The Stem Cell Dilemma Essay Example For Students

The Stem Cell Dilemma Essay The Stem Cell Dilemma Essay Every day, nearly 3,000 people die while waiting for an organ transplant (DAgnese). Moreover, 66,000 people are still on an organ donor list in the United States, few of which will ever see their name come up on that list (Improving). Many people believe nothing can be done about this sad fact. However, this is not the case. Studies on stem-cell research point toward a solution to this deadly problem. With efficient use of stem cells, many diseases and medical problems could be solved. Stem-cells are very young, specialized cells. Usually coming from a human embryo, they have the ability to develop into more specialized groups of cells or tissues (Stem Cells: A Primer). As of 2001, scientists could develop stem-cells into more than 110 different types of tissues, such as blood, brain or heart tissue (Robinson). If these cells could be so useful in the medical field, why are they not being used now? First of all, the research on stem-cells is still ongoing, though if given funding this research may have already been accomplished. According to Gary Stix, a writer for Scientific American, on November 5th, 2001, a company called Advanced Cell Technology (ACT) was the first to actually clone embryonic cells. We will write a custom essay on The Stem Cell Dilemma specifically for you for only $16.38 $13.9/page Order now This is not cloning in the most common sense, though. Stem-cells have previously been obtained from tissues of early stage embryos. With this experiment, scientists tried to use a new technique in making stem-cells so that real embryos need not be used. The scientists injected cells into eggs which had their nuclei removed, rather than making an actual copy of the cell. These cells developed, though the furthest development was from the one cell to eight cells, which is not enough to provide stem-cells (Lauritzen). This may not seem like much, but it is seen as a small step on the path to greater and more efficient use of these cells. So, one factor in the question of why do we not use stem-cells is that certain people do not approve of the use of embryonic tissue in research. There are many reasons, however, in which it could be seen as feasible to use embryonic stem-cells in the sake of medicine. For example people with heart disease or kidney failure could be cured with a relatively cheap operation. Today organ transplants are quite expensive and sometimes a matching donor can not even be found if a patient had the money to pay for it. However if stem-cells could be used, organs would be easily accessible, and many of those who would not have been able to get a transplant would have new hope. Not only would stem-cells help with organ transplants, but they have also been shown to treat other diseases such as multiple sclerosis (Lee). Despite these facts, some may still think it is morally wrong to use stem-cells. There are many reasons that help prove the fact that the use of stem-cells does not equal the destruction of a life. Supporters of stem-cell research believe that embryos composed of only a few cells that are being stored in a lab are not alive, because they are frozen. They may have once had the potential to live, and though this potential was lost, it was not lost because of stem-cell research. Many of the cells that are being used come from ended pregnancies when a life would not develop anyway. If an embryo were to go unused, why not use it instead to save another life? There are actually over 110,000 embryos being stored in the United States alone, with no life in sight for them (Robinson). .u29db7b0e3cbd0580e9b95ca0afa5bd22 , .u29db7b0e3cbd0580e9b95ca0afa5bd22 .postImageUrl , .u29db7b0e3cbd0580e9b95ca0afa5bd22 .centered-text-area { min-height: 80px; position: relative; } .u29db7b0e3cbd0580e9b95ca0afa5bd22 , .u29db7b0e3cbd0580e9b95ca0afa5bd22:hover , .u29db7b0e3cbd0580e9b95ca0afa5bd22:visited , .u29db7b0e3cbd0580e9b95ca0afa5bd22:active { border:0!important; } .u29db7b0e3cbd0580e9b95ca0afa5bd22 .clearfix:after { content: ""; display: table; clear: both; } .u29db7b0e3cbd0580e9b95ca0afa5bd22 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u29db7b0e3cbd0580e9b95ca0afa5bd22:active , .u29db7b0e3cbd0580e9b95ca0afa5bd22:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u29db7b0e3cbd0580e9b95ca0afa5bd22 .centered-text-area { width: 100%; position: relative ; } .u29db7b0e3cbd0580e9b95ca0afa5bd22 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u29db7b0e3cbd0580e9b95ca0afa5bd22 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u29db7b0e3cbd0580e9b95ca0afa5bd22 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u29db7b0e3cbd0580e9b95ca0afa5bd22:hover .ctaButton { background-color: #34495E!important; } .u29db7b0e3cbd0580e9b95ca0afa5bd22 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u29db7b0e3cbd0580e9b95ca0afa5bd22 .u29db7b0e3cbd0580e9b95ca0afa5bd22-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u29db7b0e3cbd0580e9b95ca0afa5bd22:after { content: ""; display: block; clear: both; } READ: The Jataka Essay These embryos are not alive, and should be used instead of discarded. To make this debate even easier, stem cells may in the near future come from, for example, the ACT developed embryos. With the ACTs embryos, the scientists started with human eggs, though they were not fertilized with sperm; these eggs were then coaxed into fertilization. The eggs were kept in a culture and seemed to develop like normal embryos, though they could probably never be able to develop fully into a child (Lauritzen). Writer Paul Lauritzen asks about the pro-life statements that say . The Stem Cell Dilemma Essay Example For Students The Stem Cell Dilemma Essay The Stem Cell Dilemma Essay Every day, nearly 3,000 people die while waiting for an organ transplant (DAgnese). Moreover, 66,000 people are still on an organ donor list in the United States, few of which will ever see their name come up on that list (Improving). Many people believe nothing can be done about this sad fact. However, this is not the case. Studies on stem-cell research point toward a solution to this deadly problem. With efficient use of stem cells, many diseases and medical problems could be solved. Stem-cells are very young, specialized cells. Usually coming from a human embryo, they have the ability to develop into more specialized groups of cells or tissues (Stem Cells: A Primer). As of 2001, scientists could develop stem-cells into more than 110 different types of tissues, such as blood, brain or heart tissue (Robinson). If these cells could be so useful in the medical field, why are they not being used now? First of all, the research on stem-cells is still ongoing, though if given funding this research may have already been accomplished. According to Gary Stix, a writer for Scientific American, on November 5th, 2001, a company called Advanced Cell Technology (ACT) was the first to actually clone embryonic cells. We will write a custom essay on The Stem Cell Dilemma specifically for you for only $16.38 $13.9/page Order now This is not cloning in the most common sense, though. Stem-cells have previously been obtained from tissues of early stage embryos. With this experiment, scientists tried to use a new technique in making stem-cells so that real embryos need not be used. The scientists injected cells into eggs which had their nuclei removed, rather than making an actual copy of the cell. These cells developed, though the furthest development was from the one cell to eight cells, which is not enough to provide stem-cells (Lauritzen). This may not seem like much, but it is seen as a small step on the path to greater and more efficient use of these cells. So, one factor in the question of why do we not use stem-cells is that certain people do not approve of the use of embryonic tissue in research. There are many reasons, however, in which it could be seen as feasible to use embryonic stem-cells in the sake of medicine. For example people with heart disease or kidney failure could be cured with a relatively cheap operation. Today organ transplants are quite expensive and sometimes a matching donor can not even be found if a patient had the money to pay for it. However if stem-cells could be used, organs would be easily accessible, and many of those who would not have been able to get a transplant would have new hope. Not only would stem-cells help with organ transplants, but they have also been shown to treat other diseases such as multiple sclerosis (Lee). Despite these facts, some may still think it is morally wrong to use stem-cells. There are many reasons that help prove the fact that the use of stem-cells does not equal the destruction of a life. Supporters of stem-cell research believe that embryos composed of only a few cells that are being stored in a lab are not alive, because they are frozen. They may have once had the potential to live, and though this potential was lost, it was not lost because of stem-cell research. Many of the cells that are being used come from ended pregnancies when a life would not develop anyway. If an embryo were to go unused, why not use it instead to save another life? There are actually over 110,000 embryos being stored in the United States alone, with no life in sight for them (Robinson). .u14980d556a1064ea16913283a66875fc , .u14980d556a1064ea16913283a66875fc .postImageUrl , .u14980d556a1064ea16913283a66875fc .centered-text-area { min-height: 80px; position: relative; } .u14980d556a1064ea16913283a66875fc , .u14980d556a1064ea16913283a66875fc:hover , .u14980d556a1064ea16913283a66875fc:visited , .u14980d556a1064ea16913283a66875fc:active { border:0!important; } .u14980d556a1064ea16913283a66875fc .clearfix:after { content: ""; display: table; clear: both; } .u14980d556a1064ea16913283a66875fc { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u14980d556a1064ea16913283a66875fc:active , .u14980d556a1064ea16913283a66875fc:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u14980d556a1064ea16913283a66875fc .centered-text-area { width: 100%; position: relative ; } .u14980d556a1064ea16913283a66875fc .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u14980d556a1064ea16913283a66875fc .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u14980d556a1064ea16913283a66875fc .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u14980d556a1064ea16913283a66875fc:hover .ctaButton { background-color: #34495E!important; } .u14980d556a1064ea16913283a66875fc .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u14980d556a1064ea16913283a66875fc .u14980d556a1064ea16913283a66875fc-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u14980d556a1064ea16913283a66875fc:after { content: ""; display: block; clear: both; } READ: Movies and television Essay These embryos are not alive, and should be used instead of discarded. To make this debate even easier, stem cells may in the near future come from, for example, the ACT developed embryos. With the ACTs embryos, the scientists started with human eggs, though they were not fertilized with sperm; these eggs were then coaxed into fertilization. The eggs were kept in a culture and seemed to develop like normal embryos, though they could probably never be able to develop fully into a child (Lauritzen). Writer Paul Lauritzen asks about the pro-life statements that say .

Amber Mileski Essays (299 words) - Culture, Fiction, Linguistics

Amber Mileski Essays (299 words) - Culture, Fiction, Linguistics Amber Mileski English111 22 January 2017 Journal 1 Amy Tan Mother Tongue I chose the article Mother Tongue because the article had more pages in it and I thought it would contain more information. The main idea in this article is Amy and the way she talks to others and how she talks to her mother. She has given many long lectures in large groups of people, but she was made aware that when her mother is present she speaks in a different way. Amy sits back and realizes that she does speak in a different way when her mother is present but also when her husband is present. She speaks in a different language when her family is present. The theme of this passage would be the multiple languages that Amy uses. Amy speaks different Englishes , she thinks her mother's English had an effect on limiting her possibilities in life. She speaks in many languages, the languages differ when she is talking to her family, talking to students when giving a lecture and when she was talking to children. This is all significant because it gives Amy some advantages of talking with others in different Englishes that her mother and children can't. As for an experience of my own, I can say that when I am talking to my grandma or my children I speak it a different tone than when I am at work speaking to my co-workers. I will be out in public and I hear everyone else and their conversations and it all just seems like a different language to me. I know their speaking English but when I hear it I know I am interpreting it in a whole different way than the individual they are talking to.

ACT Admission Ticket What It Is, How to Print, and What to Do If You Lose It

ACT Admission Ticket What It Is, How to Print, and What to Do If You Lose It SAT / ACT Prep Online Guides and Tips If you’re planning on taking the ACT, you may know that you’ll need an admission ticket (and photo ID) to get into the testing center. Because ACT, Inc. makes such a big deal about these tickets, figuring out how to get it just right can be one of the most stressful parts of registering for the test. But don’t worry- the process isn’t as complicated as it seems. This guide will walk you through exactly what the ACT admission ticket is, how to get one, and what to do if you lose yours(it’s not as bad you think!). What Is the ACT Admission Ticket? The admission ticket serves as proof that you are registered to take the ACT on a given day. The proctors won’t let you into the testing center without it.Your ACT ticketalso has helpful information about your testing center (for you) and any accommodations you might need (for your proctor). I've included a sample ticket below so you can see what it looks like. I've numbered the different sections of the ACT admissionticket, so that we can go through them one at a time. Photo: Your picture! More info on how to pick and upload one below. Test Info: This section indicates when and where you're testing and which version of the test you're taking. Matching Information: The information that ACT, Inc. will use to match you to your test. Be sure to enter it on your answer sheet exactly as it appears on the ticket. PersonalInfo: Your name and address. Test Center Messages: Information about what to do when you get to the testing center: where to park, how to find your room, etc. At the bottom of the page there is additional information, including your testing number and any accommodations you need. Why Do You Need an Admission Ticket? The ACT admission ticket shows that you are the person actually signed up to take the test- hence why it has a picture. The ticket is a relatively new requirement and is designed to make it harder for people to cheat by having someone else take the test in their place. Remember that you must bring it with you to the testing center or you won’t be allowed to take the ACT. How Do You Get an ACT Admission Ticket? The first step to getting an ACT admission ticket is registering for the test. If you haven’t already done so, youmight want to take a look at our step-by-step instructions, with images, forthe registration process. I would recommend registering online, but most of the following info applies even if you registered by mail, although, in that case, you should receive an admission ticket in the mail. During the registration process there are two main steps you need to complete to get your ACT admission ticket- I'll got through how to complete both of them. How to Upload a Photo Towards the end of the registration process, you’ll be asked to upload a photo. There are a lot of restrictions on what kind of photo you can use, and they can feel somewhat overwhelming. Here are ACT, Inc.’s guidelines: Your photo must be a clear image of ONLY you (not blurry, grainy or fuzzy) against a plain, background. The photo must be a full face-and-shoulders shot, squarely facing the camera. You must use a portrait, not landscape, photo that is correctly oriented. You must be facing the camera. You cannot wear dark glasses. If you wear a head covering daily for religious reasons, adjust it to provide a full-face view. I know that’s a lot, but don’t panic. Let’s break it down into a few key points: The photo should show your entire head and your shoulders- that’s all. You must be easily recognizable- the photo can’t be blurry or dark and you shouldn’t have anything obscuring your face. The photo should have a plain background. If you have a digital version of your school photo, just use that! Another good option is using a webcam to just snap a photo with your computer- as long as you do this in a well lit place, the photo quality will be fine. Otherwise, get a friend or family member to help you take a headshot with a phone or digital camera. Remember that the photo doesn’t need to be awesome, just recognizable- no one but your proctor and your school will see it. If you registered by mail, you will still need to either upload a photo or submit a hard copy. How to Print Your ACT Admission Ticket After completing the registration process and uploading a photo, you'll be asked if you want to print youradmission ticket or wait until later. Either is fine- you can access the ticketanytime through your ACT account. Only have a black and white printer? Don't worry about it. Your ACT ticket printout can be in either color or black and white, as long as the information is clearly visible. But What Should You Do If... ...You Lose Your Ticket? Don’t panic! This problem is easily solved: you can easily reprint your ACT admission ticket.Just go to the ACT website, sign in to your account, and print your ticket! You can use this methodeven if you registered by mail, but if for some reason you can’t print your ticket call ACT, Inc. at 319-337-1270.Keep in mind that calling at the very last minute won't do youmuchgood- if they need to send you a new ticket by mail it will probably take at least a week. ...You Realize that the Information on the Ticket Is Incorrect? Again, this problem is easily fixed. If you realize that your name is misspelled or your address is missing a number, just log into your account and click on "Make changes to your registration." Remember to reprint the ticket once you’ve made your changes, so it’s up-to-date. ...You Get to the Test Center and Don't Have Your Admission Ticket? You cannot take the test without your ticket, so you want to avoid this situation at all costs. The night before the test, gather everything you need for the test together and put it in one easily accessible place. If you’re prone to losing things (or just very paranoid), you can try: making a backup copy and putting it in the car. taping the ticket and your ID to your calculator. If you do end up at the test center with no ticket, you can try having a friend or family member who lives nearby print it out and bring it to you. But the proctors won’t wait, so again, do everything you can to make sure you have it. Key Facts to Remember About the ACT Admission Ticket Let's review some of important points you'll need to keep in mind about the ACT ticket: You must have your admission ticket to get into the test center. Print it out at least the night before, and make multiple copies if you often lose things. Your picture must be recognizable as you and it must have a plain background. You can reprint your ACT admission ticket at any time. Just log into your online ACT account. More Recommended Reading If you're feeling confusedabout the registration process, take a look atourstep-by-step walkthrough of how to sign up for the testand our guides to the best test date for you, the total cost of the ACT, how to cancel your registration, and how to decide whether to sendthe four free score reports. If, however, you're taking the test very soon, check outthese helpfultest day tips that can raise your ACT score even without time to practice. Finally, if you have a bit more time,you might want to read throughsome of our ACTprep materials. We have great guides for all foursections, including general strategies, study tips, and in depth skill reviews(there are links to each section on the right). Try starting with our guide to the 5 tips that you must use, which will get you thinking about the test in the right way. Disappointed with your ACT scores? Want to improve your ACT score by 4+ points? Download our free guide to the top 5 strategies you need in your prep to improve your ACT score dramatically. Have friends who also need help with test prep? Share this article! Tweet Alex Heimbach About the Author Alex is an experienced tutor and writer. Over the past five years, she has worked with almost a hundred students and written about pop culture for a wide range of publications. She graduated with honors from University of Chicago, receiving a BA in English and Anthropology, and then went on to earn an MA at NYU in Cultural Reporting and Criticism. In high school, she was a National Merit Scholar, took 12 AP tests and scored 99 percentile scores on the SAT and ACT. Get Free Guides to Boost Your SAT/ACT Get FREE EXCLUSIVE insider tips on how to ACE THE SAT/ACT. 100% Privacy. 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Production Possibility Frontier Essay Example | Topics and Well Written Essays - 500 words

Production Possibility Frontier - Essay Example As indicated on the chart above, points A, B, and C represent the points at which production of Good A and Good B is most efficient. Point X demonstrates the point at which resources are not being used efficiently in the production of both goods, and point Y demonstrates an output that is not attainable with the given inputs (Investopedia, 2000) Production Possibility Frontier assumes that all possibilities are fixed, however over time it may shift in or out depending on the economic situation. Economic growth pertaining to discovery of new resources, improvement of technology, and capital accumulation results to outward shift. On the other hand, inward shift may occur when there is a decrease in supplies and production possibility or deficient technology and resources. Inward shift indicates that the economy is shrinking. In that sense, any burden in the economy such as unemployment, destruction of capital goods, and disturbance in people's lives may lead to such shift. For example, the 1973 oil crisis shocked the Japanese economy which was heavily depended on oil, thereby shifting Japan's PPF inward (Post war). Post war has caused great deal of damage, human and physical capital wise, of which had decreased the production possibility. A PPF is normally drawn as concave to the origin because the extra output resulting from allocating more resources to one particular good

Implementation of an Industrial Hygiene Program Research Paper

Implementation of an Industrial Hygiene Program - Research Paper Example This essay will provide a hygiene program for pharmaceuticals with a focus on handling of hazardous chemicals and other raw materials for the manufacture or research and development of drugs. R&D and work areas for pharmaceuticals are one of the most dangerous places for operators and workers, if these are not adequately designed and control systems are not properly in place. Providing a hygiene system for pharmaceutical laboratories is therefore a challenging task. Pharmaceuticals produce small groups of high-potency active ingredients. These compounds pose risks to persons who are involved in the manufacturing. The chemicals are potentially toxic, can cause cancer, â€Å"teratogenic, mutagenic,† and are really dangerous even in small amounts (Fay & Phillips, 2002). In controlling chemicals, there must be a protective barrier between the chemical and the person handling the chemical. There are acceptable working conditions in the handling of chemicals, for example pharmaceutical ingredients, agricultural chemicals particularly herbicides and pesticides, dyes and pigments, and other chemicals such as radioisotopes and intermediates. In the development of procedures and equipment to protect persons handling the chemicals, there are two steps that should be followed. First, there must be a method of control. Second, how to attain the methods and how to attain them must be formulated. Analytical chemistry is used in determining smaller quantities and this can be attained through new computer applications or software. The company should provide an effective design and layout of the work area that is conducive to a clean and effective work environment. Designated areas for hazardous chemicals have to be clearly separate from other rooms designated for offices. Proper handling of materials should be the order of the day. Training of personnel who will handle sensitive materials and chemicals should be a part of the procedures. Training should be conducted by

Standard Chatered Bank (Scb) Essay Example for Free

Standard Chatered Bank (Scb) Essay Standard Chartered Bank is a British bank headquartered in London with operations in more than seventy countries. It operates a network of over 1,700 branches and outlets (including subsidiaries, associates and joint ventures) and employs 73,000 people. Despite its British base, it has few customers in the United Kingdom and 90% of its profits come from Asia, Africa, and the Middle East. Because the banks history is entwined with the development of the British Empire its operations lie predominantly in former British colonies, though over the past two decades it has expanded into countries that have historically had little British influence. It aims to provide a safe regulatory bridge between these developing economies. It now focuses on consumer, corporate, and institutional banking, and on the provision of treasury services—areas in which the Group had particular strength and expertise. The new millennium had brought with it two of the largest acquisitions in the history of the bank with purchase of Grind lays Bank from the ANZ Group and the acquisition of the Chase Consumer Banking operations in Hong Kong in 2000. These acquisitions demonstrate Standard Chartered firm is committed to the emerging markets, where the Bank has a strong and established presence and where they see their future growth. Standard Chartered Bank Operation In Bangladesh Standard Chartered Bank started its business in Bangladesh in 1948, opening its first branch in the port city of Chittagong. The bank increasingly invested in people, technology and premises as its business grew in relation to the countrys thriving economy. At present the bank has 6 offices in Dhaka Chittagong and Sylhet, including the countrys only offshore banking unit inside the Dhaka Export Processing Zone at Savar. Extensive knowledge of the market and essential expertise in a wide range of financial services underline our strength to build business opportunities for corporate and institutional clients at home and abroad. Continuous upgrading of technology and control systems has enabled the bank of offer new services, which include unique ATMs and Phone banking. Adopting a pro-active approach, the bank is able to offer a flexible and comprehensive range of financial services in particular transactional banking products. The bank has also invested in its branches to ensure that their business is supported by high-tech operations using state-of-the-art technology. Dedicated customer services with solution-oriented cash specialists to provide customers with cost-effective solutions. Electronic delivery system has been put in place to give customers maximum control of their transactions. Standard Chartereds services in Bangladesh, ranges from Personal Corporate Banking to Institutional Banking, Treasury and Custodial services. Vision of Standard Chartered Bank: â€Å"Catalyst for change† Standard Chartered Bank has a key role to play in stimulating economic and social development through the services they provide and by being a force for good. The success of their business depends on this. Standard Chartered Bank has been committed to continually improving the quality and scope of the services they offer to clients. Mission of Standard Chartered Bank: The missions are: * To deliver excellent products and services in the emerging markets to Standard Chartereds clients. These products include trade finance services, cash management, foreign exchange and treasury products, commodity finance, and structured import and export finance services. * To be the trendsetter for innovative banking with excellence and perfection. * To be the best performing bank in the country and the region. * To exceed customer expectations through innovative financial products services and establish a strong presence to recognize shareholders expectations and  optimize their rewards through dedicated workforce. * Keeping ahead of other competitors in productivity and profitability. To attain budgetary targets fixed in each area of business Objective of Standard Chartered Bank: Standard Chartered Bank one of the world’s leading international banks and their goal is to lead the way in Asia, Africa and the Middle East. They are dedicated to implementing the highest standards of corporate governance and gaining trust in each of the countries in which they conduct business. Like other business organization the core desire of Standard Chartered Bank is to maximize the profit through banking activities saving lending money to the life of the common people. The Objectives of the Standard Chartered Bank is given below: Broad Goal: As a commercial organization, Standard Chartered Bank implies that it stands for meeting the banking needs of the people of the society. Operating Goal: In compliance with the very nature of the organization, the objective in mind the bank aims at excelling quality and diversified services. To fulfill its mission Standard Chartered Bank has its main objectives as followings: * To provide banking services to people. * To earn profit. * Act as a media of exchange. * To contribute to gross domestic product (GDP). * Maintain a satisfactory deposit mix. * To help to grow entrepreneurship. * Increase loan portfolio diversification and geographical coverage. * To mitigate unemployment problem. * Provide finance specialized services to the export. * To help to boost economic development. Service Attitudes: * Standard Chartered Bank is a service organization. It lives and prospers on the quality of service it provides. So quality of service is maintained at all levels. * Banks image with people is identified on the quality and diversity of services that the people aspire to receive. * As a dynamic bank they always remain in search of new field of activity in line with people economic need. Suggestions by customers and other people are taken in to proper attention so as to help identify new activity or improve upon present activities. * The bank maintains healthy competition with other banks aiming at excelling services in meeting economic needs of the people. Organogram Organizational Structure: Organizing is the management function that involves the process of determining what task are to be done, who is to do them, how the task are to be grouped who reports to whom and where decisions are to be made. Organizing is the process of creating an organization’s structure. Organizational structure is the formal framework by which job task are divided, grouped and coordinated. Hierarchy of Standard Chartered Bank Administrations Loan Administration Department Loan Sanction Department Human Resource Department Operations Investment Treasury Internal Division Head Office Departmentalization Corporate Banking Department CEO Audit Inspection IT Finance Accounts Foreign Trade Administrations Finance IT Branch Departmentalization Corporate Banking Department Loan Sanction Department Foreign Trade Loan Administration Department Branch Manager Operations The policy direction and overall management of the Bank is vested upon the Board of Directors consisting of six members. The Chief Executive of the Bank is one of the members of the Board of Directors. Regional Manager and Divisional Head assist Chief Executive Officer. Head Office Divisions are headed by Departmental heads and controlled by designated General Managers. Branch Offices by Branch Managers, depending on size and importance of the Branch from the commercial point of view, Deputy General Managers or Assistant General Managers heads the Corporate Branches and AD Branches. The organizational structure is the way in which organizations activities  are divided, organized and co-organized. The design of the organizations structure can be traditional design like simple, functional and divisional or existing organizational designs like team-based, matrix etc. From the structure of the Standard Chartered Bank we see that it is mostly functional because some part are organized around the functions of operation, credit, international division, human resource etc. and these divisions are related with each other for conducting the activities. It can also be considered as partly regional because some management functions are divided on the basis of territory. Each regional circle conducts same activities generally that are decided but in some situation head of the regional office takes decisions. So we can perceive that it has traditional structural design. Moreover, it has clear chain of command where the level of authority goes from top to bottom and very much centralized. Performance Appraisal Of Standard Chartered Bank Since organization exist to achieve goals, the degree of success that individual employees have in reaching their individuals goals is important in determining organizational effectiveness. The assessment of how successful employees have been at meeting their individual goals, therefore, becomes a critical part of HRM. Here we provided how Standard Chartered appraised their employee’s performance. Why Standard Chartered evaluates the performance of its Employees? Standard Chartered Appraises the performances of its employees for three reasons they are: * First, it can be used promote their employees and to arrange for their various training programs if they require for enhancing their skills in their respective areas and in contribution enhancement. * Second, as a basis for reward allocations. Decisions to decide who gets  salary increases, and other rewards are determined by their performance evaluation. * Finally the performance appraisal can be used as a criterion against which selection devices and development programs are validated. It is one thing to say, for example, that their selection process is successful in differentiating satisfactory performers from unsatisfactory performers. Appraisal Method used by Standard Chartered Bank Employees are evaluated by how well they accomplish a specific set of objectives that have been determined to be critical in the successful completion of their job. This approach is frequently referred to as. Management by objectives. Management by objectives is a process that converts organization objectives into individual objectives. It can be thought of as consisting of four steps: goal setting, action planning, self- control, and periodic reviews. In goal setting, the organizations overall objectives are used as guidelines from which departmental and individual objectives are set. In action planning, the means are determined for achieving the ends established in goal setting. That is, realistic plans are developed to attain the objectives.

Training and Development is said to be beneficial for both firms and em

Training and development is said to have a positive impact for both firms and employees, this essay will explain the terms â€Å"Training and Development† and look at the advantages and disadvantages for the Employer and employees. One of the biggest limitations of â€Å"Training and Development† is how the impact of training and development on productivity and profit is measured for organisations and individuals. This essay will therefore attempt to address the â€Å"Why then are some organisations and individuals reluctant to invest in training?† since training and development is said to be beneficial to both parties. Assuming the long term benefits of training and development can be measured by quality or profit, and then the advantages for both the employee and employer will prove satisfactory. A relevant point that will be made is that more research needs to be done on the benefits of investing in training and development for both parties and how it affects productivity positively. The HR literature sees training as the â€Å"vital component† in organisational processes of cultural change and an important behavioural device in terms of securing workforce commitment (Keep 1989). It also refers to it as the process of imparting specific skills at one point in time, it could be an on the job training or off the job training either academic or online courses. (Laird et al. 2002) goes further to define it as the acquisition of technology that permits employees to perform to standard. Not all training researchers distinguish between training and development; they can be interchangeable and tend to overlap themselves. For (Nadler, 1970) in his Developing Human Resources, he defined Development as being concerned with preparing the employee so they ca... ... their skills. For example in the United Kingdom 77% of UK jobs are in the service sector which focuses mainly on low paid and low skilled jobs In conclusion, this essay has highlighted the benefits of training and development to the employee and employer. However at its peak most of the benefits are suitable for firms that have quality has their benchmark not cost being one of the reasons why most firms do not train. The essay went further to attempt the question on why some organisations and individuals are reluctant to invest in training by pointing out that despite all the potential benefits of training and development it is not easy to gauge the benefits and contribution it makes to the individual and organisations as discussed above. Employers are largely involved in a market of low value added service and do not necessarily need a large skilled force.

President Obama and American Civil Rights in the Twenty first Century

Civil rights liberties had been celebrated and established in the Untied States only in recent history. Barack Obama’s ascension to the presidency is the fruition of the long struggle of Black Americans for equal rights in all aspect of American society. From the days of Martin Luther King Jr. , however, civil rights in the USA have taken on various other issues, including the rights of homosexuals, women and the overall issue of racism, which is tangentially connected to the contentions in immigration. Pres.Obama’s leadership in guaranteeing and even expanding civil rights is done in the context of grave economic and political challenges to the United States. Voting Rights. The White House website (2010) states that â€Å"Civil Rights Division to ensure that voting rights are protected and Americans do not suffer from increased discrimination during a time of economic distress. President Obama†¦ believes that our anti-discrimination employment laws should be expa nded to include sexual orientation and gender identity.He supports full civil unions and federal rights for LGBT couples and opposes a constitutional ban on same-sex marriage†¦. [and] that we must ensure adoption rights for all couples and individuals, regardless of their sexual orientation. † The issue of equality is at the heart of civil rights. Equality, on the other hand, is at the heart of American democracy. While the United States’ practice of democracy may not be perfect, it is seen as one of the best working democratic systems in the world.Hence, if any citizen (regardless of class, gender preference or race) fails to vote, their voices shall have been curtailed and their representation may be at stake. Donna Brazile (2010) wrote that the 15th Amendment to the US Constitution was enacted to give voting rights to minorities. But due to Jim Crow laws, various States managed to circumvent the Constitutional amendment in favor of their own prejudices against B lacks and other minorities.Brazile (2010) went on to write that the voting rights of certain minorities are in danger in several states because of certain rules that make it difficult for these minorities to cast their votes. While the civil rights movement in the 1960s was mainly about the rights of Black Americans, the issue now includes other races, particularly Spanish-speaking peoples in the United States. Conservatives, Black Americans and Racism. The Tea Party is supposed to be an answer to the perceived failures of traditional parties in the United States.Ironically, in defense of the Tea Party, even Black conservatives consider the issue of â€Å"race† as a phony category. This tirade was in response to the accusation hurled by the National Association for the Advancement of Colored Peoples (NAACP) that the Tea Party is slow to discipline the racist elements in their party, among them are conservative Tom Tancredo, whose assertion implied that those without enough En glish literacy are responsible for electing America’s enemy—Barack Obama.Tancredo even criticized the â€Å"cult of multiculturalism† as the culprit for the problems of the United States (Travis, 2010, Berger, 2010). While some of elements from Tea Party may deny the category of race as an important issue in American politics, the historical record and events could not be denied. Race has been one of the most contentious issues in American politics and history. By bringing back the issue of literacy in voting, Tancredo is bringing back the Jim Crow laws days when literacy tests were used as a means to disenfranchise minorities and take away their right to vote.Subsequently, this rule became the source of violence in various states. Race and Gender Issues. Another civil rights issue that may appear to have arisen only recently is the issue of same-sex marriages. The most recent controversial matter was California’s Proposition 8, which was meant to re-esta blish the traditional definition of marriage as union between a man and a woman. But the battle for the rights of same-sex is not over. Judge Vaughn Walker, however, declared that this Proposition is unconstitutional.In his ruling, Walker said that â€Å"Proposition 8 fails to advance any rational basis in singling out gay men and lesbians for denial of a marriage license. Indeed, the evidence shows Proposition 8 does nothing more than enshrine in the California Constitution the notion that opposite-sex couples are superior to same-sex couples† (CNN, 2010). The issue of same-sex marriage is complicated by tradition and religion. Historically, however, race relations had also been complicated by tradition and religion.Hence, Judge Walker even stated that at some point, race restrictions on marriage were also implemented by many states in the past. Individual States and the Federal Government. There are a number of similarities in the civil rights issues of today and that previ ously faced by the United States. One such parallel that will resolve or further complicate the matter will be the relationship between and among the rules and policies of individual states and that of the federal government.While the federal government is faced with so many challenges from different areas—economy, politics, international relations and immigration among others, individual states will try to circumvent some constitutional rules if the leaders of these states feel that the Federal government is too busy to take notice. Already, some voting rights in Georgia are being threatened and minority votes are being undermined. The issue of same-sex marriage will also be decided upon by individual states, at least at first, before the United States Supreme Court step in to resolve it finally.The 1965 Voting Rights Act was enacted to guarantee equal voting rights. Failure to protect that will be tantamount to undermining America’s legacy of democracy. Reference Ber ger, J. (2010). Tea Party Launches Counter-Revolution. Fox News. Retrieved 8 August 2010 from http://liveshots. blogs. foxnews. com/2010/02/04/tea-party-launches-counter-revolution/. Brazile, D. (2010). Stay Vigilant to Protect Voting Rights. Cable News Network. Retrieved 8 August 2010 from http://edition. cnn. com/2010/OPINION/08/06/brazile. voting. rights. act/index. html. CNN (2010).Opponents of Same-sex Marriage to File Appeal in California Case. Cable News Network. Retrieved 8 August 2010 from http://edition. cnn. com/2010/US/08/05/california. same. sex. ruling/index. html. Travis, S. (2010). Black Conservatives Join Hands to Deny Racism within the Tea Party Movement. CNN Political Ticker. Retrieved 8 August 2010 from http://politicalticker. blogs. cnn. com/2010/08/04/black-conservatives-join-hands-to-deny-racism-within-the-tea-party-movement/? iref=allsearch White House Website (2010). Civil Rights. Retrieved 8 August 2010 from http://www. whitehouse. gov/issues/civil-rights.

Summay: Reinventing Your Business Model

Reinventing Your Business Model By Mark Johnson, Clayton Christensen & Henning Kagermann Summary Submitted by Tiffany The article â€Å"Reinventing Your Business Model† is focused on the importance of innovating business models as a means of providing new growth and opportunities for an organization. The three authors, Johnson, Christensen and Kagermann, provide a layout to demonstrate possibilities for an organization. The first step is to understand the definition of a business model.The article explains that a business model consists of four elements that each work together to provide value. These elements include customer value proposition (CVP), which is â€Å"a way to help customers get an important job done. † Next is the profit formula which is the plan for how the company will money while provide a value to the customer. The third element, key resources, is the assets that are required in order to fulfill the customer value proposition. Lastly, key processes ar e the primary operational and managerial tasks that also assist in delivering to the customer and company. Also you can read  Business Ethics ComprisesThe authors use two business examples to illustrate the process: Tata Group’s CPV for providing safer, inexpensive transportation and Hilti’s CVP for converting from commoditization of power tools to service provider through the leasing of power tools. After explaining the business model, the authors move forward to discuss understanding when a business model is needed. Although there are opportunities when a company can disrupt competitors by producing a product that is within their current model, a business must know when it is advantageous to create a new business model.The authors state that there are five strategic circumstances that require a change: 1) An opportunity to provide value for a group that is completely shut out of a market; 2) Capitalizing on a new technology by creating a business model around it; 3) Providing a â€Å"job-to-be-done† when it doesn’t exist yet; 4) Fending off low-end disrupte rs; and 5) Responding to a shift in the basis of competition. Additionally, the authors stress that venturing into a new business model should not be taken lightly and should be pursued only when the opportunity is large enough and â€Å"game-changing† enough to warrant it.At the conclusion of the article, the authors discuss Dow Corning as an example of a company creating a completely new business model independent of their existing model. Dow Corning discovered a need for a low cost product model and ultimately established Xiameter, which is starkly different from its original model. The authors also assert the need for trial and error and a willingness to revise as keys to creating a new business model.

Renaissance Art

Renaissance Art Mona Lisa by Leonardo da Vinci (1503–1519) Advertising We will write a custom research paper sample on Renaissance Art specifically for you for only $16.05 $11/page Learn More Source: http://totallyhistory.com/mona-lisa/ Communication The Mona Lisa is a painting symbolizing the look of Lisa Gherardini, wife of Francesco Del Giocono. It is a portrait by da Vinci, one of the Renaissance masters, in honor of Francescos wife. The image puts across a message about the family of Francesco. The main message regards celebration of a new family member-the second male baby, and the completion of their home in Florence, Italy. It is worth noting with keen interest that the actual meaning of the painting remained a mystery to many people in the globe, until 2005. Techniques Da Vinci employed a â€Å"velature† technique in his work. The artist used oil paint, cotton and poplar wood to come up with the artwork. This painting is unique since it incorporates a poplar wood surface as compared to most paintings of da Vinci’s time, which used canvas. There are several colors used including brown, gray, green and blue which generate a high level of unity in the work (Boddy-Evans, 2012). He painted a different color on top of another, thereby creating a delectable form. This gives Mona Lisa a superb depth, one which would not be achieved by a mixture of colors. He used sfumato and included soft colors, as well as dark glazes on the edges of lips and eyes. The artist laid emphasis on the arms, eyes as well as the lips through a shadowing technique. This makes the painting stand out among other paintings since it depicts the picture as one of a person who is alive. Furthermore, the artist used an aerial perspective, as well as a beautiful landscape to create the background of his piece of art (Boddy-Evans, 2012). The painting has no visible brush marks of a poor artwork. Da Vinci employed a pyramid design, whereby he placed the image of the woman calmly on the poplar wood. The work depicts a sense of harmony, and the smile of the woman shows happiness. Owing to his experience in anatomy and mathematics, he established a perfect size for the portrait. The artwork is an outstanding painting in the world. It has influenced modern artists to upgrade their degree of painting. It is a source of inspiration for many women who endeavor to leave a lasting impression on people’s faces through their smiles and joy. Moreover, its use in numerous crockery items like mugs and clothes such as T-shirts cannot be underratedAdvertising Looking for research paper on art and design? Let's see if we can help you! Get your first paper with 15% OFF Learn More The Creation of the Heavens by Michelangelo Buonarroti (1508-1512) Source: https://www.artisoo.com/the-creation-of-the-heavens-detail-150812-p-6065.html Communication This is one of the paintings done by Michelangelo on the Sistine Chapel (Vatican) as commissioned by Pope Julius II, and as a symbol of the high Renaissance work. In this artwork, Michelangelo intended to communicate the beginning of the world and the need for salvation by humankind (Aston, 1979). The artwork shows God surrounded by angels. God is floating with his left arm pointing the moon, whereas his right arm points the sun. The angels are full of amusement at what God has created. According to early traditions of Italy, dating back to the 4th century, the moon and the sun were of high regard in the country. The moon was a symbol of the Virgin Mary’s influence on the church, and the sun had an association with Christ. Techniques Michelangelo used oil paint and canvas to present his artwork on a landscape (Aston, 1979). He used cangiante whereby different shades of brown show details of the people’s bodies and the garment covering them. Use of gray on the background creates a high unity level in the work. White shows God’s beard signifying his old age. The artist highlighted some areas and gave a shadow effect in others. The outstretching arms of God symbolize Christ’s hanging on the cross. The sun signifies the illumination that Christ would bring on earth through his miracles and salvation through his death. The moon symbolizes the purity of the Virgin Mary and her association with the church. The look on God’s face suggests future predictions, probably a feeling that Christ would suffer in the hands of men and would be crucified. This artwork has influenced a lot of people, especially Christians, who hold beliefs about the sacred nature of God. They believe that Jesus was the son of God, and he died in order to save them.Advertising We will write a custom research paper sample on Renaissance Art specifically for you for only $16.05 $11/page Learn More References Aston, M. (1979). The fifteenth century: the prospect of Europe. New York: W.W. Norton. Boddy-Evans, M. (2012). Pal ettes and Techniques of the Old Masters: Leonardo da Vinci. Web.

A Study on Employee Attitude and Leadership Behaviour

ABSTRACT The Research titled namely â€Å"A Study on Employee attitude Leadership Style† is a research study conducted among various managers in different functional areas in Sify Software Limited Everonn Education Limited. In this research study, the researcher has made an attempt to identify the various styles followed by leaders due to different behavior among employees. The study mainly focus on the various attitudes of employee’s in different groups and its impact of the performance if individual, group or team organization. Further, the study also focuses on finding out the significant relationship between the attitude of employees and its impact of completion of module, work, deadlines, and target. This study is limited to the managers working at Sify Software Limited Everonn Education Limited. The Researcher has proposed to use descriptive type of research Analytical type of result. The Researcher has proposed to use descriptive type research, in order to collect the real facts from the respondent’s regarding the attitude of the employees. The Researcher has also proposed to use Analytical type of result to analyze the behavior of employees and its impact of deadline productivity. Once the data has been collected from the respondents (Managers), the Researcher has proposed to use various statistical tools like Percentage Analysis, Weighted Average Method, Chi-Square Method, One-Sample Run Test, etc. , and in order to analysis the various types of behaviors, the researcher has also planned to use cause and effect of diagram. CHAPTER 1 INTRODUCTION 1. 1INTRODUCTION Employee values, attitudes, and leadership behavior play a very important role in enhancing employee work motivation and performance. Employee work values, attitudes and leadership behavior can carefully be adjusted to produce a strong impact on employee work motivation. It would, therefore, be interesting to examine the precise nature of their roles in influencing the intrinsic versus extrinsic motivation of employees. Individuals vary in their value systems. For example, achievement is a concern for the advancement of one’s career while concern for others may reflect caring, compassionate. Supervisory behavior may vary considerably in the same job situation. Behaviors such as encouraging other employees or helping others work on difficult tasks. A supervisory behavior may adopt democratic orientation or punishment when interacting with employees and thus may affect the work behavior. Though research on leadership styles, work values, and attitudes is concerned with finding the conclusions as to what specific leader behavior, work values and attitudes would produce a strong impact on employee work motivation and performance, no clear-cut conclusions have yet been rendered. It is, therefore, necessary to examine these issues, on a relative basis, which characteristics may act as more effective motivators in employee motivation and work performance. With such an understanding, management would better be able to use available motivational tools for their maximum impact on employee work performance. Thus the objective of this study is to examine the importance of values, attitudes and leadership behaviors in employee work motivation and performance. To gain a deeper insight into the exact nature of such influence, the roles of employee values, attitudes and leadership behavior in influencing intrinsic versus extrinsic motivation and performance are examined. Finally, the study explores the managerial implications of the findings and discusses the actions that might lead to improvements in employee motivation. VALUES, ATTITUDES AND EMPLOYEE WORK MOTIVATION The following description relates to values, attitudes, and employee motivation. VALUES Values are enduring beliefs that a specific mode of conduct or end state of existence is personally or socially preferable to an opposite or converse mode of conduct or end state of existence (Rokeach, M 1973). Some basic values, which are expected to affect the attitude and work motivation of an employee, would logically include: Family: The extent to which the job offers family well-being to the employees Recreation: The extent to which the job offers recreational facilities to the employees A sense of accomplishment: The degree to which the person feels the job gives the person a sense of accomplishment after the job is done. Advancing at the company: The degree to which the person feels the job will create opportunities for advancement. Financial security: The extent to which the job offers financial security to person. Integrity: The extent to which the job provides information accurately and emphasizes impartiality and recognizes different points of view ATTITUDES Attitudes are not the same as values. Attitudes are evaluative statements –either favorable or unfavorable—concerning objects people, or events. It has been treated both as a general attitude and as satisfaction with five specific dimensions of job: pay, the work itself, promotion, opportunities, supervision and co-workers (Smith, Kendall, and Hulin, 1969; Balzer and Smith et al, 1990). The combined effects of these factors produce for the individual some measure of satisfaction and dissatisfaction (Herzberg, Mausner, and Snyderman, 1959). Definitions of these five dimensions of the job are given as under: Definitions of key Job Dimensions Job DimensionsDefinition Work SatisfactionThe extent to which an employee is satisfied with work, including opportunities for creativity and task variety, allowing an individual to increase his or her knowledge, changes in responsibility, amount of work, security, and job enrichment (Balzer and Smith et al, 1990; Smith et al, 1969) Pay SatisfactionThe extent to which an employee forms an attitude toward pay based on perceived difference between actual pay and the expected pay. Expected pay is based on the value of perceived inputs and outputs of the job and the pay of other employees holding similar jobs or possessing similar qualifications (Balzer and Smith et al, 1990) Supervision SatisfactionThe extent to which an employee is satisfied with his or supervision, as measured by consideration and employee-centered actions of the supervisor and the perceived competency of the supervisor by the subordinate (Balzer and Smith et al, 1990, Herzberg et al, 1957) Satisfaction with promotionsThe degree to which an employee is satisfied with the Company’s promotion policy, including frequency of promotions, and the desirability of promotions (Balzer and Smith et al, 1990, Herzberg et al 1957) Co-workers’ SatisfactionThe work-related interaction and the mutual liking or admiration of fellow employees (Bazler and Smith et al, 1990, Smith et al, 1969, Alderfer, 1969) Overall Job SatisfactionThe extent to which an individual’s desires, expectations and needs are fulfilled by employment (Szilagi, Sims, and Terrill, 1977) 1. 2INDUSTRY PROFILE As the study is applicable only for e-Learning industry let us have a brief introduction about the software industry below. The current e-learning boom in India has added to the existing woes. Standards apart, the industry hangs on the edge where processes and players are dubious. Much of this blame can be put on the Indian government’s inability to put together a regulatory body. Unregulated and unstructured, the e-learning industry in India is likely to wreck havoc for the global e-learning industry as small vendors pile up huge learning garbage for clients worldwide. E-learning in India has come of age. Two decades and the nation already cherish several global e-learning players on its soil. This can be attributed to some basic reasons like cheap human resources, a large pool of English-speaking workforce and ‘business discounts’ offered by the central and state governments. Although exact figures of the size of the industry is not available, a conservative estimate shows the offshore e-learning industry at about $150 million in 2004-05, up almost by 200 percent in the last two years. In spite such impressive figures, the e-learning industry in India remains mired with a plethora of issues. Some of these issues include lack of uniform e-learning standards and workplace practices, and the lack of adequate human resources to power the spiraling upward growth. These concerns apart, government apathy has also bolstered fly-by-night e-learning entrepreneurs who eye quick bucks and increasingly deliver ‘learning garbage’ to a global clientele. Smaller vendors in India have setup e-learning business houses with paltry investments of a few thousand dollars – in the hope of getting a sizeable pie of the global e-learning business. Most of these short-term vendors run their shows from North India – from places in and around the National Capital Region of Delhi. The modus operandi for these vendors is simple. They rent in a couple of rooms in an urban area and advertise for resources in job websites and newspapers. Writers, designers and technology professionals – mostly unskilled – are hired by the dozens. The average salary of the employees ranges anything between $100 to $400 and the working hours stretch well over 72 hours per week. Next, these companies setup small sales calling teams to call up international clients asking for work. The sales pitch is often exaggerated and boasts of a few â€Å"big names†. To show their experience, these vendors cull-out a few odd CBT’s from other companies or ‘steal’ courses through their contacts. The basic quality that behooves a standard e-learning company is absent in these companies. Proprietors remain ignorant of even the most basic information that is essential to run the show. A Java programmer, for example, is asked to hone his skills in C++ or any other program since he is responsible for all ‘programming’ needs. Almost anyone who walks in for the position of writers is employed as an ‘instructional designer’, primarily because they can be asked to work for lesser salaries on the pretext that they lack instructional designing experience. Vendors also rely on these writers to validate the learning content for authenticity even when content validation remains the domain of the expert, the Subject Matter Expert (SME). The writers and designers are instructed to download content from Internet websites and ‘rewrite’ them before using it. A basic ignorance of the Internet medium on the part of the owners means that the writers are often confused with the content because no single idea or information on the Internet appears consistent. E-learning processes are virtually absent in these companies. All that offers a direct benefit to the proprietor becomes part of the practiced processes. A Project Manager, for example, may be required to recruit people, review e-learning courses, undertake marketing activities, and do just anything that catches the fancy of the owner. In some companies, it was observed that programmers were asked to work as typists. The motto: no resource should sit idle. Employees who work for more than 9 hours a day are neither paid additional remuneration nor are given facilities like cabs and food for their late stay and long hours of work. As an e-learning professional once remarked, â€Å"employees in these fly-by-night ventures reminds one of the rampant practice of human slavery in Africa and Arabian countries a few centuries back. Professional torture apart, these employees are also subjected to extremely inhuman conditions of work – congested workplace, outdated computers, stinking toilets, and the same paltry salary year after year. Employees in these companies too appear to have resigned to their fates – partly because their poor education that doesn’t stand them in good stead for jobs in big e-learning MNCs and also because most do not have a professional competence in English language. This phenomenon is rarely reported by any section of the Indian media, perhaps due to ignorance or for fear of antagonizing the international fraternity. The abysmal condition and the unplanned e-learning sector, however, have both a positive and a negative side to it. The positive side is that these e-learning ventures help to reinforce the fact that there is no alternate to quality, and quality comes from the big guys, not the fly-by-night operators. The flipside is that the employees in tiny Indian -learning ventures rarely get the exposure to standard work processes and world-class e-learning products thereby subjecting themselves to professional impairment. Unfortunate for the Indian e-learning industry, at a n era of globalization and information revolution, Indian laws too have failed to contain these IT hawks. While the existing labour laws do have provisions against inhuman practices in the private workplace, in practice they remain a mirage. Most of the employees neither have the financial resources to chase litigation nor are they willing to ‘waste’ their time. The Southern part of India presents a striking contrast to the North. Recent years have seen a rapid and strategic development of global e-learning companies in the South, in places like Bangalore and Chennai. Several global players have also setup their centers in Pune, Mumbai and Hyderabad. Not surprising, the South has become a favorite e-learning destinations for serious e-learning players because of the absence of the mayhem so rampant in the Northern part of the country. Although the same Indian laws apply to all states across India, security and infrastructure is usually better in the Southern states than in the North. Consequently, most of these global giants are reluctant to setup their operations in the North for obvious reasons: lax security, incompetent e-learning resources, and rampant corruption. However of all the paraphernalia, one primary reason that dissuades the big names in e-learning from setting bases in North India is the abysmally poor skill-sets of the workforce here. In an era of cut-throat competition, generalized skills fetch little or paltry returns. In the past companies like Tata Interactive Services, Brainvisa, Sify e-learning and Accenture have all failed to locate substantial trained workforce from the North for its setups in the South. Amidst all the rigmarole, smaller global clients seeking ‘cheap’ e-learning courses remain unconcerned about the operatives of these vile businessmen. The only thing that seemingly matters for them is ‘cheaper products’, even if it comes in poor quality or if the employees who developed them are subjected to inhuman practices. Its time that global clients shed their ignorance and act responsibly by seeking detailed credentials from smaller e-learning vendors in India on their HR processes, employee welfare schemes and workforce competence. Failing to do this will not result in the development of shabby e-learning courses. The state of e-learning in India, particularly the frenzy in North India, remains a serious concern for the industry. Either the law of the land has to haul-up the desperados or wait till the hawks eat up the industry for the worse. A regulatory authority is essential now, if the industry is to survive and prosper. Money-eyed hawks can’t be allowed to have a field day. If they hang around for long, the death of the industry in India is imminent. 1. 3 COMPANY HISTORY 1. 3. 1 SIFY SOFTWARE LIMITED Sify eLearning was formed in December 2000. With over 8 years of experience in the training domain and our speciality in Instructional Design and Interactive Multimedia Content Development, we have developed over 5000 hours of learning content comprising Web based training (WBT), Computer based training (CBT), and Instructor Led training (ILT) courses. We have close to 300 employees located in our offices in India, the US, UK, and the Middle East. In India, Sifys offices are located in Chennai, Delhi, Mumbai, and Bangalore. Sify eLearning, which ranks among the top three eLearning Services providers in India, is a part of Sify Technologies Ltd. (NASDAQ:SIFY), with a revenue of US$150 million in 2008. Sify Technologies (www. sifycorp. com) is a pioneer and leader in the Internet, networking, and e-Commerce services in India and serves more than 1500 corporate and 600,000 retail consumers. We are proud to be the preferred eLearning vendor to many Fortune 100 companies. 1. 3. 2EVERONN EDUCATION LIMITED Everonn is one of the leading educational companies in India. Everonn today is the largest VSAT education network in the World. Everonn is listed in both the NSE and BSE. With a firm belief that technology-enabled learning can truly nullify social and economic boundaries, Everonn’s achievements have helped millions of students achieve their dreams. From its pioneering VSAT-enabled virtual and interactive classrooms to its emphasis on offering only the highest-quality content to students, Everonn’s quest for excellence has enabled the company to repeatedly break new grounds in the Indian education industry. Everonn’s commitment to a better standard of education is the guiding principle behind all its activities, from making Pre-school toddlers school ready to enhancing the employability of college students and providing the best entrance exam guidance in the nation. 1. 4PROBLEMS IDENTIFIED The Research titled namely â€Å"A Study on Employee attitude Leadership Style† is a research study conducted among various managers in different functional areas in Sify Software Limited Everonn Education Limited. In this research study, the researcher has made an attempt to identify the various styles followed by leaders due to different behavior among employees. The study mainly focus on the various attitudes of employee’s in different groups and its impact of the performance if individual, group or team organization. Further, the study also focuses on finding out the significant relationship between the attitude of employees and its impact of completion of module, work, deadlines, and target. This study is limited to the managers working at Sify Software Limited Everonn Education Limited. 1. 5NEED FOR THE STUDY The need for the study is to bring out the various attitude of employee in different groups and its impact on the performance of individual, group or team organization. This research study is restricted to employees working in Sify Software limited Everonn Education Limited. Generally employees working in any software companies are from different background in the sense they are from different regions, different culture, language, belief, Qualification, religion, communities etc. , which generally varies from the employees working in other sectors. This difference in attitude of employees is a very big challenge for software companies since it leads to many conflicts among the employees that affect the conducive working environment of the organization. In this study the researcher mainly focuses on changes in attitude of employees and the level of impact on their performance. Further the researcher has made an attempt to analyze the change in leadership behavior due to changes in employee attitude. In addition, the study will also be helpful in finding out the significant relationship between the attitude of employees and its impact on completion of module, work, deadlines, and target. 1. 6OBJECTIVE OF THE STUDY 1. 6. 1PRIMARY OBJECTIVE 1. To study the changes in attitude of employees and the behavioral changes of leadership at Sify software limited Everonn Education Limited. 1. 6. 2SECONDARY OBJECTIVES 1. To identify and analyze the relationship between employee attitude and leadership behavior in Sify Software Limited Everonn Education Limited. 2. To analyze the level of impact of leadership behavior on the team and performance of team. 3. To find out various ways to improve the attitude of people towards organizational commitments. 4. To identify the relationship between the attitude of employees and their performance towards their job. 1. 7SCOPE OF THE STUDY The study may help to find out the style to be adapted by leadership that may help them to effectively control the attitude of employees and also it helps to influence the workers and to extract work from them. This study may show the various characteristics of employees and its impact on the performance. Generally employees working in any software companies are from different background in the sense they are from different regions, different culture, language, belief, Qualification, religion, communities etc. , which generally varies from the employees working in other sectors. This difference in attitude of employees is a very big challenge for software companies since it leads to many conflicts among the employees that affect the conducive working environment of the organization. In this study the researcher mainly focuses on changes in attitude of employees and the level of impact on their performance. CHAPTER 2 LITERATURE SURVEY 2. 1REVIEW OF LITERATURE ?Attitudes are not the same as values. Attitudes are evaluative statements –either favorable or unfavorable concerning objects people, or events. Employee values, attitudes, and leadership behavior play a very important role in enhancing employee work motivation and performance. Employee work values, attitudes and leadership behavior can carefully be adjusted to produce a strong impact on employee work motivation. It would, therefore, be interesting to examine the precise nature of their roles in influencing the intrinsic versus extrinsic motivation of employees. ?Leadership Theory Leadership Styles: Leaders and followers each have different traits, values and levels of motivation. Theories that explain leadership effectiveness in terms of situational moderator variables are called contingency theories of leadership (Yukl 2006). Fiedler’s (1964) contingency model of leadership effectiveness is contingent upon the interaction of leadership style and situational favorableness (Liu et al. 2003). Thus, leader effectiveness is the product of many variables related to the followers, the task, and the organization (Tatum, et. al. , 2003). Transformational leadership theory emphasizes longer-term and vision-based motivational processes (Bass Avolio, 1997; Liu et al, 2003) and attempts to capture the emotional and symbolic aspects of leadership, helping researchers understand how leaders influence followers and motivate them to make self-sacrifices, putting the needs of the mission or organization above materialistic self-interests (Yukl, 2006). Researchers have found that most managers believe there is no single universal style of leadership applicable in all situations (Yun, Cox, and Sims, Jr. , 2006; Lord et al. , 2001). For example, a task-oriented leadership style may be most appropriate where a job involves psychologically immature or inexperienced workers; whereas, a relations-oriented leadership style may be most appropriate where workers are highly experienced and can be trusted to work autonomously (Tatum, et. al. , 2003). ?Group Types: Yukl (2006) defines several types of teams that can be found within an organization; two such teams include: Functional and Cross-Functional. Yukl (2006) provides the following about each team: â€Å"Functional teams are characterized by members of an organization with specialized jobs but are all part of the same basic function (e. g. maintenance, quality, etc. ). These teams operate for a long duration of time with membership that is relatively stable. Cross-Functional teams are characterized by members from a combination of functional subunits (e. g. quality, production, sales, and maintenance) working together on projects that require joint problem-solving skills. These teams operate until their task is completed. Membership may be stable over the life of the team or it may change as some functions increase/decrease in importance†. Leadership Credibility: Credibility is the foundation of leadership, and employees want their leaders to be honest, inspiring, competent, and forward looking (Kouzes and Posner, 2000). The credible leader must be seen as well informed and worthy of belief (Stoner, 1989). Credibility n urtures collaborative, cooperative relationships where employees assume responsibility for accomplishing work-related objectives voluntarily (Gabris Ihrke, 1996). For credibility to exist there must be trust between leader and follower (Kouzes Posner, 2000). Leadership credibility deals with perceived believability toward the leader-supervisor as someone an employee can trust in a supervisor-subordinate relationship (Gabris Ihrke, 1996). Organizational Justice: Organizational justice theory is intimately tied to leadership and decision processes (Tatum, et. al, 2003) and is based on the idea that a set of justice rules is used by individuals to evaluate fair treatment; and the extent to which those rules are satisfied or violated determines perceptions of justice or injustice (Mayer, et al. , 2007). Procedural justice refers to the perceived fairness of the methods used to make organizational decisions (Tepper, et. al. , 2006; Bauer, et al, 2001). In procedural justice, employees are concerned about whether the decision process is fair and the process used to determine the outcome was just (Fernandes Awamleh, 2006). Perceptions of fair procedures enhance employee acceptance of organizational outcomes (Latham Pinder, 2005), lead to organizational commitment (Lind Tyler, 1988) and satisfaction at the individual level (De Cremer, 2007). Shared perceptions of justice at the group level are positively related to satisfaction and commitment to the organization (Mayer, et al. , 2007). Just outcomes signal to employees that they are valued by the organization (Tyler Lind, 1992). Individuals experience procedural injustice when they are denied voice and decision control (Tepper, et. al. , 2006). Interactional justice is defined as the interpersonal treatment people receive as procedures are enacted (Bies Moag, 1986; Colquitt, 2001). Interactional justice is concerned with how information is communicated and whether individuals affected by a decision are treated with respect and dignity (Fernandes Awamleh, 2006). ?Group Commitment: Commitment is believed to affect organizational performance (Fiorito, et al. , 2007) and outcomes such as job satisfaction (Williams Hazer, 1986). Commitment is strongly influenced by leadership (Kouzes Posner, 2000). When employees feel unfairly treated, they may respond affectively with low commitment (Latham Pinder, 2005). The effect of leadership style on group interaction depends on both the consistency of the leadership style and the attitude group members have toward the leadership style (Kahai, Sosik, Avolio, 1997). Describing the task in a way that links it to member values and ideals, explaining why a project or task is important, involving members in planning strategies for attaining the objectives, and empowering members to find creative solutions to problems (Yukl, 2006). If members see leadership as legitimate, they should remain more attached to the team and exert more effort to benefit it (Colquitt, Noe, Jackson, 2002). ?It is readily accepted that organizational change impacts employees in a variety of ways (French, Bell, Zawacki, 2000). Consequently, the impact of organizational change on employee attitudes has received considerable research attention (e. g. Gardner, Dunham, Cummings, Pierce, 1987; Griffin, 1997; Lines, 2004; Saari Judge, 2004; Schweiger DeNisi, 1991). Research indicates that employee attitudes are related to how individuals perceive or react to change (Mossholder, Settoon, Armenakis, Harris, 2000). This is important since positive perceptions of change can enhan ce the implementation of these organizational initiatives (Lines, 2004; Armenakis, Harris, Feild, 1999). In this study, employee attitudes are investigated when organizational change is caused by the introduction of new technology. As depicted in Figure 1, salient attitudes of interest include job satisfaction, organizational commitment, intent to turnover, and job stress. The most-used research definition of job satisfaction is by Locke (1976), who defined it as â€Å". . . a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences† (p. 1304). Implicit in Locke’s definition is the importance of both affect, or feeling, and cognition, or thinking. When we think, we have feelings about what we think. Conversely, when we have feelings, we think about what we feel. Cognition and affect are thus inextricably linked, in our psy-chology and even in our biology. Thus, when evaluating our jobs, as when we assess most anything important to us, both thinking and feeling are involved. Continuing this theoretical development, Judge and his colleagues (Judge Bono, 2001; Judge, Locke, Durham, Kluger, 1998) found that a key personality trait, core self-evaluation, correlates with (is statistically related to) employee job satisfaction. They also found that one of the primary causes of the relationship was through the perception of the job itself. Thus, it appears that the most important situational effect on job satisfaction—the job itself—is linked to what may be the most important personality trait to predict job satisfaction—core self-evaluation. Evidence also indicates that some other personality traits, such as extra-version and conscientiousness, can also influence job satisfaction (Judge, Heller, Mount, 2002) In the research literature, the two most extensively validated employee attitude survey measures are the Job Descriptive Index (JDI; Smith, Kendall, Hulin, 1969) and the Mi nnesota Satisfaction Questionnaire (MSQ; Weiss, Dawis, England, Lofquist, 1967). The JDI assesses satisfaction with five different job areas: pay, promotion, coworkers, supervision, and the work itself. The JDI is reliable and has an impressive array of validation evidence. The MSQ has the advantage of versatility—long and short forms are available, as well as faceted and overall measures. Another measure used in job satisfaction research (e. g. , Judge, Erez, Bono, Thoresen, in press) is an updated and reliable five-item version of an earlier scale by Brayfield and Rothe (1951). All of these measures have led to greater scientific understanding of employee attitudes, and their greatest value may be for research purposes, yet these measures may be useful for practitioners as well. In practice, organizations often wish to obtain a more detailed assessment of employee attitudes and/or customize their surveys to assess issues unique to their firm. ?Job satisfaction is one of the most extensively researched work-related attitudes (Loscocco Roschelle, 1991). Saari and Judge (2004), however, observed that HR practitioners lack thorough knowledge of job satisfaction and related antecedents. Job satisfaction is operationally defined as an individuals assessment of the degree to which their work-related values have been achieved (Locke, 1969; Locke, 1976). Research suggests that organizational change has a discernable impact on job satisfaction (see, for example, Ferguson Cheyne, 1995) which is associated with organizational citizenship behaviors that are beneficial to organizational effectiveness (Organ, 1990). ?Organizational commitment is also a frequently studied job attitude (Lines, 2004; Loscocco Roschelle, 1991). Definitions and conceptualizations of the organizational commitment construct are numerous and diverse. Morrow (1983) observed at least 25 different conceptualizations of organizational commitment. Despite this diversity, OReilly and Chatman (1986), among others, suggest that psychological attachment to an organization is a theme underlying most conceptualizations of organizational commitment. Of particular interest in this study is the relationship between affective organizational commitment and reactions to the organizational changes since individuals with high levels of affective commitment tend to exert extraordinary effort on behalf of an organization (Porter, Steers, Mowday, Boulian, 1974). In addition, individuals with high levels of affective commitment are likely to remain with an organization because they want to remain with the organization (Porter et al. , 1974), not because they have no other alternatives or because of social pressure. CHAPTER 3 RESEARCH METHODOLOGY 3. 1PROPOSED METHODOLOGY 3. 1. 1FOR EMPLOYEES The Researcher has proposed to use Qualitative and Analytical type of research. The Researcher has proposed to use Qualitative type of research, to assess the behavior of various employees in different teams which has an impact on overall performance of the team. The Researcher has also proposed to use Analytical type of result to analyze the effect of behavior on their individual performance towards their relationship with peers etc. 3. 1. 2FOR MANAGERS To assess the changes in leadership behavior due to changes in employee attitude, the Researcher has used the same Qualitative and Analytical type of research design. 3. 2RESEARCH DESIGN The research design is the blue print for fulfilling objectives and answering questions of specific research problem. A research design is purely and simply the framework a plan for a study that guides the collection and analysis of the data. The research designs used in this project are listed below. 3. 2. 1 DESCRIPTIVE RESEARCH To describe the characteristics of certain groups e. g. users of a product with different age, sex etc. , to determine whether certain variables are associated e. g. , age and usage of a product. 3. 2. 2 ANALYTICAL RESEARCH To analyze the behavior of employees and its impact of deadline productivity. 3. 3DATA COLLECTION METHOD In this study the researcher has proposed to use both Primary and secondary data. 3. 3. 1PRIMARY DATA Primary data will be collected through a structured Questionnaire from the target respondents.

Golden Rule In Philosphy Essay Example | Topics and Well Written Essays - 2500 words

Golden Rule In Philosphy - Essay Example The researcher states that throughout history and in every culture, some concept of religion has emerged to greater or lesser extent. The Golden Rule is a concept that seems very simple on the surface but that actually delves deeply into just what it means to be human. While its simple instruction to treat others as we would like to be treated seems straightforward enough, there are infinite nuances as we attempt to discover just how we would like to be treated and how that might translate to someone who has different likes, dislikes, values or traditions. Thus, we are asked to understand an individual’s differences from ourselves even as we are instructed to treat them as if they were ourselves. This simple yet complex concept has been taught to people throughout the millennia of human existence through almost all of the world’s major religions in each time period and culture to greater or lesser extent. Its prevalence throughout history defies any attempt to attribute this to mere coincidence and begins to suggest some form of divine universal code. Regardless of whether one believes in God, a concept of God under another name or is limited to placing one’s faith in science alone, the Golden Rule has a tendency to create belief in a universal order that cannot be denied. Even should one be only capable of accepting the practical element of the Golden Rule, understanding that treating others with the respect and dignity one expects to be given is necessary to accomplish social and personal goals.