Killer Angels Essays - American Civil War, Gettysburg Campaign

Killer Angels The Battle of Gettysburg brought the dueling North and South together to the small town of Gettysburg and on the threshold of splitting the Union. Gettysburg was as close as the United States got to Armageddon and The Killer Angels gives the full day-to-day account of the battle that shaped America's future. Michael Shaara tells the story of the Battle of Gettysburg through the eyes of the generals and men involved in the action of the battle. The historical account of the Battle of Gettysburg gives the reader a chance to experience the battle personally and not the history book manner taught in schools. A historical novel gives the facts straightforward and provides no commentary by the people involved in history. The historical account of the Battle of Gettysburg, as seen in Killer Angels, provides the facts of the battle as seen through the eyes of Generals Robert E. Lee, Joshua Chamberlain, James Longstreet, and John Buford. The feelings and inner-thoughts of each General and the conditions of the battle are seen, heard, and felt by the reader in the historical account. Shaara takes historical license with letters, the words of the men, and documents written during the three hellish days of the battle. Shaara avoids historical opinion and provides his own opinion towards the Civil War and the people. The historical account of the Civil War, the Battle of Gettysburg specifically, in Killer Angels conveys the attitude to toward war, attitude towards the Civil War, and cause for fighting the war of General Robert E. Lee, Joshua Chamberlain, James Longstreet, and John Buford. General Robert E. Lee gained stoic and legendary status as the heart and soul of the South in the Civil War, but many did not know his reasons and feelings for fighting the war. War and the slaughter of others did not interest Lee and he felt compassion for the Union. Lee had contradictory feelings towards war and says, "He was not only to serve in it but he was to lead it, to make the plans, and issue the orders to kill and burn and ruin...he could not do that" (Shaara 263). The Civil War is not in the taste of General Lee, but feels it is his duty, and he cannot just stand by and watch the war pass him by. Michael Shaara says of Lee's reason for fighting the Civil War ", He found that he had no choice...Lee could not raise his hand against his own. And so what then? To stand by and do nothing? It had nothing to do with causes; it was no longer a matter of vows" (Shaara 263). Shaara, through his commentary on General Lee, explains that Lee did not want to fight the war but had to. Lee felt it was his duty to fight for his fellow countrymen, but not for a cause, land, or slavery. "So it was no cause and no country he fought for, no ideal and no justice. He fought for his people, for the children, and the kin, and not even the land, because the land was worth the war, but the people were," General Lee says (Shaara 263). General Lee fights for himself and has no choice but to fight, knowing in the end that he might be wrong with his cause and pay the price someday. General Lee is not a proponent of war, but he will serve his country with honor and duty if necessary. A man of ideals and honor represent the character of Union Colonel Joshua Chamberlain. Being a man of education, Chamberlain knows the demeaning and repulsive nature of slavery and has come to fight to end it. Chamberlain hates the whole idea of the Civil War and the death and destruction that goes along with it. "I used my brother to plug a hole. Did it automatically as if he were expendable," says Chamberlain (Shaara 304). He hates the idea that men, including his brother, are dying out in the fight for slavery. The only reason he believes in the Civil War is that if he the North did not fight freedom would be tarnished and a great travesty would occur. Chamberlain is not a man of war and blood and doesn't relish war and its qualities. The idea of war in general to Chamberlain was ludicrous, as he once wrote "Man: The Killer Angel". Chamberlain believes all other wars have been unnecessary expect for the Civil War because it is a different kind of war.

Process for Implemenation of Supplier Development Strategy Essays

Process for Implemenation of Supplier Development Strategy Essays Process for Implemenation of Supplier Development Strategy Essay Process for Implemenation of Supplier Development Strategy Essay Introduction Supply concatenation direction adopts a systematic and integrative attack to pull off the operation and relationship amongst different parties in supply concatenation one of the major issues is supplier development surveies have investigated how choice direction can be employer in supply concatenation direction to act upon public presentation in the whole supply web. ( Mishra Rik. Patel G-Supplier Development Strategies. Data employment Analysis Business Intelligence Journal. January 2010 vol 3 No. 1 ) There are 8 phases of execution of provider development 2. 1 Identify critical trade goods for development Directors must analyze their state of affairs to find whether Supplier development is of import and if so which purchased trade goods and services require the most attending. A corporate degree executive maneuvering commission must measure the relevant strategic importance of all goods and services that the company buys and bring forth a portfolio of critical trade goods 2. 2 Identify critical providers for development The directors must measure the public presentation of providers who supply trade goods in the strategic provider category . These trade goods considered strategically of import. as they might be hard to replace or buy from alternate providers. 2. 3 Form a cross-functional squad A purchaser must foremost develop internal cross-functional consensus for the enterprise before nearing the supplies to inquire for betterment such consensus will assist to demo a unified front and guarantee that all purchaser maps. 2. 4 Meet with supplier’s top direction squad The buyer’s cross functional trade good squad must near the supplier’s top direction group and set up three keys to supplier betterment. strategic alliance. provider measuring and professionalism. 5 Identify chances and chance for betterment At these meetings with the providers executive should place countries earmarked for betterment. Companies following a strategic attack to provide base development can normally hold upon countries or betterment. In some countries driven by concluding client demands and outlooks. 2. 6 Identify cardinal undertakings After placing assuring chances of provider development directors must measure them in footings of feasibleness. resource and clip demands and possible return on investings. The purpose is to make up ones mind what the ends should be and whether they are accomplishable. 2. 7 Define inside informations of the understanding After the possible betterment undertaking is identified. the parties need to hold on specific merthies for supervising its success. 2. 8 Monitor position and modify schemes Manages must invariably supervise the advancement and invariably exchange information to keep impulse in the undertaking. ( hypertext transfer protocol: //www. ethenmanagementor. com. kuniverser/kmailer_universe/manu_kmailers/som-supplierdev1. htm. Accessed 15/09/2011 ) Different types Supply Chain relationships | |Transactional |Collaborative |Alliance | | |Relationships |relationships |relationships | |Communication |High potency for jobs |Systematic attack to | | | |enhance communicating | |Competitive |Low |High | |advantage |Independence | | |Connectedness |Little |Interdependence | |Continuous |Few | | |improvement | |A focal point on | |Contributions to | | | |new merchandise |Low |Many/early supplier | |development |Short |involvement | | |Reactive |Difficult/high impact | |Difficulty of issue |Price |Long | |Duration | Small or none |Proactive | |Expediting |Low |Total cost | |Focus | |High or entire | |Level of integrating |Many |High | |Level of trust |No | | |Number of |Incoming review | | |suppliers |Inward looking |One or few | |Open books | |Yes | |Quality | |Design quality into system | |Relations | |Concern with each other’s | | |Few/low skill flat |well-being | |Resources |Minimal |Professional | |Service |No |Greatly improved | |Shared prognosiss |Possible |Yes | |Supply breaks |No |Unlikely | |Technology influxs |Tactical |Yes | |Type of interaction | |Strategic synergism | ( Handfield RB ; Monczka RM ; Giunipero LC ; Patterson JL. Sourcing and supply concatenation direction ; 2004 pg 123 ) Portfolio Analysis 4. 1 Captive purchaser Captive purchaser relationship the provider dominates the purchaser and the purchaser depends on the provider. In these peculiar prisoner purchaser relationships this dependance of the purchaser is due to the alone rational belongings of the provider. Because of this rational belongings the purchaser has limited or no Substitutes to turn to making a dependance on the provider. Despite this dependance a high degree of trust dramas an of import function in doing this relationship fruitful for both parties. Apparently the laterality of the provider is limited to the extent that the common trust corsets integral. But the degree of trust besides has its bounds from the supplier’s position. The provider is non willing to swear the purchaser with its rational belongings. The obvious ground for this is the hazard that the provider would lose its ruling place. Therefore. the provider has a particular involvement in keeping its dominant place. The study and interviews indicate that for confined purchaser relationships the explanatory variables were the deficiency of replacements. legal belongings rights and size of the provider. Apparently the legal belongings rights of the provider. and the ensuing deficiency of replacements. causes the purchaser to depend on the provider. These factors. combined with a provider that is much larger than the purchaser. consequences in a relationship that can be described as a confined purchaser state of affairs. ( hypertext transfer protocol: //dspace. learningnetworks. org/bitstream/1820/3545/1/MWBHMJFleurenmei2011. pdf ; Accessed 15/09/2011 ) 2 Captive Supplier Captive provider relationship the provider depends on the purchaser and the purchaser therefore overpowers the provider. This imbalance of power can hold one or a combination of factors: the size of the purchaser and its market portion but besides the shift costs for the provider contribute to the dependance of the provider on the purchaser. Despite the fact that the provider has of import rational belongings this is non sufficient to equilibrate the degree of power towards the purchaser. To do this relationship a fruitful one cooperation and common ends are of great importance. Via these common ends the purchaser does depend on the provider to some extent. therefore forestalling the purchaser from mistreating its laterality over the provider. For this ground. in a confined provider state of affairs the purchaser will besides put ( to a great extent ) in the relationship but non to the extent that it loses it’s ruling place. While analyzing the confined provider relationships. it became evident that the Explanatory variables were market portion. deficiency of replacements. legal belongings rights. non-retrievable investings and the size of the provider. These factors resulted in a confined purchaser state of affairs. Again the presence of legal belongings rights. this clip of the purchaser. causes the provider to hold limited or no replacements. Furthermore the relationship involved important non-retrievable investings for the provider. doing it even more hard to exchange to another purchaser. Finally. the high market portion of the purchaser compared to the little size of the provider was a important factor. The net consequence of these explanatory variables is a confined provider relationship. ( hypertext transfer protocol: //dspace. learningnetworks. org/bitstream/1820/3545/1/MWBHMJFleurenmei2011. pdf ; Accessed 15/09/2011 ) 3 Interdependent Supply Chain members Some sort of get downing point is needed for designation of supply ironss. For case. an end merchandise of some sort may be used for designation and analysis of the activity construction organised behind’ it. This is in line with the transvection construct coined by Alderson ( 1965. p. 92 ) who defines transvections as consisting †¦all anterior action necessary to bring forth this concluding consequence. traveling all the manner back to accumulate resources’ . This. nevertheless. imply a first of import connexion among ironss as they typically merge in different phases within an activity construction where different parts of the terminal merchandise are assembled. welded etc. binding different ironss together in turn ( Dubois. 1998 ) . Consequently. several different merchandises ( and therefore besides several ironss. if defined by merchandises ) are involved in every supply chain’ ensuing in some sort of end-product. Taking transvections. or end-product re lated constructions. as a get downing point we will further analyze the ways in which the activities and resources within supply chains’ are connected by analyzing how they are capable to the three signifiers of mutuality. ( hypertext transfer protocol: //www. impgroup. org/uploads/papers/4324. pdf ; accessed 15/09/2011 ) 5. Buyer /supplier relationship ( Handfield RB ; Monczka RM ; Giunipero LC ; Patterson JL. Sourcing and supply concatenation direction ; 2004 ) High Category Level Low Decision The construct of power should be at the Centre of any survey of buyer-supplier relationships. Power affects the outlooks of the two parties over what commercial returns should accrue to them from a relationship. It besides affects the willingness of the two parties to put in collaborative activities. As of import. it besides affects the willingness of the two parties to portion the costs of relationship-specific investings. It besides affects the willingness of the two parties to portion sensitive information. As a consequence. an apprehension of the power relation which is frequently stable. with the comparative stableness should. from the point of position of the buying director. inform both the provider choice and the relationship direction determination as he or she attempts to pull off hazard proactively. Bibliography 1. hypertext transfer protocol: //www. impgroup. org/uploads/papers/4320. pdf 2. hypertext transfer protocol: //dspace. learningnetworks. org/bitstream/1820/3545/1/MWBHMJFleurenmei2011. pdf. 3. Mishra Rik. Patel G-Supplier Development Strategies. Data employment Analysis Business Intelligence Journal. January 2010 vol 3 No. 1 4. Handfield RB ; Monczka RM ; Giunipero LC ; Patterson JL. Sourcing and supply concatenation direction ; 2004 - - - - - - - – |1. Leaverage: |2. Strategic: | |Captive Supplier |Mutual dependance | |The purchaser has power |Trust is necessary | |Trust may be missing | | |3. Routine: |4. Bottleneck | |Mutual Independent |Captive purchaser | |Trust non necessary |The Supplier has power | | |Trust may be missing | LowHighBusiness Hazard

Romantic Love Essay Example | Topics and Well Written Essays - 1500 words

Romantic Love - Essay Example As the essay declares love is one of the most profound emotions known and as exhibited from the thesis statement above, every person has an affinity to feel loved and wanted to make their lives interesting and bear meaning. Others seek romantic relationships where they are able to express their feelings to another compatible partner (preferably of opposite sex) as the main type of love. A romantic relationship for this reason is the most meaningful of elements in human lives that provides a deep source of fulfillment from the mutual association. According to the paper findings the ability to have a loving and healthy relationship is not innate. A great deal of evidence suggests that love possess certain specific characteristics, the ability to form a stable relationship right from infancy. A child’s earliest experience of love may be from a caregiver who reliably meets the infant's needs for food, protection, care, stimulation, and social contact. Consequently, romantic love is an invention of the modern world not an archaic relic. Most of historical societies did not experience or know love as compared to the modern society where individuals are allowed to make their individual, independent choices on the person their heart loves cutting across ethnic diversity, races and nationality. Popularly, parents would arrange marriages based on the families mutual attraction in the ancient days giving linking people with a destiny not of their own choice or selection. The modern society hence allows grounds for love to thrive and add meaning into life.

Leadership and Management Assignment Example | Topics and Well Written Essays - 1250 words

Leadership and Management - Assignment Example Conflict in business organizations is a common phenomenon that can arise from various reasons and in between different members of the organization, be it between the leaders and the employees, among the co-workers, or between the organizational members and the customers (Ingram 2013). Need for conflict management through effective leadership and management is thus highly essential for every business organization. The present study focuses on an understanding of conflict handling in business organizations through effective leadership and management, based on a scenario of conflict in a chosen business organization. Scenario: ABC Company Limited is a software company performing more than a decade and has successfully achieved its position in BPOs and software development companies. The financial and technical background of the company is very strong and the skilled manpower of the company is focused on to providing its customers with the best of software products and services. Thus com mitment and goodwill are two essential factors that the management team of the company takes significant concern of. A, B, C, D and E are the members of the organization and hold different positions. ... According to E, while B provided them with all instructions for the completion of the project they were working on, D was arrogant and acting as a boss when B was not around. E also complained that D treated E in a manner as if E was working under D and not as another team member. E was highly disappointed and wanted to get out of the particular project as he thought he was nothing less in capabilities than D, and that if B was the project head, E was only supposed to follow B. A found that the project should not get hindered for any such conflicts among the members, and asked B and C to immediately resolve all issues, such that the work on the project could continue. Since the completion of the project was very important, B and C decided to separate D and E, and put E on a different project, where the other member working was new in the company, and hence were expected not to create any issue. The interactions between the members are provided in Appendix A. Conflict Handling  œ Management Theories: Conflicts in business organizations, as the above mentioned scenario describes, occur when two or more individuals working together differ in their behavior and attitudes that are reflected in their opinions and actions, affecting the others. Conflicts in interpersonal relationships need to be handled strategically otherwise which the relations might be affected, affecting the organizational goals as a whole. It is extremely essential that organizational employees have respect for each other (Managing Conflict in Interpersonal Relationship at Workplace 2013). The Conflict Process: There are usually many stages that complete the conflict process. Sources lead to the conflict that is followed by different

Unilateral Decision Making in Human Resources

Unilateral Decision Making in Human Resources Human resource management is a series of activities which first enable working people and the organisation which uses their skills to agree about the objectives and nature of their working relationship and secondly, ensure that the agreement is fulfilled Torrington and Hall (2002: 13). There has been an argument about who are the decision makers in the organisation. Is it the Management who are responsible for strategy forming and implementing the strategy or is it the employees who are the life line of the organisation who have the knowledge about the product. Who are best capable of making the decisions? In the essay there is the discussion about the various perspectives and the way decisions are taken. A brief introduction of three types of perspective: Unitary Perspective: A Unitary perspective has one source of authority and one focus of loyalty, which is why it suggests team analogy. Each accepts his place and his functions gladly, following the leadership of the one so appointed. Fox (1966) ( pg 2). Pluralistic Perspective: A Pluralist frame of reference recognises that the legitimacy and justification of trade union in our society rests not upon their protective function in labour markets or upon their success, real or supposed, in raising the share enjoyed by their members, but on social values which recognise the right of interest-group to combine and have an effective voice in their own destiny. This means having a voice in decision making. Marxist Perspective: the Marxist perspective sees the process and institution of joint regulation as an enhancement rather that reduction in managements position; at best they provide only limited and temporary accommodation of the inherent and fundamental division within capitalist based work and social structure. In the essay we would be concentrating more on unitary perspective and pluralistic perspective as they have closer relevance to the statement/argument. The essay gives the outline of how various perspectives effect the decision making process. The effects of various factors on factors like employee relations, employee contract, job regulations, and perspectives have been discussed representing them with a few examples. The corporation is the master, the employee is the servant. Because the corporation owns the means of production without which the employee could not make a living, the employee needs the corporation more than vice versa. Peter Drucker Business Capitalism Work Management regards its own unilateral decision-making over Human Resource issue as legitimate and rational; any opposition to it, either internal or external to the organisation, is seen as irrational. Managements unilateral decision making over Human Resource issue is legitimate and rational can be accepted only if the employer and employee feel that they are one big family (unitary perspective). As fox has summarised that the unitary perspective can be justified when employees and employers have a common goal and objective i.e., to maximise the success of the organisation and workers willingly accept to obey the decision taken by the management. Armstrong (1999) says that the philosophy of Human Resource Management with its emphasis on commitment and mutuality is based on the unitary perspective.fox also states that in unitary perspective there are no teams. Nor are they any outside it; the team stands alone, the members (employees) have an obligation of loyalty to their leader Fox (1966) (p.03). Therefore from the above references it is clear that the decision taken by the management is legitimate and rational and its the duty of the employees to follow it without opposing it. The employers are responsible for the effective running of the organisation and they would have a long term plans of the organisation and the decisions would be taken according to the company vision and objectives. The employees need to understand that the employers would always think to better the company and maximize the profits, opposing decisions taken by them would not only be disloyalty shown towards the organisation but also unethical practise to go against the people who have provided them with food and shelter which are the basic needs (Maslows hierarchy). The above statement is very strong in countries like India where the trade unions have more political view than the welfare of the members of the trade unions. The trade unions go on strikes just to overpower the management. States like West Bengal where the trade unions have the upper hand to the management. That is the main reason why no multinational company wants to set up their base in west Bengal. Whereas states like Karnataka where the unions are discouraged have come up because the IT industry does not encourage trade unions. It may not affect the Industry, but there would be change in the perception and image of the industry if trade unions are introduced. We must seriously consider whether it is the right time to have trade unions in the IT sector. It might hurt the industry Kris Gopalakrishnan, CEO MD, Infosys Technologies (Forbes rated Infosys among the 5 best performing companies in the software and services sector in the world). The success of the organisation has been unitarist approach. Unitary perspective also overcomes the problems of disputes between rivalry unions. In this method the accountability becomes clear because everyone is assigned a responsibility. Unitary perspective approach towards job regulation is unilateral in internal regulations. A unitary approach manager takes all the decisions without the consultation of the employees as the employer would know best for the employees. If the decision would be put forward to the employees there would be conflicts of interest. For example during the recent recession period, when the companies had to lay off employees it would not be advisable for the organisation to consult its union about whom and how many are to be removed. The union which is formed for the welfare of the employees would not agree to such decisions and hence it would result in strikes (Jet Airways employees calling for a strike because 150 of its employees were given the pink slip. The organisation was going through huge losses and the only way it would reduce its loss would be by reducing its man power which was not accepted by the Union, hence it resulted in strike). Therefore it is necessary for an organisation to limits the powers of trade unions in decision making. When the Theory X and Theory Y- Mc Gregors is taken into consideration it proves that employees of Theory X would oppose any decision taken by the management as the employees under theory X dislike work and do not care about the organisation goals. Thereby it becomes necessary for the management to take the decisions and employees opposing it are seen as irrational. But the organisation does not have any control over the external Job Regulations because external job regulation consists of forces which are partially outside the enterprise. Therefore, the organisation does not have complete control over the external job regulation. In context with the labour contract, the unitary perspective manager recruits the employees for a particular assignment and when an employee enters into a contract with the employer its his/her duty/responsibility to follow instructions given by the employer, as the statement refers anyone opposing it is seen as irrational would be true because when an employee goes against the contract it is irrational or not fulfilling the terms of the contract. The method of negotiations and bargaining is not encouraged in unitary perspective because the organisations face the problem of firstly recognizing the right union (multiple numbers of unions in an organisation has increased). Therefore the only way to solve this problem would be non recognition of unions. If the management needs to make unilateral decisions which has to be accepted by the employees the decision makers need to have a few traits in them. Firstly they should have a problem solving ability and how they can fit into the wider scheme. Secondly they should have a strong desire to achieve the goals, they should be self confident and self disciplined, they should have the ability to listen and communicate effectively. Finally they should be analytical and intelligent (not to intelligent). Robert.H. David Wilson. Managing organisations. (Pg198) When Unitarism is related to the labour process it becomes clear that the management has the whole authority to make all the decisions because in it is perceived that all the raw materials, means of production and the product of labour belongs to the management. Therefore the decisions taken by the management are legitimate and rational as they own everything and anyone opposing would be considered as irrational. The statement holds true in this situation because once a person/organisation is the owner of a particular thing, he/they should have the freedom to do what he/they want to do with it, without anyones interference. When there is a problem with the organisation it is the management that is held responsible for it. For example even if an employee has faulted in his work and the customer may have some problem with it is the organisation that has to pay the compensation to the customers not the employee. The statement is only applicable for a unitary approach organisation but it has its own draw backs which are low employee morale, low productivity and absenteeism, negative attitude towards work/ job, management rivalry, disagreement, incompatibility, incongruence. There may be various reasons for the following. But to avoid the following there has to be a two way communication between the employee and the employer. The above theory can be accepted but to a certain extent as the external factors cannot be controlled by the organisation. Factors like supply, demand, government policies all play a major role in the working of an organisation. Therefore external factors cannot be considered as irrational. The organisation needs to be flexible and change accordingly to the change in external factors. According to Dunlop (1950) industrial relations system consists of three agents management organizations, workers and formal/informal ways they are organized and government agencies. The Du nlops model gives great significance to external or environmental forces. In other words, management, labor, and the government possess a shared ideology that defines their roles within the relationship and provides stability to the system. The Dunlops theory projects that all the actors have to a common understanding; they cannot work without each others support. The effect of a decision taken will have an effect on the other actors; therefore considering there interference is irrational will not help in the smooth running of the organisation. This is the reason why trade unions were formed which represents the employees. Trade unions have been recognised by all the governments. In a free market unions are encouraged as it is a symbol of democracy which allows the employees the right of expression. In the modern day business there are new techniques like Delphi method; Quality Circles are introduced for the betterment of the organisation. This shows employee participation in the de cision making process of the management has become very important; therefore the management considering any opposition from the employees as irrational will be wrong. A unitary approach becomes really hard when the company is a Multi National Company, because the business market would be different in different countries therefore having a unilateral approach may not suite the organisation. To gain a competitive edge the organisation needs to make the best use of its resources and there are more chances of mis communications in unitary approach, which may result into conflicts. A pluralistic perspective completely agrees with the above said statement as a pluralistic manager believes conflicts are inevitable. It is something that cannot be avoided. The only way the conflicts can be solved is by collective bargaining. In a collective bargaining, its a Win-Win situation for both the employers and the employees. It keeps the morale high and even the productivity high. Therefore considering any interference of the employees of the organisation as irrational cannot be justified, its the right of the employee to have a say in the decision taken by the employer as it will be the employees who would be following those decisions. Ex. If an employer decides to extend the shift (working hours) it has to be consulted with the employees as it will be them who would be working for long hours. If the decision is taken without consultation it would result in conflicts. Every organisation has a member representation of the employees because the organisations have understood the importance of employee satisfaction. Therefore the above statement cannot be agreed on if the organisation follows pluralistic approach. Workers in various countries have been opposing the unilateral decision making process. They feel the managers have been mis using their powers. Even though the management owns the organisation it can only buy the labour power it cannot buy labour because labour is not saleable, therefore the management can restrict its decisions to labour power not labour. Therefore any decision taken which affects the labour can be opposed and it would be considered as rational. When pluralism is related to job regulation as stated by Bean (2000) (p.370) it is generally conceded in the liberal democratic world that working people should have the right to participate in the making of decisions that critically affect their working lives. From the above quote it shows the importance of employee involvement in the decision making process. The employers need to understand that employees play a major role in functioning of the organisation, by involving them into the decision making process not only increases the motivation of the employees but also increase the productivity of the employees. In the modern techniques there are various methods adopted like to increase employee participation in the organisation. It may sometimes result in new fresh ideas which may work in favour of the organisation. Therefore considering ideas from the employees while making decision can be very useful. Sometimes these ideas may contradict the decisions of the management, the manage ment needs to analyse the suggestion and implement it if it is for the betterment of the organisation. The management cannot consider these ideas as irrational. While making rules for the organisations various factors influence them, factors like State, the availability of labour. Supply and demand etc. play a crucial role and none of them can be considered as irrational when they oppose the decisions made by the organisation. The draw backs with pluralistic approach would be rivalry between the trade unions, it makes it hard for the organisation to negotiate when there are more than one trade unions and hence the unions and the management would loose valuable time and money in negotiating the problems. It is the duty of the unions to act as a mediator between the employees and management, but the unions have become so political that they just see how the party(the political) party they represent is benefitted. Example. TATA Nano project was shifted from Singhur (West Bengal, India) to Gujarat (India) because the opposition party wanted to put the ruling government down. There was loss of employment for the state (west Bengal) when the company made the decision to move out, and the union did not achieve any gain out of it. Therefore it can be concluded that the unions no longer work for the welfare of the employees, they have diverted themselves to work for the political party that is supporting them. The Marxist approach states that the management makes profit by exploiting the labourers, i.e. by paying them low wage compared to the work they have done. Conclusion From the above arguments and analysis it becomes clear that the argument is an Management regards its own unilateral decision-making over Human Resource issue as legitimate and rational; any opposition to it, either internal or external to the organisation, is applicable only in Unitary Perspective but this can be implemented in very Public/Private sectors. Some organisations have been successful after adopting such approach but this method cannot be adopted in all sectors as in this fast growing business world and the rate of attrition increasing it becomes very essential for an organisation to take care of its employees and other concerns which are attached to the company, considering their opposition as irrational can be very easily be a reason for the downfall of the organisation. An organisation may enjoy supreme authority when they have a unitary approach but the organisation to decide its transfers and promotions very carefully. It would play a major role because if a manager is recruited from outside the organisation may not be able to adapt to the organisations culture and there would be regular oppositions for his decisions. From the above essay we can argue that no one type of perspective is suitable for all organisations. Some companies may adopted a particular perspective and been successful but it does not confirm that all companies will be successful by following such a perspective. An organisation may have both Theory X category employees and even Theory Y category employees, it is the responsibility of the managers to use the resources available and make the best use of them. To conclude from the above essay it can be concluded that an organisation needs to be flexible but also needs to have authority over its employees. The management needs to take suggestion from its employees but the final decision needs to be taken by the management and its the duty of the employees to follow the decisions as they are under contract/agreement with the employer to render there services to the organisation. The management can have complete control over its internal part of the organisation and anyone opposing it would be going against the contract therefore can be considered as irrational but this can be said the same towards the external forces, the management does not have complete control over them, and considering their opposition as irrational would not be appropriate. Both the perspectives have their own advantages and disadvantages, its the responsibility of the management to balance their business and make profits after all- The only and only social responsibili ty of a business is to make profits- Milton Friedman (Noble Prize in economics).

Acid Base Extraction Essay -- essays research papers

Acid Base Extraction The purpose of this laboratory assignment was two-fold, first, we were to demonstrate the extraction of acids and bases, finally, determining what unknowns were present. Second, we were to extract caffeine from tea. These two assignment will be documented in two separate entities. Introduction: Acid/base extraction involves carrying out simple acid/base reactions in order to separate strong organic acids, weak organic acids neutral organic compounds and basic organic substances. The procedure for this laboratory assignment are on the following pages. 3) Separation of Carboxylic Acid, a Phenol and a Neutral Substance   Ã‚  Ã‚  Ã‚  Ã‚  The purpose of this acid/base extraction is to separate a mixture of equal parts of benzoic acid(strong acid) and 2-naphthanol(weak base) and 1,4- dimethoxybenzene(neutral) by extracting from tert-butylmethyl ether(very volatile).The goal of this experiment was to identify the three components in the mixture and to determine the percent recovery of each from the mixture. 4) Separation of a Neutral and Basic Substance   Ã‚  Ã‚  Ã‚  Ã‚  A mixture of equal parts of a neutral substance containing either naphthalene or benzoin and a basic substance containing either 4-chloroaniline or ethyl 4-aminobenzoate were to be separated by extraction from an ether solution. Once the separation took place, and crystallization was carried out, it became possible to determine what components were in the unknown mixture, by means of a melting point determination. Results Procedure Observations Inference Dissolve 3.05g Phenol Mixture was a golden-Neutral acid in 30ml brown/yellow color t-butyl methyl ether in Erlenmeyer flask and transfer mixture to 125ml separatory funnel using little ether to complete the transfer Add 10 ml of water  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Organic layer=mixture   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  aqueous layer=water(clear) Add 10 ml saturated aqueous   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Sodium bicarbonate  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  NaHCO3 dissolves in solution sodium bicarbonate  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  ... ...sp;  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Caffeine salicylate is a Pasteur pipette while the  Ã‚  Ã‚  Ã‚  Ã‚  isolated(white color)  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  formed. beaker is in the ice bath then vacuum filter. Caffeine beaker:  Ã‚  Ã‚  Ã‚  Ã‚  51.61g   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   -51.56g   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  .05g = 50mg % yield = .05g x 100% = 20%   Ã‚  Ã‚  Ã‚  Ã‚   .25g Caffeine salicylate:  Ã‚  Ã‚  Ã‚  Ã‚  17.198g   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   -17.036g   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   .062g % yield = .062g x 100% = 25%   Ã‚  Ã‚  Ã‚  Ã‚   .25g Conclusion   Ã‚  Ã‚  Ã‚  Ã‚  According to the HPLC graph that follows, my product was very pure. The actual melting point of caffeine salicylate is 137 degree(C), my product was found to have a melting point of 138 degrees (C). As before, of course this experiment was not done completely error-free, the error is due almost entirely on human error.

Osim Marketing Communication Essay

Osim as a brand revolves around the mission of bringing the best experience of total wellbeing and living an inspiring life. Its values are uphold and practice through every customer interaction, products, stores and an in-depth knowledge of a holistic health. Osim, with over 30 years of experience has been the global leader in branded healthy lifestyle products. Osim continues to strive for developing innovative and reliable lifestyle products to achieve a healthier lifestyle and wellbeing. For a relax and relief experience, users can choose from massage chairs, massage sofas, leg massagers, upper body massagers, handheld massagers , eye massagers and neck pillow. Slim belts and pulse massagers helps one to get tone and shape. In line with its mission of providing a holistic lifestyle, health related products like blood pressure monitor, air purifiers humidifier water purifier and vacuum cleaners are also part of its extensive product range. The launch of Osim Uphoria as the world 1st Tui Na massager amongst more than 10 other different products of functionality had once again propel them as the global leader in providing a holistic lifestyle to its consumers. International celebrity, Joey Yung, was chosen to endorse Osim Uphoria in a TVC shoot. Osim has strategically ride on Joey Yung diva persona where she is notably famous in Mainland China, Hong Kong, Taiwan and Singapore to promote Osim Uphoria as their advertising strategy. Catching up with the internet marketing trend, Osim has created a blog dedicated to its product. osiminspiringlife.wordpress.com can be founded on, google, yahoo and baidu which are the major search engines for their target audience. To combat the Singapore’s market, Osim also created â€Å"osim sg channel† on youtube. Lastly, publicity efforts can be seen in the mentions of celebrity bloggers Darren Ang and Denise making a review for Osim Uphoria. Forums like â€Å" cozycot â€Å" was also commenting on the product. Osim Uphoria has also gain media coverage at Singapore Pavillion at World Expo. Island wide Osim stores also launch promotions with its usual price of SGD 798 Dollars to SGD 698 Dollars. Osim uPebble was put at a package to engage its consumer to buy. Tactics of free delivery and free one year warranty was put into the mix as a complete well worth it package. Competitor Review OTO Bodycare is the key competitor for Osim which doing the same concept as them. There are other competitor too such as Ogawa Pte Ltd. OTO Power Foot has the same focus with OSIM Uphoria leg massager but is less attractive. Reason being it has less features and the price is slightly higher. The machine can be used in various positions – sitting on a chair, standing up, sitting on the floor and lying down. ‘From the last two positions, my thighs were also massaged, but it was rather awkward and uncomfortable’, herworldplus.com. (November 2011) The promotional mix used by OTO to promote Power Foot massager is by using advertising, internet marketing, sales promotion and product awareness. A youtube video showing the OTO power foot demo, brings awareness to the public and also advertising. For sales promotion wise, since Chinese New Year is coming, consumers may get attracted by the lucky draw contest for anyone who spend at least SGD$128. (facebook.com/OTO.Bodycare.sg) Also, with any purchase of OTO products, customer may enjoy a discount for OTO Power Flex at $298 which is worth $538. Ministry of Education Sports & Recreational Club, MERSC, receive free delivery for product worth $300 or more. (mesrc.net, Jan 2013) Overall, OTO promotional mix is mainly focus in general but not on the Power Foot itself. Therefore, in the next topic, we will compare the difference between OTO and OSIM promotional strategies to see which is much attractive. Differences & Evaluation Similarities Both company took advantage of the upcoming festive season which is Chinese New Year to promote and increase their sales. For social media, they use Facebook and YouTube to communicate and build more awareness towards consumers. Differences OSIM put more effort in advertising and promotions. In their website, there’s one button solely for promotion products and the price are also being stated. By doing so, consumer able to meet their budget and make fast decision. Regular article updates on OSIM blog had make it attractive towards consumer to find out more details about their product and event. OSIM invite celebrities Kim Ng to come down and promote their product during the roadshow at Junction 8.(osiminspiringlife.wordpress.com, Jan 2013) Whereby OTO, they only did a simple roadshow to promote their product. OSIM International is better in promotional strategy? Based on my research and views between OSIM and OTO, I would strongly agree that OSIM International is better in promotional strategy wise. Reason is OSIM had put more efforts in terms of promotional strategy which had their brand recognize in Singapore. Trusted and reliable is the first impression they make towards me when I browse their website. I can find every details I need about them in their website. Whereby OTO website is simple and unattractive compared to OSIM. Reason is when a consumer is interested to buy a product, the first question they want to know is how much does it cost. At OTO website, they did not state the price for every product and expect consumer to visit their shop or make a call. This will delay the time and will lower the level of interest towards the product. OSIM had make a good approach towards social media. I would say that OSIM is has more reputable level then OTO as they had built trust towards consumers mind in Singapore. A positive review stated by a customer saying that they are satisfied with OSIM products and services. (yelp.com, 6/9/2012) Recommendation to improve OTO promotional strategy -improvement towards their website This way they can attract more customers and build reputable brand. -improve their brand awareness Make a regular publicity stunt that attract large group of people. Use Google Adword to make it at the top search in the web. -focus more on public relations Make a charitable contribution towards community to create awareness. Write and update articles regularly so that customer may know the latest product launch or any promotions. Reference list: – http://www.herworldplus.com/solutions/road-test/solutions-road-test-product-reviewfootmassagers (retrieved on November 2, 2011) – https://www.facebook.com/OTO.Bodycare.Sg#!/OTO.Bodycare.Sg – http://www.mesrc.net/oto-bodycare-cny-promotions-valid-till-27-jan-2013 (retrieved on 20 November 2012) – http://osiminspiringlife.wordpress.com/2013/01/22/behind-the-scenes-with%e8%b4%a2%e7%a5%9e%e7%88%b7-and-kym-ng/ (retrieved on Jan 22, 2013) – http://www.yelp.com.sg/biz/osim-singapore-6 (retrieved on September 6, 2012)