Tuesday, October 22, 2019
Discover More About Marine Reptiles
Discover More About Marine Reptiles Class Reptilia is the group of animals known as the reptiles. These are a diverse group of animals that are cold-blooded and have (or had) scales. They are vertebrates, which puts them in the same phylum as humans, dogs, cats, fish and many other animals. There are over 6,000 species of reptiles. They are also found in the sea, and referred to as marine reptiles. The Class Reptilia, or reptiles, traditionally included a diverse group of animals: turtles, snakes, lizards and crocodiles, alligators, and caimans. Many scientists believe that birds also belong in this class. Characteristics of Reptiles Animals in the Class Reptilia: Are ectotherms (commonly called cold-blooded). These animals need to warm themselves up using external heat (e.g., the sun).Mostly bear their young in eggs, which are protected by an amniotic membrane (so reptiles are referred to as amniotes).Have scales, or did have at some point in their evolutionary history.Breathe using lungs rather than gills. Thus, reptiles in the ocean may be able to hold their breath to go underwater, but eventually need to go to the surface to breathe.Have a three- or four-chambered heart. Classifying Reptiles and Marine Reptiles Kingdom: AnimaliaPhylum: ChordataClass: Reptilia Marine reptiles are divided into several orders: Testudines: Turtles. Sea turtles are an example of turtles that live in the marine environment.Squamata: Snakes.  Marine examples are sea snakes.Sauria: Lizards. An example is the marine iguana. In some classification systems. lizards are included in the Order Squamata.Crocodylia: Crocodiles. A marine example is the saltwater crocodile. The above list is from the World Register of Marine Species (WoRMS). Habitat and Distribution Reptiles live in a wide range of habitats. Although they can thrive in harsh habitats like the desert, they are not found in cooler areas like Antarctica, because they need to rely on external heat to keep warm. Sea Turtles Sea turtles are found in oceans worldwide. They nest on subtropical and tropical beaches. The leatherback turtle is the species that can go in cold waters, such as off Canada. These amazing reptiles have adaptations that allow them to live in colder water than other turtles, including the ability to shunt blood away from their flippers to keep their core body temperature warmer. However, if sea turtles are in cold waters too long (such as when juveniles dont migrate south quickly enough in the winter), they might become cold-stunned. Sea Snakes Sea snakes include two groups: laticaudid sea snakes, which spend some time on land, and hydrophiid snakes, which live wholly at sea.  Sea snakes are all venomous, but they rarely bite humans.  They all live in the Pacific Ocean (Indo-Pacific and eastern tropical Pacific regions). Marine Iguanas The marine iguana, which lives in the Galapagos Islands, is the only marine lizard. These animals live on the shore and feed by diving in the water to eat algae. Crocodiles In the U.S., the American crocodile often enters saltwater. These animals are found from southern Florida to northern South America and can be found on islands, where they swim or are pushed by hurricane activity. One crocodile, nicknamed Cletus, swam out to the Dry Tortugas (70 miles off Key West) in 2003. American crocodiles tend to be more timid than American alligators and the saltwater crocodiles, which are found in the Indo-Australian region from Asia to Australia. Most reptiles give birth by laying eggs.  Some snakes and lizards can give birth to live young.  In the world of marine reptiles, sea turtles, iguanas and crocodiles lay eggs while most sea snakes give birth to live young, who are born underwater and must swim immediately to the surface to breathe. Marine Reptiles Reptiles that can live at least part of their lives in the marine environment include sea turtles, crocodiles and some lizards. References and Further Information Galapagos Conservancy. Iguanas and Lizards. Accessed October 30, 2015.IUCN. 2010. Sea Snakes Fact Sheet. Accessed October 30, 2015.Morrissey, J.F. and J.L. Sumich. 2012. Introduction to the Biology of Marine Life. Jones Bartlett Learning. 466pp.
Monday, October 21, 2019
Managing organizational culture The WritePass Journal
Managing organizational culture Introduction                                      Managing organizational culture Introduction                                      Literature review Organizational CultureConclusionRelated Introduction                                      Culture doesn’t have any specific meanings or definition it has many different definition. As (Borosky, 1994, Ortner, 1984) describe that even in Anthropology culture has not largely approved or rigid definition. Culture can be defined as a set of values and thoughts which are being followed by the group of people which resulted to the activities and behaviours of the people living in specific society. Although it is has been described as framework to understand primal societies.(Katter and Heskett, 1992).As societies have set of norm values and beliefs, every Organizations and every business has culture in shape of values, rules and framework to follow which make the Organization unique amongst the other Organizations. In many organizations culture seems to be very crucial and important and it receive a considerable concentration. Culture is as complex and important as it is hard to use and recognize in thoughtful way. According to (Alvesson and Karreman, 2001; McDermott, 1999) Culture is very important for the organizations and companies how they work from day to day leadership, strategic change, which way the knowledge is being shared, maintained and created as well as the relations and dealings of the employees and managers with the customers. Culture is very significant for the success, growth and organizational effectiveness. Organization has the survival because of sharing its system of meanings at different levels (Smircich, 1985). As different countries have different culture, organizations don’t have the same culture as well they all have different values and rites and rituals heroes and myths than each other. It is very easy to recognize the culture of any organizations like McDonalds all the outlets of McDonald’s looks same they all wear same uniform no matter which area of the world they are operating in everything will be at same standard everywhere and anywhere in the world.  In some companies is it is easy to reco gnize culture from their infrastructure, dress code language and customer services and in some organizations it is hard to see but it does not mean there is no culture in that organization in fact culture exist there but hard to judge or see because it is been fragmented sometimes. Any organizations which have strong organizational culture have success in the business. Organizations with strong culture have high degree of influence on the behaviour of the employees and the values of the organizations not only widely share but also held with high intensity. On the other hand company which have weak culture employee’s behaviour may not be consistent. Literature review Organizational Culture The literature on organizational culture is as significant to the management of the private sector as to the public science management. Organizations are assessing critically how they can achieve and describe their objectives and goals. After defining the goals of the organization it is vital to concentrate on the type of culture that is needed to achieve these targets and goals and making that sure that necessary change has been implemented. Edward B.Tylor used the term ‘’culture’’ in 1875 in English literature. After that the early development of the concept of the organizational Culture has been defined by many authors in different ways (Kilman et al, 1985) describe culture ‘‘something to do with the people and unique quality and style of organization’’ (Deal and Kennedy, 1982) has explained culture’’ the way we do things here’’ or the ‘’ expensive non rational qualities of an organization’’. Pettigrew (1979) started to talk about organizational culture’s concept. Anthropological perception of the culture was firstly used by him and he demonstrated how ritual, myths and symbolism can be interrelated in the analysis of organizations. Dandridge et al (1980) described that to reveal the deep structure of an organizational culture how significant and helpful is to study about these symbols and myths. When in early 1980s the concept of organizational culture was one of the favourite and emerging topics to talk and write about for that reason many scholars defined and give their prospective about organizational culture in different ways.                     (Van Maanen, 1979) defined organizational culture as behavioural rules in human interaction which can be observed. (Deal and Kennedy, 1982) argues about organizational culture the values which are prevailing in an organization. (Tcihy,1982) compare organizational culture with a glue he says organizational culture hold the organization in the same way the way glue hold the different objects together and don’t let them apart. According to Forehand and Von Gilmer (1964) culture is a collection of qualities of any organization that differentiate and portray it from other organizations. (Titiev, 1959) suggests that culture can be shared and learnt. Organizatio nal culture can be illustrated through behaviours, notions, activities and analysis of associates of the organization (Hellett, 2003). Organizational culture also has been defined by the (Van Maanen, 1979) as a those rules of behaviour which can be visible in human relations. (Robbins, 1998) states organizational culture as a perception inside the organization which is consistent. Many of other authors describe that organizational culture is set of norms, mutual ethics and philosophy (Barney, 1986). As suggested by (Yanagi, 1994, p ii) organizational culture ‘’Philosophies and values shared by the members of organization and their behavioural patterns for translating them in to action’’ Schein (1989, 1992) has one of the best definitions of the organizational culture. Schein (1989) describe organizational culture ‘’ a pattern of basic assumptions- invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration- that has worked enough to be considered valid and therefore, to be taught to new members as well as the correct way to perceive, think and feel in relations to those problems ‘’ (Schein, 1989, p. 9). Conclusion As (Graves, 1986, p, 11) states about organizational culture as a different ways to steady the performance of the employees. Organizational culture acts like a bonding agent which keep the organization together(Kramer , 19974 and Foy , 1974)
Introduction to the Concept of Motivation Essays
Introduction to the Concept of Motivation Essays Introduction to the Concept of Motivation Essay Introduction to the Concept of Motivation Essay Introduction to the concept of aâ‚ ¬? Motivationaâ‚ ¬Ã¢â€ž ¢ According to Greenberg (1999) motivation is defined aâ‚ ¬? as a process of arousing, directing and maintaining behaviour towards a goal. aâ‚ ¬? Where aâ‚ ¬? directingaâ‚ ¬Ã¢â€ž ¢ refers to the selection of a particular behaviour; and aâ‚ ¬? maintenanceaâ‚ ¬Ã¢â€ž ¢ refers to the inclination to behave with consistency in that manner until the desired outcome is met. Motivation is therefore the force that transforms and uplifts people to be productive and perform in their jobs. Maximising an employeeaâ‚ ¬Ã¢â€ž ¢s motivation is necessary and vital to successfully accomplish the organisationaâ‚ ¬Ã¢â€ž ¢s objectives and targets. However this is a considerable challenge to any organisationaâ‚ ¬Ã¢â€ž ¢s managers, due to the complexity of motivation and the fact that there is no ready made solution or an answer to what motivates people to work well (Mullins, 2002). It is my intention in this essay to explore some issues around motivation and cite work based experiences to illustrate and substantiate any arguments or points of view. Main Body Mullins (2002) classifies motivation into Intrinsic and Extrinsic types. Intrinsic motivation involves psychological rewards to enhance job satisfaction, such as the opportunity to use oneaâ‚ ¬Ã¢â€ž ¢s ability, a sense of achievement, receiving appreciation and positive recognition or being treated in a considerate manner (Mullins, 2002:P490). Such methods ensure employees are constantly motivated while being engaged in activities that are enjoyable and rewarding. I was formerly employed by a supplier of automobile parts where in addition to using compensation as a means of motivation; they too were dedicated in ensuring their employees had maximum job satisfaction. This was achieved by giving autonomy in their job functions and assigning significant responsibilities, which allowed them to be involved in the decision making for their area of expertise. Pleasant working conditions and annual recognition of the aâ‚ ¬? Best salesman of the yearaâ‚ ¬Ã¢â€ž ¢ and aâ‚ ¬? Best employee of the yearaâ‚ ¬Ã¢â€ž ¢, also enticed productivity and motivation. On the other hand aâ‚ ¬? Extrinsicaâ‚ ¬Ã¢â€ž ¢ motivation is related to tangible rewards such as salary, fringe benefits, job security, promotions and conditions of work. (Mullins, 2002:P490). Therefore extrinsically motivated behaviours are those carried out to achieve some tangible rewards or compensation. Once again my employers excelled in designing an ideal incentive system, in their effort towards employee motivation. They already offered very competitive wages, of course on the belief that the more positive the reward the more likely the employee will be highly motivated and the better the performance (Vroom, 1964). They later introduced a perpetual cash bonus scheme for the junior staff, where every year instead of bonuses being paid out, they would be retained in the companyaâ‚ ¬Ã¢â€ž ¢s employee fund. A bonus was typically a third of their net salary and with every completed year of service their bonuses would grow. However if the employees engaged in activities detrimental to the organisations operations, such as pilfering, they would thus loose their accumulated bonus. This proved very effective in not only retaining employees but also motivating them to work towards and within the organisational parameters at maximum productivity. It also encouraged a sense of belonging and loyalty to the organisation. Incentives in the form of issuing companyaâ‚ ¬Ã¢â€ž ¢s shares was never considered or offered. Perhaps the directors were of the opinion that it may have the draw back of not being specific enough to truly motivate the employee to work hard, stay in the organisation and also comply with company practices (Larcker 1983). I think however it was more to do with their fear of relinquishing ownership and the thought that the employee would reap the benefits, from their own selfless efforts and personal sacrifices over the years, to increase their share value. As for the senior executives various other schemes were introduced depending on their value to the company and length of service. Some benefited from receiving family membership to Medical Schemeaâ‚ ¬Ã¢â€ž ¢s. This was a powerful retaining incentive as there was no free government health service in Kenya and often medical bills amounted to huge sums. Other senior executives had their childrenaâ‚ ¬Ã¢â€ž ¢s private school fees paid or were gifted with family holidays. These decisions were made by the Directors and mostly based on what was mutually beneficial and also cost effective for the company. The longest in service and the most valuable members, whose continued job satisfaction and productivity was necessary for the continued success of the organisation; such the Chief Accountant and General Manager, were honoured with family homes in light of their 25 and 30 years service respectively. Another theory that throws light on employeesaâ‚ ¬Ã¢â€ž ¢ motivation is the equity theory of Adam (1965). This theory states that people compare their rewards, relative to their contributions and to those of others. When they perceive unfairness or inequity, they experience disharmony and de-motivation. Employees evaluate equity by a ratio of inputs to outcomes; where inputs are their efforts and outcomes are what they receive such as pay, recognition, benefits or promotion. The theory also predicts that individuals who perceive their raise to be inequitable are likely to loose their enthusiasm and zeal; changing their behaviour to work less, in order to bring inputs in line with the perceived outcomes. They may also be prone to persistently expressing dissatisfaction and may eventually lead to resignation. I firmly believe from personal experiences and from observing my fellow colleagues at work that the Equity theory has been able to accurately determine the level of motivation and productivity. As such, every time my current employers make pay changes; we are on aâ‚ ¬? high alertaâ‚ ¬? for changes that might signal differences in how we are regarded by our employer, particularly in relation to our peers and accordingly we adjust our outputs. Conclusion While this essay attempts to appraise some of the motivational theories in light of the authoraâ‚ ¬Ã¢â€ž ¢s previous experiences, they may not be perfect for every situation. Each theory and notion boasts its own merits and limitations; and managers must judge its relevance and application to their own particular work situations. Even then the extent to which they may act as motivational factors may vary between organisations. The above methods described may have been effective for my organisation but not for another. There are also other motivational theories that have not been discussed here, but which may be as effective in motivating employees. Therefore it is the paramount function of management to identify the appropriate solution in order to motivate its employees. In todayaâ‚ ¬Ã¢â€ž ¢s complex business environment; traditional approaches like monetary incentives are not the only prime motivators. In addition to expecting financial incentives for their performance, employeeaâ‚ ¬Ã¢â€ž ¢s expectations are much more. Appreciation, recognition and opportunities for personal growth; must be catered for to harness maximum productivity. Furthermore in an era where change is imperative for the organisationaâ‚ ¬Ã¢â€ž ¢s survival, highly motivated employees, represent flexibility and show willing to change; a vital component for the success of any organisation. References Greenberg, J. (1999) Managing behaviour in organisations, Prentice Hall. Mullins, L (2002) Management and organisational behaviour, Prentice Hall FT Benabou, R. Tirole, J. (2003) aâ‚ ¬? Intrinsic and Extrinsic Motivationaâ‚ ¬Ã¢â€ž ¢, The Review of Economic Studies, vol. 70, pg. 489-520.
Sunday, October 20, 2019
The Need for Electricians is on the Rise
The Need for Electricians is on the Rise The end of the Great Recession is worthy of celebration for several reasons, but one group of tradespeople may have even more reason to rejoice than the rest of the population: electricians. Why? Because with the recession behind them and a construction boom imminent, they are positioned to be in great demand in the years ahead. Here’s what you need to know. There’s a reason he’s so happy.A Closer Look at the NumbersAccording to the United States Department of Labor’s Bureau of Labor Statistics, the job outlook for electricians is expected to grow by a whopping 20 percent between 2012 and 2022. This significantly exceeds the average growth for all occupations.Why the increase? Jobs for electricians fluctuate based on the health of the overall economy. In times of stagnation and recession, demand for construction and maintenance drops leading to fewer jobs for these trained professionals.When the economy is healthy, however, the construction building and ma intenance industry thrives - meaning more jobs await those with the right training and qualifications.Not only that, but many older electricians turned to other types of work during the recession-era shortage. Their absence now leaves the door open to new workers in the field. Particularly with so much buzz surrounding the challenges of job seekers with bachelor’s degrees, the in-demand nature of electrical work makes it a more popular choice than ever.And considering that nearly every building has some form of electrical power, a building boom means terrific prospects for electricians.Not Just More Work, But Different WorkOther factors affecting the job market for electricians? Emerging technology related to alternative power generation - everything from solar to wind - will challenge electricians in new and exciting ways. From installation to linking these alternative sources of power to the grids, these responsibilities are expected to land with electricians, although g overnment policy may determine the extent to which employment opportunities occur.And while some manufacturing plants will shut down due to old or inefficient facilities, these closures should be outpaced by the installation and maintenance related to new manufacturing plants.What You Need to KnowElectricians require a high school diploma or its equivalent. Additionally, the majority of electricians learn the trade through a four to five year apprenticeship program, while others attend trade school. Nearly every state requires licensing before electricians can practice. This varies from state to state but typically includes a test on requirements related to electrical codes. What does it take to make it as an electrician? They typically have strong business, critical thinking, customer service, and troubleshooting skills.Because more and more people are becoming aware of the career promise in electrical work, the competition is stiff with hundreds of candidates applying for a handfu l of apprenticeships in certain regions. However, pursuing your goals despite the competition is largely regarded as worth it considering that many apprentices make more than many debt-burdened college grads: a median pay of just under $50,000 with the top earners making as much as $83,000.Even better? Ten percent of electricians are self-employed and can set their own hours.While the forecast for licensed electricians may not have looked sunny in the height of the recession, the current outlook is beyond bright - and more than reason enough to give this profession another look. Wondering about positions for electricians near you? Sign up for the innovative to get started.While the forecast for licensed electricians may not have looked sunny in the height of the recession, the current outlook is beyond bright - and more than reason enough to give this profession another look.
My FavouritePaper Sample
My Favorite Book, Essay/Paper Sample Most Influential Book The course of individual life is often shaped by the encounters and experiences that a person undergoes. Indeed, the choices that individuals make are determined by the lessons that they have learnt in their lives. Perhaps most of the lessons that individuals apply are derived from the literary works that that they come across and explore. In my case, Ben Carson’s book â€Å"Think Big: Unleashing Your Potential for Excellence†has had the most influence in my life. The book details the life and experiences of one of the world’s most renowned neurosurgeons, from the time he was considered a dunderhead in elementary school to the time he became one of the brightest medical students and surgeons of his time. This book not only underlines the effectiveness of hard work and determination, but also renews individual faith in God while also cementing the immaterial nature of the humbleness of one’s beginnings in determining his destiny. First, â€Å"Think Big†underlines the efficacy of hard work in safeguarding the achievement of one’s goals and objectives. Indeed, the author attributes the change in his performance in school to the hard work and effort that he put in the class. He details how he went the extra mile and read not only the topics and subjects that were assigned in the classroom but also other subjects that were not even remotely connected or associated with the course he was doing (Clarrissimeaux, 2011). This personal initiative and hard work came in handy in expanding his critical thinking faculties and enhancing his performance even in the course that he took. It is noteworthy that the effort that he put in his study right from elementary school had a bearing on his achievement of his goal of becoming a neurosurgeon later on in life (Clarrissimeaux, 2011). Secondly, the book renewed my faith in God as the author persistently attributes his success to Him. Right from the beginning, the author outlines the prayerful nature of his mother, an attribute that rubbed off on him. On numerous occasions, Ben Carson seeks the guidance and assistance of God in order to surmount the challenges on his path (Lozada, 2015). For instance, as much as he had worked hard, he still attributed his success in education to God. Indeed, the notes that if individuals acknowledge their need for God, He will be quick to assist them. Other examples are provided during more serious scenarios such as when he was performing his first brain surgery, the first one in the hospital where he was working (Lozada, 2015). This renewed my faith in God as it underlines the fact that irrespective of the magnitude of individual accomplishments and wisdom, individuals are still limited and, in fact, will always need God. Lastly, the book underlined the fact that one’s beginnings should not determine his capacity to achieve his dreams. It is acknowledged that the author did not come from an affluent background. Being a black son of a single mother, he details how his family did not always have sufficient resources (Carson Murphey, 1996). His mother’s income was not sufficient to bring up the two boys and provide luxuries in which case they were merely surviving. However, he states that one’s beginnings or looks do not matter and that if individuals recognize their abilities and have the willingness to learn and utilize their knowledge in assisting others, their place in the world is intact (Carson Murphey, 2006). This cements the fact that the quality of life that an individual has is solely determined by his actions and the choices he or she makes. In conclusion, Ben Carson â€Å"Think Big†has been the most influential in my life as it not only underlines the effectiveness of hard work and determination, but also renews individual faith in God while also cementing the immaterial nature of the humbleness of one’s beginnings in determining his destiny. The experiences of the author cement the fact that individuals have control over what happens in their lives, and reiterates the need to always ask God for assistance, while also cementing the value of hard work in achieving one’s objectives in life. References Carson, B., Murphey, C. B. (2006). Think big: Unleashing your potential for excellence. Grand Rapids, Mich: Zondervan. Clarrissimeaux, A (2011). Never Give Up: Dr. Ben Carson’s only childhood advantage was his mother’s encouragement. Success, Web retrieved from success.com/article/never-give-up Lozada, C (2015). Ben Carson, the humblebragging instrument of God. The Washington Post, Web retrieved from https://www.washingtonpost.com/news/book-party/wp/2015/11/05/ben-carson-the-humblebragging-instrument-of-god/?utm_term=.ffebc605eb69
Saturday, October 19, 2019
Humanities Final Paper Essay Example | Topics and Well Written Essays - 1000 words
Humanities Final Paper - Essay Example Many of the English writers tried to translate the Decameron or the hundred tales from time to time but few of them were successful in translating all the hundred tales. The Boccaccio linked these tales as both of them are about religious issues one is applauding the Christianity while the other is providing proof for all of the three religions by relating them to an example of three rings that bypasses honor and state to its descendants provided by a Jew to Saladin and remained safe from him due to him (Wallis). There are few similarities in both the novels as both of these novels are from the same day that is the First and are the product of human’s power of revoking ideas in response to the environment that one idea give birth to another idea one point is clarified by the other person in an interpersonal communications (Payne). The similarities that are observed in these two novels are the religious sentiments that are involved in these two novels one applauds Christianity while the other applauds the three big religions that is Islam, Christianity and Judaism (Migiel). In both the stories the ideas are clarified by the use of examples that is in the 2nd novel the idea is clarified by the visit of the Jew to the court of Rome and in the third novel the point is clarified by the example of the ring that passes honor and state to the dependent of a king. In both the novels the central characters are Jews that is in the 2nd novel it is Abraham and in the third novel it is Melcheizedeck. Another similarity in both the novels are both the Jews in the novels were wealthy. Main difference is the change of the result in both the novels that is in 2nd novel the end result of the is that a Jew went to Rome for personal observation of the Rome’s court after the preaching of one of his Christian friend but returned with bad experience and becomes Christian unexpectedly, this novel explains the grace of God on some people. While the end result of the 3rd novel
Single phase motors Essay Example | Topics and Well Written Essays - 500 words
Single phase motors - Essay Example It is also called an induction start and induction run motor. This is the simplest from of a single-phase motor meant for small industries. There are two windings. While the starter winding has fewer gauge wiring and turns, the main winding has higher gauge wire with more turns. This puts the start winding field ata different angle to the main winding field, resulting in the motor to rotate. Then the main winding, which is of heavier wire, takes over and keeps the motor running. When the speed reaches up to around 75% of its peak , the switching mechanism, mainly a centrifugal switch on the motor shaft, disconnects the start winding from the main one. Although the application of such motor is advisable only for those jobs where the staring torque requirement is not high, this type of motor is least expensive for industrial uses. This type is the most widely used motor for industrial applications. While this is similar to the split phase motor, the starter winding has a capacitor in the circuit, which gives a boost to the starting function. Here again the start winding and the capacitor are disconnected when the motor reaches up to 75% of its rated speed. Due to the wider applications, including those where the starting torque requirement is high, this type of motor is more expensive than the split phase type. These motors can be used for most of the belt drive applications like, small conveyors, Blowers and pumps. These can also be used for both, direct drive as well as geared applications This type of motor neither has the capacitor connected to the start winding nor a switch for disconnection. However, a capacitor is connected to the start winding permanently, in series with it. Once the motor reaches its running speed, this run type capacitor turns the start winding into an auxiliary winding. The starting boost is missing
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