Physics of Ski Waxing :: physics sport sports ski skiing wax

Skiing is one of the things to do during the winter, here in Canada. It is also cheap and easy to start, since there are ski-tracks almost everywhere and it is possible to find used skis for less then $50. Skis are pretty simple in design. Originally they were designed just as the snow shoes, though today they are much more advanced. (Wikipedia) Skis can be used just after you bought them, without doing anything to them. However, if you want your skis to perform to their best, simple maintenance needs to be performed. One of the best and easiest way to do so is to apply wax. One can be confused at first by the variety of waxes available on the market. To see that, just check ski section in local Beaver Sports store. In reality, just one or couple waxes needed to get started. I'm going to explain how to wax your skis for the diagonal stride technique and what exactly waxing does to the skis. Ski structure Cross country skis are bent vertically. That allows for using different kind of wax depending whether person is sliding or kicking. When buying skis, you should choose ones that are made for your mass. If they are for bigger person, skis will be less bendable, thus area of contact will be only on the ends. If they are for smaller person, skis will be unbent most of the time. That is not very good, because it would slow the person down. Ideally we want all the area of the ski to be in contact with the snow when pressure is applied and middle section off the snow when sliding. Friction is force dependant, meaning it changes depending on force applied. Ff = F * ÃŽ ¼ Glide wax is applied to the front and the end of the skies, this way when person removes force from one leg, friction becomes less and ski slides. The ski is unbent when force is applied to it. Friction between snow and wax in the midsection increases so that it grips enough for a kick. Coefficient of static friction of the kick wax is only big enough for "the snow irregularities dig into wax irregularities just enough to give a motionless ski bite, or grip." (Brady) At the moment when ski gains velocity, it is not at rest anymore, and since ÃŽ ¼k is less then ÃŽ ¼s, friction is not big enough to hold the ski.

Abortion research paper Essay

I believe abortion is wrong because human life begins at the time of conception between the union of the sperm and of the egg. I chose this topic for my research paper because I found this to be one of the most talked about and well known controversial topics there is. I also find it be extremely interesting and that there are so many relating arguments to abortion, which left me with multiple to chose from. There were several different viewpoints and I opinions I researched also corresponding with the topic and argument of certain aspects of abortion but picked this one to write about. Is the embryo considered human life when conceived? Or when the fetus reaches a certain milestone during pregnancy? Maybe when it moves around and shows full signs of life? believe it, or not, some people believe the baby is not considered to be alive until it is delivered at the hospital! See more: Old Age Problem essay I personally believe the baby is alive from conception, or even during the early stages of the quickening process, when you would start to feel the baby growing and moving and you can feel yourself becoming pregnant. I just don’t see how people could abort an innocent 9 month old child waiting to be born†¦ but people do. One very popular and well known argument relating to abortion is that â€Å" human life begins with the union of the sperm and ovum (egg) .† well over 30 million abortions have been performed and took place in the US. Multiple researchers say that the fetus is a living organism and is living the very second in which it has been conceived. Researchers have several tests and a multitude of information and a vast spread of studies with lots of information to prove and show when life does begin, but still to many this day it is a ‘personal’ opinion as to when life starts. â€Å" A sperm has 23 chromosomes and no matter what even though it is alive it can fertilize an egg.† â€Å" An egg has 23 chromosomes just as a sperm does, when the two join together they total to 46 of their very own new chromosomes, they together create a brand new genetic chromosomal code unlike any other individual has ever had, unless of course (identical twins)†. (Carolyn C. Gargaro ) The majority of American citizens in the United States of America are for the prolife side. This does not mean profilers’ are against having sex, or also against all woman’s rights or anything like that. It just shows that the majority just mostly believes the child in alive and living from as soon as the child was conceived in the womb. I personally, in my very own opinion do believe each woman does have a choice. However I am not agreeing with pro-choice because I support the side of pro-life for several reasons, but I personally do believe each and every woman out there does too have rights to what they want to do with their own body. I think of abortion occurring in any stage as an immoral murder and can be looked at as a form of genocide. I believe it is completely wrong, and life is too special to be taken from something so innocent who did not even have a chance, or for that matter was GIVEN the chance to live and experience life. â€Å"People of the pro-life side stand up for the sacredness of life.† Life begins at conception. Humans are created in the image and likeness of God. All human life is sacred. All human life possesses infinite value. – I do agree fully with this statement because it is saying life is a privilege and having a child of your own is too a privilege. Several people cannot have children and would give anything to be able to. Some people who have died and, people who have lost close loved ones no longer have that privilege of life. The privilege that each and every day by multiple people truly goes un-noticed and overlooked by many. The problem of abortion in other countries is very close to non existent because â€Å" in many countries abortion is not legal at anytime, though special cases might be made if there is a medical reason for abortion and doing the procedure would save the life of the mother.† Other foreign countries look down at abortion just like the pro-life movement does. A lot of people are against abortion especially at later stages of pregnancy. I believe that life should certainly not be under any circumstances, taken for granted, there are so many other different options and other choices and ways of dealing with it rather than turning to abortion. I view abortion as almost an easy way out, a way of not being judged for having a child, a way of not having to work and support a child, a way of not having to give up and sacrifice everyday life for a new completely changed lifestyle. I think most people can be selfish and would rather not give up what they have and just live life without a child, especially when the pregnancy was not planned and may be looked upon as an accident. Like most teenagers, abortion is the easiest way out for most. Very often at the time people find out when the pregnancy is unplanned it that seems most practical and simple rather than waking up in the middle of the night to care for someone other than themselves, pay the bills, get a job, support someone new, give up plans on a Friday night to stay in and spend time with your own child, who was infact an accident. Instead of turning to abortion multiple couples would be more than willing to make that child their own. There are multiple programs that can provide counseling and also medical care, adoption, housing, job training, and school. Which are all services for anyone with an unplanned or even planned pregnancy who may have changed their minds. Just different ideas and alternatives instead of abortion. The conception of the baby doesn’t mean the child is â€Å"alive† and some believe it doesn’t start â€Å"living† until 3 months or maybe even later, some think that still only the moment it is delivered is when it comes to life. Some people believe the child hasn’t reached a certain point of development at the young stages therefore it doesn’t mean they are â€Å"living† most people do not care at all. The opposing side of the argument is that abortion is okay, it is accepted and that there is nothing wrong with it. Most abortions happen because of a careless mistake or because of different reasons such as mistakes, rape, or attention. Some people argue that they weren’t ready for the baby at the time of the conception therefore they aborted it until they were ready. Some people just say that they weren’t cut out to have children and weren’t planning on it. Some also say that they don’t have enough money for a child, others say that the relationship with the person they are with is completely unstable and it would not work out. Some people say rape is an acceptable excuse, and this I do agree with. Rape I believe is one condition where abortion should be tolerated. Throughout the process for researching the two opposing viewpoints of abortion I believe that personally I do still stand by my opinion which I had formed before the paper. The only new exception I have thought of is rape, or incest I believe for the sake of the baby. It would just be best if it was aborted. I don’t agree with carelessly doing it for no good reason like multiple Americans living in the United States today. I think that people who get abortions today are harshly judged, but the people who are against abortions are also viewed in a different way. I think a lot about being brought up a certain way has to do with it, dependent upon whether or not you do or don’t attend church or believe strongly in any type of faith. I agree with pro-life still today rather than abortion.

Management Models

Assessment Task One | Understanding the First Five Topics Competing Values Framework & The 4+2 Formulae The Competing Values Framework and the 4+2 Formulae are models that represent the management research perspective of balancing outward and inward development, and how important the equilibrium of both areas is, in the success and continued success of a business. The Competing Values Framework has been developed over 100 years of theoretical management models, with with each era having developed its own theories and practices born out of the period’s socioeconomic conditions.The Competing Values Framework is split into four main quadrants which re? ect the four main periods of prosperity and economic challenges. The quadrants re? ect the period’s dominant philosophy of management and represents the relationship within management, in regards to the degree of control and whether that control is projected internally or externally. In the extended research, the understandi ng of an inverse relationship of competing values has developed into an integrated management model. The inverse relationship between values represents the ‘push-and-pull’ of a successful management concept.The balance of each idea or value keeps the entity open to development of new concepts but also retains the checks and balances and inward e? ciency. The CVF represent a dichotomy of management values that in equilibrium are highly e? ective. In contrast to the Competing Values Framework the 4+2 Formulae was developed though the study of 160 companies over a 10 year period working with 50 academics and consultants with well recognised research tools. Their study of these companies was to determine what made them successful or what made them fail.The research into these companies was retroactive, starting starting in 1986 and selecting a variety of businesses with similar scale, scope and ? nancial means. The 4+2 formulae is a structured two tiered model, with the mai n principles of business; Strategy, Execution, Culture and Structure and the selection of two secondary business practises; Talent, Innovation, Leadership and Mergers & Partnerships. The 4+2 Formulae is a representation of the best practices of a successful business, it outlines the core components and practices these companies developed to become successful.This is formulae representation of a ‘recipe for success’. The formulae expresses that concept of the four main core values of a business and integration of a pair of focused expansion concepts into which new prospects can be developed. The di? erence between the research of the Competing Values Framework and the 4+2 Formulae is shown in how di? erent the concepts are. The CVF is a consolidation of four management models built over the last century and expresses the careful balance in values that lead to success.The concept of this framework is to express the sensitivity of a business in the amount of control applie d and the balance of further growth with management of e? ciency. The research of the CVF also focused on the models of management and the theoretical concepts of each era, developing and contrasting each theory with the next to develop a diverse understanding of the paradigms in which management is based. In contrast to the 4+2 formulae which focuses on the growth or recession of a business though it core business practices and varying practices in growth.The 4+2 formulae is structured to be set of core values with an integration of two secondary business practices primarily focused on growth. The research into the companies showed that the each successful company excelled at the four core practises and incorporated any two of the secondary. In summary the research of each model di? ers in that one focuses on model and theorem based argument (the ideas and concepts of business) and the other focuses on the execution of core values and the incorporation of secondary growth orientate d practices (the application of ideas). Although these models are di? rent in the way they express the concept of success the main core values of both are very similar. For example; the 4+2 formulae calls for the exemplarily execution of Strategy, Execution, Culture & Structure, these fall into the main quadrants of the CVF and also inversely linked to each other exhibiting the relationship between each. Strategy, re? ects the Rational Goal model of direction and clarity, the roadmap. Execution, re? ects the Open systems model of growth, innovations and adaptation. Culture is core of the Human Relations model, it represents the embodiment of people and the empowering of sta?.Structure re? ects the Internal Process, of control, the checks and balances, the re? nement of e? ciency. The similarities of the Competing Values Framework and the 4+2 Formulae is not surprising, they both come from the study of business values. The comparisons of the core values in the 4+2 formulae and the CV F show how closely related they are. The 4+2 formulae is a study of business practices and contrasting that to the CVF which is a study of business models throughout the last century, we can see that the models are sound being proven in theory and practice.The CVF a theoretically based model and the 4+2 a practice based model have overlapping values, making it a very sound model, as the theory is proofed by the practice. What makes these concept more concrete is the study of business in practice in a current economic period and applying a historic study of theories to that study, showing major similarities in those core values. This would substantiate soundness of both the Competing Values Framework and the 4+2 Formulae. The Compering Values Framework gives us the tools to develop and check our progress.It is a compass in giving us the direction required, while the 4+2 formulae is the roadmap, its structure allows us to progress through each stage and ? nd new avenues for growth and innovation. Using the CVF we can always check our performance and rede? ne our direction. Personal & Professional Leadership : Exploring informative detail & Key Concepts The comprehensive model of leadership expressed in ‘The importance of personal and professional leadership’ (Mastrangelo. A. Eddy, e. and Lorenzet, S. 2004), outline the e? ectiveness of a leader at an organisational level through the understanding of parallel leadership practices.Professional leadership and Personal leadership qualities run parallel to each other and both support and enhance the others ability to in? uence and cultivate willing cooperators. The article motif shows that leadership behaviour and actions are important in determining the e? ectiveness of the leader, and that a successful leader must be concerned with both task and peoplerelated issues. Professional and Personal leadership in the model is expressed as a integrated practice, as each component lends itself to the other; suc h ideas are expressed in the articles ‘The Theory of the Business’ (Drucker, P. 994) & ‘Trends that could shake up your business’ (Ofek, E. and Wathieu,L. 2010) . These articles express how e? ective leaders in? uence individuals to work cohesively towards organisational success. Leadership is as much about in? uencing others with a comprehensive understanding of business and business direction as well as in? uencing them though interpersonal relationships. Both articles place leaders in a position where knowledge of business practices, having a perspective and vision for organisational success, and growth are important in an individual’s perception of trust in a leader’s expertise.Individuals will more likely trust a leader who has the expertise, the insight and vision of growing and developing the organisation. Trusted leaders should have a more expansive way of thinking to engender changes within the organisation and the marketplace. The ma in concept of these two articles express that a leader requires the ability to have forethought and the ability to adapt to di? erent situations. Professional leadership requires leaders to be clear on direction, be able to develop strategies to follow and coordinate the uni? d energies of individuals toward organisational success. Followers require this foundation of expertise as re? ected by; Professional leadership is an essential step in the leadership process. It provides a foundation that leads to willing cooperation. ( Mastrangelo. A. Eddy, e. and Lorenzet, S. 2004, page 446) Druker, Ofek and Wathieu also hint that the e? ectiveness of these leaders are interrelated to the perception of the leader as a knowledgable and trustworthy person. Therefore the Professional leadership quality is symbiotic with the perception of the leader, which is also re? cted in our model: When an organisation has created a direction that promotes both individual and organisational success, values continuous improvement, makes it clear to employees their role is in helping achieve organisational success†¦ will likely lead to perceptions of expertise, trust, caring, sharing & morality. – (Mastrangelo. A. Eddy, e. and Lorenzet, S. 2004, page442) This gives a more informative depth to the model, as we can see how interactions of the personal side of leadership can a? ect the e? ectiveness of leaders. Personal leadership is an important re? ction of the person who is leading, ‘Discovering Your Authentic Leadership’ (George, B. Sims, P. McLean, A. and Mayer, D. 2007. ) details how the personal narrative can feed how genuine a leader is perceived. The story of David Pottruck former CEO of Charles Schwab shows us that one sided use of professional leadership is ine? ective. David saw his hard work and long hours as a positive way to ensure success and achieve results, however this only intimidated his colleges and lead to a mistrust between himself and his f ollowers. In this instance a leader who did not realise his e? ct on his followers or chose to ignore them was in the end ine? ective at leading. His pursuit of results and success alienated him from others and created an environment devoid of willing cooperation. In ‘Why should Anybody Be Lead By You? ’ (Go? ee, R. and Jones, G. 2000) the article asks why as a leader, do you have the privilege of leading? The article questions why and how a leader is successful and expresses that there are four qualities that successful leaders possess. This article’s concept re? ects trait theory to an extent, the article points out key traits that all successful leaders possess have but also speci? d that each quality is di? erent from one leader to the next. Go? ee and Jones argue that leaders need to bridge the gap between professional leader to personal leader. The article argues that the nature of using only professional leadership will lead to a perception of a ? awlessne ss, a leader who is ? awless in work would not need help or want it, thus alienating him from a cooperative environment. The article suggests that leaders bridge the gap, by selectively revealing ? aws, ‘Sharing imperfection is so e? ective because it underscores a human being’s authenticity’- (Go? e, R. and Jones, G. 2000, page 65). Showing your follower that you are genuine and approachable – human and humane’ – (Go? ee, R. and Jones, G. 2000, page 66). These ideas of allowing your followers to see a chip in your armour shows that you are willing to take one for your team and are as just as human as they are, building trust between you and others. These ideas are echoed in our model; Organisational members must have con? dence in the expertise of their leaders , and must trust that the leaders are doing what is best for everyone. – (Mastrangelo. A. Eddy, e. and Lorenzet, S. 004, p441) The willingness to rely on another† has als o been found to be an important factor in establishing trust (rousseau et al, 1998). Trust in this perspective has as its basis reliability, which is enhanced consistency and predictability. (Cook & Campbell, 1979; Deming, 1982; Kerlinger, 1986) Personal leadership incorporates the sharing nature of humility and the ability for individuals to care for each other. Becoming a more genuine leader allow for greater interaction between leader and follower, creating a support team which allows them to keep you on track.Selectively admitting faults and limitations on knowledge and experiences would only enhance a leaders humility. As seen from; Researchers have have suggested that leaders should move beyond the hero myth or â€Å"great man† perspective on leadership(Murrell,1997), show their humanness by being open about their limitations in knowledge and experience(Weick,2001), and focus more on how followers in? uence the process of leadership(Uhl-Bien,2006). – (Owens, B. & Hekman, D. 2012, ‘Modeling how to grow: an inductive examination of humble leader behaviors, contingencies, and outcomes’ Academy of Management Journal, 2012, Vol. 5, No. 4, 787-818) Ideas from the ? ve main articles elaborate on the e? ectiveness of a leader though the incorporation of personal characteristics of the leader. Each article has its own way of developing the concept that professional leaders are e? ective only when they are perceived as good leaders in their own right. Trust, care, sharing and morals are valued highly by individuals who follow these leaders and are developed through personal leadership qualities. The foundation for leadership is the understanding of business practices (professional leadership) develop the foundations of personal leadership around it.Becoming a successful leader calls for a more developed and in depth practice in personal leadership. George et al, calls for the use of personal narrative to enrich the values and become a mo re authentic leader, authentic in a sense that the leader believes in what he/she is doing. Authenticity relies on the leader being passionate about what they do and in e? ect caring about it. Go? ee et al. & Owens et al argue that the admission of faults and limitations in ability when selectively done will bene? t a leader in that becoming more genuine.A leader who is able to admit faults shows that they are able to be empathetic and fosters a sharing informative environment. These ideas are all matched in our model by Mastrangelo et al. though three theorems: 1. Professional Leadership (providing direction, process and co-ordination will be positively related to willing cooperation 2. Personal leadership (ie. demonstrating expertise, trust, caring, sharing and morals) will be positively related to willing cooperation. 3. Personal Leadership will mediate the relationship between professional leadership and willing cooperation.Mastrangelo et al. expresses that these three concepts lead towards willing cooperation and are explored in depth when you layer the other 5 articles. Firstly as outlined, the professional leadership provides the direction, process and coordination, the basis of business practice, which is echoed by Drucker in ‘The Theory of Business’ and by Ofek & Wathieu in ‘Trends that could shake up your Business’. These articles concentrated on the professional leadership skills of being able to provide direction for the organisation, but also outline the importance that each individual understands as well.The articles give detail on how leaders must be able to make others understand and also be able to think outside the box, to have a way of forward thinking. Secondly, Personal leadership requires the demonstration values of the person. The foundation of professional practice where the expertise is expressed if followed by the understanding and comprehension of the follower, and their acceptance and trust leader’s expertise. The development of further values goes on to build this trust. As George et al. , Go? ee et al. and Owens et al. examines, the development in the character, the authenticity of a leader is the expression of their personal values and to show that they are also human. The idea to let go of the heroic leader perspective and adopt a more humble approach, to allow your followers to connect on an interpersonal level. The development of a fostering relationship that allows though the understanding of individuals, to care for each other to understand that each person has their own faults and short comings, developing a larger and more complex investment in their leader.Thirdly, the quality of the personal leadership will mediate the e? ectiveness of the professional. As individuals develop a more complete and authentic perspective of a leader the e? ectiveness of professional leadership will progress. As leaders become more aware of both their own and followers strengths and weak nesses their development into becoming a more e? ective continues to grow. When they reinvest what their followers have invested in them, they start to empower others to lead.They not only inspire those around them , they empower those individuals to step up and lead. – (George, B. Sims, P. McLean, A. and Mayer, D. 2007). The degree in which e? ectiveness is measured is by the depth and willingness of others to help and follow a leader, based on their personal leadership. These articles give a detailed view of the model, as its expresses both real world and theoretical concepts that both elaborate and embellish Mastrangelo et al. focus on the importance of personal and professional leadership.

Major Types of Relations in Organizations

Major Types of Relations in Organizations The concept of employee relation is both a philosophy and practice that has been embraced for long. It is a philosophy in the sense that it motivates employees to perform better in organizations. As a practice, it has been used by organizational managers to initiate processes that tend to boost productivity (Armstrong, 2008, p.195).Advertising We will write a custom essay sample on Major Types of Relations in Organizations specifically for you for only $16.05 $11/page Learn More The practice and philosophy of employee relation is best put under the philosophy of Human Resource Management. Hence, the model in Human Resource Management that constitutes the concept of employee relations include self drive for strong commitment that focuses on winning the hearts and minds of employees (Armstrong, 2008, p. 195). As a matter of fact, employee relations explore the nature of relationships that exist in organizations. There are three major types of relations in orga nizations that are closely related to employees. These are employer-employee relations, employee-employee relations and employee-work place/organizational relations. Components of Employee Relations There are myriad of essential components that constitute employee relations. These include performance management that is aligned with the goals and objectives of an organization, significances attached to employees in organizations, tactics of administering the performance of employees, the link between performance of employees and rewards in addition to job design. Finally, discipline of employees and employee counseling are also vital components in employee relation. According to Gennard and Judge (2005, p. 14), anything that pertains employee relations must consider management aspect of solving problems that are identified among employees. This management must be designed in a way that it captures the tacit knowledge of the employees and how this can be transited to the organizationa l performance. However, the overall interests of the organization, which to some extent are the interests of the employer, must be looked into (Gennard Judge, 2005, p.14). Theoretical framework of employee relations The concept of employee relations is like a survey on what motivates the employees. Zagelmeyer (2004, p.20) points clearly that employee relations or workplace industrial relations must be determined by the governance structures. Therefore, the theoretical framework of employee or industrial relations must look at the determinants of structures of governance of the organization (Zagelmeyer, 2004, p.19).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More There are two major theories that helps understand the concept of employee relations. These are the Employment Relationships System (ERS) theory and EIR theory The ERS theory According to Kaufman (2004, p.62), the Employm ent Relationship System looks at the integration of various systems in the work place. Essentially, it is an implication that goes together with the importance attached to labour in the organization. Kaufman (2004, p.62) adds that the theory is qualified by the principles of sociology and psychology. These form a central understanding of the relationship needs of the employees and then predict the outcome or performance of the employees in the organization. The theory teaches that the nature of relationships in various systems in the organization; that is, the employee, the work place and the employer dictate the kind of behavior exhibited by the employee, and it is essential for employee performance in the organization. The EIR theory This theory combines two understanding of workplace relations namely the Employee relations (ER) and Industrial Relations (IR) hence EIR. According to Townsend and Wilkinson (2011, p. 13), the EIR theory helps in explaining, understanding and predicti ng the constituents and configurations of Employment Relationship System plus various observed behaviors in the employees. This theory seeks to put causal relationships between two things which can be named as A and B. The A in this case can be an independent variable and as pertaining employee relations, this could be the conditions in the workplace. B is a dependent variable, and as per this discussion, these are the behaviors and performances that come as a result of conditions in the workplace. The changing nature of Employee Relations Employee relation is a concept of human resource management. Jenkins (2002, p.11) notes that the overall policy of human resources has changed along, and these mostly concerns modifications in how personnel in the organization is managed. Even before the concept of employee relations was conceived, there existed the industrial relations. Therefore, the concept and understanding of employee relations is bound to change over time. Jeff and Ian (1996 , p. 36) note that line managers should be well equipped in the management of employees relations because change is in the offing. The classical styles of managing relationships in the organization are slowly becoming obsolete and it is possible that the current practice would be overhauled soon.Advertising We will write a custom essay sample on Major Types of Relations in Organizations specifically for you for only $16.05 $11/page Learn More There are a number of factors that are influencing this change. Globalization has influenced a lot in how relationships in the organization are to be managed. This is because the world has become small and there is a need to employ internationally recognized practices in management of relationships in the organization. The increase of bargaining power in management of organizations has also made it compulsory for line managers to change their approach to employee relations and human resource management in general (Jeff Ian, 1996, p. 36). A need to put quality and enhanced productivity may also compel organizations to change the way they approach management of employees in organizations. Indeed, employees ought to be motivated so that they can improve organizational performance. Employee Relations in the United Kingdom The concept of employee relations has taken varying dimensions. However, the concept should be put in to the account of major actors such as diverse scenarios and complex environments. As well, there is a need to look at the wider area of employment relationship instead of just focusing on industrial conflicts. However, the most important aspect of employee relations is practice what is recognized internationally as ideal practice. In the United Kingdom, the concept of employee relations is put under four major areas namely; Social, Economic, Political and Legal. In understanding employee relations in the UK, the roles of Trade Unions must be looked into. Role of Trade Unions Trade Unions are very critical when it comes to management of employees in any kind of organization. In United Kingdom, the trade unions represent the interests of the workers in the country. They do this by use of political bargaining and collective bargaining tools. According to Gennard and Judge (2005, p.73), United Kingdom has a trade union which has become accepted by the majority of the employees in the country. However, the year 2003 was not a good year for the trade unions in the country and this had an adverse effect on the trade union. For example, Gennard and Judge (2005, p.73) note that autumn 2003 had the membership of the unions fall by 7.068 million. In the UK, the concept of employee relations is like a marked split between the traditional industrial relations or public sector and the modern methods that go with the private sector.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The trade unions are mostly applicable for employees in the public sector and the private sector has non-union employees. The United Kingdom has issues that pertains employee relations. According to Dickens and Neal (2006, p. 49) notes that employee relations has become a legislative issue in Australia. It is also imperative to note that the latter challenge appears to be a growing problem all over the world. Public sector in UK and employee relations The public sector in the United Kingdom has the employees who are enrolled in trade union. In the United Kingdom, 70% of the employees are in the public sector with only 30% being in the private sector (Blanpain, Bamber Pochet, 2010, p. 30). The public sector has a better collective bargaining as compared to the private sector and actually 45% of people in organization s in the country have their salaries and pay influenced by collective agreements. However, even with the existence of trade unions and legislations, the country has had notorious attitudes towards industrial relations and generally employee relations. However, the attitude has become enhanced. The situations changed from the year 1980 and the country has had one of the best standards in employee relations. There was even a legislative Act of the year 1999 which was named as Employment Relations Act. This Act proposed a change in management of trade unions and put a strong recognition of their roles in the management of employees. Global economic difficulties and response in management of employees Blackett and Levesque (2009, p. 78) note that the difficulties that have come with global recessions of the year 2009 and other negative global economic issues have affected the management of employee relations. The issues have changed the approaches of the public sector and private sector when it comes to management of employees. In the United Kingdom, the global economic difficulties prompted responses from both the private and public sectors. For exam ple, the private sector in the country had to cushion the employees from the effects of the recession. The City council in Manchester had to sanction what it called a top-up minimum wage. Each worker was to be paid  £6.75 per hour as the minimum wage. However, the private sector had different approaches; for example cutting off of some enjoyment packages and allowances. Conclusion In summing up, it is vital to reiterate that employee relation is indeed an integral and inseparable component of organizational performance. In addition, there are various theories that have been employed in creating thorough understanding of how employee relations impact organizations on a day-to-day basis. For instance, the Employment Relationship System explores and integrates various systems and structures at workplace. It has a very close tie to the value attached to human resource in any organization. Secondly, the EIR theory of employee relations attempt to address both Employee relations (ER) an d Industrial Relations (IR) theories that affect employees in various workplaces. These two theories have been instrumental in shedding more light on how employees and organizations interact on a day-to-day basis. Management of employees in an organization is an important aspect of organizational administration. In the absence of employees, the expected returns by employers may never be realized. Hence, there are three crucial relationships that must be looked into namely employer-employee relationship, employee-employee relationship and employee – work place relationship. The concept of employee management in United Kingdom is an important aspect. However, it is the role of trade unions especially in the public sector that attracts much attention when managing employees. References Armstrong, M. 2008. Strategic Human Resource Management: A guide to Action. London: Kogan Page Publishers. Blackett, A. Levesque, C. 2009. Social Regionalism in the global economy. New York: Tayl or Francis. Blanpain, R., Bamber, G. Pochet, P. 2010. Regulating employment relations, work and labour laws: International comparisons between key countries, Bedfordshire: Kluwer Law International. Dickens, L. Neal, A.C. 2006. The changing institutional face of British employment relations. Bedfordshire: Kluwer Law International. Gennard, J. Judge, G. 2005. Employees’ relations. London: Chartered Institute of Personnel and Development. Jeff, H. Ian, C.1996. Change in Employee Relations: Can Line Managers Deliver? Management Research News, 19 (5), 35-37. Jenkins, A. 2002. Employment relations in France: Evolution and innovation. London: Kluwer Academic Publishers. Kaufman, B.E. 2004.Theoretical perspectives on work and the employment relationships. Illinois: Cornell University Press. Townsend, K. Wilkinson, A. 2011. Research Handbook on the future of work and employment relations, Cheltenham: Edward Elgar Publishing. Zagelmeyer, S. 2004. Governance structures and the emp loyment relationship: Determinants of employer demand for collective bargaining in Britain, London: Peter Lang publishers.

List of Death Quotations From Shakespeare

List of Death Quotations From Shakespeare Shakespeares tragedies have some deeply moving death-quotes. His quotations on death bring tears rolling down the cheeks. The sadness in the quotes moves you so much that you feel as though you have experienced a great loss. Here is a page of some of Shakespeares most moving death quotes. A Midsummer Nights Dream, Act V, Sc. IThis passion, and the death of a dear  friend, would go near to make a man look sad.Hamlet, Act V, Sc. IIThis fell sergeant, death,Is strict in his arrest.Hamlet, Act II, Sc. IIThey are the abstract and brief chronicles of the time: after your death, you were better have a bad epitaph than their ill report while you live. Hamlet,  Act III, Sc. I For in that sleep of death what dreams may come,When we have shuffled off this mortal coil,Must give us pause. Julius Caesar, Act II, Sc. IICowards die many times before their deaths;The valiant never taste of death but once.Julius Caesar,​ Act II, Sc. IIWhen beggars die, there are no comets seen;The heavens themselves blaze forth the death of princes.King Henry IV. Part II, Act I, Sc. III were better to be eaten to death with a rust than to be scoured to nothing with perpetual motion.Macbeth, Act V, Sc. VTo-morrow, and to-morrow, and to-morrow,Creeps in this petty pace from day to day,To the last syllable of recorded time;And all our yesterdays have lighted foolsThe way to dusty death. Out, out, brief candle!Lifes but a walking shadow.Macbeth, Act V, Sc. VIThose clamorous harbingers of blood and death.Othello, Act II, Sc. IIf after every tempest come such calms,May the winds blow till they have wakend death!The Merchant of Venice, Act IV, Sc. II am a tainted wether of the flock,Meetest for death: the weakest kind of fruitDrops earliest to the ground. Twelfth Night, Act III, Sc. IVOut of the jaws of death. Measure for Measure,   Act III, Sc. 1  If I must dieI will encounter darkness as a bride,And hug it in mine arms. Richard II, Act III, Sc. IIWoe, destruction, ruin, and decay;The worst is death, and death will have his day. Romeo and Juliet,  Act V, Sc. IIIEyes, look your last!Arms, take your last embrace! and lips, O youThe doors of breath, seal with a righteous kissA dateless bargain to engrossing death. Cymbeline,   Act IV, Sc. 2Golden lads and girls all must,As chimney-sweepers, come to dust. Henry VI, Part III, Act V, Sc. 2My sick heart showsThat I must yield my body to the earth,And, by my fall, the conquest to my foe.Thus yields the cedar to the axes edge,Whose arms gave shelter to the princely eagle;Under whose shade the ramping lion slept:Whose top-branch overpeerd Joves spreading tree,And kept low shrubs from winters powerful wind.

Leadership DQ 2 Essay Example | Topics and Well Written Essays - 750 words

Leadership DQ 2 - Essay Example This is an attitude that needs to spread in order for businesses to remain successful in the new economy. A new leadership criterion is something that is somehow easy to understand but shows some of the loop holes if not managed properly. It is hard to deliver the same idea of management to all employees. Some will insist in continuing to manage as they always have. The ideology teaches that collaborative leadership is an art of trust between coworkers, even if they work quite differently from each other. It may be that each one has to share the control of their authorities as these business relationships are beyond boundaries (Archer & Cameron, 2009). Yet, it is possible for diversity to co-exist. This brings a deeper understanding of the term ‘team work’ and justifies efforts to promote tolerance. LITERATURE RIVIEW: Different theories have different approaches and perspectives but it is never easy to implement them practically within business relationships. Implementat ion of these concepts can be quite difficult. Supposedly, as consultant, the Block’s Flawless Consulting Phases would provide the best way to deal with and win a business client peacefully. This theory is based on five phases which is a systematic approach to deal a client: Registration of a client and contracting a client. Discovery of the real issue and a thorough discussion. Getting a feedback and a final decision to act. Implementation of the possibilities and engagement. Extension to a workable solution, revision or terminating a task if not workable. All these steps are according to a natural phenomenon of human behavior. Using a scientific approach is supposed to improve the chances of success. Block explains that consultation is done when a client has a second option and a consultant has no direct authorities to implement the solutions until and unless a client wishes for something else (Block, 2011). According to the Leaderful Field Book, collective judgments and col laborative approach can often end up with disagreements among qualified managers which could lead to other indirect problems. Though a thorough examination and scrutiny of a case could be done on different levels, but at the time of deciding a solution, all hard work could be wasted in the absence of a single agreement. PHENOMENON OF RESISTANCE: The phenomenon of resistance tells that it is unlikely for a mass of people to agree upon the proposed deal or idea presented. This concept can be witnessed in almost every organization, but the most important part is figuring out how to deal with this phenomenon in order to produce the best possible outcomes. Some administrations are not flexible enough to absorb the resistance of their own workers. They often announce that critical measures will be taken if they do not receive a majority votes in favor. Here comes the role of managers. It is their duty to control the situation and stop it from getting worst. Both dialogue and patience can bring a brilliant outcome. Managers should think collectively and view the real problems regarding all sides. They must consider the perceptions of both administration and the employees and try to give the solution while supporting their decisions with facts and figures. In this process, patience counts for a lot, as any furious reaction can collapse the whole structure of a system. Sometimes it is valuable to think positively in consideration of the workers and acknowledge that they are the

Portfolio Management based on Market Share and Market Growth Assignment

Portfolio Management based on Market Share and Market Growth - Assignment Example It was initially formed as a joint venture with Daimler-Benz AG of Germany. The company received a breakthrough by the launch of its first passenger car, The Tata Indica, in 1998. The company is headquartered in Mumbai, India. The company’s global recognition can be established by the fact that it is the fourth largest truck maker and third largest bus manufacturer in the world. The first Tata car was rolled out in the year 1954. Most of the production facilities of the company are located in India itself. Globally, Tata Motors have significant operational presence in UK, South Korea, Thailand and Spain apart from the market presence in Europe, Africa, Middle East, South America, South Asia and South East Asia. (Tata Motors, 2011) Some of the big ticket acquisitions and joint ventures inside and outside the country have helped Tata Motors to grow at a higher rate. Some of the big acquisitions made by Tata Motors are South Korea’s Daewoo Commercial Vehicles Company, acqu isition of 21% stake in Spanish bus maker Hispano Carrocera and UK’s Jaguar Land Rover. Some of the notable joint ventures of Tata Motors are Tata Fiat in India, Tata Marcopolo and Thailand’s Thonburi Automotive Assembly Plant Company. Tata Motors has also made impact by introducing the world’s cheapest car Tata Nano in 2008. Even during such tremendous growth period, Tata Motors is highly impacted by globalisation. Globalisation has impacted Tata Motors in many ways. Increased competitions, technological advancement, marketing challenges, etc. are some of them. This essay will make a closer look into the various impacts of globalisation on Tata Motors. II. Theoretical Framework The impact of globalisation on Tata Motors can be analysed based on the various theories and models. Some of the models that can be used in this case are Pestel Framework, SWOT Analysis, 4 P’s, Porter’s Diamond Model and Boston Matrix. Using these tools will help to look cl osely into the globalisation issues of Tata Motors. Pestel Framework: Pestel framework will help to analyse Tata Motors regarding the challenges like political, economical, social, technological, environmental and legal factors. It can be said that most of the impacts of globalisation can be discussed under any of these six environmental factors. â€Å"By using the PESTEL framework we can analyse the many different factors in a firm's macro environment.† (Oxford University Press, 2007) Understanding the factor(s) that has the most impact is important to formulate future strategies for the company. Therefore, a PESTEL analysis will help to identify which factor(s) cause the most impact on the businesses and operations of Tata Motors. SWOT Analysis: SWOT analysis is important in this case because it will help to identify the internal and external advantages and disadvantages for Tata Motors. â€Å"SWOT is the overall evaluation of a company’s strengths, weaknesses, oppo rtunities, and threats.† (Wang, 2007) Understanding the strong and weak areas of a company is extremely important in order to decide how well it can make use of the market