Buddhism Essay Example | Topics and Well Written Essays - 1750 words - 3

Buddhism - Essay Example More specifically, Buddhism has played an important role for spreading harmony within the society. There are several forms of Buddhism that has played an important role for the development of the society. Mahayana Buddhism as well as Theravada Buddhism is considered to be two principle branches of Buddhists’ belief (Rahula, 1996). The objective of the study is to provide a brief overview regarding the two types of Buddhist principle that include Mahayana Buddhism as well as Theravada Buddhism. The study will also focus upon the diversified attributes of both the principles. Buddhism is a religious believe developed by the Great Saint named Goutam Buddha. He was the prince of Sakya tribe, which belongs to Nepal. The key principle of Buddhism is to spread harmony and love around the world. The principle intention of Buddhism is to describe people about the purpose of their life. Moreover, Buddhism also provides information regarding the apparent injustice as well as inequality that are happening all around the world. In this regard, Buddhism provides a code of conduct or code of practice that will lead towards the actual happiness of life (Rahula, 1996). Mahayana as well as Theravada Buddhism is the two major principles of Buddhism based on which people following the religion are able to lead their life in a different way. It is also stated that both the principles are having different understanding along with different expressions towards life. In addition, the principles are identified to be having different meanings on the basis of purpose and meaning. Mahayana Buddhism is having the meaning of ‘The Great Vehicle’ and on the other hand, Theravada Buddhism expresses the principle of ‘The Teaching of the Elders’ (Jingpeng, 2012). The concept of Mahayana Buddhism originated in India. Subsequently, it spread throughout Korea, Japan, China, Central Asia, Vietnam, Tibet as well as Taiwan.

Types of Discrimination Essay Example for Free

Types of Discrimination Essay Racial Discrimination: According to the Australian Human Right and Equal Opportunity Commission, racial discrimination is the treatment of someone less fairly because of his or her race, color, descent, national origin or ethnic origin than someone of a different race would be treated in a similar situation. Racial Discrimination is not only reflected in personal attitudes and behaviors, it can be expressed in values, presumptions, structures and processes of social, economic, cultural and political institutions. Such institutional racial discrimination is less direct and harder to identify than personal beliefs and behaviors. Structures and processes may appear as non-discriminatory but in fact operate to advantage some groups over others. The Racial Discrimination Act 1975 (Cth) makes racial discrimination unlawful in Australia. The legislation covers all of Australia and can be used to ensure everyone is treated equally, regardless of his or her race, color, descent, or national or ethnic origin. The Racial Discrimination Act covers discrimination in areas such as employment, renting or buying property, the provision of goods and services, accessing public places and in advertising. Aged Discrimination:Age discrimination occurs when an opportunity is denied to a person solely because of their age and where age is irrelevant to the persons ability to take advantage of that opportunity. Direct age discrimination happens when a person is treated less favorably because of their age than a person of another age group would be treated in the same or similar circumstances. Discrimination also happens when there is a requirement, condition or practice that is the same for everyone but has an unfair effect on a person of a particular age. This is known as indirect discrimination. The Age Discrimination Act 2004 prohibits less favorable treatment not only because of age, but also because of characteristics generally pertaining to age and characteristics generally imputed to people of that age. Sex Discrimination (Gender: Women):Sex discrimination against women occurs when a woman is treated less fairly than another person because of her sex or marital status or because she is pregnant. This is direct discrimination. Indirect discrimination can also occur when a requirement that is the same for everyone has an unfair effect on women because of their sex, marital status, pregnancy or potential pregnancy. The Sex Discrimination Act 1984 makes sex discrimination against the law. The Act gives effect to Australias obligations under the Convention on the Elimination of All Forms of Discrimination Against Women and parts of International labor Organization Convention 156. Its major objectives are to:†¢Promote equality between men and women;†¢Eliminate discrimination on the basis of sex, marital status or pregnancy and, with respect to dismissals, family responsibilities; and†¢Eliminate sexual harassment at work, in educational institutions, in the provision of goods and service, in the provision of accommodation and the administration of federal programs. Cultural Discrimination (Aboriginals):Cultural discrimination (Aboriginals) is being treated less fairly than someone else because youre Aboriginal. This treatment may be illegal. Unlawful discrimination on the basis of ones Aboriginality can happen at:-Work-School or college-A public venue-In a shop-Looking for a house to rent or buy-Applying for credit, insurance or a loan-Dealing with trades people, businesses or state or local government. The Racial Discrimination Act 1975 (Cth) makes racial discrimination unlawful in Australia this includes discrimination against aboriginals. Disability Discrimination:Disability discrimination happens when people with a disability are treated less fairly than people without a disability. Disability discrimination also occurs when people are treated less fairly because they are relatives, friends, carers, co-workers or associates of a person with a disability the Federal Disability Discrimination Act 1992 (D.D.A.) provides protection for everyone in Australia against discrimination based on disability. It encourages everyone to be involved in implementing the Act and to share in the overall benefits to the community  and the economy that flow from participation by the widest range of people. Bibliography: †¢http://www.humanrights.gov.au/racial_discrimination/index.html†¢http://www.hreoc.gov.au/age/index.html†¢http://www.humanrights.gov.au/sex_discrimination/index.htm†¢http://www.adcq.qld.gov.au/Brochures07/race_ATSI.html†¢http://www.humanrights.gov.au/disability_rights/dda_guide/about/about.html†¢http://humanrights.gov.au/education/voices/pdf/a5_case_study2.pdf†¢http://www.racismnoway.com.au/library/understanding/index-What.html#Heading34†¢http://humanrights.gov.au/education/voices/pdf/a5_case_study2.pdf

The revenues and profits of TESCO

The revenues and profits of TESCO Tesco Plc is the third largest retailer in the world in terms of revenues and second largest in terms of profits. (http://en.wikipedia.org/wiki/Tesco ). Tesco is a conglomerate business which offers alternative goods and services such as food, insurance, banking, fuel, online shopping-through its subsidiary Tesco.com, optician, mobile, clothing etc. Tesco has designed various outlets to meet different customers needs. The United Kingdom (UK) is the companys largest market. Tesco operate under four banners namely Express, Metro, Extra and Superstore. Retail analysts have identified three main reasons for this. Tescos are everywhere; Sell to everyone; Sell everything Tesco has a market share of 30% in the UK according to the data from TNS world panel. Tescos market share is double than its closest competitor Asda Supermarket which has a market share of 17% in UK. In UK there are more than 2280 stores and internationally it has 2077 stores. Around 469,000 staff work for Tesco and about 283,000 of them work in UK. Tesco almost has sixteen and half million club card members in UK and twenty million outside the UK, in nine countries across the globe. (http://www.guardian.co.uk/business/2009/apr/21/tesco-facts). Tesco have stores in 14 countries across Asia, Europe, North America, Malaysia and Thailand. Tesco was set up in 1919 by Jack Cohen and is now the biggest private sector employer in the UK. Tescos first store was open in 1929 Burnt oak in Edgware. Since overtime the company is growing and developing and responding to the dynamic environment. Tescos main competitors are Asda, Sainsbury, and Morrisons TESCOS VALUES The core value of Tesco is to create value for customers to earn their lifetime loyalty. Our success depends on people; the people who shop with and the people who work with us. No one tries harder for customer: (understand customers, be first to meet their needs, act responsibly for our communities) Treat people as we like to be treated. (Work as a team, trust and respect for each other, listen, support and say thank you share knowledge and experience) All the above mentioned in Tescos Every little Helps Strategy. (www.tescoplc/ourvalues) Tescos planning process runs each year on a quarterly basis in May, August and November, which helps to adjust staffing level and recruit new staffs when necessary. This allows Tesco to get sufficient time and flexibility to meet the demands for staffs and allows the company to meet its strategic objectives, for example open new stores and maintain customer service levels. The organization applies Maslows theory of motivation to internally motivate esteems needs of their employees by recognizing the importance of motivating their staff to progress their career within the company. Tesco practice of so called talent planning which will encourage people to work their way through, on the steps that will help the organization achieve its business goals and employees to achieve their personal and career goals. (http://www.thetimes100.co.uk/case-studyrecruitment-selection132-323-2.php) Goals and objectives of the organization The goals and objectives of a company is what the company hopes to achieve in a specific time period. It is the reason for the existence of the organization; it is what drives the organization, the employees and management in their day to day activities. Tescos goals and objectives are: 1. To maximize sales 2. To grow and maintain the number one retail company in the United Kingdom 3. Tesco wants to outshine their competitors and remain the market leader 4. The main aim of Tesco is to maximize profit 5. To provide goods/services that is cheap and affordable to consumers or the public (http://wiki.answers.com/Q/What_are_the_aims_and_objectives_of_Tesco) According to Tesco their core purpose is to create value for customers to earn their lifetime loyalty. They further go on to state that their success depends on people, both those who shop with and work with them. As Britains largest retailer and the number three in the world, Tesco endeavors to meet their lofty objectives by providing their customers with excellent value for their money with highly competitive prices and top notch customer service. Ultimately by pleasing, their customer and capturing their business for life, this will make them a highly profitable business and in turn also please their shareholders. The aims and objectives of Tesco are based on product, price, place and public. Tesco place is a wide supermarket chain and is one of the biggest in the world. Inclusive in its general aims is also the need for survival and meeting stake holders needs. Subtly underlying all of Tescos beliefs, values, policies and practices is the aim to retain loyal customers. Tesco has captured this in their mission statement, which says to Retain Loyal People. In order to achieve this goal Tesco gives out club cards to its customers and gives them points anytime they come shopping. Organizations structure and design The purpose of organizational structure is to define the protocols, parameters and the procedural process necessary for a group to achieve the organizational objectives. In many organizations structure is a communication channel through which information is passed. No one structure is the best one. Structure will depend on the organization size, when the organization is big it has to have a formal organizational structure. Structure is the pattern of relationships among positions in the organizations and among members of the organization. Structure of the organization does not only affects productivity and economic efficiency but it also increases the morale and job satisfaction of the employs. Drucker (1989) stated that good organization structure does not by itself produce good performance. But a poor organization structure makes good performance impossible, no matter how good the individual managers may be. To improve organization structureà ¢Ã¢â€š ¬Ã‚ ¦will therefore always improve performance. Importance of good structure is emphasized by child as the allocation of responsibilities, the grouping of functions, decision-making, coordination, control and reward all these are the fundamental requirements for the continued operation of an organization. The quality of an organizations structure will affect how well these requirements are met. Child (1988). Mannud (1999) emphasized that organizational design is a key feature for allowing an individual to achieve their personal needs as well as objective of the organization. The structure and design of an organization will determine if the goals of the organization and that of the work force would be achieved. The organizational design provides a framework within which the individual and group can work effectively in order to meet collective goals. The various types of organizational structure includes flat, hierarchical, functional, divisional, matrix among others. Some organizations may use one or a combination of two structures to run the organization more smoothly depending on the size and situation of the organization. In our research we discovered that Tesco use a combination of both the flat (decentralization) and hierarchical structure to run the organization effectively. Decentralization structure is mainly used when the organization is big in size and is geographical separated from different parts of the organizations. Decentralization is integrated with empowerment and delegation which brings about autonomy in the organizations. Source http://www.learnmanagement2.com/flat%20structure.htm Hierarchical structure has a various levels within the organization; each level is one above the other. Each level in the hierarchy structure has different levels of power, management and authority. A hierarchy structure defines roles of each employee within the organizations and their relationship with other employees. Source http://www.referenceforbusiness.com/management/Tr-Z/Virtual-Organizations.html Tesco have two organizational structures; one for the company as a whole, which is hierarchical structure, with just six levels between chief executives and the check out staffs. The other structure is flat (decentralization) structure used in each of their stores. The store structured used by Tesco is very easy to understand as it clearly shows control of each level and because of its simplicity it allows employees to see who is in charge of each department or who their department or line managers are. Impacts of the structured used by Tesco Regardless of what form of structure is adopted, whether hierarchical, flat or matrix, it has an impact on the organizational effectiveness. There is no one best structure to use but rather it depends on the organization size and situation that meets the need of the organization in order to achieve its goals and objectives. A clear organizational design and the establishment of a strong organizational structure can increase or maximize a companys effectiveness. Impacts of the hierarchical structure on Tesco In the hierarchical structure it is easy to implement a common policy in the organizations, as a whole and it provides a consistent strategy throughout the organization. This structure helps to improve economies of scale and reduce management cost. Hierarchical structure encourages greater use of specialization and improved decision making as the instructions comes from the top authority. According to McGregor (1960), Theory of X, where workers are seen as rational economic individuals, people are naturally lazy and have an inherent dislike of work. The average person avoids responsibility, prefers to be directed. Therefore, most people must be controlled, directed, coerced and threatened with punishment in order to enable organization to achieve its goals. On the other hand, the hierarchical organizational structure can have adverse effect on the organizations effectiveness. Organizations can be bureaucratic and respond slowly to changing customer needs and the market within which the organization operates. The decision making will be slow which will affect the organization. The hierarchical structure restricts personal growth and self- realization which will lead to failure, frustration and conflicts. Communication across various sections can be poor especially horizontal communication. The hierarchical structure also leads to low motivation and morale. This is because there is not enough delegation. Lack of clarity and relevant, timely information to the right people and inadequate procedures for revaluation of past decision can lead to late and inappropriate decision. Impacts of decentralized structure of TESCO; Decentralized organization structure makes manager feel more comfortable at his position and will be able to take decisions with ease. Staffs will have more responsibilities which will empower them in decision making and in turn will motivate employees and increase productivity. It creates improved communication between staff and management. It also enables the staff to judge the situation within their working environment thereby expanding their knowledge and experience. In this structure top bottom chain of command is short but on the other hand Span of control is much wider than others which will improve the efficiency of organization. Decentralization structure can limit the business growth. When there is any change which needs to be implemented, employees will not fully accept it and will take a long time before it will be fully embraced by the whole organization. At times employees have more than one manager, this often obstruct the performance of an organization because managers want to apply different methods according to their own finding or ideas, so it becomes a barrier in a way of proper communication among the staff and their superiors. The internal and external environment in which the organization is operating INTERNAL FACTORS EXTERNAL FACTORS OF TESCO PESTEL stands for Political, Economic, Sociological, Technological, Environmental and Legal factors. Its purpose is to assess the industry in which an organization operates. Examples of each factor are: Political Tax policies, Trade restrictions, Tariffs. Economic Economic growth, Interest rates, Inflation rates. Sociological Culture, Health consciousness, Age distribution. Technological Ecological aspects, Research and development, rate of technological change. Legal Health and safety laws, Consumer laws and regulations. Environmental Recycling policies, pollution. Due to the nature of the Tescos organization with particular reference to how it has branded and marketed itself, and the current economic climate, the assessment of external factors by a PESTEL analysis has been crucial in Tescos success. This is because Tesco has taken into account the implications for consumers, employees, stakeholders, associated organizations and the companys mission statement. Political factor: Politically, the credit crunch may lead to higher numbers of unemployment. As one of the largest and fastest growing retailers more jobs will be available with Tesco therefore helping to reduce the levels of unemployment. As Tesco is an international organization having stores in several countries, thus Tesco will be influenced by the political and legislative conditions of those countries, including European Union. Government encourages retailers to provide a mixture of job opportunities from flexible, lower-paid and locally-based jobs to highly-skilled, higher-paid and centrally-located jobs under employment legislations. Tesco employs large numbers of, students, disabled and elderly workers, often paying them lower rates. In an industry with a typically high staff turnover, these workers offer a higher level of loyalty and therefore represent desirable employees. Economical Factors: Economic factors are of concern to Tesco, because they are likely to affect demand, costs, prices and profits. On the economy side one of the most influential factor is the unemployment rate, which reduces the effective demand for many goods, adversely affecting the demand for such goods to be produced. These factors are largely beyond the control of the company, but its performance and marketing mix is profound. Although Tescos international business is still growing, but still it is highly depended on the UK market. Tesco controlled 30.8% of the UK grocery market as of May 2009 and 9% of the UK non-food retail market. The majority of its sales and profits are generated in its 2,282 UK stores, which are segmented into the following formats: Tesco Express neighbourhood convenience store that focuses on fresh products, 961 stores Tesco Metro city centre convenience store,174 stores Tesco Superstore conventional supermarket, 448 stores Tesco Extra hypermarket that serves an entire community, 177 stores Tesco Home plus and One-Stop account for its remaining stores The company also sells general merchandise through Tesco Direct; its online and catalogue businesses. Tescos strategy of following the shopper remains more relevant now than ever, and this has helped the business to move into 2010 on the front foot, following strong trading over the key Christmas period. Having increased UK sales by  £3.6bn last year, Tesco remains heavily focused on delivering growth, offering significant scale opportunities across its estate. And with Tesco now seeing signs of wider economic recovery coming through, the retailer is targeting significant growth ahead. Club card is attracting new shoppers to Tesco stores, while the proposition is being reinforced in-store as new range initiatives are developed. Add to this an ambitious expansion plan for the UK and a growing international opportunity for suppliers, and the attraction of Tesco as a retailer account grows further. Tescos has reported a pre -tax profit of  £1.6m in half year and sales were boosted by strong Asian sales. Sales growth is UK has increased by 5% in contrast to Asia in the past three months. Overall Tescos sales grew by 8.3% to  £32.9bn. (http://www.bbc.co.uk/news/business-11474282) Tesco has also announced to hire 16,000 new staffs this year, out of which 9,000 will be hired in UK. Sociological factors: The Sociological aspect of the PESTEL analysis for Tesco involves considerations such as the increase in immigration of Eastern Europeans or increase in young professionals. Change in customers taste and preferences have to be considered when carrying out strategic analysis. Current trends show that customers have begun to move to one-stop and bulk shopping, which is due to changes in society. Naturally there is always a demand for new product, hence Tesco have to offer a range of products for their customers to choose from. Due to demographic changes such as the aging population, an increase in female workers and a decline in home cooking means that UK retailers need to also focus on value added products and services. As the awareness of organic product grows customers are now buying more organic foods, TESCO has the largest share of organic product sales, selling over 1200 organic product lines. Technological factors: Technological factors which have perhaps had the most impact on Tesco have been the growth in the use of the internet. When new technologies are introduced in the business, it benefits both the customers and the company thus increasing customer satisfaction because commodities are readily available. The TESCO website, www.tesco.com is the largest online supermarket in the world. Tesco stores uses following technologies: Wireless devices Radio Frequency Identification Self check-out machine Intelligent Scale Electronic shelf labelling The use of Electronic Point of Sale (Epos), Electronic Funds Transfer Systems (EFTPoS) and electronic scanners have greatly improved the efficiency of distribution and stocking activities, with needs being communicated almost in real time to the supplier. Finch, (2004). They have capitalized on the use of online shopping and provide a delivery service through their website at www.tesco.com. Customers can now shop without physically going to the stores; hence they are able to retain this clichà © of customers who have little time to go in stores. Through the use of extranet system Tescos communication flow between the company and its business partners is very effective and hence facilitates collaborative relationship. Tescos investment into technology like wireless devices, intelligent scale, and electronic shelf labelling, self check-out machine and radio frequency identification (RFID) systems helps support smooth daily operations of the business. Environmental Factors As Tesco continues to expand its Corporate social responsibility is of a great paramount in order to meet its obligation to its stakeholders through specified regulations and corporate governance. Tesco uses fossil fuel in its transport network and also encourage its customers to make low carbon choices. In 2008, Compassion in World Farming (CIWF) awarded TESCO, the Rotten Egg Award for failing to make any commitment to end sale of eggs from caged hens. In 2004 Graiser and Scott stated that, the government had plans to launch a new strategy of reducing production waste and consumption resource in order to minimise environmental damage. Legal factors: In the current economic situation, many small businesses are not able to enter the market. Under the EU law, if there is an organization with a largest market share dominates. With this problem the quality of products and services will be compromised and thus demanding high prices. The governments policies for monopoly controls and reduction of buyers power can limit entry to this sector with such controls as license requirements and limits on access to raw materials -Mintel Report (2004), Myers (2004). In order to implement politically correct pricing policies, Tesco offers consumers a price reduction on fuel purchases based on the amount spent on groceries at its stores. While prices are lowered on promoted goods, prices elsewhere in the store are raised to compensate. Factors affecting employee productivity Ways of motivating key workers need to define motivation , talk about extrinsic and intrinsic motivation = total rewards Motivation is one of the earliest concerns of organizational behaviour. It is internal and external forces and influences that drive an individual to achieve certain specific goals. People are motivated when they expect that a course of action is likely to lead to the attainment of a goal a valued reward that satisfies their particular needs. Well motivated people are those with clearly defined goals who take action that they expect will achieve those goals. According to La Motta (1995), motivation is simply the reason individuals have for doing the things they do. In day-to-day society many different things motivate people, and that which motivates one person may not necessarily motivate another. In other words, a motivated person is always aware of the fact that a specific goal must be achieved, and would direct their effort at attaining that goal. Nel et al (2001). According to Locke (1997), motivation is determined by goal directedness, human volition or free will, and perceived needs and desires, sustaining the actions of individuals in relation to themselves and to their environment. THE ELEMENTS OF A TOTAL REWARDS PROGRAMME Armstrong and Mullin (1991) suggest four main areas that should be addressed in a reward management system. These are: Pay structures, which by combining the results of market surveys and job evaluation, define the levels of pay in the organisation; Employee benefits that satisfy the needs of employees for personal security and provide remuneration in forms other than pay which include pensions, insurance cover, sick pay and a number of other perks. Non-financial rewards which satisfy employees needs for variety, challenge, responsibility, influence in decision-making, recognition, training, career development opportunities and high quality leadership. Performance management that provides the basis for continuing as well as formal reviews of performance against targets and standards. A performance management system usually leads to the development of training and development programmes that meet the need for growth and achievement. It also leads to the design of performance-related pay systems that has an impact on bonus and incentive payments. Performance management is a strategic and integrated process that delivers sustained success to organizations by improving the performance of the people who work in them and by developing the capabilities of individuals contributors and teams (Michael Armstrong pp391). If a persons skills are not utilized up to the full, they will they will be demotivated. Tesco recently received an award from National Business awards Employer of the year when the judges declared that Tesco was voted employer of the year because its solutions were seen to be more holistic. Tesco recognizes that motivated staffs are committed to their work and hence companys performance will increase. http://www.trainanddevelop.co.uk/view_article.php?ArticleID=78 Tesco has many ways in which they motivate their workers. This has gone a long way to help them improve on their quality of services and their profits for the past years. Tesco motivates its employees through the following way: Staff Training Tesco gives training to staff, to make sure that they are competent and ready for the job. They ensure that their customers have the best services through the staff and management team. This does not only make the employee to be ready to work, it also makes them to be confident and motivated to work. So in being confident and sure of giving out the best to the customers, employees will put in their best in order to satisfy the needs of the customers. Discount for staff purchases: Employees of Tesco are given the opportunity to buy good from their super market at a discount of ten percent. This is an advantage to Tescos employees. This is done so that employees will feel recognized and been treated fairly at the work place. When employees feel that they are being treated fairly and they are happy, they turn to do their work more effectively and efficiently thus achieving the set objectives and goals of the company. Communication: Communication between staff, customers and management has to be good. This is so because it makes the employees to feel happy that their problems and opinion in the organization are important. Tesco makes sure that they have new and more open lines of communication between managers and staff, to avoid conflict and lack of flow of information. Directors and senior managers spend a week on shop floor listening to ideas and suggestions from customers and staff. This makes the employees feel better and secured at the work place. They feel happy that their ideas have got a place in management decision making, and that keeps them highly motivated. Free uniforms: Tesco gives out their uniforms to their workers for free in order for them not to think that they are being exploited or being used. Free or reduced rate health insurance: Tesco provides health insurance for free or at a much reduced rate for its employees. This makes the employees happy and confident in their employer. It indicates that their employer is concerned about their well-being and not just the work. So this makes employees to be happy and it increases efficiency in the work place. Holidays: Tesco recognizes that their employees are human beings and that they need rest as well. They respect the holidays of their employees and make sure that they are Open opportunities: Tesco gives their employees equal opportunities to be promoted when they work hard. So employees are being promoted in the organization when they put in more efforts. This makes them to work hard and feel motivated to work, because they know that after hard work comes promotion and power. By doing this productivity and efficiency and turn over increases. Bonus: Employees are given bonuses when the work hard besides their others discount they having for working at Tesco. When efficiency and productivity increases, turnover increases too. So when this happens, employees are motivated through bonuses. Competitive salaries: Company share options: This is another option that Tesco feels it motivates their key workers most especially their top management employees. The top management employees are given options to become shareholders after long years of services and hard work at Tesco. When employees of top management has reached a certain level of the hierarchical pyramid of the organization in Tesco, the board of directors gives that employee an opportunity to acquire a share and become one of them. Flexibility at work: Discount gym membership: Tesco uses this point as a form of motivation for its employees. When employees work hard, in order to motivate them, they are given a discount so that they can become members at their gym. So this makes them happy and has a sense of belongingness and they feel accepted and recognized by their employer. Appraisal systems and organizational record keeping Appraisal systems Balance scorecard: It is a method which Tesco uses to appraise its employees. It is applied to performance management system and it points out and breakthrough defects in single applications of financial indicators which measures performances of employees. The value of performance management appraisal system based on the introduction of the customers, internal business, processes, employees learning and growth and financial factors. It also controls the management system mechanism, the strategy of application, application limitations and outlook on the future of the business. Leadership: Employees are also appraised through their way of leadership in Tesco. This is done through the nineteen leadership competencies which were identified through their in-depth job analysis of leadership. Any employees regardless of their years of experience in a particular position may be put into the development phase at any time upon their request or when the supervisor suggests. Working in this particular phase, the employees focuses their energy and attention on specific leadership competencies which will help them achieve their objectives and increase turn over. Strategic evaluation: Tescos evaluation systems are performed through effective decomposition of the business strategy. This is so that each employee will clearly establish themselves in the organization under the strategy and their responsibilities; it should be more of how to take actions to ensure the achievements of objectives. So this performance evaluation system is to connect the strategic Organizational Record Keeping: Website resources record keeping: The company keeps most of their information on their website. This website is updated on a daily basis, and information is usually not removed once it is posted there. So it is one of the very safe places where records of the organization are kept for as long as possible. Document storage: Records are also kept in the form of documents that is in hard and soft copies. This documents are considered as important to the organization, then they now keep them for future reference. Document location system: There is a particular system created for storage of document, so that in case this document is needed, they do not have to go through all other documents before getting what they want. They just need to get into the system, then they will get it at once. So this is less time consuming and accurate. Conclusion References Armstrong and Mullin (1991) Child (1988), J. Organization: a Guide to Problems and Practice, 2nd edition, Paul Chapman (1988), p.531 Drucker, P.F. the practice of management, Heinemann Professional (1989), p.223 Finch, (2004) La Motta (1995) Locke (1997) Nel et al (2001) Mannud.L, (1999) Michael Armstrong pp391 Mintel Report (2004), Myers (2004) Websites http://en.wikipedia.org/wiki/Tesc

Dominique LaPierres The City of Joy Essay -- Dominique LaPierre City

Dominique LaPierre's The City of Joy â€Å"His suffering was transformed into surprise then peace, the peace that comes from being loved† (C.O.J. p. 254). In the book the City of Joy, Hasari, Mother Theresa, Stephan Kolvaski and Max Loeb all experienced the joy and helpfulness that comes from being loved. Their problems and troubles through out the book help them to understand how to make it through tough times. Examples from this book and life show that modern medicine is not always the best way to help the sick or injured. Peoples love and kindness for each other is the most valuable gift you can give someone. â€Å"This city isn’t all that inhuman† (C.O.J. p. 82). Hasari said this when he was able to become a rickshawpuller. When Pam Chander befriended Hasari he saved him and his family from starvation. Ram showed Hasari that there was a still king person in a city, that was thought of as cruel. After Hasari started his job he was able to feed and buy treats for his family. Ram and Hasari’s friendship continued to grow while working together. They also continued to help each other out in times of need. Ram Chandler not only got Hasari a job, he helped teach him about the rickshaw business and life in Calcutta. Ram showed Hasari where to get business and how to help the soreness from pulling. Another thing he taught Hasari was how to hide any illness he got. Ram also reminded Hasari how lucky he was to have what he did have. â€Å"Good old Ram, there wa...

Calibration of Volumetric Glassware Essay

Summary In this experiment, The purpose of this experiment is to investigate the measurement of the actual volume contents of volumetric glassware. In the beginning of the experiment, the volumetric glassware should be clean and dry before used. The volumetric glassware, measuring cylinder and pipette should be handled with care and all the precautions were be taken during the experiment was held. This was to ensure to avoid any errors such as parallax error especially while reading water meniscus. This experiment must be repeated three times or more and take the average reading to get more accurate data. By using the formulae, the standard deviation and relative standard deviation could be calculated. As the result, the lower the standard deviation, the higher the consistency of an instrument. Although the instrument may measure a given sample, the value might need to be altered due to various conditions and errors. Objectives The objective of the experiments was to; Calibrate a 10 mL volumetric pipette. Calibrate a 25 mL volumetric pipette. Calibrate a 100 mL volumetric flask. Calibrate a 50 mL measuring cylinder Introduction Volumetric glassware is used to accurately measure volumes. Despite all of the tools and instruments available for the use of measuring values of various data, it is impossible to measure the true value of anything. This experiment is intended to develop a person’s capacity to handle volumetric glassware. One must understand how to handle volumetric glassware to acquire  the best possible data from the equipment used in lab. Although the instrument may measure a given sample, the value might need to be altered due to various conditions. However, with practice and experience, we can reach very close to the true value, gaining the ability to measure with both high accuracy and precision. The objective of this experiment is to calibrate a 10mL burette and other volumetric glassware by calculating their correction values. By doing so, we can correct systematic errors caused by the burette’s or glassware’s values. A systematic error is an error in reading the scale when a physical quantity is being measured. Systematic errors are caused by the instrument, observer and surroundings. Another main type of error is random error. Random error is an error which occurs when the observer is reading the scale on the measuring instrument. Volumetric glassware is used to accurately measure volumes. In any given experiment, students may come across systematic errors or random errors. Random errors are not able to be corrected by a standard mean because they are not consistent. However, systematic errors are consistent and is able to be detected which allows students to correct the error that was found. So, using uncalibrated glassware will cause a systematic error. This error occurs because the volume reading given by the glassware is slightly different than the actual volume that is obtained in the glassware. In order to avoid systematic error, it important to calibrate the measuring instrument so that there is a standard value for zero which allows the measurement to be more accurate. Calibration of volumetric glassware such as burette is carried out by weighing the amount of water delivered. The temperature of the water used in the calibration must be known since the density of water changes. The purpose of this experiment is to investigate the measurement of the actual volume contents of volumetric glassware. If there is a slight variation in this instrument, it would cause systematic error and thus, the accuracy of results of an experiment or investigation would be affected. All volumetric glassware has marking on it. It is either being marked with TD or TC, which brings the meaning of ‘to deliver’ and ‘to contain’ respectively. For example, a pipette has a marking of TD, which means a pipette is marked  as a ‘to deliver’. Whereas, volumetric flask has TC as its marking, meaning it is marked as a ‘to contain’. A volumetric pipette & measuring cylinder can be calibrated by just weighing the water they deliver. As for volumetric flask, the weight of an empty flask is recorded. Next, weigh the flask after filling it with water to the mark. After that, it is crucial to convert the mass to volume. The water density at a t emperature will aid this process. The compliance of the Volume Occupied by 1.000g of Water Weigh in Air table is deemed necessary throughout the comparison. In order to obtain the true volume of volumetric glassware holds, this formula will be used. This experiment shall be repeated twice or more to enhance accuracy of the results obtained. Besides detecting systematic errors, this experiment would aid on the technique and understandings to the correct use of these equipments. Materials Transfer pipette, cleaning solution/detergent, beaker, thermometer, distilled water, top loading balance, 10ml volumetric pipette, 25mlvolumetric pipette, 100ml volumetric flask, 50ml measuring cylinder. Procedure 1) Calibration of a volumetric pipette (10ml and 25ml) a) Transfer pipette was obtained. The pipette was cleaned because distilled water does not drain uniformly. A cleaning solution or detergent was used to clean the pipette. b) An empty beaker was weighted. Then, water was filled in the beaker. The temperature was recorded at uniform intervals. c) The 10ml pipette was filled with distilled water until it reaches the calibration mark. d) Water was drained into another beaker e) The beaker filled with water was then weighted to find the mass of water delivered from the pipette. f) The following equation was used to convert mass to volume : Volume(actual) = (grams of water) x (volume of 1g of water in table1) g) Step a – f was repeated using 25ml pipette. 1) 2) Calibration of volumetric flask (100ml) a) A 100ml volumetric flask was cleaned and dried. b) The flask was weighted. Then, water was filled into the flask. Transfer pipette was used to remove the excess amount of water filled in the flask so that it exactly reach the calibration mark. c) The flask filled with water was weighted to find the mass of water contained in the flask. d) Mass of water was converted to volume using the equation above. 3) Calibration of a measuring cylinder (100ml) a) A 100ml measuring cylinder was cleaned and dried. b) The measuring cylinder was weighted. Then, water was filled into the measuring cylinder until it reached the calibration mark. Transfer pipette was also used to remove the excess water. c) The measuring cylinder filled with water was weighted to find the mass of water contained in the measuring cylinder. d) Mass of water was converted to volume using the same equation. Result and Discussion Result: a) Data 10mL pipette Trial 1 Trial 2 Trial 3 Mass of flask + water (g) 42.64 42.66 42.66 Mass of flask (g) 32.72 32.72 32.72 Mass of water (g) 9.92 9.94 9.94 Temperature (oC) 28 28 28 Actual volume (mL) 9.97 9.99 9.99 Average volume (mL) 9.98 Standard Deviation, 0.012 Relative standard deviation ,/ 0.001202 50mL pipette Trial 1 Trial 2 Trial 3 Mass of flask + water (g) 121.08 121.06 121.04 Mass of flask (g) 96.60 96.60 96.56 Mass of water (g) 24.48 24.46 24.48 Temperature (oC) 28 28 28 Actual volume (mL) 24.60 24.58 24.60 Average volume (mL) 24.59 Standard Deviation, 0.012 Relative standard deviation ,/ 0.00049 10mL pipette Trial 1 Trial 2 Trial 3 Mass of flask + water (g) 158.42 158.44 158.42 Mass of flask (g) 57.18 57.16 57.16 Mass of water (g) 101.24 101.28 101.26 Temperature (oC) 28 27 28 Actual volume (mL) 101.73 101.77 101.75 Average volume (mL) 101.75 Standard Deviation, 0.02 Relative standard deviation ,/ 0.000197 50mL measuring cylinder Trial 1 Trial 2 Trial 3 Mass of flask + water (g) 116.48 116.48 116.48 Mass of flask (g) 68.18 68.17 68.18 Mass of water (g) 48.30 48.31 48.30 Temperature (oC) 28 28 28 Actual volume (mL) 48.53 48.54 48.53 Average volume (mL) 48.53 Standard Deviation, 0.007 Relative standard deviation ,/ 0.000146 Discussion: According to the tables above, when using 10mL pipette, the actual volume delivered is 9.98mL and the standard deviation is 0.012. The lower the standard deviation, the higher the consistency of an instrument based in a physic’s book. Consistent measurements consist of readings that have little or no relative deviation among them. So, when the standard deviation is nearer to zero then this shows that the readings taken are consistent. In order to get a good accuracy, the experiments are done until trial 3. Temperature are remain consistent for all three trial for different glassware that 28 °C. This experiment expectation is that the glassware will be used to measure liquids at room temperature. Since liquids have a tendency to change volume (at the level of precision of calibrated instruments), then we want the liquid to be at the temperature we are most likely to use so that the calibration will have the most accuracy and we used water since it is thermal equilibrium in su rrounding. Another factor that may interrupt the reading is parallax error during the experiment is held. In order to avoid parallax error is the glassware must be weight for another two times. Every scale on the reading instrument must be read properly, it may reduce the fact. The eyes must be perpendicular to the reading scale on the same level as the bottom surface of the water meniscus to avoid parallax error. Besides, the weighing bottles are always being capped to avoid evaporation since it is important precaution. Conclusion Based on this experiment , we can conclude that this experiment are to study the calibration to measure the accuracy of volumetric glassware. This experiment also ensure the accuracy of the volumetric glassware for 10 ml and 25 ml pipette, 100 ml volumetric flask and 50ml measuring cylinder References * http://gula-gulakapassikecik.blogspot.com/2012/04/calibration-of-volumetric-glassware_24.html?m=1 * www.studymode.com * Lim Peng Chew, Lim Ching Chai, Nexus Bestari Physics, Sasbadi Sdn. Bhd. , 2013, Pg 18,19

Scarlet Fever essays

Scarlet Fever essays A disease caused by an infection with group A B-hemolytic streptococcal bacteria that occurs in a small percentage of people with strep throat. When we hear the words "Scarlet Fever" we often tend to think of a deadly disease that doctors have no cure from. But it is quite the contrary, scarlet fever is just a serious case of strep throat and the medication prescribed by doctors, cures within days. But the symptoms unfortunately are not very pleasant and having Scarlet Fever is not just a walk in the park. After reading up on the disease hopefully the importance of prevention and symptoms will be understood and no more cases of Scarlet Fever will creep up. Scarlet fever was once a common, that usually affects children between the ages of two and ten, disease but now is easily treatable. The organism usuallly enters the body through the mouth or nose. It is generally transmitted from person to person by direct contact. That is, from the sprays of a sneeze from an infected person, or by any indirect contact through door handles previously touched by an infected person. The bacteria produces a toxin that causes a rash that initially appears on the neck and chest, then spreads over the body. The rash of scarlet fever usually begins like a bad sunburn with tiny bumps (papules), and it may itch. The rash usually appears on the second day of a Group A streptococcal throat infection, and the incubation period for Group A strep throat is usually 2-7 days after exposure. Typically the rash begins as small red macules which gradually become elevated. The rash usually appears first on the neck and face, often leaving a clear unaffected area aro und the mouth. It spreads to the chest and back, then to the rest of the body. In body creases, especially around the underarms and elbows, the rash forms classic red streaks called Pastia's lines. Areas of rash usually blanch (turn white) when you press on them. By the sixth day of a strep infecti...