Social Media A force for Political and Human Rights Changes Worldwide

buy custom Nghe an Tate Lyle Sugar Co essay

buy custom Nghe an Tate Lyle Sugar Co essay I find it interesting that Nghe an Tate Lyle Sugar Co. wanted to invest over 90 million dollars in a communist governed country that had already invested over 1 billion dollars for the previous three years (since 1995) on milling capacity on the still unstable sugar cane industry in 1998. The risk exposure of investing to the magnitude of 10% capacity on an unstable industry in a communist country (Vietnam) is absurd. The fact that Nghe an Tate Lyle Sugar Co. wanted to commit to a 90 million dollar mill with a 50% loan start up capital from international finance corporation in agriculture branch, at a time when already a majority of existing mills in Vietnam started by government backed credit terms, infrastructure subsidies and other easy credit facilities and were still unable to meet the interest payments with others unable to remain financially solvent and had to ofer lower prices for cane. A majority of mills were unable to attract enough cane to be viable. It is unfathomable that, Nghe an Tate Lyle Sugar Co. wanted to follow the same failed concept. The market environment was unsuitable for business at the period of Nghe an Tate Lyle Sugar Co. Investment interests, because the imports were 50% to 70% cheaper than locally produced sugar, making Vietnam an almost insufficient sugar production country. Smuggling of imports was also at its height making the investment environment tremendously unattractive. Social returns differ from private returns in that social returns is the social impact of the private investment on the community at a social level, for example, creation of jobs, infrastructure development, social amenities and other general impacts. Private returns are the advantages acquired by the investor, for example, wider markets, efficient and effective production and better profits to the investment company. (Esty B.C, 2004) Social returns and private returns are essential to assess by private companies aspiring to invest in a region so as to weigh the viability of investing in that area. Commonly assessed by all organization involved in the investment so as to ensure the investment is fair to all parties. i.e. The company investing, and the region of interest, for example, in this scenario Nghe an Tate Lyle Sugar Co. had requested a loan from international finance corporation, and before international finance corporation could grant the loan they had to assess (both Social returns and private returns) the impact of the investment by Nghe an Tate Lyle Sugar Co. on the region. The main stake holders were Henry Tate, Abram Lyle and International Finance Corporation. (Publishing, W. S, 2008) Buy custom Nghe an Tate & Lyle Sugar Co essay

Cultural Awarness on Venezuela Essay Example | Topics and Well Written Essays - 1000 words

Cultural Awarness on Venezuela - Essay Example Apart from its stunning scenery, Venezuela moreover is abundant with natural wealth that the rest of the worldwide public is hurried to get at. Inappropriately latest bullying to the land-living, folks, and administration have overpowered the republic into close devastation (Duarte et al). Venezuelas countrywide populace is almost comparable to that of most other South American nations, with a blend of primary aboriginal inhabitants, a huge Spanish arrival, and noteworthy residents of African descent. There have also been distinguished Latin American and European immigrations in the past two epochs. Even with these diverse inhabitants, conversely, Venezuela has one of the greatest established state identities in the landmass. This state firmness is almost certainly due to dual factors: Venezuela has an enormously lesser fashionable manifestation of native groups to challenge the national solidity, and secondly up until the 1990s Venezuela boasted an unbelievably sturdy national budget. Venezuela has a federalist government, which comprises of policymaking, jurisdictive, and legal branches. The policymaking branch is led by a generally chosen president who remains in power for five years. The jurisdictive branch encompasses Congress that is separated into a Chamber of Deputies and a Senate. The Chamber of Deputies mirrors the nations provincial picture, whereas the Senate comprises of two legislatures from every state and the capitals centralized locality. Venezuelas uppermost justice body is that of the Supreme Court, whose fellows are picked out by the legislative body of Assembly. The Venezuelan military contains an expected eighty thousand fellows alienated into the army, air force and navy. The country has by tradition upheld stumpy levels of security expenses, be an average of only 1.5 percent of its GDP. Venezuela has had enduring significant skirmishes with adjacent Colombia and Guyana, which further heightened in the 80s. From the time

NutritionTracking patients with nutritional risks, how does your Essay

NutritionTracking patients with nutritional risks, how does your facility do it - Essay Example In addition, lab work is conducted by examining their protein level, albumin and pre albumin levels. Their LDL and HDL is checked along with vitamin B12 and folic acid levels are checked. Caloric intake is examined by ensuring that patients are taking actual food. Fluid intake is also examined. One of the main aspects that hospitals focus their attention is on pregnant mothers. In order to understand and formulate risks associated with pregnancy, nurses have come up with criteria. If the mother demonstrates multiple gestation, that’s a bad sign. Additionally, gestational diabetes can be detrimental and must be recorded right away. Any dramatic change of 10 to 50 pound weight gain is not healthy. Furthermore, patient’s history of weight loss surgery should be obtained. Nurses and dieticians are majority in charge of handling patient’s nutritional status. Most patients that are sick tend to lose weight and must be supplemented with proper amount of food and nutrients. Conducive research indicates that as many as 65% of elderly patients are malnourished when they enter the hospital while in the hospital. Without having the proper nutritional assessment, it is highly illogical and difficult to monitor their status. Nutrition is integrated into the nursing plan through various ways. If the patient does not need a nutritional consult then the next step is to enroll them in a diet program. Their diet is ordered and is document regarding how much consumption is taken. If a nutritional consult is ordered the dietician makes sure the patient is getting enough nutrients and calories to support a healthy life function. Anthropometric refers to overall growth of human body. These measurements commonly are used to measure development in growth for infants. Growth is obtained and evaluated through length, weight and head circumference. A growth chart lists all the standards of benchmark through previous average

Comparison Essay Example | Topics and Well Written Essays - 1000 words - 2

Comparison - Essay Example Similarities Irrespective of whether communication is in-person or electronic, it consists of some basic elements that ensure the transfer of information. Both in-person and electronic communication therefore follows an outline, with specific elements of the communication process. The first element is the piece of information to be transferred as it forms the basis of communication. Further, there must be a sender. This party has the piece of information and wishes to transfer it to another party. The sender then uses an encoding process to disseminate the message in a form that can be understood by the receiver. The encoded information is then transmitted from the sender’s location to the recipient’s location. Once the receiver gets the information in its encoded form, he or she decodes the message into an understanding that generates reaction to the received message. Such a reaction facilitates a response to the sender to complete the communication process. The commun ication process, whether in in-person or electronic is also subject to noise in the transmission channel that develops barriers between the sender and the receiver. Electronic communication also has variety of features that corresponds to those of the different types of in-person communication. This is because it incorporates a majority of characteristics of in person communication elements. ... Incorporated voice applications have also been developed to allow for electronic voice communication. An example is using ‘skype’. This approach corresponds to a number of voice based in-person communication approaches with particular similarity to telephone and mobile phone calls. In both cases, the sender disseminates information and receives an immediate response through a dual line oral communication. Similarly, application of audio visual devices to electronic communication has establish its similarity to the interactive face to face in-person communication in which parties to a communication both hear and see one another during a communication process. The similarity compares meeting based communication in face-to-face communication to video conferencing in electronic communication. Both of the approaches offer an interactive forum in which parties to the communication can be organized into a discussion forum. These features identify electronic communication as a c omprehensive approach that combines different features of in-person communication towards application of a multipurpose communication method that can fit into different applications. Electronic communication and in-person communication also share a similarity in their ability to promote teamwork among members of a group. Based on the common features in both methods of communication, they link group members towards interpersonal communication and even interactions. As a result, they both develop interpersonal bonds and understanding that facilitates cohesion. This leads to focus on goals and a resultant corporation towards building teamwork. The features and functionalities of in-person communication and electronic communication also identify a

Satisfaction Motivation Hygiene

Satisfaction Motivation Hygiene True motivation comes from achievement, personal development, job satisfaction and recognition. This statement constitutes the core proposal of the important theorist we will be discussing. Frederick Herzberg was an important psychologist who became one of the most significant names in management on the 60s. His theories are still recognized as having been crucial to the development of the managerial sciences. The purpose of this paper is to analytically discuss the impact and consequences that his theories have had in the field of modern management. He is most recognized for his work on job enrichment and for his Motivation-Hygiene Theory. Frederick Herzberg was born on April, 19th of 1923 in Lynn, Massachusetts. Herzberg was a student at the City College of New York. He interrupted his studies midway to enlist in the army, returning to graduate in 1946. He died in Salt Lake City in early 2000. Witnessing a concentration camp in World War II, as well as talking with Germans he encountered during the War, were the catalysts he believed to be responsible for his interest in motivation. He expressed this interest in motivation by considering the factors that influence peoples behaviour in organisations. His Motivation-Hygiene Theory or Two Factor Theory of Job Satisfaction was published in 1959. The two factors influencing people according to his theory were: Satisfaction as a result of motivating factors such as: achievement, recognition, promotion, responsibility, growth. Dissatisfaction as a result of hygiene factors including: pay and benefits, company policies, relationship with co-workers, the work environment, job security, employee status, supervision, company assets. (Herzberg, 1959) He deemed that motivating factors will improve satisfaction, but their impact on dissatisfaction will be insubstantial. (Herzberg, 1959) On the other hand, if hygiene factors are not present they will cause dissatisfaction, yet their presence does not significantly affect satisfaction in the long-term. Central to the interpretation of this theory will be the recognition of the existence of factors that truly motivate (motivating factors) and others that could lead to dissatisfaction (hygiene factors). Herzberg considered human needs on two levels: the animal instinct of avoiding pain, and the necessity of personal psychological development. Similarly, long ago, Maslow understood perfectly and endeavoured to instruct managerial principals that even today, many organisations have failed to institute. Herzbergs theory remains as relevant now as it was when it was first published. Excepting the fact that responsibility, justice, fairness and compassion are global standards in contemporary business. Apart from his main theories, it is important to understand that Herzbergs primary concern was the well-being of organisational workforces. He was determined to introduce more humanity and caring principals into the workplace. He focused on explaining how to manage people humanely, in the interest of their comfort. So the question we could pose is: How important are high wages for us to feel satisfied? Intriguingly, the answer will be that although people complain about their earnings constantly, surveys and research have proven that there are factors that have more motivational power than money when making decisions concerning the workplace. In surveys, the reasons that tend to top the list are lack of job stimuli and poor prospect of advancement. Herzberg believed that these motivators would generate positive work attitudes because they satisfy one of Maslows hierarchical needs: the need for self-actualization the ultimate human need (Maslow, 1954). However, the presence of these factors can cause satisfaction, yet when they are not present, it does not lead to dissatisfaction. By contrast, hygiene factors which simply cause temporary results, posses the power of creating great dissatisfaction, but lack of these factors in the workplace does not cause a large degree of satisfaction. For Herzberg, the opposite of satisfaction in the workplace will not be dissatisfaction, just simply lack of satisfaction. Likewise, the opposite of dissatisfaction in your job will not be satisfaction but no dissatisfaction. As a practical example of this assumption: if the college water were to stop running for a week, this would represent a work conditions hygiene factor, and it would give cause for our professors to feel very dissatisfied. However, since our professors are normally accustomed to the water running and working properly, it does not give them reason to feel particularly motivated or satisfied. In 1968, Herzberg presented a work called KITA (a polite acronym for â€Å"kick in the ass†), where he differentiated between motivational and movement factors (Herzberg, 1968) He classified KITA into three different possible types: Negative physical KITA Negative physiological KITA Positive KITA Certainly, in modern society, managers infrequently deal with their employees using negative KITA, which is the use of physical contact on a member of the staff to enforce work. Negative KITA is indeed fairly useless as a tool to motivate workers. Positive KITA conversely can be summarised in the word reward. It is the act of rewarding an action with bonuses or incentives. Although this is a common practice for modern managers, according to Herzberg, positive KITA is not motivational. Positive KITA will make movement much faster, encouraging the worker to perform at his best in a certain task. However, he considered that there were no facts to prove that the effects of this reward were going to have long-lasting results. He believed that individuals were not actually motivated to work harder after completing the task, as a consequence of a reward. He judged that the workers were merely temporarily moved, and hence their performance did not persist once the bonus was received. So he considered rewards to be a mere movement factor. Referring to the motivational factors previously cited in this essay, he concludes that only the achievement of these factors can create long-lasting satisfaction for the employees, and therefore a better work attitude. Additionally, when the workforce finds this stimulation internally in the workplace, they will perform more efficiently. Herzbergs theory has been criticized by the theorist, Locke. (Locke, E. 1976) He proposed alternate sources for the generation of job satisfaction. He believed the mind and the body to be inextricably related. And therefore, the objective should be to satisfy them both. As an example, he gives the biological need of hunger, and he specifies that an act like eating can serve not only to quell hunger pangs, but also as pleasure for the mind. Herzberg placed emphasis on the number of times a particular factor was cited in reaching his conclusions, believing that those more encountered on the lists were the most satisfying or dissatisfying factors. However, even if a dissatisfying factor was registered numerous times, it does not necessarily follow that this was a major problem or even that the employees found it more irritable than infrequent problems, which tend to create higher levels of dissatisfaction for them. Conversely, Locke suggests the prioritisation of intensity over frequency. He recognized that an employee could reach his maximum levels of intensity when either achieving or failing a task. (Locke, E. 1976) Analysing the statements in Herzbergs theories, it becomes clear that they are rather simplistic. One might easily imagine that what gives cause for motivation to one person, could well be the cause of dissatisfaction in someone else. For example, the enlargement of responsibilities can be a clear motivator for some people as they can thereby develop in their careers. At the same time, it can be dissatisfying for other people, especially if their wages are not proportionally linked to the responsibilities that they have assumed. It might be necessary to consider the reality that employees should not be seen as an homogeneous group, but as a compilation of individuals, of whom only a proportion will be motivated by any given factor. It will therefore be prudent upon every manager to take the time to try to determine the unique characteristics of each member of his workforce. Thus, will he comprehend what is necessary to gain the satisfaction of his employees. Although Herzbergs Motivation-Hygiene Theory, when analysed deeply, might seem somewhat incomplete or basic, it is impossible to disregard that it is given credence and has been studied from shortly after its initial publication up until the present day. Consequently, it can be affirmed that, even with its faults, there is a lot of truth in the theory, and that the different factors he cited are generally more likely to cause satisfaction/dissatisfaction to the workforce of an organisation. Undoubtedly, Frederick Herzbergs main contribution to modern management has been his recognition of the factors that could motivate or dissatisfy a workforce. It was through his ideas and research that we now know that people endeavour to get â€Å"hygiene needs† merely as a reaction of discomfort, caused when the factors to achieve those needs are absent. Then and now, unsuccessful organisations fail to understand that it its very difficult to truly motivate their staff by concentrating on meeting their hygiene needs. At the same time, people are truly motivated, and hence perform at their best, when the motivational factors are achieved (i.e.: personal growth, development, etc.) which come to differentiate themselves from the hygiene factors because of the self-fulfilment they create for individuals. In the analytical study of the details of Herzbergs theory, we might consider an actual example drawn from daily life. Lets take the example of someone who inherits a large amount of money from a relative, enabling that person to live a comfortable life thereafter. For some people, this will represent the opportunity of a lifetime, since they can stop working and start enjoying a pleasant lifestyle, making use of their new wealth. However, there will be other people who, though giving-up their old jobs, will take the opportunity to create their own business. According to Herzbergs theory (and not really questioned today), these people who begin working on perusing their own desires will be satisfied and truly motivated, regardless of the money which they make, or that which they have already. People achieve these kinds of goals when they are truly motivated by factors such as: personal growth, responsibility, attainment, etc. If we examine the situation, it appears most certain that these people are not solely motivated by mere monetary desires. Since the venture of creating a new business, especially when you do not need it, involves persistent effort and a considerable level of commitment. Following the logic that the project has no guarantee of success, it would be erroneous to believe that they were motivated by potential income alone. Without resting importance on the value of money, we would consider it highly probable that the life of the person who stopped working would become rather empty and monotone. And at the same time, if the person does not know what to do with their money, it could easily vanish. On the other hand, if someone takes the opportunity to do whatever he enjoys or is good at, it is likely that he is going to achieve success. So based on this example, we can opine that the money itself will not be a significant motivator. Also for us as students, Herzbergs theory provides a pattern for us to follow. We certainly need some sense of satisfaction in order to be interested and feel motivated in our studies. It is always fulfilling when professors (our managers technically) endeavour to implement factors which might encourage motivation (i.e. feedback, advice, etc.) In opposition, when our hygiene needs are not meet: (i.e. deteriorated classrooms, unusable computers, etc.) , it can be a great cause of dissatisfaction. However, when these factors are in order, it is not a cause for us to show appreciation. In conclusion, at first glance it might appear that Herzbergs theory is simple and rather incomplete. Yet all critics agree that his theory encompasses a number of facts that were ignored before Herzberg came into play. He discovered certain fundamental problems that needed to be addressed in order to maintain employee well-being in a company. Herzberg contributed tremendously to the understanding that managers could create an hygienically effective environment, and he provided them with the important factors that he considered to be fundamental to the pursuit of improvement in staff performance. Even though his theory is a general one, focusing as it does on the frequency rather than on the intensity of problems, it certainly provides an excellent guide for managers in their aim of discovering and setting standards in factors that, if present, would benefit their business. Obviously, as discussed earlier, each person or company will react differently to any given action or situation. For this reason, rather than applying Herzbergs theory textually, managers should dedicate some time to investigating and understanding the individual reasons that might motivate or could cause dissatisfaction to a member of their staff. Putting this strategy into practice, managers could easily identify the problems that might be affecting the staffs well-being, as well as directly make use of those factors which they reckon might improve employee performance. Following on from this idea, it should also be easy to satisfy the hygiene needs of their employees. In case of a shortcoming in these f actors, managers should work together with their staff to address and resolve these deficiencies. Equilibrium and well-being is best achieved through striving always for a constant balance when making our decisions. Hence, every person must evaluate their own individual reasons and fulfilment factors to give a meaning to their lives. Managers, in addition to finding these individual meanings, must in order to be successful, take-on the responsibility of establishing the best possible working circumstances, both for themselves and for their employees. Applying the basis of Herzbergs theory, certainly has the potential to create harmony, and hence a workforce motivated and satisfied with their jobs. It is highly probable that the output of the organisation will thereby be optimised as well. References Ajzen, I. Fishibein, M (1980), Understanding Attitudes and Predicting Social Behaviour, Pentice-Hall, Upper Saddle River, NJ Hertzberg, Frederick (1959) The Motivation to Work, New York. Herzberg, F. (1987) ‘One More Time: How do you motivate your Employees? New York. Locke, E.A. (1970) ‘The supervision is a motivator, Washington DC Locke, E. A. (1975) ‘The nature and cost of job satisfaction Chicago, Illinois. Maslow, A.H (1954) ‘Motivation and Personality, Harper Row Publisher, New York, NY. www.businessball.com 04 Nov 16:30 www.mftrou.com â€Å"Management for the rest of us† 15 Nov 12:00 www.emeraldasight.com 26 Nov 14:30

Spider man Essay -- essays research papers

We all have heard of Spider Man. He was the average teenager until he was bitten by a radioactive spider. I like Spider Man but I believe there are a lot of things missing in his movies. The police and government are portrayed poorly, as to assisting Spider Man or lack there of. Spider Man goes about doing his own thing, outside of the law. He is something we can all relate to and I believe that is why a lot of people like him. Most people would say they want to be like Spider Man because of his cool super human powers. I believe it would be a lot of hard work, dedication, and a lot of responsibility. Think about this, you would have two lives to live as a completely different person. You would have to keep up good grades, make some money to live on, support your family in one life, then save people, fight crime, and kill villains in the other life. It would be way to overwhelming for me.   Ã‚  Ã‚  Ã‚  Ã‚  To fight crime, Peter needs a costume and a mask of some sort to hide his identity. He is a pretty good artist and draws his costume that he wants. Since Peter doesn’t have much money, he decides to make his own costume. My question is how Peter could possibly know how to make a spandex costume to fit him perfectly, and look awesome without any flaws? Just because he has super human powers doesn’t mean he can design and make a costume as perfect as his. I don’t think a lot of people take this into consideration. But if Peter had it made by a company of some sort, it would be fairly easy to trace and find who owns/ordered the costume. I think the creators knew about this, but didn’t know how to solve the problem so they just kind of skipped it. On the other hand, I like how the creators of Spider Man didn’t give him an endless budget, like Batman.   Ã‚  Ã‚  Ã‚  Ã‚  Bruce Wayne was a poor kid from a poor city. His family was killed and he decides to fight crime, similar to Spider Man. Only Batman, some how got extremely rich to own his own cave, custom Bat Mobile, and have some sweet gadgets. I don’t know a lot about Batman, but I know enough that money doesn’t grow on trees. Besides, even if he did get the money reasonably, there would be other flaws. For example, there is no way he built his car him self. He had to have had a body shop customize it. And if this were the case, it wouldn’t be too hard for Joker or someone to find out... ... his uncle would still be alive, and he would still have a best friend.   Ã‚  Ã‚  Ã‚  Ã‚  Throughout the movies Spider Man and Spider Man 2, Peter Parker struggles with his grades and jobs. I am currently in school, and have a part time job so I know that there is a lot of work to achieve. Peter Parker on the other hand, has my same situation, plus he has to try and save the entire City. I think that there is no way humanly possible to maintain good grades and keep his job when you have an alternate Super ego. You wouldn’t have the time to study unless you didn’t go to sleep and if you try and study and then sleep, you wouldn’t have enough time to save the city. It might work if you saved the city while you were studying, but multi tasking wouldn’t work very well while saving people’s lives.   Ã‚  Ã‚  Ã‚  Ã‚  In conclusion, Spider Man is a very unrealistic super hero. There is no way someone would put their family and friends in danger by being the city’s super hero. The police and government would surely have you arrested and/or killed for making unwarranted arrests. No matter how unrealistic Spider Man is, he is the most realistic of all the other heroes.