Brave New World †Manufactured Happiness Essay

First of all, it is believed that one must suffer unhappiness to truly know and appreciate happiness. However, that concept is incompatible with a utopia, as the point of a utopia is to be without sadness, pain and suffering. In that respect, the World State is a utopia. Secondly, the concept of knowing unhappiness to know happiness is what we have in our society. Let me ask you: are you truly happy? Maybe you are, but what if I told you that that was not true happiness. What if I told you everything you experienced and know about being happy was just an illusion? Could you comprehend such a thing? The citizens of the World State have lived their whole lives with Soma, promiscuous sex, feelies, and mini golf, that is all they know. To them, what they have is true happiness because they have never experienced anything else. They cannot even comprehend a greater happiness because all the necessary elements such as love, hate and accomplishment have been removed. Happiness in the World State can be compared to Soma, as they get all the pleasures of the world without any side effects such as pain and sadness While they do not know the negatives of life to appreciate their happiness, they are still happy, to what they think is the highest degree. Thirdly, everyone in the World State is conditioned to have all the same wants. As a result of their conditioning, everyone is made to want all the same things, and in the World State, everyone gets what they want. At conditioning, they were taught to love things such as Soma, (Was and will make me ill,I take a gram and only am) so in a way, the people were manufactured for the product. That proves to be more effective; as the people become dependent and view Soma as their center of existence and no one desires for anything more then their next dose. People are told that their point in life is to love Soma, and sex and flying, so they never think of doing anything else. The pleasures of the World State become absolute, the result is, as they would say in the World State, everyone is happy now.

Voter Participation in the 1800s

Unknown 4B 14 November 2012 The 1800s were a time of tremendous change that contained many valuable occurrences. While being well adjusted to the new world the building blocks of America were still in the process of being made. Many controversies and commands were made which made elections a bit more complicated. The participation in political campaigns and elections in the United States changed between 1815 and 1840 through economic, political, and social factors that corresponds to historical events that made the differences that created the change.The conflicts that are occurring during the time of voting have a very large affect on the election. They show what the president needs to improve and how they are going to act to do so. In the 1820s it was the start of the idea of the American System, which includes promoting industry though tariffs, building road, canals, etc, and internal improvements to market agriculture. The democrats at the time opposed the system and the republic ans were all for it. We are fast becoming a great nation, with great commerce, manufactures, population, wealth, luxuries, and with the vices and miseries that they engender. † (Doc. B). This was the start of the market revolution, where everything changes from underdevelopment to a future run on technology. Immigration was a problem because it was replacing American workers with cheaper foreign workers. They didn’t have any solutions, as it was just beginning, so that would be something the president would have to work on and use in their campaign.Being the highest executive officer of a modern republic, the president is a imperative position full of demand. Andrew Jackson boosted his reputation and helped prop him to the while house through the Battle Of New Orleans. That is a fine example of how historical events can boost your eligibility for votes. Through the Era of Good Feelings, it kept Monroe and the Republican party well known. Jackson was also in office for t he Indian Removal Act and the Trail of Tears which was a horrible time but gained land for the people which increased Jackson’s favor. Also through Jackson, was he creation of the Whig Party, which was a big impact on the election of 1836 because it was the 2nd party compared to democratic. Van Buren was President for part of the ending of slavery which was a huge progressive state for America. These events explained what the main goals were for the presidential candidates and were the ways to gain votes. In 1828, the Democratic Party ballot only had Representatives to vote on while there weren’t very many competitors. (Doc. D). Social issues kept the public talking, were a major part of campaigning, and displayed who to vote for.In the 1824 election between Adams and Jackson, Adams was blamed for Corrupt bargain which affected his presidency through the thought of scandal. Another point that brought scandal upon election was the spoils system which gave jobs for voter s for a certain party. â€Å"We have trusted to the influence of the justice and good sense of our political leaders, to prevent the continuance of.. Abuses, which destroy the natural bands of equality so essential to the attainment of moral happiness, but they have been deaf to the choice of justice.. † (Doc. E).Voting also increased over the years through change of requirement to vote, after this time period, women could vote along with slaves. (Doc. A. ) Campaigns won over Americas heart and started in the 1840s with Martin Van Buren and William Henry Harrison. Harrison was thought of as an alcoholic by his competitor so Buren said that he would sit in a log cabin and drink hard cider. (Doc. I. ) Everyone had a different opinion so newspapers weren’t an official source for awhile. The more different types of newspapers the more different will the stories get stretched with candidates. Doc. G). It was all for means of convincing voters and sharing the ideas of the pr esidential candidates. Over time, the number of voters increased while the regulations decreased. Through economic, political, and social factors that fact can be explained through historical events and change. Presidents manifest themselves to prove that they can be the best leaders that they can be with hard work and tough campaigning. While split up through different parties and ideas, presidency has definitely changed throughout the decades.

Facilities for Juvenile Offenders Essay Example | Topics and Well Written Essays - 250 words

Facilities for Juvenile Offenders - Essay Example As part of its historical transition, it also had an increase in the counties it served, including Madison, King George, Spotsylvania, Louisa and Orange (Morris & Kristin, 2008). Opened in 1976, The Lancaster Youth Service Center originally operated as The Attention Center for Youth, providing momentary custody and sentencing services for Lancaster County youth. It had an initial 17 room capacity, plus two outdoor recreational facilities. In 1984, the Individualized Developmental Systems Approach Treatment Program was added to the centre. The introduction of the Drug and Alcohol Education Program in 1989 marked another improvement (Morris & Kristin, 2008). A second facility was opened in West Stanton in 1995 to ease overcrowding. It served youths with non violent charges. A year later in 1996, a business office wing was built to provide more space for a new Intake Center. In the same year, the medical exam room was renovated. In 2000, it was expanded to a 60-bed capacity and renamed to the current Lancaster County Youth Services Center. Over the past 30 years, the facility has grown to include an accredited school, medical screening and emergency services, counselors to help with the frustrations of detainment, and a Chaplain (Morris & Kristin, 2008). This facility initially operated under the name Oak Hill Youth Center in Laurel, Maryland. It was plagued with a poor reputation, including rats and vermin infestation. Snakes were also found in the hallways by a monitor appointed by the court (Morris & Kristin, 2008). The youths assaulted staff, and staff also assaulted them. There were rampant cases of drug and alcohol abuse, and weapons were also found inside the facility. Cases of escape were also on the rise. Following a visit organized by the juvenile justice community, Oak Hill was sued by the Public Defender Services for poor services to youth in 1985. This led to the redesigning and change of name to The New Beginnings Youth Development Center in

THE COST DIFFERENCE BETWEEN MENS AND WOMENS PRISONS IN THE UNITED Essay

THE COST DIFFERENCE BETWEEN MENS AND WOMENS PRISONS IN THE UNITED STATES - Essay Example People who are convicted of federal or state laws violation are held by the Federal Bureau of Prisons, serving more then one year sentences. All the States have their own prison systems and they hold persons under the State laws’ violation. Furthermore, there are a myriad of local jail systems which hold less then one year sentence convicts, those waiting to be sentenced or tied as well as those waiting to be transferred (Stephan James, 2004). From the above evidence statistics indicative of massive arrests and incarcerations, one cannot fail to imagine the burden of costs involved, not only in maintenance of the prisoners in jails but also on the free tax payers who have regularly been inflicted to increased taxes in many fields to provide the government with the staggering funding it requires for this task. The inmates must be provided with food, health care, housing, protection, probation, psychological counseling, and many other social economic amenities (Donna Willmott & Juliana van Olphen, 2005, pp. 42). However, as we delve in this endeavor of understanding the various prison costs of inmates, it is necessary to understand that there are differences between how these costs impacts on women and men in prison. Before making an in depth consideration of these differentiations, it is necessary to have a look at the trends of incarcerations in the united states from 1990 to date. The above statistics illustrated in figure 2 above indicates that women prisoners’ numbers are proportionately increasing at a faster rate than those of men prisoners. From 2000 to 2005, the populations of women prisoners in State and Federal systems increased by 2.9% while the population of male prisoners in the same systems increased by 1.8%. A total of $38.2 billion was spent by corrective authorities in the 2001 fiscal year for Nation’s State correction facilities, of which $29.5

Strategic Human Resource Management College Case Study

Strategic Human Resource Management College - Case Study Example It is possible to say that performance management is a central tool used by both companies to meet business objectives and goals. Performance management allows different companies to balance the need to embed processes with the need to be flexible and adaptive to changing circumstances. According to Greer (2000) management often supplements performance management by competency frameworks; appraisal is more frequently conducted through multiple perspectives; rewards decisions are more likely to be decentralized; and formal training is supplemented by coaching and self-development activities. In this case, it is possible to say that the application of performance management is influenced by the degree and experience of change, the involvement and commitment of line managers, and the transparency and perceived fairness of the process (Nkomo et al 2004). Training and self-development of employees are the key concepts identified in the case studies. All the companies placed great emphasis on training and development, with "most having a number of large-scale training initiatives either in place or being developed, sometimes as part of a broader cultural change program" (Nkomo et al 2004, p. 23). There is clear evidence that all the organizations are increasing their investment in training in order to compete on the market. Significant qualitative differences emerged between the types of training offered. Performance management is expected to regulate both motivation and ability to work. Performance management is usually conceptualized as consisting of three elements: (1) objective setting, (2) formal performance evaluation, and (3) linkage between evaluation outcomes and development and rewards, in order to reinforce desired behavior (Nkomo et al 2004).. Motivation is important because it influences commitment to work and productivity, morale and culture. Even if a company succeeds in constraining their behaviors in this way, the prescription might dampen the very motivation and creativity that the company seeks from them and depends upon for business performance. 'Business targets' also emerges as a significant source of motivation in all organizations. Motivation and rewards is an important part of change management helping companies to overcome resistance to change and inspire employees. One tempting interpretation of these results would be to argue that the personal motivation o f managers is of much greater importance in explaining the involvement of line managers than formal institutional incentives and pressures (Greer 2000). In any case, the personal motivation of managers is influenced by their organizational environment. B. The main similarity between Ford and Toyota management is the strategic approach to human resource management. Both companies had to change their working culture and improve professional skills of employees. Toyota created a positive environment where employees perceived that they easily acquired new skills and knowledge. Similar to Toyota, Ford introduced training programs for engineers and production workers. The main difference was that Ford emphasized on-job training and development while Toyota paid a special attention to motivation

Career resear paper Essay Example | Topics and Well Written Essays - 1750 words

Career resear paper - Essay Example Financial condition: The most important characteristic of a company to make it desirable for employees is that it should be financially stable in the long run.. Thus, we need to look at financial health of a company before joining one. Non-financial indicators of company health: Not just the financial health, the non-financial indicators of a company also signify in which direction the company is going. These should be looked at before deciding upon the organization as a prospective employer. Work culture: A positive and healthy work culture is very much desirable in a prospective employer company. By this I mean an organizational culture where only the targets are not the rewarding factor. People involvement: The company should have long term retention policies for the employees and should have a mixture of both cash and non-cash incentives to motivate them. There should be both ways communication between the employers and employees. Training and development: The organization should be able to provide exposure to world class working standards. A globally expanded company can give its employees maximum opportunities to learn from diverse cultures and processes. Equal opportunity provider. The company should provide opportunities to all individuals irrespective of race, color or gender. There should be impartial performance evaluation criteria for rewards and recognition as well promotions. I would like to work for a company which not only helps me meet my financial goals, but also my personal goals. In financial terms the compensation should be at par with the industrial standards. Apart from financial benefits, the employer should also take care of other necessities of their employees like insurance, medical reimbursements etc. My personal goals will be achieved only if I can get the right kind of exposure and be able to learn from my experiences. Apart from this, I would like to be equipped with skills for taking up higher responsibilities through

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

Biotechnology - Essay Example (Paine, et. al., 2005). Another example is the BT corn, which genetically modifies corn crops to protect it from predatory pests such as caterpillars. Much controversy has surrounded biotechnology and biotechnology crops from the start. There are many critics argue that it worsens the lot of farmers rather than improve it because it creates a pattern of corporate dependence. Taking the BT-corn example, after some time, pests would develop a tolerance to modified strain in the corn crop and farmers will have no choice but to purchase new pesticides from the corporations at prices that will exploit their lack of choices. Environmental advocates, on the other hand, warn of the hazards of biotechnology on biodiversity and other life-forms. For example, environmentalists assert that the corn that is keeping pests away is also killing the Monarch butterfly. According to Kloppenburg and Burrows (2001), â€Å"given the increasing commodification of science and technology and the reality of where purchasing power lies, it is naive to expect a new tool such as biotechnology ever to fall outside corporate control.† 2. a. ... Because it is not possible to conduct research on human bodies, using animals in laboratory experiments is justified as a reliable way of ascertaining the risks to human health and to the environment. However, research involving animals must be done in a responsible manner so as to avoid any unnecessary cruelty upon the animals and to ensure that the laboratory experiments are done with the least possible damage to them or to other life systems. b. The dose-response curve refers to an x-y graph designed to measure the effects on a life-form or organisms as a result of exposure to stressors or chemicals, tested over a given period of time and in varying doses. The objective is to determine whether or not a certain chemical is beneficial, and the levels or doses that it is beneficial, as well as the doses at which it is already harmful. The dose-response curve is often used to aid in the crafting of environmental or health regulations. c. LD50 is the dose required to kill 50% of a samp le population within a given time frame. It is also called the median lethal dose. A low LD50 is dangerous because it means that only small doses are required to exterminate half of the sample. Conversely a high LD50 is conventionally deemed to be safer. The problem however with this baseline is that it only measures death and not other toxic effects that do not necessary lead to death. 3. I agree that the precautionary principle is an important environmental principle, and one that should be prevail over market considerations and free trade invocations. Scholars like Adler oppose the precautionary principle, as his problem with it was that it was not responsive to the threats of biodiversity

Marketing Research Paper Essay Example | Topics and Well Written Essays - 1000 words - 1

Marketing Research Paper - Essay Example Affordability and convenience to meet customer demands lie in the core mission of Kudler Fine Foods. The retail space of the shop of Kudler Fine Foods is quite spacious and stores fresh ingredients of domestic and imported food items. The company is thinking of new initiative to add to serving their customers needs in a far better way. Kudler Fine Foods is planning to undertake a catering service to meet the demands of their customers. Kudler Fine Foods after achieving significant growth in their gourmet grocery food section are planning to increase the cycle of purchasing activity, improve their operating efficiency and expand its services to more number of customers. Thus Kudler Fine Foods has been providing its customers with fresh and finest bakery products, meat, and cheese, dairy and also finest imported wines. The company wants to further target high-income customers who are not concerned about price but needs quality and uniqueness in the food products. As an initiative to th is objective, Kudler Fine Foods has opened a website which offers a list of grocery and food items available and also provides with the opportunity of e-commerce (Kudler Fine Foods, 2013). Recommended solutions with reasons Kudler Fine Foods after achieving considerable growth is focusing in expanding its services and at the same time increase its revenues with lower costs. There are several ways which can be recommended to fulfill the company’s objectives. The cost differentiation is not the only factor that draws customers to Kudler Fine Foods. On the other hand, their customers are more interested in receiving unique food product with freshness and also uniqueness in the service of the shop. Thus, it is recommended that that Kudler Fine Foods should focus at expanding their catering services to add to the convenience of their customers. As per marketing theory, the recommendations to Kudler Fine Foods can be broadly classified under adopting strategies for cost leadership, differentiation and focus strategies. By cost leadership, Kudler Fine Foods will be able to produce food products which are cheapest in the industry. For this Kudler Fine Foods would have to develop alliances with companies that support their inventory management by transaction through computers. By adopting differentiation strategy, Kudler Fine Foods would be able to move ahead of its competitors by providing quality fresh foods and beverages to its customers. For this Kudler Fine Foods would have focus of proper maintenance of its storage and management of its inventory. Focus strategy can also be recommended for Kudler Fine Foods to identify their market segments or customers who can be targeted. Kudler Fine Foods can offer reward programs in order to draw the target customers and maintain their data in a database. Thus by studying the customer behavior pattern and bridging the gaps between the supply and demand, Kudler Fine Foods can plan for growth through alliance, innovation , internal efficiency and customer orientation. The other recommendations include holding cooking demonstration in their retail space, hiring a business manager for specialized

( KEVs ) Key Environmental Variables of a medium enterprise in a given Essay

( KEVs ) Key Environmental Variables of a medium enterprise in a given industry - Essay Example In that sense, Danone aims at providing natural high quality food to the global market that would assist in building health through all stages of life. As a result, this would cultivate a taste of things that are good for the customers. Danone Groups also has been able to provide products that are adaptable to all the other cultures. This internationalization strategy has been made possible through scientific research. The firm has been able to curve out a big market share globally by embracing various technologies that have enabled the customers to shop for food products through tablet computers and smartphones, as well as other mobile devices. Moreover, the firm has also incorporated traditional sales channels that include telephone, physical stores, and catalogues (Danone, 2013). With regard to the environmental responsibility, the firm is looking for raw materials that are cheaper outside their own market, in addition to being eco-friendly. This means that the firm guarantees the quality, safety, and traceability of the raw materials. Moreover, the firm has come up with policies that would help track and improve working conditions and environmental effects of farming (Danone, 2013). As part of its globalization strategy, the business entity has ensured long-term protection and renewal of water reserves being operated by the group. According to Danone (2012), the Group is also trying to expand its operations globally by having a constant consultation process with various stakeholders at both national and international levels. The consultation initiatives comprises of the government representatives in the country of operation, manufacturers, the civil society, and the environmental bodies, particularly where the aim is to provide clear information for the consumers or responsible behavior in the field of environment

Organizational Performance Essay Example for Free

Organizational Performance Essay Abstract The measurement of organizational performance has undergone changes in relation to its measurement focus. From a uniquely financial perspective, it began to consider other nonfinancial perspectives, as well as to include a cause and effect relation between the operational dimension and the strategic dimension of organizations. Based on this current view, Performance Prism presents itself as a performance measurement system alternative to be used by organizations, with its main focus being the stakeholders in its field of operation. The objective of this study is to present a conceptual approach to the measurement of organizational performance by means of a review of literature, introducing the Performance Prism as the system for this measurement. Besides introducing the entire conceptual structure, based on the authors who proposed the model, Andy Neely and Chris Adams, this paper introduces a theoretical review regarding the concepts of performance measurement, differentiating the new tendencies of new approaches and showing the relation between performance measurement systems and the management of organizational performance. The Performance Prism model presents itself as a new performance measurement system alternative within the current need that goes beyond the financial approach. In relation to the Balanced Scorecard, a broadly used model nowadays, Performance Prism stands out for having a broader aspect with regard to the stakeholders considered, which are the model’s core focus. However, literature shows that the Performance Prism does not stand out yet as a broadly used model in the world. We conclude that this model can contribute towards organizations that seek changes in how they manage performances, mainly due to the fact that most often the stakeholders that belong to the environment in which they are inserted are who  generate the sustainability of these organizations, and therefore it is reasonable that they should be the focus of this organizational performance. Keywords: performance measurement; performance prism; stakeholders. 1. Introduction The measurement of organizational performance has undergone changes in relation to its measurement focus. From a uniquely financial perspective, it began to consider other nonfinancial perspectives, as well as to include a cause and effect relation between the operational dimension and the strategic dimension of organizations. Based on this current view, Performance Prism presents itself as a performance measurement system alternative to be used by organizations, with its main focus being the stakeholders in its field of operation. The objective of this study is to present a conceptual approach to the measurement of organizational performance by means of a review of literature, introducing the Performance Prism as the system for this measurement. 2. Measuring performance in the new context For a long time, performance measurement was focused only on financial  indicators, failing to address other perspectives influencing an organization’s global performance. Eccles (1998) understands that not considering financial indicators as the basis for performance measurement and treating them solely as a single aspect in a broader array of indicators is a requirement for this current competitive environment. Bogan and English (1997) present a differentiation among performance indicators in past and current contexts. Figure 1 shows the indicator set known as â€Å"old performance indicators†, focused on finance. Source: Bogan and English, 1997, p. 60 Figure 1 – Old performance indicators Figure 2 shows the approach with quality seen together with the financial aspects. Currently, other non-financial dimensions are included, as well as stakeholders such as clients and employees. In this context, changes shown in Figures 1 and 2 reflect the transformation of this performance measurement approach using only financial indicators into a set of financial and non-financial indicators. According to Cavenaghi (2001), for years financial performance measurement was seen as the only way, the correct and legitimate way of assessing effectiveness and efficiency in an organization. Drucker (1998) stresses that, regarding performance, it is important to consider the strategic approach that goes over an organization’s internal boundaries, overcoming the vision contemplating cost centers and approaching issues like proprietary and third-party technologies, changes in economy, markets, clients and future targets and financial markets. Source: Bogan and English, 1997, p. 60 Figure 2 – New performance indicators Dornier et al. (2000) see performance indicators as a guide for making investments, defining goals and also benchmarking vs. the actual status, in addition to a facilitating instrument for predicting and reducing uncertainties, identifying high priority actions, helping in engaging and managing staff and being a dynamic tool reflecting the organizations  behavior. For Simons and Dà ¡vila (2000, p. 73), â€Å"classic financial indicators for measuring performance, i.e. return on net assets, return on assets and return on sales, are useful, but are not specifically destined to reflect the company’s quality of work when implementing strategies†. According to Corrà ªa and Caon (2002), traditional corporate performance measurement systems, in addition to focusing almost exclusively on financial indicators, did not support adequate decision making by the executives, since they did not adequately reflect the level in which the organization is being able or unable to reach meet strategic goals. According to Miranda and Silva (2002), any action to be implemented in a company needs follow-up to know to what extent it is progressing regarding defined goals and which corrective actions should be adopted if required. According to these authors, companies need to valorize performance measurement for the following factors: Controlling the companys operating activities; Feeding employees’ incentive systems; and Controlling planning. Thus, performance measurement needs to be a part of the control process, involving strategic, tactic and operating levels, continuously assessing planning and actions implemented under different perspectives, such as clients, processes, collaborators, shareholders and other that can interfere with an organization’s global performance, not solely contemplating the financial perspective. 3. Performance Management and Performance Measurement System To Neely et al. (1995), a performance measurement system must contain individual indicators, but inter-related regarding a specific environment, as shown in Figure 3. According to these authors, when designing a performance measurement system the following aspects must be considered: What performance indicators are to be used? What are they used for? How much will they cost? What benefits will they bring? Source: Neely et al, 1995, p. 81 Figure 3– A structure for the performance measurement system design According to Lebas (1995), measuring performance and managing performance are not separated. He states that there is an interactive process between those two aspects. Performance management is an organizational philosophy supported by performance measurement. According to the author, approach types are different, but in the first case, it is worried with related issues, such as training, incentives, compensation, management style and communication. In the second case, it is aimed at measuring potential, inputs, outputs and deviations. Bititci, Carrie and Mcdevitt (1997) understand the performance measurement system as the information system that represents the core of the performance management process. Figure 4, presents the performance management system according to the authors and the position of the performance measurement system. Source: Bititci, Carrie and Mcdevitt (1997) Figure 4 – The performance management process and the position of the performance measurement system. For these authors, performance management is the process in which a company manages its performance aligned with corporate and functional strategies. The goal of this process is to promote a continuous, proactive control system where functional and corporate strategies are outspread to all business process, activities, tasks, and people and feedback is obtained through a performance measurement system, allowing for an adequate decision making management. According to Martins (1998), the performance management process must be the way in which a company manages performance, aligned with corporate and functional strategies and goals derived from these strategies. According to this author, strong market competitiveness characterizes corporate environment, requiring products with quick technologic innovation  and short life cycles, forcing the performance management to be aligned to these concepts, as presented below:- Acknowledgement of manufacturing  (operations) as the missing link in company strategies and a subsequent source of competitive advantage; Appearance of Total Quality management as a management philosophy – continuous improvement for products and processes; Leaving the mechanistic view of the world for a systemic view; Company aimed at the satisfaction of its stakeholders; Multiple competitive criterions: quality, cost, reliability, time, flexibility, innovation and service; Importance of integrating the company’s supply chain, both external and internal; and Valuing teamwork and proactive decision making, anticipating potential future problems. Regarding the performance measurement system, Martins (1998) sees it in the core of the performance management process, integrating all relevant system information, such as strategy development and review, managerial accounting, management by objectives, nonfinancial performance indicators, bonus incentive structure and individual performance evaluations. For this author, new performance measurement systems must possess the following characteristics: Be aligned with competitive strategy; Contemplate financial and non-financial indicators; Drive and support continuous improvement; Identify trends and advancements; Be clear in cause-effect relationships; Be easily understood by employees; - Encompass the entire supply chain process; Real -time information and be dynamic; and Evaluate the group, not the individual, in addition to influencing the attitude of collaborators. For Corrà ªa and Corrà ªa (2005), performance measurement systems are part of the control and planning cycle, crucial for operations management, provided that performance indicators provide the means for collecting performance data that, after evaluated according to certain standards, support the decision making process. According to these authors, establishing an adequate performance evaluation system is crucial for influencing desired behaviors in people and in operations systems so that certain strategic intentions are more likely to become actions aligned to the desired strategy. Thus, performance measurement systems provide, through a set of information, support for the performance management process, which has a broader approach. When designing  a performance measurement system, one must understand the adoption of me measurements, in terms of acquisition costs, justification and utilization and these must be inter-related, being part of the organization’s planning and control cycle. 4. Performance Prism as a Performance Measurement System Evaluating organizational relationships with its main stakeholders and their links to strategies, processes and competencies can be a way to leverage and improve corporate performance. For Frost (2000), depending on business nature, stakeholders can be external, internal clients, regulation authorities, shareholders and others. This author understands one should consider all stakeholders involved with the organization, to the extent of if one is forgotten in  the management and evaluation system, consequences can be dramatic for the business. â€Å"Our business is to create value for our stakeholders; our first job is to know who those stakeholders are and what they value in our performance† (FROST, 2000, p.31). The Performance Prism was created by Nelly and Adams (2000). These authors proposed the model from the premise that several approaches or methodologies for measuring performance have their own context; nonetheless, they all seek to measure performance. In this conte xt, these authors propose the Performance Prism, stating that it is a broader models, since it considers the five surfaces of a prism. According to Adams and Neely (2003), in the structure of the Performance Prism, stakeholder satisfaction, as well as its contributions act at the core of the search for success in an organization. For the authors, even though process perspectives, strategies and competencies are involved and serving as supporting perspectives to reach stakeholder satisfaction or receive their contribution, as shown in Figure 5, stakeholders are the focal point of Performance Prism. According to Neely, Adams, and Crowe (2001), the model has been applied in a real number of situations. It has also been used in mergers and acquisitions, aimed at improving these processes. Adams and  Neely (2006) understand that the Balanced Scorecard, proposed by Kaplan and Norton (1992), takes only three stakeholders into account: investors, clients and employees. The Performance Prism also considers employees, vendors, intermediaries, regulation authorities and the community. The model considers stakeholder satisfac tion and contribution in a unique way. Source: Adams and Neely (2003) Figure 5 – Performance Prism in action Since this model is derived from the process strategy, thus acknowledging the required competencies, the Performance Prism promotes a more comprehensive approach and stimulates views at a magnified angle, in other business dimensions, where possibly performance is missing in the measurement structure. The result is much more realistic for business leadership (ADAMS; NELLY, 2006). Each of the fine surfaces of the Performance Prism represents a key area crucial to success. The weight of each surface will depend on established strategic goals, such as cost reduction, brand increase, research synergies and others. Figure 6 presents the five surfaces of the Performance Prism model and its approaches. Each surface of the Prism must represent an approach perspective processes, strategies, competencies, contribution and stakeholder satisfaction – in performance measurement. Source: Adams and Neely (2006, p.2) Figure 6– The five surfaces of the Performance Prism model For Adams and Neely (2006), the following are fundamental questions that must be considered when approaching the Performance Prism: a) Who are our key stakeholders and what do they want and need? b) What strategies are we using to meet their needs and desires? c) What processes are needed to put them into practice and reach these strategies? d) What competencies are required to operate and augment these processes? e) What do we want and need from the stakeholders to maintain and develop these competencies? This way, the Performance Prism model, in addition to considering perspectives of processes, strategies and competencies, also considers stakeholders contribution and satisfaction. It focuses on stakeholders involved in the environment of an organization through five perspectives, considering stakeholders satisfaction, stakeholders contribution ad deriving objectives from this process strategy and evaluating inherent competencies to support them. 5. Final Considerations Through the approach mentioned here, developed using a bibliographic research on the theme, it is possible to see that the Performance Prism model is a new alternative as a performance measurement system within the current perspective, going beyond the financial approach. Compared to the Balanced Scorecard, a model widely used currently, the Performance Prism is different because it possesses a broader aspect regarding the considered stakeholders, who are also the core of the model. This model also has a cause-effect relationship structure that follows an orientation from stakeholders demand, over which the strategy is designed, driving processes and competencies for an organization that wants the satisfaction of these stakeholders. Because it is a more recent model, compared to others, consecrated by their application in organizations, the Performance Prism still does not represent a widely used model  worldwide. Nonetheless, it can contribute to organizations seeking changes in the way they manage performance, especially because most of the times, their stakeholders generate the sustainability of these organizations, thus  being only reasonable that are central to the organizational performance. As a recommendation for future studies, it is required to study the application of the Performance Prism in depth, allowing for a review of its adaptability and effectiveness in a larger set of organizations, since there are currently a few cases regarding the application of this model for measuring performance in literature. References ADAMS, Chris.; NEELY, Andy. Using the Performance Prism to Boost the Success of Mergers Acquisitions, Accenture, New York. In: . (out. 2006). ADAMS, Chris.; NEELY, Andy. The New Spectrum: How the Performance Prism Framework Helps, Business Performance Management, Norwalk, nov. 2003. In: . (jul.2007). BITITCI, Umit S.; CARRIE, Allan S.; MCDEVITT, Liam. Techniques integrated performance measurement systems: an audit and development guide. The TQM Magazine. v.9, n.1, p. 46-53, 1997. BOGAN, Christopher E.; ENGLISH, Michael J. Benchmarking: Aplicaà §Ãƒ µes prà ¡ticas e Melhoria Contà ­nua. Sà £o Paulo: Makron Books, 1997. CAVENAGHI, Vagner. Gestà £o do desempenho empresarial: A contribuià §Ãƒ £o da à ¡rea de manufatura. 2001. Tese (Doutorado em Engenharia de Produà §Ãƒ £o) Programa de Pà ³sGraduaà §Ãƒ £o em Engenharia de Produà §Ãƒ £o, USP, Sà £o Paulo. CHIAVENATO, Idalberto; CERQUEIRA NETO, Edgar P. Administraà §Ãƒ £o Estratà ©gica: em busca do desempenho superior, uma abordagem alà ©m do Balanced Scorecard. Sà £o Paulo: Saraiva, 2003. CORRÊA, Henrique L.; CAON, Mauro. Gestà £o de Servià §os, Sà £o Paulo: Atlas, 2002. CORRÊA, Henrique L.; CORRÊA, Carlos A. Administraà §Ãƒ £o de Produà §Ãƒ £o e Operaà §Ãƒ µes: Manufatura e Servià §os: uma abordagem estratà ©gica. Sà £o Paulo: Atlas, 2005. DORNIER, Philippe-Pierre; ERNST, Ricardo; FENDER, Michel; KOUVELIS, Panos. Logà ­stica e Operaà §Ãƒ µes Globais: Textos e Casos. Sà £o Paulo: Atlas, 2000. DRUCKER, Peter F. The Information Executives Truly Need. In: Measuring Corporate Performance. Boston: Harvard Business Review, 1998. p. 1-24 ECCLES, Robert G. The Performance Measurement Manifesto. In: Measuring Corporate Performance. Boston: Harvard Business Review, 1998. p. 25-45. FROST, Bob. Measuring Performance, Dallas: Measurement International, 2000. KAPLAN, Robert S.; NORTON, David P. The Balanced Scorecard: measures that drive performance. Harvard Business Review. p. 71-79, january-february 1992. LEBAS, Michel J. Performance measurement and performance management. International Journal of Production Economics. v. 41, p. 23-35, 1995. MARTINS, Roberto A. Sistemas de Medià §Ãƒ £o de Desempenho: Um modelo para Estruturaà §Ãƒ £o do Uso. 1998. Tese (Doutorado em Engenharia de Produà §Ãƒ £o) Programa de Pà ³sGraduaà §Ãƒ £o em Engenharia de Produà §Ãƒ £o, USP, Sà £o Pa ulo. MENDES, Dilermando P. O Balanced Scorecard como instrumento de avaliaà §Ãƒ £o do nà ­vel de desempenho logà ­stico em uma empresa de prestaà §Ãƒ £o de servià §os. 2002. Dissertaà §Ãƒ £o (Mestrado em Engenharia de Produà §Ãƒ £o) – Programa de Pà ³s-Graduaà §Ãƒ £o em Engenharia de Produà §Ãƒ £o, UFSC, Florianà ³polis. MIRANDA, Luis C.; GOMES DA SILVA, Josà © D. Medià §Ãƒ £o do Desempenho. In: SCHMIDT, Paulo (Org.) Controladoria: Agregando valor para a Empresa. Porto Alegre: Bookman, 2002. p. 131-153. NEELY, Andy; GREGORY, Mike; PLATTS, Ken. Performance measurement system design. International Journal of Operations Management. Cambridge, v.14, n.4, p. 81-114, 1995. NEELY, Andy; ADAMS, Chris. Perspectives on Performance: the performance prism. In: Handbook of Performance Measurement. London: Bouine, 2000. NEELY, Andy; ADAMS, Chris; CROWE; Paul. The Performance Prism in Practice. Measuring Business Excellence. v.5, n.2, p. 6-12, 2001. SIMONS, Robert; Dà VILA, Antà ´nio Medindo o Desempenho Empresarial. Rio de Janeiro: Harvard Business Review, Campus, 2000.

Flow Through A Venturi Meter

Flow Through A Venturi Meter Given a Venturi Meter, Cv , the Venturi coefficient can be determined to compare the actual and ideal values as per Bernoullis predictions, for a volume flow rate. For better comparisons, two separate trials were analyzed and Venturi coefficients for both were computed. Trial 1 and Trial 2 yielded a Cv of 0.93 and 0.92 respectively. In this experiment the values calculated were found to be less than 1.0; this relatively high correlation between the experimental and ideal flows for the given Venturi meter however when compared to the ideal flow, the actual flow for this Venturi is not steady nor one dimensional. Therefore neither of these assumptions can be applied to any given actual flow. Nomenclature Variable/ Constant/ Symbol/Parameter Values Q Volume flow rate (m3/s) V Velocity (m/s) A Area (m2) à Ã‚ air Density of air, 1.23 kg/m3 à Ã‚ water Density of water, 1000 kg/m3 Cv Venturi coefficient Po Stagnation pressure (Pa) is Static Pressure plus Dynamic Pressure Patm Atmospheric pressure, 101.325 KPa Άh Height difference (m) between readings and Patm g Acceleration, 9.81 m/s2 z Elevation of Point (m) ( ½)à Ã‚ V2 Dynamic Pressure (Pa) P Static Pressure Flow Analysis Bernoullis Equation relates two points alongside a streamline as P1 + ( ½)à Ã‚ airV12+ à Ã‚ airgz1 = P2 + ( ½)à Ã‚ airV22 + à Ã‚ airgz2 z is negligible so à Ã‚ airgz cancels out on both sides leaving P1 + ( ½)à Ã‚ airV12+ = P2 + ( ½)à Ã‚ V22 Rearranging: P1 P2 = ( ½)à Ã‚ air(V22 V12) Note that Qideal = V1A1 = V2A2. Solving for V2 V2 = Subbing (5) into (3) and solving for V1 V1 = Then Qideal = A1 Flow Analysis (Contd) For the derivation of Qactual, sufficient distance from the Venturi inlet is assumed for a fluid particles relative velocity to be taken as zero. The same height (z value) as the Venturi will be taken for the particle. P1 + ( ½)à Ã‚ airV12+ à Ã‚ airgz1 = P2 + ( ½)à Ã‚ airV22 + à Ã‚ airgz2 z is negligible so à Ã‚ airgz cancels out on both sides leaving P1 + ( ½)à Ã‚ airV12+ = P2 + ( ½)à Ã‚ V22 as stated, the fluid particles velocity at point 0 is assumed to be 0m/s Patm = P2 + ( ½)à Ã‚ airV22 Solving for V2 V2 = P2 is defined as the static pressure at the inlet, found to be P2 = Patm + à Ã‚ watergΆh Subbing (9) into (8) V2 = To find Qactual Qactual = V2A2. Sub (11) into (12) where A2 is the cross sectional area Qactual = A2 Flow Analysis (Contd) With values for Qactual and Qideal, Cv can then be calculated with the relation Cv = For ideal static pressures combine (8) having solved for P2 and (4) having solved for V2 P2 = Patm ( ½)à Ã‚ airV22 P2 = Patm ( ½)à Ã‚ air Experimental Setup and Procedure The experiment was carried out per the instructions outlined in the course manual. However due to a problem with the apparatus and a constantly fluctuating Venturi meter, a camera was used to take a photo. Measurements were taken from the scale viewed on said picture. Figure Shows Experimental Setup Results For trial 1: Qideal = 0.01238 Qactual = 0.01153 The Venturi Coefficient, Cv, was calculated by using the values found for Qideal and Qactual and substituting them into equation (14). This value obtained was 0.93. To find the stagnation pressure, P = Patm and V = 0; the total pressure at this point is represented by P0 = Patm + ( ½)à Ã‚ airV2, however since V = 0 , the stagnation pressure is P0 = Patm. The Static Pressure is Patm = Patm à Ã‚ watergΆh where the Άh used is the value that corresponds with the throat. Therefore Pthroat = 99.206KPa For Dynamic Pressure, ( ½)à Ã‚ airVthroat2 = Patm Pthroat = 2.119KPa Results(Contd) For trial 2: Qideal = 0.01238 Qactual = 0.01153 The Venturi Coefficient, Cv, was calculated by using the values found for Qideal and Qactual and substituting them into equation (14). This value obtained was 0.92. To find the stagnation pressure, P = Patm and V = 0; the total pressure at this point is represented by P0 = Patm + ( ½)à Ã‚ airV2, however since V = 0 , the stagnation pressure is P0 = Patm. The Static Pressure is Patm = Patm à Ã‚ watergΆh where the Άh used is the value that corresponds with the throat. Therefore Pthroat = 96.871KPa For Dynamic Pressure, ( ½)à Ã‚ airVthroat2 = Patm Pthroat = 4.454KPa Discussion The two calculated Venturi Coefficients for both trials of differing flow rates were found to have close enough values to assume that said coefficients do not depend on the flow rate but rather on the Venturi meter in use. For ideal calibration methods, an average of values, 0.92 and 0.93 could be taken to compensate for ideal assumptions which have been determined to be inaccurate. This would aid the user to find actual values once ideal ones have been found. Although these values are not 1.0, they are relatively close. However despite this, it can be inferred that the idealistic conditions assumed at the beginning of the experiment are invalid as they do in fact incur a noticeable effect on the results creating an error. These assumptions included a one dimensional steady flow that existed in a frictionless environment; such implies no energy transfers. Dimensions for the outlet and inlet were assumed to be equal however if the graphs are reviewed, there are discrepancies and a certain amount of irregularities. These further outline the existence of friction and energy loss which can be observed through the comparison of tables 1 and 2 in the appendix where the values of experimental and ideal static pressures are defined. There was however another source of error that was introduced due to the faulty apparatus as was discussed in the Experimental Setup and Procedure section. Measurements were taken from a photograph to facilitate taking down said measurements from a fluctuating Venturi meter. Bernoullis equation states that when a fluid in flow undergoes a rise in pressure, then its velocity must decrease. Said concept also applies the other way around. Figure 1 in the appendix illustrates this through a rough sketch. Conclusion Venturi coefficients such as the ones calculated in this experiment, 0.92 and 0.93 imply that the actual flow is lower than the ideal flow. Therefore the ideal conditions that were applied only give an approximation to the actual flows. The coefficients can be averaged for a more accurate way to calibrate the Venturi meter. The values found imply that the Venturi meter relates the actual and ideal values relatively well; however this may be due to the fluctuating meters. Also very likely, is the presence of a relatively low amount of friction and symmetrical dimensions in the Venturi meter. References University, Carleton, ed. MAAE 2300 Course Manual. Ottawa, 2011. Print.

Gender Roles and Kids Toys Essay -- Exploratory Research

Gender Roles and Kids Toys In David Barry's article, Guys vs. Men, he discussed the differences between "guys" and "men". This article made several valid points, including that guys will try and out perform each other where sports are concerned and that the space shuttle is the ultimate guy toy. My question is why do only guys play with all the neat toys? Part of the answer to this question might be that men are encouraged to play with hi-tech toys while girls are given a Barbi doll or a toy oven. The best time to see how these differences are encouraged by our society is during the Holiday season. The toys I have seen for boys are mainly Star Wars action figures or Nintendo 64 games. The toys advertised for girls were mostly easy bake ovens (that now makes M&M cakes) or Barbi dolls with various accessories. I am not saying that a Barbi doll is necessarily a bad thing, besides the fact that some of her outfits are frightening, but I would rather have the life like rocket that can fly a 100 feet up before it returns to the ground. This discussion might appear superficial at first, but there is an underlying problem to why a parent might want to encourage their young daughters to play with a science kit instead of deciding what evening gown Barbi looks best in. A lot of the toys designed for boys might also be used as a learning tool. When a boy plays with legos and starts to create buildings he is developing his creativity. This act could lead him into a career as an architect or engineer. When he is encouraged to play with rockets or a microscope he has the potential of developing an interest in science that could lead him into a career working on satellites. The kinds of toys that young girls are encouraged to pl... ...der Wars. The object of this game is to select what gender the player wants to be. Once the gender is selected the player tries to destroy the opposite gender. This games appears interesting, but it has the potential to create more conflict between men and women. Encouraging girls to play with different kinds of toys might also help the girls to understand men a little better when the girls grow up. If they share a common interest then it is possible that they will reach an understanding of what can be expected from the opposite gender. Works Cited Lunsford, Andrea A. and Ruszkiewicz, John J. The Presence of Others 2nd ed. St. Martin's Press, 1997 excerpt Barry, Dave Guys vs. Men1995 Bureau of Labor Statistics Data 12/3/97 http://stats.bls.gov/cpsatab1.htm SCi (Sales Curve Interactive) Ltd. Software (C) 1996 http://www.gtgames.com/games/genderwars/

The Themes of Faulkners Absalom! Absalom! Essay -- Absalom! Absalom!

The Themes of Faulkner's Absalom! Absalom! The theme of Absalom! Absalom! is the connectedness of humanity and the power of illusion vs. truth. In order to really translate these entities to the reader Faulkner uses the form of stream-of-consciousness. In this style of metaphorical writing one thing can lead you to all things, and vice versa. This is the form of the novel. One can compare this work to a gothic novel, to a Greek tragedy, to an entire metaphor for the situation of the South in itself, but the content is mainly giving us a metaphor for the connectedness of humans. He gives us truth wrapped in subjective interpretation, based on half-baked memories and cut up pieces of time and space. Faulkner's use of confusion, narration shifts, and generally chaotic style give us a form that makes us work for control of it. Unlike Hemmingway, who pounds you with inane generalities and dialogue, Faulkner suspends us from the text, and then slowly builds again drawing us in again from a different angle, a different aspect of the same story. As we traverse the sporadic and courageous landscape of the human mind we are dragged into the maybes, perhaps, and could have beens that are sometimes more true than the stark, strange reality that hits us straight in the face. The passage on the bottom of page 210 reads, â€Å"Yes. Maybe we are both Father.   Maybe nothing ever happens once and is finished.   Maybe happen is never once but like ripples maybe on water after the pebble sinks, the ripples moving on, spreading, the pool attached by a narrow umbilical water-cord to the next pool which the first pool feeds, has fed, did feed, let this second pool contain a different temperature of water, a different molecularity of having se... ...t the truth would even mean, considering who was left to even care. This is the ebb and flow of the mind, the heart, the will; the movement of consciousness as it becomes memory, desperately trying to piece together a long forgotten truth that has now become a burning mystery set in the very being of existence.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Faulkner uses these tactics of piecemealing, shuffling, circular arrangement, narrator shifts, and stream-of-consciousness to put the reader in the shoes of the Everyhuman, the tie that bind us to each other, to all things, one fading as another rises, rising and fading together always already. He shows us truth is an elusive chimera, never able to be pinned down for showcasing in all its realness. Only the fragments of the broken mirror of truth can be pieced together through memory and will, and perhaps with courage and a bit of shrewdness.

Capital Punishment: The Best Solution Essay -- Capital Punishment, Dea

It is the the duty of the government to provide security for all individuals. Therefore, it is only a necessity, but also an obligation to get rid of those who impose threat or harm to any individual. Capital punishment is not always the most appropriate solution, but given the circumstances, it may be the most effective way to deal with criminals who threaten society. First of all, capital punishment would reduce taxes and makes prisons a much more effective place to hold criminals. This causes life imprisonment to become practically obsolete and prisons will be capable of functioning as a rehabilitation center. (the purpose of prison is to separate the criminals from the general population and to rehabilitate prisoners.) By implementing capital punishment, taxes would go down because there will be less prisoners to pay for. Also, capital punishment would get rid of â€Å"life imprisonment† (those who have committed a crime serious enough to get sentenced for life will be executed) and this is very important because recently, prisons have started to become a home for prisoners ins...

Brand Comparison Paper Essay

Pepsi Co. and Coca-Cola have been in business for a long time and both are largely successful companies in the beverage industry. They both have different brand components in comparison. A few of the different comparisons would be pricing, quality, packaging, logos, brand equity and features. In the following paper we will discuss these items in detail to see how different these two brands are. Pricing Strategies Looking at the pricing strategies of PepsiCo and Coca-Cola they are taking two very different plans. The products they sell are similar with variations in taste and the brand war in the soda market has been to out discount your competitor to gain market share. The issue with giving deep discounts is that your digging into profits which could cause both long-term and short-term issues. Pepsi has realized the short-term strategy of deeply discounting products over its brand portfolio is not a sustainable business model for the long-term business needs. PepsiCo has changed its view from the short term to the long term and was in a transition in 2013 that slowly saw the company stop offering discounts but switch to a hybrid everyday value strategy. The hybrid strategy closes the gap of holiday price points and its regular price point to provide a better value for the customer very day and not just wait for sales to purchase the product (â€Å"Reuters†, 2013). Coke on the other had is still out performing PepsiCo and other competitors even in 2014 so their outlook is different. The large reason for their performance is the heavy discount strategy that is continuing to be implemented. While it is successful in the short-term it leaves the soda giant open for long-term financial issues (Cooper, 2014). Comparing the two while Coca-Cola is winning the short-term war currently PepsiCo is setting itself up for better long-term gains and growth. PepsiCo is able to see the  value in the future of its company and understands it had to change the way it does business which would cause a short-term set back while introducing its new pricing strategy. However, the long-term value of doing this will keep the company in business and profitable for many years too come. Differences in product quality As far as quality difference in the two products it really is a matter of taste, which is either acquired or just something a person likes. An example of an acquired taste one is like the household a person grows up in drinks Coca-Cola then their taste buds may come to like the product because that is what they were offered in the house. Which for either company doesn’t represent a quality issue in reality but because of brand loyalty they may deem Pepsi or Coke better than the other product. Pepsi has a distinct sweater taste than Coke, which has a hint of vanilla flavoring, higher carbonation, and sodium per swerving (Mertz, 2013). The lower carbonation and sodium makes Pepsi a slightly higher quality product in the not so healthy soda industry. Product Packaging When it comes to Pepsi versus Coca-Cola, these companies have been competitors throughout the years. Both companies have come a long way with their advertising slogans. Coca-Cola’s first slogan in 1886 was â€Å"Drink Coke† and has changed many times over the years to today’s slogan â€Å"Open Happiness† (Coca Cola Journey, 2012). Pepsi’s first slogan in 1939, â€Å"Twice as much for a Nickel† promoted great pricing (G&M Distributors, Inc., 2012). Today Pepsi’s advertising slogan is â€Å"The Best Drink Created Worldwide† (G&M Distributors, Inc., 2012). These two companies could not be any more different is their logos, symbols and colors. Coca-Cola’s main logo has not changed much over the years, sticking with the cursive Coca-Cola font (Coca Cola Journey, 2012). Pepsi, on the other hand, has changed their logo many times over the years. From the Pepsi-Cola cursive font to the Pepsi bottle top, and more recently the Peps i half red and half blue globe (G&M Distributors, Inc., 2012). Product Image and Personality Even though these companies are vastly different in there branding they are very similar when it comes to image and personality. Both companies are concerned with sustainable packaging, recycling, and making an impact of the future of our globe and its environment. Coca-Cola has a commitment to â€Å"set the standard for sustainable packaging, achieve zero waste in our operations and recycle more packaging than we use† (Coca Cola Enterprises, 2014). Coca-Cola uses targets such as using less packaging, using recycled materials, PET bottles, recyclability of their packaging, manufacturing, and inspiring consumers to recycle to assist in keeping our environments clean (Coca Cola Enterprises, 2014). Coca-Cola also uses campaigns like â€Å"Recycle for the Future† to inspire communities to recycle (Coca Cola Enterprises, 2014). Pepsi also concerns them with less packaging, turning waste into wealth, recycling, and motivating others to recycle (PepsiCo, n.d.). Both companies want to improve what they are doing as a company to help improve the environments in communities where they are located. Distinguishing Features Pepsi Co and Coca Cola are both known for offering similar colas that have competed to be consumer’s favorite soda for decades. Pepsi Co most recently has been seen as a more attractive brand to a younger audience than the well-known Coca Cola. Pepsi Co is known for many products beyond Pepsi cola but is easily recognized by the red, white, and blue logo. Besides the noticeable difference in logos Pepsi tends to have a sweeter taste and a citrusy flavor burst. (â€Å"Lubin†, 2012.) Almost everyone has a preference when it comes to choosing between Pepsi and Coca Cola. â€Å"There is a great comparison which says Pepsi is a timely brand and the other brands are timeless brand. So one is for the older people, one is for the younger people.† (â€Å"The Economic Times†, 2013.) Brand Equity A brand has positive brand equity when consumers react more favorably to a product and the way it is marketed when the brand is identified than when it is not. (L.K. Keller, 2008.) Consumers have known both Pepsi Co and Coca Cola for decades. Consumers have tried their products and collected their memorabilia as a supporter of each brand. Although Coca Cola has proven to  be the more successful brand Pepsi Co has not given up. Pepsi Co also has shown success with their sports beverage, Gatorade and bottled water, Aquafina. Pepsi Co has continued to make necessary changes in order to remain competitive and build brand equity. Conclusion In conclusion, although these two brands are largely successful in their own right they also have very different brand components. We were able to research and distinguish several of them to include pricing, quality, packaging, logos, brand equity and features. References Cooper, T. (2014). The Montely Fool. Retrieved from http://www.fool.com/investing/general/2014/06/16/is-coca-cola-outsmarting-pepsico-or-mortgaging-its.aspx Mertz, R. (2013). Things you didn’t know. Retrieved from http://www.tydknow.com/7-differences-between-coca-cola-and-pepsi/ Reuters. (2013). Retrieved from http://www.reuters.com/article/2013/05/22/pepsico-pricing-idUSL2N0E32L020130522 Strategic Brand Management: Building, Measuring, and Managing Brand   Equity (3rd ed.) L. K. Keller Prentice Hall, 2008 Upper Saddle River, NJ http://articles.economictimes.indiatimes.com/2013-11-11/news/43930097_1_pepsico-india-brand-equity brand- positioning http://www.businessinsider.com/the-difference-between-coke-and-pepsi-2012-12 Coca Cola Enterprises. (2014). Sustainable Packaging and Recycling. Retrieved from http://www.cokecce.com/corporate-responsibility-sustainability/sustainable-packaging-and-recycling Coca Cola Journey. (2012, January 1). A History of Coca-Cola Advertising Slogans. Retrieved from http://www.coca-colacompany.com/stories/coke-lore-slogans G&M Distributors, Inc.. (2012, December 11). Pepsi Slogans and Logos Throughout the Years. Retrieved from http://www.gmdist.com/2012/12/11/pepsi-slogans-and-logos-throughout-the-years/ Pepsico. (n.d.). Packaging, Waste & Recycling. Retrieved from http://www.pepsico.com/Purpose/Environmental-Sustainability/Packaging-and-Waste

Religious and Ethnic Groups Essay

Buddhism is a religious group as depicted from the world’s history that began in the 6th century BCE, in today’s Northern India. Buddhism was founded by a wealthy man of Indian dysentery called Siddhartha Gautama. Siddhartha Gautama’s main concern was to teach people how to realize great spiritual development. These teachings focus on areas like tradition/customs, beliefs, ethics, meditation and philosophy and making people more enlightened; Buddha means ‘to awaken’. To the religious group boast of a huge following of about 300million across the world including 0. 7 percent of U. S. A’s religious composition based on U. S’s Census Bureau Document (Seager, 2012). Buddhism is a religious group that differs broadly from other groups in America. The difference is eminent in the way they carry out various practice. Some examples are worship, beliefs, culture, doctrines, and in other routine practices. Buddhism, unlike other religious groups, believes in the existence of only one Supreme Being ‘God’. In contrast to most groups, Buddhism spirituality is of personal discipline rather than faith in ‘God’. A lot of differences may be present when attempting to draw a comparison between Buddhism and the other religious groups in America. Buddhists Experience in America Buddhism has received its fair deal of mixed reception from other religious avenue. Some people have good perception and understand their teachings seek to uphold good morals and values. Buddhism also seeks a harmonious co-existence with other people in society even if they are not practicing the same religion. Others have perceived them as having a bizarre view deeming its operation as being mysterious. Buddhism is unique in conducting their routine religious practices and beliefs. Some religious groups have upheld Buddhism, not as a religion but merely a philosophy (Seager, 2012). They have even incorporated some practices like meditation as an art of realization physical and emotional well being as yoga in pursuit of reliving off stress. They have also sorted in some Buddhism cultural element and used them to perfect their own religions. Contribution and Discrimination of Buddhism Historically in American culture Buddhism has contributed adversely in development of America’s culture. Many Buddhists doctrine and daily routine practices are borrowed and used to blend America’s culture. Example of such practice teachings of how people perceive life and attitude, changed Buddhism has mentored Great America’s scientists and philosophers (Seager, 2012). They borrow ideas from Buddhism teachings. Some of the ways in which Buddhism is practiced in America include stress reduction treatment. In addition, famous movies and songs based on Buddhism, such as Seven Years in Tibet, Little Buddha, The Matrix, and Star Wars, has helped the advertisement industry. Another instance is the Master Card commercial that shows an image of Woman Meditating. There is an increasing number of Americans who visit the Buddhist temples and also practice meditation in privacy. Buddhist Fellowship organization is a very large group that promotes peace, environmental advocacy, and conducts homeless and prison outreach. Buddhism has experienced discrimination minimally compared to other religious groups. Discrimination happens within its own religion and culture primarily against Buddhist women. All Buddhist women are ordained to follow laws and disciplines such as bhikkhunis. However, Buddhist nuns have come together to fight for their rights. The source of this prejudice was because the Buddhist nuns have increased in number and they want to eliminate them from the religion. Buddhism has helped me learn about meditation which can be used in reducing stress and as a way of relaxing. Asian Ethnic Group The Asian American comprises of a 5% of the American population (Espiritu, 2011). In the recent years, the Asian ethnic group is considered among the fastest growing group in America. The Americans refer to subgroups such as the Chinese, Filipino, Indians, Koreans, Japanese and Vietnamese. Most Asian Americans were born in America while others have been the immigrants who have settled in America. Asian differs from the other ethnic groups because from history Asians have continued to follow their religions, unlike many other groups. The Asian Americans are known for their diligence, strong family values and their respect for education, authority, and discipline unlike any other ethnic group in America. Asian American Contribution and Discrimination The Asian American has contributed greatly in the formation of American society. These contributions include constructions of railway, joining the military and protecting the Americans. Asians have also contributed in creating internet sites such as youtube and yahoo. The Asians have influenced other areas like fashion, religion, science and culture. For instance, the kung fu culture of the Chinese is greatly employed in Hollywood while creating action movies. Acts of discrimination towards Asian Americans in America are similar to other minority group. This racial discrimination bars the Asian American from participating in politics (Espiritu, 2011). The reason Asian Americans are discriminated against is Americans consider them foreigners. In conclusion, Buddhism is an Asian practice which the Asian have practiced almost all their lives, but this practice came to be known only in recent years. Discrimination of Asian Americans means that their religion, cultures, and practices are discriminated against. Buddhism is different from Asian Ethnic group because Buddhism is a practice done by the Asian communities. Discrimination should never be practiced in America because America is a multicultural society and the majority of people in America are citizens by birth. References Espiritu, Y. L. (2011). Asian American pan ethnicity: Bridging institutions and identities. Philadelphia: Temple University Press. Seager, R. H. (2012). Buddhism in America. New York: Columbia University Press.

Organizational Behavior, Mintzbergs Managers

Introduction The theory our group will be discussing and explaining in depth is the leadership styles of top management using Mintzberg’s managerial roles. Mintzerg named ten different roles, all separated into three categories. The first category is interpersonal. This includes figurehead, leader, and liason. The second category is informational which includes monitor, disseminator, and spokesperson. The last category is decisional which includes entrepreneur, disturbance handler, resource allocator, and negotiator.These roles are all used in the leadership styles of top management and we will find throughout research which roles are most frequently used and which seem to be the most effective. We have selected five companies in which we will research and in turn, be able to apply Mintzberg’s roles to each company individually. Our company selection includes Nokia, Walt Disney, Apple, Microsoft, and city utilities. We look forward to researching these companies and fin ding exactly which roles are most important to each company specifically, as well as comparatively.Theoretical Identification Mintzberg’s managerial roles are categorized into ten different roles, separated into three categories. The liaison role is under the category interpersonal roles, and it focuses on the manager’s interpersonal work with people that are not a part of his/her own organization. It describes the information and communication that is obligated by a manager, for example that the manager must create networks and engage in information exchange via trade shows, joining boards of directors to gain access to more knowledge.A successful liaison would be networking with the right amount of people in the right circles so that they also would be either a step ahead of their competitors, or at least up to date with the right knowledge. The monitor role is under informational roles, and it focuses on regularly seeking information related to the organization and industry to look for changes that are relevant to the companies’ environment. This is important to the company and to its employees who value being able to adapt to changes that happen in their environment as well.It is also the monitor’s role to be the one to monitor the team in terms of productivity and the team’s well -being to make sure that they always have productive and satisfied employees. Figurehead is considered a symbol, but is required to perform a number of routine duties of a legal or social nature. The figurehead is not always considered a decision maker within a company. Steve Jobs was a perfect example of someone who made business decision, but he was also considered someone that represented the company socially.The other form of figurehead could be Ronald McDonald representing McDonalds, but he has no authority in business decisions. Figureheads are important in helping sell the brand as well as creating a positive image. Figurehead performs ce remonial and symbolic duties. Figureheads are crucial in a company for the brand name, and how they can help build a company. Leader is responsible for the motivation and direction of employees. Every company will have leaders throughout all levels of the company. You will have someone at upper level, middle level and lower level management.Upper level management has someone leading sometimes through board of directors or CEO. Middle Management has a manager in charge of lower level. A leader cannot be taught, but it is a person who has always been a natural born leader. Leaders will direct and motivate subordinates, train, advice and influence. These tasks are crucial in keeping the company flowing smoothly and keeping the product moving out the door. Leaders are crucial in deciding tasks to elevate the company. They are making decisions that the everyday employee has no control over.The disseminator and spokesperson roles, classified under the informational category, are closely r elated. The disseminator role refers to the manager who takes information received from outsiders or employees, and shares it with upper level members of the organization. The spokesperson role takes information from inside the organization and relates it to the public. Good disseminators and spokespersons need to have good communication skills in order to interact with company heads as well as the public.A successful spokesperson needs to be able to speak during conferences with confidence and also be able to maintain a consistent relationship with the media. If a manager is both a spokesperson and disseminator, they are excellent in communicating both inside and outside of the company. The decisional category includes four roles: entrepreneur, disturbance handler, resource allocator, and negotiator. The entrepreneur role is one in which managers take initiative and seek out opportunities that will both benefit the organization as well as create innovation. These managers work on m ajor rojects and are proactive in accomplishing goals as well as bettering the organization. The disturbance handler role refers to managers who are responsible in taking action when problems or disturbances occur. Every organization faces conflict, most of which are sudden and unexpected. The disturbance handler steps in to handle this conflict and attempts to resolve and correct the problem so that the organization can continue successfully. Organizations Identification/ Introduction and Descriptions Disney The Disney Company was founded by its namesake Walt Disney on October 16, 1923.In 1923, Walt Disney left his hometown of Kansas City, Missouri on his way to California with a cartoon of a little girl in a cartoon world called Alice’s Wonderland (Disney). Disney decided to use his cartoon to make some Alice Comedies which first made him successful with his brother, Roy. The Disney Company’s original name in 1923 was Disney Brothers Cartoon Studio which then changed to Walt Disney Studios at the request of Disney’s brother (Disney). After a few years Disney decided to transition to an all cartoon show Oswald the Lucky Rabbit and he made his first business mistake.When he went to his distributor for more money for a second season of the cartoon he realized the distributor sold the rights to a studio who made the cartoons for a cheaper price and that upon further review of his contract he did not own the rights to Oswald the distributor did. However, this was probably a great error because right after this incident Disney created Mickey Mouse, the figurehead for the Disney Company. According to Mintzberg’s managerial role not only is Mickey the figurehead of Disney but so is Walt Disney himself.The Disney Company has expanded greatly over the last 80 years since the company was started by Walt Disney and his brother. The company has moved from cartoons to feature films, amusement parks, merchandise and even Broadway. Walt Disney di ed December 15, 1966 and the company continued with his brother Roy who followed plans Disney left behind (Disney). Once again the Disney Company was not satisfied with its success and decided they should make another theme park on the east coast called Disney World, which opened October 1, 1971. Roy Disney who ran Disney after the death of his rother died in 1971, the company was run for the next decade by people trained by the Disney brothers. The community of tomorrow or EPCOT was one of Disney’s last ideas and it was realized in the larger Disney World Park. The now CEO, Robert Iger, showed that he had what it takes to lead such an innovative company. He became the Disney Company CEO in 2005 and after that the companies stock jumped 42% (Steptoe). In 2007, he increased the fiscal profits almost 80% over the previous year to 2. 63 billion dollars (Steptoe). Disney is one of the most innovated and widely diverse companies around the world.Toyota Toyota joined the automobile industry in 1936 based out of Japan. Toyota has always been a top tier automobile company that has top of the line manufacturing. Toyota will continue to stay top of the line in automobiles with cars such as the Hybrid. The Hybrid has revolutionized the automobile industry to new heights, and that is owed to the management team who has had their struggles. It was large news not too long ago about Toyota recalling several cars, because the accelerator was sticking. The severity cannot be explained in this paper for people involved with this scenario.Mintzberg’s managerial roles might not be the direct idea companies are using, but they are being used by everyone in certain situations. Mintzberg has ten managerial roles divided into three categories of informational, interpersonal and decisional. The crisis Toyota dealt with for the last several years heavily involved the category, decisional. The start was with interpersonal and the leaders to make a decision to go public wit h their apology. It does not make the public happy for the current situation, but it lets the public no Toyota realizes they made a mistake.The leader also had to make some large cuts within the company to show they realized the mistake. The leader also had to motivate employees, so they did not have another lapse that would ruin Toyota. The decisional aspects consume of disturbance handler, resource allocator and negotiator. The negotiator had to deal with all the complaints, and they had to negotiate all the lawsuits aimed at Toyota. The negotiator did pretty well by taking a small hit in the large scheme of the company. They were able to find settlements for over half the cases dealing with the incidents.It took years to uncover a lot of these settlements, but Toyota was willing to take that hit to rebuild the brand name to its original strength. The other two decisional roles are disturbance handler and resource allocator. The disturbance handler is someone who takes corrective action in a crisis and solves problems at hand. This could have been the ending result of Toyota with so many lives in jeopardy, but this person dealt with the problem by confronting it head on. They took the approach of no excuses, and making it publicly none of the problem and recalling the vehicles.It was going to take a hit for taking blame in such large failure of automobiles, but it would save their image in the long run. The resource allocator was in charge of dealing with the issues inside the vehicle to make sure no problem occurs like this again. Toyota continues to bounce back by having top of the line vehicles with minimal complaints. The resource allocator has seemed to done their job in fixing the problem with newly acquired resources. Microsoft Microsoft Corporation is an American multinational corporation headquartered in Redmond, Washington.The company develops, manufactures, licenses and supports a wide range of products and services that’s related to electr onics and software. Microsoft is also one of the world's most valuable companies. As of 2012, Microsoft is a market dominant in both the PC operating system and office suite markets. It was founded on April 4, 1975 by Bill Gates and Paul Allen. Paul Allen was born in Seattle, Washington, Allen attended Lakeside School, a private school in Seattle, and befriended Bill Gates, who was almost three years younger and shared a common enthusiasm for computers. Gates was born in Seattle, Washington, to William H. Gates, Sr. nd Mary Maxwell Gates. Gates father was a prominent lawyer, and his mother served on the board of directors for First Interstate BancSystem and the United Way. Gates graduated from Lakeside School in 1973. He scored 1590 out of 1600 on the SAT and enrolled at Harvard College in the autumn of 1973. Gates joined Paul Allen at Honeywell during the summer of 1974. The following year they saw the release of the MITS Altair 8800 based on the Intel 8080 CPU, and Gates and Allen saw this as the opportunity to start their own computer software company. Gates dropped out of Harvard at this time and that was the start of Microsoft Corporation.Bill Gates management style was very different. Gates's role at Microsoft for most of its history was primarily a management and executive role. From Microsoft's founding in 1975 until 2006; Gates had primary responsibility for the company's product strategy. He aggressively broadened the company's range of products, and wherever Microsoft achieved a dominant position he vigorously defended it. He gained a reputation for being distant to others; as early as 1981 an industry executive complained in public that â€Å"Gates is notorious for not being reachable by phone and for not returning phone calls. As an executive, Gates met regularly with Microsoft's senior managers and program managers. Accounts of these meetings described him as verbally combative and they were worried about the long term agreement with the company because of the way Bill Gates operated things, he was for example very known for the way he would interrupt presentations and be rude and harsh. Gates's role at Microsoft for most of its history was primarily a management and executive role. Microsoft has a top 12 over their management style which is: Total World Domination The Top Five PercentMicrosoft rigorously attempts to hire only the smartest people, those who are within the smartest 5% of the total population. Bet the Company Winning in the game of business is about being willing to make bets at good odds. Require Failure At most companies, to succeed is good, but to fail is unacceptable. This type of policy means that, as a risk/reward scenario, the risk of failure vastly exceeds the reward of success. Managers Are Qualified At Microsoft, the most important qualification for a manager is expertise in the functional area over which (s)he is managing Perform, Perform, PerformPerformance is all that matters at Microsoft, so mu ch so that excuses are flat-out irrelevant â€Å"Shrimp vs. Weenies† Even with its billions upon billions in cash, Microsoft is as frugal as Ebeneezer Scrooge. It's a company that buys canned weenies for food, not shrimp. Commander Steve Ballmer flew coach. (For scheduling Size Does Matter Bill is Watching Esprit de Corps Again alluding to Microsoft being less like a big company than it appears, Thielen asserts that Microsoft has esprit de corps like that of a start-up where everyone involved is focused on a common goal.Stop the Insanity The plague of most big companies is bureaucracy and stupid rules. Home Away From Home Microsoft has a simple way of maximizing its employees' productivity: It allows each individual's office to be as individualized as one desires. Nokia Nokia was founded in 1865 by a man named Fredrik Idestam. He set up two paper mills on the banks of rivers in Finland, the second one on the Nokianvirta River. This is where he came up with the name we all kno w, Nokia. It is ironic that Nokia began by making paper, one of the most important communication tools in history.The first step Nokia took towards the technology industry was in 1912 when Arvid Wickstrom set up Finnish Cable Works. They worked closely with Nokia and in 1962 they created their first electronic device, a pulse analyzer for nuclear power plants. In 1963 Nokia started developing products for the army and shortly after became the biggest computer brand in Finland and the third largest TV manufacturer in Europe. Throughout Nokia’s history there is a trend of innovation and entrepreneurial thinking from its managers.In 1991, the Finnish Prime Minister made the world’s first GSM phone call using a Nokia device. The Nokia President and CEO at the time, Jorma Ollila, decided to focus exclusively on manufacturing mobile phones and telecommunication. This marks the beginning of the Nokia Company that we all know to date. With its aggressive grown strategy and foc us on mobile communication Nokia quickly became the largest mobile communications company in the world. More recently, Nokia has been making many changes due to the increase in competitors in the smart phone market.Fresh blood was brought into management when Stephen Elop was appointed the new President and CEO. He has a history of being a top decisional manager according to Mintzberg’s managerial roles. His job is to keep up with the changing industry and stay competitive in the smartphone market that has been dominated by apple in recent years. In the few years that Elop has been CEO he has made further changes to the management team of the organization. A new vice president of operations has been appointed along with new vice presidents of sales & marketing, mobile phones, and communications.Elop is clearly taking action to make up some of the market share lost to apple in the past years. Apple Apple, a multinational and billion dollar company, was founded on April 1, 1976 by Steve Jobs, Steve Wozniak, and Ronald Wayne. It was incorporated January 3, 1977 without Wayne, who sold his share of the company back to Jobs and Wozniak. Apple is best known for the Mac line of computers, the iPod, the iPad, and the iPhone. It is the world’s largest mobile phone maker after Samsung and Nokia and was named the most admired company in the United States in 2008 and in the world from 2008 to 2012.The Apple market cap is larger than that of Google and Microsoft combined and its worldwide revenue totaled $156 billion in 2012. Apple uses Mintzberg’s managerial roles throughout its corporation to function on a daily basis. Application and Analysis/ Relationships and Inconsistencies Apple While there are many similarities as well as inconsistencies between Apple and Mintzberg’s managerial roles, I find there to be mostly positive relationships between this organization and our topic. The strongest role that Apple focuses on is the leadership role.M intzberg described leading as motivation, direction, and communication from managers to their employees in an effective manner. Steve Jobs was the soul of Apple and his leadership skills and qualities lead this company to extreme success. He was an innovator who focused not only on the needs of the stakeholders, but also on how the organization could reinvent or create new products, markets, customers, and services. Job’s leadership skills followed Mintzberg’s definition of leadership precisely.Along with the similarities of Apple and our topic come inconsistencies. The main inconsistency I found was Apples ability to use Mintzberg’s disturbance handler role effectively. Mintzberg describes this role as the one to take corrective action when the organization faces important, yet unexpected disturbances. Apple has faced many challenges and crossroads in its past and many of these were not solved in the best of manners. A stronger decisional role, such as the dist urbance handler, may have made such challenges easier to handle.Mintzberg’s managerial roles are important and used within all organizations and relationships, both positive and negative, are present. Disney The Disney Company is most well known for its figurehead Mickey Mouse an important role according to Mintzberg. Disney utilizes the figurehead role in a positive way to influence the company and the fans. The Disney Company continued to gain in success after the creation of Mickey Mouse when they realized that they could make more money by selling Mickey merchandise. Then they moved on the first Mickey book and comic strip.In 1934, Disney decided to break into the animated feature films starting with Snow White and the Seven Dwarfs. Snow White was a huge success and was the highest grossing film of all time until it was surpassed by Gone with the Wind (Disney). Walt Disney knew that his cartoons were successful but the future of his company was in the feature films where he continued to be successful but eventually wanted to expand his company again. This time he moved to amusement parks and Disneyland was opened on July 17, 1955, which fans later called theme parks (Disney).In the 1950’s Disney came out with movies like 20,000 Leagues Under the sea and perhaps the finest culmination of his career Mary Poppins (Disney). According to Mintzberg’s roles, Disney was a great leader by not only running a successful company but by influencing the grand expansion of his company from cartoons to films, amusement parks, and even Broadway. He also knew how to inspire and teach his young proteges how to be good leaders and entrepreneurs. After Disney’s death, the new group of leaders decided to keep the Disney expansion going by building a Disney theme park in Tokyo, the first international theme park.In the 1980’s the new management team began the realization of Disney’s own cable network, The Disney Channel. Over the next tw enty years Disney expanded their movie, television, and theme park networks. In 1994, Disney moved to Broadway with their production of Beauty and the Beast (Disney). In 2005, Robert Iger became the CEO of Disney and he is still the CEO today. Many people were skeptical because Iger was a weatherman who had worked himself up the ranks and was now the leader of a large company (Steptoe).However, Iger showed that he could be a great leader like Walt Disney and it was Iger who changed Disney into a technologically savvy company. Iger proved his business smarts by meeting with Steve Jobs the Apple and Pixar chief executive and Disney bought Pixar in 2006 for $7. 4 billion (Steptoe). Robert Iger uses Mintzberg’s role of negotiator in a positive way by making a deal with Steve Jobs for Pixar which really helped expand Disney’s company and increase their profits. Iger uses a laid back management style different from his predecessor and encourages the senior executives to entr epreneurial.The hardest roles of Mintzberg’s to see if they are being utilized by Disney are the informational ones, monitor and disseminator because it is hard to tell if Iger is good at the interoffice communication. Disney has been a thriving company for almost 80 years, starting with cartoons and blossoming into a company with diverse roots in television, movies, theme parks, and Broadway. The Disney Company utilizes the entrepreneur role positively throughout the company’s history from Walt Disney all the way to the leaders of the company today.Implications and Conclusions The concept of Mintzberg’s managerial roles is one that is used throughout every organization on a daily basis. The roles that Mintzberg describe are crucial to the success of any organization and they directly relate to the real world. These roles, although unique in their own, come together to form a single working unit that creates effective and productive employees. Without the knowle dge of Mintzberg’s managerial roles, organizations will struggle to understand how to work together as well as how to form a useful system for success.While learning about Mintzberg’s managerial roles, our group retained information that will further help our understanding when working in an organization. We studied three important categories: interpersonal, informational, and decisional. It is important to be able to distinguish the differences in these categories and to be able to see the significance of each. Each individual role plays an important part in the success of an organization. The more organizations focus on these roles and allocate them to their employees, the more successful and organized they will be.

ALS Lou Gehrig Disease

Amyotrophic Lateral Sclerosis (ALS), also known as Lou Gehrig disease, is a fatal, progressive disease that affects the motor neurons of the body. Attacking the nerve cells in the brain and spinal cord, ALS patients lose muscle control and thus becomes paralyzed (ALS Association, n. d. ). According to the ALS Association, 15 people are diagnosed with ALS every day and that two per 100,000 people deaths are due to ALS (n. d. ). Patients stricken with the disease has a survival rate of two to five years from the onset of symptoms (n.d. ).However, with medical researches and breakthroughs, twenty percent of ALS patients get to live for five more years after being diagnosed (n. d. ). ALS is a disease of the middle-age, meaning people falling in the 40-60 years old are more likely to be afflicted (Curtis and McDonald, 1994, p. 1047). In addition, men are more likely to develop ALS than women (p. 1047). Individuals who get ALS from childhood or early adulthood are rare and may have caught an inherited type of the disease (p. 1047). ALS is part of the motor neuron disorder which causes muscle weakness and atrophy (Forshew and Hulihan, 2002). Atrophy is defined as â€Å"wasting away or loss of muscle† (2002). When only the upper neurons are affected, the disorder is known as primary lateral sclerosis (2002). When it is the lower motor neurons, it is called spinal muscular atrophy or progressive muscular atrophy (2002). In the case of ALS, both upper and lower motor neurons are affected. Degeneration of the upper neurons results in hyperreflexia, spasticity and a Babinski reflex while the lower motor neurons result in muscular atrophy, fasciculation or skin twitches and weakness (Cotran, Kumar and Robbins, 1994, p. 1336). French neurologist Jean Martin Charcot was the one who initially recognized the disease in 1880s (Forshew and Hulihan, 2002). The term amyotrophic is rooted in Greek and the term can be subdivided into syllables: â€Å"a† meaning no or negative, â€Å"myo† pertains to muscle, and â€Å"trophic† for nutrient; so in essence, amyotrophic means no muscle nutrient (2002). It can be noted that nutrient in this sense does not pertain to food nourishment, rather signals coming from motor neurons to the muscles. The terms lateral and sclerosis may likewise be defined. The upper motor neurons pass through the lateral edges of the spinal cord. When the neurons do not work properly, signals to the muscles are absent, thus the muscles become weak, shrink and paralyzed/. When these neurons die, the lateral portions of the spinal cord becomes marked and scarred. Sclerosis is the term used in medicine to refer to hardening and scarring (2002). Lateral sclerosis, therefore, is the scarring â€Å"along the sides of the spinal cord caused by the death of upper motor neurons† (2002). Dr. Charcot used the term amyotrophic lateral sclerosis to refer to weakened muscles and scarring of lateral sides in the spinal cord. The figure below illustrates how the nerve cells look like in normal person and an ALS-afflicted individual.