Appropriate Classroom Behavior for Young Children Essay

Planning an effective classroom environment includes structuring the physical arrangement of the classroom to increase appropriate behaviors, such as engagement, and decrease the probability of challenging behaviors. There are different strategies for structuring the physical classroom include: arranging the classroom to ensure visual monitoring of children, arranging activity centers to support children’s appropriate behaviors (e.g., limiting the number of children in a center) and facilitating smooth transitions among activities (e.g., organizing The location of materials on shelves), and arranging materials in the classroom to promote engagement, mastery, and independence (Lawry, J., Danko, C., & Strain, P. (1999). When a child’s independence is increased, it builds their confidence and is this is less likely to create challenging behavior. Children like certainty! When teachers begin to create the daily schedule of the classroom, they should consider different factors. For example, going over numbers, alphabets, or even reviewing the story for the day should most likely be done in the morning rather than the afternoon because children are more alert then. Children need to learn how to work and cooperate with one another. Aggressive behavior can be seen in the way in which some children express their anger or frustration over a situation (Gable, R. A. 2004). However, it is not acceptable classroom behavior. Children need to understand that using words instead of actions is the more effective way of communicating their feelings. When children become aggressive it’s usually because they struggle socially. Contributing Factors The fact that Ron was moved from one classroom environment to another played a major part on his challenging behavior. Unexpected change in routine for children can cause a child to act out and become defiant. When students know what routine to expect, they are more likely to feel that they are in control of their environment which reduces misbehavior in the classroom (Brown, W.H., Odom, S.L., & Conroy, M.A. 2001). Another thing that contributed in Ron’s challenging behavior is his short attention span. Having short attention span can come from various of things such as the child’s desk placed where there’s heavy activity going on in the classroom or ADHD. Strategies To address Ron’s behavior, I will first implement classroom rules and procedures. I will go back to the beginning of the school year and follow those same procedures as I did with the other students and share them with Ron as well. The second thing is that I will place Ron where there is less distraction going on to keep him focused and from distraction. By doing this, I will decrease his chance of misbehaving. If he has nothing around to distract him, he’s more than likely to pay attention to what’s going on at his desk or on the carpet. References Lawry, J., Danko, C., & Strain, P. (1999). Examining The role of the classroom environment in the prevention of problem behaviors Gable, R. A. (2004). School-wide positive discipline. Richmond, VA: Virginia Department of Education Brown, W.H., Odom, S.L., & Conroy, M.A. (2001). An intervention hierarchy for promoting preschool children’s peer interactions in natural environments. Topics in Early Childhood Special Education, 21, 90 – 134

Not as Easy as 1,2,3 Essay

People, Work & Organizations- MGMT20124 Assessment 1- Report Case Study Not as Easy as 1, 2, 3 Contents Contents2 Executive Summary4 1- Introduction5 1. 1 Background to the report5 1. 2 Scope5 1. 3 Aims 6 2- Discussion7 2. 1 Organizational Justice7 2. 2 Perception errors 8 2. 3 Stress8 2. 4 Exit-Voice- loyalty ­-Neglect model8 2. 5 Team work 9 2. 6 Motivation9 3- Literature review10 3. 1 Organizational Justice10 3. 2 Maslow’s needs hierarchy theory12 3. 3 Expectancy theory14 4- Solutions and suggestions18 4. 1 Organisational Justice 18 4. 2 Stress 19 4. 3 Improving feedback process21 5- Conclusion22 References24 Executive Summary There are three purposes for this report. It attempts to indentify the problems in the case study Not as Easy as 1, 2, 3. Accordingly, it discusses about six main problems in ABC consulting firm that have negative impact on the organization effectiveness and the productivity of the objectives. These problems are; ABC consulting organization failed in implemented the organizational justice. Next one is the perception errors of Janet, the client manager and human resource director. The third problem is George was forced in the stress situation and George’s dissatisfaction about job and work behaviors which caused to the exit-voice-loyalty-neglect actions is the problem number four. The fifth is teamwork environment, processes and the last problem is ABC consulting failed to implement the motivation procedures in motivating its staffs. In addition, it also mentions about the theories which related to each problem. The second aim of this report is to explain the literature review of some theories that are related to the case study’s problems and solutions. Particularly, the organization motivation justice theory, Maslow’s hierarchy needs theory and the expectancy theory. Lastly, this report intends to discuss about the solutions and suggestions in relation to the case’s problems such as, develop consistent organizational justice system, the methods to relief stress, and implement probably feedback processes system. 1- Introduction 1. 1 Background to the report In recent years, organizational behaviors are very significant in every company which can have positive or negative impact on individuals, groups and structures within an organization for the purpose of applying such knowledge towards improving an organization’s effectiveness. It is because there are many issues need to be considered if an organization wants to be successful in managing people, and maximize their ability and capacity. Hence, each organization needs to create a consistent system that can motivate its staffs and also try to satisfy their needs in order to improve the productivity of the objectives. One of the motivate systems is organizational justice system which provides the fairness or distributive, procedural and interactional justice in the firm. Furthermore, there are many theories discuss about the methods that can be satisfied the employees’ needs such as; Maslow’s needs hierarchy theory and expectancy motivation theory etc. For example, Khin (2010) states that many Malaysian companies’ perspectives about the affect of organizational justice on employees’ job satisfaction, organizational commitment and turnover intention. They implemented the questionnaires around 300 employees about the distributive and procedural justice in a small to medium firms and the result showed that individuals were satisfy with their jobs, had more committed to the organizations and the organizational justice also provided appropriate working environment that can potentially heaps benefits like cost associated to employees retentions, influencing positive behaviors among employees, and thus achieve effectiveness and high productivity in the organization. 1. 2 Scope The case study Not as Easy as 1, 2, 3 focuses on several problems in ABC consulting firm. George was a new consultant staff in ABC firm who was employed by ABC because he impressed ABC’s human resource director and Janet, the client manger in the interview time. They said George was exactly sort of people they are looking for and promise him will get onto bonus system after three months probation. George was assigned in a project team with Daniel, the project manager and Janet, his duty is writing the report. However, nobody guided him how to write the report or told him about the role expectations; hence he could not complete his ideas in the report probably at the first meeting between him, Daniel and Janet. George’s manager disappointed about his report, they said â€Å"we thought you were a little more extroverted†. George was stress and tried to work more hours and put more efforts but had not satisfied his manager when he emailed his report two nights before it was due. Yet, Janet ripped his report to shreds, and told him she needs something more useful. It caused George felt down and lost his motivation, he came to work late, left early and took longer break than usual. He wanted to stay in ABC because of the bonus which his manger and human resource director promise him that everyone can get it after three months. Nevertheless, at the review meeting Janet and human resource director told him that he could not get onto the bonus system because he has not performed at they expected. Consequently, George sent out job applications in that night. 1. 3 Aims The purpose of this report are threefold, these include: Identify the issues in ABC consulting firm which have negative affect to organizational behaviors. Particularly, the six main problems are; ABC consulting organization failed in implemented the organizational justice. Next one is the perception errors of Janet, the client manager and human resource director. The third problem is George was forced in the stress situation. Another issue is George’s dissatisfaction about job and work behaviors which caused to the exit-voice-loyalty-neglect actions. The fifth is teamwork environment, processes and the last problem is ABC consulting failed to implement the motivation procedures in motivating its staffs. The literature review, explain the theories which are related to the case study’s problems in order to the motivation and satisfy employees’ needs. There are three important theories include; organizational motivation justice, Maslow’s hierarchy needs theory, and expectancy theory. Finally, the author provides some solutions and suggestions for the problems in ABC consulting firm such as, develop consistent organizational justice system, the methods to relief stress, and implement probably feedback processes system. 2- Discussion The case study NOT AS EASY AS 1, 2, 3 is facing with some significant problems in the organizational behavior that could have negative affect to employees’ performances, motivation, counterproductive behavior, and organizational citizenship etc. Yet, there are several issues in this case study but the author is focusing on six particular problems in ABC Consulting organization described as follows: 2. 1 Organizational Justice The first issue in ABC consulting company is the organizational justice. Organizational justice is the study of the concerns about fairness in the workplace which includes the distribution of resources has to do with distributive justice, and the fairness of decision-making procedures has to do with procedural justice (Greenberg 1990). Furthermore, Perceptions of distributive justice is one of the reasons employees want to withdraw from the organization (Cohen-Charash ; Spector 2001). In fact, ABC consulting had failed to maintain the fairness in the workplace which included: the procedural justice, George is the new staff in ABC consulting but he did not get any instruction or support to do the first client report. Besides, the distributive justice, the human resource director said that George will be eligible to get onto the bonus system as same as everyone in the company after three months’ probation but at the end of the probation period George could not get onto this bonus system. Consequences, the failure of fairness in workplace resulted George wanted to leave ABC consulting company, he was sending out the job applications. 2. 2 Perception errors The next problem in ABC consulting company is the perception errors of human resource director and Janet who is George area manager and this error can be explained in the Halo Effect theory. The â€Å"Halo Effect† is a type of perceptual error where people perception of one personality trait influences how they view a person’s entire personality (Pollock 2012). The case study pointed out clearly that the human resource director and George’s area manager Janet said he was the exactly sort of person they are looking for because of the impression of George in the interview time, but they seemed to disappointed about George after the first meeting as Janet told him â€Å"We thought you were a little more extroverted†. The perception error of Janet and human resource director has leaded to unproductive of task and George’s dissatisfaction about his job. 2. 3 Stress Another problem is George was forced in a stress situation. Stress is something or situations that are perceived as challenging or threatening to the wellbeing of an individual. These conditions may lead to poor work performance, less work productivity (Colligan et al. 2006). George definitely is facing with the stress due to Janet’s commented on him â€Å"George sensed from Janet’s commented that she was disappointed†. Hence, he had to work from 7. 00 Am to 7. 00 Pm in the office and often do extra work at home. Yet, there were not useful points of his report even in the second time, Janet said she hope George has something useful to present on Monday after she read his report. 2. 4 Exit-Voice- loyalty ­-Neglect model The fourth issue is George’s dissatisfaction about job and work behaviours which caused to the exit-voice-loyalty-neglect actions and this type of actions can be identified in exit-voice-loyalty-neglect (EVLN) model. EVLN is a template that identifies ways that employees respond to dissatisfaction job (Hirschman 1970). Obviously, George was not satisfied with his job. Firstly, George had emailed the report again to his manger but she had been ripped to shreds. Thus, he felt anger, resentment and was not willing to do anything more on the project unless instructed to. Additionally, he had some reflected actions to his job dissatisfaction, Such as; he wanted exit from ABC consulting firm, â€Å"he was sending out job applications† after the company rejected him to get onto the bonus system. This action showed that George had a low loyalty in ABC consulting organisation â€Å"low loyalty produced exit with job dissatisfaction†. He also engaged in counterproductive behaviours (voice), George said he would only do absolute minimum, nothing more and he did not want to continue in dazzling anyone in the organisation. In last, he had reduced work effort, paid less attention to quality and increased absenteeism and lateness (neglect). It can be illustrated that he came to work late, left earlier, and took longer break than usual. 2. 5 Team work The fifth problem, ABC consulting firm had problem in organising a teamwork environment and processes. Teamwork is the cooperative and coordinated effort on the part of two or more people who work together as a team or in the interest of a common cause, which is normally the tasks set by the company (Salas et al. 2008). Probably, Daniel the project manager and Janet the client manager know that George is new staff in the organisation but they were not helping George as a team member. They did not give instructions or even ask if George has got any problem with the report and only expected on George will finish the report more than what he has done. 2. 6 Motivation Finally, ABC consulting failed to implement the motivation procedures in motivating its staffs. Motivation is the forces within a person that impact on an individual’s direction, intensity and persistence of voluntary behaviour (McShane et al. 2013). Particularly, ABC consulting firm was not successful in motivating George. First of all, they failed to identify the ability of George and the ability can make a difference in task performance and behaviour. They thought George was a bit more extroverted, that is why George could not complete the report well as they expected. The second is competencies of George; it includes knowledge, skills, personality, and self-concept, values etc. that results in superior performance. People can realise that ABC consulting firm did not implement well in matching George’s competencies with job’s task requirements and even though they did not provide any training for George, it caused an unproductive of George performance and organisational effectiveness. Moreover, the failure of ABC consulting firm in identifying the role perception to George that means they did not help George understand the job duties assigned to or expected of him. Thus, George could not finish his report as his manager wanted. 3- Literature review The problems in the case study Not as Easy as 1, 2, 3 related with few particular theories in the organisational behaviour which includes the organisational justice theories, motivational theories and expectancy theory of motivation. 3. 1 Organizational Justice The organisational justice contains the different theories that are distributive justice, procedural justice and interactional justice, and they all relate to the fairness in organisations. For example, fair payment, equal opportunities for promotion between employees, and personnel selection procedures etc†¦ Distributive justice is conceptualized as the fairness associated with decision outcomes and distribution of resources. An individuals react to actions and decisions of fairness made by organizations every day, and the distributing of outcomes or resources can be tangible (e. g. , pay) or intangible (e. g. , praise). Perceptions of distributive justice can motivate staffs when outcomes are considered to be equally applied (Adams 1965). On the other hand, procedural justice is defined as the fairness of the processes that lead to outcomes. When individuals feel the process involves characteristics such as consistency, accuracy, ethicality, and lack of bias then procedural justice is enhanced or they can have a voice in the process (Leventhal 1980). Additionally, interactional justice refers to the treatment that an individual receives the explanations or news with respect as decisions are made (Bies & Moag 1986). Colquitt (2001) also declares that interactional justice is divided into two components: interpersonal and informational justice. Interpersonal justice that means the respect and propriety in people behaviours, besides informational justice related to the fairness of the explanations given in terms of their timeliness, specificity, and truthfulness. Therefore, the fairness is very significant in every organisation because people attitudes and behaviours are affected by the fairness of the managers’ decisions that can impact job attitudes and work performances and behaviours. Furthermore, Perceptions of justice can also impact many key organizational outcomes such as motivation (Latham & Pinder 2005) and job satisfaction (Al-Zu’bi 2010). There are some common outcomes affected by organizational justice include trust, performance, job satisfaction, organizational commitment, organizational citizenship behaviours, counterproductive work behaviours, and absenteeism and so on. Firstly, trust can be built from the employee’s belief that since current organizational decisions are fair, future organizational decisions will be fair. In addition, a positive relationship between an employees and supervisors can lead to trust in the company (Karriker & Williams 2009). According to (Hubbell & Chory-Assad, 2005; Cohen-Charash & Spector, 2001) procedural justice is the strongest related to trust in organisations. Secondly, work performance is also affected by organisational justice. Procedural justice affects performances as a result of its impact on employee attitudes. Distributive justice affects performances when efficiency and productivity are involved (Cohen-Charash & Spector 2001). Thus, organisations need to improve the organisational justice in order to increase the productivities and performances. Karriker & Williams (2009) also states that improving justice perceptions can improve productivity and performance. Thirdly, Job satisfaction and organizational commitment, (Al-Zu’bi 2010) declared that the greater of employee’s perceptions of justice result in higher levels of job satisfaction and greater injustice perception will result in lower levels of job satisfaction. Moreover, DeConick 2010; Cohen-Charash & Spector (2001) argues that if employees feel the fairness in procedural justice within the organisation, it will result more commitment to the firm and vice versa. Fourthly, the organizational actions and decisions are perceived as more just, employees are more likely to engage in organisational citizenship behaviours (Karriker & Williams 2009). Fifthly, the Counterproductive work behaviours (CWBs), there are many reasons that explain why organizational justice can affect CWBs. For example, increased judgments of procedural injustice can lead to employees’ unwillingness to comply with an organization’s rules because the relationship between perceived procedural injustice and CWBs could be mediated by perceived normative conflict, the extent to which individuals feel conflict between the norms of their workgroup and the policy of the organization (Cohen-Charash & Spector 2001),. Finally, the Absenteeism and withdrawal of employees due to the perception of organisational justice, such as someone could not get onto a bonus or promotion is an example of a situation in which feelings of injustice may lead to absenteeism from work without reason. Furthermore, distributive justice perceptions are most strongly related to withdrawal in the company (Cohen-Charash & Spector 2001). In addition, there are several motivational theories in the organization which relates to many different aspects. Yet, the author is only focuses on the Maslow’s needs hierarchy theory and Expectancy theory of motivation because these theories have involved in the problems in ABC consulting firm. 3. 2 Maslow’s needs hierarchy theory Maslow’s needs hierarchy theory is a motivation theory of needs arranged in hierarchy, it use to motivate people of fulfil their needs from lower to higher. Maslow used the terms Physiological, Safety, Belongingness (Love), Esteem and Self-Actualization needs to describe the pattern that human motivations generally move through (McShane et al. 2013). Physiological needs Physiological needs are the physical requirements for people survival in the workplace, if they are not satisfy with these needs, their body cannot function properly and will ultimately fail. Physiological needs of individuals are thought to be the most important; they should be met first in order to implement their tasks and function well in the organisations. For example, food, air, water, shelter, etc. Safety needs Every organisation needs to ensure that their employees are safe at work, with their physical needs relatively satisfied, the individual’s safety needs take precedence and dominate behaviours. The safety and security needs comprise personal security, financial security, health and wellbeing security and Safety net against accidents/illness and their adverse impacts such as; working violence, natural disaster, job security, economic crisis, resources, morality, health etc. (Maslow 1954). Love and belongingness The company has fulfilled employees’ physiological and safety needs, they need to motivate their staffs with third level of human needs which is interpersonal and involves feelings of belongingness. According to Maslow (1943), people need to feel a sense of belonging and acceptance among their social groups including small groups (intimate partners, mentors, colleagues, and confidants), and large groups (sport teams, professional organisations, clubs). Belongingness and loved are very important because there are many people become susceptible to loneliness, social anxiety, and clinical depression in the absence of this love or belonging element, Hence organisations should satisfy this type of need in order to motivate its employees. Esteem Every individual needs to feel respected; it contains the need to have self-esteem and self-respect. Esteem presents the typical people want to be accepted and valued by others. People are likely engaged in a profession or hobby to gain recognition and these activities give the individual a sense of contribution or value. Most people in the companies have a need for stable self-respect and self-esteem and these needs can be described in two versions. Maslow (1954) points out two versions of esteem needs: a â€Å"lower† version and a â€Å"higher† version. The need of respect from others people is lower version of esteem, such as a status, recognition, fame, prestige, and attention. The need for self-respect is higher version, for example, the person may have a need for strength, competence, mastery, self-confidence, independence and freedom. Self-actualization This is the highest level of needs in order to motivate staffs of Maslow’s hierarchy needs theory. Maslow (1954) contends this level as the desire to accomplish everything that employees can, to become the most that people can be. Individuals may perceive or focus on this need very specifically. For example the self-actualization needs are morality, creativity, spontaneity, problem solving etc. Maslow also states that to understand this level of need, individuals must not only gain the previous needs, but they have to master them. In general, the lower-order of needs (physiological, safety, and love) and the higher-order (self-esteem and self-actualization) of needs are classified in Maslow’s hierarchy of needs is not universal and may different due to the cultures, individual differences and availability of resources in the region or geopolitical entity and country. On the other hand, Maslow’s hierarchy of needs fails to demonstrate and expand upon the differences between the intellectual and social needs of those raised in individualistic societies and collectivist societies. 3. 3 Expectancy theory Expectancy theory is a motivation theory based on the idea that people believe there are relationships between the efforts they put forth at work, the performances they achieve from those efforts, and the rewards they receive from their efforts and performances. In other words, people will be motivated if they believe that more effort will result to good performance and good performance will get the desired rewards (Fred 2011). According to Vroom (1964), (Chen ; Miller 1994) the expectancy theory contains three components as follows: Expectancy: Expectancy could be explained as the belief that strong or more effort will lead to better performances. This can be described by the thinking of if individuals work harder, they will make the outcomes better. However, in order to get better results individuals also need to have the correct resources available, the skills that are match with the job at hand, and having the necessary support to accomplish the job correctly. Instrumentality: Instrumentality can be described as the thought that if people perform well, then those people will get the value outcomes. Nevertheless, trust and respect for managers who make decisions on individuals deserve to receive what rewards, and see the transparency in the processes of who gets what rewards is something that help instrumentality is having a clear understanding of the relationship between performances and the outcomes. Valence: Valence means â€Å"value† and refers to beliefs about desired outcomes. There are individuals differences in the level of value associated with any specific outcomes. For instance, the bonus may not motivate employees if some one is motivated by increased status, promotion. Valence can be thought of as the pressure or significance that a individual puts on an expected outcomes. Vroom (1964) alleges that the force of motivation in an employee can be calculated using the formula: Motivation = Valence*Expectancy*Instrumentality Application of Expectancy Theory in the Workplace Organizational Applications: Expectancy Leaders need to have an ability to understand expectancy as related to the E-P linkage because it is very useful in the organisations. There are five different components for a manager to keep in mind concerning this linkage. First, a leader needs to design some challenging tasks for employees because unchallenging tasks can make employees feel boredom, frustration and marginal performance. Challenging objectives allow for self-confidence, education, ability development, training, skills and experience, among other things (Isaac et al. 2001). The next component is a leader must consider their staffs’ competencies because individuals differ on experience, knowledge, training, skill, and educational level etc. objectives need to be assigned based on the individual’s level of abilities, if people feel they are not capable to finish the works assigned, the E-P linkage will be weak. A good leader needs to provide the necessary skills to the followers in order for them to be successful (Vroom 1964). Third, managers have to recognize that its employees differ greatly regarding their levels of self-esteem in regards to completing a task. Fourth, leaders need to determine and specify which are possible or impossible outcomes constitute acceptable performances. The leaders and its staffs both need to communicate and reach a mutual agreement on the behaviour that represents a successful outcome for each of them. Fifth, leaders need to recognize that expenditure of effort for many followers leads to satisfaction on the job (Brown & Peterson 1994). Most of employees want to feel useful, competent, involved and productive. The workplace provides a vehicle to fulfil these needs. A manager that is aware of these different aspects of people perceptions, as they relate to expectancy, can effectively understand and facilitate the E-P linkage for each of their employees (Isaac et al. 2001). Managing these elements effectively can help a leader to strengthen the expectancy of each of their followers. The strengths and Weaknesses of Expectancy Theory Strengths Expectations are influenced by incentives and rewards, with clearly goals set, this will trigger a motivational process that can improve performances. According to Vroom (1964) an individual’s motivational force can be equated to the level of expectancy multiplied by the instrumentality multiplied by the valance. If any one of these factors is scored as a zero, then the motivational score will also be zero (Penn State World Campus 2011). This can easily be seen in situations where a people believe the amount of effort put on tasks will not result in the expected rewards, in situations where the level of performances will not yield the desired outcomes or that the rewards will not have the desired value as expected, the individual’s motivational level will be zero (Penn State World Campus 2011). On the other hand, when all the components of the equation are high, the motivational force will also be high (Penn State World Campus 2011). In general, by utilizing expectancy theory, companies must understand the importance of demonstrating appreciation for their employees’ works, and as a result, their employees will perform stronger, and show more loyalty towards the organizations. Weaknesses The weaknesses of between-subject design can be seen in the distinct of each person places on the effort, performance and value of rewards, because this design is quantitative, the comparisons between people are hard to measure. In addition, the applications of the theory in the organisations, in some companies’ the rewards some employees receive might not be seen as attractive as many people change their idea of desired rewards. What may have been a good incentive at one point in time may no longer hold its value to that individual anymore (Penn State World Campus 2011). Expectancy theory is only focusing on the extrinsic motivational factors and the conscious decisions employees make about their performances. Many managers and staffs are not motivated solely by extrinsic factors, such as a pay check, bonus, or public recognition. Consequences, the concept of instrumentality is found to be ambiguous and difficult to operationalise (Wabba ; House 1974). Therefore, it is hard for leaders in an organization to really understand what motivates their employees before attempting to utilize the expectancy theory model. 4- Solutions and suggestions 4. 1 Organisational Justice The case study Not as Easy as 1, 2, 3 has shown that ABC consulting firm has the problem with the fairness in the organisation. Hence, in order to improve and protect the fairness in ABC firm, the organisation should design procedures so they can be consistently, clearly applied to all employees and work groups. For example, have a structured performance review process so all workers are reviewed using consistent criteria. Furthermore, they must develop a policy about organisational justice system which includes procedural justice, distributive justice and interactional justice; like ABC firm needs to provide training and give instruction about the tasks for all new staffs, or provide tests of applicants’ knowledge, skills and experiences. Moreover, on the procedural fairness of recruitment processes, the manager and human director should not promise anything till the new staffs have finished their tasks. The state of Queensland (2012) also alleges that appoints or promotes workers based on performance, using valid and reliable selection and recruitment methods. Because if they promise something to the new employees and they could not receive it later, they will feel disappointed. It causes employees want to leave the organisation and it costs company more to do other recruitments; like George who had sent out job applications after he was refused to get onto the bonus system as his manager and human resource director promised him in the interview. Additionally, in order to maintain the relational fairness the manager needs to treat workers with respect, dignity and politeness at all times. George manager, Janet who should comment and response on his work more polite and respectful, Janet said â€Å"we thought you were a little more extroverted† and â€Å"the report had been ripped to shreds†. Besides, managers have to ensure that management structures across the organisation and reporting lines within work team are clear. This will help workers know who they are accountable to and where they can go for help with work problems, and Ensure workers have an up to date role or position description, which includes the role purpose, reporting relationships and the key duties expected of them. 4. 2 Stress George was so stressed and he could not concentrate on anything, there was simply too much to do, and he had not much time left to implement his report. Particularly, George was stress due to the way his manager Janet treated him, unclear expectations, urgent deadlines etc. Hence, In order to develop an effective stress management program in ABC consulting firm, first way is individual intervention. This starts off by monitoring the stressors in the individual, observes what are the reasons of the stress, next is attacking that stressor and try to develop the methods to alleviate them in any way. Developing social support is vital in individual intervention, being with others to help individual cope has proven to be a very effective way to avoid stress (BMJ group 2013). In addition, according to Lehrer et al. (2007) there are several ways the organization can change that employers and managers can make in order to reduce workplace stress, presented below. Develop work, health and safety program Provide training, ensuring all employees are understand Show that every employee are valued and useful Provide chances for career development Establish a zero-tolerance policy for harassment Clearly identify individual employees’ roles and duties Consult staffs about scheduling and work rules Make management actions consistent with organ

Positive aspects of tourism

The rise in tourism has occured for many reasons.My first example is; over the past few years an incresseing amount of people in More Economically Developed Countries (MEDC'S) have much more time and money to spend. Because of this, more people in MEDC'S can spend more time and money going on holiday. My second example is that transport has been made much more comfortable, cheaper and quicker to use which has made more people pursaded to travel, because lots of places in the world can now be reached easily. My third point is that Tourists might want ot learn about new cutures and other, different life styles which might incresse the amount of toursim. My fourth and final point is that most holidays come in â€Å"package holidays† or â€Å"family packs† which are usally much cheaper, which will pursaded more people to go on holiday. There are many positive aspects of tourism.For instance, some Less Economically Developed Countries (LEDC'S) see tourism as a way to make there country more devloped so that they can become a more economically developed country, this connectes to the fact that tourism can help LEDC'S build there education system e.g. money to build schools, money for teachers, schools, collage or university. Tourism can help LEDC'S medically e.g. hospitals, money for medcine and treatment, hospital equipment, doctors and nurses and the money to build hospitals. My second point is that tourism in LEDC'S can help more people get jobs aand get more money in the country. Another good aspect of tourism would be that; local teenagers can become independant of there families by getting jobs, and providing money for themselves. Unfortunatley, there are many negative appects of tourism as well, which include; tourists may not respect local customs trodictions, which might offened the local people and other people living in that country. Also the rules in a diffrent country or place might be diffrent to what the tourists is ued to so they might end up offemding or even brakin the law! Even though the country gets money not all of it is atually spent on the country, most of it is atually spent in hotels, which is usally owened by foreign countries. Another bad aspect is that the World Trade Reasurchers Organization (WTRO) have shown that the curren pattern of world trade is not making a diffrence. It showed that LEDC'S are not gettig any richer some have even shown that LEDC'S are getting porrer becuse of the money spent of facilites e.g tourist attractions (buildings-e.x hotels) . Another bad point is that tourusm can lead to crime rate incresses by up to a whooping 49.83% this is almost half! the crime rate is a big issue and is some times uncontrollable. Tourism is managed in diffrent ways. Here are some examples: in Bostwana they have sustanable tourism, this provides jobs and opportunities for the people there without destroying there lifestyles or the enviroment for the future people and animals of Bostwana. They do this by letting tourist experice troditional activities e.g weaving cloth. This is sustanable and it gets more money in the country that can be put to good use e.g farming-for crops/food and there education-money can be put to schooling so more people can go to school. Another example of sustanible tourism is in Tanzania (east Africa) they have sustaible tourism as well e.g they have a national safrai park (Serengeti national park). this is sustanable because they do not harm the amimals as they are kept in wide vast open space to roam about freely, the vewier and tourists always see them from a distance, never to close to startle them. this means they are not harming the amimals in any way, so it is sustaible. In conclusion, I think tourism can be good only if it is sustanible, for example- what they are doing in Bostwana but not if it is unsustanble for example-what they are doing in a place in spain which is ruining ther beach in the end int wont be worth it.but over all i think tourism is good only if sustanible.

An Analysis of How the UK Newspapers Reported the Senkaku Islands Literature review

An Analysis of How the UK Newspapers Reported the Senkaku Islands Dispute - Literature review Example This part also concentrates on the interaction existing between the media and the governmental representatives. Moreover, another part focuses on the attributes depicting the manner and the extent through which the western media portray other nations. In this part, the western media of the UK and the US in the form of the newspapers has been mainly considered for acquiring a better understanding about the reporting of Senkaku Islands dispute. Furthermore, the section also concentrates on determining the importance of framing news and the coverage of the same in national or international context. In recent few years, it was observed that the geopolitical conflict between Japan and China accelerated to the extreme level. According to Hagstrom, (2012), this was prominently seen over the Senkaku Islands, also known as Diaoyu islands, according to the Chinese. The islands possessed a total area of around seven square kilometers, which is in the west of Okinawa islands and east of China. Although the argument about the dispute of Senkaku Islands has accelerated recently, the debate between the two countries over the issue had been from history. Pieces of evidence revealed that both the countries have strong arguments to claim for the land. However, several media reports have pointed out different argumentative articles about the aforesaid issue. In this regard, one of the reports published by BBC (2014) suggests of the presence of a disputed island in the East China Sea. The report also provided the pieces of evidence of eight such disputed and uninhabited islands and rocks that e xisted in the Eastern Sea of China. Based on the viewpoints presented by Storey (2013), the historical evidence of Senkaku Islands can be traced back from reviewing several books like â€Å"Voyage with a Tail Wind†. Through this particular book, it can be ascertained that Senkaku Islands is also popularly acknowledged as Diaoyu in China.   

Goals Essay Example | Topics and Well Written Essays - 750 words

Goals - Essay Example The first short term goal is communicative competence, communication is the key these days and it is very important to be good at receiving and sending messages. The following procedure will help in understanding this goal. Using language in authentic is the first step towards achieving this goal, banning the use of slangs in the classroom will help in facilitating this goal. Once this is done, providing the appropriate context is the next immediate target, students whose grammar is weak must be worked upon if the goal of communicative competence is to be achieved. The peers will play a pivotal role in this exercise, each student will evaluate the performance of their peer, and this will also facilitate team work in the classroom which will benefit the students in the long run. The last target which will help in achieving the goal of communicative competence is by making the students aware of the cultural use of language; this is extremely important and should be done by every teache r. The following section of the paper will shed light upon the medium term goals (6 months), ways which will be used to achieve this goal will also be comprehensively presented. Encouraging collaboration in the classroom is essential and every successful teacher manages to achieve this goal. ... Students will feel that the collaboration has improved when they work in groups and try their best to achieve the goals set for them. Another important step is to give freedom to students so that they can use language in the way they want, this will help the students learn from each other. Different students will use language in their own way; the teacher must ensure that the students use the language in the right way so that no student learns anything undesirable. Three important things must be taken care off when working towards this goal, the teacher must ensure that there is no communication gap, each activity must have a defined outcome. For instance, drawing a map is an activity which is task oriented and perhaps the best example of a task oriented activity. The teacher must also ensure that there is a time limit set for these activities so that the students can learn within a specific time limit. The long term goal (12 months) would be to facilitate mastery of a field; this is extremely difficult and requires a lot of diligence. â€Å"Your classroom is a training ground not only for future study in your field but also for many aspects of life. Great teachers help students master the fundamentals of their subject matter, which will pay off both for advanced study in their field and for students’ everyday understanding of the world.† (Teaching Goals) These goals will be measured by maintaining a diary which will record events on a daily basis, at the end of the week results will be analyzed. Students will be engaged in leisure activities should the results be good, else more efforts to accomplish the same goals will be put in. At the end of a three-month period if only 50% of the goals are met the

Critical Infrastructure Protection Essay Example | Topics and Well Written Essays - 750 words

Critical Infrastructure Protection - Essay Example c. Responsibilities-This particular unit performs various responsibilities pertaining to cross sector leadership and overarching leadership. The unit is also responsible for addressing all those broad complexities in relation to the federal system of the government (GAO, 2011; Homeland Security, 2009). 2. Explain what Critical Infrastructure Protection (CIP) initiatives are, what are protected, and the methods used to protect our assets CIP is referred to as a concept which signifies the responses that are made to tackle serious incidents involving the critical infrastructure in a particular region. In the concerned article of Government Accountability Office (GAO), CIP initiatives are: all round cyber security guidance in seven most vital sectors i.e. material, nuclear reactors, banking and finance, health care, information technology, water and solid wastes. The broad initiatives being rendered by CIP are specifically meant for protecting the above mentioned broad sectors. The meth ods used for protecting the assets included unique operations that mainly consisted of risk alterations (GAO, 2011; Homeland Security, 2009). 3. ... critical infrastructure. In relation to maintenance of critical infrastructure, the IS professionals need to consider the aspects of cyber security to a very large extent. Ensuring cyber security requirement of high level of technical knowhow inculcates accelerated level of critical thinking for analyzing the broad aspects of cyber security. The online atmosphere also consists of numerous amounts of hackers and malicious users who perform different illicit and unauthenticated activities in the web. They are also responsible for misinterpretation of facts and figures and gathers authenticated and restrictive information for the sole purpose of misuse. IS professional need to be well aware of such entities (GAO, 2011; Homeland Security, 2009). 4. Evaluate the Effectiveness of IS Professionals In Regard To Protecting the U.S.’S Critical Infrastructure The contributions of IS professionals in relation to protection of U.S.’s critical infrastructure is ideal in the context o f infrastructural development. The IS professional have greatly utilized the broad aspects of cyber security guidance in an in depth manner. This concept has been utilized not only in national but also in the international context, which is one of the broadest contributions that is served from the part of the IS professionals. In addition, they are also serving various purposes pertaining to the factors associated with improving the current Federal system in the U.S. All the activities reflecting from the parts of IS professionals aimed at a particular objective i.e. diversification of the infrastructural facilities and improving it thereby. The IS professionals are also responsible for improving the federal information systems, which is being carried out in alliance with National

Nursing Essay Example | Topics and Well Written Essays - 250 words - 9

Nursing - Essay Example Lack of confidence within ER is dangerous given that a nurse is expected to have good assessment skills in gathering patient history and physical assessment and results to poor determination of the right urgency levels to be applied to deal with emergency patients and this could result to complications or death (Manton, 2004). The delivery of trauma-focused cognitive-behavioral therapy to ER nurses aims at assisting nurses in attaining a more balanced picture to replace upsetting thoughts about traumatic events especially if such thoughts are distorted or irrational. ER nurses are expected to pay attention to detail and remain calm under pressure (Pegels, 2003). Through PSTD therapy, the ER nurse understands that their role involves urgent life-or-death situations daily and calm is needed to work with specific treatments. Working and managing staff that are older and more experienced staff in the ER is hard. In most cases, conflicts arise in problem resolution and this may delay attendance to the patient before arriving at a consensus. The experienced nurses’ belief their way is tested and bears more weight unlike that from novice nurses (Pegels,

An interpretive study of the failure of SMEs in the kingdom of the Essay

An interpretive study of the failure of SMEs in the kingdom of the Saudi Arabia - Essay Example Findings indicate that that main problems impacting growth and success of SMEs in the KSA are regulatory difficulties, credit and funding options, human capital, marketing and operational factors. Human capital (resource management), regulatory constraints and credit/funding options appear to be the main factors impacting SME success and growth in the KSA. Data released by the Riyadh Chamber of Commerce and Industry reveals that approximately 96% of Saudi businesses employ below 100 workers (Hertog, 2010). According to the Jeddah Chamber of Commerce and Industry, 95% of commercially registered businesses in the KSA are owned by SMEs and 71% of industrial businesses are SMEs (Hertog, 2010). Moreover, Hertog (2010) reports that SMEs account for 28% of the KSA’s overall economic activities. 7 The latest figures release demonstrate that as of 2008, there were over 700,000 SMEs actively in business in the SDI primarily owned by a sole proprietor. A further breakdown demonstrated that 47% of the KSA’s SMEs were attached to commercial and hotel industries; 27% were attached to construction; 12% were engaged in social services; and 8% were involved in â€Å"sundry other sectors† (Hertog, 2010, p. 17). Be that as it may, SMEs in the KSA only contribute to about 10% of the employment rate in the KSA and only contribute 14% of the entire production in industries and 8% â€Å"of the value of industrial goods exported† (Hertog, 2010, p.19). 7 Despite the growing interests in SMEs in the KSA, all indications are that SMEs have faced significant challenges in moving forward successfully and economically. SMEs in the KSA are said to have difficulties in terms of funding and credit; the function in a business climat that is decidedly â€Å"unfriendly†; they face regulatory challenges; and they operate â€Å"without the availability of basic statistics and data needed to ensure sound business decisions† (Bundagji, 2005, p. 1). It is

Managing Risk with Derivatives Essay Example | Topics and Well Written Essays - 1250 words

Managing Risk with Derivatives - Essay Example This paper attempts to discuss derivatives as a tool for financial risk management and its effectiveness in business risk management. In the finance literature, hedge refers to a technique in which an investment is made in certain securities to reduce or eliminate the risk of loss resulting from the fluctuations in the price of another security by taking two offset positions in the related security. Hedging is defined as a risk management strategy designed to offset risk of loss causing from fluctuations in the prices of commodities, currencies or securities ( LiPuma, 2004). Hedging helps to transfer the various risks without the need of buying any insurance policies. Hedging was commonly used in the commodities market by the traders to reduce the risk of loss caused by fluctuations in the price of a commodity. It was used by the trader to buy as well as sell the equal quantities of the same commodities in two different markets at same time with the expectation that a change in price in future in one market will help to offset by an opposite change in the other market. But now hedging could also be used in the sec urities and foreign exchange market. Source: One of the instrument or tool used to hedge risk is derivatives. ... Derivatives refer to the financial contracts or instruments that derive their value from the underlying asset like stocks, equity, bonds, commodities etc. Nowadays derivatives are also used by the investors and institutional borrowers. The people who use derivatives as a way of managing risk are called hedgers. The derivative instruments used for hedging purposes include forwards, futures, options, swaps and combination on these (hybrid). Derivatives are becoming increasingly important in international markets as a tool for risk management. Derivatives help lot to the corporate clients to separate their risks and transfer them to those who are ready to bear their risks. In addition to these derivatives are the cheapest and convenient means of hedging because in derivatives there is no actual delivery of underlying assets only the profit or loss on the derivative contract is adjusted. Moreover all the derivative instruments are very simple to operate without any tedious process in it. They can also be used by the companies to hedge their long tern risks (i.e., 10-15 year risk), which enable the companies to focus more on management decisions other than funding decisions. Further all derivative instruments are low cost products and offer high liquidity to the companies. Due to these reasons derivatives have become one of the essential tool for the companies to hedge their complex exposures and volatilities that they hav e to face in the financial markets today. However it is seen that the derivative instruments in recent times have come under general scrutiny because of its misuse made by the companies in managing the financial risks. Hence depending upon how it is used the derivatives can be both advantageous

Consumer behavior Essay Example | Topics and Well Written Essays - 250 words - 2

Consumer behavior - Essay Example Mini Cooper is not only about culture and social appeal, with regard to functionality, it is also considered as one of the best in its class. It is fuel efficient, sports a comfortable interior, reliable and well engineered for its size. Almost all who purchased Mini Cooper are impressed with its performance even if it is just a small car. Undeniably, the Mini Cooper is a unique car with a strong cultural root which not all cars possessed. Many cars may have good performance and style in terms of engineering and aesthetic appeal but it does not have the charm of good ole England appeal where the Queen rides the car herself. Thus, marketers will capitalize on this because this the Mini Coopers comparative advantage against its competitors which they could never have no matter how good their engineering is because cultural significance cannot be invented. It is either you have it (the car) or you do

Hotplate Wind and Rain Sensor Essay Example for Free

Hotplate Wind and Rain Sensor Essay By keeping the two heated plates at a constant set point temperature it is possible to measure the power necessary to maintain this temperature. The change in power over time needed to maintain this state can be equated with wind removing heat from the plates. We can also evaporate water off one of the plates and measure the work done by the system in evaporation. The further energy required by this plate for water evaporation when measured will constitute a rain sensor. These plates will from now on be referred to as the rain plate or top plate and the wind plate or bottom plate. If the bottom plate is kept dry while being exposed to the wind it can effectively act as a reference plate to evaluate how much extra work is being done to the plate exposed to the rain also. The plates can be seen as a point source in terms of wind exposure since the heated area is small, being ~35mm*65mm. By measuring the work done on the bottom plate from some initial reference point an estimate of the cooling effect of the wind on the plate can be made, e. g. f it takes 10W/hr to maintain a temperature of 25 °C in a dry wind free environment of 20 °C and it takes 2W/hr to maintain a temp of 21 °C in the same environment then in this case if there is an additional 2W/hr used in the system we can say that a wind chill factor of –1 is present. By using a chart of wind chill factors and an equation to calculate the wind chill velocities we can estimate the win d speed. The current standard equation describing wind chill is: Ideally this equation can be solved with a temperature reading derived from the wind plate and compared to a chart of wind chill factors to find a velocity value. The problem with this approach for laboratory purposes is that the equations results becomes unreliable for temperatures above about 10 °C and since all experimental readings were conducted at room temperature i. e. ~23 °C it was difficult to use this method satisfactorily. For the evaporation of rain the latent heat of evaporation or enthalpy of evaporation of water DHvap is tabulated and has been measured as 100 °C40. 657 kJ/mol 80 °C41. 585 kJ/mol Assuming that at 90 ° the value is 41kJ/mol and that the molecular mass of water is 18. 01508 gram/mol then using this value we can say that: If we also take into account the temperature of the Aluminium tray and the heat it passes to the water then we should get an estimate for how long it will take the system to evaporate 1ml of water. For the Al tray the specific heat is taken as 938J/kg/ °K and the temperature drops by about 8 °C when 1ml of water is applied. Using where m = 10. 7*10-3 kg , c = 938 J/kg/ °K , dT = 8 ° giving the energy imparted to the water by the Aluminium trays QAl = 80J By dividing the DHvap of the rainwater by the energy supplied by the plates we should get an estimate of the time it will take to evaporate 1ml of water from the plates. Since the time taken for the plate to reheat to its 90 ° set point value is included in the measurements it is unnecessary to include the heat transferred by the Aluminium plates in the estimates. Thus Since 1g of water  » 1ml of water it’s a good estimate to say this is the time the system will take to evaporate 0. 416mm of rain. The conversion rate of 1ml of water = 0. 416mm rain or 2. 4ml of water = 1mm of rain is based on the dimensions of the Aluminium trays which have a capacity of 12ml and a depth of 5mm. 412s/ml turns out to be a slightly high estimate for the time the system takes to evaporate 1ml of water. This is possibly due to impurities in the Aluminium trays, which can lead to increased thermal emissivity. Also impurities in the water can lead to a lower density and lower latent heat. 3INSTRUMENTATION, HARDWARE AND SOFTWARE 3. 1Hardware The initial hardware in the lab was inadequate although it provided a good copy of what is probably used in similar commercial applications. There were 2 x 2cm2 Aluminium plates which were heated by small power resistors, model RF2222. These were switched by the IRF510 0. 5? rectifier mosfets, which were inset in series with 47K? resistors to reduce overheating. Both circuit loops were wired in parallel to a single power source, i. e. while each switch had its own individual digital logic voltage of 5v or 0v, the hotplates shared one power source. This made it difficult to establish which plates were active and to distinguish them from one another. Another problem with this initial circuit setup was the inadequate size of the hotplates themselves. They were too small to attach the thermocouple devices to and too flat to collect rain in since they were only flat Aluminium. These were replaced with 2 Aluminium trays which had an area of 275 mm2 , an inside depth of 5mm, a total volume of ~12. ml each and masses of 10. 70g for the top tray and 12. 35g for the bottom tray respectively. Figure 1 Detail of the Aluminium Trays and Hot plates Figure 2 shows a block diagram for the final circuit design. Figure 2 Block Diagram for the Hot plate Circuit The first change made was to replace the power resistors with 2 DBK 30W hotplates with 5. 5W/m2 heat output. These are aluminium plates heated with nichrome wire wrapped in a tubular pattern inside them. They are available in a wide range of operating modes, both ac and dc and with various power and temperature ratings. For this project I chose the HP03-1/08-24 model since they have a maximum power drain of 30W and operate at DC voltages between 12—24V. Testing them with a voltmeter showed them to have a variable resistance. They recorded a maximum of 100W at their peak temperatures and 10W at their minimum. The circuits were redesigned so that each loop had its own individual power source. This was done to more accurately measure the activity of each plate. With a separate current and voltage indicator for each plate it was easier to determine which plate was drawing power, how much and when. It also helped overcome problems of inadequate power supply to the plates, which could demand a current in excess of 2A when heating initially due to their low resistance at that stage. The IRF510 mosfet switches in series with a 49KW resistor were later replaced with lower resistance IRFZ34N rectifiers which had a lower resistance of 0. 04? compared to 0. 5W for the IRF510 to reduce heating which was occurring in them in the initial heating phase of the plates when the system was switched on. These were added to the circuit in series with a 3. 9KW resistor. The purpose of these resistances was to avoid overheating in the mosfets causing thermal breakdown. During this phase the power to the plates was a maximum as the plate resistance was lowest ~10?. In addition the power drain was continuous until they reached their set temperature so the amount of time they were switched off was a minimum. Once they reach the set point temperature they then began switching and so the continuous on time for each one was reduced. It was this time difference along with the temperature difference of the plates that was measured in this experiment. The temperature at the Aluminium measurement surfaces was measured by 2 type-j thermocouples, which were connected to the PC via the USB-TC data acquisition unit. Aluminium trays were attached to the hotplates using a nylon clip and screws and the thermocouple devices were attached to the same side of these trays further down to measure the temperature of the Aluminium trays as opposed to the temperature of the hotplates. Digital outputs on the USB-TC unit were in turn connected to the mosfet rectifiers, which switched the power supply to the plates on and off. In this way the temperature at the plates was to be maintained at a set point assigned in the software on the PC. A third thermocouple was used to record the ambient temperature in order to help accommodate calibration of the system. Rain and wind were simulated using a dropper and a spray atomiser for rain while an air pump and a hot air paint stripper were used to simulate wind. In one sample I used ice as a rain source although the data from this may be inconclusive due to difficulties measuring the quantity of ice used. Visual estimation was the only way to measure it and trying to find a 1cm3. It should also be mentioned that neither the dropper nor the atomiser represent very accurate measurement sources with errors I estimate of about  ±0. 5ml. A Velocicalc handheld anemometer was used to measure the wind speeds produced by the wind sources. 3. 2Software Initial work was done on existing VIs (Virtual Instruments) that came packaged with the USB-TC device. These included simple programs to configure the digital ports on the device and to take a reading from an analogue thermocouple port. These helped me understand the workings of Labview and in particular the objects that would be pertinent to my project. The VI developed for the wind and rain sensors in Labview worked on a timed loop basis. The outer loop was timed at the same frequency as the analogue thermocouple inputs to avoid duplicating readings in the data log file. Inside this a second loop was used to continuously change the value at the digital output ports. Depending on the output value of the PID controller a further PID analysis tool would output a Boolean value thus switching the plates on or off. This allowed much more frequent changes to the plates on/off states thus allowing more accurate control of the plates. In order to get accurate time reading for the on/off states of the plates I set them to default off in the outside loop, this meant that in each 0. 5 sec loop iteration the maximum amount of time a plate could be active was 0. 4 sec. This meant that while the system was slower to reach its set point temperature it was less prone to overshooting the set point. This was an improvement on the initial VI that was only capable of switching at the same frequency as the analogue ports and was prone to overshoot the set point temperature by about 1.  °C 2 °C. In contrast the system now recorded average temperatures ~ 0. 5 °C below the set point. The software recorded all data to an excel file which was named arbitrarily according to the timestamp on the machine at the sample start time, e. g. hotplate_data_200713021234. xls. These files recorded about 7200 records per hr and were about 0. 5mb in size before any data analysis. Each file contains rows of readings, which contain a timest amp in milliseconds and 3 temperature readings, top plate, bottom plate and ambient room temperature. Figure 3 shows the time taken to evaporate 1ml of ice over a 10-minute period with the data showing a minimum temperature recorded of 70. 005 °C. The unusual low recorded on the bottom plate is due to the sample being taken before the plate had reached its set point temperature and can be ignored. Figure 4 and Figure 5 show the difference between 1ml of water where the plates can maintain 90 °C in a wind free environment and 1ml of water in a windy environment where the maximum rain plate temperature reached was 83 °C with the rain evaporating at ~69 °C. In both cases it takes less then 400 sec to evaporate the water despite the difference in temperatures at which the plates are operating in each case. It took ~300 sec in the wind free environment to evaporate the water and in the second scenario approx 350 sec. This time difference may have been primarily due to the cooling effect of the wind on the heating element of the rain plate. Figure 1 shows the gap between the plates that allowed the wind to act on the back of the rain plate. In this case I did tilt the plates towards the wind source slightly at an angle of ~10 ° to the horizontal so both plates were exposed to the wind source. This will have had an inevitable effect on both plate temperatures. In a real implementation of a system like this the back of the plates would be thermally isolated with some kind of insulating material thus giving more credence to the results and what they imply in terms of weather effects. However the difference in base temperature can be seen clearly in the second part of Figure 5 where the plates operate at a difference of ~5 °C due to the wind. In this instance the measured wind difference between the plates was 1m/s and with a wind temperature of 25 °C. In this case the wind speeds measured using the Velocicalc were 0. 26m/s at the rain plate, 1. 26m/s at the bottom plate and 3. 52m/s at the ambient temperature thermocouple, which was located about 5cm left of the plates. Average82. 5859389. 4717824. 44208 Min70. 00585. 30724. 179 Max90. 24990. 46624. 67 Figure 3 Ice sample 1ml 10 minutes sample Average83. 9734689. 6681423. 80404 Min72. 47588. 76123. 696 Max90. 36990. 44823. 991 Figure 4 Dropper sample 1ml 10 minutes Average84. 644385. 5546425. 30292 min63. 73476. 00623. 51 max90. 28390. 48229. 856 Figure 5 Dropper sample 10 minutes 1ml with wind source It is also interesting to see that the minimum temperature reached in water was 72. 475 °C as compared to 70 °C for ice and 63. 734 °C for water in windy conditions. This shows that maintaining set point against wind speed will be a strong factor in the power drain of a real system. I took several groups of readings over one-hour intervals and with different quantities of water to try and establish the linearity of the evaporation rate of the system. I also wished to compare the different behavior of the plates due to different methods of applying the water. This would correlate to light drizzle and driving rain in terms of weather conditions. To do this I took half of the measurements with a dropper syringe and half with a perfume atomizer. In this case it could be seen that the surface area of the water particles have a distinct effect on the time taken to evaporate them. Although it is also possible that applying the water with the atomizer may have led to some of the samples missing the tray or evaporating before they contacted the tray, the figures do show an apparent difference in effects.

Summarise the main development of a child from the age range 0-2, 3-5 years and 5-8 years Essay Example for Free

Summarise the main development of a child from the age range 0-2, 3-5 years and 5-8 years Essay Development is the process of gaining new skills in all areas of life. All children are individuals so, although they will all go through the same stages of development, they may not necessarily go through these at the same time. For this reason, the term ‘average child’ is used when talking about the process of development, but we should consider each child’s development progress individually. The development of a child is usually categorised into five main areas: Physical, Intellectual, Emotional, Social and Language. Physical Development. A newborn baby will lie on his back with his head to one side and his head will lag when he is pulled up to sit. He will have primitive reflexes, such as grasping and sucking. By 3 months he will be able to kick his legs, play with his own hands and lift his own head. At 6 months, he will be able to sit with support and pass a toy from one hand to the other. He will have made a large transition by 9 months and may sit without support, crawl or shuffle and will begin to use his index, middle finger and thumb together to pick up small items. He will have begun to walk unaided by 18 months, can use a spoon and will attempt to kick a ball. By 2 years, he will be able to use a pencil to make simple forms, build a tower of six bricks and start to use his preferred hand. Between 3 and 5 years, he will have the capacity to jump from a low step, pedal a tricycle and turn single pages in a book. His gross motor skills improvement will mean that he will be able to walk backwards and forwards along a line and aim, throw and catch a large ball. By 8 years old he will be able to jump from heights and he will have improved his balancing skills enough to walk along a wall or beam and ride a bicycle without stabilisers. The improvement in his fine motor skills will allow him to control a pencil in a small area and do detailed drawing. He will also have the control to tie and untie his shoelaces and build intricate models. Intellectual (or cognitive) development. Intellectual development is about how children learn, think and develop ideas. Children develop intellectually at different rates and some in areas that others do not. At birth a baby will blink in reaction to bright light and cry as a response to his basic needs. By 6 months he is easily distracted by movements and objects and will make attempts to reach out for  them. He will also put everything in his mouth. By 12 months he will recognise familiar people at 6 metres and be able to imitate those around him and the moods they express, for example laughing when someone he is with is laughing. By 2 years old he will enjoy imaginary play and will often talk to himself. He will be able to point to and recognise the names of parts of the body. Between the ages of 3 and 5 years, his fine motor skills will have increased enough to be able to control a pencil adequately and cut with scissors. He will be able to draw a square and a range of letters, some spontaneously and paint with a large paint brush. At 5 years of age, the concepts of numeracy and literacy will be within his capabilities and many children will be able to count and recognise simple words. Between the ages of 6 and 8 his ability to write will be developing, he will read simple books, predict next events and he will know his birthday. Emotional Development From birth a baby will be able to respond to their main carer. He will gaze intently at his carer and by 6 weeks will start to smile as a response to recognition of that person. At 6 months he will show the first signs of distress at the separation from his carer and fear of strangers.He will also actively seek attention.Between 9 and 12 months, he will enjoy the company of those people that he is familiar with. From 1 year old he will be more demanding and assertive and temper tantrums may start. He distinguishes between himself and others, but he is still egocentric and shows rage at being told ‘no’. He is also starting to develop object permanence, he no longer believes that an object that has been hidden is actually no longer there. At 2 years of age he will enjoy other children’s company but will still be reluctant to share his toys. He will, however, be able to cope with short periods of separation from his carer, for example while at nursery. At 3 years he is more aware of his own feelings and able to explain to others how he is feeling Between 5 and 8 years he will enjoy co-operative play and understand reasoning and taking turns. He will be increasingly less anxious about separation and have a good sense of self awareness. Social Development A baby is born with the ability to be sociable. If a baby becomes distressed, he can often be pacified by the sight, touch or smell of his main carer.Between the ages of 3 and 12 months he will be able to interact with his environment, imitating the moods displayed by others. He will discover how to play alone and entertain himself for lengthy periods. With his increasing mobility, he will become more confident and between 2 and 5 years old he will learn to make friends, even though at times he may resort to tantrums when he does not get his own way. By 8 years old he will be fairly independent and confident with an increasing sense of right and wrong and he will be able to form firm friendships with his peers. Language Development There are two distinct stages of language development; pre-linguistic and linguistic. The pre-linguistic stage is from birth to 12 months, when he starts to say his first words.This is the period in which a baby can only express himself by crying, when basic needs require attention, cooing, in response to his carer’s talk and gurgling or chuckling when playing. From about 9 months, he will begin to ‘babble’ sounds such as ‘mama’ or ‘dada’ and he will be able to imitate simple animal noises. The linguistic stage from 1 year old will bring the beginnings of recognisable words and the ‘average’ child will have a vocabulary of around 50 words by the time he is 2. Between 2 and 3 years he has a rapidly expanding vocabulary and can become frustrated if he is unable to express himself in words. By 5 years old he will be a confident speaker and will recognise new words and ask the meaning of them. His vocabulary will be in the region of some 5000 words. By 8 years old he will be able to speak in different tenses and explain himself with confidence.

Review of literature on employee management

Review of literature on employee management Management is not only about managing resources and controlling expenses. Although these are basic functions of management, theres more to management than just managing resources and controlling expenses. Another extremely important function of management is the ability to manage employees especially since they are the lifeline of any business. Given the downturn in the economy, many businesses have not only been forced to lay off employees, but theyve also been forced to close their doors due to a lack in demand. However, there are also businesses that have capitalized on the downturn of the economy to reduce overhead and increase employee productivity even if the need does not exist. This can certainly be a temporary fix, but squeezing everything out of employees does not appear to be the solution for long term business success. With that in mind, this paper will dive into some of the common management issues that businesses and leaders face today such as; the effects of poor lead ership, not motivating employees effectively, and not being able to manage conflict appropriately. Based on the study of these management issues, the study concludes that poor leadership can result in not providing proper direction and/or guidance to your employees to meet company goals, not motivating employees can result in a decrease in employee productivity, and not managing conflict can lead to low morale and even a belief of inequality among the workgroup if issues are not handled properly. Further research would be appropriate to explore solutions to these issues. Employee Management Issues Given the fact that every person and employee is different, managing employees effectively continues to be one of the most common management issues that businesses face in this demanding world of business. Businesses can certainly hire employees that have great credentials and impressive resumes. However, managing employees and addressing management issues effectively is just as important as hiring employees with the proper experience and education in order to establish a good employee base that will be instrumental for future success. With the above in mind, this study will focus on several employee management issues such as the effects of (a) poor leadership, (b) not motivating employees effectively, and (c) not being able to manage conflict appropriately. Review of related literature Poor leadership Employees not only need guidance from their managers or leaders, but they also need to know that they will be there to help them when they need them or to help put things back on the right track. Leadership need not imply that a leader is, by nature, wise, and inspirational. Darker forces sometimes drive leaders as well as their followers. Bad leadership is as ubiquitous as it is insidious (Kellerman, 2007, Pg 17). Kellerman (2007) further points out that, like good leaders, bad leaders are characterized by traits such as intelligence, high energy, strong drive for power and achievement, decisiveness, and determination. Bad leaders have a skill set that ranges from being good at communicating to being good decision making. Kellerman (2007) also describes bad leaders as, incompetent, rigid, intemperate, callous, corrupt, insular, and evil (Kellerman, 2007, Pg. 17). McGowan (2010) also notes, Leadership cant lead if it cant see (McGowan, 2010, Pg. 3). Many leaders/managers are not successful due to their authoritative leadership styles, resulting in increased communication gap with their employees. Such leaders are unable to earn the respect and loyalty of their employees, who simply follow their orders because of their authority. Accordingly, there is a greater possibility of turnover and absenteeism by the valuable workforce (Ahmed, Shields, White,  Ã‚  Wilbert, 2010, Pg. 108). Fowlie Wood (2009) further illustrate from one of their studies that, bad leadership equates to a lack of self-management and relationship management competencies (Fowlie Wood, 2009, Pg. 568). Lack of communication and guidance from management simply exacerbates existing or potential problems. As a result, this could then leave the employees feeling like no one is listening and the relationship between employees and management starts deteriorating. Poor motivation Once the relationship between employees and management starts to deteriorate, this can then lead to motivational issues. Managers need to realize that every employee is different. Some employees prefer to work independently while others like the continued feedback and support from their leaders. As Lazenby (2008) notes, a one-size-fits-all apprach to employee motivation doesnt work. Challenges that motivate one person might actually discourage another. Some individuals seem to have a high need for praise and recognition, even when their work is mediocre; others dont seem to care about those things (Lazenby, 2008, Pg. 22). As Lazenby (2008) further points out, People are different, and we need to master the skills needed to motivate different people (Lazenby,2008, Pg. 23). While some employees might be motivated by monetary rewards, managers also need to be aware that motivation could also depend on the age of the employee. Although one might not think that age is a factor when it comes to motivating workers it actually is. Younger employees tend to be more motivated by monetary rewards and older employees are generally motivated by other factors. As Kauffman (1987) points out, aging, in itself, does not lead to mental impairment, such as memory loss or a breakdown in intellect. They [older workers] may no longer be striving for top pay; they may see the need for better balance between work life and home life; their children may be self-supporting and their monetary needs are no longer a driving force (Kauffman, 1987, Pg. 43). Not motivating employees can then lead to inter-departmental or departmenta l conflict especially if employees believe inequality exists. Not managing conflict appropriately Conflict in the workplace is not always a bad thing. However, conflict thats not managed properly can certainly lead to bigger problems. Occasional conflict, if managed appropriately, can lead to creativity, better decision-making, and improved results. However, too much conflict can lead to a decrease in performance and group cohesion (Sikes, Gulbro, Shonesy, 2010, Pg. 48). Assael (1969) further notes that, constructive conflict results in improved communications between organizations, allowing for legitimate differences of interests and beliefs to emerge (Assael, 1969, Pg. 578). Culture wars can occur when the beliefs and habits of one cultural group come to dominate the norms of the workplace, making it difficult for members of other groups to be included, understood, and to attain success (Turner, 2007, Pg. 244). If conflict is not managed properly the results can ultimately affect the companys bottom line. They can substantially impact the vital organizational objective of serving customers (Tjosvold, Dann, Wong, 1992, Pg. 1). It is generally agreed by the organization theorists that organizational conflict should be managed rather than resolved to enhance individual, group, and system wide effectiveness. The management of organizational conflict involves the diagnosis of and intervention in conflict at intrapersonal, interpersonal, intragroup, and intergroup levels (Rahim, Afzalur, Garrett, Buntzman, 1992, Pg. 423-424). Rahim, Afzalur, Garrett, Buntzman further point out that, the difference between resolution and management of conflict is more than semantic. Conflict resolution implies reduction or elimination of conflict, whereas the management of conflict does not necessarily imply reduction or elimination of conflict (Rahim, Afzalur, Garrett, Buntzman, 1992, Pgs. 423-424). Conflict is almost certain to occur in work teams due to the fact that they are comprised of different people possessing different perceptions, personalities, and behaviors. Although incredibly effective, work teams may stumble upon barriers which must be overcome to allow for growth and continuation towards the common goals of the group. Unfortunately conflict cant be managed by walking away. You have to tackle the issue and, the important takeaway is not necessarily knowing how to eliminate conflict all together, but to eliminate the problems before they begin or be prepared to deal with the conflict as it is presented (Sikes, Gulbro, Shonesy, 2010, Pg. 48). Conclusion Employee management issues can have adverse effects to any business and ultimately to their bottom line. Furthermore, unaddressed issues and/or poor leadership tend to have a rippling effect that can start with one employee and work its way through departments or even entire companys if not addressed accordingly. Not managing employees appropriately can also lead to reduced opportunities not only for the employee, but for the company. In summary, poor leadership can result in not providing proper direction and/or guidance to your employees to meet company goals, not motivating employees can result in a decrease in employee productivity, and not managing conflict can lead to low morale or even a belief of inequality among the workgroup if issues are not handled properly. As Ahmed, Shields, White, Wilbert (2010) point out, Managers must have a mind-set to think beyond their job titles and focus more on developing and inspiring employees to accomplish organizational goals. After all, The ultimate goal of an organization is to maximize shareholders value and profitability, which is accomplished by integrating strong leadership with formal and informal communication networks (Ahmed, Shields, White, Wilbert, 2010, Pg 119). Given the fact that the human factor is part of any business, employee management issues are a common occurrence in the lives of every manager or leader. Thats not to say that theres nothing that can be done about it or suggest that managers or leaders should simply deal with the issues and move on. On the contrary, there are things that managers and leaders can do to overcome and/or minimize these employee management issues. However, further research would be appropriate to explore options and solutions that can be implemented to address these employee management issues.

My Writing Essay -- Personal Narrative Writing

My Writing In the past four years, I have written many papers for various classes, enjoying some and others having to choke out words to write down. In this memo I will describe my writing projects and how they made me become a better writer, and how they will continue to help develop me into a becoming a more prosperous writer. What I Really Learned in English 100 Well as a recent pupil of the Great McFadden I want to do all that I can to be on his good side, for he said that if I go one mile to meet him, he will go two miles to meet me, which seems more that fair. As an assignment I am told that I have to write what I learned in English 100 and how that it prepared me for English 200. Well since honesty is the best way of life, in my opinion, then I will be honest about what I learned in English 100. I didn’t learn very much at all in English 100, the teacher I had didn’t teach very well, and because of that, we all were on msn the whole time as he read from a book. Like most English classes we turned in our ruff drafts and they were returned to us with things we had to fix in order to receive a better grade. I also learned how to write a research paper that amounted to twelve pages, and many hours of hard dedicated work. Learning is an on going process, and a process of which one can never really stop learning. I would have to say I have an eagerness to learn. I usually learn fast and remember what it is that I was taught. I think it is very important in today’s society that a person should learn all that they can about how things work and how things are done for their own personal behalf. Having said that, I would also like to say that I like to learn what I am interested in, learning comes more natu... ...opinion on my paper would be a great help to me in making my paper better. I Like to Write About What Interests Me I am the type of writer who loves to write, but only really likes to write about stuff that interests me. I could write you a good story and my thoughts on running cause that is what I do, and it could be really good. Again you could ask me to write something on let’s say Global Warning and it could be so bad of a paper that nobody would want to read. I have not really written anything outside of my English classes before cause I am not interested in writing for myself. I do not think I am a bad write but I know that I am not a great writer. I love writing journals, and fun short stories. I just hope that taking these English courses will help me improve my writing skills, and to become more aware of what time of paper I am writing.

Cultural Expectations for Women within America :: essays research papers

Cultural Expectations for Women within America Every year about a million immigrants come to America in hope to start a better life for their family. They leave with virtually nothing, just the clothes on their backs and a few, hard earned coins. As they start a new life here in the United States, most immigrants tend to notice the drastic differences that are present between their culture and Western society, particularly in the way women are supposed to talk and behave. In the excerpt from â€Å"Memoirs of a Girlhood among Ghosts,† Maxine Hong Kingston addresses these hardships as a Chinese girl who is searching for her voice in America. During the excerpt, Kingston portrays fitting into these â€Å"cultural expectations† as absolutely necessary, as shown in the last paragraph in Page 10. She says things like â€Å"If you don’t talk†¦ then you can’t be a house wife.† Or â€Å"Don’t you ever want to be a cheerleader?† (Kingston 10) At the time of this scene, the narrator was so sure that the American way was the right way, that she bullies a younger student into changing. Alas the student never changes and the narrator falls sick for a year and a half because of her ill actions. However, plenty has changed since that time of the Korean War (1950’s.) Nowadays, these expectations of what is an American woman are changing. Compared to the 1950’s, women currently are holding much more power, and are viewed as a superior sex symbol. In the 1950’s, a woman’s life path was pretty clear cut, graduate from high school and find a good man while your ultimate goal is to start a family and maintain an orderly house. This is shown when Kingston says to the little girl â€Å"Some one has to marry you before you can become a housewife.† She says this as if becoming a housewife is a top priority for a woman. However presently, most women in America hold very respectable jobs and the role as housewife is slowly disappearing from American culture. Another example of modern day women showing strength is portrayed when the narrator’s mother goes on a cultural rampage and forces the narrator to go to the drug store and demand a piece of candy simply because the druggist missed the address of the house. This scene is shown in pages three, four, and five. By doing so the narrator comes off as poor and illogical.

The Hero’s Journey in Homers The Odyssey Essay -- Hero, Homer, Odysse

  Ã‚  Ã‚  Ã‚  Ã‚  The Hero’s Journey is never an easy one. This particular journey, as detailed in Homer’s The Odyssey, is one of struggle, loss, heartache, pain, growth and triumph. It is comprised of many steps that Odysseus has to overcome and battle through in order to achieve his final goal of reaching his home and his loved ones. From the Call to Adventure to the Freedom or Gift of living, Odysseus conquered them all. The story begins in the middle of the story, as many of the oral Greek traditions did, with the Journey of Telemachus to find his father. Although Telemachus has not yet met his father, it is almost as if they are journeying together, where the end of both of their journeys results in being reunited. Telemachus journeys from being a boy to becoming a man, while out in the sea Odysseus is battling Poseidon to return to the home that wife that he loves and the home he has left behind.   Ã‚  Ã‚  Ã‚  Ã‚   The first step in any hero’s journey is the Call to Adventure, or the seperation from the pack. For Odysseus this call happened while he was on Calypso’s Island. Up on Olympus Athena had convinced Zeus of her case and Hermes was dispatched to free Odysseus from Calypso’s grasp. Odysseus was settled here for quite some time and had no way of escape until Calypso was forced by the gods to let him go. This is where his journey begins. At first Odysseus is very skeptical of this freedom and thinks that it is a trick by Calypso, which is the denial stage that follows the call to adventure. This stage seperates Odysseus once agaian from what has become familiar to him. He is called to journey alone once again to gain what it is that he has wanted for so long. For Telemachus his call came due to the perils he was facing in his own home with suitors competing for his mother’s love. They started to eat him out of house and home and began to disrespect his mother. B efore this Telemachus had stayed quiet, and had not taken action. Telemachus got summoned to branch out from his mother and his home to venture out on a journey of his own. It was now his time to become a man.   Ã‚  Ã‚  Ã‚  Ã‚   In every journey the hero also has a mentor. In this story Athena, the gray-eyed goddess of wisdom, has taken on this role for both Odysseus and Telemachus. Athena was by Odysseus’ side as a guide for much of the beginning of his Journey. Athena also is a guide to Odysseus when he’s not even aware o... ...machus, through this journey, has become a man. When the story began Telemachus was a little boy with no figure in his life to really guide him stuck in a bad situation. Over the course of the journey Telemachus had to make due in many situations where respected elders surrounded him. In normal father to son relationships it is your father who teaches you and forces you to become a man. Somehow in this story, although Odysseus was not directly in Telemachus’ life, Odysseus did teach Telemachus how to be a man. It was Odysseus’ absence and hope of his return that was the driving force for Telemachus, and which made him eventually grow into manhood. The hero is the man who fights for what he loves. A hero is someone who rises above circumstance to take back what is his or hers. A hero is a man who was favored by the gods. All of these qualities and more can be found in both Odysseus and Telemachus. Odysseus and Telemachus both showed many manifestations of a hero throughout the Odyssey. It was a journey of change and growth for both men. Out of this journey they returned with much wisdom and personal gain. Odysseus and Telemachus have truly walked the path of the hero’s journey.

NeoMed Tech

Subject line: Describe what went right and what went wrong with this venture. Add in how you would fix the Identified problems, If this was your company. Needed Technologies developed a diagnostic device used for cardiac testing, and is headquartered in Ohio. They developed a CAD screen system to detect coronary artery disease. The company was founded in 2000 and is based in Cleveland, Ohio.Needed Technologies was faced with a lot of difficult decisions at the beginning when it came to where their product would best fit and be most successful. They ad developed a technology that could fit Into many markets, but needed to choose a product path and market. Their continued challenges occurred due to the changes In the market direction of venture capital opportunities and the funding available, all due to changes in the economy at that time.Due to the lack of funding, and a continued decline in Venture Capital funding along with a downturn in the economy; I believe had the economic situa tion been different at the time when they needed venture capital funding, the would've faced less challenges. The management team and Board of Directors were selected carefully and all had the experience and the background needed for success In the product market space. Needed Technologies had a strong business plan, and had conducted extensive research in initial planning stages.I believe based on the reading materials in this chapter; they did all the right things in the planning and early development stages. Although Needed Technologies had to contend with big name competitors and major players in the diagnostic and imaging market such as GE Medical and Philips, also located in the Ohio region; their strategy to be headquartered in Ohio was a sound decision. However, they should've investigated further in the opportunity to obtain venture capital funding outside of the Ohio region.Perhaps they could've spent more time studying competitive business cases of companies Like competit or, Heartaches, who specializes In the BEST test. The Heartaches product, although more costly, had seen success and was widely accepted in the Medical field. Despite the added cost of the Heartaches BEST test, they were seeing success in the market. One strategy change I would've considered early on was not applying all resources of their technology into one area.Needed Technologies should've considered applying their initial product development to the technology of screening for drugs, drug delivery applications or detecting cancer. These areas would've possibly allowed for a quick to market product, without the additional approvals, quality standards applied in the medical equipment space, and FDA approvals needed. Bringing a simpler product to market first could've brought in revenue to fund the long-term reduce focus off CAD screen system.The profits from a drug screening or drug delivery product could've assisted in funding their long-term product focus, they missed an opportu nity to develop a quick revenue steam. Defense space, for detection of nuclear weapons, or dirty bombs. With the shift later in Venture Capital funding opportunities, they could've experienced success in this area as well. Bottom-line, they put all their eggs in one basket; they failed to have a backup product to develop a quick revenue stream to further fund their long-term goal.However, without a crystal ball that was a difficult decision. There were clear signs of shifts in investment opportunities, the shift indicted investments being shifted towards Homeland Security, military applications, and protection from various biological and chemical threats. Needed Technologies should shift some of their resources to developing a product to fit into that area, thus allowing them the opportunity to obtain additional venture capital funding, and perhaps developing a profitable product in the Homeland Security space.The revenue stream from this reduce would allow them later to proceed wit h their CAD screen system. There was another area of investment that should've been further investigated, â€Å"Angel Investors†, most of who are Entrepreneurs themselves currently, or at some point in their career. Inviting one of the Angel investors a seat on the board, as well as leveraging the experience they have gained from starting their own company, dealing with the challenges of starting a business, and investigating further Venture capital funding areas.Needed Technologies should've reached out farther than Just the Ohio-based Venture Capital firms, this would've allowed them a broader audience of investors and opportunity. I don't believe holding off for perfection is necessarily wrong, especially when dealing with, and factoring in the value of human life. The Needed Technologies board of directors and upper level management all appeared to encompass strong ethics and while that might be a weakness to others, ethics are important and should never be compromised. T oo many companies take the short cut to success and people get hurt.