Ancient China Essay

Q1. How did China’s environment help a civilization to develop there? Because of the areas with a good climate and rich soil, China’s civilization was able to flourish. Although most of china is made up of mountains and deserts, there are some places like the river valleys with good climate and soil that is perfect for farming. These river valleys are formed by the Huang, Yangtze, and Xi Rivers. When they knew they could farm there, people began to settling along the Huang about 5000bc. They learned to make dikes and irrigation systems and started jobs like herding sheep and cattle. Sometimes, the dikes created would not be enough to hold the water, and the Huang would destroy towns and crops. The trials and rewards that the Huang River brought gave it its name, The River of Sorrows. Along with civilization came invasion. China’s civilization was invaded many times by nomads from Mongolia and Manchuria. But even if some of these invaders worked their way up to government, they kept the Chinese culture because it was so strong. Q2. What do we know of China’s first historic dynasty? The Shang Dynasty was China’s first historic dynasty. It began in the Huang River Valley at about 1500bc. They started off only ruling a small portion around the city of Anyang, but even though they didn’t rule certain places, they still promised to fight against all invaders. They had bronze weapons and chariots to help in battle. They slowly gained more power as the population grew, and by 1200bc, the Shang rulers became great. Q3. How was China governed during the Zhou Dynasty? The Zhou Dynasty began at about 1027bc and because of their strong dynasty, they ruled for 800 years. They took over the Shang Dynasty with the help of a few Chinese city-states whose leaders where very powerful, so the ruled their city-states independently. The Zhou Dynasty weakened because of small wars within kingdoms. By 400s bc the Zhou Dynasty was so weak the only ruled over their own city state. These years of weakening were called the Years of the Warring States. China’s government developed the Mandate of Heaven which said that each dynasty would have their own government. A dynasty could rule only as long as it kept its mandate. When a dynasty’s mandate was taken by the gods, the new ruler would have to defeat the old to begin his own dynasty.

The Issue Related To Child Abuse Social Work Essays

The Issue Related To Child Abuse Social Work Essays The Issue Related To Child Abuse Social Work Essay The Issue Related To Child Abuse Social Work Essay sexual maltreatment ( runing from exposure and caressing to intercourse, incest, and colza ) , and emotional maltreatment ( unequal parenting and break up unfavorable judgment ) . Drumhead The incidence of maltreatment depends on the combination of factors qualifying the parent and kid. Assorted types of maltreatment exist, and the effects of the job are legion and lay waste toing. It is clear that aid is needed for all both elements: the kid and parent. Systems Approach to Child Maltreatment Introduction Since kid maltreatment and disregard are non entirely societal, legal, psychological or medical jobs, they should non be manages by one subject or profession entirely. These are complex jobs affecting Judgess, attorneies, constabulary officers, societal workers, doctors, and pedagogues. Often, assisting attempts remain disconnected among assorted subjects, communications and coordination are hard to implement, there is a duplicate of attempts by viing bureaus, and tear and hostility exist among viing attacks to the job. [ The Social Construction of Child Abuse, 1975 ; 363-371 ] In response to the job of kid ill-treatment, several legal powers have created multidisciplinary kid protection squads to look into, buttocks, and dainty instances of kid maltreatment. The format and execution of these squads vary nationally, yet they normally include the accomplishments of legal, societal work, mental wellness, and medical professionals, and it has by and large been found that the squads corporate expertness provides more comprehensive, valuable counsel to an single social worker, research worker, justice, etc. [ The Child Protection Team Handbook, 1978 ; 7-13 ] Punitive V. Curative Approachs There are two general positions of how to near the job of kid maltreatment: The punitory attack positions child maltreatment as a offense for which parents must be punished. The curative attack positions child maltreatment as a household job necessitating intervention for the household. The attack to child, protection has bit by bit shifted from punitory to curative, with the current positions that intervention and rehabilitation, instead than penalty and requital, and is the best agencies of protecting endangered kids. Five major systems are involved in kid maltreatment jurisprudence enforcement, societal service, medical, and instruction systems and the positions of each will now be discussed. Law enforcement Perspective The constabulary officer s primary duty to the community is to forestall offense, apprehend felons, guarantee public safety, and enforce Torahs. Police may take portion in the probes of alleged instances of kid ill-treatment since they have the legal authorization to derive entree to the place and take the kid or maltreater from the place if the life or wellness of the individual is in danger. The bulk of kids, nevertheless, are comparatively in a nonthreatening mode so that the parent s response to this initial experience is receptive to therapy and does non prevent future bureau contacts. [ The Child Protection Team Handbook, 1978 ; 149-152 ] Although the coverage Torahs in many States require a constabulary probe and study, police engagement is rare and many constabularies sections refer the instance to a protective service bureau for probe and proviso of services. [ Overview of the Problem, 1975 ; 31 ] While some constabulary sections have initiated specifically trained kid abuse units, the bulk of constabulary sections have non. The police officer called to measure the scene of suspected kid maltreatment normally lacks the preparation and diagnostic accomplishments necessary to measure the earnestness of the state of affairs and find appropriate action for the public assistance of the household. This issue stems from the attitude that any assisting map necessitating the usage of interpersonal accomplishments diminishes the masculine authorization image of the constabulary, and the strong belief that assisting people is basically a societal work map that is distinct from the existent work of the constabulary. [ Overview of the Problem, 1975 ; 40 ] Realistically, the constabulary officer can be trained to go more of a specializer in managing household crises without compromising the primary map of keeping jurisprudence and order. Bard suggests that alterations are needed in the co nstabulary organisational construction, that cooperation with other assisting systems are needed, and that intensive preparation plans in household crisis intercession should be instituted. [ Overview of the Problem, 1975 ; 41 ] These alterations would enable the officer to move with greater effectivity and personal satisfaction and to the benefit of society. [ Overview of the Problem, 1975 ; 42 ] Another issue is that juvenile constabulary research workers are short-handed and overworked. Because of the low precedence they place on the job of kid maltreatment, constabulary decision makers tend to restrict the figure of research workers may besides reflect the traditional attitude that the function of constabulary is maintain jurisprudence and order, non the advocate and intervene in domestic jobs. Social Service Perspective By virtuousness of their preparation and occupation function, most societal workers are sensitive to the job, and are able to place and therefore study suspected instances of ill-treatment. The societal worker ( besides referred to as a protective service worker ) conducts the probe, appraisals, and intervention of instances. [ The Child Protection Team Handbook, 1978 ; 221-235 ] Because of the nature of societal work preparation, societal workers tend to see kid maltreatment within the broader context of the household kineticss and interaction forms, instead than concentrating on the maltreatment itself. If a household is collaborating with the intervention, a societal worker will frequently avoid constabulary intercession and possible tribunal proceedings, experiencing that these would be counterproductive to a curative relationship with the household. [ Child Abuse Case Identification and Reporting, 1977 ; 7 ] However, if a kid is in utmost danger, or if the worker feels that by d escribing, more resources and intervention would go available for the household, the societal worker will describe a instance to the constabulary. Social workers frequently find themselves in a quandary between what they feel they should make as required by their occupation and what they personally experience would be in the best involvements of the kid and the household. [ The Child Protection Team Handbook, 1978 ; 221-235 ] Many societal workers feel that the best manner to manage ill-treatment is to do every attempt to maintain the kid in the place and maintain the household integral while step ining with supportive services ( housewifes, twenty-four hours attention, guidance, etc. ) With the belief that surrogate attention and institutional attention are unequal replacements and abused kids will normally return place voluntarily, the current tendency is to maintain the kid with his natural parents and learn the parents more effectual parenting accomplishments. [ The Child Protection Team Handbook, 1978 ; 221-235 ] A major issue in societal service sections is that more support is needed to supply a larger staff, increased preparation, and more outreach work in the community. [ The Child Protection Team Handbook, 1978 ; 221-235 ] Protective service workers are by and large overworked and underpaid due to deficits of support and staff. Another job that faces societal workers is a deficiency of cooperation among community bureaus. Often bureaus will decline to portion information with a societal service section, fearing that they will be robbed of the instance when, in fact, the societal service section s purpose is to derive a better apprehension of a instance in order to supply more complete services. [ The Child Protection Team Handbook, 1978 ; 221-235 ] Social worker burnout is another important job. Working with maltreatment instances is an highly demanding undertaking which requires exceeding sensitiveness. Social workers must be able to accept cordial reception and rejection without experiencing the demand to revenge. Due to emotional exhaustion, many workers lose their sensitiveness and burnout , thereby going uneffective as assisting individuals. A self-help group composed of protective service workers has emerged to supply a good support system for workers who daily sustain emotionally run outing experience and need an mercantile establishment to vent their defeat. [ The Child Protection Team Handbook, 1978 ; 235-237 ] Medical Position The doctor s chief function in kid maltreatment instances is to be an accurate pathologist and to supply medical intervention. [ The Child Protection Team Handbook, 1978 ; 39 ] Many experts believe that physicians are the professionals most qualified, to place kid maltreatment, yet many physicians find that naming maltreatment is highly hard for several grounds. Doctors, in general, have merely minimum preparation related specifically to child raising and ill-treatment ; many have non mastered interviewing accomplishments and observation techniques which are necessary in placing maltreatment ; and many do non obtain information from patients unless it is volunteered. [ Child Abuse Case Identification and Reporting ; 1977 ; 8-8 ] Although sensing of kid maltreatment is portion of the duty of doctors, they may be hesitating to describe it ; even though it is illegal non to describe it. The issue of confidentiality, privateness, and professional moralss enter into the doctor s determination devising procedure. The doctor may experience that professional moralss involved in the physician patient relationship preclude describing a instance of maltreatment. Possible liability, possible harm to a doctor s pattern, and the desire to avoid the possibility of attesting in tribunal or covering with angry parents are principles for a physician s non describing kid maltreatment. Ultimately, the doctor s major concern should be the patient s public assistance ; that is what is best for the kid. As with other professionals, the diagnosing and study of child maltreatment is a affair of the doctor s judgement. Education Position The instructors function topographic points them in a premier place for roll uping information about kids and their place environment. Since they have continual day-to-day contact with kids over long periods of clip, they are able to detect any unusual fortunes and alterations in a kid s visual aspect and behaviour, which allows them to do determinations about suspected instances of ill-treatment. They may go leery of a kid who becomes excessively aggressive, overactive, or who all of a sudden becomes really inactive and withdrawn. Children who are systematically tardily for school, come to school excessively early, hesitate to travel place, or are absent without sensible accounts, may be demoing indicants of possible maltreatment. Teachers are able to detect the kid s interaction with his equals, grownups, aliens, and detect his behaviour at drama. Besides, instructors have an chance to go acquainted with the kid s parents and organize some feeling of the kid s household life and place environment and of the parents grade of involvement and concern for the kid. Despite the fact that instructors are in a premier place to indentify and describe suspected child maltreatment, they frequently have their ain position of what constitutes good parenting patterns. Many instructors tend to overlook maltreatment, since they themselves believe in the patterns of rough subject in the schoolroom. Others are keenly cognizant of maltreatment, and position it as a manifestation of household jobs in the kid s place. Another current issue is the resistance voiced by parents and communities sing compulsory coverage, by school forces, of suspected kid maltreatment instances. Many parents view the instructor s duty to describe suspected instances of ill-treatment as an invasion into the privateness of household personal businesss. Communities have opposed it due to concern over the confidentiality of records. The National Center on Child Abuse has observed that, in general, community response to describing kid maltreatment through the school system has been highly negative ; therefore, community instruction, support, and engagement are critical. Decision Each profession has its ain function, undertaking, and position on managing instances of ill-treatment, and these functions, unluckily, frequently overlap, or otherwise come into struggle, doing a duplicate of attempts, deficiency of services. Many research workers conclude that a multidisciplinary squad attack is more effectual manner of pull offing the job of kid maltreatment. Decision The direction of job of kid maltreatment is in a province of alteration and alteration. The Torahs and processs are obscure and vary from legal power to legal power. The figure of reported instances of ill-treatment has been turning at a gait that overwhelms the professionals who process them. This addition is straight related to the alteration in the Torahs sing compulsory coverage and unsusceptibility from malpractice suits every bit good as to alter in our societal construction. Further research is needed to find the current incidence and badness of kid maltreatment and disregard ; to clear up the relationships between the psychological, societal, familial, and economic factors and child ill-treatment ; to research promising preventative and intervention techniques ; and to measure the effectivity of bing plans. Child maltreatment affects our full society. It is no longer merely a household job but a societal, legal, moral, and medical concern. It concerns non merely the kid and the maltreater: all of us are involved as neighbours, friends, relations, citizens, professionals as homo. It is naif to believe that child maltreatment can be eradicated wholly. However, like so many other social jobs, a conjunct attempt can relieve the job to some extent and cut down the emotional and fiscal costs. The costs are incalculable. For the abused and ignored kid there is terrible physical and emotional hurting. For the maltreater there may be feelings of insufficiency, insecurity, bitterness, defeat, guilt, and shame. For the populace there is the disbursal of medical intervention, tribunal proceedings, Foster attention, bar undertakings, and intervention plans. In add-on, since every abused kid is potentially an opprobrious parent and unstable grownup, there is the inestimated cost to society of perpetuating the job from coevals to coevals.

When Do SAT Subject Test Scores Come Out

When Do SAT Subject Test Scores Come Out SAT / ACT Prep Online Guides and Tips After you take the SAT Subject Tests, you probably want to find out your results right away. You'll have to be a little patient, though, as you might need to wait between two and six weeks to get your SAT Subject Test scores. We've compiled the exact score delivery dates below. We also offer tips on how to track down your scores and what to do after you get them. Read on to find out just when you'll get your SAT Subject Test scores. SAT Subject Test Score Release Dates 2019-2020 After some delays in score delivery in recent years, the College Board now promises online score delivery within three weeks for most SAT and SAT Subject Test dates. Additionally, any colleges you designate as score recipients should get your SAT scores within 10 days after you get your own score report. As you can see, delivery dates (to both students and their selected schools) can range from two weeks to more than five weeks (for June score deliveries). In the chart below, you'll find windows for score release dates for the rest of the 2018-2019 Subject Test dates: Test Date Online and Paper Score Delivery Date Scores Sent to Colleges By May 4, 2019 May 17, 2019 May 27, 2019 June 1, 2019 July 10, 2019 July 20, 2019 Source: The College Board And here are our estimated dates for the 2019-2020 Subject Test dates: Test Date Online and Paper Score Delivery Date Scores Sent to Colleges By Aug 24, 2019 Sept 6, 2019 Sept 16, 2019 Oct 5, 2019 Oct 18, 2019 Oct 28, 2019 Nov 2, 2019 Nov 15, 2019 Nov 25, 2019 Dec 7, 2019 Dec 20, 2019 Dec 30, 2019 May 2, 2020 May 15, 2020 May 25, 2020 June 6, 2020 July 15, 2020 July 25, 2020 Source: The College Board The College Board delivers paper score reports at the same time SAT Subject Test scores become available online; however, they're not explicit about when exactly colleges will get SAT Subject Test scores, only promising that colleges should get them within 10 days after students get their own score reports. At least you know exactly when you can get your scores online, though. Read on for a step-by-step explanation of how to access your SAT Subject Test scores on the dates above. Disappointed with your scores? Want to improve your SAT score by 160 points? We've written a guide about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now: Raise Your SAT Score by 160 Points(Free Download) How to Get Your SAT Subject Test Scores Internet score delivery for SAT Subject Tests should take place around 8 am Eastern Time (5 am Pacific Time). According to students, the scores sometimes appear a few hours earlier. To get your scores, log on to your College Board account and go to "My Test Scores." Once there, you'll see your scores from any and all SAT Subject Tests you've taken. You'll need your username and password to be able to log in and view your scores. If you don't remember one or both of these, go through the steps to recover this info with the email associated with your account. If you need to recover your username and/or password, try to do so before score release day. It wouldn't be any fun to go through this rigmarole as your scores wait in your account, just out of reach! According to the dates above, your paper score report should be delivered to you around the same time they come out online. You can also get your Subject Test scores over the phone by calling 866-756-7346 (domestic) or 212-713-7789 (international). This service costs $15 per call, so you'll need to have a credit card on hand. Now that you know when to expect your SAT Subject Test scores and how to access them, is there anything else to keep in mind about the Subject Tests? How to Schedule Your SAT Subject Tests Since you now know when you'll get your SAT Subject Test scores, you should design your testing schedule with these dates in mind, especially when it comes to college application deadlines. At present, the College Board does not commit to having scores to colleges by specific dates, only stating when they'll start to deliver them. Therefore, I suggest giving yourself at least a week of leeway between your score release date and your application deadline. It's possible that colleges will be more lenient because of past score release delays, but I wouldn't risk it or risk getting stressed out about it. You want to leave enough time for colleges to get your scores. You might also leave extra time to retake a Subject Test or two if you end up being disappointed with your scores. Remember that all the SAT Subject Tests are multiple choice and your answer sheets are scored by a machine. Make sure to keep them neat and not make any stray marks or doodles, as the machine won't be able to tell the difference between a real answer and a stray mark. As long as you schedule your SAT Subject Tests with enough time for colleges to receive your score reports, you'll be all set- you just have to wait out the weeks until you get your scores! What to Do After You Get Your SAT Subject Test Scores You've gotten your SAT Subject Test scores. Now what? Do you focus on SAT/ACT prep? Apply to college? Or just totally forget about your scores? Here's a step-by-step guide on what to do after you see your SAT Subject Test scores. Step 1: Determine How Good Your Scores Are First, it's important to check that your Subject Test scores are up to par (or even better than) the average Subject Test scores at the schools you're applying to. This lets you see whether you're on track to being a competitive applicant or whether you need to work a little harder on presenting yourself as an ideal candidate to schools. To find the average SAT Subject Test score for a college, search for "[School Name] SAT Subject Test scores" or "[School Name] average SAT Subject Test scores" on Google. Look for links to the school's official website and click the one that's most relevant. A good score will be one that's equal to or higher than the school's average. Unfortunately, not all schools list average SAT Subject Scores. If you're having trouble finding your school's average or recommended SAT Subject Test scores, try comparing your scores with official Subject Test averages and percentiles. This will tell you how many test takers you scored higher than on a Subject Test. Step 2: Decide Whether to Submit Your Scores to Schools Now that you have an idea of how well you did on your Subject Tests, it's time to decide whether you want to submit your scores to schools. (Note that if you elected to use the College Board's four free score reports when you registered for the tests, your scores will be automatically sent to the schools you chose before you can know what your scores actually are.) If a school requires Subject Test scores and you're only going to take the tests once, go ahead and submit your scores, even if they weren't as high as you hoped they'd be. You don't really have much of a choice here since not submitting them means your application will be disqualified! On the other hand, if Subject Test scores are completely optional, only submit your scores if they're higher than the averages at the school. If you got a low score, it's better to not submit it since all it'll do is bring down the quality of your application. (By contrast, if you submit no scores, this won't have any effect on your application.) If your school strongly recommends SAT Subject Test scores, it's best to send them in. That said, if you scored poorly on a test, you can choose to not send in that score and instead opt to retake the test at a later point (if you can do so before your college applications are due, that is). Check out our guide for a list of all SAT Subject Test dates. Step 3: Start Working On Your College Applications If you decided to submit your Subject Test scores to your schools, congrats! Now, it's time to start buckling down on your college applications. You'll want to present yourself in the best possible light, so make sure to write a great personal statement, submit strong letters of recommendation, and get involved in extracurricular activities you're interested in. If you decided to retake a Subject Test, you'll want to balance your time wisely by studying for the test and getting a jumpstart on your college applications. I suggest making a study schedule so you can pace yourself and space out the things you'll need to prepare for your college applications. What's Next? Have you chosen the dates you'll take your SAT Subject Tests on? Check out our article for the best dates to take the tests, and get tips on how to balance them with the general SAT or ACT. Are you also taking the SAT? Make sure you know all the steps to getting and sending your SAT scores, and figure out how high of an SAT score you should aim for. If you're taking the ACT, learn how to get and send your ACT scores and what ACT score you should aim for. Want to get a perfect SAT or ACT score? Read our guides to learn how you can score a perfect 1600 on the SAT or a full 36 on the ACT. Need a little extra help prepping for your Subject Tests? We have the industry's leading SAT Subject Test prep programs (for all non-language Subject Tests). Built by Harvard grads and SAT Subject Test full or 99th %ile scorers, the program learns your strengths and weaknesses through advanced statistics, then customizes your prep program to you so that you get the most effective prep possible. Learn more about our Subject Test products below:

Employee Incentive Plan Evaluation at XYZ Industries Essay

Employee Incentive Plan Evaluation at XYZ Industries - Essay Example The Company will implement a new incentive plan, the details of which are given in the following sections. The plan will be reviewed after a period of twelve months. Objective: To become the leading provider of blood bags in North America. Types of incentives proposed: Incentive plans are broadly classified into three groups, namely those for individuals, groups, and the enterprise (Bohlander & Snell, 2010, 455). Individual incentives: a. Hourly pay of $5 per hour with a maximum of $10 a day (five working days). Every employee is eligible. b. Sales incentive – 25 cents per bag, for exceeding targets for sales and marketing staff. There is no limit on the amount that can be earned. c. Bonuses – Thirty percent of basic pay for all employees twice a year (employees are at liberty to choose the time, but needs to provide one month’s advance notice. d. ... cturing and packing (Note – the company has excess production capacity and aims to achieve a 30 percent increase in sales this year) Enterprise incentives: a. The Company is planning to go public and is planning to introduce 100,000 shares in February 2011. It is expected the value of each share will be approximately $7. Of these, thirty percent will be held by the owners, fifteen percent will be given as employee ownership, and the rest be made public. Employees are not allowed to sell the shares to the public for a minimum period of five years. It is hoped that full cooperation from all employees and departments will be there for the successful implementation of the incentive plan. Review of the bonus plan: A review of the effectiveness of the plan was made after a period of fifteen months in June, 2011. The gap of an additional three months (plan introduced in January 2010). This was to assess the impact of the stock ownership plan which was planned in February 2011, as men tioned in the incentive plan. The review was conducted by the human resources manager, Mr A. as he had a good rapport with all employees. This was the first time that a relatively comprehensive incentive plan was introduced. Previously, only the group bonus plan was in operation. Hence the employees were willing to cooperate until the period of review was over. Moreover they were happy that they could obtain additional compensation when compared to previous years. But the following drawbacks were noted after discussions, which need to be looked into by the management and implemented as far as possible. The company did achieve it target of thirty percent increase in sales. With regard to the sales and marketing personnel had the following complaints especially from the top performers who

B300 TMA07 Essay Example | Topics and Well Written Essays - 4000 words

B300 TMA07 - Essay Example As the tenure rose up to a 73%, which was the maximum level on record ever since the year 1996, the performance of the hotel industry in the Middle East has seen a substantial amplification in the standard rates designated for the hotel rooms. Transversely through the constituency the average room rates had moved at the forefront by almost a 23% to attain a US$125. It was observed that one of the most important carriers an contributors of this cosmological performance were the many countries within the middle east which had begun to branch out their economic foundations , and had initially started working on helping raise their tourism contribution. It was also observed closely that international visitor arrivals to the Middle East more than the last decade boast a practically doubled figure which had been surveyed by the World Tourism Organization (WTO). In the financial year 1996 the international arrivals whether in terms of tourists or airlines to the region were an approximate 15.4million , on the other hand by the end of the year of 2004 this had matured up to a 28.8million , on behalf of a total CAGR of an approximate 8.1 percent . Not astonishingly the Hotel industry and the Airline Industry in the Middle East have altered further than the entire identification and the foreigner or tourist's and the passenger traffic from beginning towards the ending of the Gulf is at the present the highest and the most rapidly budding one in the world, almost continually intensifying by an approximate 10 percent per annum. There has also been observed a brisk in the expansion of the regionally-based international Chain of Hotels such as the ones in The United Arab Emirates , Qatar , Bahrain , Saudi Arabia , Kuwait , Iran , Iraq - numerous of which are adding together new routines and new utilities that they offer to the ones staying at their hotels also boosting their schedules to unfasten a complete new-fangled source of Hotel markets.1 Research Methods Introduction: There are a lot of different ways, and methods that one can choose and select from, while deciding upon the research Mode. There exist

Data Analysis for Business Decision Making Essay

Data Analysis for Business Decision Making - Essay Example Table1: Time needed in minutes on electronic devices Internal modem External modem Circuit board CD drive Hard drive Memory board Available minutes per week Test device1 2 3 5 6 4 8 9000 Test device 2 1 5 3 2 5 5 7800 Test device3 5 2 3 3 3 2 6600 Test device 4 3 4 2 1 2 3 6120 Next calculation will involve determining of the mathematical relationship for describing the constraints given in the problem. One relationship that is general is the quantity of resource that is utilized should be less than or rather equal to the quantity of resource that is available. The decision variables should also be greater than zero. First constraint: Test device 1 time used Test device 1 time available 2a+3b+5c+6d+4e+8f 9000 Second constraint: Test device 2 time used Test device 2 time available a+5b+3c+2d+5e+5f 7800 Third constraint: Test device 3 time used Test device 3 time available 5a+2b+3c+3d+3e+2f 6600 Fourth constraint: Test device 4 time used Test device 4 time available 3a+4b+2c+1d+2e+3f 6 120 Fifth constraint: a, b, c, d, e, f 0 All these constraints do represent the restrictions of the capacity of production, and have an effect on the total profit. The constraints display a linear programming aspect in which certain specific interactions would exist in between the given variables. Increasing the number of units produced by a company would reduce the production of other products. Response to question c. Solution. The decision variables in this problem are a, b, c, d, e, f. This problem was solved using the excel solver that is displayed the worksheet. Microsoft Excel 12.0 Answer Report Worksheet: [Book3]Sheet1 Report Created: 20/07/2012 10:52:29 Target Cell (Max) Cell Name Original Value Final Value $B$7 z 0 545568 Adjustable Cells Cell Name Original Value Final Value $B$1 a 0 168 $B$2 b 0 0 $B$3 c 0 984 $B$4 d 0 0 $B$5 e 0 936 $B$6 f 0 0 Constraints Cell Name Cell Value Formula Status $B$8 c1 9000 $B$8=0 Binding $B$5 e 936 $B$5>=0 Not Binding $B$6 f 0 $B$6>=0 Bindin g From the table, the maximum profit for Northern H-Tec E. Ltd Company is ?545,568 as displayed in the work sheet. Where c1, c2, c3, and c4 represents the constraints involved in the problem. Response to question d. Constraints that are biding are those constraints that limit the output of profit where as the non binding constraints do not always have a limitation in the overall profit. This implies that changing the non binding constraints do not affect the profit so long as the changes in this kind of constraints are within the allowable decrease and increase indicated in the sensitive report. Changing binding constrain

Effect of Leadership styles and Change Management

Effect of Leadership styles and Change Management Leadership experts agree that The most important factor which is being faced by leaders now and in the future are sensitivity to radical change and the experts also agree with the fact that radial change is the most important key. The result is a model of radical change describing the leadership styles best suited to the successful implementation of each stage in the change process. Using the Leadership Style Inventory (LSI), leaders can determine which stages of radical change they are equipped to handle. The key component of a successful leader is the proactive and responsiveness to radical change .Some experts in this field describes the qualities that should be there is a leader are that he should be flexible to change , now leaders should be open to novel alternatives and they should be willing to take greater risks. Now days leaders are more information seeker then information distributors as compared to before. Leader Style Focuses on Persuades by Makes changes Learned by Commanding Results Directing Rapidly Doing Logical Innovation Explaining Carefully Studying Inspirational Opportunities Creating Trust Radically Questioning Supportive Facilitate work Involvement Slowly Listening Now this above table is knows as Leader style inventory (LSI) which basically tells us about the main styles of different types of leaders which is their main focus , how to tend to approach their work , how they are able to make changes and how do they learn to do it. There are four main types of leader styles. The commanding style focuses on performance and has a short-term goal orientation. Commanders are highly productive and results oriented. They can be very effective when goal achievement is the primary focus. They learn better by their own successes and failures than by input from others. Other one is the logical style they tend to cover all the alternatives and they have long-term goals they tend to take decisions very carefully and they learn to do things by studying all the aspects. Third one is the inspirational style, which comes in those leaders who fore see future opportunities and develop meaningful visions by experimentation. And those who are more concerned with cu stomers and are more customer oriented is a specialty of supportive style leaders. They are involved as much as possible and in their view change is low by listening to each and everything what others have to say. Now radical change is done through five main stages which are planning, enabling, launching, catalyzing and maintaining. The way leaders handle work are categorized by these five stages some can be good at planning or initiating while other can be useful at monitoring and marinating. Now leaders who are versatile are known as strategic leaders. They know how to plan and organize things at the work place they know how to handle customers and stretch their employees imagination for developing and implementation of strategies. so leadership qualities are very important is change management . The five stages of a process, which are mentioned above, are very important and the leader has to adopt and cope with the change. Now in this article (Stephen Warrilow, 2010) stated that change management support those strategies which are people centric rather than totally process oriented and such strategies are successful which are based on this theory. This article is based on a research project which was held at Hawthorne Plant of western electric company in the US, now the project was not to examine the motivation styles or to see how leadership effects the whole process but they wanted to know that how environment plays an important role i.e. to check the environmental and physical influence of the workplace. The studies which came as a result they called it as the The Hawthorne Effect which basically means that psychological factors plays important role in the motivation and the improvement of the work quality of the employees and the Hawthorne effect also states that people would work better when they are allowed to socially interact witch each other and a supportive attention is given to them accordin g to them workplace is a social network where people come and interact with each other. There were three further conclusions which experts analyze from this effect which are as follow Social factors influence individuals production more rather than the individuals aptitude. There is a group life among the workers i.e. there is a group life and how the works tend to develop their relation with their superiors tend to direct the work and will carry out orders in the same manner. Work group norms affect the productivity So basically the leadership styles effect the productivity for instance better supportive attentions should be given to the employees. By applying some principles managing organizational change will be more successful. Now change management requires thoughtful planning and sensitive implementation but above all the main characteristics, which affects are consultation with and involvement of the people which are affected by the change. These factors are vital for any leader because they need to consult before they making any decision and involvement of other people are very important because if you are working in a team then it is very important that you take the whole team along with you individualism sometimes costs heavy. There is a difference is culture as there are some cultures that still promote individualism but most of the nations have understood the power of teamwork and they heavily reply on it. Now the managers should be encouraged to communicate face to face with their people too if they are helping one manage an organizational change. Email and written notes and extremely weak at conveying and developin g understanding. For organizational change that entails new actions, objectives and processes for a group or team of people, use workshop to achieve understanding, involvement, plans, measurable aims, actions and commitments now another main and important way of doing things in an organization is to encourage your management team to use workshops with their people too if they are helping you to manage the change. The leader should understand that people should be involved at all times, they should understand where the organization is at the moment, understand the future goals that where wants to be and the most important is to communicate, involve, enable and facilitate involvement from people, as early and openly and as fully as in possible. There are eight steps which are stated as John P Kotter eight step change model can be summarized as increased urgency, build the right guiding team, get the vision right, communicate for buy in, enpower action, create short term win which mean s that the goals should be set which are easy to reach and it is dont let up and lastly make change stick. Organizational culture and leadership and inter related experts have two approaches to the study of the cultural aspect in organization: cultural as an organizational variable an, then culture something which can be manipulated. So the leader himself can control the nature, direction and the impact of such manipulations. Now if culture can be seen as an integral part of an organization then everything is affected by the culture. In (Schein, 1992) observed that organizational culture and leadership and inter related and this relation can be seen by considering the organizational life cycle. So during the process of organization formation the founder of the company creates an organization, which reflects their values and beliefs. (Bass, 1985) demonstrated the relationship between leadership and organizational culture by examining different styles of leadership on culture. According to him there are two kinds of leaders one are transactional leaders which perform their duties and work w ithin the culture of the organization and second are the transformational leaders who frequently work towards changing the organizational culture in line with their vision. Findings show that the style of the leader effects performance, certain types of culture are linked to superior performance and culture and leadership are related, behavior and styles also play an important role in the leadership and the change management as the decisions are based on the leaders for that they have to diagnose the problem first then act according to it then understanding of the situational factors are very important because if the leader dont know where he wants to be and where he wants to take the organization then he will fail as a leader and organization will collapse as a whole. Good leadership is critical to a successful organization. Success comes from aiming high with the clear visions and communication that good leadership brings. The importance the executive attaches to leadership and development of leadership capacity is reflected in the leadership agenda set out in Ambitious, Excellent organization. The behaviors of leaders within organizations have been found to account for some of the organizations overall performance. The characteristics of a successful leader and ways of achieving Exemplary leadership. Challenge the process by looking for new ways of doing things. Inspire a shared vision by looking into the future and communicating the organizations goals to the rest of the group. Enable others to act by listening and encouraging others to participate. Model the way by first knowing the philosophy, goals and plan of the organization. Encourage others to grow by acknowledging and rewarding their accomplishments. Although present day leaders may think in terms of empowerment and team building, the fundamentals of leadership are integrating followers and helping them achieve the organizations common goal. In order for the organization to grow, there needs to be change. There are two things that need to happen in order for change to occur. First, many leaders need to be working together. Secondly, leaders need to break down or abandon the familiar way of doing things. Although this is often seen as the disruptive side of leadership, this process challenges others to go beyond their limits and bring to the organization new and innovative way of doing things. So we can conclude that leadership styles do tend to influence the performance of the organization and they way they tend to take those decisions effect the whole of the organization. This article reports a longitudinal study that examined mergers between three large Multi-site public-sector organizations. Facts are provided and used to examine the effect of leadership and change management strategies on acceptance of cultural change by individuals. In this article basically the great man theory of leadership is discussed according to which situation also plays a vital role in determining the leaders effectiveness to that and how different types of leader act in different situations. Theories of transformational leadership and organizational change emphasize that change is accomplished through the leaders implementation of a unique vision of the organization through powerful persuasive personal characteristics and actions designed to change internal organizational cultural forms This study attempts to identify the impact of three different leadership styles on the learning climate generated in the organization. The leadership styles studied are: benevolent or paternalistic style, critical style and developmental style. The impact variables studies include the extent to which they produce loyalty and dependence, resentment and counter dependence and learning, job satisfaction and morale. The study indicated that while benevolent style creates dependence and resentment, critical style creates resentment and it is developmental style that tends to creates learning and job satisfaction This article will present a conceptual framework of the various elements of organizational change in order to obtain a better understanding of the management of organizations. As such, the purpose of this article is to present an overview of strategic organizational change (SOC) and its managerial impact upon leadership, learning, motivation and productivity. Successful organizations show more positive than negative attributes. Successful organizations tend to focus on customers and their needs. They invest in ways to improve sales and provide superior service to clients, and they do not forget that their customers and their customers needs underlie their organizations existence.