Signal Transduction Essay Example

Signal Transduction Essay Cells are not only the â€Å"smallest units of life† but they also depict â€Å"the best machineries in the world†. Cells not only work exceptionally well within their own systems but coordinate efficiently with other cells in order to ensure their survival. Reactivity, which refers to the living thing’s ability to respond to signals from the environment; enables the organism to react to various stimuli, either behaviorally or physiologically (The Characteristics of Life). Signals come in various forms such as changes in temperature, illumination, pressure and even intercellular chemical concentration. Other signals which take subtler forms are those which signal either cell division or cell differentiation. Protective responses are also carried out by most cells whenever foreign substances intrude the organism’s body. Such feats are only possible through signaling systems which are either intracellular or intercellular (The Cell Signaling Test) and are ge nerally referred to as signal transduction pathways.Signal transduction figures in information metabolism. Information metabolism refers to the cell’s reception, processing and consequent response to information from the environment (Signal Transduction Pathways: An Introduction to Information Metabolism). At the cellular level, signal transduction refers to the movement of signals from the outside to the inside of the cell. The process through which signal transduction occurs varies depending upon the nature of chemicals and their associated receptors. Signal movement can be as simple as those which involve the receptor molecules of the acetylcholine class or can be as complex as those which involve combinations of ligand – receptor interactions and several intracellular events. In the case of simple signal transduction, signals pass in or out of the cell through receptors which are mainly composed of channels. The process is effected out by ligand interaction through the form of small ion movements. These ion movements in turn result to changes in the cell’s electrical potential and consequently, to the propagation of the said signal along the cell (Mechanisms of Signal Transduction). Complex signal transduction, as mentioned before, does not only involve ligand interactions but also several intracellular events. These events include phosphorylations induced by the enzymes tyrosine kinases and/or serine/threonine kinases. Protein phosphorylations are specifically helpful in understanding the process of gene expression since they influence, to a large extent, enzymatic activities and protein conformations (Mechanisms of Signal Transduction).Pathways of signal transduction could therefore be depicted as molecular circuits. A pathway typically begins with the transfer of information from the environment towards the cell’s internal system. Nonpolar molecules (steroid hormones such as estrogen) could easily penetrate the cell membrane and could therefore, enter the cell. Once inside the cell, these molecules bind to proteins and interact with the cell’s DNA. The consequence of this interaction is that the molecules’ directly influence gene transcription. Other molecules, such as those which are too large or too polar, are not able to pass through the cell’s membrane. The information that these molecules carry must then be transmitted to the cell’s interior through another means. Such means is accomplished through the action of a membrane – associated receptor protein. A receptor of such type has often two domains: an extracellular and an intracellular domain. The former contains a binding site to which a ligand or a signal molecule is recognized. The interaction between the receptor and ligand consequently alters the receptor’s tertiary or quaternary structure as well its intracellular domain. Though such structural changes have been effected, the small number of receptor molecules in the cell membrane limits, or to a certain extent, hinders the yielding of an appropriate response. Ligands or primary messengers therefore, carry information which is transduced into forms which can either modify or influence the cell’s biochemistry.Second messengers comprise the next step in the transduction pathway. These messengers relay information from the receptor – ligand complex through changes in their concentration. Changes in concentration amplify the signal’s effect and influence, to a large extent, intracellular signal and response.   Protein phosphorylation is another means of information transfer. Responses are elicited by the activation of enzymes such as protein kinases. These enzymes transfer phosphoryl groups from ATP to certain protein residues such as serine, tyrosine and threonine through the process of phosphorylation. cAMP-dependent protein kinase as well as other protein kinases are links that transduce changes in the fre e second messenger concentration into alterations in protein covalent structures. These changes are less transient compared to secondary – messenger concentrations but the results of such process are reversible (Signal Transduction Pathways: An Introduction to Information Metabolism).Once the signal has been initiated and has been transduced to affect other cellular processes, it is equally important that the signal is terminated effectively. Signal termination is mostly carried out by the action of protein phosphatases. Whereas protein kinases are responsible for phosphorylation (Signal Transduction Pathways: An Introduction to Information Metabolism), protein phosphatases are responsible for dephosphorylation (Protein Phosphatases).   Dephosphorylation refers to the removal of a phosphate group (Dephosphorylation). The importance of this phase in the signal transduction pathway is clearly manifested when the process goes awry. If the effects of a previous signal are sti ll in effect, the cell could not respond to new and incoming signals. Cancers and uncontrolled cell growth are often the offshoot of the failure in this phase of the pathway (Signal Transduction Pathways: An Introduction to Information Metabolism).

Real Gas Definition and Examples

Real Gas Definition and Examples A real gas is a gas that does not behave as an ideal gas due to interactions between gas molecules. A real gas is also known as a nonideal gas because the behavior of a real gas in only approximated by the ideal gas law. When Real Gases Differ From Ideal Gases Usually, its fine to use the ideal gas law to make calculations for gases. However, the approximation gives considerable error at very high pressure, near the critical point, or near the condensation point of a gas. Unlike ideal gases, a real gas is subject to: Van der Waals forcesCompressibility effectsNon-equilibrium thermodynamic effectsVariable specific heat capacityVariable composition, including molecular dissociation and other chemical reactions Real Gas Example While cool air at ordinary pressure behaves like an ideal gas, increasing its pressure or temperature increases the interactions between molecules, resulting in real gas behavior that cannot be predicted reliably using the ideal gas law. Sources Cengel, Yunus A. and Michael A. Boles (2010). Thermodynamics: An Engineering Approach (7th Ed.). McGraw-Hill. ISBN 007-352932-X.Xiang, H. W. (2005). The Corresponding-States Principle and its Practice: Thermodynamic, Transport and Surface Properties of Fluids. Elsevier. ISBN 978-0-08-045904-2.

The History of Black Women in the 1950s

The History of Black Women in the 1950s African-American women are an essential part of our collective history. The following is a chronology of events and birthdates for women involved in African-American history, from 1950-1959. 1950 Gwendolyn Brooks became the first African-American to win a Pulitzer Prize (for Annie Allen). Althea Gibson became the first African-American to play at Wimbledon. Juanita Hall became the first African-American to win a Tony Award, for playing Bloody Mary in South Pacific. January 16: Debbie Allen born (choreographer, actor, director, producer). February 2: Natalie Cole born (singer; daughter of Nat King Cole). 1951 July 15: Mary White Ovington died (social worker, reformer, NAACP founder).   Linda Browns father sued the Topeka, Kansas, school board because she had to travel by bus to a school for African-American children when she could walk to the segregated school for white children only.  This would become the  Brown v. Board of Education  landmark civil rights case. 1952 September:  Autherine Juanita Lucy and Pollie Myers applied to the University of Alabama and were accepted. Their acceptances were rescinded when the university discovered they were not white. They took the case to court, and it took three years to resolve the case. 1954 Norma Sklarek became the first African-American woman licensed as an architect. Dorothy Dandridge was the first African-Amerian woman nominated for a Best Actress Oscar, for playing the lead role in Carmen Jones. January 29: Oprah Winfrey born (first African-American woman billionaire, first African-American woman to host a nationally syndicated talk show). September 22: Shari Belafonte-Harper born (actress). May 17: In Brown v. Board of Education, Supreme Court ordered schools to desegregate with all deliberate speed - finds separate but equal public facilities to be unconstitutional. July 24: Mary Church Terrell died (activist, clubwoman). 1955 May 18: Mary McLeod Bethune died. July: Rosa Parks attended a workshop at the Highlander Folk School in Tennessee, learning effective tools for civil rights organizing. August 28: Emmett Till, 14 years old, was killed by a white mob in Mississippi after he was accused of whistling at a white woman. December 1: Rosa Parks was arrested when she refused to give up a seat and move to the rear of the bus, triggering the Montgomery bus boycott. Marian Anderson became the first African-American member of the Metropolitan Opera company. 1956 Mae Jemison born (astronaut, physician). Hundreds of women and men in Montgomery walked for miles to work rather than use the buses as part of the Montgomery Bus Boycott. A court ordered the University of Alabama to admit Autherine Juanita Lucy, who filed a lawsuit in 1952 (see above). She was admitted but was barred from dormitories and dining halls.  She enrolled on February 3 as a graduate student in library science, the first black student admitted to a white public school or university in Alabama. The university expelled her in March, claiming she had slandered the school, after riots broke out and the courts ordered the university to protect her. In 1988, the university annulled the expulsion and she returned to school, earning her M.A. degree in education in 1992. The school even named a clock tower for her, and featured her portrait in the student union honoring her initiative and courage. December 21: The Supreme Court ruled bus segregation in Montgomery, Alabama was unconstitutional. 1957 African-American students, advised by NAACP activist Daisy Bates, desegregated a Little Rock, Arkansas, school under the protection of military troops ordered in by the federal government. April 15: Evelyn Ashford was born (athlete, track and field; four Olympic gold medals, Track and Field Womens Hall of Fame). Althea Gibson became the first African-American tennis player to win at Wimbledon and the first African-American to win the U.S. Open. The Associated Press named Althea Gibson their Woman Athlete of the Year. 1958 August 16: Angela Bassett born (actress). 1959 March 11: Raisin in the Sun by Lorraine Hansberry became the first Broadway play written by an African-American woman - Sidney Poitier and Claudia McNeil starred. January 12: Motown Records founded in Detroit after Berry Gordy deferred working for Billy Davis and Gordys sisters Gwen and Anna at Anna Records; female stars from Motown included Diane Ross and the Supremes, Gladys Knight, Queen Latifah. December 21: Florence Griffith-Joyner born (athlete, track and field; first African-American to win four medals in one Olympics; sister-in-law of Jackie Joyner-Kersee).

Unit 2 Discussion Board Essay Example | Topics and Well Written Essays - 500 words - 1

Unit 2 Discussion Board - Essay Example The dynamic pricing strategy of Air Deccan is to use price as a function of demand and supply, wherein the earlier the booking is done the lesser is the price (About Us). To enable this pricing model made use of Information Technology to the full extent by setting up an Internet-based Centralized reservation system that centralized customers reservations through distribution channels through the Internet, call centers or travel agents. This enabled fares to be controlled by a group of computers using linear programming for revenue management. From the time a flight is opened for booking pricing is tracked and changed based on demand. The system uses a fare buckets for a given flight and fares change by the date, day of week and time of day (Sampler, 2006). The price of an air ticket booked early on Air Deccan compares favorably with an upper class rail ticket and is a boon to the more than 300 million middle class segment of society in India, which has happily accepted this means to affordable air travel. This advantage that Air Deccan offered with its dynamic pricing policy has caused a dramatic growth in the use of Air Deccan, whereby within three years since its starting, it has flown more than 5.8 million passengers and garnered a market share of 21.2 percent to become the second largest carrier in the country, pushing the national carrier Indian to third position (Air Deccan overtakes Indian in market share). Air Deccan faces two disadvantages as a result of its dynamic pricing strategy. It is facing threats to its market share from the full-service carriers in the country as well as new low-cost carriers. The full-service are lowering their airfares in the face of threat from Air Deccan and the other low-cost airlines, while the new entrant low-cost airlines are expected to use price as an entry strategy. There is no more flexibility available in pricing strategy of

The Forties World War II Essay Example | Topics and Well Written Essays - 500 words

The Forties World War II - Essay Example Churning process was going on in America that altered the political equations. The economic and social measures introduced by President Franklin D. Roosevelt brought about structural changes in the economy and the political scenario of America, with massive buildup of infrastructure and fillip to the art and cultural fronts. On the other hand, deep psychological fissures took concrete shape and administrative measures were taken to keep a watch on the ethnic groups belonging to the enemy country. Even though majority of them were citizens of America, the war situation rendered them suspect as a community. This created another area of dissention within the American society. Whether legally justified or not, American administration had no other option but to keep a close watch with some harsh measures, on the section of the population that was considered sympathetic to the enemy. The entire nation was in turmoil. Labor groups and student unions were taking up the path of communist ideology. Marxist study groups were formed at many universities for teaching that ideology to professors and students. American administration began to develop the infrastructure on a massive scale and cultural renaissance was afforded priority to keep the people engaged in arts and culture and the Federal Government took respon sibility to develop these areas. Unionization was recognized and regulated by law and this provided fillip to the worker’s movement. Most importantly, the Social Security Act was passed that ensured the welfare of the senior citizens on retirement. The Wealth Tax Act taxed the rich, brought new high revenues to the Government and a sense of relief amongst the poor that the Government is paying attention to their welfare. Japan was the enemy country and the people of Japanese origin were ordered to be interned by Executive Order No.9066 by the President Franklin D, Roosevelt issued

Shackled Women - Short Essay Essay Example for Free

Shackled Women Short Essay Essay In western cultures, women consider themselves equal to men while in some other parts of the world such as Africa and Asia, women are subjected to violence, sexual abuses, and exploitation by men that considered them as their legal or sexual property. Because tradition and religion play a crucial role in the life of the people of these regions, women are forced to live according to their culture in order for them to fit in the society. From murdered husbands in India, inhuman Islamic laws in Pakistan, to genital mutilation practice in Africa, these unjustifiable acts are virtually impossible to explain because they all go against the moral principles and values of a civilized society. When a parent deliberately killed his daughter without having remorse because of financial reasons, the first thing that comes into ordinary people’s mind is sorrow and grief. Because dowry is paid by the bride’s family in India, cruel and selfish husbands killed their second daughter in order to avoid paying a second expensive dowry. Dowry in India can account for more than 50% of a household income. (Journeyman Pictures LTD, January 2001). For that reason, fathers murdered their female child. Even if a second female child makes it trough childhood, she may still have a marriage on the rocks if her dowry is not enough to satisfy her in-laws. It is very shocking and disturbing to know that these fathers are still doing it without impunity. The most outrageous of all is that the government of India is aware of these killings and does not take drastic measures to stop it. Because it is culturally right in India to do so, women can not oppose it to the risk of being physic ally abuse by their husbands.

Business Analysis of IBM Essay -- Business Marketing IBM Companies Ess

Business Analysis of IBM 1. History of IBM: IBM is a multinational corporation that started its activities in 1911. But its origins can be traced back to 1890, during the height of the Industrial Revolution. It was first known as the Computing-Recording Company, and then in 1924, it took the name of International Business Machines. Nowadays, this multinational company is known as the  ¡Ã‚ §Big Blue ¡Ã‚ ¨ 2. Mission statement IBM main activity is to find solutions to its wide range of clients using advanced information technology. Its clients are individual users, specialized businesses, and institutions such as government, science, defense, and spatial and educational organizations. To meet and respond to its customers needs, IBM creates, develops and manufactures many of the worlds most advanced technologies, ranging from computer systems and software to networking systems, storage devices and microelectronics. Indeed, IBM has various product lines and services a few of which are: the Personal Computer that was first created in 1981, AS/400 business system, RS/6000 family of workstations and server systems, S/390 enterprise server, groundbreaking ThinkPad notebook computer; the award-winning IBM Netfinity and finally, PC Servers. It is an important supplier of hard disks, random access memories, and liquid crystal monitors. IBM has created the image  ¡Ã‚ §Solutions for a Little World ¡Ã‚ ¨. Its products and components in other firm products are so widespread that people around the world associate the name IBM with computing functions. 3. Organization IBM is a global information system and computing company. It is organized in 5 worldwide regions, and the following business units: 1.  Ã‚  Ã‚  Ã‚  Ã‚  Application Business Systems 2.  Ã‚  Ã‚  Ã‚  Ã‚  Application Solutions 3.  Ã‚  Ã‚  Ã‚  Ã‚  Enterprise Systems 4.  Ã‚  Ã‚  Ã‚  Ã‚  Networking Systems 5.  Ã‚  Ã‚  Ã‚  Ã‚  Pennant Systems Company 6.  Ã‚  Ã‚  Ã‚  Ã‚  Personal Systems 7.  Ã‚  Ã‚  Ã‚  Ã‚  Programming Systems 8.  Ã‚  Ã‚  Ã‚  Ã‚  Storage Products 9.  Ã‚  Ã‚  Ã‚  Ã‚  Technology Products 4. Past and current performance: For many years, IBM succeeded in holding a very good market position. In fact, the company achieved a very high market share and huge profits. However, this situation did not last forever. In 1990, IBM experienced its first quarterly loss of $2billion due to some unexpected accounting charges. However, revenues increased from $62.7 billion in the previous year to $96 billion. In 1991, the c... ...nies in the world were ranked: 1.IBM 2.Fujitsu 3.Hewlett-Packard 4.NEC, 5.Compaq. VI. IBM in Morocco: In 1939, IBM France launched in Morocco the first agency in Africa. Morocco was chosen because it represents an open door to Africa. IBM MAROC employs 85 employees and has almost 500 clients (ministries, banks, insurance companies, Al Akhawayn University, etc..). The main activities of IBM MAROC are to meet all customers' needs, to provide high quality tools, and to create a structure that will guarantee high quality maintenance services. IBM has two important strategies, which are: ïÆ'   direct marketing: it means selling directly to the consumer through the mail, by telephone, or door-to-door. By having direct contact with the customer, the company knows what are the needs, the preferences, and then can effectively choose the kind of products it will sell in the Moroccan market. ïÆ'   Commercial partnership: IBM has 22 commercial partners that sell its products in many different regions in Morocco. Thus, IBM MAROC is not obliged to create agencies in many cities, rather, its products are sold with other firms' articles, which increases the competition.

Motivations and Emotions VS Formal and Informal Power

Virtually all of our reading (Chapters 6, 7, and 8) has either a formal or informal power theme associated with them because in essence power is: intangible. Popular perspective is that power is considered a personal characteristic. Frequently people refer to power as the means to how one person exhibits domination or influence over another individual. In an organization, power is purely a structural characteristic required to mass control or procedurally influence the actions of the various employees or processes. It is vital to my analysis to reflect upon the motivations and emotions of the collective mind-frame and how informal and formal power in organization manipulates these psychological aspects in order to accomplish a goal.This comparative research paper shall initially focus on the conceptual understanding of power at an organizational level. When referring to an organization, people see organizations as bureaucratic entities created to fulfill a function using a variety of tools, hierarchical leadership, team ownership, process completion styles, and institutionalized rules or procedures. As organizations are often large and complex structures with large employee counts it is vital that a hierarchy be in place to organize tasks and indicate which employee needs to be assigned to which project.As a hierarchy is a formal process there are individuals aligned to various positions in the leadership chain. Power along this chain typically transfers downwards in order to assure that orders are carried out as requested. This authority along the vertical chain is accepted by people through an organization. Employees accept that top executives and project managers have the legitimate right to make key decisions required for a projects completion. Employees also accept that goals must be set by leadership in order to provide direction and procedures which everyone can follow and comprehend.This directing of activities enables workers to see that power througho ut the organizational structure helps control the decision making process itself. In addition, it clearly allows for ownership and helps manager become accountable for projects or processes. As orders can be accepted or denied in an organization there is always an underlying emotion associated with the actual outcome. In addition, as some tasks or processes are considered more important then others there is also a certain amount of access to greater tools or resources granted to individuals assigned to those organizational contributions. These individuals are usually considered Subject Matter Experts (SMEs) and are crucial to the continued prosperity or success of a division, department, or process flow.Rationally and politically, organizations must focus on enhancing people relationships in order to obtain a desired level of success in projects. Formally an organization wields power by striving to pool individual strengths to produce a result. Logically, organizations need to be co nsidered a centralized power which lays out procedures, rules, and the foundation for which it upholds its mission, value system, and produces a product (whether it be physical or intellectual).Informally, an organization seeks to empower workers so they can participate in decision making roles. In general, an organization prefers to have satisfied employees versus disgruntled ones. In pursuit of this goal, organizations have taken to comprehending what motivates the every-day employee. Organizations have bestowed upon their management the responsibility of determining on an individual employee level the wants and needs of an employee which can motivate the employee. As there are many process theories associated with this motivation we shall be focusing on several aspects of this emotional and psychological requirements.Based upon Boons and Kurtz, the Motivation Theory can be categorized under 2 distinct approaches. The first approach is a holistic evaluation of factors within a per son’s personality or psychology which reinforces appropriate behavior or stops inappropriate behavior. The second approach focuses on how, why, and what the actual behavior itself needs to be sustained or stopped. The second approach is consisted more analytical then the first.Within the first approach lie’s Maslow’s 5 level need hierarchy, Alderder’s 3 level ERG Theory and Hierarchy, and Herzberg’s two factor theory known as hygiene and motivators. Included in the second approach is Vroom’s VIE Expectancy as a theory of personal choice, Adam’s Equity Theory which correlates individual choice as they compare work practices/environments,   and the goal-setting theory that emphasizes that conscious goals and intentions are considered the detriments of behavior; though I will include only a few of these theories in this paper.These two approaches informally play on motivating and emotional factors. In Maslow’s hierarchy of needs , psychologists have established that motivated individuals are more likely to exhibit consistent satisfactory performance. Based upon this hierarchy the first rang of the hierarchy is the importance of the basic and psychological needs such as food, shelter, exercise, social interaction, and sleep. Psychologists have determined that it is human desire to have these basic needs fulfilled in order to be motivated to do a good job.These fulfillment needs are not true motivators though but necessities. Following this satisfaction, an employee needs to feel secure and protected from economic insecurities and protected from harm, violence, and disease exposure which enables them to be self-motivated and willing to accept self-management as the basic necessity is cared for. For instance, organizations must play a key role in securing dangerous materials which can potentially harm an employee. Often security and safety in the workforce goes hand-in hand and is considered a formal power tha t organization uses to control decisions. In terms of security, the most common ‘security’ is job security. If a project is nearing completion there is a level of apprehension from workers about their continued role in the company.Following this fulfilled need, is the comfort zone of social needs or requirements. These needs are vital in the informal organization as they include belonging, approval, and group membership. For instance, it is not uncommon for individuals who have been promoted to be concerned about ‘fitting-in’ with employees who were once on their own functional level. Thus, project managers should always build upon the team spirit and any opportunity for social activities to reinforce unity and emotional ties to the organization. Organizations sometimes become lost in the hierarchy of decision-making and must consider the emotional welfare of their employees.The last two needs based upon the Maslow’s hierarchy are esteem and self-act ualization, and these two needs differ based upon personality types as well. In the capacity of these two needs, recognition and self-confidence are important to any professional whose role requires creation of a project or product. Self-actualization is acquired when employees are performing projects which interest, intrigue, or challenge their skill-set.Managers can informally motivate by using self-actualization and esteem techniques to provide employees with opportunities for career growth, chance for promotion or raises, recognition in the team for well-done work, job security, plenty of open communication, opportunity for growth in technical expertise, challenging projects, and proper management control measures. This informal power wielded by managers incites employees to continue to produce good work while been stimulated by a good work environment.Similarly, Alderfer’s ERG theory contains a set of 3 needs: Existence, Relatedness, and Growth. Based upon this theory th e existence needs are Maslow’s first and second needs combined, the relatedness is Maslow’s third and fourth needs, and growth is Maslow’s fourth and fifth levels. Unlike Maslow who believed that each hierarchy skipped leads to more motivation, Alderfer insisted that each of these needs must be fulfilled at the organizational level and focusing on simply one need at a time does not sufficiently motivate the employee.In addition the ERG theory states that should the higher need remain fulfilled; the employee will regress to a lower level known as the frustration-regression theory. For example, if career growth or non-challenging work is provided coworkers might instead proceed to socializing with coworkers instead of working on projects. In addition, ample learning opportunities should be provided for employees to progress from one role to another if desired. Managers in this theory need to address each need separately and be aware that it differs from person to person.Interestingly Herberg’s Two-Factor Theory, also referred to as the dissatisfiers-satisfiers, are hygiene motivators or the extrinsic-intrinsic factors. The Extrinsic factors are job security, salary, working conditions, status, company procedures, quality of technical supervision, and quality of interpersonal relation. Intrinsic are achievement, recognition, responsibility, advancement, the work itself, and the possibility of growth. Though the theory of hygiene does not motivate employees it does negate any opportunity for dissatisfaction in the work environment and it empowers employers to seek good leadership, control, and leadership in the organization.These better conditions leave room for motivation for both project managers and employees to receive recognition, strive for achievement, advancement in roles, and further an interest in the project requiring completion. Project managers must adopt a positive attitude and provide each employee with the attention he o r she requires. This power that managers have can be shown as they give assignments that provide challenges, provide a good working environment complete with team spirit, define performance expectations clearly and consistently, and provide honest critic as well as give credit for job well done.In all tasks, people weigh the value of their input to what they obtain as an output. In Adam’s Equity Theory, employees have a need for evenhandedness and equality at work and they strive to ensure that this occurs. For instance, if an employee believe himself or herself underpaid then the quality of work produced goes down as does the quantity of work produced and the vice versa for overpaid feelings.Therefore, it is up to the manager to provide market rates or ranges for a role, and empower workers to research how much they can make in particular roles. This is an incentive and motivation to pursue growth in the company. This communication of rates invites employees to take time to learn, communicate professional expectations, and grow with the company.Formally, an organization exercises the opportunity for a great deal of power by using a variety of methods to influence behavior and promote motivation of employees. In action, organizations can motivate employees using performance driven pay increases, merit pay, team awards as an encouragement method, team recognition, goal-setting methods, continued education, and positive reinforcement.These methods are drivers for motivation and enable growth in a company. Nevertheless, it is important to remember that an organization is run by individuals and motivations and emotions will never become completed forgotten. It is up to management to exercise power and control to help employees remain satisfied that their needs are being met and considered at all levels of management.Reference:Robbins, Stephen P. and Judge, Timothy A. `Organizational Behavior.` 12th Edition. Pearson Prentice Hall. 2007

Management of Organisation Essay

Change management may be defined as the planning, initiation, realization, control and the stabilization of change processes both at the corporate and personal level. Change usually may occur at the strategic level of the organization or involve the personal development of the personnel. Change is a powerful force which is often resisted by most individuals whether it occurs at the corporate or personal level. Despite the resistance, change is a good thing. In fact it is a . livelihood of business in any organization. This is so because any possible failure to see and adjust to change may lead to a spiral downward fall that may lead to reduced efficiency, productivity, band productivity. Therefore the effects of change on personalities need to be resolved effectively but the change process must go on. At no point should the change process should be stopped because of its effects on the human component of the organization (Burke, 2002: pp. 55-7). Change may be described by a number of adjectives such as confusing, fulfilling, challenging, liberating, disorienting, empowering frustrating etc depending on the magnitude of the impact it has on an individual. Employees will always view change negatively. They have a negative perception and attitude towards change. The negative attitude of employees toward change is as a result of their fear of losing their jobs, positions, statuses social security and fear of the resulting higher workload. The employees may or may not be justified to view change that way but generally, the effects of change on employees are negative but the interests of the organization should always remain higher than those of personalities. Even those who survive retrenchment that comes with change will still view change negatively because of two reasons. First, they feel guilty because retaining their jobs makes others jobless and second, the high workload that is likely to come with the change. The remnants can only be willing to the resulting workload if they are given a pay rise. These emotions that result from change may put considerable stress on the changing organization. The stress though is short-lived and after some time the employees tend to forget and move on (Kaufman,1995: p. 12). Based on the employees general view of change, implementation of change in an organization, division, department, project etc may not be easy but the management need to be strong to see the organization through the change process. There will always be casualties of change. Change should start with the managers. It is often said that leadership is a message. Whatever the manager says or doesn’t say is a message. Therefore the message needs to be clear, consistent and repetitive. This is so because it takes time for people to hear, understand and believe the change carrying message especially if they don’t like what they hear. It is human nature to resist change and this is precisely the reason why they should be prepared beforehand. Prior communication may make the transition exciting or at least satisfactory. Change implementation is a foursome affair. First, there is need for the establishment and maintenance of the organization’s vision. When you know where you are going it is rare that you can get lost. Second, there is need to establish and maintain a realistic business plan which ought to be in sync with the vision. Third, communication needs to come in time to pass the synchronized organizational vision and business plan to the organization’s personnel. Finally, there is need for action so as to put into practice what has been communicated in the bid to exercise what is in the business plan which is in sync with the organization’s ultimate vision. Successful implementation of change can thus be seen to be represented by the following equation: Leadership + Vision + Communication + Action = Successful Change. The actions need to be measured and evaluated with the results being compared and deliberated upon. It is common knowledge that what gets measured gets done and anything rewarded gets repeated over and over again (Spector etal, 2007: pp. 156-8). Change can be discerned through finding out what people out there say about the organization. What is the organizational ranking out there? Does the organization need to do something to gain a competitive edge in the market? All these questions test the inevitability of change. Another way involves the challenging of all the organization’s products, services and policies in a bid to question their relevance to the present corporate, personal and market context. It is through questioning that you get to understand when change is necessary, how it can be communicated and implemented and how can the favourable results of the change on the organization’s performance measured. Change is often expensive especially when it involves technology. Technology changes fast and thus if any organization that needs to adapt needs to learn rapidly so as to keep up with the pace. Change is often triggered fro without the organization. Linkspan for instance needs to improve technology to keep up with the changing technology. The effect of technology in market enhancement can no longer be ignored. Further, most people have become technology oriented and are likely to choose a service provider who is technologically compliant that the one who is still struggling with indecision whether to embrace technology or not (Martel,1986: pp 45-54). As stated earlier, the first step in the implementation of change is the detailed review of the organization’s vision. Linkspan management needs to question the direction they are taking whether they are in line with the company’s vision. I believe that any company will have its vision focussing somewhere close to having an advantageous edge in the market. No organization sets a vision to make losses. The target is always making huge profits that will lead to the expansion of the organization. Once the vision has been internalized, the management needs to ask itself one very important question; is the intended change necessary? If so, how is the change likely to supplement the organization’s efficiency and performance? Is the change in sync with Linkspan’s ultimate vision, objectives and goals? Once all these issues are established, then it should be officially declared that the change is inevitable and the reasons warranting the change. These reasons and the inevitability of the change need to be recorded. The next step will be an in-depth study on how the change is likely to affect both the strategic corporate and personal components of Linkspan. Study how the change is going to affect the market, the employees, the organization’s expenditure and income, the shareholders, the customers etc. In short measure and evaluate the effects of the change on every party. Once the measurement and evaluation of the effects of the change has been made, it is necessary to carry out the speculation of the cost of the change. The speculation must factor the costs of employee layoffs, the cost of pay increments for those that remain based on the skills that they will be trained on and the market rates, the cost of training and professional development processes, the cost of the technological component of the change such as the new cranes, integrated bridge systems, autopilot, refurbishments, the cost of other loading and unloading equipment updates etc. In general, the full cost of the change process need to be speculated and this needs the involvement of professionals to carry out the speculations in each sector of the change. These professional speculators need time to carry out a detailed research. Once they have all submitted there reports i. e. he personnel pay rise and lay off speculation report ( featuring effects of the change on each class of employees rating them from the most affected to the least affected by the change, the number of personnel to be laid off, and those to be retained, lay off packages based on positions of employees, pay rise for the remaining staff based on additional training and responsibilities, criteria for the layoff and retention process and its legality and the time frame for the layoffs) , the technological investment plan report (featuring the cost of the new technology equipment and the labour for the installation of new and overhaul of the old technology, refurbishments etc, the best service provider and their charges and the time the process is likely to take), projection report on how the change is likely to add the company’s profitability and efficiency and how it is likely to enhance the company’s market position. This should feature a comparative approach where the major competitors are studied and analyzed to determine the market advantage the change is likely to offer the organization (Drucker,1995: pp. 96-103). Once all the reports have been submitted, the management of Linkspan need to take time, study them and the recommendations and thus determine the total cost, legality and time span of the change process. The company’s capability of funding and sustaining the change process shall also need to be evaluated to establish a conclusive decision of whether to carry out the change or not. If the decision is yes then the management needs to go ahead and start communicating the lurking change to all the stakeholders. As stated earlier, the communication needs to be repetitive consistent and above all very clear. After a blanket communication, the specific phase of communication phase follows. This phase involves communication of the change effects to specific groups of personnel. Start with the most hit and tell them the possible effects the change is likely to have on them. The company’s plan to compensate them, train them, motivate them e. g. through pay rise etc. Give each group time to respond and let the emotions run. Change is emotional. The management needs to be keen to give convincing reasons for the inevitability of the change. State that the company’s interests are higher than any personality. State examples of other companies that have done so and the legality of the process based on the reports. Note the acceptance or denial of the layoff or pay rise packages and consider the victims proposals offered immediately or later. They might not offer the proposals immediately because the message may still be devastating especially for those to be laid off. There is need for professional counselling to enhance speed acceptance of the change process. Remember to communicate to these employees the time span of the change process to enable them feature this into their personal financial, social or even psychological schedules (Sanderson, 1995: pp. 178-190). The end of communication to all stake holders marks another session of review of all the recommendations with a committee whose members are drawn from each division of the organization harmonizing the paperwork of the change process and briefing all the stake holders of the status of the change process. The committee has the mandate of identifying the changes noted between the reports recommendations and the actual status. Harmony is then established through deliberative meetings between the management and the affected parties. The committee has to be time conscious because agreements may take time to be reached and in case agreements are not forthcoming, the management should exercise its discretionary powers (Beitler, 2006: pp. 156-9). The review ushers in the actual implementations at the expiry of the notice offered. Actions should be carried out in such a way that the organizations activities don’t grind into a halt. For example, the layoff needs strategy. Do not yet layoff personnel required before the change process is over. Start with those that are not needed immediately the change implementations start. The refurbishments and fitting of the technological equipment should start with tendering process considering the service providers recommended in the report. Consider their quotations and compare with those quoted in the reports. Consider the quality even though it is still important for the process to be cost effective quality inclusive. The tender winner needs to start working immediately. The winner needs to understand that link span need not stop operations and thus should work within the schedule given by Linkspan. The carriers need to be refurbished and fitted with the technological equipments in shifts say maybe four at a time (Spruyt, 1990: pp 200-7). Those employees belonging to the first batch of the carriers that need to be laid off, trained etc need to be subjected to the appropriate exercise as their carriers get to be worked on. After all the batches have been worked on, then Linkspan needs to communicate to the customers for the second time the completion of the upgrading process. For the second time because it is necessary that they are alerted first before the upgrading of the carriers (through a press release) about the limited services to be rendered due to the lurking upgrading. Launch the new fleet and newly trained and new packages together with a farewell party for those laid off. It is important to consider a possible increment of prices of the new services to be offered and if tenable, then communicate them at the launching party and later through a press release The workability of the change needs to be reviewed from time to time say annually. This is specifically important as a way of noting the parts of the process that are not working and the possible remedial measures to be taken. Remember that, always, the most successful companies thrive on change and Linkspan need not be an exception.

Free Essays on Thomas Jefferson Quotes

The American government has come a long way over the centuries. Many philosophers have influenced the government, whether or not it was directly or indirectly. Thomas Jefferson was one of the many minds that influenced the government of America today. Jefferson was one of the thinkers of the last wave of enlightenment. Jefferson can be quoted on issues dealing with the pursuit of happiness and right to life and liberty. These quotes can be taken and compared to the theory and values of enlightenment and the American government today. â€Å"â€Å"The freedom and happiness of man...[are] the sole objects of all legitimate government.† Thomas Jefferson to Thaddeus Kosciusko, 1810. ME 12:369.† The government is determined by the people; therefore the government should be concerned with the happiness of them. When the people of America aren’t happy, they have the power and right to remove those in government. This quote relates to the enlightenment theory because it concerns the freedom and happiness of man. The American government and the enlightenment theory come together in this quote because it is said that the people of America run the government and in order for them to do so they have to make decisions that come from reason. Reason plays the biggest role in the enlightenment theory. To me this quote means that in order to have a legitimate government the people have to be or feel free and be happy with what is taken place in the American government. â€Å"â€Å"I sincerely pray that all the members of the human family may, in the time prescribed by the Father of us all, find themselves securely established in the enjoyment of life, liberty, and happiness.† Thomas Jefferson: Reply to Ellicot Thomas, et al., 1807. ME 16:290† The American government can make the people unhappy and fell like their life and liberty has been taken from them. Life, liberty and happiness are three concepts that have to do with the enlightenment theor... Free Essays on Thomas Jefferson Quotes Free Essays on Thomas Jefferson Quotes The American government has come a long way over the centuries. Many philosophers have influenced the government, whether or not it was directly or indirectly. Thomas Jefferson was one of the many minds that influenced the government of America today. Jefferson was one of the thinkers of the last wave of enlightenment. Jefferson can be quoted on issues dealing with the pursuit of happiness and right to life and liberty. These quotes can be taken and compared to the theory and values of enlightenment and the American government today. â€Å"â€Å"The freedom and happiness of man...[are] the sole objects of all legitimate government.† Thomas Jefferson to Thaddeus Kosciusko, 1810. ME 12:369.† The government is determined by the people; therefore the government should be concerned with the happiness of them. When the people of America aren’t happy, they have the power and right to remove those in government. This quote relates to the enlightenment theory because it concerns the freedom and happiness of man. The American government and the enlightenment theory come together in this quote because it is said that the people of America run the government and in order for them to do so they have to make decisions that come from reason. Reason plays the biggest role in the enlightenment theory. To me this quote means that in order to have a legitimate government the people have to be or feel free and be happy with what is taken place in the American government. â€Å"â€Å"I sincerely pray that all the members of the human family may, in the time prescribed by the Father of us all, find themselves securely established in the enjoyment of life, liberty, and happiness.† Thomas Jefferson: Reply to Ellicot Thomas, et al., 1807. ME 16:290† The American government can make the people unhappy and fell like their life and liberty has been taken from them. Life, liberty and happiness are three concepts that have to do with the enlightenment theor...

Characteristics of Anthroponyms

Viktoriya Melnychuk; Khmelnyts’kyi regional MAN department; Shepetivka educational complex #1; form 11; Tarnavska Olena Myhaylivna, the candidate of philological sciences, associate professor of department of English philology of the Volynskiy national university named after Lesia Ukrainka. The purpose  of this paper  is to analyze anthroponyms, their semantic, social pragmatic and functional characteristics of  anthroponyms (based on the novel  John Updike  Ã¢â‚¬Å"The Centaur†). The full communication, that is correct perception, evaluation and interpretation of information, is impossible without knowing the specific set of anthroponyms and their functions in language and text. The names of famous personalities, literature characters make up a significant part of knowledge, necessary for understanding and assessment of the culture different people. Therefore, our research is relevant. The subject of the research is semantic, social pragmatic and functional characteristics of  anthroponyms (based on the novel  John Updike  Ã¢â‚¬Å"The Centaur†). Anthroponomastics  , a branch of  onomastics, is the study of  anthroponyms  , the names of  human beings. Anthroponyms often preserve lexical elements that have dropped out of the standard  lexicon  of a  language. The subdivisions of anthroponymy include: given names, surnames, clan names, matronyms, patronyms, teknonyms, nicknames, ethnonyms. Allusion is the main feature of the anthroponyms. Allusion is a brief reference to some to some literary or historical event commonly known. Allusion is a subtype of metaphor. Metaphor denotes expressing remaining on the basis of similarity of two objects: the real object of speech and the one whose name is actually used. But there is only affinity, no real connection between the two. Most of anthroponyms in the novel John Updike â€Å"The Centaur† are the individual, which expressed their own names, surnames, status names and perform the nominative function.

Proposal argument Essay Example | Topics and Well Written Essays - 1750 words - 1

Proposal argument - Essay Example The benefits of this proposal include maximum and efficient use of available parking space. The university, therefore, need not spend huge amounts constructing new parking spaces but maximize the current parking space. Allocation of parking spaces will be equitable thus promoting fairness and equity in the university. Researches in parking systems reveal that this proposal is feasible and workable. This parking space policy has been a success in other cities, in the world therefore; it is a practical approach to solving parking in this university. It is my sincere wish that this proposal will be worthy of implementation in the university. The parking space available at the University of Arizona is inadequate. The high number of student enrollment in the university has worsened the situation. Parking in the university has become a great challenge. There are different permits currently available in the University for parking. The parking spaces have signs that show the permit required to park there. The permit will also indicate the number of hours valid for the permit (UOA, 2011). However, despite these efforts many still miss a slot to park their vehicles. Parking space privileges are also common in University setting. People who occupy senior positions in the University have their parking spaces reserved. The reserved parking slots are oft the best parking spaces available in the institution. Since parking permits pricing systems lack the basis of demand and supply, shortages of spaces result. Worse still, possession of a permit does not guarantee one that he/she will find a parking space. Failure to secure a parkin g Lot often causes frustrations, which is detrimental to the university credibility. Use of Economics in setting prices of parking permits will eliminate parking shortages that result from unmatched demand and supply. This research proposal will establish an efficient parking system that will minimize parking