Peer Evaluations of Presentation Essay Example | Topics and Well Written Essays - 250 words

Peer Evaluations of Presentation - Essay Example [Ibid.] Though it has created a negative impact on the teachers and school administrators, such impact has somehow helped in substantiating the point being highlighted in the presentation: the concept of duty (i.e. the duty of the teachers and school administrators to maintain the safety of their students). From the presentation, we find: â€Å"These teachers definitely had an obligation to help protect all of the students in the school† and â€Å"In the situation with Phoebe Prince, it is sad to see that the very people and institution that teach us right from wrong, encourage us to speak up for our safety and the safety of others, failed to protect this taunted teen.† Such statements, though negatively presented, further clarified the thesis statement: Teachers and school administrators have a duty to maintain the safety of their students. On one hand, another highlight in the presentation was the testimony â€Å"I even took an ethics and law class in college specifically for teachers. We were made well aware that it was our duty to report bullying and to deal with it in an appropriate manner.† More affirmative, this statement gives a balance, as it were, to further justify the thesis

Market Structures Essay Example for Free

Market Structures Essay Each market structure plays a significant role in the economy. Markets are categorized according to the structure of each industry serving the market. Three of the basic market structures include competitive markets, monopolies, and oligopolies. These differ due to the different number of strength of buyers and sellers and also the level of collusion between them. There are stages of competition and magnitude of the difference in products. When there are many buyers and sellers of a product then neither firms are able influence prices, therefore making it competitive. In competitive markets there are not restraints on firms going in and out of the market and buyers can purchase the same product or products from many sellers and get the same products. For example, potatoes are in the competitive market because consumers can find a potato farm that offers them at the lowest market price, and they can produce however much they want or as much as they can profit from at the going rate. There are many options for buyers because, with the knowledge, there is a lower price so they can always observe to find the best price. Lets say a good/product is $10 at the market price and a firm produces 10 units per day. The total revenue for the day would be $100 ($10 x 10 = $100), but the marginal revenue with producing the eleventh unit per day would increase from $100 to $ 110 ( 11 x $10). However marginal cost do vary depending on the amount of goods produced. For example, a firm may increase input so marginal cost is equal to the market price. As long as the market price covers the variable cost there is incentive to stay in business, and possibly in the long run maximize profits (Jeffery Ely, 2012). So basically with a numerous amount of buyers and sellers in the market it creates competition and very little bargaining power for buyers and sellers. There are usually not many barriers that exist within competitive markets because the exit and entry levels are low. For example, even though the market for making cars competitive the upfront capitol cost are high, which can create difficulty entering, or getting started. In some cases an exit barrier may exist if a large amounts of money is tied up in firm.

Employee performance recognition techniques on customer satisfaction

Employee performance recognition techniques on customer satisfaction Now a days service industry is dominating the business world. In developing countries it is observed that the largest growing area of business is service industry. Worldwide company cultures and in business the cross culture encounter ship encouraged service sector to grow in developing countries. In Restaurant industry a part of the offering is a service and it is very popular industry in Pakistan. Chains of restaurants are not only the primary source of food in most cities of Pakistan even many local chains of restaurant with a very unique taste at low cost are competing with the international chains of restaurant. In Pakistan Restaurant industry is highly competitive in terms of quality of service provided by restaurants as a quality of services has significant effects on the profitability and success of restaurants. The Fast Food Restaurant Market is a growing industry in Pakistan relying heavily on the changing lifestyle patterns, population growth of the target age group and the related increase in employment of women. With todays hectic lifestyles, time-saving products are increasingly in demand the most obvious being the fast food. The rate of growth in consumer expenditures on fast food has led most other segments of the food-away-from home market for much of the last one decade. Restaurant is consisting of a group of people that are linked with one another to satisfy a single objective to satisfy the customers. If these group of people those are called internal customers are satisfied than they try more and more to satisfy the actual external customers which ultimately increases the profit of the restaurant. And for this it is very necessary to satisfy internal customers and many restaurants are expanding much of their earnings in satisfying them by providing them different rewards that may be just a Thank-you Letter or formal award in annual function of organization. In restaurants the concept of internal customers is most suitable for front line staff because customers satisfaction is largely depends on them. In a restaurant customer and employee contact is the first representation of a service and on that basis customer perceived the service of customers. All businesses remain healthy if their employees are healthy and wellbeing and that contribute to a e xcellent performance and that makes successful (MacDonald, 2005). It is necessary for restaurant to recognize their employees positive contributions and achievements even though these are very small. Nothing can motivate employees more than the receiving award. Recognition of employees can be in many forms like, pay increments, appreciation letter, employee awards, physical and verbal support and promotions etc. it is suggested by many authors to recognize employees in front of other employees because this will motivate employees behavior and also motivate other employees to work hard to receive such an appreciation in front of all other employees. Every employee never wants only monetary compensation they also need recognition and for this the recognition of employees is more common in corporate world, Nelson (2005) in his book 1001 ways to reward employees gave so many evidences and ways to recognize employees. It is the common understanding that if employee is motivated that will work more and satisfy more customers and if customers are satisfied that will ultimately increases the profit of organization and thats main objective of any business. It has been observed that person visit a restaurant at first time on anothers recommendations and he/she is satisfied from the services than it is likely to revisit the restaurant in future and do the recommendations to others in future. In attracting and retaining the customers restaurant industry is one of the highly competitive industry and for this restaurant managers and operators have a clear picture about the customers needs, wants and perception of customers that will finally decide about the success and failure of restaurant. To understand customers needs and wants and factors that influence them will provide a clear idea to the restaurant managers and operators to make, design, develop and deliver the right offerings to the customers that will make customers more satisfied (Syed, Conway, 2006). It is observed that if loyal customers increase by 5 to 10% that will increases the profit up to 100%, and this is the reason for which many restaurants make themselves customer ori ented and make their objective customer first and for this reason they are getting success and increasing their profits. Problem Statement: To study the relationship between employee performance recognition techniques and customer satisfaction in restaurant industry. Hypothesis: Relationship: The measure of what kind of relation does employee performance recognition techniques have with customer satisfaction in restaurant industry. H1: There is positive relationship between employee performance recognition techniques and customer satisfaction. Outline of the Study: Restaurant industry is very fast growing industry in Pakistan which is partially service oriented and in service industry it is observed that if employee is recognized against its performance than customers are more satisfied from that employees service. The aim of this study was to how employees are recognized in service industry and how these employee performance recognition techniques are related or associated with customer satisfaction in restaurant industry of Pakistan. Definitions: Employee performance recognition: Employee performance recognition is essentially a positive feedback to let employee know that their performance and efforts are valued and appreciated by coworkers and the organization. Employee performance recognition techniques: These are just tools or rewards by which employee performance is recognized. Customer satisfaction: Customer satisfaction is a measure of customer expectation either it meets or surpass about the product or service supplied by the company. CHAPTER 2: LITERTURE REVIEW Restaurant Industry: This has been observed since decades that the business world has been dominated by services. Now a days service industry is largest, rapidly growing and more profitable industry in the developing countries due to the reason of cross culture encounter ships of business and worldwide company cultures. The only industry which even survives in recession was the restaurant industry. The result for restaurant industry to boom is, people dont have to cook and they eat out. Now days, people have meal outside not only on planned occasions even more as an afterthought (Mogelonsky, 1998). Changing life style of people of Pakistan has resulted in the expansion of hotel and restaurant industry and due to the reason this industry is very popular among people of Pakistan. Chains of hotels, restaurants and fast food are not the only or even the primary source of food in Pakistan. The hotel/ restaurant industry of Pakistan has become highly competitive due to the quality of services provided by them and the quality of service in this industry has direct relationship with the profitability and success, this is the reason for which many local fast food chains and restaurants are competing international fast food chains and restaurant in Pakistan that provide good quality of services and unique regional tastes and habits at low cost (Siddiqi, 2007, p. 15). The restaurant industry is growing in Pakistan rapidly which rely heavily on population growth, increase in employment of women and changing life style patterns. In todays changing lifestyle the demand of time saving product s is increased and the top of list among them is fast food. Many organizations nowadays focusing on improving quality of a service because they recognize that service is the only crucial element in their environment by which customers can be gained and retained and service also serve as competitive advantage. Service is not only important for purely service based organization; the production based industry having a mix of production and service is much focusing on buyer and seller interaction which also termed as Service Encounters and service encounters decide customers to sustain or not (Gro ¨nroos, 1994). For a mix between service and production restaurant is matching example, where customers get meal which is primarily production outcome during this he/she communicates with waiter which is operational or process related or service element of restaurant. Restaurant owners and managers should have a clear understanding of needs, perceptions and wants of customers if they want to attract and retain customers, because customers are the one who choose their existence and this makes restaurant industry more competitive (Gregoire, Shanklin, Greathouse Tripp,1995). Extreme competition observed in restaurants with regard to differentiated services (Koo, Tao and Yeung, 1999; Sundaram, Jurowski and Webster, 1997). In comparison to past years, an increase in the spending of people on fast food, other sectors of food are taken away from home market. Restaurants to bring in the full potential of employees value, they should change the current philosophy; this can be done through understanding the relationship of competitive advantage and high performance work practice (Murphy Olsen, 2008). Employee Performance Recognition Techniques: There is no business in the world which is not striving or a good and healthy state. Only contribution of successful performance of employees can make organization successful (Economic and Social Research Council, 2006; MacDonald, 2005). It has been noticed that firms to sustain competitive in the market they have a constant focus on improvement of service quality (Stevens, Khutson and Patoon, 1995; Parasuraman, Berry and Zeithaml, 1991). Human resource processes are directly associated with employee attitude and that will in return produce job satisfaction or dissatisfaction (Rainey, 1991), and job satisfaction produces motivation which affects employee work efforts and productivity that ultimately affects customer satisfaction (Lawler, 1994). All employees have given responsibilities and they also have moral responsibilities and they are supposed to act in a directed way (Fisscher, Nijhof and H. Steensma, 2002). This somehow subjective morality which is more concerned about common-sense, but actual responsibility may be beyond role morality. Pointing out demands and responsibilities of ones role to be filled is role morality (Werhane and Freeman, 1999). Every organization is focusing on measuring and evaluating performance of employees by using different tools like balanced score cards to motivate employees according to their performances (Kaplan and Norton, 1996). This has been observed that performance measurement procedures not always give clear results in measuring elements like motivation, decision making or goal directed behavior; both positive and negative results appeared. Result of one performance measurement tool is positive in measuring one particular situation while it gives negative result in measuring other particular situation. In restaurant industry this is easy and more reliable way to get the feedback from customers or involving customers in evaluating the performance of employees (Hopkins, 2005). Employee should not only be assessed by responses to work role rather it should be assessed in social contexts that how it shape attitudes and wants (Salancik and Pfeffer 1978), and emotions expressed in organization (Raf aeli and Sutton 1989). This way of measuring employee attitudes has opened many different areas to be studied at organizational level such as depression, liking, positive and negative effect, happiness and optimism (Staw, Sutton Pelled, 1994). To get desired results from employees it is necessary to recognize employees for their work. Employee recognition is the best way to get satisfaction among employees, this sometimes known as thank you category. For employees nothing more important than just a simple thank you for job that performed well by employee. It is necessary to recognize employees on their good work, positive contributions and achievements even though that should be too small. Recognition doesnt mean just to say thank you, that could be in many forms such as promotions, company awards, pay raises, physical support, verbal guidance etc. what recognition is given to employee is not necessary but employee is recognized is the real recognition. It is to be suggested by man y researchers that recognition should be given publicly because nothing can more motivate employee than to achieve an award or honoring achievement in front of the whole company formally. This may also give motivation to other employees that they should also be honored for quality of work and achieving high results. It is also observed that none of the factor can be more motivating than to receive an award (Hopkins, 2005). Sometimes rewards are treated as psychological management which believes that when employee comes to know that their customers are satisfied then these employees will work hard more effectively because they themselves will be satisfied. Sometimes the rewards are also act as implicit. It is belief of management that a long run satisfied customer is more profitable for organization. Management motivates employees by communicating this belief that if the firm is more profitable than employee will remain employees and even ear more wages. In some organization employee wages/salaries are directly stick with the customer satisfaction or quality measures (Hauser, Simester, Wernerfelt, 1994). Clive Mettrick, an executive of the company once said: to reward and to recognize positive results of employees is important factor in employee retention. To retain qualified employees to engage them in customer satisfaction, resource management and performance improvement organization should maintain reward and recognition programs (Freed, 1999). Akerlof and Kranton (2005) quoted: If an organization is going to function well, it should not rely solely on monetary compensation schemes. In his book 1001 Ways to Reward Employees, Nelson (2005) gives plenty of proofs and multiple awards used in companies. Employee considering award as incentive assume recognition as important source of motivation (for example, by receiving award). Employee put all his efforts not to demolish award with the money that went with it. Awards are valuable for the employees because they convey appreciation and recognition on behalf of colleagues and the public. Award may give a feeling of commitment because it creates an emotional bond by connecting the winner with the institution (Bruno Susanne, 2009). Reward and recognition is the way of telling employees that organization value employees efforts (Evans and Lindsay, 2003). It is seen that many of the companies through billions of dollars for employees reward and recognition processes but the results showed that such processes are not of value for them even these create de-motivation among employees (Spitzer, 196). Coveys (1994) term begin with the end in mind is may be used in designing Reward and Recognition system for employees, before developing the system it is necessary to consider the key objectives that organization has to achieve. McAdams (2000) suggested attaching rewards with business goals and objectives which, he recommended, are: revenue financial return, growth, customers satisfaction and reducing operating expenses. Any organization may make as many rewards as possible but sometimes they become of no use because they create a feeling of being controlled, the best solution of this is to involve employees in developing reward and recognition system of organization (George and Weimerskirch, 1994). Employers and Managers should not recognize employees as they want but recognize employees as they want to be recognized (Branham, 2001). For employees performance measurement customer feedback plays a vital role, if servers provide good/bad service to customer so customer will provide good/bad feedback about employees. So, more emphasis should be on quality of employees service, customers will get more satisfaction (Johnson, 1996; Schneider and Bowen, 1985). This concept should be well understood that if organization is providing employees with quality service then it is likely to be notices that customers will receive higher quality service (Lukas and Maignan, 1996). Some service executives claimed that frontline service employees are actually communicating with customers so; they create the level of perceived service quality of that organization. The first representation of service firm is interaction between employee and customer and customer usually perceived organization on the basis of interaction between employee and customer (Parasuraman, Zeithaml, and Berry 1985). Therefore, it is vital that frontline custome r contact employees must be focused on customers needs and wants (Kelley 1992). Customer Satisfaction: Since many years, service quality and customer satisfaction have become a major area of attention to researchers because it was found that both have impact on organization performance and customer behavior. Service quality gives higher profitability (Gundersen, Heide and Olsson, 1996), and also it gives customer satisfaction (Oliver, 1997), and customer satisfaction spread positive word of mouth (Sà ¶derlund, 1998). A satisfaction based on outcome or process is also termed as customers satisfaction. Customer satisfaction can simply be defined as judgment of a post consumption of a particular product or service (Gundersen, et al., 1996). Some studies also showed that customer satisfaction has direct or indirect impact on organization results. Many authors also concluded that organization profitability is directly affected by customer satisfaction (Anderson, Fornell Lehmann, 1994; Yeung, Ging Ennew, 2002; and Luo and Homburg, 2007). All these authors also found that customers satisfaction produces customer loyalty that increases repurchase intentions which spread positive word of mouth. Knutson (1988) discussed the factors that are important for customer satisfaction like convenience of location, safety and security, prompt service, and friendliness of employees. Barsky and Labagh (1992) is of the view that location and employee attitude are the factors which can easily influence customers satisfaction. Service quality is considered very complex in nature its meaning is different from customer to customer but the most common definition could be that comparison between customer expectations and customer perceptions of the service received by customers (Parasuraman, Zeithaml Berry, 1988; Grà ¶nroos, 1982). Some authors are of the view that customer satisfaction represents a sign of service quality (Carman, 1990; Bolton and Drew, 1991). Other authors argue that service quality is a sign of customer satisfaction (Churchill and Suprenant, 1982; Anderson et al., 1994; Oliver, 1997; Oh, 1999; Zeithaml and Bitner, 2003; Jamali, 2007). These authors agreed that service quality is cognitive evaluation which may give satisfaction to the customers. So it may be concluded that service quality produces results of customer satisfaction. Customer satisfaction should be measured on criteria of the quality service that is provided to the customers by the services that are attachà © with the product/ service (Vavra, 1997). Word of mouth recommendations and repeat purchase behavior are the major reasons for which customers satisfaction is thought of having a great importance in all type of organization (Berkman and Gilson, 1986). Factors affecting service quality and customer satisfaction guide owners and restaurant managers to develop and deliver the right offerings. Only a part of an offering of a restaurant is service that is intangible and heterogeneous and success of all other parts is dependent on the quality of service that is provided to the customers (Syed, Conway, 2006). It has been observed that a satisfied customer from service provided by restaurant is likely to visit again in the restaurant even recommend to other friends and relatives (Kivela, Reece and Inbakaran, 1999; Pettijohn, Pettijohn and Luke, 1997). Restaurants net profits can be doubled if a restaurant loyal customers increases from 76 to 81% (Mattila, 2001). Social contacts play an important role in selection of a restaurant; almost 44% of customers visit a restaurant first time on recommendation of friends where as only 10% visit restaurant first time with former customer (Smith, 1996; Stevens, Khutson, and Patoon, 1995). Most of the restaurants make themselves customer oriented where they have the belief that customer and customers interest comes first without ignoring other stake holders like owners, managers and employees, to make organization long run profitable (Hartline , Michael D., Maxham III, James G., McKee, Daryl O. 2000). Because of intangible, hetero and inseparable nature of service, in service firms customer orientation plays a vital role (Parasuraman, Zeithaml, and Berry 1985). Firms applying customer orientation earn more profitability and perform better service quality than those firms who apply other orientation in their processes (Kelley, 1992). Satisfaction is generally viewed as a broader concept . . . service quality is a component of satisfaction (Zeithaml and Bitner, 2003, p. 85). Satisfaction cant be driven from one source it always be driven from many sources, Bitner and Hubbert (1994) explain satisfaction in two ways: service encounter satisfaction, this satisfaction or dissatisfaction arrives from specific service encounters and overall satisfaction, this satisfaction based many/ multiple service encounters and experiences, experienced by customer. It shows that service encounter satisfaction at each service encounter develop overall service satisfaction. Olivers (1997) defined customer satisfaction as fulfillment of response. Satisfaction in a very low time grows moldy with overall customers attitude (Oliver, 1997). From the above perspective of customer satisfaction this can be stated that, Service quality can be viewed as whole family picture album, where as customer satisfaction is just one snapshot. CHAPTER 3: RESEARCH METHODS 3.1 Method of Data Collection A questionnaire survey consisting of 2 questionnaires, 1 for managers of restaurants (consist of 3 pages) and other for customers (consist of 2 pages) of each restaurant were used to collect the data (Primary) from respondents from restaurants across Pakistan. The survey was done in the following manner. Personal meeting by taking an appointment with the managers of the restaurants Personal meetings with customers those were available in restaurant at that time. 3.2 Sampling Technique Convenience sampling was done to carry out the research. 3.3 Sample Size There are two types of data used by researchers to do research, primary and secondary. In primary research questionnaires are used to collect the data that can be qualitative or quantitative. Since every organization is using different techniques to recognize their employees so there was need to use questionnaires to collect the primary data. It is very difficult to reach every restaurant and collect the data because many of restaurants were not willing to share accurate information. Total sample size was 420 which include 20 restaurant managers and 400 customers, 20 customers from each of 20 restaurants. 3. 4 Instrument of data collection Two different questionnaires were developed to collect the data, among which first questionnaire was based on employee performance recognition techniques used in restaurant and the other questionnaire was based on the service characteristics and the service provided by employees and received by customers. Demographics were also asked in both instruments (questionnaires). SPSS was used as tool to analyze the data. 3.4.1 Validity and reliability test The questionnaire was conducted to determine the errors in the design and instruments. Pre-test refers to testing of the questionnaire on a small sample of participants to identify and get rid of potential problems. This has been done to evaluate the questionnaire for clarity, bias, and issues vague, and its importance to the research. Reliability analysis, measurement scales and the things that makes studying the properties to make them. Reliability analysis procedure is used in many cases the number of procedures to calculate the level of reliability and the relationship between the items listed in the individual level provides information about. Table 3.1 Reliability Statistics Cronbachs Alpha Cronbachs Alpha Based on Standardized Items N of Items .761 .762 14 3.5 Research Model Developed Restaurant industry is a mixture of service industry and production industry, if any one of them is not up to the standards or customers perception it directly affect restaurant business, so for restaurants it is necessary to make and serve the products as per standards. Service part of restaurant industry is very critical and to cope up with this restaurants recognize their employees by providing them different rewards to motivate them and they motivated these employees work more and in an efficient way and this will directly affect customer satisfaction. This study focused on how restaurants in Pakistan recognize their front employees and how recognizing employees affect customer satisfaction. Every restaurant has different recognizing techniques to recognize employees and do these recognizing techniques have any relationship with the customer satisfaction. The following model has been developed with the help of supervisor. Employee Performance Recognition Techniques: Employee of the Week/Month/Year Cash Certificate of Appreciation Write-up in the newsletter Praise in the meetings Nominating for out of station Training Paid vacation (Time-off) Job redesign Company shares Promotions More power in the job Figure 3.2 Employee Performance Recognition Customer Satisfaction 3.6 Statistical technique: General Linear Model and ANOVA statistical techniques have been used for the study keeping in view the nature of the hypothesis and the data collected. CHAPTER 4: RESULTS 4.1 Findings and Interpretation of the results: H1: There is positive relationship between employee performance recognition techniques and customer satisfaction. Parameter Estimates Dependent Variable:Total Customer Satisfaction Parameter B Std. Error t Sig. 95% Confidence Interval Partial Eta Squared Lower Bound Upper Bound Intercept .702 .858 .819 .413 -.985 2.389 .002 [cs_maritalstatus=1] .834 .171 4.866 .000 .497 1.170 .058 [cs_maritalstatus=2] .883 .172 5.119 .000 .544 1.222 .064 [cs_maritalstatus=3] 0a . . . . . . [res_emp_month=0] 1.656 .475 3.484 .001 .721 2.590 .031 [res_emp_month=1] 0a . . . . . . [res_cash=0] -.166 .084 -1.981 .048 -.331 -.001 .010 [res_cash=1] 0a . . . . . . [res_certificate=0] -.395 .077 -5.118 .000 -.547 -.244 .064 [res_certificate=1] 0a . . . . . . [res_meetings=0] .669 .233 2.876 .004 .212 1.127 .021 [res_meetings=1] 0a . . . . . . [res_training=0] .961 .273 3.522 .000 .425 1.498 .031 [res_training=1] 0a . . . . . . [res_job_redesign=0] .389 .124 3.142 .002 .146 .632 .025 [res_job_redesign=1] 0a . . . . . . [res_power=0] -.221 .090 -2.454 .015 -.398 -.044 .015 [res_power=1] 0a . . . . . . [HRM_Policy=1] 3.277 1.043 3.143 .002 1.227 5.328 .025 [HRM_Policy=2] .481 .347 1.385 .167 -.202 1.163 .005 [HRM_Policy=3] -.916 .323 -2.838 .005 -1.551 -.282 .021 [HRM_Policy=4] 0a . . . . . . [Fin_Policy=2] -.949 .239 -3.962 .000 -1.420 -.478 .039 [Fin_Policy=3] 0a . . . . . . [Fin_Policy=4] 0a . . . . . . [Mkt_strategies=1] -.891 .385 -2.315 .021 -1.647 -.134 .014 [Mkt_strategies=2] -1.160 .453 -2.562 .011 -2.050 -.270 .017 [Mkt_strategies=3] 0a . . . . . . years_operations .321 .125 2.574 .010 .076 .567 .017 a. This parameter is set to zero because it is redundant. Interpretation: Customers having marital status single and married have sig value 0.000 it means marital status is significant, while there Beta values are 0.834 and 0.883 respectively which shows married respondents are most satisfied. Employee performance recognition technique Employee of the month/week/year has sig value of 0.001 which is significant but Beta value 1.656 suggested that customer satisfaction is low where Employee of the month/week/year recognition technique is applied.

Cather in the Rye :: Catcher Rye Essays

  Catcher In The Rye This novel is a first person narrative novel. The main character Holden Caulfield tells the novel. The first few chapters are about how the private school he attended â€Å"Gave him the axe.† for not applying himself in his classes after several warnings. Holden was pretty upset about the whole deal because he knew that his parents would be disappointed with him for getting kicked out of another school. That same night Holden got onto a fight with his roommate, now very angry Holden leaves the school earlier than he is supposed to. He catches a train to the city around eleven at night though can’t go home yet because his parents don’t know that he got the axe yet and he doesn’t fell like telling them just yet so he decides to stay in a hotel until his parents expect him home for Christmas vacation. When he arrives in the city he hops on a cab to a cheesy hotel for the night and as he is alone in his room he feels lonely and sort of depressed so he goes to the bar in the hotel for a drink. All the people in the bar make him even more depressed so he decides to call it a night. On the way to his room, in the elevator the elevator attendant offers to send him up a hooker for the night. Being a virgin Holden decides to take him up on the hooker. Once the hooker makes it up to his room he gets cold feet and decides not to have sex with her and just talk. The hooker gets mad at Holden for wasting her time and leaves. Minutes later the hooker’s pimp comes looking for money and eventually ends up beating up Holden. The following day Holden calls up an old girlfriend Sally Hues for a date. On the date they get into a minor argument with each other and Holden actually tells her that she is a â€Å"pain in the ass.† That was the end of that date. That night Holden meets an old friend at the bar and gets very, very drunk and realizes that he has spent all his money and is very depressed. He has no place to go nobody to talk to and he feels really crumby he even mentioned dying. His only other choice was to sneak home and see his sister then leave in the morning.

Management functions Essay

I. Planning Great ideas do not achieve greatness until their originator posits some plan to get there. In management science, no grand expectation or promise of future growth is likely to ever be fully realized unless its predictor develops some well-organized plan to turn figures on paper into genuine productivity. The plan is essentially a road map to success and when it is clear and well written, the this map helps travelers find their way with little or no difficulty. Perhaps one of the most common examples of planning is in those functions, which relate to management of a sales force. Forecasting expected sales volume enables administrators to make decisions based upon the next fiscal period’s predictions. In many case studies, that I’ve reviewed, planning proved it more effective when it was more long-term. Sales forecasts that evaluate an entire year are generally considered more useful those that only seek to assess the next quarter or two. A long-term plan is generally better suited for change, if the need for such arises. When a one or two quarter plan has failed, it is often to late to change it. Planning is the fundamental and core essence of management in that it enables leaders to become leaders. Human resource operations are performed according to the executive â€Å"master plans† set forth by key managerial personnel who alone have authorship and a full understanding of what is being done and what needs to be done. Thus, the function of planning not only helps to make predictions about the company, but it also inherently help to draw the dividing line between upper management and general human resources. The former is aware and in charge of planning operations while divisions of the latter each only play some individual role in achieving the company’s ultimate goal but are rarely made aware of every minuscule detail. Without a plan, an organization has no direction, no purpose, no mission. A plan is a company’s future and success or failure is often based  upon one’s ability to achieve the tenets of the plan and to devise a new and improved plan for the next period. II. Leading Over the years, various theories of leadership have evolved, surfaced, and then disappeared. From top-down theories to inclusive structures and to the more empathic, human resource-focused leadership style of today’s contemporary, management, one theme has remained perennially clear: leaders must present themselves as role models within the organization for us to learn from and aspire to. Traditionally and throughout history, leaders of all sorts have been figures or icons that other people could ‘look up to’ and respect. Therefore, when a manager is not effectively leading his or her subordinates, disorganization is likely to erupt and ripple throughout an organization. The majority of people need someone to model their actions after and to come to when they have questions. Leaders present themselves as â€Å"touchstones†, seemingly capable of resolving problems and improving operations. Entire entities revolve around the leadership styles of a few and the masses are led by the minority. Those with power, rank, and an insightful plan which facilitates the culmination their leadership ability. When a manager can not effectively lead, she or he is disrespected and consequently, is ineffective. An effective leader must have traits and/or qualities that others will admire. Ethics are important and projecting a positive image can be done only when a leader is self-confident, self-motivated, and self-disciplined. In order for people to believe in their manager, she or he must communicate their ideas effectively and be able to empathetically handle any adverse situations that may arise. When managers have achieved truly empathetic leadership, the organization will run more efficiently. III. Organizing Similar in theme to planning, organizing is the function of management that ensures that every step will be met along the way. Even the best laid plans  of talented managers can fall to the waste side when administrators do not know how to ensure that each task will fall into a properly-organized chain that will promote maximum productivity at minimum cost and time expenditure. In contemporary management, several theories of organization have improved overall efficiency. Among these is time management; now an essential element in the administrator’s functionality. By budgeting and organizing one’s time, managers are more likely to be able to work out sub-plans which will enable them to accomplish a greater number of tasks over a short time span. First, by looking at everything on paper the effective leader can see precisely how steps of their plan should be organized throughout the course of a day or other period and then go ahead and act completely with regard to the allotted time budget. Delegation of power helps the leader to actually organize and handout, or delegate tasks, responsibility, and authority. Often, it is impossibly burdensome to expect a manager to handle all job tasks alone and so by taking the various steps outlined in the original administrative plan, and handing them out in group lets to those who are most capable of executing them properly, the manager is more likely to ultimately get his or her job done. If one group of employees is known to be better at empathetic customer relations, they might be given an important account to handle from a customer service-related perspective. If another segment is more computer-literate, they might work to accomplish technical tasks or even to cost-effectively train others within the organization. Other people might be organized as minimal â€Å"pawns† so-to-speak, serving the primary function of just doing whatever menial tasks are necessary. The organizational element of management’s plan is in tegral in deciding its ultimate success or lack thereof. IV. Controlling Control is an easy function to misunderstand or abuse. Definitively, it suggests that one person or group has power over another. No matter how we  define the tasks of managers and no matter how empathetically open-minded their individual styles might be the existence of superiority and power is unavoidable. Managers are, in fact, â€Å"above† their subordinates and are intrinsically endowed with the responsibility of exercising some control over their actions and activities. One of the many things that distinguish followers from leaders is that the latter are supposed to be more self-motivated. Administrators usually make their own decisions and are motivated to achieve greater personal goals and work for the betterment of the organization at the same time. In order to ensure that their constituents all do the same, managers must then, exercise a reasonable degree of control over them; Executive orders must be given and followed out†¦ People must be punctual and attentive†¦Disciplinary actions must be enforced when workers are indulging in actions that are counterproductive to the success and productivity of the organization. It is through the element of control that these things are all possible. When a manger loses control she or he is no longer able to function as an effective leader. As indicated earlier in this section, it is always possible for a poor manager to abuse their control over subordinates and to develop a non-empathetic tyrannical style. It is therefore important for a company’s various levels of management to have a system of checks-and-balances making it virtually impossible for any one people to attain to much power for themselves. Abuses of control will ultimately backfire though, as they tyrannical manager will usually find themselves spending more and more to hire replacements for all of the personnel that they lose. V. Implementing Of course, no aspect, element, or constituent of the plan will serve its purpose until it is implemented. Implementation inherently suggests that everything pre-conceived and designed is going to be acted out and accomplished. This is the culmination of the manager’s job and of their responsibility. All elements must now fall into place the plan must be  well-led and organized by an effectively-controlling leader who will do everything in their power to ensure that everything goes smoothly and according to plan. In most organizations, implementation relies upon the periodic assurance that all parts of the plan are being executed and that everything is on time and going ‘according to schedule.’ A good manager must be willing and prepared to assess the plan’s effectiveness every step of the way. One must learn to troubleshoot problems and to quickly and effectively brainstorm solutions to devise numerous alternatives for difficult situations and to keep the organization running as smoothly as possible. Finally, implementation acts as the final transitory stage, helping to create a cycle in which planning begins once again at its conclusion. As a plan is implemented, the manager must constantly learn from the experience and begin to forecast and plan for the next period. At the climax of implementation, a new plan is set forth and everything describes in this essay begins once again with the hope that it will be better than it was the time before.

The Top 4 Part-Time Jobs for Moms

The Top 4 Part-Time Jobs for Moms If being a full time Mom isn’t enough for you, you’re not alone. Just Google â€Å"being Mom isn’t enough for me† and you’ll land on page after page of Mommy Blogs capturing that very message. It’s not enough for most of us. And that’s O.K. While there’s enough work for Mom’s to go around, it’s simply not fulfilling enough for many, which has many Mom’s looking for something else.Having a side gig that’s separate from your regular Mom life is the perfect antidote. Part time work can be fun, social, and a way for you to have your own identity (again).If you’re looking to itch the scratch and go earn some cash - we’ve got you covered! We rounded up the best part time jobs for Mom’s lined up:1. Direct SalesEvery time I look, one of my Mom friends has launched a Direct Sales business. There are so many direct sales companies and they were made for Moms, by Moms. From Tupperware to Pa rtyLite to Mary Kay to Stella and Dot; there’s truly something for everybody. This is one of the best part time jobs for moms because you â€Å"own your own business† so you learn about sales, marketing, and accounting. You also present to groups of women in their homes which means your public speaking and presentation skills will sharpen. It’s entrepreneurial and rewarding. You’re in charge of your success, your commitment, and best of all - you’re on your time. Want to learn more? Click on the following link for a list of direct sales companies.2. Temp AgencyStaffing agencies are an excellent part time jobs for Moms. If you’re not familiar, a staffing agency hires temporary workers and then dispatches those workers to various job sites and companies in the local area on an as need basis. As a worker, you’d be employed by the agency and then loaned out to their customers. Depending on what your current skills are, you’d be pl aced within an area of interest and ability to you. Agencies are fantastic for Mom’s because they provide flexible hours, diverse work tasks, and new (and exciting) work environments. The best part about staffing agencies is that the mixture of work, environments, and tasks equates to increased skills, networking, and overall exposure which looks great on the resume.3. Volunteer WorkIf your desire to return to work isn’t about the Benjamin’s, then volunteering is an option for you. Being able to give back to your community, help others, and do something that is beyond â€Å"self† breeds gratitude, mindfulness, and happiness.   Aside from all the happiness you’d be feeling, it’s a wonderful example to teach your children about community responsibility. Volunteering is a great option for Moms because again, you can set your own hours and choose your level of commitment. As Mom’s we have a limited bandwidth so it’s crucial to id entify exactly how much time is enough to be away from your family. If you can find a volunteer opportunity that links back to your family like sports, community, or arts then all the better.4. Passion ProjectIf there’s something that’s been inkling away at you, there’s no better time than the present. Having a side project that happens to be your passion project ignites your creativity, determination, and passion – and your kids will reap the benefits of an energized Mama. Passion projects could be writing on the side, painting, cooking, starting a business, or ____! Anything. Think of it this way, what would you do for free? Do that.To be a better Mom we all need to take care of ourselves first and sometimes that requires looking into part time jon. In my opinion it means treating yourself like an individual, not just Mom.Note: This article was originally published on TopResume.TopResume is a Talent Inc. company, the personal branding destination for al l career-driven professionals. Through our extensive network of professional writers, we offer career advice and analyze and write more resumes and LinkedIn profiles than any other service in the world. Ready to get started? Request a free resume critique today.

Spark Plug essays

Spark Plug essays I am doing a report on spark plugs. Spark plugs have become a very big part in life today. With out them we probably would not be where we are today. The spark plug was invented early on by a French citizen born in Luxemburg. He was named Etienne Lenoir. In 1860 he manufactured an engine which used an electric spark ignition system. At this time in history many inventors and people were tired of the big and bulky steam engine and wanted something new. Etienne Lenoir fixed that by making one of the first internal combustion engines. In such a little thing there is a lot of information to be covered. For instance there are even different kinds of spark plugs, like a hot or cold plug, which one do you use? This paper should help you know the difference between them. The basic job of a spark plug in theory is it forces electricity across a gap just like a bolt of lightning. Therefore the voltage must be very high, it could be any where from forty thousand volts to one-hundred thousand volts. The spark plug must also have an insulated passageway for this high voltage to travel down to the electrode. From there it can jump the gap (see picture A.) and be conducted into the engine block and be grounded. When it jumps the gap there is a spark that ignites the fuel. If the gap is too big or small it will not spark properly. Therefore it is important that the gap is set correctly. The plug also has to withstand an extreme amount of heat and pressure inside the cylinder. It has to be designed in a way that deposits from fuel additives do not build up on the plug. The electrode is the shaft going down the middle of the spark plug (shown in picture A). Another part in the spark plug is connector, which obviously connects to the plug wire. The plug wire carries the electricity from the ignition system. Another part that plays a big role is the ceramic insert. It isolates the high voltage at the electrode an ...