Free Essays on Mind Play

Since as far back as when the great Greek Philosopher Aristotle studied the workings of human emotions, learning, and perception, scientists and doctors alike have been interested in the mysterious workings of the human mind. Across various nations, the studies of the brain developed and expanded as technology and science created new and innovated ways to study and observe through scientific learning. However, it has become apparent that the minds of both humans and animals alike are far more complex than scientists and philosophers had originally assumed. Psychology has since become the science of behavior and human processes. Many fields have been developed as sub-divisions within the vast field of psychology. Two of the most common are clinical psychologists and psychiatrists. The most distinct differences between clinical psychologists and psychiatrists are the areas in which they work, they education that is required for them to participate in their fields, and the ways in which they treat their patients. The field of clinical psychology has become of great interest to numerous individuals in recent years. The desire to help and understand people is shared greatly throughout the nation, and even the world. Year by year, more and more clinics are being opened for new clinical psychologists to open their own practices in. The clinics generally consist of one or more offices where the psychologist either runs his own practice or shares the practice with other psychologists of the same demeanor. Each of the psychologists has been through at least four years of college and has received a bachelor’s degree in psychology. To receive the title of clinical psychologist, a person must have completed a four-year bachelors program at a university. After the psychologist receives his four-year degree and entered a clinic, it is time for the psychologist to begin his practice. Within the clinic, the psychologist may administer psychotherapy ... Free Essays on Mind Play Free Essays on Mind Play Since as far back as when the great Greek Philosopher Aristotle studied the workings of human emotions, learning, and perception, scientists and doctors alike have been interested in the mysterious workings of the human mind. Across various nations, the studies of the brain developed and expanded as technology and science created new and innovated ways to study and observe through scientific learning. However, it has become apparent that the minds of both humans and animals alike are far more complex than scientists and philosophers had originally assumed. Psychology has since become the science of behavior and human processes. Many fields have been developed as sub-divisions within the vast field of psychology. Two of the most common are clinical psychologists and psychiatrists. The most distinct differences between clinical psychologists and psychiatrists are the areas in which they work, they education that is required for them to participate in their fields, and the ways in which they treat their patients. The field of clinical psychology has become of great interest to numerous individuals in recent years. The desire to help and understand people is shared greatly throughout the nation, and even the world. Year by year, more and more clinics are being opened for new clinical psychologists to open their own practices in. The clinics generally consist of one or more offices where the psychologist either runs his own practice or shares the practice with other psychologists of the same demeanor. Each of the psychologists has been through at least four years of college and has received a bachelor’s degree in psychology. To receive the title of clinical psychologist, a person must have completed a four-year bachelors program at a university. After the psychologist receives his four-year degree and entered a clinic, it is time for the psychologist to begin his practice. Within the clinic, the psychologist may administer psychotherapy ...

PERFECT ADMISSION ESSAY

PERFECT ADMISSION ESSAY Admission essays are written for several main purposes. First main reason is to get to know the personal reasons why a student chose to enter particular college, course or university. Second, the perfect admission essay must state what are the major benefits a student is about to receive at this particular school. Third important aspect is what a student is ready to contribute to it. Admission essay is written in a form of an answer that will show a student’s personal case in   larger perspective. For example, regular section of college application cannot provide full insight on student’s personality. An admission essay can do a much better job. It will also show how this particular student differs from the other students with his experience, background and talents. To be true, the admission essay gives college or university admission committee a chance to whether particular applicant will be selected or not. perfect-admission-essay The initial goal of perfect admission essay writing is to show a unique type of character and to convince the admission committee that he deserves be accepted. This is done through a proper writing skills and personal ability to coherent thoughts organization. The number of admission essay topics is growing with each day. Here is a great tip. Choose most interesting admission essay topics, and create a top-ten admission essay topics list. They can be selected from different categories such as famous plays or movies, massive sport events, different eras of history, famous books and favorite actors or people, etc. Proceed with topics list review and pick a topic that has much positive influence on one’s life. Essay writing starts with a section that describes a person (yourself). Major admission essay writing tip is to find a particular focus and concentrate on positive sides of the chosen experience. Important emphasis is the accentuation of individual learnt experience from coping with the life situation one is writing about.

Argument about genre to class Essay Example | Topics and Well Written Essays - 250 words

Argument about genre to class - Essay Example The consequences of such distance are irresponsible assessments. Although it is challenging to classify in language and learning, the author of the article, Dr. Miller insists that it is paramount (Miller, 1). For the term genre to be meaningful in light of rhetorical theory, it has to have a classifying concept that is stable and of sound rhetorical meaning (Miller, 1). In a bid academically classify rhetorical genre, Dr. Miller expounds on the approach utilized by Karlyn Kohrs Campbell and Kathleen Hall Jamieson. In classifying discourse, an understanding of the way it works results to the classification being rhetorically sound (Miller. 5). Limiting the term genre to a certain kind of discourse classification that is sound in rhetoric, open and pragmatic defines as desired (Miller, 5). Regardless of the rear-mentioned approach, the blur relationship between rhetorical and its situational context and lack of understanding about genre fusion of situation with features that are formal and substantive are still definitive problems of the term genre in rhetorical theory (Miller,

Seventeeth-Century Roles for Puritan Men,Women, and Children (by James Essay

Seventeeth-Century Roles for Puritan Men,Women, and Children (by James Kirby Martin et al - Essay Example of women has changed since puritan times in the area of education as women have come out of being just housewives and have followed men in the search for knowledge. Many women have proven themselves equal to if not better than men in many fields, which were thought only to be possible by men. Today, there are many women doctors, professors and even astronauts, among the many fields into which women have ventured. Though they may be weaker physically, they have proven that it is not the case mentally. They have won awards all over the world in various fields and become pillars of society in this regard. Many have even proven capable of handling domestic and educational roles most effectively. There also have changes in the highly competitive area of politics where a number of women have risen to be leaders of their nations. Leaders like Golda Meir, India Gandhi and Corazon Aquino have risen to the presidential positions in Israel, India and The Philippines respectively, where they have conquered male contender, and this shows some of the dramatic changes that have occurred to women’s roles since puritan times (Martin,

General safety issues Essay Example for Free

General safety issues Essay General safety issues for any training programme eg kit chewing jewellery etc minimum four  The programme  This would mean giving detail as to the number of repetitions done at each station, and a clear description of how each exercise was completed (method,).  This should be written up as a diary see example  After each session there needs to be an evaluation how did it go. You need to appreciate that the circuit you develop and undertake will not be perfect. It will need adjusting. Some exercises will be too hard and/or too easy -you need to say which (and why) and to suggest how you will adjust the programme for the next time. This is where you need that detail of what you managed. So for example if your circuit includes sit ups and you managed to achieve 40 in one minute without the slightest feeling of fatigue, you need to make them harder next time -maybe changing you leg position or arm position. On the other hand if you only managed 3 in one minute then the exercise I obviously too difficult and you need to adjust it to an easier one.  Evaluation of programme  When you have finished the whole programme you need to summarize the benefits that the sessions had for you.  This will need to in include the re-testing of the fitness and skills tests that you initially undertook, The differences between the initial results and the final results for each test need to be commented on use figures did you improve, did it help your performance, was it a suitable test (reliable or valid) Did the program achieve what it set out to achieve this means referring hack to your original aims. Were the tests suitable should you have included others, were some not specific enough why not  Eg Yes I can hold off players better at football or no I cannot. Were the training methods that you used suitable/ideal in other worth was circuit training the best means of improving your fitness if not what else could you have done. This needs to be discussed and also suggestions made how the tests and/or programme could be improved upon. Appraisal of programme  This needs to include detail of how you used training theory specificity, overload, duration intensity, frequency, reversibility, progression etc. to work out your programmes and was the programme intensity and /or frequency perfect or could there have been some adjustments give examples from your ongoing evaluations  You need to discuss whether the PEP was a success or not and whether the programme could be used again.  When it is used again, what modifications would you suggest to anybody else undertaking this same programme.ie I would work at 50% intensity instead of 60%  What effects did the programme have on you performance in your activity did you find that you played better have you got any evidence that you played better more goals, coaches comments?

Gender: Feminism and Masculinity Essay -- essays research papers fc

In a recent meta-analysis by Kite and Whitley in 1996, it was confirmed that men hold more negative attitudes toward homosexuality than do women. They also determined that men's attitudes toward homosexuality are particularly negative when the person being rated is a gay man rather than a lesbian. Their review of the literature also highlighted the complex nature of attitudes toward homosexuality noted by others. In order to understand the constructive attitudes of homosexuality, there are several factors that include beliefs that gay people are threatening or dangerous, etc. I reviewed Millham, San Miguel, & Kellogg, 1976; Plasek & Allard, 1984. These complexities, and how they influence sex differences in attitudes toward homosexuality, remain largely unexplored. The present research examines two issues: (1) whether sex differences in attitudes toward homosexuality vary by attitude component and (2) whether, within each component, the sex of the person being rated influences these attitudes. Kite and Whitley's (1996) have reviewed data that heterosexuals' evaluations of gay men and lesbians are influenced by a generalized gender belief system. According to this model, we as humans have already have characterized gender reflect the belief that gender-associated attributes are bipolar: What is masculine is not feminine and vice versa. We also tend to possess stereotypically masculine physical characteristics and to adopt stereotypically masculine roles. Similarly, the knowledge that a person is stereotypically feminine on one dimension leads to the inference that the person is stereotypically feminine on other dimensions I think that as a society, our beliefs about homosexuality are influenced by a gender belief system. Men are in stereotypically feminine terms are more likely to be judged homosexual than are men described in stereotypically masculine terms. At a lesser note, women are described too as sterotypes in masculine terms and are judged lesbian than women describ ed in stereotypically feminine terms In some gender-based judgments of gay people reflect the belief that male homosexuals are similar to female heterosexuals and that female homosexuals are similar to male heterosexuals (e.g., Kite & Deaux, 1987; Storms, Stivers, Lambers, & Hill, 1981). As Kite (1994) has argued, separating gender-role beliefs from attitudes toward homose... ...not want their tough side invaded they way I see it. This was a tought subject to write about, but I felt that the issue of gender with being Gay and Lesbian needed to be written. Works Cited Batson & Burris, 1994; Herek, 1988 Esses, Haddock, & Zanna, 1993   Ã‚  Ã‚  Ã‚  Ã‚  http://www.cpa.ca/cjbsnew/1996/ful_esses.html Herek, 1986b   Ã‚  Ã‚  Ã‚  Ã‚  http://en.web-blaster.org/www.lds-mormon.com/hldsss.shtml Kite & Deaux, 1987; Storms, Stivers, Lambers, & Hill, 1981   Ã‚  Ã‚  Ã‚  Ã‚  http://www.mtholyoke.edu/courses/lablouin/psych200/project_fall01/stereotyping.htm   Ã‚  Ã‚  Ã‚  Ã‚  http://www.womenandsociety.buffalo.edu/bibliog/articles/bib/sj-sz.htm   Ã‚  Ã‚  Ã‚  Ã‚   Louderback & Whitley, 1997   Ã‚  Ã‚  Ã‚  Ã‚  http://www.highbeam.com/library/doc0.asp?docid=1G1:112247853&refid=ink_puballmags&skeyword=&teaser= Kite and Whitley   Ã‚  Ã‚  Ã‚  Ã‚  psychology.ucdavis.edu/Rainbow/ html/poq_2002.pdf Millham, San Miguel, & Kellogg, 1976; Plasek & Allard, 1984   Ã‚  Ã‚  Ã‚  Ã‚  http://www.lesbianinformationservice.org/attrl.htm Whitley, 1987

Jk Cement Research Report

Indian Institute of Management, Bangalore PGP Program Term 1, 2012 Final Report for JK Cements – Group 2 Section 1 Business Description: JK Cements is one of the largest cement manufacturers in Northern India and the eighth largest overall India with net cement sales of 2545 crores in 2011-12. Itsmain productsinclude grey and white cement. It produced 53. 2 lakh tons of grey cement and 3. 77 lakh tons of white cement in the financial year 201112. Grey cement produced consists of Ordinary Portland Cement (â€Å"OPC†) and Portland Pozzolana Cement (â€Å"PPC†). Their cement products are marketed under the brand names J.K. Cement and Sarvashaktiman for OPC products, J. K. Super for PPC products and J. K. White and Camel for white cement products. JK Wall Putty and JK Water proof are its white cement based value-added products. Housing (74%), infrastructure (17%), commercial & institutional sector (13%) and industrial sector (6%) are the major customers of the cement industry [Refer Figure 1]. Housing constitutes a major chunk of the demand and hence rural and urban housing projects are a key resource generator. Key stock statistics and revenue/earnings data is included in the appendix [Refer Tables 1& 2]Section 2 Market Profile, Competition, Strategy, Risks A. Market Profile: The demand for cement mainly depends on the level of development and the rate of growth of the economy. The major demand drivers for the cement sector in India are housing, infrastructure and commercial construction. These are key components of the country’s GDP and hence, the average growth of the cement industry is approximately 1. 2 times the GDP growth. Significant impetus to both rural and urban housing as per capita income increases in a major driver of the industry.With the increase in national infrastructure investment, the industry is poised to expand further in spite of the worldwide economic recession. The housing sector contributes around 64% of the tot al cement demand. It also accounts for 80% of the total real estate developments in the country. Housing demand is expected to be robust backed by various measures adopted in the budget like continued interest subvention up to 15 lacs, exemption from service tax for low cost housing construction, and increase in investment-linked deduction of capital expenditure on low-cost housing from 100% to 150%.There has been a major push by the government in infrastructure development with the intended investment being US$ 1 trillion in the 12th five year plan period (2012-17), against an investment of US$ 514 billion in the 11th five year plan period. Massive investment in infrastructure would provide boost to Indian Cement industry. India is the second largest producer and consumer of cement in the world, accounting for 7-8% of the total global production with an installed capacity of over 300 Mtpa at the end of 2011-12. India’s cement industry performed better in 1 011-12, on back of robust demand revival in the second half of the financial year. The industry grew by 6. 4 per cent in 2011-12 as against less than 5 per cent in 2010-11. Total cement sales were 223. 02 MT compared with 209. 5 MT in FY11. For 2012-13, CRISIL Research estimates cement demand to increase 7-8 per cent yoy (Crisil). In the near term, demand could be a little weak because of the lower GDP growth. Given that a large part of the demand comes from the housing sector, high interest rates are not conducive to the urban real estate demand. However, in the long term, the industry is expected to grow at an average of 1. times the GDP growth rate. Growth rates of 8-9% can be targeted for the five year period given the increase in investment in infrastructure projects and increasing rural demand. Although India is one of the largest cement markets in the world, per capita consumption of cement is still low as compared to the world average as well as that of other large countries such as China and US. The Indian cement industry, thus, has a huge growth potential. Given the intense shortage of housing, this segment has been a major growth driver for the cement industry.The demand for residential real estate has only increased, fuelled by increasing urbanization, rising income levels, decreasing household sizes and easy availability of home loans. Bulk of the total shortage of 74 million units at the end of the 11th Five Year Plan (2007-2012), is expected to be generated by rural and below poverty line households. The government has launched various initiatives such as NREGS and Indira AwasYojana to improve rural income, which may increase demand for rural housing in the country. Increased infrastructure investments by the government as mentioned earlier is also likely to be a major growth area.Housing (74%), infrastructure (17%), commercial & institutional sector (13%) and industrial sector (6%) are the major customers of the cement industry. Housing constitutes a major chunk of the demand and hence rural and urban housing projects are a key resource generator. Overall industry margins and change in sales trends are mentioned in tables at the end. [Refer to Table 3 & 4]. Please refer to Table 5 for a picture of the industry growth rate based on the Free Cash Flow model where the average P/B was computed with the top 5 firms of the industry and different rates for cost of capital were assumed.This shows that the cement industry is poised for growth for whatever cost of capital that may prevail. B. Competition: Inter firm competition and rivalry in the industry is high. Large number of players, intermittent overcapacity, marginal product differentiation, high storage cost and high exit barrier in form of significant capital investment has led to high competition in the industry. Threat of new entrants is limited since it involves high capital investment, broad distribution network and oversupplied markets deter new entrants.However, given the high potenti al for growth, quite a few foreign transnational companies have made acquisitions and increased their stake in domestic companies to gain full control. There are no good substitutes for cement popular in India. However, there are eco friendly substitutes for cement which include fly ash and slag. Fly ash is the by product when coal is burnt to make electric power and slag is created when producing iron in blast furnaces. Coal fly ash, blast furnace slag and other mineral admixtures can substitute for cement, aving energy and reducing cost. Bitumen in roads and engineering plastics in building are some element of competition. Currently, the top players – UltraTech, ACC, Ambuja Cements, Jaiprakash Associates, India Cements and Shree Cement, collectively control more than half of the cement market in the country. Overall, there are 40 players in the industry across the country. (Source: ibef. org) The closest competitors for JK Cement are Shree Cements, Madras Cements, Birla Cor poration and Binani Cement. The industry has a 4-firm concentration ratio of 58. 18%. 2 C. StrategyDespite challenges, JK Cement has increased revenues and profits owing to higher realisation and volumes in both grey cement and white cement business. The company is in on its way to expanding its capacity in India to cater to the increase in cement demand. It has also diversified its product portfolio by not only limiting itself to varieties of grey cement but also extending to white cement and other value added products. Besides, the Company is also setting up a grey cum white cement plant at Fujairah in UAE to cater to GCC and African markets. The company is making efforts to reduce operating expenses which in turn would increase the ROE.Some of the efforts to reduce operating costs are: Grey Cement †¢ Implementation of CII Audit findings in phased manner to reduce power consumption. †¢ Installation of VFDs in fans to save power. †¢ Replacement of booster fans by hig h efficiency fans to save power. †¢ Installation of pfisterpump for coal firing in calciner. †¢ Replacement of Raw mill -1 separator by high efficiency separator. †¢ Dynamic separator in Coal Mill. White Cement †¢ Covered clinker storage facility for grey and white clinker. †¢ Grinding plant for dolomite for putty product. †¢ Installation of new SG Fan & Driver. The company is also making efforts to increase its capacity.The company is revisiting the size of proposed expansion plan at Mangrol, Rajasthan from earlier envisaged 3. 5 Million Tons to around 2. 5 Million Tons, on account of delay in allotment of new mining area to the Company. Viability study for 2. 5 Million Tons capacity plant is under preparation and a final decision will be taken during the course of the year. D. Risks Three most important risks: 1. Sustained economic slowdown The growth of cement industry is directly proportional to GDP growth rate. Absence of decision making at Governm ent level is affecting economic growth and may have adverse effect for the cement industry.If measures are not adopted against inflation, high interest rates, depreciating rupee, then it would impact the overall economic growth of the country resulting in dragging the sector down. 2. Unavailability of coal linkages Coal costs constitute 14-23% of cost of production of cement. The hike in coal prices is expected to hit the margins. Due to reduced supply of coal linkers from Coal India over the years; the company has to import coal at higher costs from South Africa and Indonesia. The depreciation of the rupee will also add to the increased cost of raw materials. 3.Adverse demand-supply mismatch In case, the additional capacities get commissioned ahead of schedule, then a state of oversupply would rise, consequently prices may head downwards and the sector may suffer a severe blow. Section 3 3 Trend Analysis The demand for the cement mainly depends on the rate of growth of infrastructu re, housing and commercial construction. In Indian context all these areas have been experiencing a significant growth as a result of constant growth in our GDP. As a result we can see that overall the total revenues for both the companies have been rising [Refer to Figure 2].JK Cement and Madras Cements basically cater to northern and southern India respectively. In year 2011, there is a dip in the total revenues of Madras Cement. This was result of a more acute fall in the capacity utilization observed in southern India due to low demands because of political instability in Andhra Pradesh and minimal pick-up in demand in Tamil Nadu and Kerala post elections. The two industries exhibit comparable trend as far as profit margins are concerned [Refer to Figure 4]. So, an overall analysis of cement industry in this period is required.In 2008, the dip can be attributed to reduced demands due to global recession, which reduced capacity utilization thus reducing profits. In 2011, there wa s marginally poor off take in cement demand due to passive construction activity, which lead to excess supply and utilisation fell to a 13-year low of 83. 9% for 2010-11. This has been coupled with rise in input costs, especially prices of coal and petroleum products. As a result, both the top line and bottom line have been affected. Hence this year the capacity utilization increased and the demand dropped. Section 4 Ratio Analysis [Refer Table 6] . Return on Equity : [Refer Fig. 5] ROE has been hovering around 17-20% throughout with some years seeing slight changes. Given that Index of Industrial Production(IIP) grew only by around 2. 8%, it appears that JK and Madras have both done well. However, 2010-11 was a bad year for JK Cements. Their Net Operating Profit plummeted by 39% when compared to the previous year while the same for Madras Cement was only around 27%. This was mainly on account of reduction in sales realisation and substantial increase in the prices of petcoke and fu el resulting in higher input costs (Annual Report 2010-11).This caused the ROE of JK to fall by almost 600% from the previous year. 2. Basic DuPont Model Analysis : [Refer Fig. 4,5 and 6] ROE = Asset Turnover * Profit Margin Asset Turnover of JK is consistently higher when compared with Madras Cements – 42. 46% higher in 2006-07 while this is 39. 87% in 2012. This is because JK’s total fixed assets is lesser than Madras’ by almost 50% while sales of Madras Cements is higher only by around 2025% on an average . However, the low profit margin throughout has been causing the Return on Equity of JK to be lower than that of Madras Cements.The profit margin has been very low in all the years from with the worst hit being in 2011 – reason explained in step 1. Also the Net Financial Rate has dinted the net profit due to expansion efforts coupled with the dim outlook in the industry. A ray of hope for JK would be to perform product differentiation with the white c ement – wall putty market ; it has done right by expanding the white cement units in overseas ; the demand for interior and decor is bound to increase in the near future. 4 3. Advanced DuPont Model Analysis with RNOA & Leverage : [Refer Fig. & 12] It can be seen that the Operating Spread of JK is going negative for 2010-11 & 2011-12 showing that their Financial Rate is on the rise which is due to debts from increased expansion plans. This, along with the increased leverage from high borrowing, has reduced the already low RNOA to yield a poor ROE value. In the same while, for Madras Cements the spread has been positive – in fact, it has never gone negative for them, despite their large debt. Madras Cements has been affected only by the overall increase in costs in the cement industry and not by the leverage effect which JK has suffered from.The leverage effect has beaten JK again in 2011-12 ; though their RNOA has increased by 177% from the previous year and long-term d ebt has actually reduced, the Interest Rates on loans have seem to have gone up – leading to a 117% increase in the NFR. Thus the negative operating spread has again caused JK’s ROE to fall below the RNOA – Madras Cements has remained stable in this period – registering a higher ROE than RNOA due to the positive spread. Again, this shows that Operating Margin of JK is low when compared with the cost of capital. 4. Analysis of Turnover ratios [Refer Fig. 9 & 0] Inventory Turnover and Debt Turnover of JK is considerably higher than that of Madras Cements leading to a better operating cycle. Low inventory holding and low receivables isa positive trend for JK Cements and it should continue this. 5. Analysis of Liquidity and Long-term Solvency : [Refer Fig. 8,11] The Quick Ratio of JK is consistently higher than Madras Cements for all the 5 years taken into consideration – hence the liquidity position of JK is better than that of Madras Cements. The cap ital structure seems more of debt financing in the recent years – owing to expansion plans.However increase in interest rates would make JK vulnerable to low margins which is already discussed in the advanced model. Section 5 – Conclusion – – – The cement industry is estimated to grow as can be seen from the CRISIL analysis quoted in section 1; housing and infrastructure demand are expected to increase – hence JK is bound to do well The cost reducing efforts of JK and the product differentiation into white cement are expected to increase profit margins. The Asset Turnover values of JK are also higher than its competitor. Hence increase in ROE is expected in coming years.The reduced operating cycle of JK shows a positive trend vis-a-vis its competitor. P/B value of JK is 1. 18 while industry average (top 5 firms) is 2. 76 (refer to table on Growth of Cement Industry). Hence JK stock seems to be undervalued [Refer Table 5] JK has declared 50% dividend for the current year and has consistently declared dividend for the past 5 years. However, the inherent risks in the industry – from global crises like the Euro crisis and flagging coal availability pose concerns for the successful implementation of plans.Further, the continuous expansion plans of JK leading to higher debt and hence higher interest rates (which can rise based on RBI measures to contain inflation) cause concern for the profit margins which can again reduce. The positives seem to be strong as JK is trying to stabilize its expansion plans. Hence an acute negative view point would not be correct. Hence we suggest a buy/hold after doing the above analysis. 5 References : – Crisil. (n. d. ). Retrieved August 21, 2012, from Crisil Web site: crisilresearch. com – Dion Insight. (n. d. ). Retrieved August 21, 2012, from Dion Insight Web site: https://insight. ionglobal. in/Insight/Industry. asp? pageLink=IndProfile&Ind=151 – equitymaster. com. (n. d. ). Retrieved August 21, 2012, from equitymaster. com: http://www. equitymaster. com/research-it/sector-info/cement/Cement-Sector-AnalysisReport. asp – Gupta, N. (n. d. ). Ernst & Young. Retrieved August 21, 2012, from Ernst & Young Web site: http://www. ey. com/Publication/vwLUAssets/cementing_growth/$FILE/cementing_growth. pdf – India Brand Equity Foundation. (n. d. ). Retrieved August 21, 2012, from India Brand Equity Foundation Web site: http://www. ibef. org/industry/cement. aspx – Jagdesh Sunku. 2006). Advantages of using fly ash as supplementary cementing material (SCM) in fibre cement sheets. 10th Int. Inorganic Bonded Fibre Composites Conference, (pp. 25-32). Sao Paulo. – JK Cement Annual Report 2010-11 & 2011-12. JK Cement. – moneycontrol. com. (n. d. ). – PlanningCommision. (n. d. ). Planning Commission. Retrieved August 21, 2012, from Planning Commission Web site: http://planningcommission. nic. in/plans/mta/11th_mta/c hapterwise/chap14_invest. pdf 6 Appendix A Division Figure 1: Division of customers of cement industry into major sectors Major Major customers of cement industryCommercial & Institutional 13% Industrial 6% Infrastructure Infrastructure 17% Housing 64% Figure 2: Total revenue for JK Cement & Madras Cements Ltd. (Revenue in crores)(Before 2005 financial financial statements for JK Cement wasn’t prepared. It was then treated as a division under JK Groups for financial purposes) Total revenue 3,500. 00 3,000. 00 2,500. 00 2,000. 00 1,500. 00 JK Cement Madras Cements Ltd. 1,000. 00 500. 00 0. 00 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 7 Figure 3: Change in sales % change in sales 60 50 JK Cement Madras Cements Ltd. 40 30 20 10 0 -10 -20 2003 2004 005 2006 2007 2008 2009 2010 2011 2012 Figure 4: Profit Margin Profit margin 25. 0% JK Cement Madras Cements Ltd. 20. 0% 15. 0% 10. 0% 5. 0% 0. 0% 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 Figure 5: Return on Equity ROE (%) 60 JK Cement 50 Madras Cements Ltd. 40 30 20 10 0 2007-08 2008-09 2009-10 2010-11 2011-12 8 Figure 6: Asset turnover Asset turnover (%) 110 JK Cement 100 Madras Cements Ltd. 90 80 70 60 50 40 2007-08 2008-09 2009-10 2010-11 2011-12 Figure 7: Return on Net Operating Assets RNOA (%) 40 JK Cement Madras Cements Ltd. 30 20 10 0 2007-08 2008-09 2009-10 2010-11 2011-12Figure 8: Debt – Equity Ratio Debt – Equity Ratio 2. 5 JK Cement Madras Cements Ltd. 2 1. 5 1 0. 5 0 2007-08 2008-09 2009-10 2010-11 2011-12 9 Figure 9: Spread Operating Spread 0. 5 JK Cement 0. 4 Madras Cements Ltd. 0. 3 0. 2 0. 1 0 -0. 1 2007-08 2008-09 2009-10 2010-11 2011-12 2010-11 2011-12 -0. 2 Figure 10: Holding period Operating Cycle (days) 120 JK Cement Madras Cements Ltd. 100 80 60 40 20 0 2007-08 2008-09 2009-10 Figure 11: Quick ratio Quick Ratio 2 JK Cement Madras Cements Ltd. 1. 5 1 0. 5 0 2007-08 2008-09 2009-10 2010-11 2011-12 10 Figure 12: Net Financial Rate NFR 0. 18 JK Cement 0. 6 Madras Cements Ltd. 0. 14 0. 12 0. 1 0. 08 0. 06 0. 04 0. 02 0 2010-11 2011-12 11 Appendix B: (Tables) Table 1: Key stock statistics Stock Report| 24 July 2012 |Symbol : JKCEMENT (NSE); JKCEM (BSE); ISIN NUMBER INE823G01014 J K Cements Stock Price (closing) Investment Style 213. 30 (as of 20 July 2012) Large CAP Sector Cement Summary : JK Cements is one of the largest cement manufacturers in Northern India ; it is the second largest white cement manufacturer by production capacity in India Key Stock Statistics 52 Wk Range 95. 80 to 219. 70 (BSE) 25. 36 8. 41 11,839 EPS (Twelve Month Trailing)P/E (Twelve Month Trailing) 10K investment 5 yrs ago Credit Rating Long Term Bank facilities Short Term Bank facilities Common shares outstg. 69927250 Market Cap Yield (%) Dividend rate per share 1491. 55 Crores 2. 34 5 A+(CARE) A1+(CARE) Table 2: Earnings per Share Earnings Per Share of 10 each ( ) June Q1 September Q2 2011-12 7. 14 0. 51 2010-11 4. 22 -2. 98 2009-10 10. 04 9. 35 December Q3 6. 22 0. 26 6. 65 March Q4 11. 49 7. 66 6. 28 Year 25. 36 9. 16 32. 32 ? ? ? ? ? ? ? ? Table 3: Industry Margins OPM(%) GPM (%) NPM (%) Mar ‘12 21. 78 21. 49 9. 14 Dec ‘11 19. 65 18. 45 10. 13 Industry MarginsSep ‘11 15. 66 13. 6 5. 05 Jun ‘11 24. 41 22. 48 11. 76 Mar ‘11 22. 46 20. 9 11. 92 Dec ‘10 17. 18 15. 32 5. 84 12 Table 4: Industry sales Mar ‘ 12 Industry sales (in crores) % change Change in industry sales (quarter)(%) Dec ‘ 11 Sep ‘ 11 Jun ‘ 11 Mar ‘ 11 Dec ‘ 10 20841. 87 17953. 16 15649. 20 17017. 73 17388. 15 14201. 79 16. 09026 14. 72254 -8. 04179 -2. 1303 22. 43633 Table 5: Industry Growth Projections (for different values of ‘r’) using Free Cash Flow Model Company Name Ultratech Ambuja ACC Shree Cements Madras Cements India Cements JK Cement Average P/B ratio as on 26/08/2012 3. 66 3. 64 . 5 4. 55 2. 19 0. 68 1. 14 2. 765714286 ROE (from March 2012 BS) Cost of Capital (%) Growth (%) 19. 02 15. 28 18. 42 10. 55 18. 78 7. 21 13. 75 14. 71571429 10 11 12 13 14 7. 329288 8. 895631 10. 46197 12. 02832 13. 59466 Table 6: Ratio Calculations Ratios Profit Margin (%) Asset Turnover (%) ROE (%) Return on Assets (%) Net Operating Profit Margin (%) Net Operating Asset Turnover (%) Return on Net Operating Assets (%) = NOPAT/Avg. Net Operating Assets JK Cement Madras Cement JK Cement Madras Cement JK Cement Madras Cement JK Cement Madras Cement JK Cement Madras Cement JK Cement Madras CementJK Cement 2011-12 8. 154156 12. 06512 77. 80004 55. 62438 17. 04343 20. 87036 6. 343937 6. 711146 10. 83703 15. 17511 139. 8798 83. 81691 15. 15882 2010-11 1. 654139 7. 964254 79. 85371 47. 82047 3. 49563 12. 67786 1. 320891 3. 808544 4. 320325 11. 0728 126. 2029 68. 65512 5. 452374 2009-10 10. 84236 12. 59667 88. 57764 56. 65368 22. 29768 25. 09332 9. 60391 7. 136478 12. 51604 16. 10394 160. 5309 81. 84813 20. 09211 2008-09 8. 421552 14. 40591 94. 35595 63. 17162 16. 78291 32. 91344 7. 946235 9. 10 0446 10. 11265 17. 00776 212. 7993 93. 59998 21. 51965 2007-08 16. 62175 20. 30998 107. 4567 75. 2185 41. 51821 50. 27496 17. 86118 15. 31816 17. 88877 21. 64552 209. 9905 128. 6868 37. 5647 Madras Cement 12. 71931 7. 602044 13. 18078 15. 91926 27. 85493 13 Interest Coverage (%) Leverage – Measure 1 Debt-Equity Ratio Current Ratio Quick Ratio Debt Turnover Debt Collection Period (days) Inventory Turnover Inventory Holding Period (days) Operating Cycle (days) NFO NFE NFR Op. Spread FLEV*Spread ROE = RNOA + FLEV*Spread (Advanced Dupont Analysis) JK Cement Madras Cement JK Cement Madras Cement JK Cement Madras Cement JK Cement Madras Cement JK Cement Madras Cement JK Cement Madras CementJK Cement Madras Cement JK Cement Madras Cement JK Cement Madras Cement JK Cement Madras Cement JK Cement Madras Cement JK Cement Madras Cement JK Cement Madras Cement JK Cement Madras Cement JK Cement Madras Cement JK Cement Madras Cement 392. 0551 615. 8751 2. 686571 3. 109805 0. 837413 1. 0309 99 1. 197299 0. 601965 0. 833253 0. 343679 35. 22924 16. 62681 10. 21879 21. 65177 5. 924257 5. 223089 60. 76712 68. 92473 70. 9859 90. 57651 401. 46 1719. 03 68. 278 101. 808 0. 170074 0. 059224 -0. 01849 0. 067969 -0. 01548 0. 070076 13. 61077 19. 72691 254. 5852 468. 6705 2. 646419 3. 328794 1. 150731 . 609198 1. 367937 0. 931981 0. 916991 0. 599238 33. 11155 15. 49891 10. 87234 23. 22745 7. 497843 4. 941565 48. 01381 72. 85141 58. 88615 96. 07886 802. 04 2307. 32 62. 958 81. 466 0. 078497 0. 035308 -0. 02397 0. 040713 -0. 02759 0. 065515 2. 693658 14. 15354 666. 585 579. 4166 2. 321729 3. 516204 0. 939762 1. 647142 1. 144753 1. 00381 0. 764784 0. 639154 30. 43733 22. 88671 11. 82758 15. 72965 8. 619538 5. 233222 41. 76558 68. 79127 53. 59316 84. 52092 705. 23 2034. 43 34. 363 98. 455 0. 048726 0. 048394 0. 152195 0. 083413 0. 143027 0. 137394 34. 39482 26. 92014 619. 7696 717. 6917 2. 112058 . 616684 0. 580401 1. 954809 1. 968687 0. 982285 1. 675142 0. 628742 30. 17987 33. 40915 11. 92848 10. 77549 10. 69177 6. 127751 33. 67075 58. 74912 45. 59923 69. 52461 -143. 99 2006. 67 28. 147 65. 807 -0. 19548 0. 032794 0. 410675 0. 126398 0. 238356 0. 247085 45. 35528 40. 62774 851. 7743 1451. 897 2. 324494 3. 28205 0. 626681 1. 714777 1. 762163 1. 019801 1. 467784 0. 702189 26. 72182 31. 59228 13. 47214 11. 39519 10. 49671 6. 782897 34. 29647 53. 07467 47. 76861 64. 46986 37. 91 1183. 64 20. 216 26. 782 0. 533263 0. 022627 -0. 15762 0. 255922 -0. 09877 0. 43885 27. 68721 71. 73993 14

Practicum Narrative Report

-A â€Å"ONE-STEP HIGHER† AT MAX'S RESTAURANT, QUEZON AVE. ,QUEZON CITY- I am very happy that I had my practicum at Max's Restaurant, Quezon Avenue. Being part of the lovable people of Max's is really great and it was very memorable for me. I applied at Max's through online so I was surprised that it only took me one day waiting for their confirmation if I'm hired or not but thanks God- it's positive. 🙂 Specifically, I applied for CSA (Customer Sevice Attendant) for I know that it could really improve me as a person and of course, to improve my skill and knowledge as an HRM student.On the first day, Mam Rizza who is our good and patient trainer taught a small background/ history of Max's Restaurant. We learned that it started since 1945when Maximo Gimenez Gimenez decided to open a cafe which served chicken, steak, and drinks. He was joined by his wife Mercedes, sister-in-law Felipa Serrano Sanvictores, his niece Ruby who managed the kitchen, and her husband Claro. Aft er that, they were encouraged to expand the menu and serve more Filipino food. Max's Restaurant bills itself as â€Å"The house that fried chicken built†.Max's Restaurant currently has over 127 branches in the Philippines and has opened branches internationnally. After the first orientation, we're on the second part which is the Menu Familiarization which is quite difficult for those who are not good in memorization. Honestly, at first, I got confused with the product codes and descriptions of every food item but thanks to Mam Rizza for being knowledgeable and proactive teacher to us. After this, she also taught the different wares used for soups/ salads, main course, side dishes, desserts and beverage glasses.After discussion, Mam Rizza gave us many activities (by group) to promote friendship and camaraderie among us. So, its so really nice because all of us feel that we are one big family. After this, Mam Rizza gave us our long quiz for the preparation on the actual examina tion. Finally, I passed the examination. 🙂 The third part of the orientation is all about the Dining Training Program which is also the last part of our orientation program. This program composed of 2 parts. First part was all about the service quality, customer needs, etiquettes, do's ; don'ts and rewards of excellent service.To summarize, this is more on the service quality and the etiquettes of a service personnel. We have learned the different principles and rules followed at Max's. Mam Rizza discussed to us the customer's need for us to understand who are the guests? and what are their needs as a guest? Next is the 7 deadly sins that pertains to things or actions to avoid while on duty and last is the rewards of excellent service. Overall, Mam Rizza gave us the motivation for us to be a lovable people of Max's by giving our excellent and â€Å"TODO BIGAY SERVICE† to all the guests.Additionally, Mam Rizza always reminds us that GOOD ATTITUDE AND CHARACTER IS A MU ST! Second part was all about the â€Å"Sectionalization† which implies the knowing and understanding the responsibilities of each service personnel (greeter, seater/rover, ordertaker, waiter and servers). We learned the first rule: â€Å"No guest is left unattended and all stations are manned at all times. † The dining sequence composed of 7 parts. Starting from the greeting the guests, leading them to their tables, presenting menu and removing extra settings.These first 4 actions should be done with a big smile and care making the guests feel that they are welcome and at home. Next will be the order taking, suggestive selling, repeating orders and punching orders. On this stage, presence of mind is really needed because you have to entertain all the questions of the guests and you have to get the orders of the guests correctly that's why repeating orders is very important. Same on the first stage, a big smile and care for every guest. Ooopsss†¦ Don't forget to t ake the name of the guest and introduce yourself to them.The third stage includes the serving of food and drinks. The fourth step includes the first check back, (done to check the satisfaction of guests by asking how is the food? ), suggestive selling for desserts or coffee and partial bussing. Fifth step includes the presenting the bill if it is asked by the guest. This should be done politely with a smile. After receiving payment, sixth step include the presenting of change and saying â€Å"Thank you for dining Sir/ Mam†. The last step (7th) includes thanking the guests and inviting them again to come again. Part of the 7 sequence is the time standards.These time standards are the preparation time for each food item. It's very important to know this to inform the guests if how longer they will wait for their food. For salads/ soups and side orders (5 mins. ); ruby's favorites (15 mins. ); fried chicken (20 mins. ) rice/ drinks except fruit shakes (3 mins), combo meals (10 m ins. ) and desserts (5-10 mins. ). Lastly, we discussed the suggested script for the guests while communicating with but the most important is the four magic words: Excuse me, Thank you, My pleasure and Certainly Mam/ Sir. After the discussion, we had our last examination.And again, I passed it. 🙂 Thanks be to Mam Rizza, to my classmates and to God who helped all of us to fulfill and finish this orientation. November 26, 2012- first day of my duty at Max's Restaurant, Quezon Avenue. My supervisors (Sir Jon and Sir Tom) gave me a short review about the table set- up and seat numbering (1 o'clock position). They also taught me the three function rooms they have- Claro, Ruby and Maximo Hall. But before that, I met my co- CSA's who I considered as my Kuya and Ate. On my first week, I am the greeter. As a greeter, I have to be a person who always smiles, having a welcoming spirit.At first, it seems that it's the easiest responsibility of a CSA. Yeah, it is true but sometimes cru cial when there are no CSA at the stations who will assist the guests. If that so, I have to quickly assist them to their preferred tables and go back again to the doors as fast as I can to accommodate the next guests who will enter at the door. As time goes by, it became my lifestyle whenever I saw people, I learned to smile and greet them politely. I also learned how to socialize with different types of persons. On my second week, I was assigned at station 3 (tables 21-24).At first, I am excited but the tension was really there. I did some mistakes such as not repeating orders clearly to the guests, wrong orders, forgot to suggest soups/ salads and carelessness the way I serve food/ drinks. These are my common mistakes during my first days. But of course, on the next two weeks, I saw myself improving even though sometimes, there are little mistakes, I developed my problem-solving skills and the presence of mind was really there. Thanks God for guiding me and of course to my superv isors who always corrects me if there is something wrong.As time goes on, I really learned to socialize with my co-CSA's (Ate Rox, Ate Rose, Ate Berna, Ate Tessa (BSA), Ate Aeinah (BSA), Ate Ching, Ate Marga, Ate Sherly, Ate Shelou and Ate Bridgette). I will never forget them because they are the one who helped me and encouraged me to finish my training. 🙂 One thing I've learned is to mingle with them even though they had different attitudes and personalities. The most memorable moment during my training period is the personal visitation of my beloved instructors (Mam She and Sir Chris). I was greatly impressed with them as my coordinators because they have the time to visit us.My instructors surprised with my physical appearance (wearing my black dress uniform at Max's) and they said to me: â€Å"Babae ka na pala! † 🙂 The OJT program I had at Max's Restaurant is really good and memorable to me. I learned many things form my work and co-staffs. One thing to improve their OJT program is to let the students experience the two main departments: Dining and Kitchen, because they only allow only one department for OJT's. For those students who will be having their OJT, they have to prepare all the possible requirements as soon as possible.And, as much as possible, they need the cooperation of the coordinators. Be a good trainee when having OJT especially with the duties and responsibilities. Be cooperative and avoid absenteeism because it will be bad record for the company. If the company requires only one department, be sure that you will choose the best department where you can share your skills and interest. Lastly, give your best shot! Assessment of the OJT Program SUBMITTED BY: Jeunesse Micah L. Eugenio BSHRM-4A SUBMITTED TO: Ms. Shirley C. Espina HRM Instructor/ OJT Coordinator

Workforce diversity management

Workforce diversity management Executive Summary Globalizing organizations encounter enormous challenges in the quest to manage the diversities of their work force. These diversities entail differences existing among people working in the organization with regard to parameters such as gender, race, community values, age, sexual affection, income levels, work experience, parental status, religious beliefs, ethnicity, religion, and physical abilities amongst others.Advertising We will write a custom report sample on Workforce diversity management specifically for you for only $16.05 $11/page Learn More Apparently, this largely surfaces as the chief types of diversities that exist in the Google Company that serves as the case company in this paper. A review of current literature to show the importance of managing workforce diversity for today’s managers reveals that managing diversities of an organizations work force is a mandate that organizational managers cannot treat with minimal concern as it is of paramount importance, which include improvement of workforce productivity, improvement of workforce engagement and reducing instances staff absenteeism among others. In the analysis section, on the management strategies in place in Google company for managing workforce diversity, the papers finds workforce diversity management as resting on the need to avail networks, which are ideally open to all interested workforce members. Introduction In the present time, globalizing organizations avail immense benefits to the population in the regions where they establish in terms of promotion of HR policies that are innovative in nature. However, such a corporate encounters mega challenges in managing the workforce diversity in every region. For the purposes of discussions of this paper, the term diversity refer the myriads of differences existing among people working in an organization with regard to parameters such as gender, race, community values, age, sexual affection , income levels, work experience, parental status, religious beliefs, ethnicity, religion and physical abilities among others. As a repercussion and in the context of this paper, workforce diversity management encompasses â€Å"a comprehensive managerial process for developing an environment that works for all employees† (Parvis 2003, p.37). Using Google as a case example of large nongovernmental organizations, the paper dedicates itself to review current literature to show the importance of managing workforce diversity for today’s managers.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It conducts an analysis of the types/kinds of workforce diversity that exist in the Google Company. It later sums up by analyzing the management strategies in place in the organization for managing workforce diversity. Importance of managing workforce As organizations diversify, th e approaches deployed to address workforce management issues are critical in influencing the performance of an organization in the competitive market place. Dessler (2004) reckons, â€Å"the importance of diversity management has been communicated by academics and professional alike, citing the many benefits of having a heterogeneous organization, as opposed to homogeneous organization† (p.43). A homogenous organization is a non-diversified organization while a heterogeneous is a diversified organization: it employs people of varying backgrounds in terms of race, age, physical abilities, and geographical regions among others. Cute management of workforce diversity has been acclaimed by many scholars as having the ability to improve workforce productivity, improvement of workforce engagement, foster staff absenteeism coupled with an increase of workforce turn over by about five folds (Dessler 2004, p.45). For the Google Company, workforce diversity management is critical in th e endeavor to increase the ability to address the various needs of more diverse Google customer base. Particularly, Google gains from the valid view points of its diverse workforce in effect that such a workforce provides increased problem solving capacities coupled with enhanced creativity levels- something that is critical for the success of the organization in the future unknown dynamic business environment. In this context, it is arguable that proper management of Google’s work force makes the organization gain immensely in the sense that the organization ends up establishing a central position in the competitive market.Advertising We will write a custom report sample on Workforce diversity management specifically for you for only $16.05 $11/page Learn More An increasing number of scholarly studies reveal that a direct correlation exists between employees, attendance, job performance, dedication and perception of being valuable resources of an or ganization. For instance, according to Pope â€Å"if management and team members fail to value women and minorities, company productivity will likely suffer as a consequence† (2004, p.63). This infers that mismanagement of workforce diversity translates to affecting an organization’s costs. In this context, organizations, which do not support diversity existing in their workplaces, are likely to plunge into expensive lawsuits and out of court settlements case largely contributed by poor management of various talent tools: for instance stereotypes propagation, discrimination and harassment among others. Additionally, such organizations are susceptible to costs linked to replacement of employees (Jayne Dipboye 2004, p.412). In case an organization is constituted by people of varying ethnicities coupled with higher proportions of women as compared to the general industry on average, an interrogative arise seeking audience on how reconciliation of differences among employ ees can be achieved without causing undue friction during every day interactions of the employees. In this context, managing workforce diversity becomes a crucial endeavor since otherwise the performance of an organization gets negatively impaired and hence its productivity and profitability (Pless Maak 2004, p.129: Alpert 1998, Para. 5). Development of plausible knowledge by today’s management professionals is indeed crucial since many of the issues encountered in the work environment prompting intolerance for the differences characterizing differing workers can only be solved by use of cute approaches of the work force diversity management. Most pressing stalemate issues pertaining to workforce diversity are more inclined on perspective of treatment of women (Ollapally Bhatnagar 2009, p.461). In this context, the concepts of workforce diversity management are vital for adoption by today’s organizational managers since race and gender constitute the major issues and the key drivers of approaches for managing diversity.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Where minority groups largely perceive themselves as being more oppressed or discriminated, it is apparent that they would consider taking steps that are unhealthy to the performance of an organization. This is perhaps widely probable based on the possession of intense awareness of the minority rights among such person coupled with the existence of stricter organizations codes of conducts and regulations predominantly formulated to govern behaviors within work places. This argument makes more sense especially by consideration of Pope (2004) argument that â€Å"it is in the interest of the management of any firm to sensitize their workforce towards race and gender issues and ensure that the workplace is free of discrimination against minority groups, as well as women† (p.64). From this dimension, managing workforce diversity has a chief contribution in aiding people working within Google Company to connect with one another in an attempt to further Google company goals, create changes within the corporate community, which are positive without negating promotion and strengthening the Google Company’s business partnerships. From a different dimension, Kersten (2000) argues, â€Å"the impetus for diversity programs begins with desirable social and political goals while strategic commitment needed to make it part of the company’s business strategy come only from the highest level of an organization† (p.236). Drawing from this argument it is conspicuous that management has a proactive role to play in ensuring that workforce diversity is managed to avoid conflicts of interest among the minority and majority groups of workers. An analysis of the types or kinds of workforce diversity that exist in Google Company The clients of Google Company are diverse in many aspects including gender, race or ethnicity, age, region and physical abilities among other differences. To address the needs of these diverse clients, Google Company indeed employs a diverse work force regionally, ethnically, based on gender and even on an age basis. In fact, according to Saxena et al (2012), Google Company â€Å"†¦represents 138, 000 queries every minute of every day in 90 different languages† (p.4). With this kind of immense capacity to handle internet traffic of queries every minute, it is plausible to argue out that Google is indeed the best world’s search engine. For Google then it implies that she has to employ an immense number of people coming from a variety of ethnic lines across the globe. The capacity to orient her diverse workforce to a common goal saw Google’s revenue escalate to 961.9 million dollars in 2003, a figure that has grown into multi-folds since then (Saxena et al 2012). This means that Google has acquired an immense competitive advantage in the operational environment in which it has managed to outdo companies like America on line (AOL), Amazon and eBay, which have been tightly competing with Go ogle Company for revenue. For Google Company, concepts of diversity do not lie on the traditional perception of what ideally constitutes the differences among the workers within organizations such differing religious and moral believes among others. Professional differences also accounts for the sphere of diversities at Google Company. However, this is not an immense challenge since the Google Company products take into accounts all the professional qualifications of her entire workforce. Precisely speaking Google Company (2012) endeavors â€Å"to spread the love of Science, technology, engineering and Math (STEM)† (Para.5). Technology and Science makes use of diverse professional abilities and technical knowhow. Therefore, just as Google Company’s employees are diverse in respect to differences such as gender, ethnic origins and age, professional diversity is equally relevance for inclusion in the realm of workforce diversity management approaches at Google. Company G oogle (2012) reckons, â€Å"Google is the home for countless communities of unique people. We offer hundreds of internal groups and clubs raging from runners at Google theatre lovers and game developers† (Para. 2). This evidences that Google perceives differing professional abilities of her employees as part of her workforce diversity at her disposal, which while well tapped and managed may lead to increased productivity and consequently to escalation of profitability of the organization. As argued before, diversity within any organization including Google Company is critical in terms of influencing an organization’s costs. The better its management, the better the organization becomes protected from unnecessary costs. This is a positive aspect of deployment of credible workforce diversity management. However, on a different dimension, embracing total consideration of every aspects of workforce diversity results to unnecessary costs and hence negative impact of workfor ce diversity management. As a way of example, it is quite crucial in some organizations for workers not to take partisan positions especially on matters involving making personal opinion or judgments of issues of national public interests that attracts heated debates as doing so may invoke violence among the target audience. Amid this prerequisite, in such a situation, integration of utmost concepts of workforce diversity means that the managers also consider diversities in such opinions. Giving room for people for instance working in media organization; considering the massive influence they have on the masses, to express their diversities opinions, may give loopholes for thriving of stereotyped society largely fueled by the promotion of unlimited workforce diversity within media houses. An analysis of the management strategies in place in the organization for managing workforce diversity Founded by Larry Page and Sergey Brin, Google Company, is one of the companies classified as b eing most successful on start up right from it growth from a research being a project to a search engine that has revolution the world. Google is guided by the organizational slogan: ‘never judge a search engine by its interface. What this slogan means is that amid the simplicity of its interface, intrinsically within it, there rests the most sophisticated technological infrastructures of the world. Diverse people across the globe run and develop these infrastructures. The value of this diversity is indeed highly appreciated by the company’s CEO, Eric Schmidt, who posits, â€Å"at Google, we do not just accept differences-we thrive on it. We celebrate it. And we support it, for the benefit of our employees, our products and our community† (Saxena et al 2012, p.13). The diversity referred in here is the workforce differences in term of gender, religious beliefs subscriptions, cultural beliefs and ethic differences among the Google workers coupled with other differ ences that define particular segregated groups of Google workers from the wider total work force. Google deploys numerous strategies to cope with the workforce diversities. Google (2012) informs, â€Å"Google offer hundreds of internal groups and clubs raging from runners at Google theatre lovers and game developers† (Para. 2). Many of these Groups and clubs are principally developed to facilitate and support ardently the Google’s diversity initiatives both within Google Company and within her communities. In this end, the key management strategies at Google to enhance workforce management rest on the establishments of workers diversity management approaches inspired by network organizations. Moore (1999) reckon that people who â€Å"are different from each other in terms of their gender, physical ability, socioeconomic background and so on, are more likely to have at least some stereotypes about each other, and it is these stereotypical attitudes and view that many d iversity training programs aim to address† (p. 208). Consistent with this light, at Google the main strategy for managing workforce diversity rest on the need to avail networks which are ideally open to all interested workforce members. Through the networks, employees take part in activities such as professional development, mentoring, community service and even education outreach among other activities that the company deems essential in fostering tolerance of differences existing among her workforce. This strategy is widely conforming to Anand (2004) insight that â€Å"effectively integrating diversity requires education, training and communication† (p.307). Communication across the networks is enhanced by the fact that while such networks are available across the world, the members normally comes together during annual general summit on leadership. Arguably holding such a summit goes far in breaching the regional differences among Google Company workers as the member s are given subtle platforms to express their concerns ardently. Communication across all the global networks in Google Company is in fact essential since as Parvis (2003) argues, â€Å"communication plays an important role in the diverse workforce environment† (p.37). Without communication is impossible for articulation of the various differences existing among organizational workers with the business missions and goals. The various networks groups that Google deploys to spread the concerns of the need to promote workforce diversities are formed on the basis of diversifies such as gender, race and or professionalism diversities among others. With reference to Google (2012), such networks include- Asian Google Network (AGN), which was formed in 2007 essentially to â€Å"support employee retention and career advancement, educate Google employees concerning Asian American culture and perform community outreach† (Para. 3). Others include GWE (Google Women Engineers), BGN (Black Googler Network) HGN (Hispanic Googler Network), AAGN (Asian American Google Network), Google Capability Council and GAIN (Google American Indian Network). The focus of these networks in promoting workforce diversities is perhaps brought out more conspicuously by consideration of the concerns of each of the network. For instance, according to Google (2012), BGN (Black Googler Network is indebted to â€Å"attract, recruit, retain and develop Black talent at Google† (Para. 10). Since when it was established, BGN has actively supported diversity at Google and within the communities in which Google conducts her business. Conclusion The paper has argued that the workforce within an organization is diverse in many respects. The term diversity has been used to refer to myriads of differences existing among people working in an organization with regard to parameters such as gender, race, community values, age, sexual affection, income levels, work experience, parental status, religious beliefs, ethnicity, religion and physical abilities among others. In the example case of a large organization that is privately owned, the paper has used Google Company in the analysis section of the kinds or types of workforce diversities in it: gender and ethnicity. Google Company management strategies to deal with workforce diversities consequently have been confirmed as being established to address and promote the tolerance of the differences in the Google workforce inspired by these two types of diversities. Recommendations The paper recommends that organizations deserves to understand the benefits of adopting multicultural environment that is tolerant to workforce diversities. By doing this, organizations would gain immensely in form increase in the productivity of the diverse workforce and hence boosting the profitability of the organization in question. In this end, the paper proposes that ‘buy-in’ of the entire organization is one of the plausible way s of ensuring the existence of a multicultural organization. This calls for all management staff, right from top to down, to understand the relevance of workforce diversity from moral perspectives and business perspectives. The paper goes on to recommend that in order to achieve this, the organizations essentially deserve to alter their values to orient them to commitment for promotion of workforce diversity within the work environment as evidenced by the case for Google Company. References Alpert, T 1998, Gaining Competitive Advantage: The Case for Diversity. Web. Anand, R 2004, ‘Make diversity part of the business plan’, Restaurants Institutions, vol. 114 no. 22, pp. 307-311. Dessler, G 2004, Management principles and practices for tomorrow’s leaders, Prentice Hall, Upper Saddle River. Google 2012, Diversity in Our Workforce, https://diversity.google/. Jayne, A Dipboye, L 2004, ‘Leveraging Diversity to Improve Business Performance: Research Findings Re commendations For Organizations’, Human Resource Management, vol. 43 no. 4, pp. 409-424. Kersten, A 2000, ‘Diversity management dialogue, dialectics and diversion’, Journal of organizational change management, vol. 13 no. 3, pp. 235-48. Moore, S 1999, ‘Understanding and managing diversity among groups at work: key issues for organizational training and development’, Journal of European Industrial Training, vol. 2 no. 3, pp. 208-217. Ollapally, A Bhatnagar, J 2009, ‘The Holistic Approach to Diversity Management: HR Implications’, The Indian Journal of Industrial Relations, vol. 44 no. 3, pp. 454-472. Parvis, L 2003, ‘Diversity and effective leadership in multicultural workplaces’, Journal of Environmental Health, vol. 65 no. 4, pp. 37-38. Pless, M Maak, T 2004, ‘Building an Inclusive Diversity Culture: Principles, Process, and Practice’, Journal of Business Ethics, vol. 54 no. 2, pp.129-147. Pope, A 2004, †˜Diversity is the key in strategic planning’, American Water Works Association Journal, vol. 96 no. 7, pp. 63-64. Saxena, et al 2012, Case Study on Google. https://scribd.com/presentation/19583272/Google-Case-Study.

Naturalist Intelligence Examples

Naturalist Intelligence Examples Naturalist intelligence is one of researcher Howard Gardners nine multiple intelligences. This particular intelligence that involves how sensitive an individual is to nature and the world. People who excel in this intelligence typically are interested in growing plants, taking care of animals or studying animals or plants. Zookeepers, biologists, gardeners, and veterinarians are among those that Gardner sees as having high naturalist intelligence. Background Twenty-three years after his seminal work on multiple intelligences, Gardner added the naturalist intelligence to his original seven intelligences in  his 2006 book,  Multiple  Intelligences: New Horizons in Theory and Practice. He previously laid out his original theory with seven identified intelligences in his 1983 work, Frames of Mind: The Theory of Multiple Intelligences. In both books, Gardner argued that there are better or at least alternative ways to measure intelligence than standard  IQ tests  for students in both regular and special education. Gardner says that all people are born with one or more intelligences, such as logical-mathematical, spatial, bodily-kinesthetic  and even musical intelligence. The best way to test, and develop, these intelligences is by practicing skills in these areas, says Gardner, and not through paper-and-pencil/online tests. Famous People With High Naturalist Intelligence In Multiple  Intelligences, Gardner gives examples of famous scholars with high naturalist intelligence, such as:   Charles Darwin: Historys  most  famous evolutionary scientist, Darwin proposed the theory of evolution through  natural selection.  Darwins famous journey on the  HMS Beagle  allowed him to study and collect natural specimens from across the globe. He published his finding in the classic book explaining evolution, The Origin of the Species.  Alexander von Humboldt: This 19th Century naturalist and explorer  was the first person to suggest that humans were having an impact on the natural world and causing climate change. His declaration was made over 200 years ago based on observations he recorded during his travels through South America.E.O. Wilson: The worlds greatest naturalist, and the father of sociobiology, wrote a 1990 book, Ants one of two books for which he won the Pulitzer Prize that explained how these insects create social structures, organizations, and hierarchies traits that were once thought only humans possessed.John James Audobon:  This naturalist created a collection of paintings, Birds of America,  published in four volumes from 1827 to 1838. Audobon is considered the father of the conservationist movement and inspired millions to take to the woods, lakes, and mountains in search of rare bird sightings. Using the Naturalist Intelligence in ELA Class Perhaps the best example to use in a classroom of a naturalist intelligence is one offered by the poet, William Wordsworth. Wordsworth summed up his own naturalist intelligence best in his poem, The Tables Turned when he encouraged the reader to get up from his studies and go out of doors. After reading the poem, teachers could simply end the lesson, and take Wordsworths advice and march the class out-of-doors! (with administrations permission, of course). Two stanzas highlight Wordsworths enthusiasm for Nature as a teacher for all: STANZA I:Up! up! my Friend, and quit your books;  Or surely youll grow double:Up! up! my Friend, and clear your looks;  Why all this toil and trouble?  STANZA III:Come forth into the light of things,  Let Nature be your teacher.   Characteristics of Naturalist Intelligence Some of the characteristics of those students with naturalist intelligence include their: Physically/emotionally adverse to pollutionIntense interest in learning about natureDramatic enthusiasm when in contact with naturePowers of observation in nature  Awareness of changes in weather Gardner notes that such persons with a high degree of naturalist intelligence are keenly aware of how to distinguish the diverse plants, animals, mountains, or cloud configurations in their ecological niche. Enhancing a Students Naturalist Intelligence Students with naturalist intelligence are interested in conservation and recycling, enjoy gardening, like animals, like to be outside, are interested in the weather and feel a connection to the earth. As a teacher, you can enhance and strengthen your students naturalist intelligence by having them: Attending class outside  Keep a nature journal to record changes or discoveries in natureIllustrate discoveries in natureRead books and articles about nature and the environmentWrite  articles about nature (poems, short stories, news articles)  Giving lessons on weather and naturePerforming skits about nature and cyclesConduct research on local foliage Students who have naturalist intelligence may take informed action, as suggested in the Social Studies Standards, in order to preserve the environment. They may write letters, petition their local politicians, or work with others to create green spaces in their communities. Gardner suggests bringing what he calls the summer culture into the rest of the year and into the learning environment. Send students outside, take them on short hikes, teach them how to observe and identify plants and animals and help them get back to nature. This is the best way, says Gardner, to increase their natural intelligence.

Individual versus group decision-making processes Essay

Individual versus group decision-making processes - Essay Example In group decision making, all team members have a right to express their sentiments. If any group member is denied the chance to participate in the decision making, the decision can be disputed. In the individual decision making, only one individual does the analysis of the work involved and makes the undisputable decision. This is the only effective in certain business types such as sole proprietor businesses. Group decisions consume more time than individual decision makings. In the individual case, the decision can be made at any instant, and in urgent situations. Decision making in a group must follow certain guiding principles including deadlines, regulatory compliance frameworks and bureaucracy. Business ethics provides the acceptable ethical guiding principles and behaviors of employees acceptable to the organization. It consumes more time to pass strong decision in line with business ethics, which again change with time. Individual decision making has no specific standard as the individual is in full control of the business (Kahneman & Tversky 2000, p. 53). Because each member of the team has a level of ethical, the operations of the individual changes once he or she begins working in the organization. Companies make use of the mission statements to establish and enforce the framework. Individual decision making does not apply any mission standard ethical decisions of the group. Both individual and group decision making are guided by standard a level of procedural and structural regulations (Batley & Daly 2006, p. 59). Businesses use standard operational procedures in daily decision making, though a decision matrix. There are decisions that have to be made at specific levels depending on the discretion of a leader. In the same way, an individual applies work place rules by deciding on the management of responsibilities in various business situations. None of the two decision methods is perfect. Errors can occur at any time since the