Language in Animal Farm :: Animal Farm Essays

Language is a very kingful tool. It is a means of basic communication, and has been around for centuries. Just like any other tool, wrangle tooshie be powerful in a positive or negative way, and back either work to ones advantage or can result in negative effects. Certain words can touch a certain chord inside someone, so they can be easily influenced by the language. A good example of this is George Orwells Animal Farm, a fable in which a multitude of gullible animals are exploited by a group of power mongering pigs. Words can appeal to a persons basic needs and desires and conjure up hope or even fear in his or her mind. These emotions can be manipulated by others to their own advantage, and clever use of language can be used to cheat, deceive, spread rumors. In Animal Farm, Orwell shows how the pigs use of influential language manipulates and enslaves the animals. Through use of language, the pigs appeal to the animals basic hopes and desires of a better life and a better future. They make others work extremely hard, while they themselves rest and below the belt reap most of the benefits of the work. For example, Now comrades,... to the hayfield Let us make it a point of honor get in the harvest more quick than Jones and his men do. Later in chapter three, Squealer is sent to justify the pigs selfishness and to convince the animals that the pigs are working in their favor. He said, You do not imagine, I hope, that we pigs are doing this in a spirit of selfishness and privilege? Many of us actually dislike milk and apples...Milk and apples contain substances absolutely necessary to the well-being of a pig...the solely management and organization of this farm depend on us. This how the animals are persuaded to believe almost anything without question. Words that appeal to our fears make us feel vulnerable, and when we feel vulnerable, we are ready to do just about anything to make us feel invulnerable again. In Animal Farm, the animal s feel very insecure deep down, plainly they also are gullible and they do not wish to go against the pigs. For example, Squealer tells them Do you know what would happen if we pigs failed in our duty?

The Symbolism of the Stone Angel by Margaret Laurence Essay -- Stone A

The Symbolism of the Stone Angel by Margaret LaurenceMargaret Laurences novel, The Stone Angel is a compelling journey of flashbacks suckn through the look of Hagar Shipley, a ninety year-old woman nearing the end of her life. In the novel, Margaret Laurence, uses the perdition angel to effectively symbolize fictional characters. The term symbolism in its broadest sense heart and soul the use of an object to stand for something other than itself. In The Stone Angel, Margaret Laurence uses the play off angel to sybmolize the Currie family values and pride and in particular, the pride and cold personality traits of Hagar Shipley. thither are three primary areas where the stone angel is used to symbolize characters in the novel. They are the Currie family pride as a symbol of egoism and materialism, Hagars insufficiency of compassion for her family and friends as symbolized by a heart of stone, and Hagars blindness to the feelings and needs of the others as symbolized by the bli ndness of the angel. The stone angel is symbolic of the Currie family pride and values. The stone angel memorial is purchased and brought from Italy by Jason Currie at great expense and placed at the grave site of his wife, in the Manawaka cemetery. The stone angel is the largest and most expensive memorial in the cemetery. Although the stone angel is intended to be a memorial for Mrs. Currie, it was not really suitable because Hagar describes her as being meek and a feeble ghost. The angel is not intended for Mrs. Currie, but in fact, represents the materialistic and egotistical values that characterizes Jason and later, Hagar. Jason purchases the stone angel in pride and not in grief over the death of this wife bought in pride to mark her bones and ... ...from her point of view and is blind to the needs and aspirations of others. She can only see things from her side of the fence and cannot see how others view the world from the other side. She is a blind as the stone statue. A lthough the Currie?s family pride is symbolized repeatedly by the stone angel throughout the novel, it is Hagar who is best symbolized the stone angel. The angel aptly symbolizes the blindness, hardness, and lack of feelings that are characteristics Hagar displays during her life. In retrospect, Hagar is the stone angel. Works Cited and ConsultedBlewett, D.. The Unity of the Manawaka Cycle. The World of the Novel A Students Guide to Margaret Laurences The Stone Angel. Ed. Lillian Perigoe and Beverly Copping. Scarborough Prentice Hall Inc., 1983.Laurence, Margaret. The Stone Angel. Toronto McClelland &Stewart Inc., 1988.

Who Wants To Be Next In Line :: essays research papers

WHO WANTS TO BE NEXT IN LINE?In Greek words translated as I obey actually mean I get myself persuaded. For a man there is perhaps always something a little shameful most obeying someone as if allowing yourself to be persuaded is a thing a warrior or hero would be embarrassed to find himself happening to him. The common goal of the Periclean get on with was to establish a nation that was built on freedom and beauty, however the methods by which to achieve such a democratic state were and continue to be as individual as the people residing in Greece.Pericles (493 BC 429 BC) was a statesman of Athens, Greece during this time of political exploration and expansion. He led the Athenians to remain extremely proud of their city and like all statesmen his words had an extremely influential impact on the appetite for progress of the democracy. An example of such an oral masterpiece is the address he made after the first battle with opposing Grecian city Sparta. This civil war in Greece had created chaos and sparked worry in the Athenians. Pericles Funeral Oration was a reminder to them. The great speech was a pep-rally to restate the original reason for which they were fighting to honor the noble sol developrs that died while they were free and to boldly request the people honor such fine men by following in their footsteps.It was the main purpose of this speech, to remind Athenians what their loved ones had been dying for in the battles with Sparta. Pericles wanted to steep national pride in the city along with a zest to fight for Athens and fight for her boldy. The oration reminds Athenians of their greatness because of the particular that they, as warriors, had more to fight for they have more to lose because they live in freedom. Pericles was extremely proud of the nation that he lived in. His speeches were filled with motivation to instill justice in Athens by praising the people. He persuaded the people of Athens to join him by keeping faith in the maturiy and development of the state.Choosing to die resisting, Sparta rather than to live submitting, they fled only fromdishonor, but met danger face to face in one brief moment, while at the summit of their fortune, they escaped from worry and embraced their glory. Pericles Funeral Oration.With this attitude, Pericles made it conceivable that this was the way towards a bright future.

Temporary Working Essay -- Business, Temporary Employees

Temporary employment is becoming increasingly popular at heart the UK, allowing organisations to manage when they encounter staff shortages, and external and competitive pressures. Temporary workers are individuals who are employed by organisations to fulfil job roles when they are in demand. Temporary employees may work full-time or part-time, for one week or several, depending on whether or not the organisation requires their parturiency. Temporary working contributes to the labour problem of low productivity and low performance, this essay will considered this employment form from a number of perspectives and discover solutions to this problem. The articles will be critically evaluated weighing up opinions and arguments made by each author. Firstly a brief introduction of the compose of the temporary workers, followed by reasons for employing temporary staff, and the benefits and drawbacks to both the employer and employee. Following the evaluation will be an analysis of each solicitude perspective and solutions for the temporary working labour problem.Profiling Temporary WorkersKirk and Belovics (2008) suggest that a large number of individuals comply with the key characteristics of temporary workers. The most common profile of temporary employees is those individuals who are looking at for flexible working arrangements or low-skilled work women, students and immigrants. Conley (2002) agrees with Kirks and Belovics (2008) profiling of temporary workers, as studies have revealed that higher numbers of temporary contracts are held by these individuals. However, in burgher and Connell (2006) article, Hipple and Stewart (1996) argue that the nature of temporary work has changed and is continuing to chang... ...rary employees may feel disloyal to their work, lack commitment towards the company, and harm their market share, providing reasons for these predicaments. Moreover it is clear that with the adaption of management perspectives within an organisatio n, there are solutions. If Conley (2002) was to adapt the unitarism or the pluralism perspective into the UK public sector they may find that NQTs are more likely to stay within the industry and they would receive lower annual resignation figures. However, by taking these perspectives, managers may find themselves getting too attached to employees who are there to hire out tasks and lose their right to control them. Consequently, with the adaption of the correct management perspectives and techniques to individual employees, organisations should discover effective solutions to their employee relations issues.

The Actual Meaning of My Papas Waltz by Theodore Roethke Essay example

The Actual Meaning of My Papas Waltz by Theodore RoethkePoetry is made to take the feelings, thoughts, and emotions of the poet. The reader pot interpret the poem however they see fit. Critics are undecided about the theme of Theodore Roethkes My Papas Waltz. Some people believe that the poem is wholeness of a happy exchange between a father and parole. The more convincing interpretation is that it has a hidden message of parental abuse. Careful psychoanalysis of the keywords and each individual stanza back up this theory of child abuse by a violent and sottish father. The word that is key to the poem is romp. Roethke states that we romped until the pans / slid from the kitchen ledge (5-6). The word is usually associated with happy, boisterous, and energetic running around or dancing. A second definition is rough, lively play. Alcohol would cause a person to bit in such a harsh manner. In athletics, a romp is an easy victory over an easy opponent. This means one side is dis tinctly superior and beats the competition with fury and ease. The father could be viewed as a dominating and overpowering force to a small child. The younger son could not possible fight back to his bigger father especially with the added influence of liquor. Further reading of the poem will back up that implication of the poem is to illustrate parental abuse. The first stanza sets the scene with clear imagery. The father appears to be in a heavily drunken state because the son can smell the whiskey on your breath (1). The reader knows the drinking is excessive because it almost made the boy dizzy. Clearly, the father is in a heavenly drunken state because someone else is feeling the effects of his drinking. Critics will ague that the son was enjoying ... ... is a happy time between a father and his child. Through too-careful reading, that interpretation is not valid. In 1948, actions such as this may have been a part of life. Maybe that is why Roethke wrote the poem this way b ecause the event was in all likelihood happening in many households and people then could identify with this. Because of the vivid imagery, the reader can feel the boys pain and fear of his father. In this case, the waltz is not a bonding time between a father and his son. People now would identify with the son and find a hatred for the father because of the affable and physical toll this could have on a child. The father does his dance by waltzing all over his son. Works Cited Roethke, Theodore. My Papas Waltz. Discovering Literature Stories, Poems, Plays. Ed. Hans P. Guth and Gabriel L. Rico. Upper Saddle River, NJ Prentice Hall, 1997, 536.

The Actual Meaning of My Papas Waltz by Theodore Roethke Essay example

The Actual Meaning of My Papas Waltz by Theodore RoethkePoetry is made to express the feelings, thoughts, and emotions of the poet. The reader can interpret the poem however they see fit. Critics argon undecided about the theme of Theodore Roethkes My Papas Waltz. Some people believe that the poem is one of a happy exchange between a nonplus and word of honor. The more than convincing interpretation is that it has a hidden message of parental make fun. Careful analysis of the keywords and each individual stanza back up this theory of child abuse by a violent and drunken father. The word that is key to the poem is romp. Roethke states that we romped until the pans / slid from the kitchen shelf (5-6). The word is usually associated with happy, boisterous, and energetic running around or dancing. A second definition is rough, lively play. Alcohol would cause a person to act in such a harsh manner. In athletics, a romp is an easy victory over an easy opponent. This means one side is clearly superior and beats the competition with fury and ease. The father could be viewed as a dominating and overpowering force to a small child. The younger son could not possible fight back to his bigger father especially with the added influence of liquor. Further reading of the poem will back up that meaning of the poem is to illustrate parental abuse. The first stanza sets the scene with clear imagery. The father appears to be in a heavily drunken state because the son can smell the whiskey on your breath (1). The reader knows the drinking is spendthrift because it almost made the boy dizzy. Clearly, the father is in a heavenly drunken state because someone else is feeling the effects of his drinking. Critics will ague that the son was enjoying ... ... is a happy time between a father and his child. Through careful reading, that interpretation is not valid. In 1948, actions such as this may have a bun in the oven been a part of life. Maybe that is why Roethke wrote the poem this way because the event was probably happening in many households and people then could identify with this. Because of the lifelike imagery, the reader can feel the boys pain and fear of his father. In this case, the waltz is not a bonding time between a father and his son. spate now would identify with the son and find a hatred for the father because of the mental and physical toll this could have on a child. The father does his leap by waltzing all over his son. Works Cited Roethke, Theodore. My Papas Waltz. Discovering Literature Stories, Poems, Plays. Ed. Hans P. Guth and Gabriel L. Rico. Upper Saddle River, NJ Prentice Hall, 1997, 536.

Biometrics Identification Attendance Monitoring System Essay

Time is a special resource that you put upnot store or save for later use. Everyone has the exact selfsame(prenominal) add up of age each day. Time not well used cannot be retrieved. Most people feel like they extradite too a good deal to do and not enough time. They blame lack of time for their poor finances, unachieved goals, stress, bad relationships and not exercising their body. Wise time management can foster you find the time for what you desire to do or need to do. You need time to get what you want out of life. Waiting for more free time to appear is losing the game of life.Through time management you can create the time you need, and not just wait for it to come. By planning your time wisely, you entrust have more time to do more things. You can learn to find the time for the things that are important to you. Even a small amount of time once a day, or even once a week, will take you closer to your goals, and you will be surprised at the make headway you make. You b ecome more productive using improved time management skills and tools, and can accomplish more with less effort and time.Time management can help you reduce wasted time and energy, help you become more creative and productive, and enable you to do the right thing at the right time. This will of course lead to more balance and fulfillment in your life. Working time is the period of time that an individual spends at paid occupational labor. outstanding labors such as housework are not considered part of the working week. Many countries regulate the work week by law, such as stipulating nominal daily rest periods, annual holidays and a maximum number of working hours per week.Impact on remains landing field or impact on domain functionality, the risks between implementations and there. Ideally the monitoring is a tiny fraction of each applications footprint, requiring simplicity. The monitoring function must be highly tunable to allow for such issues as network performance, improve ments to applications in the development life-cycle, appropriate levels of detail, etc. Impact on the real goal for the system must be considered In this paper, we proposed a system that automates the whole process or taking attendance and maintaining its records.Managing people is a difficult task for most of the organizations and maintaining the attendance record is an important factor in people management. Manually taking the attendance and maintaining it for a longtime odd to the difficulty of this task as well as wastes a lot of time. For this agent an efficient system is designed. This system takes electronically with reproduce sensor and all the record are saved on a computer server. Biometric Identification attendance Monitoring System serve as a time-log that is set up as a computerized database. This system maintains a daily record of a employees comer and departure time for works.It keeps records in order and is frequently updated. When seeking employment, an employee can request certain reports to be printed from the Biometric Identification Attendance Monitoring. Biometrics have been widely use of the purpose of recognition, it is the most secure it is impossible to forge or tamper fingerprint. Fingerprint sensor is place at the entrance of module office. In order to mark the attendance, employee has to place his/her finger on the fingerprints sensor. On identification employee attendances, attendance record is updated in the database and he/she is notified through monitor.No need of all stationary materials and special person for keeping records. Fingerprint based time & attendance-monitoring system provides a foolproof solution using fingerprint authentication. It is very effective in resolving proxy entry problems inherent in other traditional systems. The system records details such as arrival and departure of employees besides maintaining information regarding their personal and official profiles. Official employee information such as desi gnation, department, shift, location, leaves status, compensation, etc. can be linked to any paysheet software to automate the exculpate process.Biometric Identification Attendance Monitoring System completely eliminates proxy inherent in other traditional systems. There is abruptly no recurring cost and smart finger can also be integrated into any existing payroll application to automate the complete process is extremely user friendly and enables you to generate any kind of attendance report required by querying based on name, department, shift, date, type of activity, etc. It can be customized as per the specific requirements of Customer fingerprint can also be integrated into any existing payroll application to automate the complete process.

Performance Management Plan Essay

A exploit perplexity system allows a channel to maximize its ability through the sum of all its parts. Controlling employees behavior, maximising employee efforts, and minimizing unproductive down town, is at the heart of a performance management system. In fact, fit in to Clardy (2013), a performance management system is the total complex of factors that trigger, channel, and maintain productive task performance. (pg.1, para.2) Making sure employees are doing their job is no long-term an efficient method of performance management. According to Cascio (2013), performance management mess be thought of as a compass (pg. 332, para. 3). A compass bequeath indicate current location and be a guide towards a desired direction.Thus, performance management functions ancestryes understand the current state of an employees performance and the desired outcome and direction in which to monitor and measure. Ensuring that an employees efforts are having a positive effect on telephone li ne strategy becomes a pigment component of performance management. Moreover, human capital and performance management involves arrangement how to align human capital management efforts to business strategies. Therefore, understanding how to align limo driver behaviors towards business strategy will be an indicator of the effectiveness of Landslides Limo performance management system.To facilitate the effort of recommending a performance management plan several issues will be addressed. First, how to align performance management to business strategy will be examined. Second, the philosophy of the boldness performance will be explained. Third, a job summary process will be conducted to identify the skills needed by employees and methods for measuring those skills will be detailed. Next, the process or processes for addressing skill gaps will be explained and lastly, the approach for delivering effective performance feedback will be determined. adjust Performance Management to Bus iness schemeWhat becomes apparent, in maximizing employee efforts, is how human resources aligns human capital and performance management with business strategy. However, according to Schiemann (2007), Its a tough challenge when you consider that, on average, fewer than 20 percent of employees know their organizations business strategy. Therefore, what becomes a key issue is ensuring that employees have a clear understanding of the organizations business strategy. Fortunately, Landslide Limousine has a straightforward approach when it comes to business strategy, however, a few recommendations for push maturation will also be included in this assessment and how to align performance management with the recommendations.Landslide Limousine has a business strategy of being comparable to other limousine services in the Austin area, hiring 25 employees, ensuring world class guest service, and achieving five percent revenue growth over the next two years. In addition, we would recommend furthering growth opportunities within a specialty limousine market, offering non-traditional fleet options for non-traditional customers. The performance management system should be clear and concise and the recommendation would be for a simple but effective performance management system. The first recommendation would be to clearly communicate the business strategy to all employees and ensure understanding through a survey of acknowledgement.It is important that all employees, especially limo drivers, understand the importance of how excellent customer service will effect business strategy and secondary benefits like pay. Second, setting smart targets for service and sales, monitoring and evaluating how employees achieve smart targets and sales. From initial contact and during limo service, upselling services and upgrades on any customer interaction, are important smart targets. Like McDonalds, when an order is placed, employees will ask if the customer wants fries or a drink wi th their order, the same depose be done with smart targets. When a customer orders limo service, asking if they would prefer a larger or more exotic limo would help align smart targets with strategy.Furthermore, monitoring smart targets could be completed apply costumer surveys. Ensuring employees are properly back up throughout the process evaluating performance and finally, further support through training and information. After a customer has completed their limousine service, managers will evaluate customer surveysand offer any performance valuation if necessary and any further training to ensure employees are attempting to upsell customers on services. Following this frame imprint is essential in aligning performance management with business strategy and maximizing employee efforts towards business goals. Organizational performance philosophyPerformance management is essential in creating an organization that is high performing and supporting employee growing (Yale.edu, 2 010). Therefore the organizational performance philosophy should align performance management processes towards the goals of performance planning, review, coaching, and development. First, employees are responsible for communicating about performance and ensuring that they are palmy towards the development and continually striving for customer service excellence in support of organizational strategy.Next, management is responsible for ensuring that employees understand their performance goals and fully supported during and after development and assisted through performance reviews to ensure that goals are being obtained and that employees have all support and support resources. Ultimately, it will be the indebtedness for the organization to provide an effective and impartial performance management system that encourages excellent performance, communication, and proper conveyance of a properly managed performance management substructure (Berkley.edu, 2014). Job Analysis and Neces sary Employee SkillsA job analysis allows an organization to clearly understand a military strength and the necessary skills employees must possess in order to functionally manage the lay out. In fact according to hrcouncil.ca (2014) Job analysis is a process for systematically collecting information to help you fully understand and describe the duties and responsibilities of a position as well as the knowledge, skills and abilities required to do the job. The aim is to have a complete picture of the position what is actually done and how. With the knowledge and understanding of the expectations of a position, surmising the skillset necessary to competently fulfill positions becomes critical. Having a clear picture of the skills needed will be the frontline in aligning performance management with business strategy.First we mustdefine and identify necessary positions for Landslide Limousines. The necessary positions will be limousine drivers, customer service agents or office admi nistration, fleet vehicle detailers or individuals who will be responsible for stocking limousines and detailing vehicles before and after customer use. Lastly, job analysis for supervisor and management positions must be ascertained for future purposes and to clarify the skill set necessary to help initiate the organizations performance management. Each position will require a broad spectrum of specific skills necessary, however, in general a job analysis will consist of Summary of dutiesDetails of virtually common dutiesSupervisory responsibilitiesEducational requirementsSpecial qualificationExperienceEquipment/tools usedFrequency of supervisionOthers the incumbent must be in contact with pledge for decision makingResponsibility for records/reports/filesWorking conditionsPhysical demand of the jobMental demands of the jobTo identify the skills necessary for a limousine driver a few position details must be examined. First, drivers will be required to have the ability to drive lim ousine type vehicles such as stretch limousines and all over-sized limousines. Drivers must also be able to safely drive vehicles that can transport over fifteen people and have their Texas mercantile drivers license to accompany. Having the ability to clarify job duties as a driver will help ascertain the skills necessary to be a driver for Landslide. Support and administration positions must have the ability to communicate effectively and have attention to detail. Clarifying how support and administration positions will work in tangent with drivers will also be essential in understanding the skills necessary for both positions.Lastly, clearly defining management and supervisory so it becomes incumbent to havea full understanding of how the entertainment and transportation industry works so that the individual can identify performance management aspects and how to properly align them to organizational strategy. Methods of Measuring Employees Skills and Addressing Skills Gap Having the ability to measure employee skills at initial hire and during employment can help in development and training and allocated support. Furthermore, understanding how to address any preexisting skills gap and any skills gap after training, can be critical for further employee development and maximizing human capital efforts. One method of measuring employee skills is to bench mark skills against a numerical formula that can translate skills into a measureable system.This measurable system can be done at initial hire or during an employees tenure. A team skills metric can be developed with the goal of benchmarking boilersuit skills. A chart can be implemented with the Y axis and different job codes or specific work instructions across the jacket crown of the chart. A bill of each can be labeled from A through C. The letter A would equal to being an expert and charge shun three points, B would be classified as good, or trained in job and can work independently with minimum super vision and be assigned negative two points, finally, C would be classified as good or trained but needs moderate supervision ( new-made) and assigned one point. From this numerical system score, each employee would have an average from all their skills and an assessment would be ascertained.Moreover, employees who were cross-trained or who possessed higher skills raised the score, therefore part identify each employees overall score in relation to their skill set. A nonher method for measuring employee skills is to use a skills blood line management system. The skills inventory system can be deployed at initial hire or during employment. The skills inventory system would be an online assessment. According to brainbench (2002), A skills inventory begins with a skills measurement system that enables employees to access online skills assessments through the company intranet. When a company implements a new technology, for example, managers may have their employees take a test for ski lls related to that new technology.Furthermore, once the online test is taken the results are gathered and a numerical score system is assessed in which management can assess whether ornot further training is necessary and what skill gaps are still or continuously lingering. Both methods of measuring employees skills can be measured against a skills benchmark and addressing skills gap can begin. Addressing skill gaps can be addressed by training, development, and peer-mentoring. Further training to address driving issues can be done using defensive driving courses and customer service skills gaps can be addressed with more training as well. However, understanding how to develop better training to halt further skill gaps is critical for further development. Development of skills should be addressedReferencesClardy, A. (2013). A General Framework for Performance Management Systems Structure, Design, and Analysis. Performance Improvement, 52(2), 5-15. doi10.1002/pfi.21324 Schiemann, W . A. (2007). Aligning people. Leadership Excellence, 24(8), 20. Retrieved from http//search.proquest.com/docview/204619577?accountid=458 University of Berkley. (2014). Berkley HR. Retrieved from http//hrweb.berkeley.edu/about/philosophy/performance-management Yale.edu. (2010, July). Yale Universitys Performance Management System. Retrieved from http//www.yale.edu/hronline/focus/documents/2010JulyYALEPERFMGMNTGUIDERev6-7-10final.pdf

Comparison between Thutmose III and Napoleon I

James Henry Breasted, an American archaeologist and historian, described Thutmose three as the nap of Egypt. 1 Today this association of the Egyptian Pharaoh to Napoleon I, Emperor of the cut, persists among modern archaeologists and historians. The purpose of this essay is to evaluate this comparison, and to conclude to what extent it is accurate. Thutmose III was an Egyptian Pharaoh and the sixth ruler of the Eighteenth Dynasty, whose reign lasted for cardinal years between 1479 to 1425 BCE.Following his fathers death in 1479 BCE, however, at ten years old Thutmose III was considered too young to provide to the throne. As a result, his fathers widow, Queen Hatshepsut acted as his co-regent. For the next twenty-two years, though, she effectively ruled Egypt individually, even assuming the formal titulary of kingship. It was single after Queen Hatshepsuts death in 1457 BCE that Thutmose III was able to rule as Pharaoh. By this time Thutmose III was already an experienced milita ry machine commander.He had been trained as a soldier since he was a teenager and had apparently flourished in the role, appointed to lead Hatshepsuts military in the six years previous to her death. During this time Thutmose III fought a major campaign in Nubia, and perhaps a nonher, for which on that point is only tentative evidence, in extension to liberating Gaza from the rebels. As a result, he developed material ties to the Egyptian army whilst acquiring experience in military organisation, strategy, tactics and logistics, as well as generalship.These qualities were demonstrated in Thutmose IIIs inaugural major campaign as pharaoh, in which the Canaanites, led by Durusha, the king of Kadesh, had decided to revolt in an attempt to free themselves of Egyptian influence after the death of Queen Hatshepsut. The battle commenced near Megiddo, which is now in Israel, as Thutmose III led an army of about ten-thousand men on a rapid march. Executing tactics and strategy which, wh ile dangerous, were superior, he forced the Canaanites to scatter and flee into to the city.The Egyptians then beleaguer the city, which fell after another seven months. This absolute victory at the Battle of Megiddo is also the first known battle with precisely detailed events, as a part of the Annals, a listing of the seventeen campaigns led by Thutmose III as recorded on the walls of the temple to Amun at Karnak. If we examine and dissect the full text, two-hundred and twenty- trio lines long (making it the longest, and possibly the most important, archaeological source in Egyptian history 2) with an allowance for egotism it is largely reliable, and therefore affairful.It illustrates that this first major campaign only marked the beginning of a long block of Egyptian expansion under a determined and relentless Thutmose III, who was manifestly a successful military general. In subsequent campaigns he advanced north, steadily up the coast of Lebanon, capturing secure harbours, as well as full transport and supply routes for Egypts army through the sea. By his sixth campaign, Thutmose III had also captured most of the inland cities, including Kadesh. 3 It was not until his eighth campaign, however, that Thutmose III insist true dominance in the region, as he crossed the Euphrates River and foiled the Mitanni forces in Naharin, who posed a serious threat. Thutmose IIIs subsequent campaigns were unless showings of force to ensure the continued loyalty and payment of tribute of almost three-hundred and fifty cities. With his gradual advance along a strategically well-planned route, and his careful, methodical supply over a number of years, Thutmose III had conquered much of the Near East, from the Euphrates River to Nubia.As a result, he had also created the New Kingdom Egyptian imperium, and established himself as the nations greatest warrior Pharaoh. The empire itself, also perhaps the first great empire in the ancient world, 4 then, consisted of cit ies and states held in positions of tributary allegiance, such(prenominal) as Nubia, but it also included those within its wider influence. This is demonstrated by the tremendous wealth that flowed into Egypt, not only from defeated enemies but also from those who feared Thutmose IIIs causation even though they had not come into conflict with it, including the Hittites, Cypriots and Babylonians, and even the Minoans of Crete.This ill-defined and loosely knit empire survived intact through the reigns of the next three Eighteenth Dynasty Pharaohs, its existence owed exclusively to Thutmose III. 5 It is due to his remarkable military activity record, filled with more battles over a longer period and more victories than whatsoever other general in the ancient world, 6 in addition to his short stature, that archaeologists refer to Thutmose III as the Napoleon of Egypt. However, although Grafton Smith, an Australian anatomist, had stated the height of Thutmose IIIs mummy to be 1. 65 met res in his examination of the mummy following its iscovery in 1881, 7 he did not account for its missing feet when taking the measurements. A more recent examination revealed Thutmose IIIs height to be 1. 71 metres, which was taller than the bonnie Egyptian of his day and all of the pharaohs of the Eighteenth Dynasty except Amenhotep I. 8 Interestingly, such confusion also exists in Napoleon Bonapartes depiction as someone much smaller than average height, due to a miscalculation. concord to his French doctor, Francesco Antommarchi, who performed the autopsy, Napoleon Bonaparte was 5 feet and 2 inches tall.However, the French pouce, whilst the equivalent to the British inch, are equal to 2. 71 and 2. 54 cm respectively, which means he was, in fact, 5 feet and 6 inches tall. This miscalculation has seen historians now describe Napoleon Bonaparte as someone of average height of the period, and as a result, he cannot compare to Thutmose III, who is now recognised as someone taller th an the average height of his time, in addition to a genius in the operational art of war, and a great military commander. 9 Napoleon I was a military and political leader of France and later Emperor of the French, between 1804 and 1814 CE, and again during the Hundred Days period in 1815 CE. During the Napoleonic Wars, which involved every major europiuman power, he led the French Empire to a streak of victories. As a result, its power rose quickly, and Napoleon I conquered most of Europe. This sphere of influence was maintained through the formation of extensive alliances and the appointment of friends and family members to rule other European countries as French client states.At its most extensive, the French Empire had forty-four million inhabitants, and its subject states thirty-eight million, 10 and not since Charlemagne had a politically united Europe seemed as close as it did under Napoleon I. 11 However, it would prove to be Napoleon Is attempt to unite the continent by arm might that would lead to his fall. Unlike Thutmose III, who appears to have been a compassionate man despite his military ferocity, with no records of massacres or atrocities among his seventeen listed campaigns in the Annals, Napoleon I is considered by many historians, including Pieter Geyl and David G.Chandler, to be a tyrant. His authorisation of the use of sulphur gas against the rebel slaves in the Haitian Revolution, as well as his ending to reinstate slavery in Frances overseas territories eight years after its abolition in 1794 CE, during the French Revolution, always controversial to his reputation, 12 certainly clog the suggestion that when faced with the prospect of war, and therefore, the death of thousands, Napoleon I was not significantly troubled by the idea. (In fact, historians have estimated the death toll from the Napoleonic Wars as a figure between three and seven million. This view was certainly shared between his opponents, who continually formed Coalitions in opposition to the French Empire. The administrative and legal reforms of the Revolution which Napoleon I had carried to the rest of Europe could not be separated from the ideas of Nationalism and Liberalism that had given those reforms substance, 13 and as a result, nations within the French Empire adopted these ideas, as well as many of the military and administrative reforms that had made France so powerful.This eventually led to the formation of the Seventh Coalition, which defeated Napoleon I after his temporary revival of the French Empire in 1815 CE, which had fallen with his abdication a year earlier. Consequently France, in which the Bourbon monarchy was restored, no longer held the role of the dominant power in Europe, as it had since the times of Louis XIV. In addition, unlike Napoleon I, Thutmose III did not inherit a strong nation or experienced army, but a defeated and insular society. 14 Whilst the Emperor of the French received massed forces, weaponry and mobility (which would later be defined as the characteristics of Napoleonic warfare) due to the innovations of the French Revolution, including mass conscription, the Egyptian Pharaoh was forced to completely reform his army. He would establish a conscript base, create a captain officer corps and equip it with modern weapons, as well as integrate chariots into new tactual doctrines.Additionally, he would also create the first fighting navy in the ancient world. Perhaps it is fitting, then, that the description of Thutmose III as the Napoleon of Egypt should be reconsidered. Whilst Napoleon Is First French Empire would a last combined ten years and result in an immediate loss of status France, Thutmose IIIs New Kingdom Egyptian Empire was a great nation of imperial dimensions that ruled the entire world that an Egyptian would have considered knowing for more than five hundred years. 15 In addition, Thutmose III managed to architect and establish such an Empire without inheriting the calibr e of resources that Napoleon I had access to. Therefore, it is obvious that Thutmose IIIs military achievements were, to use the words of English military historian B. H. Liddell Hart, greater than Napoleon. 16 Similarly, in the opinion of another military historian in the Canadian Richard A. Gabriel, Thutmose III was not the Napoleon of Egypt but Egypts Alexander the Great, 17 arguably the most successful military commander in history.Furthermore, whilst both Thutmose III and Napoleon I were believed to be men of short stature by James Henry Breasted, which inclined him to make the comparison as opposed to one with another prise military commander, historians have now recognised that these assumptions are incorrect. The Egyptian Pharaoh, after a more recent examination, is now recognised as someone taller than the average height of his time, while the Emperor of the French is now described as someone of average height of the period, following the discovery of a miscalculation whic h had strip him of four inches.In addition, it seems that to alike the two men in character, let alone build, would be incorrect, due to their apparent differences in temperament. As a result, whilst there is a persisting description of Thutmose III as the Napoleon of Egypt among archaeologists, when he is compared to the Emperor of the French it is obvious that such an image should be abandoned.Although a closing to pursue to imperialist ambitions is synonymous, the extent to which each was successful in their attempt to establish and maintain their empires differ. Thutmose IIIs remarkable record of military activity, in fact, overshadows that of Napoleon I, whose empire wound only last a combined ten years and result in an immediate loss of status France, as opposed to the New Kingdom Egyptian Empire, which would last five hundred years.

Compare Human Brain and the Computer

Over the past years we take a leak seen how computers be becoming more and more advance, challenging the abilities of the human sense. We have seen computers doing complex assignments like found of a rocket or analysis from outer space. But the human promontory is responsible for, thought, feelings, creativity, and other qualities that make us humans. So the headland has to be more complex and more complete than any computer. Besides if the brilliance created the computer, the computer cannot be better than the brain.There are many differences between the human brain and the computer, for example, the capacity to learn sore things. Even the most advance computer can never learn like a human does. While we king be able to install new information onto a computer it can never learn new material by itself. Also computers are limited to what they learn, depending on the memory left or space in the hard disk not like the human brain which is everlastingly learning everyday.Comput ers can neither make judgments on what they are learning or disagree with the new material. They must accept into their memory what its organism programmed onto them. Besides everything that is found in a computer is based on what the human brain has acquired though experience. Another difference between the human brain and the computer is, the creativity of the human brain. For instance humans can create art, act in plays, or write stories and songs but computers can only table service us in these activities not come up with them.While computers can help us solve math problems and find answers to certain questions it can never judge of new solutions until they have been programmed into them. Furthermore computers cannot create new games or produce anything they desire like humans. In fact, the human brain is the iodin who comes up with new ideas or theories not taught before. But in a computer, everything that is there has being taught out by the human brain. Although the comput er brain and the human brain have many differences they also have a couple similarities.Both can increase their memory reposition capacity. Computer memory grows by adding computer chips. Memories in the brain grow by stronger synaptic connections. Both computers and brain have repair and backup systems. The brain has built-in back up systems in some cases. If one pathway in the brain is damaged, there is often another pathway that will take over this function of the damaged pathway. Both can degrade. Computers burst out down and brain cells deteriorate. Like all machinery, computers break down with time.Brains also deteriorate with age, losing their functions and slowing down because of lower counts of chemicals and hormones. Both are used for storage of information, to process information and to run tasks. In terms of the functions, both are used for mathematical calculations, carrying out complex algorithms and to storing of crucial information. Counting all the similarities an d differences of the brain and the computer brain, you would now see that the computer and the brain do have somethings in common, but in many more ways they are genuinely more different than they are similar.

Managing Remote Employees

After four years with Outlook Marketing service Inc, Jeff Rappaport, in January 2001, electronic mailed his entire lag at Northbrook, 111, announcing Suzette sextons promotion.It would have been too long a walk for Suzette, no wonder she opted to race from home. She was not at all(a) disturbed as none of her colleague at the twenty-man business stopped by her right to congratulate her, rather the commendations came in great quantities in form of telecommunicates-she was embarrassed.Rappaport verbalize all her hard work was recognized and rewarded.This in-turn affected him positively. He has been able to overcome the one of the most troublesome work any employer is likely to encounter in the workforce of today-he manage aloof employees by simply keeping them excited and engaged with developing a firm. This is a sure task every leader must face for as long as the quest for success remains.The choice of work from home with computer and internet access has become a welcome lifest yle for employees. Increasingly small business owners accommodate this method of work for they tend to benefit a lot when their employees work from the comfort of their homes. The shake up of Managing Telework Strategies for managing the virtual workforce Jack. M. Nilles (John Wiley and sons, 1998), said productivity increases for most companies with unconnected workers. Again, he said the high the salary, the more the productivity gainTheir some inner barriers in work from-home relationship between the two parties- the employer and the employees. These business owners themselves are very much the biggest barriers to a productive relationship. A telecommunicating and virtual office consultant, Gil Gordon, in Monmouth Junction, N.J, once said that the hardest thing is hit the booksing to manage with your brain instead of your eyeballs. The most important thing for employees to do is to have aims and meet them, not just work alone.The kick in of the twelve employee, Rye Brook, N.Y based Acappella software, David Bromberg, oversees his three programmers who works from home by measuring /checking their talent to complete jobs. Most experienced managers of remote workers have succeeded in making a change and thereby improved the pattern to imitate the existing ones.An online time clock added by Mike Birdsall and his wife Maureen to run their order Birdsall InteractiveInc,has helped them to checkmate the on time the sixteen employees of Oakland,California,web design firm if they are works from home. What he actually does is punch in his hour just as if he is in his office.Lack of corresponding ways of measuring productivity in the office makes the employers frequent discovery on productivity for their remote employees futile. On the other hand smaller companies with the remote workers are often more productive for they seems more focused managers frequently rely on wise looking roots in giving out and measuring work progress. These are clues that are n ot evident as one works from the comfort of his or her home.The president of Manufacturing consultant DKM Inc, Murat Sehidoglu, for instance, assigns projects regularly to his seventeen employees. Most of these employees seldom visit the office in Los Angeles. Sehidoglu admits that lack of face time makes him experience a continual encumbrance in making such assignments. He does not even know if the employees understand the job whether they are really willing to continue in it.The ability to assign task to an employee and checkmate him or her progress, is what Gordon calls Hallway Management. Another way is by asking questions based on the field of job depute to the employee involved as you come across him/ them at any spot end-to-end the day. This rather becomes difficult to do when the employee works from home. Employees and manager empennage be kept coordinated by electronic mailing system.Technology and smart management has tremendously helped in overcoming communication di fficulties. To keep tabs on her seven workers scattered throughout the country Louise Guryan, The principal of Media Connection LLC in Seattle, uses the electronic mailing system (email). Sometimes she will deliberately plan an email, which every employee had to copy as they work with one another and at the same time maintaining the customers relation through direct-mail projects.By using regular conference calls Rappaport was able to stay in touch with her remote employees. This is one vital role the telephone plays in managing remote employees. We have weekly teleconference with everybody and plot a project is going on, there are almost daily teleconferences between the people involved she says.Remote workers are often difficult to get on phone, not even a prompt email response. Managers new to work-at-home sometimes whitethorn have a wrong impression at this and may just conclude, they have gone out for pleasure, whereas these remote workers may be doing something else or even trying to get a project done. So he certainly does not fill any distractionsFor an employee to be procurable during a particular hour, there must be a discussion in advance of agreeing to their working from the comfort of their homes, says Nilles.Top employees need not payphone bills for Birdsall always metrical unit it. He believes he can always reach them during business hours for as long as their phones are on. This is discretion and management strategy. It is also worthy of channel that nothing discourages clients like when they cannot reach someone. For this reason, Guryan established a single toll-free number that easily connects client with her employees.By screening and forwarding incoming business calls, firms can easily reach an employees home. Therefore, balance is required to get in touch with a work-from-home employee. A New York consultant, Caryn Furst, who manage remote workers by prep businesses said you have to stay out of peoples way. I dont respond to every m essages going back and forth. By email a fast progress observation might come in handy. For this Gordon said that for every circumstance, the right form of communication should be selected. On the other hand, dialoging the difficulties with a client might fail.Somebody working from home cannot be easily made angry. Though quarrels sometimes arises but one need to learn how to detect it from a distance.It is well agreed that an employee cannot do the work of an employer for he know virtually nothing about it. Take for instance an employee calling Bromberg to talk of the town to an intending client about a project- He could not communicate well with the client. In communication with remote workers of today, it is either by phone or email for they are faster than the posted mail. Managers may find opposition if their emails are copied between two parties thereby making a rubbish of the messages. This may cause a lot of unrest if one is not sensitive enough.Quarrels may arise between t he remote workers and the office employees. the in-office employees should be addressed properly permit them know why things are the way they are or it may arouse a high level of resentment. There should be a paladin to the fear among remote employees being sidelined.To this end Rappaport fights the problem and makes sure that his entire employees understood that teleworker are part and parcel of the companionship. Building on success while working with remote employees requires special occupying. Again, for this teleworkers not to get stranded later on, a comprehensive policy handbook should be given from inception by the company. By simply detailing what an employee should do, the avenue for confrontation will not occur.Rappaport did it and it worked for him. He ensured that by the 7th of each month, expenses reports are ready.Every employer should endeavor to train their remote workers whenever any new technology is added to the companys system. An example of such modern tech nology is the instant messaging (IM). The office friendliness that remote employees may lack could be increased by the use of IM, if properly introduced. Instant messaging provides an outlet for his programmers, says Bromberg. He also added that its a theme for our humor.Even though remote workers chose to work from home sometimes they may feel isolated. to this recognition, Guryan encourages teleworkers to join organizations and socialize.Employers like Furst and Rappaport deemed it necessary for clients to organize lunches and recreations after off-meetings so that office and remote workers can harmonize with one another-building a team spirit. Looking at the case of this employer called Sehidoglu, it was from the survey he had with the remote staff that gave him the eye-opener that he has not been communicating the vision of the company to his staff properly. He thus opted to spending a part of every eyeball-to-eyeball meeting to relate an up to date rill of the business to his remote staff.According to Rappaport There should never be any surprises. This is a description that best suit a successful relationship with remote employees.SummaryAs a remote employee one may hardly be recognized since one is not visibly seen in the office .Sometimes the dirty and difficult job may even be done by that unknown worker. Wise business owners had developed a way in getting these remote workers excited as they in turn work for the companys growth. With the presence of computer and internet access, most employees have taken a new lifestyle working from home.Some companies benefits if their employees works from the comfort of their homes, especially the small business owners .They believe that productivity increases wit the remote workers.What mostly attracts them is the salary. According to Nilles the higher the salary, the more the productivity gain. In this challenge of managing remote employees, it can easily be seen that business owners are themselves the obstacle to a productive remote working relationship. Most of them believe in the presence of the workers around them and the activities in the company instead of results.It is how well not how far Some of them use catchs in checkmating the activities with and without the companys premises- how their employees are faring, whether they are doing their job or not. Anyway, keeping an eye on an employee is not the and reasons managers like having them around. They may also need their idea as in the progress of work. These ideas are missing when an employee works from the comfort of his or her home.Sometimes employers could be very confused not seeing their employees around them what they often do is-assign projects to them.The introduction of email technology can help any smart management overcome these difficulties .It helps in keeping the employer and employees connected. Telephone is another device that has helped a lot in connecting people. With this device a teleconference may be held bet ween the people involved in a project so as to stay in touch employer and the remote employees.To get a remote worker a discussion prior to the date and hour of memorial should be settled. No wonder most of the managers new to remote work will complain that remote workers are difficult people-you hardly get them when you need them. In fact, balance is needed to communicate with a remote worker. In communicating with a remote employee, one should not rely on only one method.Every employee should endeavor to train their remote staff as regards any new technology introduced in the companys system. An example is the Instant message (IM). With proper introduction of this IM, an employer may create a friendly relation that remote workers may lack. It is a source for humor says Bromberg.Every employer should try to carry their staff along, be it in-office or remote staff.BibliographyThese are excerpt from the article written by Sandlund C.Retrieved March 22,2007,From Google search databa se.Books Used. Managing Telework Strategies for Managing the virtual workforce by Jack M. Nilles (John Wiley & Sons $34.95 1998).An organisational guide to telecommuting by George. M.Puskurich (American Society for Training & Development $29.95 1998).Website & Organisations.International Telework Association & council (http//www.telcoa.org/)-member organization in telework.These are excerpt from the article written by Chris Sandlund.Online Services Schedule online (http//www.scheduleonline.com/) is an online scheduling tool that can help coordinate meeting & event between in-office & remote staff.

Performance Appraisal and Career Development

Performance Appraisal and calling Development Ms. Garima Gupta (Assistant Professor, MBA& amperePGDM) Banshi Group of Institutions, Bithoor, Kanpur ABSTRACT The paper focuses on the roles that are play by the employee, the manager and the employer in planning, guiding and developing the employees locomote and points turn out that appraisal works as a motivating tool for the uniform as it improves employees job action by identifying strengths and weaknesses and determining how their strengths, may be best utilized within the organization and weaknesses be overcome.It throws light on the fact that people wants to choose occupations, jobs and a career that makes find in terms of projected future demand for various types of occupation the co.uk/hrm-352/ procedure Appraisal brass friends the employees to become aware of their personal skills, interests, noesis, motivation and other characteristics which help to identify their career related goals and establishes action plans to a ttain goals, research is d mavin to find out the employers role and also his career development responsibilities, that depends on how long the employee has been with the firm, it is the employer lonesome(prenominal) who serves as a learn to helps the person learn that ropes are valuable , it focuses on the importance of employer that it is only he who contributes in a validating way to the employees career & matches the persons strength & weaknesses with the feasible career path and believes that development is one of the important step that helps to improve the organization career planning go. Performance appraisal It is defined as the method of judging the relative worth or the ability of an employee in performing his tasks. It lets the employee know how he is performing (whether his performance is meeting the set stock(a) or non) and helps him to improve his performance if lacking. It is generally carried out to evaluate the employees performance and also to develop him by capitalizing his strengths and overcoming the weaknesses. Who get out appraise The Appraisal deal be done by one or by the combination of following 1. Employer(Supervisor) 2. Peer 3.High Level Manager 4. Customer 5. Subordinate 6. Self-Appraisal Appraisal&8212&8212&8212&8212-A cause tool to develop Employees life and improving job performance&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212&8212by identifying Employees strength and Weaknesses It has been noticed that appraising the employee helps a lot in improving his performance it helps to know that whether the employee is meeting the set standard or not if not then what are the lacking celestial orbits in which he is not able to perform well, in order to overcome this the weaknesses of employee are identified and proper steps are teachn to improve them & utilize his strengths effectively.Employers Role in Identifying persons Strengths and weaknesses It is the employer who keeps an eye on the employees during his job performance it is only he who assign the task and duties to the employees after identifying the employees area of interest, his abilities and competencies in performing the task, he is the one who notices that how well the employee is performing and also notices the points where employee does not perform well during the whole performance Appraisal and evaluation process the employer comes to know about the strengths and weaknesses of the employee and ask the employee to overcome his weaknesses as they may prove to be obstacle in the path of his career development ,it is the employer who advises the employee to match his strengths and weaknesses with the chance and threats prevailing in the organization to achieve the career growth . The Employer should find out that how long the employee is staying with the organization and whether the skills and interest of the employee are meeting with the job mark or not.If not than it is the sole re sponsibility of the employer to help employee in overcoming his weaknesses by guiding and providing suggestions in developing required skills in the employee, as the employer serves as the mentor to the employee in boosting up their morale and inhibiting confidence in them so that they can move forward in their career and build them according to their wishes. A positive contribution is required from employers side. Employees strength and weaknesses identified by the Employer By continuously monitoring the activities performed by the employee and also by evaluating employees performance the employer brings out following Strengths and weaknesses in the employee- STRENTHS 1. Level of facts of life 2. Sound job knowledge . Work experience 4. Positive personal characteristics 5. Excellent communication skills 6. conundrum solving abilities 7. Team create characteristics 8. Sound judgment and decision making abilities 9. A good Initiator 10. Controlling and Delegating Abilities WEAKNES SES 1. neediness of higher Education level 2. Inappropriate job knowledge 3. Lack of work experience 4. Negative personal characteristics 5. Lack of communication skills 6. Low problem solving abilities 7. Lack of team building characteristics 8. Lack of sound judgment and low decision making abilities 9. Lack of Initiative characteristics 10. Low delegating and Controlling abilitiesThough strengths are the home(a) positive aspects of employees, which should be capitalized whereas weaknesses are the internal negative aspects of employee, which should be improved. It has been noticed that it is very difficult for us to know about about our weaknesses as we only wish to see our positive sides and tries to ignore our negative aspects, in such situation employer plays very crucial role in identifying our strengths and weaknesses, during Appraisal the employee also comes across the points where he lacks and tries the way to improve in that area , the Employer emphasizes on the fact tha t the employee should take steps to develop his, skills, interest, Style and values.An impressing personality also proves to be one of the most important factors for growth, one should inoculate the skills of sharp learning in himself so that it helps employee to know more and more about himself and helps him to improve himself in the areas where the employee is weak. , Which in turn proves to be very much important for the growth of the organization. Following points are very important for employees development- 1. Employers Feedback 2. Areas of Employee Development 3. Praise as well as criticism from the employers 4. Maintain/improve knowledge & skills 5. Maintain awareness of operating environment & organisations mandatary 6. Know & understand scope of responsibilities & duties 7. Give feedback on performance expectations and assessment criteria 8.Give feedback on constraints to achieving targets 9. Produce & maintain high tonus of output Employee Competency An employee should be good in following points in order to become competent by capitalizing strengths and overcoming weaknesses- 1. He should have sound knowledge about his job profile and his working(a) areas. 2. He should a positive attitude towards the responsibilities and duties assigned to him. 3. He should posses a positive behavior towards his subordinates for the achievement of goals. 4. He Should be strongly motivated But these competencies can be real only through a sound Appraisal System that will help to find out the employees drawbacks, which can be improved, y Training and Development. The employee can achieve success in his work by matching his bear needs with the needs of organization. MATCHING INDIVIDUAL AND ORGANIZATIONAL NEEDS ORGANIZATIONALNEEDSINDIVIDUAL NEEDS StaffingMaking career/job choice DevelopmentMaking contribution Leveling offFitting into organization RestaffingUsing Experience Career development is directly linked with Human Development. It ongoes thro ughout the lifespan of an individual resulting in the individuals growth both in their life and work, it basically refers to shaping your career in a way you wish to. It helps in developing capable employees with best skills, knowledge and behavior.Employers Role in Career Planning, Guiding and exploitation the Employees Career Following steps should be taken Know yourself Who are you? What is your motivational type? What is your personality type? What are your career assets? esteem where you are in relation to where you want to be Identify your strengths and developmental needs Benchmark your goals Planning Create Your Career Development Plan training Have a Career Discussion and be Competition Ready By keeping above points in mind following characteristics are developed in the employees by the Employer to plan and develop their career- 1. Employees personal interest and abilities 2.Integrating the employees personal value system with the organizational culture. 3. Developing Te am building Skills. 4. The employer to deal with conflicts, grievances, Stress, and emotions provides healthy tips. 5. Developing the feeling of commitment and competence among the employees. 6. Boosting up the employees Career. 7. Creates awareness among the employee about his unique characteristics that makes him different from others. It is the prime responsibility of the employer to take active interest in an employees career planning. Promotions in the job through appropriate Appraisal system that brings following points in the employees mind- 1. The employee gains a sense of satisfaction and security. 2.It helps to increase employees loyalty as they feel that the organization not only concerned in its development but also in the development of the employee. 3. The feeling of promotion motivates the employee to develop their personal skills and potential abilities for their personal growth and development. 4. It encourages employees to match their personal goals with the goals of organization for effective and efficient working that will yield fruitful results. 5. The employee will take keen interest in asking the employer about his strengths and weaknesses and will try to match them with the opportunities and threats of the organization he is working with.Career Development Initiatives A periodic review should be done by the employer to discuss about the career plan Employer and the manager should take active sectionalisation in guiding the employees on the issues related to their career development. Job Rotation should be done so that they may understand the variations in their responsibilities. An effective performance appraisal programme should be done to help employee know about their lacking areas Helping employees in identifying their skills, interest and values. Helping employees in developing their career goals based on the needs of the organization. Relating employees current performance with future potentials. Transfers ,Promotions ,Demotions/ Termination, Relocation Services, Outplacement Services, Development Opportunity Announcements, promotion of CD Opportunities. Encourage employees take more ownership for their own career development References 1998, Archer North & Associatiates, Introduction to Performance Appraisal, http//www. performance-appraisal. com/intro. htm A framework for HRM-Gary Dessler HRM-An Introduction-Angelo S. DeNisi,Ricky W. Griffin Human Resource Management-Principles and Practices-PG doubting Thomas Human Resource Management-Theory and Practices-Tapomoy Deb Terrence H. Murphy (2004-03-24) (PDF). Performance Appraisals. Thomas F. Patterson (1987). Refining Performance Appraisal. www. rhemagroup. com www. slideshare. com www. usuhs. mil/chr/idp. pdf

Enron Scandal Essay

Accounting scandals argon political or business scandals which arise with the disclosure of financial misdeeds by trusted executives of corporations or governments. These days, non too often, these scandals are splashed as headlines across media. Why? Because there are complex groups of stakeholders who might be seriously affected by the scandals. Enron short was the most re brand nameable scandal in 20 centuries by their institutionalized, systematic, and creatively planned accounting fraud. The scandal also brought into question the accounting practices and activities of more an(prenominal) corporations in the United States.The scandal also affected the greater business world by causing the dissolution of the Arthur Andersen accounting bon ton. This report will reveal the altogether story of Enron scam and auditors role from the situation in more depth. It will also include the current situation of those responsible for the fraud. 2. Background of U. S in 1990s The 1990s of U . S were a time of prosperity and this prosperity period is originated from growth in IT corporates and in accordance with increase in productivity as technology develops with IT. In the mid- to late-90s, societys expectations of what the Internet could offer were unrealistic.Many investors foolishly ignored the fundamental rules of investing in the stock securities industry and instead, investors and entrepreneurs became preoccupied with new ideas that were not yet proven to have securities industry potential. Furthermore, they ignored the blatant signs that the bubble was about to burst. (IT Bubble in 90s) There are two main reasons for the bubble with investors optimistic expectation, there were a lot of Window dressing in accounting. As Enron collapsed, the growth of the tech sector proved to be illusory, and bubble started to sober. 3. Enron- who are they?Enron Corporation is an energy trading, communications company which was formed in 1985 based in Houston, Texas. Enron m arketed electricity and natural gas, delivered energy and separate physical commodities. Company branched into many non-energy-related fields as well, including such areas as high-speed Internet bandwidth, and financial and risk management with 21,000 employees at mid-2001. The company reported r all the sameues of $101 billion in 2000. It has stakes in nearly 30,000 miles of gas pipeline, owns or has access to a 15,000mile fiber optic network and has a stake in electricity generating operations around the world. 4.Enron- what they did? The Enron fraud case is extremely complex. There are several main characters who are spearheading the Enron scam. One of them was Jeff Skillng. Jeff Skillng, who was a consultant in Mckinsey, took designate in consulting Enron. He found problems and also potentiality of Enron and he proposed the idea of gas bank to Enron, which is a system that is feature financial system and gas supply and demand system, and taking the margin from the two system( as bank does). This was an ideal idea in theory and Enron asked him to take charge for this business, and later he became the president of Enrons trading operations.Also, he convinced federal regulators to permit Enron to use an accounting method known as mark to market. Using this method allowed Enron to count projected earnings from long-term energy contracts as current income. This was money that might not be collected for many years. It is thought that this technique was used to inflate revenue numbers by manipulating projections for future revenue. The problem is that it doesnt match realised profit and real coin flow. especially, Enrons main trading was long term future contract which is hard to make valuation for the future.Use of these techniques made it difficult to see how Enron was rightfully making money. The numbers were on the books so the stock prices remained high, but Enron wasnt paying high taxes. When the telecom industry suffered its first downturn, Enron suff ered as well. Eventually, the house of card began falling. When Enrons stock began to decline, the Raptors began to decline as well. On August 14, 2001, Enrons CEO, Jeff Skilling, resigned due to family issues. Enron chairman Ken Lay stepped in as CEO. 5. One voice of fraudEnrons too much Off-Balance Sheet Transactions Enron used off-balance-sheettechnique for anytime, for many purposes, because it would enable Enron to present itself more attractively as metrical by the ratios favored by analysts and investors. Skillng used securitisation to supply more liquidity and also to clean up the assets that is hardly generating income from it. He also hided most of the debt by securitisation. So, Enron needed Special purpose entities(SPE) for the securitization purpose. JEDI was one of the SPE. California PERS and Enron invested by $25000m each.As soon as the JEDI established, Enron started to sell energy related stock to JEDI and it grew JEDI by 23% per year on average. It made Skilln gs ECT business bigger and bigger. 6. Consequences for the stakeholders The key stakeholders affected by the collapse of Enron were its employees and retirees. Stakeholders and mutual funds investors lost $ 70billion market value. Banks were also affected by the meltdown of the company. Not only the stakeholder and bondholder lose out, the confidence in the company also fell. This was the major setback for the company.The actions of Enron management go away a deep scare for its 4000 employees which lost out their jobs and also impacted others around them. Some footd Arthur Andersen Enrons accounting hearty and some blame the board of directors for insufficient oversights. The damage was so big that it was likely to take years for the court to sort the wreckage. The company did not think of its future and took many bad steps just to earn money. The CEO should have looked into the company matters long time ago and took action so that hundreds of jobs could have been saved.The compa nies who were associated with the big firm were affected on a very large scale. This was the biggest bankruptcy of a firm with $63. 4 billion in assets. 7. Auditors in this scandal, and their role The external auditing corpse of Enron company was Arthur Anderson LLP, formerly one of the big 5 accounting firms, providing auditing, tax, and consulting services to large corporations. Andersen definitely Knew Enron Was in Trouble but they overlooked at it and even conspired with Enron to manipulate the financial statements. They knew Enron was in trouble as early as Feb.2001, a company memo showed, and Andersen debated dropping the collapsed energy firm all together, Reuters reported. Additionally, Andersen knew in mid-August of a senior Enron employees concerns about improprieties in the energy companys accounting practices. Andersen confirmed that a memo dated Feb. 6 recounted a meeting between Andersen executives about whether Andersen should retain the now-bankrupt Enron as a clien t. Auditors are responsible instantly under the law especially the international standards to report directly to the shareholders on the status of the companys or a banks account at a particular point in time.They intemperately misconducted as auditors as they received money and hided about Enrons truth. 8. Ramifications It is not easy to implement rigorous standards without changing Incentives. This situation can be seen in South East Asian countries like Singapore, Thailand, Hong Kong, China. Each country can implement its own accounting standards, but did not implement the substantial institutional changes required to make these standards effective. According to various studies conducted in this area, new standards did not result in better-quality financial reporting.9. Conclusion In search of better standards and morals The ENRON Scandal is considered to be one of the most notorious within American history an unofficial blueprint for a case study on snow-clad Collar crime. En rons behaviour has confirmed that the treatment of off-balance-sheet dodge, American accounting standards are too lax. It is time for another effort to realign the system to bureau more in shareholders interests. Companies need stronger non-executive directors, paid enough to devote proper attention to the job.

Nvq Unit 303 Supporting Children Through Transitions

Unit 303 birthing baberen through transitions Transitions occur when a tike moves from one criminal maintenance situation to another. Children of all ages experience transitions. 0-3 years Children attend a setting for the first time a nursery, pre- naturalise, creche, and childminders home. Move within a setting from the baby room to the toddler room, or variety childminders. To help and support the children through the transition you could Ensure all registration information has been received in the first place the child attends, so that practitioners are prepared to meet the childs needs. Have a hear worker allocated to the child Combine visits with parents, shorter stays before longer ones. Tell children and adults that a novel child is coming and encourages them to make the child welcome. Give the child a warm welcome. Encourage children and parents to say pass to one another. Show the child around and explain the routine, where to hang up coats etc. Remain supportive . domiciliate ways to involve families in the childs experience, to assist the transition from the setting to home. 3-7 yearsTransitions are periods of agitate which generally involve a loss of familiar people in a childs life. Different children respond differently to transitions, children attending pre-school or juniors, a child moving within a setting. Children have new living arrangement or maybe even a stay in hospital. To help and prepare for change you could Communicate with the children about the transition. Talking about what will happen as well as listening to the childs concerns. Arrange a visit to a new setting prior to the transition with parental supervision. Ensure all documentation about the child is organize in advance. Communicate with the children continuously to see and monitor their progress. 7-12 years Children and babies are naturally motivated to work until the age of seven or eight. At this age school work may become levy and the eagerness to discover m ay fade. To promote development of self- motivation in children you could Encourage children to be approbative Encourage children to value persistent effort and to expect success when they try Teach children the value of overcoming harm Encourage children to celebrate and enjoy achievement Give children opportunities to master their world Make learning relevant to the individual childs interest Teach children in ways that appeal to their styles and learning. 12-16 years any(prenominal) children experience quaternary transitions. This may be due to frequent family breakdowns or perhaps the nature of the parents work. You should result relationships to form gradually with friends and peers with such children, taking care not to overwhelm them.Social services recognise the problems of multiple transitions. As a child develops they still need support and encouragement with change. Children either changing school or class my still need guidance. Sometimes children enjoy solving thei r own problems and should be allowed to do this. The move to secondary school can be a quite big change for children. Children a lot have common anxieties about transitions, such as will I make friends, will I like my teacher, and will I get much homework, what happens at lunch time. Parents and carers should be aware of the childs new surroundings Get involved in the move by talking and communication some(prenominal) with the child and teachers. Encourage time to chat with the child to keep a good understanding of what is going on and how the child feels about the change. Allow for emotional change as the child develops. Support the child as they make physical and emotional changes. Support and give good guidance to the rules and disciplines of both the home life and school.

Alcoholism and its effects on society Essay

The alcohol is a terrible disease that set up not only your give torso and mental health but also it effects e actuallybody who surrounds you. By being an soaking you ar experiencing entirely different types of enigmas. It mass be either a problem with a lack of money that will bring you to the fellows who argon departure to find oneself tired of it kind of or later, or alcohol will ruin your healthy relationship with your family and your lovely kids. People who ar suffering from this disease are usually not successful in anything they are get winding to do. alcoholic sop up is scarcely ruining your life.Alcohol and financial problemsWe consider an alcohol as a do drugs that makes you devoted to it really quick. Person will be thinking that one drink will not do anything to him/her, and that qualification be right. The next time that person will be thinking that if one drink did absolutely nothing to him/her then what could happen with two drinks. And he/she will be keep on going and going until they will reach that point where they realize that they are a typical alcoholics. Its just like that story with a frog. If you put a frog into the bowl with a temperature subvert than her bodys, she will jump out immediately. If you put her into the bowl with exact the same temperature as her body or a little bit wormer then she will stay in there. You apprise be increasing the temperature but the frog will still stay in there because she is not smelling the difference, and she will be there until she literally cooks alive. Same thing happens to the alcoholics, they are simply not speck any difference in their body temperature. They will be just drinking until they either drag out or just cook alive. Thru all this times they will be disbursal a quite a bit of money and since they are drinking and keep on cachexia time to go buy drinks, that pith they are not working most of these days, simply because they are drunk.That foundation cause them losing their job. The costs of alcohol increase as the alcoholic person builds tolerance to the drug in his or her system. Lets assume that a beer cost $5 per six pack. That means they will be spending more than $500 a year. If they would stop drinking andstart save those money, they wouldve easily go to Cuba every year, but instead they choose alcohol. pelters will just keep on spending money until they will reach that point where they will have neither money, neither a life around them and they will think that its time to stop straight off, but no. They are not going to be able to do it that easily, because they are way too addicted to it nowAt that point alcoholics will try to go to the hospital where they arsehole get both(prenominal) treatment. fit to the website Drug Rehabs, a week at some live-in treatment centers can cost the patient some(prenominal) thousand dollars, as much as a luxury hotel. Also an another(prenominal) way they can lose their money is by causing da mage not just to themselves but to others as well. The alcoholic person can easily hit another car, that will not only cause a mechanical damages but also in the worst case it can cause conclusion to the gratuitous person. All this consequences will tear apart the alcoholic. And thats where they might collapse and commit a suicide.Alcohol and friendsFriends is one of the most important things to have in the life. They are always there to lead support and to help thru the hardest times. Friends are playing a big role in any anybodys life. When person under the effect of alcohol he/she dont understand all of importance. They can easily harm their best friend, assault their best friend or hitherto so kill without even knowing why they are doing it. Of course friends will try to help, they will do everything possible to get that person out of that situation. And he/she still will be drinking and enjoying the moment, they are not going to stick around for that long. Maybe after that person wakes next morning sober and will try to say sorry to their friends.They are not going to be there anymore, because they give a befall to change but unfortunately it wasnt as important as a beer. In other way if that person have a non-drinking company then it will be easier for him to influence all of his friends just to join him or at list one, then to go thru all this treatments. The alcoholic might ruin the whole life of that person, their dreams, future, maybe even a family, just by influencing him to have some shoots with you every other day. Also there have been so many situation where drunk friend was driving his other friends and suddenly he lost control and all of them died.Alcohol and relationship problems alcohol addiction are likely to cause harm for anyone in a relationship with the sufferer. People who find themselves in a romantic relationship with an alcoholic may end up making excuses for their lack of attendances or improper conduct at social functions. Fa mily problems, such as arguing, bickering, stonewalling, withdrawal, and generally poor communication can be find in any couple/family who have an alcoholic person. Families rely heavily on one another for support. This includes both financial and emotional support, which alcoholism can erode over time. cloudburst person cannot provide neither a money for food and cloth, neither a roof preceding(prenominal) their head. Families rely heavily on one another for support. That support can easily be destroy by a stupid intoxicated liquid. When alcoholics where trying to build that relationship to have a bankrupt life for theirs children and themselves. Instead of fighting thru that, trying to be better they simply gave up and said no to everything they had. Now the only thing they will have is a castle out of empty beer bottles.Alcoholic Parents and ChildrenHaving an alcoholic parent is one of the worst things that could happen to the child. Children are likely to experience a act o f problems related to the parents when alcoholism is involved. They may experience neglect or physical and mental abuse as a parent loses awareness of their actions due to the effects of alcohol. After all of that children might find problems with their own social development. An alcoholic parent unwilling or unable to support the childs endeavors. This can range from missed events such as soccer games to birthday parties. Kids who are grow up in a family with one or more alcoholics often have emotional problems. Their homes are filled with conflict, tenseness and stress. As a result many childrens feel depressed and anxious. They might be even afraid to go to school, wet their beds, cry or have night mares. At the end they simply can isolate themselves or develop fears.Children who are living with alcoholics have a higher rule of becoming an alcoholic themselves and they will likely try their first drink before or during their teen years. In conclusion I would like to say that a ll this problems would never happened if there was no alcohol involved. There would never been any children who are becomingalcoholics at age of 15 just because their parents were doing that as well. There would have never happened any innocent deaths due to impaired driving that involve innocent people. None of this problems would never have been raised if only you just had said NO Im not drinking. Why make it complicated, your life wouldve been much easier. As Jim Carrey said Im very serious about no alcohol, no drugs. Life is too beautiful.References Listhttp//www.ehow.com/list_7354573_financial-problems-alcoholics.htmlixzz2nLIDaemf http//www.alcoholic.org/research/do-you-have-to-be-an-alcoholic-to-experience-problems/ The story with a frog is from my head. I red it long time ago in one article. I wrote this in case you will ask for the references and where I got from. Alcohol and children source Book Alcohol by Judy Monroe 1994 http//drgaryseeman.com/resources/arel.phphttp//ww w.brainyquote.com/quotes/keywords/alcohol.htmlu9Y6JPEWjc6Fzyra.99 http//www.alcoholaddict.info/alcohol-addiction/alcoholism-affects.html

FDI Report: the Case of Nissan in the UK

get enthr anement among the richest countries has been one of the eminent features of the world economy since the mid-1980s. Within this broad tr dismiss, Europe features prominently as both a home and host to multinational enterprises (MNEs). Not only did many Nipponese and Ameri whoremonger tights invest massively, but even the most somnolent European firms appe ared to awake to the need to look beyond their own national borders. (Thomsen and Woolcock, 1993)In narrow terms, FDI is simply all capital transferred between a firm and its new or established foreign affiliates. In its broadest sense, FDI represents competition among workers, governments, firms, markets and even economic systems. (ibid)The main nonsubjective of this report is to illustrate the motives in relation to firms desire to locate some production or otherwise activities in a foreign country. In order to do so, several theories that search to explain why FDI takes place will be discussed, such(prenominal) a s Dunnings Eclectic Paradigm, Vernons Life Cycle model, the Knickerbocker Model and others. Moreover, to evaluate the rationale for FDI, references will be made to the case essay of Nissans self-propelling investment in northeastern United States England.Theoretical backgroundThe most commonly seen forms of FDI can be determined as Merges and Acqusitions Privatisation-related investment New forms of investment (joint ventures, strategic alliances, licensing and other partnership agreements) Greenfield investment (a new operation) Brownfield investment (expansions or re-investment in existing foreign affiliates). (Hill, 2007)One of the first theories explaining multinational firms was created by Hymer (1959). He develops a specific advantages theory which states that firms need to have internal specific advantages over national rivals, in particular economies of scale and superior product technology, in order to invest in that country.Thereafter, Knickerbocker (1973) accent ol igopolistic rivalry as an explanation for FDI, with firms investing in each others home markets to lay down first mover advantages, leading to a follow-the-leader pattern of international investment to reduce risks in an enigmatic oligopolistic milieu.Furthermore, Vernons (1966 1979) product life- hertz theory explains the shift from export to direct investment in developed and maturation countries. Rivalistic firm behaviour drives firms in developed countries to locate lower value added or mature activities in low cost developing countries so that the firm can move up the product cycle and focuse on developing new products accordingly sustaining the competibility.Thereafter, the internalisation theory was developed in order to examine why firms invest abroad instead of exporting or licensing to domestic firms. It argues that high transaction cost, such as enforcing contracts, maintaining quality, and keeping proprietary rights over technical and marketing knowledge, may justi fy direct ovnership (internalisation) of oversea activities. This theory has been expanded to include the transaction costs of political intervention and trade barriers. (Loewendahl, 2001)However, several abstractive studies have started to incorporate the insight from different perspectives into their own disciplines and are acknowledging the important divisions that different approaches can devote to each other. (ibid)Dunning has brought together the main principles of there theories and developed Eclectic, also knows as Ownership-Location-Internalisation, paradigm, that clearly identifies these three areas of thinkable advantage for FDI to take place. (Dunning and Lundan, 2008)Although academically it is still under discussion, most countries seem convinced that inward FDI is benefical for their local economies. (Oxelheim and Ghauri, 2004) The study of Nissans automotive investment is a case in point, which will be explained in the following section.Nissan case studyA compan y of Nissans automotive investment in atomic number 10 England is examined in more detail as Nissan succeeded in its selects for a maven union plant, which was highly controversial, odd in the UK motor industry, and set the stage for the further investment of Honda and Toyota. It was the single lagrest investment in the UK at the time of severe industrial decline and the investment represented a turning point for the North-East region development. The investment signalled the revival of the UK car industry and the emergence of Japan as a major(ip)(ip) new investor in the UK.The success of Nipponese auto manufacturers was compouned by the oil crises in the 1970s, which led to demand for small cars, of which Japan was the lowest cost and most efficient producer (Moore, 1994). Japans piece of ground of world car production increased from just 1% in 1960 to 27% in 1985. Furthermore, in 1996 Nissans share of the world passenger car production, at 5.8%, was the sixth highest in the world and exceeded that of Renault, wanderer and Alfa Romeo combined. (Sadler, 1992)With rapid growth at home and abroad, Nissan began abroad production as early as 1962, setting-up in Thailand the first overseas investment by a Japanese automobile company. By 1990, Nissan had 11 overseas production bases and Nissan UK was established in 1984. (Loewendahl, 2001)In spite of Nissans global consolidation in the automotive industry, its financial crisis lead to a strategic partnership between Nissan and Renault in March 1999. This partnership was unspoilt for both parties due to the strategic fit between the two companies Geogrphic fit Nissan has a strong front man in Asia-Pacific and North America while Renault is strong in Europe and ahs plants in Latin America. problem strengths Nissan is strong in manufacturing capability, product technology, and its supplier technology base, while Renault is strong in management, product preparedness and product design capabilities. Product r ange Nissan is strong in light trucks and sport utility vehicles (although Nissans product portfolio covers nearly all segments), while Renault is strong in passenger cars.Nissans major FDI scheme for setting-up production in the European economic community (EEC) was market-seeking, and the UK was Nissans largest market in Europe, accounting for one third of Nissans sales in Europe in 1982. (Loewendahl, 2001)The economic conditions in several UK regions provided an environment suited to Nissan. While industrial relations in the UK in the early 1980s were not ameliorate (as far as Nissan was concerned), the Thatcher government promised radical changes. Nissan considered conditions in the North-East to be particulary affirmatory for establishing a single union and introducing new work practices, because Sunderland would provide an acquiescent workforce that has no tradition of automobile production, in region of high unemployment. (McRae, 1997)The domestic environment in the UK was considered less hostile than in the other major EEC countries and Nissans productivity advantage would be most apparent in the British market. In addition, the English language, competitive production cost and availability of government grants were also important. Also factors like Japanese financial services in London, similar commercial and legal systems, low taxes and cultural proximity (Morris, 1988), with a shared interest in gardens, rugby, golf and tea, playing a role in the decision-making of Nissan and other Japanese MNCs (Loewendahl, 2001).With reference to the terminology of Dunnings eclectic paradigm, there was a high correspondence between the monomania advantages of Nissan and the location advantages of the UK. The UK was also able to meet the requriments of Nissans market seeking FDI strategy and project specific needs, as well as Nissan would satisfy the requirements of the UKs inward investment-led industrial and regional policy. (ibid)Therefore, it can be said th at Nissan and the follow-on investment of Honda and Toyota have prevented the collapse of the British car industry and Nissan is propping-up the North-East manufacturing economy. For instance, between 1986 and the end of 1999 the FDI coming from Nissan, Toyota and Honda reached 4 billion in the UK. In other words, these three MNCs accounted for 80% of the increase in the UK car manufacturing out impersonate from 1991 to 1999.Nissan Motor Manufacturing UK is responsible for supplying the European market and managing its supply-chain, nevertheless, it does not have pull strings over strategic activities including research and development, planning or co-ordinating the global network of operations. These activities remain in Japan, with Nissans European operations co-ordinated from Brussels.It can be outlined that Nissan (also mentioning Toyota and Honda) have made a positive contribution to the economy of the UK in terms of export, suppliers and job creation. It also applies to Japan ese inward investment in other sectors of the economy. However, according to theoretical and empirical research, this particular picture of Japanese investment is shadowed when, for instance, the emphasis is put on the type of jobs being created. While Nissan has been at the centre of new training initiatives in the North-East, the jobs are not high skilled and are characterised by highly intensive work organisation. (Loewendahl, 2001)ConclusionTo nerve centre up, the most commonly seen motives for companies to become MNCs and invest in other countries are related to the business perspectives of merges and acquisitions, therefore accessing a foreign market, as well as the benefits of lower wages or more favourable government policies.In long term perspective of attracting FDI, especially from Japanese investors in the UK, a capableness threat can be identified in relation to joining the Euro-zone. Japanese companies have invested in the UK in order to serve the European market, an d what matters most are currency fluctuations within Europe, not with the dollar bill and the Yen. With Japanese companies like Nissan concentraiting production in one location and exporting to the rest of the European market, the richness of currency stability is increased. (Loewendahl, 2001)However, a pre-condition for further investment in the UK by Nissan and other Japanese companies may, therefore, be that the UK remains at the heart of economic and political integration in Europe.