Inquiring Minds want to know Assignment Example | Topics and Well Written Essays - 750 words - 2

Inquiring Minds want to know - Assignment Example The data was further about a single population, readers of publications. Even though many types of longitudinal surveys exist, trend study best identifies the used survey. This survey type identifies a target population from which a sample, at each trial, is selected and analysis conducted at the different times to determine and explain possible difference. The type of study can be conducted over any time gap and may use different participants as well as different researchers (Copper and Schindler, n.d.). Many issues exist to validity and reliability of the applied survey type. Core to the concerns is the flexible scope of trend studies longitudinal surveys that allows for difference in researchers and research participants. Such a difference offers a biased basis for comparing results because of difference in research environments across the research times. The study, for example, sought to determine effectiveness of publication advertising in generating leads and difference in consumers’ response approach to advertisements based on technology changes may offer a biased platform for comparing effectiveness of publication advertising across the considered time points. This means that identified effectiveness of publication advertising in the year 1997 could have been underestimated because of responses by other means other than the considered cards. Availability of free toll lines for customers’ enquiries and availability of web sites from which consumers could make inq uiries and orders, in the year 2007, are examples of changes in the study that undermined reliability and validity of longitudinal survey (The University of Texas, n.d.; Copper and Schindler, n.d.). The survey method is also demanding in terms of resources. It requires time because data collection must consider data from at least two different periods. This further identifies the need for comparison and higher expenses on requirements

The Reason for the Shift from Transactional To Relationship Marketing Essay

The Reason for the Shift from Transactional To Relationship Marketing - Essay Example This paper illustrates that strategies harnessed by relationship marketers to achieve their goals include focussing on retaining customers and long-term view of business relations as shown by Jaguar Land Rover Plc, focus on providing value to the customers as depicted by Mercedes-Benz, emphasizes on the provision of great service to clients as depicted at Starbucks. There is also an emphasis on quality relationships and customer contact through social media, email and text messages with this strategy exemplified by Starbucks and Costa Coffee. Business to business (B2B) approach of relationship marketing between one firm to another and focuses on the features of the product and there is the lack or very little personal emotion between the representatives of the two organizations involved. The operational guidelines of the business are the main emphasis for understanding through searching more information on the organization, and there is the requirement for marketing to be in-depth in business to business marketing. The effectiveness of marketing is dependent on the ability of the product to save time, resources, and money. On the other hand, relationship marketing approaches on business to consumer is giving a focus on product benefits and decisions have the personal emotional attachment. The message has to be short and less informed, focus on product benefits, and getting right to the point. Purchasing decisions by consumers base more on emotion.

Leadership And Motivation Of Organizational Members Commerce Essay

Leadership And Motivation Of Organizational Members Commerce Essay Leadership, the process of inspiring others to work hard to accomplish important tasks, comes from Steve Jobs and the other managers. Leading is a large part of the management process in Apple, as it builds the commitments and enthusiasm for people to apply their talents to help accomplish plans. Jobs is a visionary leader because he has a clear understanding for the future as well as an understanding of the actions needed to get there successfully. He is able to communicate his vision to all necessary employees, getting them motivated and inspired to pursue his vision in their daily work. In the organization, management uses power to influence their staff. Reward power and legitimate power are used within Apple, and some employees have stated that coercive power has also occurred. Based on research of the leadership within Apple, I believe the organization has a democratic style. They are committed to task and people, getting things done while sharing information, encouraging employ ees to participate in all aspects, and helping others develop their skills and capabilities. The contingency leadership approach Apple Inc. appears to follow is Houses Path-Goal Leadership Theory, which is where the leader clarifies paths through which followers can achieve both task-related and personal goals. Steve Jobs motivates employees to move along these paths, removing barriers along the way and providing appropriate rewards for task accomplishments. The four leadership styles of the path-goal theory stated in the text book that Jobs and other management possess are: Directive leadership- letting subordinates know what is expected; giving directions on what to do and how. Supportive leadership- doing things to make work more pleasant. Achievement-oriented leadership- setting challenging goals; expecting the highest levels of performance. Participative leadership- involving subordinates in decision making. Jobs and other managers use whatever leadership style is necessary for the current situation. Value is added through this leadership approach by contributing things that are missing from the situation or that need strengthening. Motivation is the forces within the individual that accounts for the level, direction, and persistence of effort expended at work. Apple Inc. produces highly motivated individuals who work hard at their job. Managers within the organization, including Steve Jobs, lead through motivation to create conditions where employees constantly feel inspired to work hard. Apples highly motivated workforce is one of the major reasons for their high-performance results. The company is rich in both intrinsic and extrinsic rewards for people whose performance helps accomplish the organizations objectives. Extrinsic rewards are provided by someone else, usually a supervisor or higher-level manager. At Apple, extrinsic rewards have included: additional vacation time, all employees receiving an iPod Shuffle, and in 2007, all full-time employees (21 600 of them) received a complimentary iPhone. Jobs is great at celebrating his teams accomplishments which includes: opening champagne to mark milestones, and educational trips to museums or exhibits. He has taken employees on retreats to expensive resorts and thrown parties at popular locations in the cities Apple operates in. The rewards vary in size from large pay bonuses to verbal praise, and recognition. In contrast, intrinsic rewards occur naturally as a person performs their job. The sources of intrinsic rewards such as feelings of competency, personal development, and self-control are all experienced by the staff at Apple. Employees have described how they enjoy and are motivated by the high calibre of people they work with, and being able to work on the cutting edge of technology. Due to stock option grants, employees who have worked at the company for many years have large amounts of money tied up with Apple. For majority of the staff, this is a key motivator to protect the companys interests. In regards to motivational theories, it does not appear Apple Inc. focuses as much on individual needs as do the content theories of motivation, but more on pursuing task goals as does one of the process theories of motivation and the external environment consequences regarding the reinforcement theory of motivation. The goal-setting theory, which is one of the process theories that applies to the organization, focuses on the motivational properties of task goals. Employees within the organization are highly motivated to accomplish task goals, which give direction to people in their work. The proper setting and management of goals within Apple helps clarify performance expectations in the organization. They provide a foundation for behavioural self-management, which helps motivate employees work performance and job satisfaction. Apple applies to the reinforcement theory of motivation because it focuses on the external environment and the consequences it holds for the individual. The organization mostly applies to the positive reinforcement strategy which strengthens or increases the frequency of desirable behaviour by making a pleasant consequence contingent on it occurrence. Examples of positive reinforcement at Apple include the rewards given by Jobs as mentioned above (opening champagne, vacations, company parties). All employees are motivated to do their best work to accomplish goals because of the rewards they can receive. Apple has also been known to use incentive compensation systems to motivate employees. This includes bonus pay, which provides one-time payments to employees based on the accomplishment of specific performance targets. They also have an employee stock ownership plan as mentioned earlier. An ownership share in ones place of employment links directly with a performance incentive. Employees holding stock options are motivated to work hard to raise the price of the firms stock. Many of Apples employees have to deal with stress on a daily basis, which is the state of tension experienced by individuals facing extraordinary demands, constraints or opportunities. Much of their stress comes from working factors which includes, long working hours, too many demands, the rush of developing the next big product, and the fear of losing their job for those who cannot meet objectives. Stress can also come from personal factors which includes the Type A personality and from non-work factors which include: family events, economics, and personal affairs. Jobs believes in putting a lot of stress on his workers as it acts in a positive way to increase effort, stimulate creativity, and encourage great work; known as constructive stress. The stress employees face can also have negative effects, known as destructive stress, which impairs the performance of an individual. A great example of this was recently, in July of 2009, a man who worked at an iPhone plant in China committed suicide. This was after the worker lost a fourth-generation iPhone prototype that he was responsible for. Employees who deal with Apples new products face great pressure in maintaining a high-level of secrecy over their products. Many of the organizations employees are constantly dealing with the stress of their job and non-work factors; therefore Apple has come up with a few strategies in dealing with stress. The organizations strict role clarification helps reduce job uncertainties, conflicts, and work overloads. Employees assistance programs are offered, which include: financial education seminars, tuition assistance, personal and family counselling, wellness programs, an onsite fitness center, and commuter programs. Areas Where Improvement Could Be Made: At Apple, areas of improvement could be made by eliminating the use of coercive power within the organization. Coercive power is influencing an individual through punishment. Employees have reported that they have coerced to do something through verbal reprimands. This only hurts the organization by making employees not want to work for management out of liking for their job, but out of fear they are going to be punished in some way (pay penalties, termination). In regards to leadership and power, I believe Apple can improve in empowering other people. Empowerment is the process through which managers enable and help other individuals to gain power and have more influence within the company. This would improve the organization by not making it a one genius that leads the company model. It would help relieve Steve Jobss work and when people are empowered to act, they are generally more committed to their task and producing high-quality work. It would show the confidence management has in their employees, and their respect for the talents and creativity they possess. Apple Inc. can improve its motivation of employees by not only following process theories and reinforcement theories of motivation, but also content theories of motivation. Content theories explain the behaviours and attitudes of people at work based on individual needs- the unfulfilled physiological or psychological desires. Having managers and leaders that establish conditions where it is possible for people to satisfy important needs through their work is important, as needs cause tensions that influence attitudes and behaviour. Eliminating obstacles that interfere with the satisfaction of important needs help in improving motivation at Apple. I believe Apple could improve stress management by not putting as many demands on employees, decreasing the amount of work hours a week and not putting stress on workers to increase effort and encourage great work. As it is hard for an organization to limit personal and non-work factors of stress, Apple can improve in reducing the amount of work factors of stress. The organization needs to focus on maintaining constructive stress, but eliminating destructive stress. Detailed Plan of Improvement Content Theories of Motivation Hierarchy of Needs Theory As mentioned in Part D- Leadership and Motivation of the Members of the Organization, Apple Inc. does not focus as much on the individual needs of their employees, which relates to the content theories of motivation, but more on the accomplishment of task goals and the external environment consequences, which relate to the process and reinforcement theories of motivation. This leads to room for improvement in following the content theories of motivation, which explain the behaviours and attitudes of people at work based on individual needs. This would improve the organization because needs are the unfulfilled physiological or psychological desires of an individual, which cause tensions that influence attitudes and behaviour. This is why it is important for managers and leaders to establish conditions where it is possible for employees to satisfy important needs through their work and to also eliminate obstacles that have the potential to interfere with the satisfaction of important n eeds. Fulfilling these individual needs will further help in improving the motivation at Apple. One of the content theories of motivation, the Hierarchy of Needs Theory developed by Abraham Maslow, is a great theory to implement into the organization to improve motivation. This theory states that there are two categories of needs: Lower-order needs- include physiological, safety, and social concerns, and higher-order needs- include esteem and self-actualization concerns. The fulfilment of lower-order needs, which desire social and physical well-being, and higher-orders needs, which desire psychological development and growth, leads to great behaviour and attitudes of people at work. Maslows theory describes two principles explaining the affects of needs on human behaviour. The first is the deficit principle, which states that a satisfied need is not a motivator of behaviour. The second is the progression principle, which states that a need at one level does not become activated until the next lower-level need is already satisfied. The goal of Apple in implementing this theory would be to allow all employees to advance through the hierarchy until they reach the level of self-actualization. At this level, employees begin to be motivated by opportunities of self-fulfillment. If managers within Apple followed this theory, employees would not have deprived needs which result in negative attitudes and behaviours, which in turn affect the organization in many different aspects. There are many different ways managers can use Maslows ideas to better meet the needs of their staff. A detailed plan to implement this theory would first begin by looking at the order of the needs in the hierarchy. The hierarchy of human needs is, from first to last: physiological, safety, social, esteem and lastly self-actualization needs. Below is an example on how Apple can fulfill each of these individual needs. Physiological needs: Providing reasonable work hours, rest and refreshment breaks, and physical comfort when working. Safety needs: Apple already does a good job in providing for some of these needs, such as safe working conditions, base compensation, and benefits. It could still improve in job security, which is eliminating the threat many employees feel of losing their jobs because of their performance. Social needs: Improving the group atmosphere between managers and workers, by having friendly co-workers and pleasant supervisors. Allowing all individuals to feel a sense of belonging is important. This need is important to fulfill within the Apple organization as it has many team-based projects. More social events could help improve the fulfillment of this need. Esteem needs: Apple can fulfill employees esteem needs by giving them more responsibility for important jobs, allowing the opportunity for promotion to a higher job status, and more praise and recognition from Steve Jobs and other managers. Ensuring workers know their contribution helps in reaching the organizations goals and making certain they receive recognition for what they have done results in good self-esteem, leading them to be more productive and effective. Self-actualization needs: As Apple already provides creative and challenging work through the products they develop, and participation in decision making, they could further help in fulfilling this need by allowing more job flexibility and autonomy. Apple should allow employees to feel that they have reached the place they want and by fulfilling the self-actualization need more and more, the individual is suppose to grow stronger. With Apple Inc. being one of the top companies in the world, it is hard to say what they should improve on because of their success, the great individuals they have working for them and their size. This plan to implement the Hierarchy of Needs Theory may benefit the organization but because of the organizations size and the expertise of the individuals that run the company, including Steve Jobs, I am sure they have looked to all aspects of the organization for ways to improve.

Vegetarians: Selecting Healthy Nutritional Choices Essays -- Healthy L

Introduction A group of three female friends who are living off campus have approached us to discuss how to have better eating habits but within the limits of their budget. This will require an in depth assessment of the individuals which considers several factors. Once we have a baseline it is key to develop a nursing diagnosis that encompasses the issue at hand. Once that is done a plan can be put into place, involving the cognitive, affective, and psychomotor learning styles. Assessment First a baseline assessment will be done concerning the clients. There are several identifying factors that may affect our client’s ability to learn and this will need to be discussed first. Typically younger adults exhibit ignorance and are still learning about the world. In this instance these girls may not be used to cooking for themselves, as they are still fresh to the idea of living away from home. They may not be used to buying food for themselves being unaware of the monetary value of food. This is especially the case if they have moved from a far area from accessible food. They will probably require time to individually learn and be informed to learn about their health problems. Also, being in college comes with many responsibilities, which can affect their emotional capability. For example, they may be feeling overwhelmed with the course load from school which in result causes them to focus less on their nutrition. Having a busy schedule leads to having less time for meal preparation, causing them to consume the most convenient meal option. An example of this would be Mr. Noodles or MacDonald’s, which are not necessarily the healthiest options. Since they are in college we have confidence that their cognition and reading level ... ...being able to find healthy nutritional choices is hard enough and adding in a tough budget while living in unfavourable circumstance makes it nearly impossible. By being proactive the three students will be able to overcome this challenge. The use of the health care system will help them gain more resources and knowledge of how to be self-sufficient in a dietary context. If the clients fulfill the cognitive, affective, and psychomotor objectives and goals it is believed that the clients will be successful in acquiring healthy habits and eating healthier within a budget. Works Cited Eating well with Canada’s Food Guide – Main Page – Health Canada. (2011, September 1). Retrieved November 22, 2013, from http://www.hc-sc.gc.ca/fn-an/food-guide-aliment/index-eng.php Perry, A., & Potter, P. (2013). Canadian Fundamentals of Nursing. (5th ed.). Toronto: Elsevier.

Snowball Speech

Here I am, Comrades, standing in front of you on this fine Sunday morning rested and relaxed while you are all tired and worn out. And why is that, Comrades? It’s because you work Monday all the way through Saturday from dawn to dusk doing miserable, laborious, and backbreaking work. But the pigs, oh the pigs, they don’t work. They sit around and watch you and tell you what to do, but they never work. In fact, they don’t do anything except boss us all around and tell us lies about what they are actually doing. Remember the 7 commandments? The one that says we are all supposed to be equal?Well right now, that isn’t happening because Napoleon and the other pigs are bettering their education, telling you lies so you will believe anything they say, they have even stopped letting you help make decisions about the farm. Does that seem like equality to you? I apologize for being a part of that once. I have seen the error in my ways and I am here to make it up to you, with the windmill. If we build the windmill, you will have to work only 3 days a week, maybe even less, and the work you do will be the easiest work you can imagine.The rest of the time you can spend relaxing or improving your education. With the windmill, the farm will be industrialized, meaning we will be able to have machines that can do most of the work for us. You will be able to have warmth and light in the stalls all year round. This will take some time to build, Comrades, maybe a year, maybe two. But believe me, an industrialized farm, electricity and warmth for the stalls, and only 3 days of work and time to improve your education is worth it. Do you like all the hard work you do each day, Comrades?Are you tired of being tired at the end of each day? I know I would be. It’s not fair to you to work day after day from dawn to dusk doing all the tedious work that you do. But, if we build the windmill we can bring electricity to the farm and build machines to do all the work for us. We can have a circular saw, chaff-cutter, mangel slicer, electric milking machine, threshing machines, ploughs, harrows, rollers, reapers, binders†¦ Anything we can think of, Comrades! With all this, we would work a lot less and what little work we actually do will be extremely less tedious.We will be able to relax during the day, while all the machines even more work in one day then we will be able to do in one month. And to power all these machines, we will use electricity generated from the windmill. Another thing we can do with the electricity is put lights in the stalls and put heaters in the stalls to make them warm in the winter. This is something that Napoleon has because he is living in Mr. Jones house. If we really are supposed to be equal, why can’t we all have light and heat?The light in the stalls will help us be able to see better when it is dark outside or just to have on to make everything brighter. Having the heat in the stalls will mak e it warmer during the winter time so that we won’t freeze and so we can stay healthy. I guarantee you, during the winter Napoleon will stay up in the comfortable house of Mr. Jones and make us still do all the work and then leave us to sleep in the cold at night. But if we build the windmill, then we can stay warm during the day and night and not have to leave the barn as much.And while you are staying warm in the barn during winter, you can be relaxing and improving your education. And you don’t just have to do it in the winter. With the windmill, we will only have 3 days maximum that we will need to work. On our days off, Comrades, you will be able to relax and learn more as well. This is one of the reasons Napoleon doesn’t want the windmill because he doesn’t want you to become smarter. He doesn’t want you to be able to figure what he’s telling you isn’t true and he doesn’t want you to be able to stand up to him.But if you use your extra time to learn, then you will be able to stand up to Napoleon and see through all of his lies. So here I am, Comrades, standing in front of you on this fine Sunday morning rested and relaxed while you are all tired and worn out. I have told you why we need to build the windmill, why we will have to work really hard in order to build it, why we will all be thankful once it is built. We will no longer have to do doing miserable, laborious, and backbreaking work from dawn to dusk every day because you will have machines to do the work for us.We will no longer have to deal with dark and cold stalls while the other pigs are living in the lap of luxury because the electricity from the windmill will give us lights and heaters. We will no longer have any time to rest because with only 3 days a week that we have to work we can relax. And we will no longer go uneducated because we will be able to improve our knowledge. As you know, Napoleon doesn’t want this because he wa nts to be able to control every aspect of our lives. I stand here telling you to go against his wishes and build the windmill so that we will be able to have some power on this farm.

Development of the Atomic Model Essay

460 – 370? BC – Democritus – first theory of atom – All matter is composed of particles called atoms which can’t be subdivided – different materials had different properties because their atoms were different – atoms have different sizes, regular shape, are in constant motion, and have empty space 450 BC – Empedocles – matter is composed of four elements – earth, air, fire, water 384 – 322 Aristotle – no voids! Opposed Democritus’ theory – 4 elements earth, fire, air water with dry, hot, moist and cold 500 – 1600 A.D. – age of alchemy Late 1700’s – law of conservation of mass – mass doesn’t change during a chemical reaction 1799 – Proust – law of constant composition – compounds always have same proportion by mass of their elements 1766-1844 John Dalton (English) postulates atoms as a billiard ball model – all matter is made of particles called atoms – all atoms of an element are identical – atoms of different elements have different properties – atoms combine to form compounds – atoms are neither created nor destroyed during a chemical reaction Late 1800’s – Sir William Crookes and others – used sealed glass tubes to generate a glow – Cathode rays were attracted to positive plates – therefore negatively charged – Rays could be blocked – therefore a particle – Negatively charged particles were called electrons 1897 JJ Thomson – used cathode ray tube and developed raisin bun model – Electrons randomly distributed through positive mass – told not to touch – broke everything but could see what was wrong with equipment 1904 Hantaro Nagaoka – developed Saturn model 1911 Earnest Rutherford – Thomson’s research assistant – testing Thomson’s theory – gold foil experiment – surprised – like shooting a cannon ball at a piece of tissue paper and having the cannon ball bounce back at you! – Most of atom is empty space, positively charged nucleus – Electrons in a cloud around the nucleus – had hands of gold and knew how to use them to get answers – didn’t mention electrons because he didn’t know what they did – he did know they weren’t in orbits because the energy degenerates and in the atom, it doesn’t 1886 – Goldstein – discovery of the proton (shown to be a fundamental particle 20 years later) – 1837 times heavier than an electron 1932 James Chadwick – discovered neutrons by bombarding Be with alpha particles – Gave off rays which weren’t deflected by outside fields – Neutron had mass approximately equal to a proton 1900 Max Planck – energy is absorbed and released in chunks called quantum (compare playing a piano vs a violin) Einstein – radiant energy – energy packets called photons ; described photoelectric effect from observing that radiant energy on metal releases electrons 1913 Niels Bohr (worked first with JJ Thomson then with Rutherford) developed model for hydrogen where the electron orbits the nucleus. – He explained the H emission spectra and the explanation was the foundation for n, the principle quantum number – the concept of energy levels – Mathematical predictions of lines only worked for hydrogen – won a Nobel prize for looking at the solar system and comparing it to the atom 1924 Louis de Broglie showed that if radiant energy could act like a stream of particles, then matter could act like a wave – the wave property of electrons 1927 Werner Heisenberg – developed uncertainty principle – impossible to know both exact momentum and location of an electron due to dual nature of matter 1926 Erwin Schodinger – Schodinger’s wave equation – quantum mechanics (advanced calculus needed) takes into account the wave and particle nature of electrons. – equation (2 gives info on location of electron in terms of probability density – wave functions are called orbitals – [pic], where E is energy, e2 is electric potential, r is orbital radius and h is Planck’s constant 1925 Wolfgang Pauli – each orbital has only 2 electrons is now explained due to direction of spin of electrons. Spinning electrons create magnetic field. Only 2 electrons of opposite spin in an orbital referred to as Pauli exclusion principle Hund’s rule – half fill each orbital before adding second electron Aufbau principle – energy sublevel must be filled before moving onto next higher sublevel Principle Quantum Number, n – integer that Bohr used to label the orbits and energy levels – a main shell of electrons – seen in low resolution spectra – still used today although we now use orbitals instead of orbits Secondary Quantum Number, l – Arnold Sommerfeld (1915) extended Bohr’s theory. – H has 3 elliptical orbitals for n = 2 – Explained the observed line splitting seen for H in high resolution line spectra – Introduced l to describe sublevels – l has values 0 to n-1 – relates energy levels to shape of electron orbital and explains regions of the periodic table – l=0, s orbital – sharp – l=1, p orbital – principle – l=2, d orbital – diffuse – l=3, f orbital – fundamental Magnetic Quantum Number, ml – from experimentation with emission line spectra – place a gas discharge tube near a strong external magnet, and some single lines split into new lines not initially seen – done by Pieter Zeeman in 1897 – called normal Zeeman Effect – Zeeman Effect explained by Sommerfeld and Peter Debye (1916) – They proposed that the orbits could exist at various angles – If orbits in space are in different planes, the energies of the orbits are different when the atom is near a strong magnet – For each value of l, ml can vary from –l to +l – If l = 1, ml can be -1, 0, 1 suggesting 3 orbits with the same energy and shape but with a different orientation in space (degenerate orbitals) Spin Quantum Number, ms – to explain more and new evidence, ie the additional line splitting seen in a magnetic field – student of Bohr and Sommerfeld – Pauli – suggested each electron spins on its axis and is like a tiny magnet. – Could only have one of two spins equal in magnitude, opposite in direction (vector) – Values + Â ½ or – Â ½ – Opposite pair is a stable arrangement like bar magnets stored in pairs arranged opposite to each other (produce no magnetism) – If single unpaired electrons present, magnetism is present and atom is affected by magnetic fields Overall – each electron in an atom is described by a set of 4 quantum numbers – fits perfectly arrangement of electrons and the structure of the periodic table