Fuck Tha Police an Analysis of the Role of Hip-Hop in the...

Plan of Investigation It is through Gangsta Rap subgenre of Hip-Hop, that the question: â€Å"What were the underlying cultural reasons for the Los Angeles Riots of 1992?† can be answered. This paper will examine rap lyrics from prominent Los Angeles Hip-Hop acts in order to investigate the deteriorating rapport between the city’s oft-biased police department and the city’s increasingly restless black urban youth, from the perspective of the latter group. These lyrics will be juxtaposed with statements various accounts of events involving racially motivated police actions, in order to assess their validity. In doing so, it is shown that hip-hop reveals the problematic culture of aggression that led to the riots-- the militant mindset of both†¦show more content†¦Angry citizens took to the streets, and from April 29,1992 to May 4, 1992, the city of Los Angeles fell victim to the most violent riots of the 20th century in the United States. During these tumultuous six days, $ 735,000,000 worth of property was damaged , 53 people died , and 248 people were critically injured14. Word Count (591) Evaluation of Sources Source: Video of Rodney King Beating, Taken by George Holliday This source is a video of Rodney King getting brutally abused by members of the LAPD. It was taken using a personal video camera by on-looker George Holliday, who sent the tape to local news stations. The purpose of the video was to capture the extreme violence that the LAPD used to subdue King, and to show this evidence to the public. The value of the video is that it played a major role in the start of the riots. The video circulated extremely rapidly, stirring up racial tensions, and increasing animosity towards the LAPD. The source is also valuable because it provides a direct look into the beating that led to the riots, allowing the viewer to make his or her own judgments of the events without the influence of any outside opinion. The video is limited because of its low resolution, which makes some of the action difficult to decipher, and also by its

Kant s Categorical Imperative For Moral Rightness Essay

Kant, the founder of Kantian ethics, believes that the moral rightness of an action is not dependent upon the consequences but rather the intentions of an action. Additionally, Kant believes in The Categorical Imperative which serves as a rubric for moral rightness. However, the implications of this principle apply to everyone and cannot be disputed1. One formulation of the principle is known as the universalization test where one must only act according to a maxim that can be willed as universal law. For example, Kant believes that under no circumstance shall someone lie. This statement can be applied to all persons and it can be rationally willed by all persons. Another formulation of The Categorical Imperative is the means-to-an-end test where humanity must always be treated as an end and never only as a means to an end2. An example of this would be a taxi driver whose occupation is the transportation of an individual from one place to another. The rider in the taxi must acknowled ge the autonomy of the driver of the taxi instead of simply viewing the driver as a means of transportation. If The Categorical Imperative can be passed, then the action is viewed as morally right. Utilitarianism is a normative ethical theory that focuses on what an individual should do, rather than what they must do. This division of ethical theory dictates an action to be morally right if the consequences of the action produce the greatest benefit for those affected by the action.Show MoreRelatedEssay on Immanuel Kant’s Non- consequentialist Ethical Theory 1369 Words   |  6 Pages1. Introduction According to Immanuel Kant the driving force behind our actions should be dictated by what is inherently good as sole consideration and not be based upon the effects of what such actions may produce such as the case in the consequentialist theory of cause. In this essay Kant’s ethical non-consequentialist theory will be briefly investigated and a comparison drawn between the two different theories in order to establish merit in employment thereof in practice. 2. Kantian Morality CentralRead MoreHappiness Is Principal Of Convincing People1502 Words   |  7 Pagesrelevant vices and that one must act in accordance with virtues in order to have a good character. Kant argues that happiness is not an appropriate gauge for one’s moral rightness, rather one must apply the categorical imperative to analyze the soundness of one’s morality. Mill argues that the greatest amount of happiness amongst the greatest number of people is the ultimate gauge for moral rightness. Los Angeles Pierce College Students attend college in an attempt to reach a goal they long for, andRead MoreKant And Mill On Animal Ethics Essay1365 Words   |  6 PagesIn this essay I will begin by explaining the overall views of Immanuel Kant and John Stuart Mill, then compare and contrast the ideas and philosophies of Kant and Mill on Animal Ethics. I believe that Kant, the deontologist, will not care as much about the duty/responsibility between humans and animals as Mill, the utili tarian, who will see the extreme importance of animal ethics. After studying and explaining the views and teachings of these two philosophers I will see if my thesis was correct,Read MoreEssay on The Golden Rule in Kant and Mills Ethical Theories1320 Words   |  6 Pagespurpose. The two most important philosophers that deal with ethics are Immanuel Kant and John Stuart Mill. Kant’s ethical theory is Kantianism or deontological ethics. Mill’s ethical theory is utilitarianism. Both philosophers’ theories have many differences; Kant’s theory deals with conduct, seeking reason for good action in duty. Mill’s theory deals with consequences and maximizing human happiness. However both Kant and Mill’s ethics relate to the important biblical principal of the Golden RuleRead MoreMoral Theories Can Help Justify The Decisions That Are Made882 Words   |  4 PagesMoral Theories Moral theories can help justify the decisions that are made. Each theory has separate viewpoints in which other theories borrow elements from. Moral theories attempt to explain what it is that makes some actions right and others wrong. These are then used as a guide to making choices. They operate at a more general level than moral or legal principles and rules. The four main groups that one should be aware of are: Utilitarian, Kantian, Aristotelian and Feminist. Utilitarian UtilitarianismRead MoreCategorical Vs. Categorical Imperative1929 Words   |  8 Pages An imperative can be described as either a requirement or an order such as an assistant manager being told to take inventory or being told by a personal trainer to do fifty squats. All imperatives, no matter what it is, can either be hypothetical or categorical. A hypothetical imperative would be defining an action to be good if there is â€Å"a means to do something else†. (Landau-Kant 93) An example of a hypothetical imperative would be to do an action in order to achieve a specific result. On theRead MoreJustified killing1476 Words   |  6 Pagesidea that the killing of an individual is morally wrong. Immanuel Kant is one of many philosophers who believed that certain types of actions including murder, theft, and lying are absolutely prohibited. Even in cases where the action would bring about more happiness then pain. According to Kant the ultimate end of the situation is not what ma tters most and what classifies something to be good or bad. Kant believed that the rightness or wrongness of an action is not determined based on the consequencesRead MoreWho Is A Soldier Refuse An Illegal Or Unjust Order?1309 Words   |  6 Pagesthe lower ranks take the position that obeying orders are a part of their duties that must be carried out, without question. There are instances when Soldiers must face virtues such as courage, which would be a principal virtue of any Soldier. One moral dilemma and a question that may arise, is should a Soldier refuse an illegal or unjust order given by his/her superiors? Some Soldiers pursuant to the dictates of their consciences, refuse to follow orders that are in direct conflict to their virtuesRead More Immanuel Kants Ethics Of Pure Duty and John Stuart Mills Utilitarian Ethics Of Justice2753 Words   |  12 PagesImmanuel Kants The Grounding For The Metaphysics of Morals and John Stuart Mills Utilitarianism Immanuel Kant and John Stuart Mill are philosophers who addressed the issues of morality in terms of how moral traditions are formed. Immanuel Kant has presented one viewpoint in The Grounding For The Metaphysics of Morals that is founded on his belief that the worth of man is inherent in his ability to reason. John Stuart Mill holds another opinion as presented in the book, Utilitarianism thatRead MoreEssay about Categorical Imperative1517 Words   |  7 PagesKant thinks that the basic moral principles of our society come from people’s rationality, and people must follow these principles unconditionally. These moral principles are the Categorical Imperative. Meanwhile, its common rules have different directions in society. To conclude these directions, it can be reflected from three different formulations. Among the three formulations, the first formulation of universal law has standout features in the maxim and the constraints about people’s behaviors

Aprendiendo Estructura de Datos Como En Primaria Free Essays

PROGRAMACION EN LENGUAJE PASCAL Subtemas : Estructuras de Control de Programas Profesor : Braulio Barrios – Marzo de 2009 ESTRUCTURAS DE CONTROL DE PROGRAMAS EN PASCAL Como hemos dicho en clase, PASCAL es un lenguaje de programacion ESTRUCTURADO, por tal razon, provee sentencias para cada una de las primitivas de la Programacion Estructurada, y son las siguientes: 1. – ESTRUCTURA CONDICIONAL CONDICIONAL SIMPLE O SENCILLO †¦ IF Expresion THEN Begin Sentencia1; Sentencia2; . . We will write a custom essay sample on Aprendiendo Estructura de Datos Como En Primaria or any similar topic only for you Order Now Sentencia N; End; ================== CONDICIONAL DOBLE †¦ IF Expresion THEN Begin Sentencia1; Sentencia2; . Sentencia N; End ELSE Begin (* Observe que NO se escribe ‘ ; ‘ Antes del ELSE *) Sentencia A; Sentencia B; . . Sentencia Z; End; ================== CONDICIONAL ANIDADO †¦ IF Expresion1 THEN Begin IF Expresion2 THEN Begin IF Expresion3 THEN Begin Sentencia1; Sentencia2; . . Sentencia N; End; End; End; 2. – ESTRUCTURAS DE CONTROL REPETITIVAS Permiten que el control del programa itere (repita) un proceso varias veces segun se requiera. Son Tres (3) las estructuras repetitivas que provee PASCAL: Repeat For, While, CICLO FOR †¦ FOR Asignacion TO Valor Final DO Begin Sentencia1; Sentencia2; . Sentencia N; End; CICLO WHILE †¦ WHILE Expresion DO Begin Sentencia1; Sentencia2; . . Sentencia N; Modificar expresion End; CICLO REPEAT †¦ REPEAT (* Observe que no require BEGIN †¦ END *) Sentencia1; Sentencia2; . . Sentencia N; Modificar expresion UNTIL (Expresion); Quiero ilustrar el uso de ciclos repetitivos en PASCAL para lo cual resolveremos el siguiente ejercicio: Escriba un programa que permita mostrar en pantalla la tabla de multiplicar del 5, asi: 5 5 5 X 1 = 5 X 2 = 10 X 3 = 15 Algoritmo1: (usando ciclo FOR) TABLA1 1 HASTA 10 Haga PARA I Escriba( â€Å" 5 X â€Å", I , â€Å" =†, 5*I) FIN PARA FIN TABLA1 Programa Pascal PROGRAM Tabla1; (* Resuelve el problema utilizando un ciclo repetitivo FOR *) USES Wincrt; VAR I : Integer; BEGIN Clrscr; gotoxy(20,5); WRITE (‘ TABLA DE MULTIPLICAR DEL 5 ‘); FOR I : = 1 TO 10 DO BEGIN WRITELN(‘ 5 X ‘, I, ‘ = ‘, 5 * i); END; gotoxy(20,20); WRITE (‘Pulse ENTER para terminar); READKEY; END. Algoritmo2: (usando ciclo WHILE) TABLA2 I 1 MQ I 10); (* Si lo desea puede omitir los parentesis *) (* Tenga en cuenta que UNTIL significa ‘HASTA’ y No ‘MIENTRAS’ *) gotoxy(20,20); WRITE (‘Pulse ENTER para terminar); READKEY; END. How to cite Aprendiendo Estructura de Datos Como En Primaria, Papers

Electricity Crisis

Question: Nepal is facing an ongoing electricity crisis. Explain. Answer: Nepal is facing an ongoing electricity crisis. The country's internal demands were not being fulfilled. The country has a potential to generate over 83000 MW of electricity from hydropower based plants (Ghiglino and Shell 2000). But currently, only about 750 MW is being generated owing to the technological and economic restrictions and lack of technical know how to implement the full power potential. Due to a shortage of full potential power, the country faced problems of load-shedding. The power outage in places for over hours impacted the daily functioning and lifestyle of the people. The sector that was more affected is the medical infrastructure (Medical infrastructure 2010). To overcome this crucial connectivity problem, the Nepal Electricity Authority in the association of Chilime Hydropower Company Limited decided to set up the Chilime Hydropower project (Technical assistance (financed from the Japan Special Fund) to the Kingdom of Nepal for management reforms and efficiency i mprovements for the Nepal Electricity Authority 2000). The project was to be set up in Rasuwa district. The type of the project would be "run of the river" type of hydroelectric plant. The dam which is 3.25m wide and 13 meters in length was constructed on the Bhote Kosi River. The plant is placed of 133 kilometers far from the national capital of Kathmandu. The plant was the first hydropower project in the country that was entirely funded by the public (Currie 2011). After being commissioned into service, the plant generated 22.1 MegaWatt of power per month. The plant was commissioned on August 25, 2013. The Chilime Hydropower Company was incorporated in 1995, and the construction started from the month of April 2006. Construction of the project finished after seven years. The annual production of the plant is 132.918 Giga Watt Hours. The total cost of the project was valued at 35 million dollars. The Chilime Hydropower Company Limited had a permanent objective throughout its tenure of inception and completion of the plant. Its aims were to utilize resources optimally within the country. The stakeholders of the project are Nepal Electricity Authority having equity of 51 percent, the Federal Government of Nepal, the people of the district of Rasuwa and the general public (Phillips and Freeman 2010). The people of Rasuwa had a stake of 10 percent in the project. The Chilime Hydropower Company Limited sells the electricity it produces to the NEA at PPA price. The plant has highly advanced state of the art machinery which generates 13.8 percent more power than anticipated during the monsoon season. While the company was installing machinery, the technical consultants emphasized the need to install hydraulic machinery, which would increase the lifetime of the main production equipments (Technical training: a job for the specialist consultants 2006). Till date, since the plant started production, apart from minor servicing of equipment, the need for major repairs ne ver arose. The secondary objective of the company, since its inception, has been to empower the local community and improve their quality of life, to create a competitive market, and to maximize the wealth of shareholders and produce good returns on their investments (Adamek 2001). Broad spectrum objective of the project The primary goal of the plant is to provide and increase the reliability of the country's power grid. The main focus is to reduce dependability on foreign powers for energy imports. There is the impetus to reduce the carbon footprint of the country from electricity generation from conventional coal-based non-renewable plants. There is considerable focus on developing the potential of Chilime Hydropower Company Limited in raking up its efforts to produce electricity to its full potential (Stratis and Salvesen 2002). The other impetus is on driving the local economy of the region in a manner which is both sustainable and ecologically viable. The secondary objective is to minimize the energy crisis being faced by the country. The tertiary objective of the project is to do minimum harm to the ecology of the environment as possible (Hynes 2008). Project summary and detailed analysis of promised objectives Chilime Hydropower Company Limited (CHCL) had been successful in setting a benchmark of a company offering hydropower and has proven Nepal's worth in developing and operating hydropower plants efficiently and all by itself (COPESTAKE 2006). The company has been successful in proving that Government backed, and aided projects can be efficient and profit-making as well. The company has been able to fulfill its promise and currently generates 22.1 MW of electricity. The annual production rate has surpassed 130 GWh capacities and now producing 132.918 GWh of electricity. The efficient machinery and servicing of existing equipment have garnered increased production of 13 per cent of electricity during the monsoon season. So the company has been able to integrate the central power grid of NEA with its individual output and aided in producing the required available capacity to sustain profit making opportunities. As the secondary objective of developing the region's infrastructure is concer ned; if one visits Rasuwa district, it would be immediately imminent that the project had been able to garner a lot of local support and enthusiasm. One will find people enthusiastically discussing the plant when asked about CHCL. People in the district are so proud to be part of the project that they can be seen boasting of their towns modern amenities and superior connectivity (Study looks at integrated aluminium and hydropower project 2009). The CHCL had spent a considerable sum of money in holistically developing the local infrastructure. The project had garnered a lot of support from the local communities, who were initially reluctant in parting with their cultivated lands. The CHCL had to displace 62 families who had lost their livelihood due to the construction of the plant on their family tilling the land. The CHCL had compensated the families and brought the land at twice the market rate for the bereaved families. Now excluding the compensation amount paid by CHCL, the pers ons displaced had been inducted into the plant as employees. So the company had been able to fulfill its promise of developing the region's infrastructure. The tertiary objective of damaging as little of the environment as possible while undertaking construction of the project has also been taken proper care of. The engineers overseeing the construction of the dam over the river Bhote Kosi undertook the challenge to run a proper Environmental Impact Assessment, although the results were skewed, they undertook another EIA and came up with satisfactory plans to do minimum damage to the local flora and fauna (Adamek 2001). While the plant was being constructed, they relocated the oldest trees of the proposed site to safer areas. Stakeholders analysis and their engagement The stakeholders of the power plant namely NEA (which has 51 per cent equity), employees of NEA and CHCL (who garners 25 percent of the equity), the general public (which has 14 per cent stake) and the residents of Rasuwa district has a stake of 10 per cent equity. The stakeholder's fund had been utilized and not abused as indicated in the audit reports over the years in the operation of the plant (KoÃÅ'ˆrner 1995). That is the first project in Nepal that was funded entirely by the public.The public has been reaping the harvest in stocks invested over the years. Gross income although has decreased in the last two fiscal years, which is mainly due to a decrease in the rate of interest. But sales had been increasing in the last two years. The stocks are expected to reap the harvest in the long run So, the utilization of resources of public funds were entirely justified. The general local population has been inducted into the plant which is a boon for the local economy and job pros pect of the youth of the region.The stakeholder's expectation and concerns were duly mitigated by the CHCL throughout the tenure of the project. The CHCL had set up grievance cells for all concerned bodies and had maintained full contact with the entire concerned stakeholders. Management of the scope and technique of the plan The process contains tools and techniques of Scope Management to ratify changes and draft policies of the plant, the engineers had drawn up Environmental Impact Assessment reports. The plant Management authorities had drawn up blueprints in coordinated efforts to redress the grievance in any section of the implementation of the project (Leach 2005). The objectives of the company and the plant were made in writing and made available to all sections of the concerned parties. The objectives were transparent and known to all personnel implementing the plant construction. These steps ensured coordinated efforts from all the stakeholders, and they were engaged in the process despite various challenges. Integration of various phases and components of the project lifecycle Like all projects, this power plant project had the current four lifecycle phases. The initiation phase was initiated by the Chilime Hydropower plant limited and NEA. They drafted key policies and carried out preliminary tests and surveys and jointly ratifies that they intended to make the best run hydropower project in the country (Means and Adams 2005).The second phase of planning saw coordinated efforts between governmental agencies and local public representatives coming together to work out a viable plan to set up the project. Detailed project reports were prepared and reviewed. After consideration of the DPR and the analysis of stakeholders, the Authorities gave a go ahead to the CHCL for building the Chilime Hydropower plant on the river Bhote Kosi.Execution phase saw engineers being drafted from reputed engineering companies with a worldwide presence. The local consultants joined hands with Chinese counterparts in overseeing the construction of the project. The project had fa ced uncertainties over land, labor and dangerous, inhospitable roads. The heavy monsoons coupled with landslides delayed the procurement of raw material and supplies. There was a further suspension of work due to the involvement of political parties in an unionized labor culture. The issue had to be resolved amicably by paying donations to the leaders to address the conflict. Overall, the project was delayed and was completed one year behind schedule (Ebeling et al. 2002).The closeout phase saw the plant being commissioned into service and the operation personnel entering the premise of exploitation. The production started on August 25, 2013, 7 years after it was initiated. Execution and implementation In this phase project manager deliver the physical project for signoff. The civil engineer started the construction work. This phase was very important for the project because this phase takes longer time period than other phase. This phase the project manager manage the time cost, quality and risks. The task were divided to the different team member for execution but there was a lack of coordination and communication between the project manager and engineer as well as the project manager and the sponsor of the project which delay the project by 2 years. The of construction work of a project were divided into different activities like construction of intake, Channel, fore bay tank, penstock, powerhouse and turbine.During execution the construction face the problem of budget for purchasing the material. During construction work poor geological condition delays in the tunnelling work due to poor rock quality. The project team was expected 62% good rocks and 38% poor rock at start but a ctual condition turned out to 80% poor rock and 20% good rock. To address these problem CHCL brought international tunnelling expert from china to accelerate the drilling tunnel which included change the previous methodology. Project faced the technical problem not in the tunnel but also experienced in the construction of power house due to land slide and wall collapsed occur. There was also unexpected challenges arise while installation and commission of the electro-mechanical equipment and the transmission line for evacuation of the power built by power grid was delayed. Closeout Even though the project was not completed on specified time and budget the project was able to complete the project and handover the project on August 2013 to Chilime Hydro Power Company limited. The Activities were completed by transferring the data, defect liability, commission and evaluation were done (Employer's liability (defective equipment). A bill to make further provision with respect to the liability of an employer for injury to his employee which is attributable to any defect in equipment provided by the employer for the purposes of the employer's business ; and for purposes connected with the matter aforesaid 2007). The company has paid all the remaining money to the construction company at the time of handover. Even though this project of Chilime Hydropower Company limited was completed late and over run the time and budget we can say this project is successful project of the Chilime Company and for the nation as well. This project contributed the development of the econ omic and social aspect of the local resident and nation people by supplying electricity and helps to minimize the loads heeding problem facing by Nepalese. This project is successful because this project generated 13.8% more MW electricity than the estimated (North West Midlands Joint Electricity Authority Provisional Order. A bill to confirm a provisional order made under section one of the Electricity (Supply) Act, 1922, relating to the North West Midlands Joint Electricity Authority 2007). The financial position of this company is also sound and investor are getting higher investment return from this project. Overall we can called this project as a successful project for entire stakeholder and the nation.The main objective of this project is to generate 22.1 MW electricity power and supply to the Nepal Electricity Authority (NEA). The product is completed and deliver the product but project was over run and take more than 1 year time to complete than expected schedule due to proc urement, infrastructure facilities like unsuitable road, facing the problem from environment in monsoon season like landslide which block the vehicle to supply the material. Strike from trade union in the name of political parties, donation etc. delayed the project schedule which negatively effect on the budget and increases the cost of construction from AUD35 million to AUD40 million (Van Hanh 2002). After completion the project deliver the qualitative product to the general people and the sponsor and meet the requirement of the stakeholder. Although this project helps to increase the living standards of local people and minimizes the load shedding problem facing by Nepal it has negatively impact on environment which causes the land slide, earthquake, flooding etc. Chilime Hydropower Company limited provides around 3000 employment opportunities to the local people. The project has also invest money on local health and educational sector by construction 2 health post in the village and providing 5 ambulance to the local hospital. This project also funded the money on constructing the primary school for the villager which helps to increase the living standard of people. Currently NEA operates about 757 MW electricity which is lower than the actual demand. The current demand of the electricity is 950 MW. People of Nepal are facing the problem of daily load shedding which has negatively impact on socio- economic sector of Nepal. Therefore Chilime Hydroelectric plant has contributed 2.92% of total electricity operated by NEA to minimize the electricity crisis (Hydroelectric plant employs FRP pipes 2007). Hydropower project create a job opportunities and also helps for irrigation of land for economic development of the nation(Urban et al. 2012). Compare and contrasting of sources The sources of all information are from legitimate journal publications of Nepal Electricity Authority. All information cited in this literature has appeared in the Annual Report of NEA. Besides that, this literature can be used as a further guide of research on this project. This information regarding financial and production related terms appeared in the CHCL Annual Convention Report. This literature is conclusive in the nature that it has compared and contrasted varied literatures on the subject of Chinese Hydropower ambitions in occupied Tibet. The other relevant sources that were used as references were available at physical libraries across Nepal. Justification of overall outcome This project adversely affected the environmental sector of Rasuwa district resident. The construction of dam for this project cause land slide, earth quake. This also effect on the fertile land. The company had acquisition of 50 hectare of land from the local land by which they lose their farm and business. While construction work, the company made a 10 Km road for vehicle access to the site which need to cut the trees. Due to construction work people loss the forest and create the decline in crop and livestock. It adversely affect on social lifestyle of local people by displacement of which increases the deforestation(Shao, Li and Yuan 2012).The overall outcome from this project is satisfactory. The outcome rating is good on the basis of high sustainable achievement and high relevance of the project development and the efficiency robust the economic return and social development despite the overrun of time and budget.Lesion learnedThe following are key lesion learned from the proje ct are mentioned below: Coordination between the different stakeholder like NEA, CHCL, Construction Company and local resident is the key to managing the project challenges. It is essential to build the trust to the local community people through regular communication, coordination and interaction. Implementation, monitoring and controlling are difficult but very crucial for complex project like Hydropower. The challenges in project occur but there need to be system in place to ensure that other activities progress continuously even though the management are facing the other problem. Conclusion Chilime Hydropower Company Limited achieved the physical objective of the project with degree of success. Even though the project was completed 2 years late due to several reason like obstacle from the local resident, political parties, lack of material and equipment, strike from the trade union. Successful coming over the major construction difficulties was not possible without the open and innovate collaboration between the Chinese construction company, NEA and CHCL. The cost of the project increased to AUD35 million which is about AUD5 million more than estimated budget due to increase in raw material cost and delay in project schedule. Change in schedule affected the different activities of civil construction. At present the plant is running smoothly and company has not needed the major repair on plant. The plant is generating 13.8% more than the expected electricity on monsoon season. The financial position of the company is also sound. Investor are getting good return from thei r investment. The major emphasis of this project is provide electricity to the NEA to meet their internal power demand so that NEA can supply the electricity to the general public. CHCL operation plan for this project is fully based on computerized system of planning, executing and monitoring controlling of the plant operation and maintenances. The successful completion and operation of this project motivate the CHCL to construct the new hydroelectric project. Due to successful operation of this project CHCL are now constructing the Sanjen hydroelectric plant which is 42.5 and Sangen upper hydroelectric plant which is 14.8 MW capacity project in the name of Sister Company Sangen Jalavidut Company Limited. This project is expected to complete on December 2016. CHCL successful operation on Chilime hydroelectric plant provide the detailed planning, executing, monitoring and controlling operation carried out on Sangen project. References Nepal Electricity Authority 2016, Energy Sheet: History of Hydropower electricity, viewed 03 July 2016Shao, A., Li, Z. and Yuan, Y. 2012, Environmental Effect of Large-Scale Hydropower Project - A Case Study in Three-Gorge Project of China. AMM, 212-213, pp.1020-1024.Urban, F., Nordensvard, J., Khatri, D. and Wang, Y. 2012, An analysis of Chinas investment in the hydropower sector in the Greater Mekong Sub-Region. Environ Dev Sustain, 15(2), pp.301-324.Baar, J. and Jacobson, S. 2004, The Keys to Forecasting-#2 Work Breakdown Structure. American Association of Cost Engineers, 46(3), pp.12-14.Adamek, K. (2001). Numerical modelling of flow in systems of production machines and equipments. Letnany, Czech Republic: Information Centre for Aeronautics.COPESTAKE, P. (2006). Hydropower and environmental regulation - A Scottish perspective. Ibis, 148, pp.169-179.Currie, S. (2011). Hydropower. San Diego, CA: ReferencePoint Press.Ebeling, R., Hall, R., Yule, D. and Chowdury, M. (2002). Seismic s tability of St. Stephen Hydropower Plant, South Carolina. [Vicksburg, Miss.]: US Army Corps of Engineers, Engineer Research and Development Center.Employer's liability (defective equipment). A bill to make further provision with respect to the liability of an employer for injury to his employee which is attributable to any defect in equipment provided by the employer for the purposes of the employer's business ; and for purposes connected with the matter aforesaid. (2007). Cambridge [England]: Proquest LLC.Ghiglino, C. and Shell, K. (2000). The Economic Effects of Restrictions on Government Budget Deficits. Journal of Economic Theory, 94(1), pp.106-137.Glasson, J., Therivel, R. and Chadwick, A. (2005). Introduction to environmental impact assessment. London: Routledge.Hydroelectric plant employs FRP pipes. (2007). Reinforced Plastics, 51(9), p.6.Hynes, P. (2008). The electric power grid. Ann Arbor, Mich.: Cherry Lake Pub.KoÃÅ'ˆrner, M. (1995). Expenditure. [S.l.]: [s.n.].Leach, L. (2005). Critical chain project management. Boston: Artech House.Means, J. and Adams, T. (2005). Facilitating the project lifecycle. San Francisco: Jossey-Bass.Medical infrastructure. (2010). Washington: U.S. G.P.O.North West Midlands Joint Electricity Authority Provisional Order. A bill to confirm a provisional order made under section one of the Electricity (Supply) Act, 1922, relating to the North West Midlands Joint Electricity Authority. (2007). Cambridge [England]: Proquest LLC.Phillips, R. and Freeman, R. (2010). Stakeholders. Cheltenham: Edward Elgar.Stratis, H. and Salvesen, B. (2002). The broad spectrum. London: Archetype.Study looks at integrated aluminium and hydropower project. (2009). Pump Industry Analyst, 2009(5), p.4.Technical assistance (financed from the Japan Special Fund) to the Kingdom of Nepal for management reforms and efficiency improvements for the Nepal Electricity Authority. (2000). [Manila, Philippines?]: Asian Development Bank.Technical training: a j ob for the specialist consultants. (2006). Strategic Direction, 22(4), pp.24-25.Van Hanh, N. (2002). Environmental protection and compensation costs for the Yali hydropower plant in Vietnam. Tanglin, Singapore: Economy and Environment Program for Southeast Asia.

Eliminating Demonstrated Interest

The mission of Carnegie Mellon University includes the cultivation of a diverse community. All throughout our campus there are examples of this commitment though initiatives such as the recent creation of our Center for Student Diversity and Inclusion, among many others. With this responsibility in mind, our undergraduate admission process is shifting to focus more on diversity and inclusion of all populations by reducing or eliminating advantages that have been inherent in certain aspects of the admission process. The goal is to provide a more equitable, level playing field where all segments of our applicant population have the same opportunity in the admission process. Were eliminating demonstrated interest as a consideration in our admission paradigm. Well no longer encourage supplementary submission of materials, including resumes, research abstracts, writing samples, multimedia demonstrations of talents, and maker portfolios. Going forward, were no longer offering alumni interv iews in advance of admission decisions and are refocusing alumni efforts to connect with admitted candidates instead. Our on-campus interviews are no longer evaluative, but rather are counseling sessions to help students align their interests with our programs. Weve changed our long application essay to a series of short essays to better understand student context, unique talents and interests as well as special considerations which candidates would like to bring to our attention. Yet even with these impending changes, theres more work needed on our part to achieve a more inclusive process. Issues surrounding standardized testing, for example, are complex in a research university like ours, and while we’ve lessened our SAT subject test requirements we’re hoping there is more we can do. All told, were working hard to change our process in a more inclusive direction. Our changes extend to our waiting list process as well. Like many other institutions, we are inundated with demonstrations of continued interest and additional recommendations, mostly from well-resourced or well-advised applicants. Though we dont request any at all, students write letters of continued interest, send us more recommendations, send projects, visit our campus to make their case in person and also have anyone with any perceived influence make phone calls to lobby and advocate for them. Our waiting list process is designed to give everyone who is interested in remaining on our waiting list the opportunity to respond about their uniqueness by sending us a paragraph at the appropriate time, only when we know there are additional places to fill. No letters of continued interest, extra recommendations, expectation of campus visits, lobbying efforts †¦ nothing but a paragraph. Information about the paragraph is included in the information made available to all students off ered a place on our waiting list when admission decisions are rendered in March. Weve not provided the exact topic in advance since we have wanted to avoid having students work on it needlessly in the event we werent going to admit candidates from our waiting list. These are fairly significant changes for us. We’re learning that the journey to a more inclusive and equitable process that eliminates unfair advantage to some is certainly not convenient or easy. It’s uphill work †¦ but work worth doing. In honesty, we’re learning it may take many trials before ultimate success. We believe these changes are important steps to move our process toward eliminating unfair advantage and making it more inclusive and equitable for all. Michael Steidel Dean of Admission Carnegie Mellon University

Jay Leno Book Review essays

Jay Leno Book Review essays The book I read was "Leading With My Chin". The author is Bill Zehme. I enjoyed reading this book because of its excellent detail. I would definitely recommend this book to someone that is a Jay Leno fan or like to laugh a lot. This book talked about Jays past and all of the things he has accomplished in his long and fun filled life. It explained all the things that he did right and all the things that he did wrong. It talked about things that he would never say on television like his real name. I learned some things about him that I never knew. It also talked about his family and how he met his wife Mavi. He also talked about kids. And he said that he doesn't have any because he can't give them any attention. My cousin also has read half of the book and thoroughly enjoyed what he has read so far, and he is very anxious to finish the book. If I had to rate this book out of ten I would give it a nine because of its excellent details and humor. ...

Diseases among Elderly People Essay Example | Topics and Well Written Essays - 2000 words

Diseases among Elderly People - Essay Example thromboxane A2 that promotes a cascade of events leading ultimately to clot formation. Increased homocysteine levels affect the inner lining of the arterial wall, and thus have long been implicated in the causation of thrombosis (Scott, J. and Weir, D., 1996). In fact, increased homocysetine levels associated with syndrome of homocysteinuria are acknowledged to be a cause of intravascular thrombosis. It has been observed that plasma homocysteine is normally converted to methionine co-factored by folic acid correlates in the body. When this reaction is impaired due to deficiency of cobalamine; since cobalamine regulates folate metabolism, it is deranged leading to elevated homocysteine levels (Mayer, E.L., Jacobsen, D.W., and Robinson, K., 1996). High plasma homocysteine, thus, will predispose to increased thrombosis, although it is not yet known whether hyperhomocysteinaemia due to folic acid deficiency predisposes to thrombosis or alters its response to treatment (Welch, G.N. and Loscalzo, J., 1998). This proposal aims to study the effect of folic acid on the elderly in terms of risk of coronary artery disease as relevant to prevention of thrombosis in preexisting atherosclerotic heart disease in terms of incidence of myocardial infarction (Bots, M.L. et al., 1999).Increasingly, healthcare is focusing towards prevention of disease rather than treating it after the catastrophe happens. Coronary artery disease manifested by acute myocardial infraction is one of the most common diagnoses in developed countries throughout the world. The mortality rate of the disease is 30% with over half the patients expiring even before they are able to reach the hospital. Survival from a heart...Research nurses will screen the medical records and exclude patients who have a history of coronary heart diseases or patients who are taking drugs known to interfere with folic acid, or taking vitamin supplements containing folic acid. Patients will be eligible for inclusion if aged 65 years or more and if their medical histories include two or more of the following conditions: diabetes, hypertension, hyperlipidemia, obesity or smoking. All eligible individuals will receive a letter from the hospital explaining the study, followed by a telephone call inviting them to attend the first visit and instructing them to fast from midnight the night before the visit. At the first visit, all baseline measurements will be taken. Research nurses will take general information, such as, name, age, sex, phone number, address, smoking history, marital status, socioeconomic factors, and the names and phone numbers of two or three friends or relatives who always know how to reach the participants. Drugs history including aspirin or other anticoagulants, antihypertensive, anti-angina, and lipid-lowering drugs will be reviewed. Study procedures will be explained to all subjects. Subjects who are unlikely to complete follow-up due to plans to move or due to disease likely to be fatal within 4 years, or unwilling to participate will be excluded from the study. Ethics: All subjects will be explained the study protocol, and a written informed consent will

Hume Of the Standard of Taste Essay Example | Topics and Well Written Essays - 1000 words

Hume Of the Standard of Taste - Essay Example In this essay, I first of all, purpose to discuss what Hume proposes to be the condition for beauty. Secondly, I will demonstrate how an object can be termed as either beautiful or not, based on the proposal. In addition, I will analyze the factors that motivated this proposal by Hume, and lastly, examine whether there is sufficient reason to support Hume’s proposal. What is the condition for being beautiful? Hume is of the opinion that for something to be beautiful, then it must be able to have durability, uniformity, and generality in admiration (I.XXIII.12-13). For example, an object that has been around for many generations and withstood the criticisms leveled against it can be said to be truly beautiful. However, an object that was once considered beautiful but has since faded into history cannot be termed as beautiful since it lacks durability. In as far as general admiration is concerned; a beautiful thing tends to gain appreciation from people of multiple cultures all over the world. From Hume’s point of view, the observer’s mind must be at an ideal state of serenity and free of external hindrances and prejudice, while judging the beauty of an object (I.XXIII.11). In addition, Hume states that the observer must also pay very close attention to the object by focusing all thought on the object in order to study its finer details (I.XXIII.11). How does a beautiful object differ from one that is not beautiful? At the outset, Hume seems to agree to the fact that the beauty of an object only lies in the eyes of the observer. For example, Hume writes that a man of sense in as far as arts are concerned is more likely to differ with a man who has no sense of art, concerning the beauty of an object (I.XXIII.23). Similarly, according to Hume, a young man is more likely to consider tender and affectionate images as more beautiful (I.XXIII.30). On the other hand, Hume writes that an old man may find beauty in philosophical and wise teachings tha t teach on the value of life (I.XXIII.30). In Hume’s opinion, beauty can only be achieved if the human mind is free of all internal obstructions and external hindrances. Drawing form these expressions, it is clear that Hume perceives beauty as not stemming from the qualities of an object, but by the capacity of the object to stir up certain sentiments in the observer. Hume gives the example of how two of Sancho’s kinsmen were asked to give their opinion regarding the excellence of a hogshead (I.XXIII.16). Everyone knew that the wine was of superior quality, yet, when the two men tasted it, although both agreed that it was good, one noted that there was a bit of leather taste in it, while the other one noted that there was a silver taste in the wine. Hume goes on to narrate that the two men were ridiculed for their judgment, yet when the hogshead was emptied, therein lay an old key tied ton a leather thong (I.XXIII.16). In reference to this example, it is clear that alt hough people may unanimously decide that something is beautiful; there are critics who may find flaws by carefully studying the object under observation. What is Hume’s motivation for his proposal on beauty? Firstly, Hume tends to draw his motivation for proposing that beauty is an effect on the mind from the fact that beauty is valued by everyone, while ugliness or deformity is usually a repulsive characteristic. Nonetheless, different people have different opinions regarding which objects are beautiful and which ones are not. Secondly, from Hume’

A Comparison of Young Goodman BrownandMy Kinsman, Major Molineux Essay

A Comparison of Young Goodman BrownandMy Kinsman, Major Molineux - Essay Example 171)†. It is certainly given an important place amongst all his works and the story itself can be seen as an allegory to represent the cultural changes which were coming to the country at the time the tale was written. The protagonist i.e. Robin, has to accept his loss of innocence and his coming of age much as the culture during Hawthorne’s time was undergoing changes. The change is also reflected in the world in which the story is set since everything appears to new and shining. Even the clothes of the common people are described as, â€Å"Embroidered garments of showy colors, enormous periwigs, gold-laced hats, and silver-hilted swords (Hawthorne, 1851, Pg. 1213)†. While the city streets had a modern culture, Robin was following the things he had learnt from his comparatively backwards environment. Hawthorne describes the contrast that Robin saw by saying, â€Å"Traveled youths, imitators of the European fine gentlemen of the period, trod jauntily along, half dancing to the fashionable tunes which they hummed, and making poor Robin ashamed of his quiet and natural gait (Hawthorne, 1851, Pg. 1213)†. This difference is only one of the ways that the journey pushes Robin into growing up and as discussed by Pearce (2001), â€Å"as we might expect in the case of a boy from the village wandering into Hogarths London, he is obliged to resist the entreaties of a lady of the evening (Pearce, 2001, Pg. 19)†. This representation of Robin in a place which is quite gaudy and more or less frightening is taken by Bermer (1981) to be a representation of all America since the country itself was trying to come to terms in â€Å"dealing with urbanization and industrialization (Bermer, 1981, Pg. 49).† Robin is quite taken by what he sees but is also in conflict since he is quite uncomfortable with the society he sees. In fact, this position of Robin becomes the primary message of the story and this idea is supported by by Herbert (1991) who says that, â€Å"My

Market analysis and management of Liberty Cinema

Market analysis and management of Liberty Cinema At the liberty cinema, the customer comes to the location in order to get the move entertainment, since the customer has to be physically present to experience the movie on the theater screen. The geographical cinema is conveniently located at No 35, Dharmapala Mawatha, Colombo-3. This location is very convenient since it is in the heart of Colombo making it easily accessible for all the customers from Colombo as well as out of Colombo. (Service schedules) Speak about time, only geographical location is mentioned People According to Lovelock and Wright (2002) people mean customer and employees who are involved in service production and provision, and many services depend on direct personal interaction between customers, firms and employees. The nature of these interactions strongly influences the customer perception of service quality. Customers often judge the quality of the service they receive largely on their assessment of the people proving services. From a cinema customer expect standard service, value for money and so on. On the other hand the employees need to enhance their profitability by satisfying customers fully. The targeted groups of customers for liberty cinema are mainly teenagers between 16-24 years of age, children under the age of 16 and families and therefore they screen cartoons, fictions and actions movies (English and Hindi only) in order to cater to their target market well. They screen these movies along with the worldwide release dates in order to cater the desperate customers well in advance. As you can see from the diagram, Liberty Cinema employees 17 staff that are recruited by the firm and 2 security officers from an outsourced company. Special training has been provided to the technicians to overcome any interruption .All employees are highly motivated and their efficiency can be easily seen on highly crowded days. Speak about front stage and Back stage employees in the organization try to divide employees The success of marketing a service is tied closely to the selection, training, motivation and management of people (Payne, 2001) Physical evidence According to Lovelock and Wright (2002) and marketing terminology glossary Physical Evidence refers to visual or other tangible parts or clues that provide evidence of service quality and performance which customers can actually see or experience when they use a service. (http://www.mshmgi.com/glossary,P,Physical+Evidence.html) (Lovelock and Wright, 2002 (Offline), Principles of Service marketing and management, Second edition) Or This is the service firms physical environment where the service is created and where the service provider and customer interact, plus any tangible elements that are used to communicate or support the role of the service. (the essence of service marketing, series editor: adrian buckley, author: adrian payne,2001) In this service which is the film entertainment the visual or the other tangible clues that provide evidence of service quality and performance comes in a number of various ways. The Paper works such as invoices which are given when advance booking is made by visiting as well as the e-mail when booked over the internet and tickets provided before entering the cinema hall, furnishings of the interior cinema and seats, Internet WebPages (www.eapmovies.com), uniforms of employees (the employees wear black color trousers and orange t-shirts with the name EAP movies printed on left pocket), the building, the advertisement provided in newspapers and websites and so on. Speak about Create and maintain physical appearances Buildings/landscaping Interior design/furnishings Vehicles/equipment Staff grooming/clothing Sounds and smells Other tangibles Manage physical cues carefully- can have profound impact on customer impressions Product All the components of core and supplementary products that create value for customer Core product and supplementary products of Liberty Cinema Core product In service marketing, product refers as a service. product must be unique from competitors because when customers approach to service organization customers must feel no other service providers offer such features, Libertys core service is entertaining customers so their core product Is movies, especially shows latest Hollywood and Bollywood movies, particularly U rated movies, Liberty targets only Family movie. Supplementary product Supplementary product is additional service, that is delivered during the core production process in order to enhance the core product value and make customers to feel more convenience, Liberty is a one of the best cinema hall in Colombo that provides supplementary services that are Car park (outsource) Snack shop Comfortable seats Air condition Reservation State of the Art Surround Sound System It is apparent is a cinema hall cannot have many other supplementary services however, Liberty provides necessary additional requirements. Other types of products Expected product Expected product (service) is directly links to Core product, Expected product, is customers expectation on the core product. Customers expectation entertainment movies, if customer is not satisfied shown movie. Lets say Two movies are released X and Y and liberty shows Y movie but customers expectation is X movie definitely that will ruin Libertys reputation and profit. Therefore, not only Liberty but also other Service organizations must consider customer expected product. Productivity and Quality Efficient and effectiveness in Service Productivity Better Service productivity is the degree to which organizations reduce input and increase output that is the existing trend in service sector this will help to increase profitability so as Liberty Follows this concept. Productivity can be easily seen when present at the cinema. The staff is highly efficient and productive, helping keep the environment clean and having the viewers enjoy the movie with maximum clarity and quality. Due to this success, Liberty Cinema enjoy houseful shows every time a box office movie is released, which earns an average revenue of Rs 600,000.00. In terms of productivity, Liberty Cinema employees 14 staffs and manages motivate them to gain their potential output. The premises is kept clean after every show so that everyone is able to enjoy. Customer driven approach productivity used in Liberty cinema Changing the timing of customer demand Liberty Cinema, tries their best to cater to the growing demand. They only provide the latest movie and they try their maximum to shows movies on simultaneous release all over the worlds. Example : Raavan was released simultaneously with the world wide release. Robin Hood is delayed due to the growing demand for the movie Eclipse. Involving customer more in production Customers involvement is huge during service production because they have to do all the task to get the service, technologies introduced to reduce the involvement of employees For E.g. Customers can get information such as show time ,place and can reserve tickets from Libertys website, Eticketing or can reserve ticket within a minute using Dialog SMS. Customers willing to server by themselves than others so as liberty follows this concept. For e.g. self-service pumps have increased gas station productivity (book) These factors shows Liberty currently involving improve productivity in order to unique among competitors. Service Quality Liberty Cinema enjoys to be the best state of the art modern theatre, its only competitor is also managed by their parent company that Savoy Cinema. Customers always compare the service with other competitors, when quality is below than competitors that shows poor service quality. Analyzing Libertys service quality dimension Reliability At the liberty cinema there 17 staffs including a manger, they works as a team to provide service accurately without any delay that is what customers always expect. In addition, it is a cinema hall so complete operation is depends on back stage staff, for e.g. they have three operating staffs, an accountant to keep organization finance record. Tangibles Liberty Cinema has been recently undergone refurbishment to give a modern touch. The exterior is more of a classic theater and interior is cozy making the viewer to enjoy the movie. The seats of highest quality and is placed and arranged to provide a clear view of the giant screen. Responsiveness and Empathy Liberty shows movies on time, but customers mostly need to wait to get tickets but they can book in advance by Email/Dialog SMS and can obtain the ticket in less than 2 minutes. Assurance To have good relationship with customers Libertys front stage people are ability to speak fluently in three languages and they are very polite with customers, and backstage staffs well trained to perform services for E.g. To be a Libertys main operator needs minimum two year experience as a co operator. Liberty should improve and maintain quality in order to acquire benefits in long run. Price http://www.eapmovies.com/internal/rates-and-show-times/ Management team tries their best not to vary the price of the ticket depending on what movie you watch. Since, there is less crowd attendant the cinema on weekdays; the management has reduced the ticket prices by Rs 20.00. They believe that this is successful to some extent. Marketers must recognize that customer outlays involve more than price paid to seller Traditional pricing tasks: Selling price, discounts, premiums Margins for intermediaries (if any) Credit terms Identify and minimize other costs incurred by users: Additional monetary costs associated with service usage (e.g., travel to service location, parking, phone, babysitting, etc.) Time expenditures, especially waiting Unwanted mental and physical effort Negative sensory experiences Promotion and Educational Liberty Cinema collaborates with other firms for its promotional campaign. Liberty Cinema uses the following Media for their promotional activities. Radio they collaborate with leading radio station and give away movie tickets to lucky winners. Paper Every weekends in all leading newspapers, Liberty Cinema gives away tickets to winner for question that are based on the current movie that is showed at the cinema. TV- With the help of the sister company Liberty Cinema promotes their movies on Swarnawahini providing review of the movie also promoting their service. Facebook Fan Page Depending on the movie that is screened, the promotion depends. Kids Movie- advertisement and posters at schools and also ticket is slashed by 40 % if a group visits. Teens and Adults Promotions at institutes and firms a Since they are located in a metropolitan area, any traveler or passer can easily notice the latest movie. They also have a large Screen providing movie trailers to passer, allowing them to see a glimpse of the movie. Instructional Material This is where the user or consumer is being helped with services that are provided. Liberty Cinema, does provide sign boards for the supplementary services that they provide additionally in case of emergency they will also project it on to the screen. Ex Vehicle Block. Liberty Website, Facebook and newspapers do provide full details the services that a movie fanatic can expect. Process

St Thomas Aquinas Essay -- Religion Philosophy

St Thomas Aquinas It has been written that "since the day of Aristotle, probably no one man has exercised such a powerful influence on the thinking world as did St Thomas Aquinas." Thomas Aquinas was born in 1225 in Italy of a noble family, thus separated by 900 years to Aristotle. He received his first education at the Abbey of Monte Cassino, going on from there to the University of Naples. In 1243, he joined the Dominican monastic order at Cologin. His most influential teacher was another Dominican, Albertus Magnis, a German who wrote extensively on theological matters and questions of national science, especially biology. Thomas was also a highly successful lecturer, and travelled widely across Europe, particularly on the business of his order and the church. In his short and active life, Thomas produced a prodigious amount of writing: commentaries on biblical books and Aristotelian work, short essays on philosophical problems, and a lengthy compendium of Christian apoletices, the Summa Centra Gentiles, which, as Chambers et. al. writes was probably intended for Dominican missionaries working to convert heretics and infidels. St Thomas begins the Summa Centra Gentiles as writes by reaffirming what Aristotle claimed at the beginning of Metaphysics, namely, he that studies the end or purpose of the universe is rightly called a wise man. He is wise because he is studying that which is highest and most noble among the subjects of study: Truth. Truth, Aquinas claims, i...

The Tequesta Tribe

The Tequesta was a small, peaceful native American tribe. They were the first tribe in south Florida and they lived in Biscayne bay which is now present day Miami dade county and half of Broward county they also had some small island in the Miami keys. They built many villages at the mouth of the Miami River and along the coastal islands. The chief lived in the main village at the mouth of the Miami River. The Tequesta lived in Huts. like many other tribes in Florida the houses were built with wooden posts, raised floors, and roofs thatched with palmetto leaves. uring the year the main village relocated to barrier islands or to the Florida Keys during mosquito season which lasted about three months. They wore light clothing The men wore a sort of loincloth made from deer hide while the women wore skirts of spainsh or plant fibers hanging from a belt. The Tequesta native American tribe were hunters and gatherers. They relied mainly on fish, shellfish, nuts, and berries for food. The m en caught sharks, sailfish, sea cows which is a manatee. TheTequesta men also consumed cassina known by the black drink which drunk on important rituals. while the women and children gathered clams, conchs, oysters, and turtle eggs in the shallow waters. The manatee was considered a delicacy and served mainly to the chiefs and other important leaders. In the Everglades, they hunted bear, deer, wild boar, and small mammals. The Tequesta used shells and sharks' teeth for a variety of tools. These included hammers, chisels, fishhooks, drinking cups, and spearheads.Sharks' teeth were used to carve out logs to make canoes The Tequesta language may have been closely related to the language of the calusa of the southwest Florida coast and the Mayamis who lived around lake okeechobee in the middle of the lower Florida peninsula. The Tequesta were once thought to be related to the Taino, the Arawakin people of the Antilles. The Tequestas had many weird customs such as: when they bury their c hiefs, they buryed the smallbones with the body and put the large bones in a box for the village people to adore and hold as heir gods. They also stripped the flesh from the bone, burned the flesh and then gave the cleaned bones to the dead chief's relatives, with the larger bones going to the closest person. The miami circle is the site of a known Tequesta village south of the mouth of the Miami River . Ithas of 24 large holes or basins, and many smaller holes, which have been cut into bedrock. Together these holes form a circle approximately 38 feet in diameter. Other arrangements of holes are apparent as well.The Circle was discovered during an archeological survey of a site being cleared for construction of a high-rise building. Charcoal samples collected in the circle have been radiocarbon dated to approximately 1,900 years ago. The tequesta were second in power among the small tribes of Florida’s southeast coast. To the northwere the Jeaga and Jobe, and to the west and southwest were the powerful Calusa. According to historians of the early 20th century the chief of the Tequesta was related to the chief of the Calusa.The first record of European contact with the Tequesta was in 1513, by Juan Ponce de Leon when he discovered florida's coast. During the 1500s, Europeans began arriving in Florida. At first the Tequesta did not welcome these new visitors. But before long, the Europeans won their friendship by bribing them by bringing gifts of colored cloth, knives, and rum. The Tequesta numbered about 800, but they started to die out as a result of settlement battles, slavery, and disease. By the 1800s the Tequesta tribe had only a few survivors.

Employee Empowermet Essays - Economy, Accountability, Management

Employee Empowermet Essays - Economy, Accountability, Management Employee Empowermet Debate #2: Employee Empowerment is the Only Way The selected passage discusses the idea of teaching people to lead themselves in the work place, or empowering employees to make decisions that will affect the running of the organisation, and ultimately, their careers. The passage asserts that organisations function best when the top management holds paramount decision-making power because it focuses this power to the only body truly capable of making educated, goal-achieving decisions. This view stands open to much criticism. The article states that a specific organisational body must be given ultimate decision-making power so that important decisions cannot be passed off to others. Organising the decision-making process can prevent this problem. The process could be structured so that each department was held responsible for a part, which would involve regular departmental decision making sessions. Each department would then have an employee representative who could bring ideas to an inter-departmental decision-making panel. Decision-making would then involve a network that spanned from each department to all levels of an organisation. The process would be more complex, but would provide objective and systematic decision-making, involving more departments and considering more individual opinions. This would involve more time and energy, but the outcome decisions would ultimately be better. The passage states that some subordinates would not be comfortable with decision-making responsibility, and have poor problem solving capacity. This is pessimistic logic and serves a classic example of the clich of seeing a half-filled glass as being half-empty. Focus should be place on those employees who have excellent problem solving skills, would be comfortable, and have the potential to be excellent decision-makers. These are the employees who would logically move to positions of higher authority, and giving them more control and decision-making power will prepare them for this role. The author states that problem-solving through multidisciplinary, cross-organisational teams uses time and creates confusion. Time and confusion are necessary precursors to effective teamwork. Good rational decision making involves objectively filtering all of the possibilities and pertinent information, to choose the best possibility. Employees are the most useful information source for organizational decision-making. They can answer questions and can give you more information in a shorter time than any other resource. They are the best sources of new ideas, and can offer detailed information, on every corner and crack of an organisation, which cannot be found in any operating manual. Undoubtedly, this process will involve more time and confusion, but nothing of value comes without effort; work is a pre-requisite of good decision-making. The article asserts that all workers do not share the organisation's goals and are not motivated. This may be true, but dedication to a cause is a personal attribute that cannot be attained through specific education or experience. Being incumbent of the highest positions of management does not assure the adoption of the companies values and motivation to pursue them. Top management positions require motivation to achieve, but this motivation may be directed to achieving personal, rather than organisational goals. The passage assumes that employee empowerment will increase the possibility of employees running away with the store, or using this power in a self-serving fashion with disregard to the organisation's goals. This is a possibility, but there is also the possibility of top management running with the store. Selfishness and self-serving decisions are characteristics of people from all walks of life, and are not lost merely through education and experience. Allowing the top management to hold ultimate power places them in an obvious position to make decisions, consciously or unconsciously that will serve their point of view. Surprisingly, the role of top management should be to manage, and the most important resource they must manage is the people that work at all levels of an organisation. Their role should not be to rule, but to lead. They must be objective and understand that they cannot solely provide the best decisions on aspects that are not in their realm of expertise. Managers should motivate employees provide useful information and opinions in organisational decision-making. They should facilitate and co-ordinate interaction between departments, which creates more unity throughout the organisation. Managers should also understand that employees form the foundation of any organisation, and that all of them

Free Essays on Be Your Self

"if it floats his boat then let him row."... Free Essays on Be Your Self Free Essays on Be Your Self I don't see what the problem with people excepting the fact that people have the right of freedom of choice although they may not like what the person is choosing. Although it's not ethical for alot of people it is widely spreading across the world. People from all ethnicities becoming more open about their sexuality. Gays now as suppose to the early days are given more equality within the workplace and in society. Being a homosexual should not limit your way of life due to partiality of sexuality or moral belief. Like a lot of people I was a skeptical about homosexuality to it hit home and I got the full understanding why they chose that way of life. I asked my uncle what made him choose homosexuality and the only thing that he told me was " I didn't choose to be gay it chose me" I didn't get it but in his words he explained that he fells comfortable in the presence of male and that the love all people look for he desired in a man although confusing I would say in my own words " if it floats his boat then let him row."...

Supply, Demand and Elasticity Essay Example | Topics and Well Written Essays - 750 words

Supply, Demand and Elasticity - Essay Example It is used as a starting point to much more advanced economic models and theories. Supply is "the quantity that producers are willing to sell at a given price." (Supply and Demand, 2006). Supply depends on the market price of the good and the production costs. Demand, on the other hand, is "the quantity of a good that consumers are not only willing to purchase but also have the capacity to buy at the given price." (Supply and Demand, 2006). It depends on the willingness to buy according to the price of the good, the level of income of the buyer, personal tastes, the price of substitute and complementary goods. There are mathematical methods to show the relationship between supply and demand such as equations and graphs. The mathematical methods are used to get a better understanding between the sellers and the buyers. The following is a simple graph of supply and demand curves: The slope of the supply curve is upwards to the right and it means that as the price goes up, the producer will be willing to produce more. The slope of the demand curve is downwards to the right and it means that a greater quantity of goods will be demanded when the price goes down. The point where the supply and the demand curves intersect is the equilibrium point. When the demand curve shifts, we have the following graph: In the case that more buyers want to buy some goods, the quantity demanded at all prices will tend to increase. The increase in demand can happen due to changes in taste. This can be "represented on the graph as the curve being shifted right, because at each price point, a greater quantity is demanded. () Conversely, if the demand decreases, the opposite happens." (Supply and Demand, 2006). When the supply curve shifts, we have the following graph: In the case that the seller's costs change, then the supply curve will shift. "Notice that in the case of a supply curve shift, the price and the quantity move in opposite directions. () Conversely, if the quantity supplied decreases, the opposite happens." (Supply and Demand, 2006). In some cases the supply curve is vertical: it means that the quantity supplied is fixed, no matter what the market price. A clear example of this case is the amount of land in the world that can be considered to be fixed. Elasticity Wikipedia defines elasticity in the following way: "In economics, elasticity is the ratio of the incremental percentage change in one variable with respect to an incremental percentage change in another variable." (Elasticity, 2006). This is very important concept in order to understand the behaviour of supply and demand in the market. There are different kinds of elasticity. There is arch elasticity which calculates the elasticity over a range of values. There is also point elasticity which uses differential calculus. In general, elasticity is a measure of relative changes in supply and demand reflected on price in the market. An example of elasticity happens we it is considered to know what happens to the buyer's demand for a product when prices increase. Buyers will usually buy less of that product, they can consume it less or they can substitute it for another product. "The greater

Logistics Essay Example | Topics and Well Written Essays - 250 words - 6

Logistics - Essay Example FedEx is an American international courier delivery company. The organization has massive information stored in its computer vaults in its Memphis headquarters (FedEx, 2014). The major challenge for FedEx in the early 2000s was to help their global partners access this information, make business for themselves and in turn business for FedEx. To solve this challenge, FedEx connected its partners through an online portal. Check Point Software Technologies is the firm that provided the needed software that was customized by FedEx’s IT workforce. Tied to the firm’s payment processing system, AutoPay, the portal provides access to various reports including revenues brought in by each partner compared to their budgets (Hemmatfar, Salchi & Bayat, 2010). This is in line with the objective of business intelligence of comparing actual performance to set goals (Gendron, 2013). The portal could also be queried to provide information on delivery performance and help in making decisi ons on best locations for new satellite bureaus. Thus, FedEx is able to track and monitor its processes. It provides real-time management updates to pave way for appropriate adjustment plans. Therefore, business intelligence has been critical for FedEx’s continuous planning. In the same way, business intelligence could be used in the logistics industry in general to make timely and well informed business

How green are electric car batteries Research Paper

How green are electric car batteries - Research Paper Example However, this trend is yet to be noticed as most of the vehicles in this 21st century are still powered by traditional fuels; electric cars are yet to become popular among the masses. The Electric Battery An electric car along with all its accessories is powered by its battery. The electric battery drives a controller which is used to run the main electric motor of the car. Cars driven by gasoline and diesel also have batteries, but they are mainly used to start the engine of the vehicle and also power some of its accessories like the radio, television or the air-conditioner. Just like fuel-driven cars need to be reloaded, once they are exhausted of their fuel reserves, the electric car batteries are required to be recharged when they are depleted of their initial power. Therefore, electric batteries need to be strong and enduring in terms of their power and longevity. Till recently, battery manufacturers were yet to invent dependable electric batteries that could bring electric vehicles at par with the fuel-driven cars. However, the production of electric cars have become more affordable in recent times and the main automobile manufacturers are expected to produce such electric cars on a large scale (Lampton, 2011). First Automobile powered by a Battery In 1873, R. Davidson of Edinburgh showed that a road vehicle could be driven by an electric battery. He experimented by driving a four-wheeler truck powered by a primary battery made of iron/zinc. After this, in 1881, G. Trouve of France constructed a tricyle, weighing 160 kilograms (350 pounds), which became the first vehicle to be driven with the help of a â€Å"secondary Plante battery†. Trouve utilized two customized Siemens motors to drive a huge propelling wheel with the help of two chains which in turn drove the tricycle. The Plante battery helped the motors to develop the strength of 1/10 horsepower which enabled the tricycle to move at a speed of 12 kilometres per hour (7 miles per hour). Later, Trouve demonstrated that electric batteries could be used to drive other forms of vehicles too. During the same year, he experimented by operating a motor boat on the river Sienne which was powered by electric batteries. In the following year (1882), Professors William Ayrton and John Perry of England, also demonstrated the utility of electric batteries in driving transport vehicles. They had also developed a tricycle powered by an electric battery which had a capacity of 1 ? kilowatt hour. This battery consisted of ten Plante type battery cells made up of lead/acid. Apart from this, the tricycle had a direct current (DC) motor having the strength of ? horsepower, which was fitted under the driver’s seat. The electric battery supplied a current of 20 volts to the DC motor which in turn propelled the vehicle. The tricycle could travel at a speed between 16 and 40 kilometers per hour (between 10 and 25 miles an hour), the speed varying according to the type of land terrain traversed. This speed could be regulated by switching the batteries sequentially in series (Westbrook, 2001, pp.9-10). How Electric Car Batteries are Made In the present-day world, the two most popular forms of electric car batteries are the â€Å"advanced nickel metal hybride ba ttery (NiMH)† and the â€Å"advanced automotive lithium ion (Li-ion) battery†. Majority of these two types of batteries are produced by firms in China,

Money as a Motivator Essay Example for Free

Money as a Motivator Essay This paper will discuss the subject of money as a motivator. In addition to research and a cohesive review of literature it will include two interviews with prominent managers which will be analyzed to further enrich the knowledge of the subject by taking advantage of their hands-on experience. I- Introduction: Money, A motivator?Money! That is the violent war between employers and employees. Indeed, motivating employees through the use of money as a material reward or motivator for work achievement is and has always been a matter of controversy. Many theorists tackling motivation theories, human nature in general and motivation in particular, have accordingly examined this issue and yet they did not give the same answer as whether money can motivate workers for work or not. This shall form the main core of this projectBut before tackling this sensitive issue, let us see what does Motivation in general entails? Motivation suggests the strong desire to do ones job well with an initiation to receive a complement either of moral or material satisfaction. Employers have employed material incentives in the form of extra hours with extra pay, some others give too much importance to the stability of the workers with satisfying their necessaries of life; whereas others have much stressed human relations, good contacts with prospective outcomes, promotion, and occupation with high responsibilities potential. There is no shortage of theories about motivation, and the relation between money and motivation in particular was central to most of them since money has always been held as the bread and butter of each worker and the carrot or the stick with which the employers control the goal achievement processes. Next we briefly review some of the most important motivation theories and there approach on money. II- Review of literature and previous studies:(A) Theories of Human motivation and their relation to money:* The Hierarchy of NeedsThis theory is probably the best-known motivation theory. It was coined by Abraham Maslow during the 1940s and 1950s. In essence, it states that our motivations are dictated primarily by the circumstances we find ourselves in, and that certain lower needs need to be satisfied before we are  motivated towards higher accomplishments. Maslow indicated five distinct stages, starting at physiological needs and ending at self-actualization needs. In practice, the first stage in the hierarchy, the physiological stage, which contains the needs the employee first tries to satisfy such as food, shelter†¦ indicates that pay is a good motivator within this stage. Money is the supplier of food, medicine, shelter, clothing†¦ but as soon as thee basic needs become satisfied and the employee moves to higher stages within the hierarchy, pay becomes less and le ss a motivator. Money cant buy safety, a sense of belonging, self esteem or self actualization. * Theory X and Theory YIn 1960, Douglas McGregor advanced the idea that managers had a major part in motivating staff. He essentially divided managers into two categories Theory X managers who believe that their staff are lazy and will do as little as they can get away with; and Theory Y managers who believe that their people really want to do their best in their work. Theory X managers believe that staff will do things if they are given explicit instructions with no wiggle room, and plenty of stick if they dont do what they are supposed to do. Theory Y managers believe their people work their best when empowered to make appropriate decisions. Managers who follow theory Xs approach, tend to rely greatly on money as both a motivator and a tool of control. Theory Y managers tend to focus also on non-monetary motivators and rely less and less on money in motivating their staff. With advances in management theories, Theory Y has begun to replace Theory X as the dominant management philo sophy in many organizations and money began to seem as a less effective tool for motivation as we will later see. * Dual Factor TheoryAnother theory to gain prominence at this time was Frederick Hertzbergs Dual Factor theory. He identified two separate groups of factors that had a strong bearing on motivation. He called the first group hygiene factors, because they strongly influenced feelings of dissatisfaction amongst employees. Hygiene factors include working conditions, pay, and job security. According to Hertzberg, they dont motivate employees as such, but if they are not there, they can adversely affect job performance. He referred to the other group as motivation factors because they had a role in positively influencing performance   such as achievement, career progression and learning. Hertzberg went on to state that you can forget about workforce motivation if you dont get the hygiene factors right first of all, so you have to get the pay part of the equation right. But he saw pay as not being an actual motivator in the work place. You can create disgruntle employees with less money, but you cant create a motivated employee with more cash. * Equity TheoryJohn Stacy Adams posited another theory in 1965, looking at how motivation was affected by the degree of fairness within an organization, particularly within a group of peers. Consider the situation where nine sales representatives are given a company Mercedes, but one of them is given a Toyota, even though that person believes he did just as good a job as his colleagues. How would that last sales representative feel? Now theres nothing wrong with a Toyota, but by comparing ones own circumstances to the treatment of others in a similar situation, very intense feelings can be experienced. These feelings could lead to intense positive or negative motivations. Its here that money can become a serious de-motivator or even a source of conflict if distribution was not seen as fair. No matter how insignificant the monetary value, a lower raise will be seen as an unfair evaluation of ones self-conceived performance relative to others and the intended motivating effect will be transformed into a strong feeling of inferiority and injustice. In practice, managers need to be careful in distributing money incentives within a group of peers because of the emotions this can engender. *Expectancy TheoryVictor Vroom in 1964 put forward the notion that people are driven by the likelihood of genuine success in achieving particular objectives. Three barriers need to be jumped by managers if they want to motivate their people to succeed. First of all, they need to connect the task to be performed to the likelihood of better results. Secondly they need to set expectations that there are positive benefits to the employee in achieving those results, and thirdly they need to ensure that these benefits are of value to the employee. For instance, there is no point asking your employees to be happy about coming in a half-hour early in future if you cant properly explain how this will lead to eventual real benefits for the  employees themselves. Benefits also should be properly assessed, some employees rank money low on their priority lists, and others give it precedence over other benefits. Setting expectations for benefits that are not valued by employees will not work, ma nagers should not take for granted that money is all that matters and probe for other benefits the employees may consider superior. * Money as a MotivatorThis theory states that all workers are motivated primarily by the need for money; so if you want to get the most out of your workforce, you pay them more. This has particular effectiveness in areas where payment is directly linked to the accomplishment of objectives. This theory is prevalent in many businesses in the form of performance-related pay, incentives, bonuses and promotion schemes. While few would argue that it does not have some validity (indeed it is the driver behind most sales forces the world over), it is not an all-encompassing theory. It doesnt really address the sometimes complex reasons why people are motivated by money. It excludes people who are not driven primarily for money. It does not, for example, apply to voluntary organizations. In addition, it may not work if meeting the financial objectives might threaten other entitlements, creature-comforts or rights, such as an employees location, network of friends, employment conditions or cur rent level of job satisfaction. Several other related theories such as the ERG and AAP theories also tried to find out what motivates employees the most, and where does pay rank among motivators. The motivational power of money is clear in the sense that more dollars buy more things (but not all things as we discussed before), but why is money sometimes seen as a low quality motivator?(B) Money, an Over Estimated MotivatorIn our research and readings we were able to identify several problems with using money as a motivator in the work place. These points are summarized below and should be taken into consideration by the manager in his efforts to promote effectiveness and efficiency. (1) Cash becoming compensation: The great thing about choosing a monetary reward is that theres no extra distribution method necessary. Employees view cash incentives and awards as part of their annual compensation,  Because those dollars just become part of what you take home, theres nothing special about them. The money tends to get spent paying bills, and you dont really do anything thats memorable, so theres no lasting effect relative to the dollars that youre putting into those incentive schemes. It just becomes a part of that pile of money that you find a way to spend every month and every year. (2) A Tough Incentive to Take Away: Beyond cashs poor ability to change behaviors, it actually can be harmful. In good economic times, when everyone is flush and goals are being reached, cash can be easy to give out, but when times are bad, and the cash goes away, employees will wonder where their money went. And studies show that they will consider it their money. Discontinuing a noncash incentive program has a considerably less negative impact on employee motivation than killing a cash program. (3) Buyers Remorse Affects Money Incentives: A family man receiving a cash award from his company is faced with a tough decision: Put the money in savings or a college fund, or use it to pay bills, or splurge on a family vacation or buy them something special. If he decides to splurge, he may regret the decision later on when a particularly large bill comes due. That quandary can have a negative effect on the overall quality of the award, an opportunity will be considered as wasted if the money is spent or saved. Many non-cash incentive awards are considered luxuries, and earning them through hard work can give employees a sense of achievement. (4) Low Trophy Value: Cash lacks trophy value and social reinforcement attributes that increase the perceived value of the non-cash award over cash, the trophy value associated with noncash incentives is just immense. An employee will always find it more pleasant to talk about a company all-expenses- paid trip, movie tickets or even a warm pad on the back from the boss, than a two hundred dollars bonus check. (5) Money Is Not Promotable: The trophy value associated with non-cash awards can have a positive effect on other employees who didnt reach their goals and take home the award. Its harder for the boss to say do better and you  will get a certain cash reward, than to advertise a position for the employee of the month award for example. Money is less promotable than other forms of motivation. (6) Cash Satisfies Needs-Not Wants: Cash is easy for companies to give away, and everybody needs it. But for true motivation, you need to give people something they want or desire, not something they need. A trip to Hawaii, on the other hand, generates memories, and a plasma-screen TV is something theyll look at every day for years to come-and remember how they got it, a hundred dollar bill gained for an extra ordinary selling week is soon not different from a hundred dollar bill received as wage. (7) Money Is Impersonal: Sure, everyone could use more money, but whats special about that? The best rewards cater to a particular groups interests, and having that personal edge makes a big difference in how effective your program will be. (8) One Size Doesnt Fit All: There are no average employees, average has become wider and wider around the means over the past few years, and will continue to do so. So one really cant provide one option and think that its going to be appealing or motivating to the entire staff. (9) Managers Prefer Noncash: A recent study of 235 managers by the Forum for People Performance Management and Measurement showed that managers prefer non-cash employee recognition programs. According to the study, managers view non-cash awards as more important, more effective and generally superior for achieving the majority of specific organizational objectives. (10) No Global Parity: In economic terms, its called purchasing power parity, which means, roughly, that the cost of living-everything from the price of a nice dinner for two to a months rent-can be vastly different in different parts of the world. Companies with worldwide footprints need to make sure their award offerings are equal on a global scale. A dollar, after all, goes a lot farther in some corners of the world than in others. Non-cash awards such as gift cards allow companies to offer parity in terms  of the overall worth of the award. (11) Money Is Insufficient for Some Employees: in addition for the individual idiosyncrasies of individual employees, money may not be sufficient for some people. Highly paid employees for example may prefer other benefits such as an award ceremony, a club membership, a parking space closer to the office†¦(12) Evaluation of Performance: its hard to put a price tag on performance. Even clear rules, such as: sell x items and y dollars, may be seen as unfair. Employees may complain about their store location, their shifts, and their managers†¦ to give an unfair flavor to a peers bonus. Non-cash motivators are less likely to be thoroughly criticized and have a greater motivational value. (13) A Trouble Maker: money may set employees against each other, leading to conflict in the company. Employees may also feel forced to compete and thus Money becomes a fosterer of a hostile work environment rather than a motivational tool. (C) Research Study results:Several research studies were done on the effects of money as a motivator, and its position relative to other motivational incentives. The results of a NOVA Group study under the title Factors employees Find Motivating re affirmed several previous studies in which employees ranked money as fifth among motivation factors. Money was proceeded by: Interesting Work, Appreciation and Recognition, Feeling of being in on things, and Job Security. A more recent study on done by the Hay Group on retention factors found that money ranked a staggering tenth among employee retention factors. A research study for 57 managers conducted by Meudell Rodham showed through analysis of questionnaires that managers saw an increase in performance among their employees for an average of just two weeks after a pay raise followed by a relapse into the prior performance levels. Several other research papers we saw which conduct research on the effects of money as a motivator on employees of various professions showed similar results. Although the position of cash as motivator varied slightly among different working groups, it still showed that money has limited motivational power. For example In a much publicized study, Gupta and her colleagues analyzed thirty-nine studies conducted over four decades and found that cold-hard cash motivates workers as expected, but the research team acknowledges that money is not the only thing that concerns employees, noting that beyond a certain point higher salaries will make employees happier, but it will not buy better performance. III- Interviews, Analysis and Findings(A) The interviewsIn the process of researching the motivational power of money, we were lucky to interview two prominent managers:†¢Mr. Sami Gheriafi , Process and Institutional Planning Manager -AUB†¢Dr. Saad Andary , Deputy General Manager -BBAC BankAs a basis for the interviews, we prepared a questionnaire to address all the questions that were raised during our review of literature. Through out the interviews many more clarifying questions were asked, the end result was put into a QA format, and both interviews are posted in the annex at the end of the paper. (B) Interviews analysisIt was striking how the answers of two managers from two different organizations overlapped in key issues. Of course one will find differences in some approaches, but the overlap in addition to the findings we uncovered in our literature review gave us confidence in our results. Both managers gave non-monetary forms of motivation priority over money. Whether sending over-performers out of the country for advanced training to show the organizations commitment in improving their career opportunity, or verbal and written appreciation, non-monetary motivators were found to be superior. Empowerment, delegation of authority and freedom of decision are also very important tools used in the organizations to motivate employees. On the other hand, and in compliance with our research, both managers agreed that money is important especially in a region under economic stress, but  they also argued against using it primarily. Dr. Saad Andary noted that money according to his experience may play a good role as a retention factor, noting the huge pay gap between Lebanon and the Gulf, but he doesnt consider it as motivating. Both Mr. Sami Gheriafi and Dr. Saad Andary also indicated that money has a timed impact that is they as managers notice an increase in performance whe n a monetary reward is handed out, but this increase tend to dwindle down as the raise is spent. Non-monetary motivators tend to have a longer lasting effect on performance. On the use of money, Dr. Saad Andary pointed out that in current economic conditions, money is the managements easy way out, and even though both managers disagreed on managements ability to put a financial tag on performance, both agreed that it is not productivity that should be an issue, but also commitment to work, enthusiasm and the feeling of belonging to the company that should matter to managers. Money has a tempting impact on new comers; it refreshes the employees and energizes their performance; is an expected part of the motivational basket and if used properly and in an accurate sense will boost performance in times when a push is needed. But the use of money has its negative side as well. Money has shorter lasting effect on employees, it is less effective with employees higher up in the organizational hierarchy, money is also coupled with the firms profitability rather the employees performance in a sense that a hard working employee may not get a raise because the firm is not profitable that year, a thing which will discourage the employee especially if in more profitable years less effort lead to more money. Money also will put a huge financial burden on the company especially when employees begin to see bonuses and raises as part of their pay, they will grow more dependent on monetary rewards and this will produce a high employee turnover rate and a decrease in performance. Money, and depending on the management approach, might easily become a tool for manipulation rather than motivation. For these reasons Dr. Saad Andary forecasts that management will try to limit the negativities of money as a motivator by making reward more institutionalized, in a sense that staff will become shareholders and be granted stocks rather than raises. This will give rise to a partnership between the staff and the firm, the employees will no longer feel as pones moved by management, but rather  they will develop a genuine sense of belonging, and a true interest in the well being of the organization. IV- Conclusion: Money as a MotivatorAll the popular motivation theories have their flaws and detractors, but they do give us an insight into some of the mechanisms at work in day-to-day organizational life. A number of key messages ring true: firstly, people are not automatons and their reasons for behaving in a certain way are more complex than just money or laziness. Secondly, different people are motivated differently there is no such thing as a simple, all-encompassing solution. Thirdly, its important to get the work environment right if you want to get the most from people; and finally, managing perceptions and expectations is very important if you want to help people get the most from their work. As a summary, Money is found not to be a default and automatic motivator, its importance is subjective and its effectiveness in motivating is relative to the type of job and the way management uses it, non-monetary motivational approaches are superior in many ways (as explained above) . So if we want to finish up with one message we think that the best conclusion might be Avoid the Cash Trap. V-Annex(A) Dr. Saad Andary interview1)What are the motivation techniques followed in your Institution?What is the role of money in the above techniques?†¢One major form of motivation is to send staff out for training ( specially out of the country : New York, London); this is major motivating because it enhances the employee career and gives exposure to more advanced markets ( only the outstanding people are selected) . The other form of motivation is to promote and to empower the staff (to give him the freedom of decision). Money incentives: an environment which is under economic stress with high unemployment and depressed salaries and wages and also coupled with price inflation required to have constant individual raises , although this does not compensate to the huge job pricing differential between Lebanon and the Gulf); so money plays the role of retaining employees here and not motivating. 2)Do you think Money is the easy way out?†¢In our environment, yes it is, until we have sufficient economic growth to benefit from the oil boom. 3)How can you put a price tag on performance?†¢The appraisals to be reflected in the annual raises. BBAC is an institution working in the financial market where jobs can be easily assessed and priced (especially jobs related to sales, dealing, treasury, marketing†¦) where the management can pinpoint revenues or loss leading to the evaluation of the employee performance. 4)Do you notice an increase in performance after a money raise (bonus, financial reward)? And how long does it last?†¢It gives an immediate improvement in performance and lasts until the raise fade according to its amount (depend on the value of the reward). The bad thing about this is that: if its regular bonus or reward then its no longer conceived as merit where it becomes more as a salary = thats why a money raise cant be that effective motivator to count on. 5)From your experience, how did the concept Money as a Motivator develop through the past years? And where do you see it going?†¢In the banking industry : money became a norm ( bonus at end of the year for example) which is reflected by the profit of the form , so staff is identified with the concept of the profitability = there is functional relationship between money as motivator and profitability . See it going : towards becoming more institutionalized , in the sense that staff will become share holders (partners) ; employees will not be granted money but stocks which is a way of partnership that involves the staff in ownership = develops sense of belonging and last relation of employees with the firm. 6)What are the positive/negative aspects in using money as motivator (conflicts and competition between employees)?†¢ Positive: refresh the employees and energize their performance (although for just a period of time). Negative: money is coupled with the firm profitability and not directly related to the employee performance and results; the criteria set  for the rewards are not usually clear and standardized; decreases the sense of belonging towards the firm. 7)Doesnt money trivialize work and weaken sense of belonging?†¢Yes, money trivialize work and stock option can be the right alternative for improving sense of belonging8)Money: Motivation or Manipulation?†¢Money is recognition of the surplus created by the staff; cant be considered fully motivation or manipulation. 9)What is your conclusion (experience personal opinion) about Money as a Motivator†¢Money cant be used as a direct and effective motivator due to several constraints mentioned above. (B) Mr. Sami Gheriafi interview1)What are the motivation techniques followed in your Institution?†¢It is at the discretion of the managers of each department to use various techniques to motivate employees. Among many, there is empowerment, delegation of authority, added responsibility commensurate with seniority and financial incentives, promotions, commitment to employee professional development (mostly through training and development of talent, skills and competencies), and appreciation either verbally or in writing (aka psychological support) or, as specific to AUB, attainment of Presidents Service Excellence Award, an annual award given to employees with exceptional and superior customer service and notable productivity over the prior 3 years. My personal experience has led me to the following equation Productivity = Satisfaction x Appreciation. What is the role of money in the above techniques?†¢Money is a major motivator, however, in my opinion it has a times impact! By virtue of human nature, people tend to feel motivated with money, but after a short period of time, usually not more than 3 6 months, people tend to forget about the financial increase. The money reward will certainly help improving the employees performance in the short term, but its impact will fade out as time passes. 2)Do you think Money is the easy way out?†¢The use of easy way out is a bit  on the negative side, as when you refer to a situation where people circumvent a process or get a way with minimal loss or damage. On the other hand, Money has a strong buy-in and buy-out impact in that it elevates the level of personal satisfaction notwithstanding the longer term fading effect. Money losses its value with time and so does the money based motivation techniques. 3)How can you put a price tag on performance?†¢In financial terms, No! However, performance is measured in productivity of an individual. If the individual is satisfied with the job responsibilities and is being appreciated (both soft and hard), the performance is priced and reflected by commitment to work, enthusiasm, and personal ownership (not physical but psychological). 4)Do you notice an increase in performance after a money raise (bonus, financial reward)? And how long does it last?†¢Performance increase is always noticed after a financial reward. What I would like to point at is that the financial reward should be the consequence not the pre-requisite for an improved or increased performance. In my business life, I have seen many people who work and enjoy what they do with lesser amount of money, but have a great working atmosphere and very appreciative bosses. 5)From your experience, how did the concept Money as a Motivator develop through the past years? And where do you see it going?†¢From what I have seen in the past +15 years, money may have a tempting impact on a new employee or a new comer, but as time passes, and as people grow in hierarchy and mature on the personal level, the more motivating is the work responsibilities, assignments, business setting, atmosphere, stability of the organization, etc. and this is where the motivation is heading. In some cases, money becomes a way to walk out when an offer is made! If the business setup, setting, culture, modus operandi is not appealing, people might not want to burn bridges by refusing an offer, but might as well increase their expectation to a higher level that the employer might and/or will not be able to afford. 6)What are the positive/negative aspects in using money as motivator (conflicts and competition between employees)?†¢ Absolute use of money as a motivator has significant negative impact on the employee and the organization equally. The organizations operating budget will inflate with sky rocketing salary budgets and employees will be heavily dependant on monetary rewards. There will be a high employee turnover, resultant reduced productivity, resultant impact on the organizations turnover, etc. This is a vicious cycle. †¢The basket of motivational techniques, including financial reward, is a healthy approach to the organization and the employee. Both will benefit from what each party will give to the other. Organizations will receive productivity, commitment, ownership, improvement on the part of the employee who in return will also enjoy the basket of appreciation, work atmosphere, investment in his/her professional development, etc. This is what I call a win-win approach. 7)Doesnt money trivialize work and weaken sense of belonging?†¢Yes, sometimes it does. 8)Money: Motivation or Manipulation?†¢Again, the answer depends on the approach. In absolute term of motivation, money will be manipulative. 9)What is your conclusion (experience personal opinion) about Money as a Motivator†¢Money is one of the motivating factors, but certainly not THE motivator. There are more for people to receive from organizations than money. Let us remember that people make money not the other way around. References http://www.forexprofitingpro.com/sites/ldintino/_files/Image/MoneyGlobeOnFinger.JPGClarifying moneys role in motivating- Lynn W. Robbins University of Kentucky- Journal of Food Distribution ResearchGetting more bang for your buck- Martin Price is the director of HR Equations Ltd- employment today NOVEMBER 2005Motivating the work force (chapter ten) McGraw -Hill/IrwinMoney not the motivator The Herald Sun Thursday, 08 December 2005Money can be a big demotivator- John Fisher, Managing director,