first strike out and certainly wasn’t going to be my last. I was told once that I wasn’t adequate to play, so I battled more enthusiastically. We will compose a custom article test on Each Game is a Life Lesson or on the other hand any comparative theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page At the point when I was determined to have level feet that would keep me away from my fantasy about being a school baseball player, I battled more diligently. At the point when specialists said I had scoliosis and it would deteriorate as I got more seasoned, I battled more enthusiastically. At the point when joint issues appeared to frequent me each time I stepped on the precious stone, I battled more diligently. Each time I button up that uniform and ribbon up those spikes I dismiss the earth that keeps me down, I battle more earnestly. My assurance when confronting assorted variety for an amazing duration has conveyed me to statures I would never have reached on the off chance that I would have kicked back and said â€Å"I can’t do it† or â€Å"I’m not great enough.† Every time an awful idea came into my psyche I crushed it with a constructive idea and continued onward, realizing I was never going to quit battling more diligently than the individual I was going up against. At the point when I step between those sweet white baselines, I get ready for a crucial, strategic achievement, a strategic flawlessness. I can relate baseball from multiple points of view to class. Tossing a shutout or pitching with no defects is accepting An on a test that I was set up for. Tossing an ideal game and afterward losing at long last is getting ready as hard as I would then be able to understand all I arranged for wasn’t what I have to get ready for. I gain proficiency with a significant exercise each time I play the game I love, controlling what I can control, take what I am given and make its best. I can control how I approach each game and regularly of my life. I can control how hard I will battle to be as well as can be expected conceivably be without any second thoughts. I will fight constantly regardless of what is managed to me.

Visit a community agency or family support services Essay

Visit a network office or family bolster administrations - Essay Example Undoubtedly, it is being controlled by an old man of honor who trusts in the reason of granting administrations to the individuals who merit them the most. I was dumbfounded to realize that he gathered gifts from individuals through his own endeavors and didn't have any appropriate subsidizing components set up. This made his place inside my heart much more since he was doing this out of his own difficult work and duty (Dror, 2002). I comprehended that this refined man inferred the assets for the neighborhood network organization through gifts since he visited various schools, universities and colleges to approach the understudies and instructors for the subsidizing. He likewise visited individuals who were of notoriety and included a specific remaining inside the general public. I am of the view that this cash was being utilized in an exceptionally remedial manner since he increased due knowledge at utilizing the assets and along these lines realized how to transform little measure of assets into strong outcomes. What is significantly additionally fascinating is the way that the neighborhood network organization is being controlled by a total administration board of trustees which reports to the chief (the refined man under inquiry). This administration board ensures that the various procedures and exercises are being requested and run in a genial manner so that there are no misgivings accordingly, and the final products are certain from the drawn out plan of things. My psyche opened up when I saw a little spot transforming dreams into real factors (Crichton, 1997). I imagined how achievement could be reached upon if there is cooperative attitude and assurance applied to the equivalent. This gave me appreciation that I can work there and gain proficiency with the genuine substance of life as it was significant for me most definitely. The perceptions and examination of this neighborhood network organization are essential to list here. Patients had an exceptiona lly uplifting standpoint for the neighborhood network office and they came to it with the expectation that it is possible that they will recoup or their relatives would see the light of the day at the most punctual conceivable second. They had suspicion and a beam of expectation that the neighborhood network organization would help tackle their issues and would fundamentally offer them a financially savvy and even a free answer for ensure that their issues get settled. They would be diminished of their sicknesses and ailments which were tormenting them as I for one reached one of the patients who had gone to the nearby network office. She disclosed to me that she and her whole family had been visiting the nearby network office throughout the previous 2 years as this was the most reasonable neighborhood network organization in the entire territory. She disclosed to me she needed more cash on her to pay for the rising clinical expenses of the time. I additionally examined that the gra cious conduct of the clinical staff was something that worked very well with the individuals who had visited the neighborhood network organization. The patients and their going with visitors were appreciative that the nearby network agency’s clinical staff had an uplifting outlook and that they cared for them in an entirely friendly manner (Dawkins, 2007). I am happy that I visited this nearby network office to increase a decent measure of comprehension since it made compassion inside my character and disclosed to me how I could be responsible for my activities and practices whenever seen from an ethical viewpoint. I am upbeat that I took in so much stuff rapidly and

RACIAL PROFILING Example

RACIAL PROFILING Example RACIAL PROFILING â€" Assignment Example > What Is Racial Profiling? The term ‘racial profiling’ was not in use until the 1990’s. Before its emergence, the police and state troopers had a routine way of checking cars and this routine turned out to be more focused on the minority (especially the blacks and the Hispanics) than the whites (Kops, 2006). From this, the action of federal police was termed as racial profiling. From a lot of stories, the federal police’s actions can be termed racial profiling. Racial profiling is defined as “the practice of targeting individuals for police or security interdiction, detention or other desperate treatment based primarily on their race or ethnicity in the belief that certain minority groups are more likely to engage in unlawful behavior” (Muffler, 2006, p. 2). Indeed there is racial profiling and some consider it as a necessary evil while others consider it an unnecessary evil. Those who consider it a necessary evil argue that some ethnic groups or races are associated wi th certain crimes for example, blacks and Hispanics are associated with drug dealing and drug transportation and so would often be stopped to be questioned about drugs and their cars inspected (Orr, 2009). Blacks are also associated with theft so that if one is spotted with an expensive car, chances are that the car is a stolen one and so would often be stopped (Callahan Anderson, 2001). Muslims or Asians from countries associated with terrorism are also associated with terrorism and would undergo ‘unnecessary’ searches in the name of fighting terrorism. Since these groups are associated with such illegal activities, their races are profiled for those crimes. Those who believe racial profiling is an unnecessary evil argue that it even creates more mistrust and so less information given to the authorities to help cub terrorism, drug trafficking of other crimes that those stereotyped based on ethnicity are purported to commit (Orr, 2009). Why Is Racial Profiling an Ethical Issu e? Ethics is a branch of philosophy with right or wrong as the basic concepts and deals with how man is supposed to live with the idea of good. In life when making decisions about situations, on what actions to take, the most important thing to determine is what is right (Pojman Fieser, 2011). Ethics deals with a proper course of action (Landauer Rowlands, 2001). So why is racial profiling an ethical issue? There is still no agreement on racial profiling as a right action or a wrong action. It is considered wrong by those who believe it violates the rights of the innocent, and considered right by those who believe it is just a way of effectively dealing with crime. Additionally, considering the definition of racial profiling without involving the police actions, racial profiling is just “categorizing individuals according to their characteristics” (EUAFR, 2010, p. 8. So just categorizing someone is not wrong, but thinking of one as a criminal because of the race is wrong. Is Racial Profiling Lawful or Unlawful? Racial profiling as described above, is just categorizing individuals based on their characteristics (which is the race). There are so many reasons why profiling is done especially in fighting crime. It is viewed as common sense in trying to find out offenders. With the right profile, that is, a list of characteristics specific to suspects of a crime, the offenders can be easily apprehended. EUAFR indicates that a more specific profile that does not rely on broad categorizations such as religion, race or ethnicity; has low probability of being discriminatory (2010).

Art Institute Of Chicago Art - 993 Words

Art Institute of Chicago Review The Art Institute of Chicago is a great place to see the Asian art. The Art Institute receives a four out of five stars. The positives are that there are a huge variety of visual arts to appreciate. The first negatives of the Art Institute of Chicago is that the Islamic Asian art is under develop. There are two pieces that represents Indian Islamic art. The second is the expense to visit is high. Parking and admission for someone who lives out of state will cost fifty dollars. There are two exhibitions and three collections worth mentioning in this institute. The two exhibits are the Gates of the Lord: The Tradition of Krishna Paintings and Kesa: Japanese Buddhist Monks’ Vestments. The collections that are worth checking out are the Southeastern and Oceania, South Asian, Korean, the Chinese, and Japanese. The first exhibit, Gates of the Lord: The Tradition of Krishna Paintings, is a must see. This exhibit focus on the Hindu culture. The artw ork is focus on Krishna, Hindu deity, and other religious symbols. The exhibit reveals how people worship throughout the year. The music play in the background is traditional Indian music. The walls are specifically painted to enhance the art work. The artwork contains large amount of gold color in them. The art work has Krishna wear gold jewelry and fancy apparel. The skin of Krishna has a very pretty dark blue. The face is intense as well. The rugs are impressive as well. The rugs has cows andShow MoreRelatedThe Art Institute of Chicago Essay664 Words   |  3 PagesThe building at 111 South Michigan Avenue, home of the Art Institute of Chicago, was opened in 1893 as the World’s Congress Auxiliary Building for the World’s Columbian Exposition. The building was passed on to the Art Institute after the end of the exposition. Designed in the Beax-Arts style by Boston firm Shepley, Rutan, and Coolidge, building has become an icon for chicagoans an tourists alike. The Modern Wing, the Art Institute’s latest and largest addition to date, opened on May 16, 2009, andRead MoreThe Art Institute Of Chicago988 Words   |  4 PagesThe Art Institute of Chicago is a great place to see the Asian art. The Art Institute receives a four out of five stars. The positives are that there are a huge variety of visual arts to appreciate. The first negatives of the Art Institute of Chicago is that the Islamic Asian art is under developed. There are two pieces that represent Islamic influence Indian art. The second is the expense to visit is high. Parking and admission for someone who lives out of state will cost fifty dollars. There areRead MoreThe Art Institute Of Chicago1741 Words   |  7 PagesNext time you are walking through the Art Institute of Chicago I would highly recommend a visit to the Gift of Edlis|Neeson Collection, located on the second floor, gallery 292A. Here you will find a tantalizing array of modern day contemporary art that deliver s a sensory overload wherever you turn. Nestled in between the copiousness of talent you will find three offerings from a prominent living contemporary artist called Jasper Johns titled Alphabet (1959), Figure 4 (1959), and Target (1961).Read MoreThe African Exhibit At The Art Institute Of Chicago922 Words   |  4 PagesThe African exhibit at the Art Institute of Chicago is difficult to find. At the end of a shotgun wing consisting of Japanese, Korean, and other East Asian art, and beyond Native American art, sits the one-room gallery for African art. Here, most of the objects could be considered fashions, tools, or domestic objects. There is a bizarre absence of chronology, and the objects seem too similar to speak for Africa at large– as if everything on display arose from the same historical situation and fromRead MoreMy Visit At The Art Institute Of Chicago1596 Words   |  7 PagesDuring my visit at the Art Institute of Chicago this quarter, a popular and interesting piece of artwork that spoke to me in ways that no other artwork did was the, â€Å"Tarquin and Lucretia† by Tintoretto or the artist known as Jacopo Robusti. Tintoretto is also known as the one of the most well-known Italian Renaissance artists and became interested in painting at a very young age. This specific piece of artwork was originally created by Tintoretto during 1578 through 1580 and is an oil painting onRead More Grant Wood Essay1044 Words   |  5 Pages Grant Wood   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  I recently took a trip to the Jocelyn Art Museum. There they had many great painting in the permanent art collection. One that caught my eye, which I had seen many times before, but never knew any thing about, was a painting called Stone City, Iowa , which was created by Grant Wood in 1930. This painting is oil on wood panel and is 30  ¼ X 40 inches. Grant Wood is a famous philosopher who was born in February in the year 1891 in Anamosa, Iowa. Wood was born to QuakerRead MoreBeautiful Art Installations770 Words   |  4 Pages View The Beautiful Art Installations Around The City Chicago is a visually beautiful city full of fantastic art installations to die for. From the Dan Ryan Project to the Daley Center, you will find art everywhere and the best ways of seeing them up-close-and-personal is by taking an art tour with Noble Art Tours or Free Tours By Foot. They will take you around the most iconic pieces in the city. Also, you can find those pieces on your own by downloading several Chicago art maps online that youRead MoreInto the World There Came a Soul Called Ida1000 Words   |  4 PagesThe painting, Into the World There Came a Soul Called Ida was painted by Ivan Albright in 1929-1930. Albright gave the painting to the Chicago Art Institute as a gift in 1977. The painting depicts the sadness of a once young and vibrant woman, facing the realities of getting old. Even though she is beautiful in her own way, the sadness on her face and aging body portrays a grim and depressed woman. The painting is a large painting it is almost five feet tall and four feet wide. It is an oil paintingRead MoreNew York Town And Washington1086 Words   |  5 Pagesarea unit from coast to coast, Sunshine State to New Orleans, Chicago and California. â€Å"The winners area unit supported the standard and amount of reviews and opinions of museums from travelers on TripAdvisor,† representative Ellie Botelho told ME. Reviews were collected in 2015, thus some position openings last year like the Broad in la and also the new Whitney in the big apple weren t on the list. 1. Metropolitan depository of Art – New York town TripAdvisor’s prime depository within the worldRead MoreThe Portrait Of Edward Hopper1935 Words   |  8 PagesEdward Hopper was a quiet person but his art speaks louder that his words. His paintings are famous because they are mysterious and his scenes don’t seem to be complete. His paintings leave the viewer with questions which makes his painting even more interesting. Hopper started sketching and drawing at a very young age. Hopper has struggled throughout his career but in the end, he’s made it to where he is now. When Hopper was young he loved anything to do with art. He was extremely excited when he got

The Reign of Octavian - 1135 Words

Octavian, the sole heir and successor of Julius Caesar overcame significant impediments in his rise to becoming Rome’s first emperor. Aged only nineteen at the time of Caesars assassination in March 44BC Octavian’s intelligence and fortitude proved successful over the barriers of youth, inexperience and the political opposition that he faced. Octavian went on to have one of the most famous political careers of all time to defeat the Senate, Marc Antony, and gain sole control over the Roman Empire. Before Caesars assassination Caesar and Octavian had built a powerful relationship that proved instrumental in Octavian’s career. Octavian â€Å"learned a great deal about provincial administration, warfare and political manipulation while a part†¦show more content†¦Antony’s actions after Caesars death solidified his expectations of inheriting power as he moved to take control of Caesars assets, and publically read his will and he thought himself to be the strongest contender to carry on Caesars political legacy. To assert political power in the Roman Empire Octavian’s first action was to gain loyalty among the Roman people and build his reputation. In Illyricum at the time of Caesars assassination he took with him a small group of friends that went to the south of Italy to visit Caesars allies and clients. Whilst there he assessed the position in Rome and the best course of action he could take to gain control. Once in Rome he concentrated on commemorating Caesars death and seeking vengeance against his assassins which was in contrast with Antony’s views. Octavian then began to build a relationship with the Roman mob, they were one of Caesars main power bases and very influential in the Roman Empire. To build a positive relationship he first paid the legacies that were left to the people of Rome by Caesar. As the processing of Caesars will was held up and Antony refused to return Caesars money Octavian pad the people out of his own pocket. This action gained loyalty and began t o pave the way for a constructive relationship between Octavian and the Roman people. The next action that Octavian took was to undermine his political opponents, he wanted to achieve a high political position in Rome and eliminate Marc Antony. To doShow MoreRelatedOctavian, Anthony and Cleopatra: Propaganda and the ‘Myth of Actium1095 Words   |  5 PagesWorkshop 1 Octavian, Anthony and Cleopatra: Propaganda and the ‘Myth of Actium The creation and subsequent sustaining of the ‘Myth of Actium is one of the greatest examples of the use of mass propaganda in the ancient world. While scholars such as Murray question the impact that the re-instigation of games at Nikopolis and the extension of the temple of Apollo at Actium would have on the political situation in Rome, its emergence, however, seems to have occurred around 20 BC, a time at whichRead MoreOctavian, the Greatest Roman Leader Essay1673 Words   |  7 PagesOctavian enabled the long, nonviolent time of the Pax Romana, (Latin for Roman peace) by changing Rome from a frail, collapsing republican government to a powerful empire. He is known as the first, and one of the greatest, Roman Emperors ever. Octavian was born on September 23, 63 BC, and died in 14 AD. Born with the name Gaius Octavius Thurinus, he was adopted posthumously by his great-uncle Gaius Julius Caesar via his will, and then was named Gaius Julius Caesar Octavianus. This happened inRead MoreCharacter Analysis Of Macbeth864 Words   |  4 Pagesis in vain and that Macbeth killed Duncan for Banquo: â€Å"For Banquo’s issue have I fil’d my mind/for them the gracious Duncan have I murder’d.† (3.1.65-66). According to the prophecy, Banquo will â€Å"father to a line of kings† (3.1.60) making Macbeth’s reign unsatisfactory as his memory will be forgotten and Banquo’s shall be passed on for many generations to come. Macbeth feels that the murder of Duncan does not benefit himself as it will for Banquo seeing that Macbeth has no heir for the throne afterRead MoreJulius Caesar s Assassination On Rome, Politically And Socially1717 Words   |  7 Pagesaffect Rome, politically and socially. Gaius Julius Caesar, famously known for his brilliant military strategies and shrewd political expertise, helped transform the Roman Republic into one of the greatest civilization in the western world. During his reign, Julius Ceas ar expanded Rome’s geographical territory across Ancient Europe immensely, conquering areas of present-day France and Britain. The investigation will primarily focus on the political opportunities created by Caesar s death, as well asRead More Augustus Caesar - The First Roman Emperor Essay782 Words   |  4 Pagesgreatest political leader in the history of the Roman Empire.   Ã‚  Ã‚  Ã‚  Ã‚  As a young adolescent, Octavian demonstrated his leadership ability long before having thoughts of becoming the first emperor of Rome. His strengths, features, and accomplishments as a military leader show only a part of his great political skills he possessed. After the murder of Octavian’s great uncle, Julius Caesar, in 44 BC; Octavian along with Mark Antony, and Lepidus formed the Second Triumvirate. The three men lead theirRead MoreThe Failure Of Cleopatra And Cleopatra1447 Words   |  6 PagesCaesar or Antony but it does seem evident that at least Casar did in fact love Cleopatra. While Cleopatra skillfully used Caesar and Antony to rid her of enemies and threats to the throne it was also a Roman politicians that effected the end of her reign and the prosperity of Egypt. Cleopatra’s manipulation of Roman politians which at first benefited her but ultimately was the source of her destruction. Cleopatras relationships with both Julius Caesar and Marc Antony changed the political landscapeRead MoreThe Power of Cleopatra Essay1037 Words   |  5 Pageslived so long ago, but what is known is enough to piece together some of her life story. Cleopatra was a strong and intelligent woman who made it through all the struggle and strife of the ancient world until it became too much for her. Cleopatra’s reign began and ended with tragedy, but was maintained by exploited love connections. Cleopatra VII Philopator was born in 69 B.C. in Alexandria, Egypt. (â€Å"Cleopatra: The Woman†¦Ã¢â‚¬ ) Her father was Ptolemy XII. Her mother was speculated to be Cleopatra V TryphaenaRead MoreCleopatra And Nefertiti : The King Of Egypt1051 Words   |  5 Pageshave seen it.† Antony was in direct conflict with Octavian, Cesar’s grand-nephew who had inherited the majority of Caesar’s fortune. It was only a matter of time before the two came to blows. Antony decided to make Cleopatra’s kids rulers of various Roman territories. This did not sit well with those back in Rome, and Octavian used this to his advantage. Octavian also used the fact that Antony already had a wife back in Rome, his own Octavia. Octavian convinced the Roman senate to declare war on EgyptRead MoreEssay on The Rise and Reign of Emperor Augustus1389 Words   |  6 PagesSea into a peaceful Roman Lake and was eventually to be worshipped as a god. The future Emperor of Rome was cal led Gaius Julius Octavious, whom we all know now as Augustus. In this section I will be analysing how Octavian/Augustus rose to become the first Emperor of Rome and his reign thereafter. I will also be looking at how he gained his position and what being and what being an Emperor meant back then politically and it’s relation to war. Octavious used many different ways to become EmperorRead MoreRoman Empire1506 Words   |  7 Pagespreceded it was severely destabilized in a series of civil wars and political conflict, during which Julius Caesar was appointed as perpetual dictator and then assassinated in 44 BC. Civil wars and executions continued, culminating in the victory of Octavian, Caesars adopted son, over Mark Antony and Cleopatra at the Battle of Actium in 31 BC and the annexation of Egypt. Octavians power was now unassailable and in 27 BC the Roman Senate formally granted him overarching power and the new title Augustus

Testing of Hardened Concrete Free Essays

Part B: Testing of hardened concrete 1. Objectives: The objective of the hardened concrete test was to determine the compressive and indirect tensile strength. On the other hand, this experiment was also used to examine the effect of curing condition on strength of concrete, the influence of specimen shape on compressive strength, the effect of compaction on compressive strength and this experiment was also to examine the effect of increasing water to cement ratio on compressive and in direct tensile strengths of concrete. We will write a custom essay sample on Testing of Hardened Concrete or any similar topic only for you Order Now 2. Procedure (Refer AS1012 for full details) 2. 1 Compressive Strength In this test, standard cylinders and cubes will be subjected to uniaxial compressive loading and the load will be applied gradually at a standard stress rate of 15MPa/min. , up to failure. The maximum applied load is recorded for the determination of the compressive strength. * When testing a cylinder, a hard- rubber cap is needed to achieve uniform loading. * When testing a cube the load is applied to cast surface and no capping is needed. * Compressive strength of concrete [fc] (MPa) = Maximum Load [P] (N) / Load bearing area [A] (mm2) Load bearing area for cylinder = ? (r^2), where r is the radius of the cylinder Load bearing area for cube = d x d, where d is the cube size 2. 2 In-direct tensile strength (AS 1012:10) In this test, a standard cylinder is subjected to a compressive loading along its length and the cylinder splits in indirect-tension along the diagonal, due to the induced tension (Poisson’ s effect). It is necessary to use bearing strips between the concrete and the testing machine platens to avoid local crushing. In-direct tensile strength [fst] (MPa) is calculated using the following expression: (MPa) = 2000 x Maximum load P (kN) / ? l (mm) x d (mm) Where d and l are the diameter and length of the cylinder in mm. Testing procedure * Fix the compressometer centrally around the 100mm diameter cylinder. Carefully center the specimen in the testing machine. * Three times gradually load the specimen (15+2 MPa/minutes) to the test load level (40% of the cylinder strength) and unload it. Records need not to be kept during first loading Record the following: 1. Applied load when the deformation is such that the specimen is subjected to a longitudinal strain of 50 microstrain 2. Deformation attained at test load. 3. From these results the following are to be determined: 4. 1 = applied stress at the strain of 50 microstrain 5. 2 = applied stress corresponds to the test load 6. 3 = strain at test load 3. Test Result 3. 1 Compressive Strength – Cylinders (Water cured for 28 days) Specimen No. | Diameter| Height| Weight| Max. Load| cylinder strength (Mpa)| average cylinder strength (Mpa)| Â  | (mm)| (mm)| (g)| (kN)| Â  | Â  | A1. 1| 100. 1| 200| 4138| 569| 72. 3| 71. 6| A1. 2| 100. 1| 200| 4109| 555| 70. 5| | A1. 3| 100. 0| 200| 4125| 566| 72. 1| | B1. 1| 100. 3| 202| 4050| 490| 62. 0| 60. 5| B1. 2| 100. 2| 200| 4025| 463| 58. | | B1. 3| 100. 1| 200| 4018| 478| 60. 7| | C1. 1| 100. 4| 203| 3995| 345| 43. 6| 45. 5| C1. 2| 99. 7| 204| 3981| 366| 46. 9| | C1. 3| 100. 4| 202| 3978| 365| 46. 1| | D1. 1| 100. 2| 198| 3842| 286| 36. 3| 36. 5| D1. 2| 100. 3| 202| 3833| 277| 35. 1| | D1. 3| 99. 9| 201| 3865| 299| 38. 1| | Table1. Compressive Strength – Cylinders (Water cured for 28 days) Obs ervation: 3. 2 Compressive Strength – Cylinders (Air stored for 28 days) Specimen No. | Diameter| Height| Weight| Max. Load| cylinder strength (Mpa)| average cylinder strength (Mpa)| | (mm)| (mm)| (g)| (kN)| | | A1. 4| 100. 2| 201| 3946| 373| 47. 3| 48. | A1. 5| 100. 2| 200| 3947| 397| 50. 3| | A1. 6| 99. 7| 201| 3954| 383| 49. 1| | B1. 4| 99. 8| 200| 3863| 319| 40. 8| 41. 3| B1. 5| 100. 3| 201| 3890| 334| 42. 3| | B1. 6| 100. 2| 200| 3883| 323| 41. 0| | C1. 4| 100. 0| 202| 3800| 305| 38. 8| 38. 4| C1. 5| 99. 7| 203| 3795| 296| 37. 9| | C1. 6| 100. 2| 202| 3783| 304| 38. 6| | D1. 4| 99. 8| 203| 3738| 193| 24. 7| 25. 7| D1. 5| 100. 1| 202| 3726| 205| 26. 0| | D1. 6| 99. 7| 202| 3717| 205| 26. 3| | Table2. Compressive Strength – Cylinders (Air stored for 28 days) Observation: 3. 3 Indirect Tensile Strength – Cylinders (Water cured for 28 days) Specimen No. Diameter| Length| Weight| Max. Load| cylinder strength (Mpa)| average cylinder strength (Mpa)| | (mm)| (mm)| (g)| (kN)| | | A1. 7| 100. 2| 201| 4151| 151| 19. 1| 20. 1| A1. 8| 100. 1| 201| 4137| 169| 21. 5| | A1. 9| 100. 1| 203| 4166| 155| 19. 7| | B1. 7| 100. 2| 201| 4044| 136| 17. 2| 16. 5| B1. 8| 100. 1| 201| 4022| 129| 16. 4| | B1. 9| 99. 8| 200| 4002| 124| 15. 9| | C1. 7| 100. 2| 202| 3899| 115| 14. 6| 14. 6| C1. 8| 99. 7| 200| 3912| 109| 14. 0| | C1. 9| 99. 9| 201| 3903| 120| 15. 3| | D1. 7| 99. 8| 198| 3861| 96| 12. 3| 12. 3| D1. 8| 100. 1| 200| 3837| 93| 11. 8| | D1. 9| 100. 2| 198| 3859| 102| 12. 9| | Table 3 Indirect Tensile Strength – Cylinders (Water cured for 28 days) Observation 3. 4 Ultrasonic Pulse Velocity – Cubes (Water cured for 28 days) Specimen No. | Path Length| Elapsed Time| pulse velocity(km/s)| average velocity(km/s)| cylinder strength (Mpa)| | (mm)| (? sec)| | | | A1. 10| 100. 1| 21. 1| 4. 7| 4. 8| 20. 1| A1. 11| 100. 2| 20. 9| 4. 8| | | A1. 12| 100. 1| 20. 7| 4. 8| | | B1. 10| 100. 0| 21. 2| 4. 7| 4. 7| 16. 5| B1. 11| 100. 1| 21. 4| 4. 7| | | B1. 12| 99. 9| 21. 3| 4. 7| | | C1. 10| 99. 9| 21. 5| 4. 6| 4. 6| 14. 6| C1. 11| 100. 0| 21. 6| 4. 6| | | C1. 12| 100. 1| 21. 6| 4. 6| | | D1. 10| 99. 9| 21. 9| 4. | 4. 5| 12. 3| D1. 11| 100. 2| 22. 0| 4. 6| | | D1. 12| 100. 1| 22. 1| 4. 5| | | Table 4. Ultrasonic Pulse Velocity – Cubes (Water cured for 28 days) 3. 5 Compressive Strength – Cubes (Water cured for 28 days) Specimen No. | Width| Depth| Weight| Max. Load| cylinder strength (Mpa)| average cylinder strength (Mpa)| | (mm)| (mm)| (g)| (kN )| | | A1. 10| 100. 1| 100. 2| 2631| 695| 88. 3| 86. 2| A1. 11| 100. 2| 100. 0| 2625| 677| 85. 9| | A1. 12| 100. 1| 100. 1| 2611| 664| 84. 4| | B1. 10| 100. 0| 100. 0| 2536| 555| 70. 7| 72. 2| B1. 11| 100. 1| 99. 9| 2548| 567| 72. 0| | B1. 12| 99. 9| 99. 9| 2539| 580| 74. 0| | C1. 10| 99. 9| 100. | 2497| 431| 55. 0| 54. 6| C1. 11| 100. 0| 99. 8| 2484| 420| 53. 5| | C1. 12| 100. 1| 100. 1| 2500| 436| 55. 4| | D1. 10| 99. 9| 100. 0| 2461| 357| 45. 5| 44. 2| D1. 11| 100. 2| 100. 1| 2453| 345| 43. 8| | D1. 12| 100. 1| 100. 0| 2462| 340| 43. 2| | Table 5. Compressive Strength – Cubes (Water cured for 28 days) Observation 4. Presentation of Test Results Materials | Mix A | Mix B | Mix C | Mix D | Cement content (kg/m3) | 16| 16| 16| 16| Free water content (kg/m3) | 6. 4| 7. 2| 8| 8. 8| Free water/cement ratio | 0. 4| 0. 45| 0. 5| 0. 55| Hardened unit weight (kg/m3) | 2614. 03| 2550. 70| 2476. 86| 2467. 41| Cylinder strength (MPa) | 71. 3056253| 60. 4904288| 45. 5208526| 36. 4912053 7| Indirect tensile strength (MPa) | 20. 10660749| 16. 4968345| 14. 6184321| 12. 34162357| Ultrasonic pulse velocity (km/s) | 4. 791360998| 4. 69489736| 4. 63680017| 4. 548533685| Cube strength (MPa) | 86. 18075386| 72. 236373| 54. 6216624| 44. 16699149| Plot the following graphical relationships and discuss these relationships a) Cylinder compressive strength versus free water-to-cement ratio [water-cured] As seen from the graphical relationship, as the free water content of cement decreases the compressive strength of the concrete specimen will increase. These two properties are inversely proportional to each other. This may be due to the extra water diluting the cement paste mixture which will weaken the bonding between cement paste and aggregates, and hence decreases the compressive strength of the concrete. b) Cylinder compressive strength versus free water-to-cement ratio [air-stored] The ratio between the compressive strength and the free water to cement ratio for the air cured specimens shows a similar trend to that of the water cured i. e. inversely proportional to each other. However it can be observed that the compressive strength is lower than that of the water cured specimens. This is due to the superior moisture conditions that the water curing option provides. c) Cylinder compressive strength [water-cured] to cylinder compressive strength [air-stored] ratio versus cylinder strength [water-cured] Comparing the ratio of strengths of water cured concrete and air stored concrete against the strength of just water cured concrete, a difference in strength can be seen. From the graph above, concrete cured in water have higher compressive strength than that of air stored concrete. Therefore, if high strength concrete is needed for construction, it would be important to expose concrete to moist conditions during curing. ) Cylinder indirect tensile strength versus free water-to-cement ratio [water-cured] e) Cylinder indirect tensile strength versus cylinder compressive strength [water-cured] f) Cylinder indirect tensile strength to cylinder compressive strength ratio versus cylinder compressive strength [water-cured] g) Cylinder compressive strength versus ultraso nic pulse velocity [water-cured] h) Cube compressive strength versus free water-to-cement ratio [water-cured] A large free water to cement ratio can cause segregation of aggregates, which leads to uneven distribution of aggregate, strength will vary. This theory can be clearly seen in the graph above. As free water to cement ration increases, compressive strength decreases. i) Cylinder compressive strength versus cube compressive strength [water-cured] – include the theoretical relationship cylinder compressive strength = 0. 80 x cube compressive strength for each mix) As seen from the trend of the results, the cube strength of concrete for a particular mix is always stronger than that of the cylindrical shape. The reason for this result is due to the advantageous geometric properties that a cube precedes over the cylindrical shape. The cubic specimen has anchor points at the corners of the cube which provide greater compressive strength. A general rule states that cylinder strength is about 80% of cube strength. Therefore, it can be stipulated that in construction, members with a square cross – section would have greater compressive strength than that of a cylindrical member. Members with square cross – section would be able to handle futher loads than a same sized cylindrical member. According to our results, the experimental data is quite close to our theoretical data. However, experimental result tends to be slightly higher than theoretical data. Indirect tensile test Apparatus Avery 200Ton concrete test console Bearing strips Dental plaster Procedure Using the same machine as the compressive test, a compressive load is induced along the cylinders length which caused failure along the diagonal direction by tension. Bearing strips are used between the cylinder and testing machine platens which avoids local crushing. Concrete sample was placed between bearing strips which was placed on the undersell testing machine laterally. A constant load was applied to the sample at a rate of 15Mpa/min until the sample fails. Specimen No. | Diameter| Length| Weight| Max. Load| cylinder strength (Mpa)| average cylinder strength (Mpa)| Â  | (mm)| (mm)| (g)| (kN)| Â  | Â  | A1. 7| 100. 2| 201| 4151| 151| 19. 1| 20. 1| A1. 8| 100. 1| 201| 4137| 169| 21. 5| | A1. 9| 100. 1| 203| 4166| 155| 19. 7| | B1. 7| 100. 2| 201| 4044| 136| 17. 2| 16. 5| B1. 8| 100. 1| 201| 4022| 129| 16. 4| | B1. 9| 99. 8| 200| 4002| 124| 15. 9| | C1. 7| 100. 2| 202| 3899| 115| 14. 6| 14. 6| C1. 8| 99. | 200| 3912| 109| 14. 0| | C1. 9| 99. 9| 201| 3903| 120| 15. 3| | D1. 7| 99. 8| 198| 3861| 96| 12. 3| 12. 3| D1. 8| 100. 1| 200| 3837| 93| 11. 8| | D1. 9| 100. 2| 198| 3859| 102| 12. 9| | Indirect Tensile strength – Cylinders (Water cured for 28 days) Non-destructive testing Specimen No. | Path Length| Elapsed Time| pulse velocity(km/s)| average velocity| cylinder strength (Mpa)| Â  | (mm)| (? sec)| Â  | Â  | Â  | A1. 10| 100. 1| 21. 1| 4 . 7| 4. 8| 71. 6| A1. 11| 100. 2| 20. 9| 4. 8| | | A1. 12| 100. 1| 20. 7| 4. 8| | | B1. 10| 100. 0| 21. | 4. 7| 4. 7| 60. 5| B1. 11| 100. 1| 21. 4| 4. 7| | | B1. 12| 99. 9| 21. 3| 4. 7| | | C1. 10| 99. 9| 21. 5| 4. 6| 4. 6| 45. 5| C1. 11| 100. 0| 21. 6| 4. 6| | | C1. 12| 100. 1| 21. 6| 4. 6| | | D1. 10| 99. 9| 21. 9| 4. 6| 4. 5| 36. 5| D1. 11| 100. 2| 22. 0| 4. 6| | | D1. 12| 100. 1| 22. 1| 4. 5| | | Ultrasonic Pulse Velocity – Cubes (Water cured for 28 days) Cylinder indirect tensile strength versus free water-to-cement ratio [water-cured] The tensile strength of concrete showed a linear relationship with the free water to cement ratio. As the free water to cement ration increased, the tensile strength of concrete decreased. This shows a similar relationship between free water to cement ratio and the compressive strength of concrete as seen in part A and B. It also follows the general trend that an increase in free water to cement ration will decrease the strength of hardened concrete. Cylinder indirect tensile strength to cylinder compressive strength ratio versus cylinder compressive strength [water-cured] From this diagram we are able to observe the relationship between cylinder tensile strength vs. ompressive strength. It is known that concrete is naturally weak in tension, however and increase in the compressive strength will also increase the tensile strength. This is increase the two properties of concrete is due to the lower water to cement ratio which increases the concentration of cement paste providing aggregates to cement paste bonding. This diagram shows the fraction of tensile strength in comparison to its compressive strength of a particular mix. The magnitude is approximately constant for all four mixes, thus showing a concrete tensile strength is an approximate. Cylinder compressive strength versus ultrasonic pulse velocity [water-cured] The above graph shows the relationship between compressive strength and ultrasonic pulse velocity. The relationship shows that the higher the cylinder strength, the more ultrasonic pulse velocity is produced. This link indicates that with higher concrete strength, the denser the concrete specimen. The transmission time of the pulse travelling through the specimen is much shorter in denser materials. Discussion of all test results Effects of free water content on the properties of fresh concrete (workability and unit weight of concrete). Free water refers to the amount of water that is available for the concrete hydration process after the absorption of the aggregates has been taken into account. If the aggregate is saturated and wet, this will increase the amount of water available for the hydration process, increasing the free water content of the concrete mix. The workability and unit weight of fresh concrete are affected by the free water content as the variables alter the way concrete is utilized and transported and a construction site. The most common way of measuring the workability of concrete batch is by measuring the amount of slump in accordance with Australian Standards. A linear relationship between fresh concrete and free water content can be seen from the results of testing fresh concrete. When the free water-content increases, the slump of the concrete batch increases respectively. Lubricating effects can be seen between cement and aggregate particles and thus the more water present in the concrete mix, the easier for particles to slip and slide over each other and therefore increasing the workability. In terms of unit weight, it will decrease with the increase in water content. Cement mainly consists of water, cement and aggregates with respective specific gravities of approximately 1. 00, 3. 15 and 2. 65. With water having the least weight per unit volume, it can be assumed that with an increase in water content in a concrete mixture, the lower unit weight of concrete will be in the mixture when the mixture is combined as there are lower amount of aggregates and cement which are the heavier elements in a concrete mixture. Lower unit weigh of concrete indicates that lighter concrete mixture for the same volume, and this is beneficial property of fresh concrete as it allows easier pumping around the construction site, however, higher water content can affect the strength of hardened concrete so equilibrium of cost versus benefit must be considered. Effects of free water content on the hardened concrete properties (compressive strength, tensile strength and modulus of elasticity) As shown in the graphs, the compressive strength of concrete generally increases as the free water to cementitious materials ratio is decreased. However as also seen in the graphs the compressive strength of cylindrical shape specimens tends to increase as free water to cementitious materials ratio is decreased at a decreasing rate whilst cube shaped specimens tends to increase in compressive strength as free water to cementitious materials ratios decreased at an increasing rate. However for cube shaped specimens its compressive strength is relatively higher than that of cylindrical shaped specimens as seen in the graphs. Cylinder strength requires a larger reduction in free water to cementitious materials ratio in order to achieve the same strength as cube strength. A similar behavior can be seen between water cured cylinder specimens and air cured cylinder specimens. Air cured requires a further reduction in free water to cementitious materials ratio to achieve the same strength as water cured. For tensile strength, as the free water to cementitious materials ratio is decreased at a decreasing rate, the strength of the concrete increases. However tensile strength tends to increase less than compressive strength as the free water to cementitious materials ratio is increased. As seen in the graphs also, the modulus of elasticity for concrete tends to increase as the free water to cement is decreased at an increasing rate. Effects of curing condition on the compressive strength of concrete Curing of concrete is known as the process which encourages cement hydration where an adequate supply of moisture is required to ensure that the rate of hydration of cement is adequate enough to achieve the desired strength for the concrete. Curing allows for continuous hydration of cement where the more days that the concrete is cured the more gain in strength at a decreasing rate there is for the concrete. However this gain in strength will be halted when cement hydration stops, due to the internal relative humidity of the concrete dropping below 80%. Curing of concrete is largely influenced by temperature and humidity, where concrete cured in air after several days of water or moist curing will never reach the strength of concrete that is continuously cured in water. Overall the more days that the concrete is water the more gain in strength there will be for the concrete. Therefore it is very important to properly cure concrete in order to achieve optimum strength. Effect of specimen shape on compressive strength The compressive strength of concrete is also influenced by the shape of the testing specimen. In general, the compressive strength for cube shape concrete is relatively higher than the compressive strength of cylindrical shape concrete. This is largely due to the fact that in cube shaped concrete, the stress is further away from the uniaxial cracking whilst for cylindrical shaped concrete the stress is near the uniaxial cracking. Discuss your reflection on the importance of the laboratory session After having participated in the laboratory testing of fresh concrete and hardened concrete, we now have an in depth knowledge of the behavior of concrete in civil engineering structures, as well we know the various methods and preparation of producing concrete to achieve a particular goal in terms of strength and durability. The importance of our laboratory class is that it lets us see the practical side of concrete properties where practical properties of concrete may sometimes not match the theoretical methods of concrete. This is quite common. The laboratory classes lets us learn how to prepare and produce concrete in order to achieve a particular goal in terms of strength and durability, as well we are able to see how real life situations and environments can affect the behavior of concrete particularly during curing. This would most likely be an important knowledge to us when we go to work in the real world. The laboratory has also helped gain an in depth knowledge of how to produce the most workable, durable and most economical concrete. Conclusion As highlighted in the report, the factors which influence the performance of concrete include: free water to cement ratio, curing, specimen shape. The amount of free water in concrete is critical given that concrete strength decreases as free water to cement ratio is increased. Curing environment is also an important factor influencing the performance of concrete where an appropriate environment is required to give an adequate supply of moisture is required to ensure that the rate of hydration of cement is adequate enough to achieve the desired strength for the concrete. However in general concrete cured in air after several days of water or moist curing will never reach the strength of concrete that is continuously cured in water. Overall the more days that the concrete is water the more gain in strength there will be for the concrete. The shape of the specimen is also an important factor influencing the performance of the concrete. As observed in the report, cubic strength of concrete is generally higher than that of cylindrical strength. The workability of fresh concrete is also largely influenced by the free water to cement ratio, where the workability of concrete increases as the free water to cement increases REFERENCE Standards Australia International Ltd (2010), AS1012. 3. 1-1998:Methods of testing concrete –determination of properties related to the consistency of concrete – slump test, SAI GLOBAL, accessed 24th April 2012 http//www. aiglobal. com. ezproxy. lib. uts. edu. au/online/autologin. asp Standards Australia International Ltd (2010), AS1012. 5 – 1999: Methods of testing concrete – Determination of mass per unit volume of freshly mixed concrete, SAI GLOBAL, accessed 24th April 2012 http//www. saiglobal. com. ezproxy. lib. uts. edu. au/online/autologin. asp Standards Austra lia International Ltd (2010), AS1012. 10 – 2000: Methods of testing concrete – Determination of tensile strength of concrete cylinders, SAI GLOBAL, accessed 24th April 2012 http//www. aiglobal. com. ezproxy. lib. uts. edu. au/online/autologin. asp Standards Australia International Ltd (2010), AS1012. 9 – 1999: Methods of testing concrete – Determination of the compressive strength of concrete specimens, SAI GLOBAL, accessed 24th April 2012 http//www. saiglobal. com. ezproxy. lib. uts. edu. au/online/autologin. asp Vessalas, K. (2010), 48352: Construction Materials Lecture Notes, University of Technology, Sydney http://www. icar. utexas. edu/publications/105/105 1. pdf viewed on 24/4/2012 How to cite Testing of Hardened Concrete, Papers

Social Responsibility in Marketing Essay Example

Social Responsibility in Marketing Essay The topic, ‘social responsibility in marketing’ refers to a few ethical principles that the corporations are expected to follow.   Main motive of the businessmen is to earn maximum revenue. However, in recent years, society expects that the corporate world also contribute to the welfare of the people. Therefore, while marketing the products the companies need to take into consideration the possible impact of marketing techniques on the society. Recently, a few tobacco companies, including British American Tobacco, have been criticized for not openly acknowledging the fact that tobacco products can lead to dangerous consequences. Tobacco companies have misled the users of tobacco by not directly stating that consumption of tobacco products would lead to harmful effects on the health of the individuals. These companies have been inspiring the young people to consume tobacco.(Chapman 445) The young people are informed that by smoking they could achieve happiness in life. These advertisements have destroyed the life several individuals who have used tobacco. A few scholars and activists have registered their protest against the companies headed by corporate leaders like Philip Morris who attempted to give the impression that his company is committed to bring welfare of the people in the society. These tobacco companies decided to sponsor a few conferences on corporate responsibility and ethical marketing. Participants of these conferences have expressed their reluctance to be associated with the tobacco companies because these scholars are convinced that these industries have not worked for the welfare of the society. Through their effective marketing techniques, these companies have been able to obtain substantial profits. However, in the process, this has affected the health of millions of people. Recently, a US court gave the verdict that all internal documents of t obacco firms should be made public, which means that now the public would be able to analyze the marketing techniques and real motives of these companies. Millions of documents of these companies are now available in their websites. This has imposed a great pressure on the corporations to prove that they have responded to the feelings and aspirations of the society. These companies need to contribute to the welfare of society. On the contrary, the scholars are unhappy with these companies because they have avoided their social responsibility while marketing their products. The scholars have boycotted such companies from academic bodies, indicating that the companies need to change their attitude towards marketing ethics.(Chapman 446) We will write a custom essay sample on Social Responsibility in Marketing specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Social Responsibility in Marketing specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Social Responsibility in Marketing specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Many industrialists have realized that they need to make positive contributions to the society and that they are expected to restructure their marketing techniques so as to achieve the twin objectives of profit enhancement and following the principles of marketing ethics. Academicians and industrialists have participated in conferences to discuss the desired strategy of corporate people in order to avoid negative impact of marketing techniques pursued by these industrialists. Academicians have argued that apart from achieving brand name and customer satisfaction in the form of product quality, the corporations also need to believe in the principles of social welfare and quality of life. By introducing a few changes in the marketing of the products it is possible to achieve social welfare. For example, in the developing countries, the drugs related to AIDS are sold at a cheaper price. These pharmaceutical companies have done a great service to the society by understanding the needs of the community. In a similar manner, industries belonging to other sectors also need to collaborate with social activists in order to justify their marketing practices. The academicians have requested the industrialists to incorporate responsibility management perspective in their marketing strategies. (Bhattacharya et.al.) The corporations have been justifying their unethical marketing techniques by claiming that they have been following marketing techniques, which are considered as legal. This would mean that as long as a particular product is not banned by the government, the industrialists can continue to market products such as cigarettes and fast food. However, it is proved that many of these products, although legal, are not ethical. The corporations are required to distinguish between legal and ethical aspects while marketing a product. However, lack of ethics can be found in other spheres also. For example, the politicians have been involved in various scandals, and they have allowed the corporations to continue to sell their products in spite of the fact that they affect the overall health of the society. However, legislators cannot introduce laws that can prohibit all the marketing techniques that can be perceived as unethical. (Nucifora) The corporations have used advertisements in order to determine the attitude of the people. The companies have used the service of celebrities in order to market their products. This has encouraged the people to consume products such as tobacco and food products which have harmed their health. However, in recent years people are becoming wiser. Corporate marketing strategies are analyzed by the media, and this has increased the awareness of the public regarding the marketing techniques used by the companies in order to make the people to consume their products. For example, it has been found that the young people have been consuming too much fat when compared to the earlier generation. Many Physicians have reported that several young people are suffering from cholesterol-related health problems. Pizza and hamburger shops have justified their advertising techniques although their products do not contribute to welfare of the people. Now the people have become more concerned with profit motives of the companies. This indicates that the corporations need to contribute to the social welfare. They need to design products and market them so that they would not harm the individuals in the society. (Nucifora) Different scholars have given various definitions of the concept of corporate social responsibility. For Milton Friedman this concept meant attempt made by the corporations to maximize their profits by following the rules of the state.(Coelho et.al.) However, this definition is not accepted by many other scholars who have argued that corporate social responsibility involves not only legal issues but also ethical aspects expected from businessmen. Therefore, businessmen, apart from trying to obtain profits, also should strive to achieve the social welfare. In order to achieve this, an attempt should be made by the marketing companies to realize the negative consequences of the use of marketing techniques. (Coelho et.al.) However, some scholars believe that corporate social responsibility should not be imposed on the companies as this would violate the rights of the shareholders. The main motive of the company should be to increase company revenue. By involving in social responsibility tasks, the companies may lose their image as profit making enterprises, which may compel the shareholders to withdraw their investments from these companies. It is suggested by these scholars that a company should give importance to social responsibility only when these tasks improve the revenue or brand image of the company. This shows that some scholars have objected to the argument that organizations should give importance to the concept of social responsibility. When the companies give greater importance to their social responsibility this would mean that money is not spent for the welfare of the shareholders and customers, and this may negatively affect the revenue potential of the company. (Lantos 2) The corporations are expected to give importance to various kinds of responsibilities including ethical responsibility, which refers to conduct of business through fair means without harming the society. However, it is found that many companies have failed to concentrate on ethical responsibility as they have given greater importance to their economic responsibility, which refers to earning profits in order to satisfy the shareholders. Some scholars have argued that main responsibility of the companies is to follow the rules framed by the government pertaining to marketing of a particular product. However, while sticking to rules, the companies also can violate ethical principles as particular marketing techniques can harm social groups. It has been argued by Lantos that companies need to give importance to only strategic responsibility.(Lantos 3) This would mean that they need to accept only those social responsibilities that can lead to increased revenue to the company. For example , by exhibiting the company interest in following ethical principles, the company can get more customers. However, the motive of this theory of social responsibility can be questioned because many scholars believe that profit motive and corporate social responsibility should be differentiated in order to achieve the welfare of the society. The above argument of Lantos is not acceptable. The various companies have been marketing their products with the intention of gaining profits. However, they also need to assess the impact of their products and try to modify the products when they find that their products have negative impact on the health of the majority. The companies claim that they produce and market only those products that are demanded by customers. Their argument is that customers would not ask for something which is bad for them. However, in all the cases customers may not be able to judge the value of different products. One product such as tobacco or alcohol may be good for some customers, while it may be bad for the society as a whole. Taking into consideration such situations, one can suggest that companies need to market only those products which the companies can justify. By producing quality products, the marketing companies can be proud of their achievement as they have contributed to the welfare of t he society.(Kotler) The company needs to research the methods of removing side effects of its products. Negative effect of products can be removed by introducing measures such as encouraging companies to produce safe products, restricting the sale of particular products which affects many people in the society, imposing taxes on harmful products so that people will lose their interest in some products, and public education campaigns. Socially responsible companies can also become profitable companies by pursuing measures necessary to achieve the objectives of obtaining profit and at the same time become socially responsible. Many companies have remained socially responsible, while at the same time increasing their revenue. Marketers have introduced various products such as computers, automobiles and other items which have benefited many people, while they are abused by some customers. In such cases, one cannot blame the companies. However, the corporations are expected to follow a few basic ethical prin ciples so that they would not hurt the physical and mental health of the people. There is a need for minimum government intervention in the corporate activities in order to encourage the businessmen to follow ethical principles while marketing their products. (Kotler) Although the main motive of the companies is to earn revenue and satisfy the demands of shareholders, the corporations are also expected to understand their social responsibility. While marketing the products, the companies need to analyze the positive and negative impact of such products on the society. The modern customer has obtained information regarding ethical principles that a company is expected to follow while introducing a product. Many academicians believe that the corporations need to introduce products that lead to  Ã‚   welfare of the society.

Recruitment Process of Nuvista Pharma Ltd Essay Example

Recruitment Process of Nuvista Pharma Ltd Essay Example Recruitment Process of Nuvista Pharma Ltd Essay Recruitment Process of Nuvista Pharma Ltd Essay Executive Summery Effective recruitment, selection and retention are critical to organizational success. They enable companies to have high performing employees who are satisfied with their jobs, thus contributing positively to the organization. On the contrary, in-effective recruitment methodology, selection and retention would result in mismatches which can have negative consequences for an organization. A misfit who is not in tune with organization’s philosophies and goals can reduce output, productivity, customer satisfaction, relationship and over all quality of work. Training a wrong hire can also be expensive. Effective recruitment is therefore not only the first step towards organizational excellence, but important cost control mechanisms as well. INTRODUCTION The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment is distinct from Employment and Selection. Once the required number and kind of human resources are determined, the management has to find the places where the required human resources are available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment. Some people use the term â€Å"Recruitment† for employment. These two are not one and the same. Recruitment is only one of the steps in the entire employment process. Some others use the term recruitment for selection. These are not the same either. Technically speaking, the function of recruitment precedes the selection function and it includes only finding, developing the sources of prospective employees and attracting them to apply for jobs in an organization, whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i. e. , recruited). Background of the Company The pharmaceutical market of Bangladesh very much dynamic and competitive and is comparable to those of developed countries. It is a matter of great pleasure that this sector successfully fulfils major portion of local demand of pharmaceutical products and at the same time it is moving forward to explore the international market for chemicals and pharmaceuticals products. The contribution of pharmaceuticals companies in Bangladesh to the national economy is encouraging. The investment in this sector is increasing which speaks about the potentiality in this sector. This sector satisfies the demand of the local market and also goes for export to explore the international market. Nuvista Pharma is one of the well-known performer in Pharmaceticul Industry in Bangladesh. Organon (Bangladesh) Limited has been operating in Bangladesh since 1964. Until 30 June 2006, it was a subsidiary of Organon International, a renowned global bio-pharmaceutical company, concentrating on gynecology, anesthesia, fertility and neuroscience. On 1 July 2006, Organon International divested its entire stake in Organon (Bangladesh) Ltd. o local management. Subsequently the name of the Company was changed to Nuvista Pharma Limited in December 2006. Nuvista Pharma Ltd. markets a specialized range of products, comprising mainly hormones and steroids. It manufactures tablets, capsule and injections at its own manufacturing facilities in Tongi, Gazipur, and also imports finished medicines from Organon International. The company in every other respect remains the same. It contin ues to import world renowned and trusted Organon brands for the benefit of millions of people in Bangladesh. Nuvista Pharma Limited also continues to source the highest quality APIs from The Netherlands, other European sources, Japan and the USA to ensure the highest quality of its manufactured medicines. Through the commitment to women’s health care, it has contributed significantly to three areas of vital importance: Contraception, Fertility and Menopause. It has some of the most innovative prescription medicines for Anesthesia, Male Hormone Therapy and Corticosteroids, products that contribute to the health of people and their quality of life. In Bangladesh, Nuvista Pharma Limited is the market leader in: Commercial Segment of   Contraception Plain Corticosteroids Synthetic Oxytocin Progestogens Anabolic Steroids Anti Spasmodics Haemostatics Fertility Anesthesia Hormone Therapy (both Female Male) Nuvista Pharma Ltd. employs modern technologies in its production and quality control facilities to meet international and local standards and regulations. The Company produces a specialized range of specialized world-class products, mainly hormones and steroids. A Quality System of global standards is maintained with the assistance of international consultants. Development is a continuous process at Nuvista Pharma Ltd. New equipment and machinery are regularly purchased to increase capacity and improve quality. In 2005, a new 4-storied, state of the art, Quality Assurance and Quality Control building was constructed. In 2007 the tablet facility was upgraded to further strengthen the cGMP status. Major projects are currently in hand to significantly develop and improve the overall manufacturing facilities of the Company. Recruitment Selection: Recruitment is defined as, â€Å"a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. † Edwin B. Flippo defined recruitment as â€Å"the process of searching for prospective employees and stimulating them to apply for jobs in the organization. † Recruitment is a ‘linking function’-joining together those with jobs to fill and those seeking jobs. It is a ‘joining process’ in that it tries to bring together job seekers and employer with a view to encourage the former to apply for a job with the latter. In order to attract people for the jobs, the organization must communicate the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out. Thus, the recruitment process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. Selection is the process of choosing from a group of applicants those individuals best suited for a particular position. Most managers recognize that employee selection is one of their most difficult, and most important, business decisions. This process involves making a judgment -not about the applicant, but about the fit between the applicant and the job by considering knowledge, skills and abilities and other characteristics required to perform the job Selection procedures are not carried out through standard pattern and steps in this. Process can vary from organization to organization some steps performed and considered important by one organization can be skipped by other organization Recruitment and Selection Process in Nuvista Pharma Ltd. Recruitment and Selection Policy: Recruitment and selection decisions significantly affect the Company’s ability to meet its business planning needs and strategic objectives. It is important to invest time and energy into recruiting high caliber staff. The process is two-way; not only are appointment committee members assessing the best person for the position but applicants are also deciding whether the Company is an organization they wish to work in. The costs of a poor selection decision are substantial and often extend over many years. The Company is committed to a systematic approach to recruitment and selection in order to attract, select and appoint the best staff through a fair and merit based process. Senior managers are accountable for ensuring compliance with the Company’s recruitment and selection policy and processes. It is essential that all staff involved in these processes be given the opportunity to become fully familiar with them. This will maximize their effectiveness and ensure that the Company recruits quality staff on a consistent basis. It will also ensure that recruitment and selection practices reflect our Equal Employment Opportunity Policy and the framework of relevant employment legislation. Company’s recruitment and selection process is the best way to achieve success in the business world. According to Dr. Stuart Greenfield, contributor to the American Society for Public Administration, implementing more effective processes to recruit candidates and select the best and the brightest will improve one’s ability to meet one’s organization’s human resource needs. Scope This policy and procedure applies to continuing appointments and normally to fixed term appointments in excess of one year, but may be appropriate in other circumstances. Purpose To ensure a consistent, fair and merit based approach in accordance with Equal Opportunity Policy and relevant employment legislation To meet or exceed business planning needs and strategic objectives To maximize the effectiveness of the University’s recruitment and selection practices. Recruitment Process The recruitment process in Nuvista Pharma involves identifying the vacancies, preparing the job description and person specification, advertising, managing the response, short-listing, arranging interviews, conductin g interviews, decision making, convey the decision and appointment action. This means that a lot of time and resources have to be invested before the right candidate is selected. This Process starts with the Job analysis. After Job analysis, they find out the job description that they search from Job incumbent A job description must be returned with the ‘Approval to fill vacancy’ form. Posts will not be advertised without a Job Description. The purpose of job descriptions is to provide clarity as to the scope, purpose, content that the post covers and the range of competence required to be able to fulfils the post. They go through the Job advertisement, CV collection, Initial Scrutiny, Interview Calling and short listing the Candidates. Job Advertisement: For job advertisement they specially consider the pre sated format of web advertisement. They take the service of Job websites like www. bdjobs. com www. prothomalo-jobs. com. In case of paper advertisement, they only go for it when they hire Sales Representative for their all depose in all districts. From Job advertisement they get huge responses from the required candidate. They collect the CV from this website and through mail. CV Collection: The recruitment process includes a written test to judge particular skills of a candidate. A lot can be judged about the candidate from his CV. A proper presentation of his CV in an organized and refined manner speaks a lot about the individual. His mindset and attitude can be judged according to his CV. After collecting the CV they take a scruitining process in CV evolution. Better, experienced and candidates with specific skills and attributes are short listed initially for the interview. Interview Call: Next come to the interview, which is an important and crucial part of the recruitment process. They call the interview via phone. This is also a Telephonic Interview. The HR Department calls the candidate for interview from the pre selected CV’s. From the Telephonic Interview, they also make a judgment. For interview they select an Interview committee for take interview properly. Concerns like the location of the interview, the time table, the structure of the question strategy, style of taking the interview are decided beforehand so that nothing is left out and all the issues are properly addressed. Short List: After a successful Interview session, they make a Short List of successful Candidates from which they call the candidates for further selection process. Selection Process Selecting a suitable candidate can be the biggest challenge for any organization. The success of a organization largely depends on its staff. Selection of  the right candidate builds the foundation of any organizations success and helps in reducing turnovers. Though there is no fool proof selection procedure that will ensure low turnover and high profits, Nuvista Pharma Ltd generally follows the following steps – Viva: This is generally the starting point of any employee selection process. Pre selected applicants are called for the Viva. The Interview team consisting the HR Dept Representative, Department Head, and others managers are taking the Viva of pre selected successful candidates from interview. Final Viva: It helps them in obtaining more information about the prospective employee. It also helps them in interacting with the candidate and judging his communication abilities, his ease of handling pressure etc. The HR Directors Specific Department Heads taking the final viva of the successful candidate. After successful completion of Final Viva, the successful candidate finally selects by the company for further process. Application Form A candidate who passes the final viva and is found to be eligible for the job is asked to fill in a formal application form. Such a form is designed in a way that it records the personal as well professional details of the prospective employee. Checking References Most application forms include a section that requires prospective candidates to put down names of a few references. References can be classified into former employer, former customers, business references, reputable persons. Such references are contacted to get a feedback on the person in question including his behavior, skills, conduct etc. Credit Checks Nuvista checks the financial condition of a prospective employee. If a person faces the burden of  heavy loan or debt, it would want to know that. Physical Examination If all goes well, then at this stage, a physical examination is conducted to make sure that the candidate enjoys sound health and does not suffer from any serious ailment. Job Offer A candidate who clears all the steps is finally considered right for a particular job and is presented with the job offer. An applicant can be dropped at any given stage if considered unfit for the job. Only after successfully clearing all the hurdles, an applicant can enjoy the feeling of being selected for a particular job in Nuvista Phrama Ltd. Conclusion Workforce planning is vital if a business is to meet its future demands for staff. It allows a business time to train existing staff to take on new responsibilities and to recruit new staff to fill vacancies or to meet skill shortages. Successful businesses realize one of their most important assets is their workforce. Developing a strong, capable employee roster requires a recruitment and selection process that identifies strong candidates both inside and outside the company.

Biography of Lewis Chesty Puller, U.S. Marine

Biography of Lewis 'Chesty' Puller, U.S. Marine Lewis B. Chesty Puller (June 26, 1898–October 11, 1971) was a U.S. Marine who saw battle experience in World War II and in the Korean War conflict. He was one of the most decorated Marines in U.S. history. Fast Facts: Lewis B. 'Chesty' Puller Known For: One of the most decorated U.S. Marines in history, serving in World War II and KoreaBorn:Â  June 26, 1898 in West Point, VirginiaParents: Martha Richardson Leigh and Matthew M. PullerDied: October 11, 1971 at the Portsmouth Naval Hospital, Portsmouth, VirginiaEducation: Virginia Military Institute (1917–1918)Spouse: Virginia Montague Evans (m. November 13, 1937)Children: Virginia McCandlish (b. 1938), twins Martha Leigh and Lewis Burwell Puller, Jr. (b. 1944) Early Life Lewis B. Chesty Puller was born June 26, 1898, at West Point, Virginia, the third of four children born to Matthew M. Puller and Martha Richardson Leigh (known as Pattie). Matthew Puller was a wholesale grocer, and Lewis had two older sisters and a younger brother. In 1908, Matthew died, and in the familys reduced circumstances, Lewis Puller was forced to aid in supporting his family at the age of 10. He continued on at school, but he hawked crabs at the local waterfront amusement park and then worked as a laborer in a pulp mill. Interested in military matters from a young age, he attempted to join the U.S. Army in 1916 to take part in the Punitive Expedition to capture Mexican leader Pancho Villa. Underage at the time, Puller was blocked by his mother who refused to consent to his enlistment. When war was declared with Germany at the start of World War I, Puller was 17 and he accepted an appointment to Virginia Military Institute as a state cadet, receiving financial assistance in return for later service. A mediocre student, he spent the summer at a Reserve Officer Training Corps camp in New York. Joining the Marines With the U.S. entry into World War I in April 1917, Puller quickly became restless and tired of his studies. Inspired by the U.S. Marines performance at Belleau Wood, he departed VMI and enlisted in the U.S. Marine Corps. Completing basic training at Parris Island, South Carolina, Puller received an appointment to officer candidate school. Passing through the course at Quantico, Virginia, he was commissioned as a second lieutenant on June 16, 1919. His time as an officer proved brief, as a postwar reduction in the USMC saw him moved to the inactive list 10 days later. Haiti Not willing to forego his military career, Puller rejoined the Marines on June 30 as an enlisted man with the rank of corporal. Assigned to Haiti, he served in the Gendarmerie dHaiti as a lieutenant and aided in combating Cacos rebels. Formed under a treaty between the U.S. and Haiti, the gendarmerie possessed American officers, largely Marines, and Haitian enlisted personnel. While in Haiti, Puller worked to regain his commission and served as adjutant to Major Alexander Vandegrift. Returning to the U.S. in March 1924, he was successful in obtaining a commission as a second lieutenant. Navy Crosses Over the next four years, Puller moved through a variety of barracks assignments that took him from the East Coast to Pearl Harbor. In December 1928, he received orders to join a detachment of the Nicaraguan National Guard. Arriving in Central America, Puller spent the next two years battling bandits. For his efforts in mid-1930, he was awarded the Navy Cross. Returning home in 1931, he completed the Company Officers Course before again sailing for Nicaragua. Remaining until October 1932, Puller won a second Navy Cross for his performance against the insurgents. Overseas Afloat In early 1933, Puller sailed to join the Marine Detachment at the American Legation in Beijing, China. While there, he led the famed Horse Marines before departing to oversee the detachment aboard the cruiser USS Augusta. While aboard, he came to know the cruisers skipper, Captain Chester W. Nimitz. In 1936, Puller was made an instructor at the Basic School in Philadelphia. After three years in the classroom, he returned to Augusta. This homecoming proved short as he went ashore in 1940 for service with the 2nd Battalion, 4th Marines at Shanghai. On November 13, 1937, he married Virginia Montague Evans, who he had met a decade before. Together they had three children: Virginia McCandlish Puller (born in 1938), and twins Lewis Burwell Puller, Jr. and Martha Leigh Puller, born in 1944. World War II In August 1941, Puller, now a major, departed China to take command of the 1st Battalion, 7th Marines at Camp Lejeune. He was in this role when the Japanese attacked Pearl Harbor and the U.S. entered World War II. In the months that followed, Puller prepared his men for war and the battalion sailed to defend Samoa. Arriving in May 1942, his command remained in the islands through the summer until being ordered to join Vandegrifts 1st Marine Division during the Battle of Guadalcanal. Coming ashore in September, his men quickly went into action along the Matanikau River. Coming under intense attack, Puller won a Bronze Star when he signaled USS Monssen to aid in rescuing trapped American forces. In late October, Pullers battalion played a key role during the Battle of Guadalcanal. Holding back massive Japanese attacks, Puller won a third Navy Cross for his performance, while one his men, Staff Sergeant John Basilone, received the Medal of Honor. After the division left Guadalcanal, Puller was made the executive officer of the 7th Marine Regiment. In this role, he took part in the Battle of Cape Gloucester in late 1943 and early 1944. Leading From the Front During the opening weeks of the campaign, Puller won a fourth Navy Cross for his efforts in directing Marine units in attacks against the Japanese. On February 1, 1944, Puller was promoted to colonel and later took command of the 1st Marine Regiment. Finishing the campaign, Pullers men sailed for the Russell Islands in April before preparing for the Battle of Peleliu. Landing on the island in September, Puller fought to overcome a tenacious Japanese defense. For his work during the engagement, he received the Legion of Merit. The Korean War With the island secured, Puller returned to the U.S. in November to lead the Infantry Training Regiment at Camp Lejeune. He was in this role when the war ended in 1945. In the years after World War II, Puller oversaw a variety of commands including the 8th Reserve District and the Marine Barracks at Pearl Harbor. With the outbreak of the Korean War, Puller again took command of the 1st Marine Regiment. Preparing his men, he took part in General Douglas MacArthurs landings at Inchon in September 1950. For his efforts during the landings, Puller won the Silver Star and a second Legion of Merit. Taking part in the advance into North Korea, Puller played a key role in the Battle of Chosin Reservoir in November and December. Performing brilliantly against overwhelming numbers, Puller earned the Distinguished Service Cross from the U.S. Army and fifth Navy Cross for his role in the battle. Promoted to brigadier general in January 1951, he briefly served as assistant commander of the 1st Marine Division before temporarily taking command the following month after the transfer of Major General O.P. Smith. He remained in this role until returning to the United States in May. Later Career and Death Briefly leading the 3rd Marine Brigade at Camp Pendleton, Puller remained with the unit when it became the 3rd Marine Division in January 1952. Promoted to major general in September 1953, he was given command of the 2nd Marine Division at Camp Lejeune the following July. Plagued by decaying health, Puller was forced to retire on November 1, 1955. One of the most decorated Marines in history, Puller won the nations second-highest decorations six times and received two Legions of Merit, a Silver Star, and a Bronze Star. Puller himself said he was uncertain how he came to be nicknamed Chesty. It may have been a reference to his big, thrust-out chest; chesty in the Marines also means cocky. Receiving a final promotion to lieutenant general, Puller retired to Virginia, where he died after a series of strokes on October 11, 1971.

Information management Coursework Example | Topics and Well Written Essays - 1500 words

Information management - Coursework Example Management of information in the organization has involved both electronic and physical information. The management has also been able to manage the information throughout the cycle of the organization regardless of source or format of the information (Chaffey and White, 2011). Information management is a managerial decision tool used in the processes and decisions that are made by companies. Information management in organizations is done through recording and documenting all the facts that involve the methods and procedures that it uses. The main function of this is to enable controlling employees and materials of the company. Using information management in an organization is able to establish the hierarchical structure and work-flow of a company. Every employee in the organization through the information has the authority to who is responsible for work. The work then is able to continue without disturbance. The operation and procedures of the company are listed through information management making preparation of audits in a company easy. Information management has the role of satisfying variety of system that the management is exposed. Information management aids clerical personnel in a company to process transactions and answer questions that occur on the data of the organization regarding transactions, the status of particular records, and with reference on a variety of documents. Information management in organizations has the role of controlling the creation and growth of records. The information system is that that ensures there is addressing the limits of generation of records or copies that are not required to operate the business and retention of records. Information management in all organizations is responsible for generation of information, communication problems and helps in the process of decision making. Information management is important in all organization in implementing the goals

Life Situations Represented through Graphs Essay

Life Situations Represented through Graphs - Essay Example The total amount paid in electricity bills for the last 10 months was $384, meaning that The average amount of electricity bill per month was $384/10 = $38.4 During 5 of the last 10 months, the electricity bill was above average of $38.4 and for the remaining 5, it was below the average amount. In terms of trend, the monthly electricity cost for the house increased from October 2010 onwards and reached a maximum of $49 in December 2010 before starting to decrease again. It has been decreasing since then. The graph is non-linear as no three successive points lie on the same line; although, the overall graph looks like a half sine curve with a clear peak during December 2010 and January 2011. The months of December 2010 to February 2010 had very high electricity bills compared to other months. In other words, the winter months had much higher electricity bills compared to spring and fall. This means that the consumption of electricity is rather seasonal. This seems natural as there is no heating required in the house during spring and fall, while the heating appliances are kept on during the winter months, which increases the consumption of electricity. It is likely that this trend would continue over the years although the peaks and the troughs in the graph can be brought lower by using energy efficient devices. References Glencoe. (n.d.).

Employee Resistance to Change: Dissertation

Employee Resistance to Change: Dissertation Chapter 1- Introduction Change comes from anywhere, and is the only constant. Propelled by the driving force of technology and globalization, the economic landscape continuously transform in a way that has come to undermine the relevance of received wisdom on how a firm should be managed and what underlies its success (Gregory Prastacos, et al., 2002). In this new millennium, it is more challenging for an organization to sustain its competency or even survive in the diversity market. When an organization is threatened by environmental changes such as crisis or competition, it results in the increasing needs for communication as technology develops rapidly and higher customer demands will be foreseen. Organizational change is not an option; it constitutes a fundamental necessity for success within the new competitive landscape (Hamel and Prahalad, 1996). An organization need to evaluate its performance and review its business strategies, corporate structure, operational process and HR policies to identify th e areas that need transformation. To maintain its competitive advantages,ÂÂ  an organization must make effort to implement changes accordingly. Usually changes to be made in an organization is for the seeking of extending the ability of the organization to achieve the strategic goals but sometime changes do not necessarily contribute to the improvement of the organization (Stroh, 2001). The expected result of the change might vary due to other unexpected factors, such as resistance to change. Resistance is a phenomenon that affects the change process, delaying or slowing down its beginning, obstructing or hindering its implementation, and increasing its costs (Ansoff, 1990). Effect of resistance of changes in organization will cause distorted perception, interpretation barriers and vague strategic priorities, low motivation among the people and lack of creative response (Val, 2003). It is crucial for change initiators to deal with resistance for a successful change. Forasmuch as employees are the one who get the job done, and they the one who possess the knowledge, skills, tools and experiences, it is clear that organizational changes cannot be achieved without employees support and involvement. Employee acceptance and commitment are the key factors for successful changes. Effective change management should recognize the importance of its employees and the way to minimize the resistant from employees. Therefore, understand why it is caused, the forms of resistance and the factors determine employees reactions to change is significant. 1.1 Research Objective This research will study on the factors of resistance to change from employees prospective. The aim of this research is to review the factor and find out the correlates among the factors. By better understanding these which a shift in perception could occur, the paper hope to develop a framework to change initiators of how certain group of employees is the likely to react and behave to change that being unleashed by the value and perception, this knowledge will enable change initiators to design change plan and training programs which recognize the values of employees, and to interact with diverse others in order to optimize the expected change affect. The research attempt to explore the followings areas as a systematic way to rationalize the value of this project study: To identify the natural of employee resistance to change. To identify the symptoms of employee resistance to change. To identify the reasons of employee resistance to change To determine the various factors to effect employees resistance to changes. To evaluate the effect of these factors on organizations future development. 1.2 Chapter Summary Chapter 1 of Introduction has provided a background of the circumstances that force organization to change, and examined the inevitable resistance can undermined organizational change. By identifying the importance of employee in the organizational change, research objectives were generated to study on the resistance of change from employees perspectives and listed done the areas of the study to be explored on. The research was planned in a systematic way to rationalize the value of this project. Next chapter of this project will touch on a review of current literatures on the natural, symptoms and the reasons of employee resistance to change and factors affect employee resistance, followed by the research methodology, samples and limitation of the research. The subsequent chapter will be the questionnaire data analysis presentation and lastly the paper will conclude the findings and its implications for change initiators. The aim of this research is to review the factors that affect employee resistance and evaluate it thought the target samples. Chapter 2- Literature Review 2.1 Employee Resistance to Change 2.1.1 The nature Organizations can be confronted with incremental changes that focus on doing things better through a process of continuous tinkering, adaptation and modification or transformational changes that are regarded as revolutionary and break with the past.(John Hayes, 2010) Although the incremental changes rarely presented any abrupt challenges to the assumptions people make about how they related to the world (John Hayes, 2010), this is not always that case. People are not duplicate, the values, beliefs, assumption and knowledge of that person will be developed over the time, formed as a set of personal opinion, perceptions, views of the world to guide their behaviors (Hallie Preskill and Rosalie Torres, 1999). It is concerned with whether employees regards view change can bring present or future personal benefit and opportunities or change is a threat to their job, skills or any other interests. The implementation of changes inevitably involves the vital interests of various shareholders, and especially employees.Resistance occurs since most employees desire to be successful in their work environments due to they have basic needs which must be satisfied. To begin with, employees want to know their role and their responsibilities within the organization. In additional, employees want to be able to predict what they will face in the future (Appelbaum, S.H. et al, 1998). Even though old procedures that were initially regarded as cumbersome, costly or ineffective, after a prolonged recursive execution, employees become comfortable and are used to the ways things were done. Employee might fear in a changing organization, therefore change are frequently be seen as a threat to ones existence within an organization if upgrading or acquiring new skills are a problem because of time constraints , or the inability of the person to learn these new techniques. Change within an organizational setting usually poses several problems and challenged by the pressure in aspect of money , ego, and power for those who resist it. Employees resist change because they have learned to associate it negative feelings since their basic needs may now be threatened (Mealiea, 1978). Thus it is human nature that employees look at Change negatively, resistance thereby coming into play. 2.1.2 The symptoms Resistance, described by Kilian M. Bennebroek Gravenhorst (2003) is commonly considered to be standard or even natural in reaction to organizational change. It is described as an most inevitable psychological and organizational response that seems to apply to any kind of change, ranging from rather modest improvement to far-reaching change and organizational transformation. Symptoms are the specific behaviors exhibited when employee resistance to change (Albert F. Bolognese, 2002) According to Bhutan (1995), it is important to distinguish between the symptoms of resistance to change and the causes behind them. Symptoms can be reflected in varies of forms, which Marc Maltz (2008) categorized it into the two varieties: overt and covert. Overt resistance is concern with obvious opposition, disagreement, arguing, debating, etc., to any change effort. While, covert resistance comes in two forms: one is conscious covert which employees are concerned about the consequences of their actions that they apparently agreed but actually not following though or withhold information and avoid implementation. Secondly is the unconscious covert resistance, which is the most difficult to see symptoms among employees as employees are unaware their resistance. 2.1.3 The Reasons There are many causes attribute to employees resistance to change, such as Coch French (1948), studied the workers of a clothing manufacturer and find that lower employee participitation causing the mistrust of management and increase their resistance to change. Kotter and Schlesinger (1979) identify four common reasons why people resist organizational change: people focus on their own interest and fear of losing something of value, it can be power and status, autonomy and control, or specific skills; Misunderstanding the change will cost them more than they will gain and lack of trust to the person who initiating change; Different assessment of the necessity and benefit of change situations; Low tolerance for change, sometimes people just resist to change emotionally even they understand the need for change. Several studies have acknowledged what Kotter and Schlesingers publication and enhance these categories with further researches, according to Prosci- A business process reengin eering directory and resource companys study (2003) in past six years in 288 organizations from 51 countries, result shows the top reasons employee resist to change is because of corporate history and culture, which the organizations past performance of change project failed or did not make much sense, employees are less interested to take initiatives to support the current change, they are not in the flavor the month , thus employee expected it go away like what happened in the past. Lorenzo (2000) also acknowledge that one attribute to employees resistance is that past failures leaves negative image for future changes. Another reason added on in Prosci (2003)s research is that employee often opposes to change because of the added job responsibilities, new processes or technologies. Changes with lower motivation to get employees involved and less consideration of employees interest and their emotional and perceptual perspectives thereby eliminate their initiatives and level of comm itment. Pardo Del Val, Manuela and Martinez Fuentes, Clara (2005) conclude above sources to employees resistance are most likely happen in change formulation stage, they further identify some reason rise resistance that consist of: (a) organizational values in relation to change values that cause a strong implementation climate to determine whether employee to accept or oppose to change; (b) departmental politics that form employees resistance. 2.2 Factors affect employees resistance to change Literatures have identified variety of factors affect employee resistance to change, the most cited views of the factors fall on the organizational level, for instance the communication process, employee participation, change facilitation procedures in change process (Ricky Griffin ,2008) to improve organizational effectiveness. Moreover, employee motivation (David Clarence and McClelland, 1987) and quality of leadership (Ken W. Parry, 1999) have been widely acknowledged to have influence on employees work initiatives, involvement and commitment, so that it can argues to be a significant factor to affect employees willingness to change. Above factors virtually are the ways to deal with the subtext of organizational humanity on the stage of change process. However, one must understand the root factors played to affect employees perception towards organizational change. Fail to understand the intrinsic factors govern employees values and beliefs guided behavior in the context of the way they were doing and expected in the future, and all the necessities organization attempt or should to do to implement and facilitate change is crucial. Therefore, the research will mainly explore on the personal factors played to affect employee resistance to change including age, gender, personality traits (Locus of control) and employee educational level as follows: 2.2.1Age Baby Boomers refer to people who are born between 1945-1964. This generation grew up in an era of unprecedented economic growth and stability, so as to be regarded as a generation that finds comfort with long term employment with one organization. This has provided them with a false sense of stability (Loomis, 2000).Their perceived working values emphasize on chain of command, teamwork, technically challenged, team work and loyal to employer As they born after War II, which they entered the economic boom era, Money and job security such as life time employment are definitely extremely important for them to sustain their living. In this regard, it is argued that Baby Boomers are easier to accept organizational change as their working value of chain of command which they tend to commit to the hierarchical order. Moreover, the inception of organization loyalty also attributes them to be more committed rather than resistant or any other negative reactions. (Hui-Chun, Yu and Peter Miller, 2003) Another neuropsychological research held by (Stanford University professor Laura L. Carstensen et al. 2000) on the relationship between age and emotional experiences found that the periods of highly positive emotional experience were more likely to endure among older people and periods of highly negative emotional experience were less stable. With age, older adults report relatively low levels of worrying (Sandra Hunt, Patricia Wisocki and Julianne Yanko, 2003), experience less anger (Schieman,1999), and have lower levels of emotional distress after natural disasters (Bolin Klenow, 1982-1983). The implication of these findings are older employees have better capability to regulate their negative emotions with organizational change and adjust themselves to adapt the environment.Employees adaptability has been seen a key attribute to a successful organizational change (Heslin , 2005). Compared with Baby Boomers, Generation X refers to those people who were born between 1965 to 1980. This generation of employee tend to more independent, self-motivated and self-sufficient (Loomis, 2000). This is because most X generations did not have enough of their family attention as children because their parent may have been single or working parents. X generations therefore became adaptive at handling things on their own and in their own ways. Their work value is perceived more on personal satisfaction, and their attitudes towards work are focus on flexibility empowerment, loyal to skills. (Hui-Chun, Yu and Peter Miller, 2003). Hence, when the change conflict with their own interest such as against what they used to do , their skills, or leave less empowerment to them, they will feel unmotivated towards to commit to the change. However, David J. OConnell, Eileen McNeely and Douglas (2004) argue that since Xers entered the workforce under the employment of deal, in which career planning and development are largely individual responsibilities and where the average worker can expect to make several changes during their working lives. In this regards, it seems like Xers are more adaptive to change. However, there are also many scholars debate the relationship between the age and the personal adaptability to change, such as Mirvis and Hall, 1996. Recent research held by OConell, McNeely and Hall, 2008 also support this assertion, reporting that age is limited measured as a categorical variable namely the characteristics about an individual . 2.2.2 Gender Although many literatures have acknowledged the impact of gender difference on the management practice, there had been little systematic attention focus on identifying the gender roles on effective change management relatively. Feminist perspectives have tended to highlight not only the impact of organizational change on womens relatively marginalized position but also the role of women in the change management (Melissa Tyler, 2005). Jamie L, Michael G and Homer Tolson (2005) research findings suggest that there is a difference between male and female executive of their emotional expressiveness, and women are regarded to process better skill at encoding and decoding emotions (Laura K. Guerrero and Kory Floyd, 2008). Emotions are intensive feelings that are directed at someone or something (Stephen P. Robbins and Timothy A. Judge, 2010). Goleman-the founder of emotional intelligence theory also mentioned that women are good at reading others feelings than men averagely in his book pub lished in 1995. The skills to encode and decode emotions generally have advantage to develop and maintain relationships (Laura K. Guerrero and Kory Floyd, 2008), because skilled encoders have ability to express their internal emotional state so that other people can decode their emotions more easily and accurately (Burgoon and Bacue, 2003). In this regard, the chances such as misunderstanding and conflict due to implicit or unclear message delivered or received prone to be decreased, the communication becomes more easily and effective. In many literatures, communication has been widely acknowledged as a useful approach to eliminate resistance to change. Therefore, women are deems to be more successfully engaged in change circumstances. Maddock (1999) added that Women focus on relational aspect of how to do things, while men tend to be expected to think what to do. It appears that women are emotionally discreet on how they are going to process the information, express and interpret their view points to react to change before making any decision. Combined with womens secondary position in labor market due to gender discrimination, especially in Confucian countries, in addition to their greater responsibilities in family and child care than men, which cause women are relatively powerless to challenge the situation (Melissa Tyler, 2005). Hence Melissa argues that women in change management appear to be positioned as performing an interpersonal function associated with safety; providing security in times of unexpected turbulence and anticipating. On the basis of these arguments, it seems that women tend to avoid conflict in working in this regard and to accept the change accordingly. 2.2.3 Personality Traits Some people are quiet and reserved, while others are aggressive and outgoing. Some people are trustworthy, some are not. People differ with each other in various dimensions as a result of different behavior and attitude towards things in personal life and working. The individuals differences are shaped by personalities (Stephen P. Robbins and Timothy A. Judge, 2010) Personality refers to the traits and characteristics that make individuals unique (Greenberg and Baron, 2002). The most frequent used definition of personality was produced by Gordon Allport nearly 70 years ago which he commented that personality is the dynamic organization within the individual of those psychophysical systems that determine his unique adjustment to his environment. Personality thus becomes an important reason mangers need to know to generate a view of employees likely behaviors and examine their coping reaction. Meselaar and Cozijnsen (1997) further highlighted the personality is a determinate of individ ual reaction to organizational change. Locus of control refers to the degree people believe their own behaviours determine what happens to them. People believes they have more control over their destiny are referred as internal, and people who believe they have less control over their life and the results are attributing to the will of God, or to the fortune of being born in the right social class or family are referred as external. At this point, it is suggested that people behave differently towards change. Wilson (1992) developed an approach referred as determinism to study change management portrays the manager and other organizational members as pawns affected by change rather than as agents who can initiate and secure change. Their ability to influence is limited because of the main determinates lie outside the organization. John Hayes (2010) argues that those who are overcommitted deterministic view of change may be inclined to believe that the locus of control is external to themselves and the organization and may therefore develop view that there is little they can do to influence events. Hence, people who think this way is less likely to attempt to adopt a proactive approach to the management of change than those who have more internal view about locus of control. 2.2.4 Educational Level Although there were not many literatures specifically emphasize the employees educational level to their resistance to organizational change, it is widely acknowledged (e.g.: George H. McCall, Karl E. Ristow and Daniel J. Cimini, 2004) that higher education improves employees personal management, time management, communication skills and problem solving skills. Higher education defined by Roberg (1987) refers to the instruction that was obtained at university or colleague. According to Thomas Kent Gaylor (2001)s research on 286 police officer from two North Texas Police department in 2001, result shows no significance relationship between the educational level and employees openness to change. However the limitation of his research was lack of variation in respondents education level. Nevertheless, the author believe that higher education of employees will be more likely to support and commit organization change with more positive thinking of why the change is needed, hence the resea rch intend to do further evaluation with different samples on the relationship of educational level to employee resistance to change since it is a logic factor that higher education equipped with employees more knowledge and broader thinking and believe, which reduce the tendency to be dogmatic and to be more creative. 2.3 Chapter Summary Chapter 2 of Literature Review has explored on the current literatures on employee resistance to change in terms of the natural, symptoms and reasons. The inevitable resistances from employee impulse the research to further find out the factors that affect employee resistance to change. The research noted many factors including communication process, employee participations, change facilitation process, employee motivation and quality of leadership, and lastly mainly reviewed the personal factors played consist of age, gender, personality traits (locus of control) and employee educational level influence various aspects from values and beliefs and emotions as a result of different behavior and levels of adaptability reacted to change After exposit the literature review of factors affect employees resistance to change, the paper will tackle the main objectives of this research. Starting with the description of research methodology, samples and limitation of the research, then paper will touch on the analysis part of the questionnaire, to examine the reflected results against with the literatures reviewed earlier on, so as to evaluate its universality of the factors in the sampling organization. Chapter 3- Research Methodology 3.1 Secondary Research The research was carried out at the beginning though a secondary research to review the current literatures on the areas of the study, which contains of the nature, symptoms and the reasons of employee resistance to change and the factors affect employee resistance to change from a more intrinsic view by looking at employee personal factors. The factors focus on the employees adaptability to change determined by age and gender, one dimension of personality traits -locus of control, and employee educational level. The information is collected from textbooks, journals and articles from reliable and creditable online Journal Publications, National Library and Campus Library. 3.2 Primary Research In order to evaluate the factors been presented in literature review, the research will primarily employ questionnaires as the main methodologies for information gathering. The questionnaire will be carried out with various employees working in a large organization. The methods allow directly and original information to be gathered from participants. Questionnaire results are to be consolidated, and will be analyzed using various questionnaire analyze techniques, to interpret the data. The main reason of using questionnaire and interview is because data is collected directly from specific target respondents. Interviewers have the ability to ask extra intensive questions of the respondent concerning survey responses. 3.2.1 Research Samples The research was conducted using data collected from a large size agribusiness organization located in Singapore, mainly doing palm oil plantation and trading. The reason of choosing this organization is because it is currently undergoing turbulence and change on merger with one small size palm oil trading company and one ship chartering company. And it also has experienced many merger and change in the past. Therefore the target samples of the questionnaire participants in the organization must have many varies views on organizational change to enable the research generate more practical reflections from employees perspective on organizational change and change effect on them, aims to evaluate the universality application of all those factors on employee resistance to change presented in literature on the target sampling. The questionnaire attempt to invite 150 employees in this organization from four departments who are affected by the merger plan, respectively 25 employee from IT department, 35 employees from logistic department, 25 employee from finance department and 65 employees from operation department. 3.2.2 Limitation of This Research During the research, data collected could be deviated due to limitation in the research methodology as follows: Data may not represent the entire population due to the limitation of sampling size As the four department employees may experience different kinds of minor changes in their department respectively, whether the change offend their interest or not might bring subjective bias towards their response to the questionnaire, hence the accuracy of data collected will be deviated. Respondent who experience the past organizational change may bring different perceptions towards new change. The choice of the question may limited respondents response. 3.3 Chapter Summary Chapter 3 presented the methodology of this research which employed on secondary research to review the current literatures on the area of the study, and also the primary research using questionnaires to collect data. Research Samples chosen was a large agribusiness organization who is experiencing turbulence and undergoing merger and work structural change. The limitations of the research were also discussed including the sample size, respondents bias, past organizational change experience as well as the choice of questions may also affect the accuracy of the survey result. Next chapter will touch on the research result analysis and discussion. Chapter 4- Result Analysis and Discussion The questionnaires were distributed to 150 employees in IT, Logistic, Finance and Operation department respectively as planned in Chapter 3, the responding rate is about 76%, namely 114 employees attend the questionnaire. Following are the result of each factors being tested. 4.1 Age The research finding on age factors shows that respondents in different age group perceived change differently and appears with different level of resistance. In contrary with literatures presented earlier on demonstrating age have negative relationship with organizational change where people are more emotional stable and adaptable to organizational change as they age. Instead, the result shows that in the age group of 20 to 65+, employees are more resistant to change as they age; an interesting finding is that for employees aged below 20, whom were surprisingly scored higher marks on resistance. Figure 4.1.2 shows details of scores on resistance in each age group. Figure 4.1.2- Age group vs Resist to change score The possible causes lead to this result might because when younger people firstly enter the workforce with no experience and lower educational background, they are uncertain about their skills and abilities. They may behave self-concerned and less flexible dealing with working matters, and not mature enough to regulate their emotions as they are undergoing a transition from childhood to adult, school life to working life with increased responsibilities, time is needed to help them accept such big changes and adapt themselves in the new environment. As they age and become more mature, they seek for competence, career movement and relationship, they are more flexible and motivated to change themselves in the organization to achieve their objectives. As time goes on, they feel tired and queried about what supposed to be. They are loyalty to their skills and fear losing it in the future. Stability, job security and sense of seniority may become the main values after they age 46. Hence th ey might act more resisting to change as demonstrated in below figure. Super (1980)s Life Stage Theory displayed some common characteristics against to the above analysis and assumptions, which the author would like to research further. 4.2 Gender Out of total 114 respondents, 78 are women, and 36 are men, most of men respond strongly agree that organizational change is necessary and beneficial, and express their willingness to take challenges. Although there is no strong evidence to show that women are more resistance to change, most of women strongly agreed with the statement that when things are not going as plan, they tend to feel stress and if there is significant change regarding the way things are done, they would probably feel stressed. At this point, the research result suggested that women tend to be trapped in stress situation more easily than men. Hellriegel, D. Slocom, J. W., and Woodman, R.W.(2001) has pointed out that organizational change can be viewed as greatest source of stress on job and perhaps employees life. Stress cause low morale, high desertion rate and consequently reduce in job satisfaction and organizational commitment. The women research samples in this study reflect lower ability to regulate stre ss in working and life that affect their job performance. When organizational changes go against their interest, plan or principles, family life, it easily get women feel stress emotionally and potentially raise their resistance level which can be described as unconscious covert resistance (Marc Maltz, 2008) whereby employees are unaware of their resistance to change. Such symptom as mentioned in Chapter 2 is difficult to recognize and manage. The result urges the management to recognize gender-related problems in the organizational process. The implication of the result underlines the importance of evaluating and managing performance between women and men employees in implementing change. 4.3 Locus of Control Figure 4.3.1 shows the relationship between Locus of Control versus Resist to Change scale. The extent of Locus of Control are divided into 5 category based on the score respondents received on answering 10 specially designed question (Q7-Q16) catered to identify the individual level of locus of Control. For each correct answer that suggested Internal Locus of Control, the participant are give 1 point, the end results are totaled up with a formula (N/10)x100. The result are categ