Research, Analysis and Preservation of Archaeological Sites and Remains Essay

If humans were to suddenly disappear from the earth, roots and weeds would heave up sidewalks and roads. Poison ivy would crawl up walls, and structures of buildings would collapse and deteriorate. Earthquakes, tsunamis, fires or other natural disasters wipe away towns and cities. Insects, vermin, and rats invade and break materials down until the jungle ultimately swallows towns and cities completely. Within a few thousand years civilization would vanish without a trace. However, when civilization vanishes from a group of boys the process of the boys returning back to our animal instincts takes some only a couple of days. In William Golding’s novel Lord of the Flies, Ralph would be most fitted as leader of these savages because he remains fixed on the main goal, he is assertive, and the boys chose him. A critical part of being a leader in strategy and execution because a leader has to set a goal and then follow through in completing their goal. When the boys crash they are faced with an immediate concern of being rescued, and Ralph faces this problem head on and announces, â€Å"If a ship comes near the island they may not notice us. So we must make smoke on top of the mountain† (Golding 30). Although it may seem simple enough the boy lose sight of their desire to be rescued and accept their savage lives on the island. Ralph persistently stresses the importance of the fire until he sounds like a broken record and even still, the boys cannot match his same urgency. In a conversation with Piggy he portrays his frustration, â€Å"If someone threw you a rope when you were drowning. If a doctor said take this because if you don’t take it you’ll die – you would, wouldn’t you?† (Golding 139). Ralph compares drowning and dying to their life on the island and symbolizes the rope and the pill as the equivalent of the fire. In his comparison it seems undeniable that the fire is the only way to be rescued. This was the main goal ever since the beginning and Ralph further displays his ability to lead above all others because, throughout all the chaos and disturbances, he is the only one who remains fixed on the central mission of returning home. Jack could claim he is a more worthy leader since he provides meat and feasts from his skillful hunting. However, not long after the boys arrive on the island, a ship passes and Jack leaves to hunt, abandoning his duty of keeping the fire burning causing it to go out. Piggy and Ralph scold Jack on his lack of accountability exclaiming, â€Å"You and your blood, Jack Merridew! You and your hunting! We might have gone home† (Golding 70). Jack continues on to generate excuses and eventually apologize, all the same, this mistake is inexcusable. The boys could have been rescued right the n and there and avoided the deaths and trauma later to come. Jack’s lack of responsibility and desire to go home is detrimental to his argument as chief. Ralph, on the other hand, understands the fire is the most important thing and follows through on ensuring it is done. Ralph is assertive, which is key in leadership because a chief must be strong to set limits and stand firm in holding them. At the time when the fire goes out, Ralph demands the boys to build a new fire and then stands assertively atop the mountain so, â€Å"No one, not even Jack, would ask him to move and in the end they had to build the fire three yards away and in a place not really as convenient† (Golding 73). Ralph’s decision to stand on the mound of ashes and refuse to move is symbolic because he made it clear to everyone he was in authority, including Jack who became powerless to him. Ralph is the symbol of strength and dominance and is the right leader for the boys on the island. Piggy, could present a valid argument that he has a higher intellect, therefore would make a better leader. As Ralph contemplates multiple pressing issues pertaining to being chief of the island, he is forced to stretch his mind beyond any way he has had to think before, he had to adjus t his values, â€Å"Piggy could think. He could go step by step inside that fat head of his, only Piggy was no chief† (Golding 103). No matter how intelligent Piggy is, he will always be an outsider because of his fat, his asthma, and his cowardice personality. Piggy, despite his brains, does not have the assertiveness, charisma, or respect of others like Ralph, to be chief. Ralph should be the leader on the island because the boys chose him, which gives him authority because a leader is made up of followers and they chose to follow him. The boys vote on a chief and when Ralph’s name is brought up, â€Å"Every hand outside of the choir except Piggy’s was raised immediately. Then Piggy, too, raised his hand grudgingly into the air,† then the votes were counted and he was declared chief and, â€Å"The circle of boys broke into applause† (Golding 22-23). The boys voting for him as chief is a critical part of him being a leader because the boys chose him. He gained their votes and, as a result, they are more likely to take him seriously as a leader, respect him, and listen to his orders. Jack may argue that Ralph does not have the same qualifications and experience as him to be chief because he has prior experience being the leader of the choir. However, Jack’s self-importance and leadership quality is more of a negative at tribute than a positive one, â€Å"I ought to be chief,† said Jack with simple arrogance, â€Å"because I’m chapter chorister and head boy. I can sing C sharp† (Golding 22). As the leader of the choir, Jack is used to being obeyed in an oppressive, tyrannic way. Even the choir, voted for Jack out of dreary obedience. This made it all the more important that Ralph was chosen in a Democratic process, because it was revealed that Ralph’s stillness, was a more likable quality then Jack’s self-righteousness. A chief must be able to attain the starting mission, have strength and boldness, and be chosen by their followers. Ralph, through all the challenges facing him, maintains these qualities and is, therefore, the fitting leader of the boys. Without humans, it is a matter of time before the earth returns to its original form. Similarly without law and order, it is a matter of time before human’s turn back to their primitive instincts. Thus emphasizing how easily human nature is tempted and the way one must strive to continue doing right.

Library System Essay

Technology has already become one of the essentials of a person’s daily living. Without it, life would be much more complicated for people will still always have to do things manually. It has already helped billions of people here on the planet. It simply makes life much easier. It makes tasks easier and faster to accomplish. Furthermore, technology has already been a part of our daily lives. It is everywhere; from the simplest things like mobile phones to the biggest machineries. It is already given to people and it’s up to you to maximize its use to the fullest. Technology is needed everywhere; grocery stores, malls, offices and especially in schools. Not only should the students learn how to use technology, computers to be exact. It also has to be learned by the instructors to keep up with this fast-growing computer age. In line with this, they also need it to ease their tasks from calculating grades to simple library systems. Handling a library could be a very complicated task as you need to keep an updated list of the books being used, borrowed and returned. Also, a librarian’s task is to organize these books so that it would be easier to find. Most libraries still stick to the manual system from long ago. This makes their job more complicated and more time consuming. A library system is important to a library to make the job for looking, arranging, borrowing and returning of books simpler with just a couple of clicks. Books would be much easier to find and borrowing and returning of books would be updated easily. With everything systemized and automatic, it will lessen the job of the librarian. 1. 1Background of the Study San Roque Catholic School is parochial catholic school located beside San Roque de Alabang Parish, Mendiola, Alabang, Muntinlupa City. It was established in 1981 by parish priest, Monsignor Tomas T. Gonzales. Its first batch was made up of one hundred forty one students which were divided into three sections. It was in 1982 when its three-storey building was begun to be built, due to the increase of the population of the students in the following year. Their first principal was Miss Lydia Santos. For 31 years, San Roque Catholic School has been providing affordable, high quality education to its students aiming to cultivate spirituality, evangelize and spread Christianity. In the present, San Roque Catholic School has a population of about nine hundred to one thousand two hundred students and approximately 20-25 faculty members. It already has two campuses: The main which is the original building and the annex that serves as the building for the elementary students which is in Ilaya, Alabang, Muntinlupa City. The school library is located at the 3rd floor of St. Roch building. It was built by joining two rooms together. Half of the library contains the librarian’s desk, books, and tables. The other side is where magazines, newspapers, computer units, and the latest books are. The number of books hasn’t grown that much for the past years. It has approximately 1000-1500 books. An average of 10-20 classes visits the library every day. Almost half of the class borrows books. Although they already have an existing library system, the librarian still finds it inefficient to manage the books for the students. On our system, we have our current features; Login system with History log, for security on the administrators and assistants. The system has simple processes like add, edit & archive a book to database, and Filtered book search results. Has a book preview pane, gives the librarian the image of the front page of the book. Have Corporate GUI design that is neat and user friendly. Everyday alert, gives the librarian each updates on everyday processes and transactions. Daily, Weekly & Monthly Reports and has an penalty which is very convenient. 1. 2 Statement of the Problem After gathering information, the proponents found the following problems: General Problem The school manual library system is time consuming and is sometimes inaccurate. This doubles the job at hand. The proponents also found out that the penalty of the due books is sometimes miscalculated by the manual system, which can hinder the library’s implementation of rules against overdue books. It usually takes long for the librarian to accommodate many borrowers at a time because of the system’s process. Specific Problem 1. The system cannot view the content of each book when borrowing. 2. The system process is not easy. 3. The system lacks of security. 4. The system cannot confirm the identity of the book that is being borrowed. 5. The system’s process of updating information is time-consuming. 6. The system’s catalogue process is manually maintained. 1. 3 Objectives of the Study This study was made in order to achieve the following points: 1. 3. 1 General Objectives To develop an efficient and user-friendly library system for San Roque Catholic School that will ease the process of the system. 1. 3. 2 Specific Objectives 1. To create a system that will preview the content of each book; 2. To build a system that has an easy to use-all in-one interface; 3. To make a multiple user-account system. 4. A system that will preview the cover of each book. 5. System that will be able to update the information on each book. 6. To develop a system that is cataloguing ready. 1. 4 Significance of the Study The system is being fulfilled in order to benefit the following: †¢ School Administrator The system will ease the inventory of the library system. Determining the number of available copies and the number of copies needed for each book won’t take much time. †¢ School Librarian The system will avoid long lines when students borrow books at the same time thus, it will make the job much easier and more time constraint. It won’t be a hassle tracking down penalty fees anymore. †¢ Students The system will make it easier to browse books without checking every shelf for its availability. †¢ Future Proponents The system will serve as guide for future use and also a practice for aspiring programmers. 1. 5 Scope and Limitations The scope of this study: The Study is conducted at San Roque Catholic School. Therefore, we’ve managed to produce a few scopes on the system. †¢ The User Interface We will be focusing more on making the system more user-friendly. †¢ Borrowing System. The system allows viewing of borrowers and books for the librarian. The system is able to retrieve the books borrowed date and return date. †¢ Catalogues The catalogues are printable whether it is single or multiple. †¢ Preview of Book Cover The book cover is able to be previewed using the library system without needing to search for the book in the shelves of the library. †¢ Overdue penalties The system is able to track down the number of days the book is overdue and as well as the total penalty to be paid by the borrower. The limitations of this study: The system that we’ve created has few limitations, issues like lack of time, Error Fixings and Maintenance. †¢ Weekly Reports This feature has been implemented but it is not yet accurate. †¢ Library Cards This feature cannot be implemented in our system due to technical difficulties. Methodology The researchers decided to use the prototyping paradigm. Prototype systems development methodology in which a prototype is built, tested, and then reworked as necessary until an acceptable prototype is finally achieved from which the complete system or product can now be developed. This paradigm is very helpful to the group because the system can be adjusted frequently even the small details to make the system effective to the library. System Development Life Cycle Planning Phase In this Phase, is to plan and achieve the client’s perspective on their said features, think all possible problems that may appear while building the system and how to create that system in efficient way and not time consuming. Analysis Phase Phase that focus on all errors or problems can be acquired, how to resolve it and meet all the expectations of the clients. Design Phase In this Phase, To create a system that is very easy to use, have a well organized codes, have a user friendly GUI and meets all requirements needed to impress the clients. Implementation Phase Where the system is finished, all data are converted, resolve all possible errors during on designing and until its ready to install on their computer. Its smooth and efficiency makes the system great on quick processes. Maintenance Phase This phase checks and maintains the system for unspecified or unexpected errors that have been occurred after using it. The system can also be updated, giving it a better performance on each task.

Challenges in International Business

GunungRapatHiongPiahSdn. Bhd. (579801-M) PHYSICAL CHALLENGES Since the Gunung Rapat Hiong Piah Sdn. Bhd. is responsible for the food manufacturing, wholesale distribution, and export of Yee Hup products, it is facing physical challenges in international business on products, workforce and even physical distribution challenges. For the products challenge, it may face the problem on warranty since there are no warranty available for this products. Everyone is know about the Yee Hup is a local business in Malaysia and it needs to spend certain of time to export such products to oversea such as Southeast Asia, Oceania, Middle East, Eastern Asia and Western Europe. When the products are on the way shipping to the particular country, it may has the probability to encounter damage such as crushes because of the unpredictable cases and it is unrealized since the biscuits are packaging in a package, but even in a carton size. The Yee Hup biscuits are selling to the customers without realized that the products are crushes and the customers are not available to get the warranty or compensation after they bought the products. It considered a challenge of this company because on the customers’perception, no warranty offered is bring the meaning that the company has no confident on their own products. Since the ‘customers are always right’, Yee Hup may lose the sales because of the products deficiency. For the workforce challenge, although the company is almost full automated in the production process, skilled staffs are still needed. For example, retail assistants as Yee Hup required such retail assistant with previous retail experience because the full trainingis not necessary will be provided. In this case, Yee Hup is facing the shortage of workforce although the labor market is enough large. Moreover, the number of R&D staff is merely less than five people. It becomes the stones in designing products since people are more pay attention in packaging nowadays. And lastly is about the physical distribution challenge. It is talking about what transportation is using by the company to move a large volume of products to other countries. It simple means that handling, movement, and storage of goods from the point of origin to the point of consumption or use, via various channels of distribution. Since one of the responsibility of GunungRapatHiongPiahSdn. Bhd. is wholesaledistribution and export of Yee Hup products, if the products failure to reach the destination within a fixed time, the company have to blamed for it. SOCIAL CHALLENGES How Yee Hup going to expand its target market consider as a social challenge. For example, age and gender. Since ‘HiongPiah’ is a famous products of Yee Hup with a long established reputation, majority of youth in local still do not know on this famous products,even thoughin global market. Yee Hup has to solve the problem on difference age group. How Yee Hup is going to change the youth customers’ perception since they feel that‘HiongPiah’ is traditional Chinese snacks, no tasty and the outlooks are not attractive? For the old generation, how Yee Hup is going to attract them to buy such sticky products? COMPETITIVE CHALLENGES Khong Guan and Mr. Christie are the main competitors to Yee Hup. Khong Guan is one of the most well known Malaysian cookie brand in Canada. The Khong Guan organization spans South East Asia and exports its cookies around the world. Khong Guan manufactures a wide range of cookies and as a result its products have become a popular demand in supermarkets. Khong Guan would pose a risk to Yee Hup’s product lines because Khong Guan is a well established brand which means they have established a mass market clientele. Mr. Christie is a well known Western brand in Canada which poses a risk to Yee Hup’s product lines. Many customers might consider eating a Western cookie rather than an Asian cookie since some consumers are not familiar with this type of product and might be hesitant to try something new. This could lead to less sales of the product.

Involvement and Consistency PowerPoint Presentation

Involvement and Consistency - PowerPoint Presentation Example Business organization is ongoing and involves everyone planning in our in the process to some degree. TEAM ORIENTATION Cooperation and collaboration across functional roles are actively encouraged in this organization. Working in this organization is like being part of a team. This organization relies on horizontal control and coordination to get work done, rather than hierarchy. Teams are primary building blocks of this organization. Work is sensibly organized in this company so that each person can see the relationship between his/her work and the goals of the organization. CAPABILITY DEVELOPMENT This organization delegates authority so that people can act on their own. The "bench strength" of this organization is constantly improving. This organization continuously invests in the skills of its employees. The capability of people in this organization is viewed as an important source of competitive advantage. Problems seldom arise in this organization because we have the skills nece ssary to do the job.

Business Strategy on Ryan Air Case Study Example | Topics and Well Written Essays - 3000 words

Business Strategy on Ryan Air - Case Study Example Ryan air is one of Europe's largest low-cost carriers and one of the most successful, operating on 262 routes to 22 countries. Its focus is on providing low cost, efficient, frequent connections and consequently offering no other frills or supporting services on their flights. The changes in the nature of the barriers to entry in the mid - 1980s with the deregulation of the airline industry , as well as the adoption of a strategy which was noticeably different from that pursued by the market leader at the time (Aer Lingus) was a credible means for Ryan air to gain entry into the market. O'Leary, the company's Chief Executive Office, adopted the Southwest Airlines model, established by Herb Kelleher which adhered to the following principles: fly one type of plane to keep down engineering costs every year; turn around aircraft as quickly as possible; and concentrate on selling seats by avoiding loyalty schemes or air miles. The airline took several other steps to restructure its business model. It eliminated business class to concentrate on economy class and leisure customers. It stopped serving free meals and beverages on flights - a move which allowed the airline to reduce the number of attendants on each flight from five to two. It also eliminated seat assignments to speed up boarding and stopped carrying cargo, which reduced aircraft turnaround times from 45 minutes to 25 minutes. There has been a revolutionary increase in the number of low-cost airline which are otherwise called the budget airlines in the aviation industry over the last few years. The budget airlines are usually operators who provide low-cost travel options for the passengers. The budget airlines try and cut the indirect costs to the maximum possible extent. Passengers are not offered wet towels, meals etc. Sometimes it may even happen that they do not even offer water to the passengers flying the budget airlines [(Phillip), 2002]. Internal analysis Revenue Generation is one of the most important aspects that Budget airlines give more importance, to the extent that most of the budget airlines have a position that is unique to this particular industry - "Chief Revenue Officer" (AIR DECCAN) whose sole responsibility is to focus on revenue generation from all possible sources. Unlike the scheduled airlines, they sell the maximum possible space they can. They sell space on the aircrafts in order to give advertisements. They even sell the space on the rear side of the boarding passes (Palanikumar). However, despite of the increase of passengers, the company is not so good in managing cost that the company has lose its money. A new management team is brought in to sort it out and re-launch as a "low fares or no frills" airline, closely modelling the Southwest Airlines model in the U.S. And in 1994, Ryan air bought its first Boeing 737 aircraft which carried over 1.5 million passengers. In 1995, Ryan air is the biggest passenger carrier on Dublin-London route, the largest Irish airline on every route being operate and carried 2.25 million passengers in the year (ivythesis). The main areas which have been the focus of the airline's concentration on costs have been: - Fleet commonality (operates only one type of aircraft, Boeing 737- 200s) - Contracting out of services

Abuse of the Elderly in Nursing Homes Research Paper - 1

Abuse of the Elderly in Nursing Homes - Research Paper Example It is hard to identify elderly abuse in nursing homes since old and frail people are prone to various accidents (Bonnie, 34). Residents in nursing homes normally have very poor safety awareness and therefore there many injuries and falls. It is normally hard to know whether their injuries are caused by incidents that cannot be prevented or from negligence and abuse. This paper explores deeply the types of abuse that elderly people go through in nursing homes and what should be done to alleviate this problem. According to studies, almost one in three nursing homes has had a case of abuse of the residents in US (Waxman, 1). Elderly abuse comes in various forms there are however two main types of abuse, physical and sexual. However, I have classified types of abuse as, financial abuse, sexual, neglect, false imprisonment and actual physical abuse. Financial abuse occurs whereby staff members at nursing homes abuse the residents by stealing their properties. They can also be able to access their bank details and use them to withdraw their money from the bank. There have been reported cases of this kind of abuse, in some cases staff take residents’ financial resources. Since most elders in nursing homes are sick and frail, the staffs know that their actions cannot be reported unless a relative of the victim realizes and takes action. Sexual abuse for seniors living in nursing homes involves unwanted, inappropriate touching, and sexual activities. Most residents of nursing homes are weak, frail, and therefore vulnerable to sexual abuse. Nursing homes staff members, visitors as well as residents who are sexually active can commit sexual abuse. Nursing homes can be held accountable for reported sexual abuse in their residence if it is proven that they failed to do a proper background check to an abusive staff. They can also be held accountable if it is proven that they do not supervise their employees adequately. Failures to

What leads otherwise law abiding people to engage in mass Essay

What leads otherwise law abiding people to engage in mass state-prescribed violence - Essay Example These countries have inadequate forms of governance that push people into creating rebellions, which leads to anarchy in some regions. Such regions have their law of survival, whereby only the strong have a chance of survival (Chambliss, 2010). The state-funded or state-influenced forms of violence include internal conflicts, ethnic violence, nationalist violence, religious violence, terrorism, torture, and genocide. Most of these crimes can are avoidable and pointless. Necessity and failure of fulfillment of promises by the concerned governments and their representatives or officials drive them. People get into situations where they cannot live in harmony since they all need the resources, which are scarce or are inadequate for the people. It might also be a case where some people are favored over others, leading to hatred and jealousy for the favored group. Seemingly law-abiding people then get pushed to the edge of retaliation, which leads to violence and end up in revenge attacks, creating a conflict altogether. The conflicts can sometimes get awful, culminating in the deaths of many innocent adults and children, among other crimes that often result from conflicts such as looting. There are a number of reasons why honest and loyal citizens end up committing violent crimes. One of the reasons for violence as fuelled by the state is poverty and inequality. The poverty levels of people and the increasing cost of living lead people into fighting for the little available resources. These poverty rates also force people to steal so as to feed themselves. To consider such cases of theft as mass actions of violence, they involve deaths of many people, both young and old. Cases that experience such violence include the theft of domestic animals, especially cattle, in most parts of Africa. These animals are sources of wealth, and one’s poverty pushes them into cattle rustling.

New diagnostic tool or intervention for the treatment of diabetes in Essay

New diagnostic tool or intervention for the treatment of diabetes in adults - Essay Example Additionally, the diet was thought to be good for use in the prevention of the cardiovascular disease, which provides an added bonus to those suffering from type II diabetes, who are contra-indicated for this risk. Summary The study itself is a comparison between two Mediterranean diets and a low-fat diet. Healthy individuals who were thought to be at risk of developing type II diabetes were given advice on how to follow one of the three diets, but were given no indications towards following any kind of physical exercise regime. The trial was non-randomized and consisted of 418 individuals aged between 55 and 80 years, and thus any benefits seen should only be used in practice for those of this age range, although benefits could be seen in those of a younger age bracket. The patients were then asked to attend a follow-up; a median time of 4.0 years after the original dietary advice was given. After this time, the incidence of type II diabetes was at 10.1% within the group whose Medit erranean diet was supplemented with olive oil, 11.0% in those whose diet was supplemented with nuts, and 17.9% in the traditional low-fat diet category. Whilst this may seem high in contrast to the normal prevalence of type II diabetes in the U.S. population (currently standing at 8.3% of the population), it must be noted that within the same age bracket the prevalence is 26.9% (American Diabetes Association, 2011). This suggests that there may be a huge impact on diabetes prevalence in the older population when following such a diet. Interestingly, although type II diabetes is associated with higher weight individuals (Hensrud, 2012), the Mediterranean diets were found to be beneficial in the absence of any change in weight or body mass. Discussion This new intervention could be extremely useful within medical practice. It suggests that in the absence of any formal intervention, there are options for those suffering from type II diabetes. The patients within the trial were not clos ely monitored, which suggests that closely following the diet is not necessary to see benefits. This would be a low-cost option for those who cannot follow expensive diet plans or those who do not have access to high-cost medicines. To integrate this principle into practice would also be extremely easy. A clinician could simply inform the patient of how the Mediterranean diet works, and the type of meal plan that might be involved. This would be associated with advice on the types of benefits that the patient is likely to see, and how substantially that this diet plan could lower the patient’s risk of developing diabetes. The patient could also be given a leaflet of advice on how to manage this new diet plan and how this would fit into a new life. However, it must be noted that the age range of the subjects in the study was between 55 and 80 years and therefore, this advice may not be beneficial to those of a younger age. This means that the advice should be carefully integra ted into practice to be given only to these individuals, as evidence has not shown benefits for those in younger age groups. Additionally, as with any new diet plan, the patient should be carefully examined to see if the plan is suitable (Moynihan et al., 2009). Explanation These findings could have a big impact on

5 Marketing Problems We Need To Solve Now Essay Example | Topics and Well Written Essays - 750 words

5 Marketing Problems We Need To Solve Now - Essay Example All these issues are important in order for marketing to respond to the demand of this role. Moreover, according to the author of the article, the challenges that marketing currently faces in regard to the specific elements/ sectors are strong. The specific elements of marketing have been set under evaluation through this paper using appropriate literature. The issues on which the article focuses have been explained in the literature using different approaches. Reference should be made primarily to the criteria on which the sample used in a marketing research project is chosen. According to Stevens, Wrenn and Loudon (2012) the sample that will be employed in a marketing research plan should not be chosen before identifying the research questions and before setting the research hypothesis. Lamb, Hair and McDaniel (2008) also agree that the choice of a sample that will be used in a research project needs to be made after finishing the marketing plan on which the specific project will b e based. Based on the above, the view developed in the article that without a complete marketing plan no action in regard to a specific marketing research project should begin should be considered as fully verified. Marketing simulations, an element of marketing that it is analyzed in the article under evaluation, should be further explored (Sandhusen 2008). The value of marketing simulations can be considered as high. In fact, through the specific technique a marketer has the option to check his idea, as related to a marketing plan (Sandhusen 2008); if the particular idea is proved as non-feasible or two risky, then no losses would occur, since the whole process has been virtual (Baker 2012). The advantages of simulations in marketing are analyzed in the study of Greg (2013). The specific view of Greg is aligned with that of Lilien, Rangaswamy and De Bruyn (2013); the above researchers highlighted the value of simulations in marketing and explained that without simulations marketer s would not be able to check the performance of a marketing plan. Also, such practice has the advantage of non-cost; it can be therefore employed even by firms that do not have the resources to respond to their daily needs in terms of marketing (Lilien, Rangaswamy and De Bruyn 2013). A similar view should be developed in regard to the search engine optimization, as a practice widely used by firms for attracting more customers. Search in the Internet is one of the most important parts of marketing research. The challenges related to this part are many (Lieb 2009). The terms used for developing the research need to be carefully chosen, then the material available in the literature should be identified and categorized so that mistakes are avoided in regard to the results of the research (Enge et al. 2012). SEO implies the use of marketing for establishing a strong presence in the virtual marketplace (Terrelonge 2011). However, as also explained in the article under examination the rule s and the principles of SEO are, still, not fully clear (Trika 2010). There are certain steps for establishing a strong presence in the Internet using SEO (Kennedy and Hauksson 2012) ; the users of social media seems to be unaware of the actual potentials of SEO, a fact that it is also noted in the article of Greg (2013). At the same time, the lack of integration in marketing seems to be one of the most critical problems of the particular sector (Greg 2013). Integration in the above case is a term used for showing that the sector’s professionals avoid joining their ideas for developing successful marketing projects (Greg 2013). For Pride and

Willingness to Pay Essay Example | Topics and Well Written Essays - 250 words - 1

Willingness to Pay - Essay Example The contingent valuation methodology was adopted in drafting the questionnaires that were used in collecting the data to be used in the analysis. An approximate 72% of all the participants who responded to the questionnaires indicated willingness to pay for the conservation though at varying levels. This therefore pointed out that the public in many instances are willing to contribute towards the improvement of the quality of the environment. The study employed use of logistic regression procedures in comparison of the persons who were willing and not willing to contribute actively in improving the environmental quality. Through the contingent valuation analysis, the use value as well as non-use value of natural resources and environmental quality can be established. This method therefore involves a hypothetical scene to establish the willingness to pay of individuals on such natural resources and quality of environment. Hypothetical case studies are often used in such a situation where after describing such a case to the respondent, he/she is then expected to quote the amount of money he/she would be willing to pay for the environmental quality. Reasons expressed for willingness to pay would therefore form the basis of policymaking especially as regards to legislation on environmental conservation and management. In often cases such as was revealed through the case study, non-use values like existence value were cited most as reasons why many people would be willing to pay for conserving natural environment or such a natural park. This study therefore shows that valuation of gains from natural reso urces and environment would contribute greatly towards efforts and willingness of people to pay for such conservations. Han, F., Yang, Z., Wang, H., & Xu, X. (2011). Estimating willingness to pay for environment conservation: A contingent valuation study of kanas nature reserve, xinjiang, china. Environmental Monitoring and Assessment,

Personal Dilemma Paper Essay Example for Free

Personal Dilemma Paper Essay In February 2014, Baltimore Ravens player Ray Rice and his fiancà ©e Janay Palmer (now wife) were arrested, charged and later released in Atlantic City on what was called simple assault charges. The details were not clear at the time. However, what was known was that Rice and Palmer got into a some form of an altercation inside the Revel Casino. Rices lawyer stated in was just a minor physical altercation. Not long afterward video footage surfaced showing Rice dragging an unconscious Palmer out of an elevator. The Ravens organization as a whole defended Rice after he was arrested and reiterated he would continue to be the teams running back. Steve Bisciotti, the team owner, praised Rice and his good character and noted that Rice had no prior off-field trouble. The charges against Rice were elevated to aggravated assault after prosecutors presented the case to a grand jury. At that point, the charges were dropped against Palmer for simple assault (AP, 2014). Palmer stated she did not wish to proceed with prosecuting Rice. However, that did not keep the state of New Jersey from moving forward with prosecuting the case. Rice did not accept a plea deal that would keep him out of jail in exchange for going through anger management and the successful completion of probation. Instead, he decided to plead not guilty and apply for a first-time offender program that might remove any charges in as little as six-months. Under this program, Rice would need to keep out of any trouble and partake in counseling on a regular basis. Prosecutors did allow Rice into this program instead of going to trial. If he stays out of trouble and completes the 12-month program, his record will not reflect the case. Interestingly, this program is normally only used for non-violent and victimless crimes. Also, entry into the program has been granted in less than 1% of all domestic violence cases in the state of New Jersey (AP, 2014). The National Football League (NFL) claimed it had not seen any video of an altercation within the casino elevator. A law enforcement official stated the elevator video was sent to the NFL in April and he had proof in the form of a 12-second voicemail with a number within the NFL offices that confirmed the videos arrival. The league office denied ever receiving it. The league claims it requested the tape, but was denied. The Ravens also claimed not to have seen the video until it was released by TMZ (AP, 2014). Rice is basically assured of not going to jail, but was not able to keep the NFL commissioner from laying down a little justice of his own. He originally suspended Rice for a mere two games. This decision was met with considerable public outrage. Goodell had to admit that his initial punishment was wrong and beefed up the NFLs policy on domestic violence in reaction to the public outrage. The new policy would suspend a player six-games with no pay for a first offense, and lifetime banishment for a second offense. After seeing Rice knocking his wife unconscious, the Ravens terminated his contract. Allegedly, the team made this decision because Rice was not honest with them. Shortly after his release from the team, the league suspended him indefinitely. Since the league had previously suspended Rice (the initial two-games), the commissioner needed justification to indefinitely suspend him. The commissioner notified the Players Association that an indefinite suspension resulted from Rice telling them something different than what appeared on the video of him hitting Palmer. Contrary to the commissioners statements, there were several sources (including Ravens General Manager Ozzie Newsome) who stated that Rice was being truthful (McManus, 2014). By all accounts, Rice was known as a good guy. The commissioner said seeing the video changed everything. But, why? Everyone knew what happened before the video was released. Rice knocked out his then fiancà ©e in an elevator. Nothing changed before or after the video was released. Goodell stated they should have seen it earlier and should have pursued their own investigation more vigorously. That is true. So, why didnt they? The question still remains. Why would seeing the video change their minds about his punishment? Initially, it was only worth a two game suspension. Remember,  nothing changed. After the video was released, he is suspended indefinitely. Since this is his first offence, shouldnt he be suspended for only six games? Why should he lose his job and income. Wouldnt it be better of the NFL and the Ravens organization to help this man and his family instead of just tossing him away like trash? Rice was clearly tried and found guilty by the court of public opinion. It is amazing how fast we are as a society to be publicly correct, jump to conclusions, and show our willingness to take away a persons livelihood. References AP, (2014). Timeline of Key Events in the Ray Rice Case. Retrieved on 13 Sep 14 from http://abcnews.go.com/Sports/wireStory/timeline-key-events-ray-rice-case-25441413 McManus, J. (2014). How the NFLs new domestic violence stance came to be. Retrieved on 13 Sep 14 from http://espn.go.com/espnw/news-commentary/article/11464303/how-nfl-new-domestic-violence-stance-came-be

Development of tourism in Scotland Essay Example for Free

Development of tourism in Scotland Essay For a country to be a successful tourist destination, the normal impression that anybody has is that the country must be easy to access, with modern means of transport and good communication, unlike Scotland. A small country located on the periphery of Europe, Scotland is characteristic of tartans, highlands, mountains, castles and bagpipes etc, and for long, poor accessibility and transportation persisted in the country. Nevertheless, Scotland is among the most successful tourist destinations. Many have tried to bring about development of tourism in the country. The Scotts, in particular, were worried that the country’s inaccurate historic description might taint its image as a tourist destination. But little did they realize that in fact, portraying the country in modern perspective could cause considerable harm to its established image, which attracted a good number of visitors. [Butler, Richard. Tartan Mythology. 1998. p. 122. The traditional tourist image of Scotland. ] Besides the residents, the country saw noteworthy visitors, who contributed, directly or indirectly to its tourism development. The visitors can be distinguished into three groups—those from the field of military and administration, those involved in scientific studies and those who were engaged in works of music, art and literature. All these three groups had different approaches towards development in the country. The group involved in military and administrative activities was not directly related to the development initiative. However, their work involved a lot of traveling within the region. In their journals and writings, the group brought to light the difficulty in traveling in the region and the need for improving the transportation system there. Also, the scientific visitors wrote journals that described the physical features of Scotland and emphasized its historical heritage, which in turn, attracted more visitors. However, the group that comprised authors, and those involved in the works of art and music, was which made a significant impact on the development of Scotland’s tourism. Their approach was the most dominant and certainly the most effective. The works of renowned authors like Scott, Dickens, Wordsworth, just to name a few, described the country as a place with a romantic appeal. They gave vivid accounts of the scenery, the landscapes, the chivalry of the people and the military expeditions, which helped the country to establish a powerful image as a tourist destination. Not to forget one more group that did much to popularize the country—the absentee landlords and their friends. They engaged in sports like shooting and fishing that also made the country very popular and a coveted tourist destination. However, when more and more people started indulging in these sports, they were called off and Scotland remained a limited small tourist spot. [Butler, Richard. Tartan Mythology. 1998. p. 123-125. The traditional tourist image of Scotland. ] The development approaches resulted in improvement in many areas in the country like better communication and transportation facilities, better accommodation arrangements for tourists and the preserving of its natural heritage and culture, the established image of the country. The biggest strength of the development approach in Scotland is the realization that the tourists consider the natural heritage of the country as genuine and they are attracted to it because of its originality, unlike other places that are meretriciously ornamented. Only Development of tourism in Scotland 3 those who tried to fiddle with the traditional image of Scotland and try to portray it modernly reflect a weak approach towards its development. [Butler, Richard. Tartan Mythology. 1998. p. 132-135. The traditional tourist image of Scotland. Yes, the rising participation in adventure activities like skiing and wearing the highland dress, along with the popularity of golf rising significantly, reflect acknowledging of policies to sustain its image. If I were to manage its development, I too would go in for preserving its natural heritage so that visitors could get a real taste of the place. After all, tourists do come to have a bite of the place they visit and their nothing like getting a real taste of it! Reference citations Chapter 7: Butler, Richard: Tartan Mythology. 1998. The traditional tourist image of Scotland, p122-139.

The Amo Model Theoritical Framework Commerce Essay

The Amo Model Theoritical Framework Commerce Essay Every organization in a public or private sector, struggle for survival and this survival can be gotten if there is a motivated workforce to ensure the organizations objectives are met. Most organizations tend to neglect and ignore the up-keep of their employees which might affect employee performance and organizational productivity. There are complaints about low performance and productivity in most organizations in Nigeria. Researchers like Akinyele (2010) are of the opinion that low performance and productivity in most organizations in Nigeria is caused by the organizations where they operate. Additionally, Akinyele (2010) is of the opinion that about 80% of low productivity and performance is caused by the work environment of the organization and so, suggests that when the environment of an organization is conducive, it confirms that the well-being of the employees will be improved and would lead to higher productivity for the organization (Akinyele, 2007). Organizations find it difficult to perform up to standard in order to meet their objectives due to the fact that there is low performance and productivity. The reason for low organizational performance and productivity in Nigeria according to Ahiauzu (1999) is that, employees perform better when they are managing their own businesses other than working in an organization. With this, they end up coming late to work, show little or no creativity and are slow in accepting change. This indicates that there is a missing factor which motivates employees that is not present. Also, there are other issues that affect performance and productivity in some organizations In Nigeria which relates to cultural background, belief system and web of kingship. Again, Keller (2006) suggests that when you give your employees the best, they in turn give it back to the organization. For example, in relation to the organization, there have been a clear case of low performance because of its managerial style and leadership calamity, the way funds are managed and this is affecting the performance of the employees and the organization (Babalola, 2012). Line managers are actively responsible for the well-being and welfare of their employees Boxall and Purcell (2003) because they are the most important assets of an organization (Armstrong 2012). When employees feel they are not working for themselves and are not motivated in any way, they tend to be disengaged and disconnected with the work and its environment especially when they notice they are neglected by their employers and line managers. For improving the well-being and performance of employees, Boxall and Purcell (2003) as illustrated in the AMO model below suggest that for effective employee and organizational performance, line managers should be able to present, apply, direct and monitor all human resource activities to help improve organizational and employee performance. THE AMO MODEL THEORITICAL FRAMEWORK Most organizations tend to neglect the well-being of their employees and due to this, they end up not performing well which in turn affects the performance of the organization. This, can be caused by either the managerial style of the line managers, not having a conducive work environment or even the employees themselves. The AMO model is an illustration of how employees can be motivated by the line managers using the HR policies and practices involved so as to enhance performance and well-being. The term AMO means A=Ability, M=Motivation, O= opportunity. Ability refers to the practices and policies that ensure the employees in an organization get the best and are prepared with the skills to take on any job in the organization, with the assumption that jobs would be challenging. Organizations should ensure that their employees have the necessary skills to be able to use their discretionary practice whereby they are able to participate with minimum supervision. This is why Huselid (19 95) and Appelbaum et al., (2000) state that organizations must ensure accurate recruitment and selection process to recruit capable and skilled workers and also ensure necessary training. In order for employees to use their discretionary practice, they need to be motivated with either an extrinsic, intrinsic or trust factor (Appelbaum et al., 2000). Extrinsic this can be financial such as performance pay or commission, incentive pay. Intrinsic pay comes from inner satisfaction and finally, when an organization can enable an environment that is trustworthy and encouraging, then employees feel valued and wanted. If all these motivational factors are absent, then employees tend to be absent or likely leave the job. The opportunity to be involved in the decision-making process in an organization gives employees the sense of involvement, engagement and enhances well-being (Appelbaum et al., 2000). According to Wood and Wall (2007), Boxall and Macky (2009) and Appelbaum et al., (2000) , i t is the distinguishing feature that differentiates High performance work practices whereby the decision making process should be de-centralized and shared rather than the control of hierarchy. According to Wood and Wall (2007), there are different ways in which employees should be given the opportunity and chance to be involved either being in a self-managed team or the opportunity for their voice to be heard. RESEARCH ORGANIZATIONAL CONTEXT It is important to consider the organization used in this research work. In 2004, FIFA (The Federation Internationale De Football Association) the world football governing body recommended the Nigerian Football Association (NFA) to create an avenue for the establishment of the Nigerian Football League (NFL) which would be an independent body but also would still be a member of the NFA. The processes and procedures of acquiring an office including the office of the chairman and vice chairman, board members and other departments was then put in place in Abuja, the Federal Capital Territory of Nigeria. In 2006, the NFL was then in search of sponsors since it is operating as a non-profit making organization but to no avail due to the fact that it lacked legal backup. It was reported to the NFA and the Ministry of Sports and later, the NFL was granted their license to become a corporate body and was immediately incorporated as a Limited Liability Company in April 2006. The title sponsor i mmediately after the incorporation was awarded to Nigerias biggest telecommunication company for four years and then, the NFL was changed to NPL (Nigerian Premier League). The Nigerian Premier League (NPL) consists of 40 staff and 20 premier league clubs that is spread all over Nigeria and it is in line with the international best practice for the benefit of its stakeholders. Due to the fact that the football body (NPL) is a non-profit making organization, there might be significant impact on the well-being of its workforce having in mind that they are working for an organization that generates no profit and how they are motivated would be at stake unlike a profit making organization whereby the desire of the organization is to make profit. In a country like Nigeria where most of the workforce work not for the experience but for the money would also affect organizations that are non-profit making like the NPL. As money is known to be an extrinsic motivational factor in Herzberg 2 factor theory and by paraventure the company experiences a downturn in finance and it is not able to meet the financial expectation of its workforce, productivity will fall to its minimum as employee performance will be reduced due to lack of no financial benefit or extrinsic motivation. In Nigeria, most organizations are of the opinion that since employees work for the money and not the experience, it should be seriously considered by the line managers so as to create ways to intrinsically motivate the employees. This is why the purpose of this research would benefit the Nigerian Premier League on how to motivate the employees thereby using the elements from the AMO Model by Purcell et. al., (2003) mentioned in this study that it is necessary to intrinsically motivate the workforce, which in turn can lead to career progression. The NPL is faced with a challenge which is now affecting the well-being and performance of the employees (For example, absenteeism, low performance, finance) and as well, the organization (Babalola, 2012). In this case, it can be caused by lack of engaging the employees using the human resource practices mentioned in the Black Bo x, the managerial style of the managers, cultural differences which can generate conflict Aluko (2003) lack of finance and again, remember they are working for the only thing that motivates them which is the money and it is not available. CONCEPT OF WELL-BEING Well being according to Ryan and Deci (2000) is where the employee is fully engaged (Committed), fully functioning (Active) and focuses on self-actualization (Realization of Potentials). CIPD (2006) defines well-being as creating a good working environment to promote the employee state of mind that allows the employee to develop and attain the full ability to perform for the benefit of the organization. Having this in mind, the managerial procedures in organizations tend to have an impact on the workforce of an organization because of the way they are followed and in turn can have an effect on the performance outcome of the organization and the workforce AMO Model Purcell et al. (2003) using the HR practices. Researchers suggest here that there may be a significant correlation between Human Resource management and the performance outcome of the organization (Becker and Gerhard 1996; Huselid 1995). However, well-being is part of the human resource process and its relationship has been ignored thereby affecting organizational performance. According to Pfeffer (1998), the problem facing human resource management should not be, having the idea of how HRM practices enhance the outcome of an organization but instead understanding how it affects employee well-being, performance and engagement which if present increases productivity. In the light of this research, employee well-being and performance would be discussed using human resource practices, such as organizational commitment, training and development, ability and skills, motivation and job satisfaction and discretionary behavior, which help to promote a good work life balance in an organization (The AMO Model, See figure 1.1) Purcell et al., (2003). From the above model, the Human Resource practices might influence employee well-being if taking into consideration and can continuously develop and increase performance and productivity. If the management of any organization can actually generate a good working environment, the workforce would in turn respond with high motivation and satisfaction which can help the company attain high performance and enhance productivity. Despite the fact that organizations vary, ways of motivation also vary. The aim of most organizations is to make profit in one way or the other be it a profit making organization or non-profit making organization but most non-profit making organizations, spend more and dont really make a profit but this can be achieved if only organizations take into consideration the well-being of their employees thereby using the HR elements mentioned by Purcell et al., (2003) to improve well-being and performance. CONCEPT OF PERFORMANCE Performance according to Stoner (2002) is vital to measure the effectiveness and efficiency of the organization, which shows how well the organizations objectives are achieved. Performance in an organization can be negatively impacted upon by different factors which can hinder the progress of the organization. In Nigeria, the impact of organizational performance can be caused by poor communication Inedegbor et al., (2012), culture Aluko (2003) and possibly can be caused by the external environment. IOA Model for Organizational Performance. The framework above illustrates an organizations performance which can have different dimensions that consists of the organizations importance, financial stability, and effectiveness of the organization, how efficient the organization is and how well they can react to change from its internal and external environment. It also illustrates that the performance of an organization should be linked to how motivated the organization might be and that resources like finance, technology, and workforce can drastically affect the performance of an organization. Drawing from the research organization (NPL), it indicates that the organization suffers low performance because it lacks the only thing that motivates the employees leading to absenteeism and de-motivation. RESEARCH STUDY AIM This research aims to examine the ability of the AMO Model by Purcell et al., (2003) to explain employee well-being and performance to enhance productivity in the Nigerian Premier League. RESEARCH STUDY OBJECTIVES In order to carry out this research study properly, there are objectives outlined to achieve the aim of this study. The objectives are: To assess the levels of skills/ability, motivation and incentives and opportunity to participate, measure levels of training and development, ability and skills, organizational commitment, and identify discretionary behaviour and performance. To identify significant relationships between these variables To evaluate the employee perceptions of conditions of service and work in relation to AMO to participate in the Nigerian Premier League. Recommendations and conclusions based on my findings. RATIONAL FOR THE STUDY To achieve a positive outcome in an organization, the well-being of employees needs to be taken into consideration because they are seen as the most valuable assets of an organization Armstrong (2008) and the way they are managed has a significant impact on the organizations performance. The duty of the HR is to administer policies and practices used by line managers to engage employees, this is why they are of great importance in any organization despite this long contention between HRM and the organizational performance Guest (2011) due to the fact that regulations and procedures of the HRM is in connection to a recent act in strategy (Brockbank and Ulrich 2005). The aim of this research is to better understand well-being and performance of employees to enhance productivity in organizations especially those facing difficulties like low performance and high turnover, using the AMO Model (Black Box) by (Purcell et al., 2003). The research would in turn have a positive impact on the workforce and organization if the well-being and performance of the workforce are seriously taking into consideration. For the purpose of this study, the concept of employee well being is measured using training and development, ability and skills, organizational commitment, discretionary behavior and it is an attempt to close the gap between employee well-being and performance with the performance of the organization thereby explaining a bit more about the importance of HRM practices which promotes employee well-being at work and is linked to organizational performance. The study of this research on employee well-being and performance in the Nigerian Premier League would be important to the organization because it will enable the organization to understand better the concept of employee well-being and performance and how it can be managed to enhance productivity inside and outside the organization. According to Bujai, Cottini and Nielsen (2008), having an insight on the impact of employee well-being and performance in an organization with regards to engagement and other HR Practices is important in having a working environment that is productive. In order to build a productive workforce, the well-being and performance of the organization either large or small organization should be taking into consideration because most organizations feel its time and money consuming and end up abandoning their workforce. Most managers pay less attention to their workforce and this on the other hand affects the performance and well-being of the organization. This is why it is suggested by Purcell et al., (2003) in the black box (AMO Model) that managers should be careful with the way they manage their workforce. The following chapter illustrates more on the concept of well-being and performance by different authors and why it is important that employers should focus more on their employees to enhance productivity. CHAPTER 2 LITERATURE REVIEW DEFINITION OF WELL-BEING Well-being is a vast concept and has been defined and seen differently by various authors, organizations and how it should be managed is entirely up to the managers of the organization (AMO Model). The CCMD (2002) describes well-being as nurturing a good state of mind that helps the employee to have a good sense of purpose, feelings and fulfillment that is alert and open to new experiences. The theory of well-being by Waterman (1993) indicates that it is way above happiness but the actualization of human potentials or abilities which helps in fulfilling the true nature of an employee. There is this belief that well-being is a psychological state which Ryan and Deci (2000) argues that it is at its best when an employee is fully functioning, fully engaged and shows self actualization and vitality. This has been termed as Eudaimonic well-being. Though there is another form of well-being which is Hedonic well being, this is the subjective well-being that involves life satisfaction, the presence of positive mood and absence of negative mood. Employee well-being has been a great issue and concern in the minds of employers which they believe now is affecting the performance of the workforce. Researchers have carried out a research on human resource practices and the well-being of employers. Employee well-being has been linked to employee engagement because of its similarities and for as long as there is engagement in the workforce, there would be increased well-being and performance. In contrast, Robertson and Cooper (2010) state that employee well-being is basically different to employee engagement and describes employee engagement as the positive behavior of employees that indicate there is an uninterrupted attention giving to the organization by the employees. According to Watson (2010) employee well-being can retain or destroy the engagement level and performance in an organization which shows the connection between engagement and well-being. It further states that employee engagement and well-being either work in isolation or work together. To explain this further, see diagram 1 below. The above diagram explains that when employee well-being and engagement strongly work together, there would be sustained performance, but when engagement and well-being work in isolation, there would be defaults in the organizations performance. An example is that organizations that are finding it difficult to be at their best, their employees try hard to get things working for the organization. Therefore, forfeiting their personal life issues for the organization, may only take the organization for a short period of time which is not going to be sustainable. However, this would lead to employee burnout and disengagement where turnover and under-performance becomes the agenda of the organization (Maslach and Leiter 2008). An article by Gallup (2012), suggests that employee well-being has a significant impact on the bottom line of an organization. This is the reason organizations are engineering new strategies for gaining a sustained workforce. In as much as an organization is active, it is already in the business of managing employee well-being. Employee engagement which helps improve well-being, is a vital aspect of an employee to achieve its objectives and is another way of motivating employees to enhance internal and external performance index (CIPD 2011). Employee engagement has been defined by different authors, still, it cannot be managed (Ferguson 2007). The world is changing and ways to meet up with the demands of the environment which Porter (1987) suggests that it would surely occur is the utmost priority of most big and small organizations despite the industry or sector. According to Cooper and Robertson (2001), employee well-being when in the positive, is an advantage to any organization which indicates that the organizations workforce is healthy. For an organization to be healthy, it means that it fits to survive in the competitive environment where it operates. Currie (2001) is of the opinion that if organizations want to be competitive and be positively sustained in the environment; it must keep the health and well-being of its employees as its core which is vital for performance enhancement, future survival and development of any organization. Moreover, from an organizations point of view, the positive correlation between well-being and performance of the workforce, has been considered by Wright and Cropanzano (2004) and according to Samman (2007), Page and Vellla-Broadrick (2009), it has been reviewed that the importance of well-being and its management and measurement has puzzled researchers. Ortiz (2006) agrees with Armstrong (2008) that empl oyees are assets of an organization while Hermanson (1964) described human assets so as to measure and quantify the value of the workforce. Additionally, Roselender et al., (2006) supports the argument that the well being of an employee when fit is an organizational asset. DETERMINANTS OF WELL-BEING (GENERAL) The concept of employee well-being by Macey and Schneider, (2009); Macleod and Brady, (2008); Bakker et al. (2008) states that employee well-being in recent times both in practice and in research has been creating a lot of interest in the minds of managers. Though employee well-being has been defined differently by different authors, and there are determinants that impact on well-being. According to an article by Watson (2010), employee well-being can be seen as a physical, psychological and social health of an individual. All these must be complete in an employee and this is why the management of many organizations is so concerned about the well-being of their employees because it is of great benefit to the organization and employees. For the workforce, they would feel a sense of balance between their lives at work, at home and for the organization, high level of sustainability and engagement which will reduce turnover (Watson 2010). In essence, its advantage is all about having the workforce on the job and imputing high level of sustained engagement. Work is a significant part of an individuals life and as such, employee engagement and well-being at work are important concepts. Employee well-being, engagement and performance are important aspect of organizational development, as engaged employees are both cognitively and emotionally connected to their work and workplace (Harter and Blacksmith, 2010). The relationship between employee characteristics and business outcomes is assumed to exist, yet the empirical research is limited. For instance engaged employees consistently produce at high levels Moore (2005) yet the unique contribution of employee engagement is yet to be fully revealed. This paper attempts to fill that gap. According to Gallup (2012), organizations that strive hard to succeed in an environment, are implementing new ways for achieving sustainable competitive advantage which is employee well-being because it impacts on the performance of the organization. There are various determinants of well-being. In general, there are different factors that can influence well-being. With reference to the definition of well-being by different authors which in summary states that without well-being, there is a significant impact on the organizations performance or the workforce, many organizations tend to neglect this concept due to the fact that they think about the financial aspect of engaging the employee. Researchers also have claimed that employee engagement is different from work engagement .Work engagement is seen as a positive, fulfilling work related state of mind characterized by dedication, absorption and vigor (Schaufeli et al 2002, pg. 74). Recent research believes that dedication and vigor are the main characteristics of engagement. Vigor can be seen as that high level of energy and mental resilience while working and persistence in the face of challenges ( Dulagi, 2012). Dedication can be seen as a sense of significance, enthusiasm, inspiration, pride and challenge. Employee well-being according to Ryan and Deci (2001) believes that well-being is not best captured by hedonic conceptions of happiness alone. Instead, SDT also employs the concept of eudemonia well-being which is defined as vital, full and as a complimentary approach. Self determination theory is an organismic psychology (Ryan, 1985) one of a part of holistic psychological theories including Jean Piaget and Car l Rogers and thus assumes that people are active organisms with inherent and deeply evolved tendencies toward psychological growth and development. This can be seen clearly in the phenomenon of intrinsic motivation- the natural tendency manifest from birth to seek out challenges, novelty and opportunities to learn. Well-being according to Wright (2005) is a universal term that is mostly used when relating to emotions of individuals and research has consistently shown the importance associated with how employee well-being and job performance of an organization is measured (Wright et al., 2007). According to Wright and Cropanzano (2000), people with sophisticated psychological well-being at work are more prolific than people with ill-psychological well-being. Nonetheless, according to Harter et al., (2002); Schaufeli et al., (2006), it cannot be seen as a vital aspect of engaging an employee. In synergy, Schaufeli et al, (2002); Macey et al. (2009); Mann, (2011); Bakker and Bal, (2010) considers that well-being involves not only the psychological condition of employees due to the fact that Deci and Ryan (2000) sees as the Eudiamonic sensation of employees but also the behavior of employees. In addition, the CIPD (2011) believes that well-being consists of 3 vital units which include reasoning, sentiments and interim. However, it is being conflicted by its problems or difficulties. EMPLOYEE WELL-BEING AND SDT (SELF-DETERMINATION THEORY) In the light of this theory (SDT), Fernet et al., (2012) indicates that the confusion from employees and management attitudes impacts on the self-efficacy of the employees and their motivation to participate. Self-determination theory (SDT) involves a set of related theories that explain human behavior by defining different types of motivation that an individual may engage in for a task or set of activities (Deci and Ryan, 1985). Specifically, Self-determination theory consists of 3 vital psychological needs which should be evident for psychological growth. They are as follows: aptitude, independence and kinship. Deci, E., Ryan, R. (2002). According to the above diagram, Self-determination theory consists of a set of theories mentioned above which is associated with the behaviour of individuals and how they are motivated. It also consists of the psychological needs that when satisfied gives the working environment a sense of intrinsic motivation and human fulfilment (Deci and Ryan, 1985). In essence, the satisfaction of these needs is beneficial for high human functioning (Deci and Ryan, 2000). In an organizational context, the desire for these psychological needs is important. The need for aptitude signifies that the individual is feeling effective in the environment which allows the individual to express its exceptional capabilities (Ryan and Deci 2002, Deci and Ryan, 2000). According to Deci and Ryan (2000), Deci and Ryan (2011), Deci and Ryan (2002), the need for independence is when there is the feeling to act with the desire from within so as to feel psychologically free. Lastly, the need for kinship relates to when the individual feels the sense of belonging in the environment (Ryan and Deci 2002; Van den Broeck et al., 2008). The degree which indicates that if the construct of employee engagement is distended to include the psychological well-being of employees, it shows there would be improved business outcomes. This is why Wright et al, (2007); Danna and Griffin, (1999) suggest that there should be an impact of psychological well-being on productivity and performance if the organization wants to survive. With reference to this study, there is evidence that there is a correlation between the three psychological needs, the employees in general Deci and Ryan, (2000), Baars et al., (2004), well-being that is work-related for example, organizational commitment, discretionary behavior, motivation and job satisfaction which is essential to enhance productivity and performance in an organization. DETERMINANTS OF WELL-BEING AT WORK In an organizational context, the term employee well-being according to Cooper and Robertson (2001) impacts on the performance of the employee and can lead to high productivity or outcome which is an added advantage to organizations that encourages a workforce that is healthy. For an organization to be active and healthy, it then shows that it can survive in its environment or industry where it operates because for an organization to be able to survive in its sector, it is unavoidable to ignore promoting the well-being and performance of its employees which in this case is vital to increase employee performance and this can lead to future organizational development (Currie 2001). In line with this research topic, when employee well-being is introduced into any organization, it is likely to change the environment and pave way for innovation which can create positive organizational performance especially for organizations that are under-performing. Research has shown that it took ages for organizations to create a relationship that has to do with employment due to the fact that the well-being of an employee is seen as their responsibility (Guest 2002; Cooper and Robertson 2001). According to a survey by WERS (2004), it purports that the ability of employees in their work environment has been a disturbing research of interest to concerned employers with regards employment relations (Kersley et al., 2006). The following determinants of well-being at work are listed and discussed below: Organizational Commitment The main aim that differentiates HRM from other managerial roles is that the organizations commitment is the main reason why they exist, which according to Guest (1998) is the core purpose of the human resource management. Organizational commitment has been defined by different authors which makes its definition versatile. Some researchers see organizational commitment as the behavior of individuals because they give their best to ensure the organization achieve its purpose (Becker 1960; Gechman and Weiner, 1977). Others like March and Simon (1958) see it as the attitude of the individual whereby they engage themselves to the organization so as to get rewards and incentives from the organization. Meanwhile, Cook and Wall (1980) refer to organizational commitment as the individuals mood in relation to its employing organization which is related to achieving the aims and objectives of the organization. In the distant past, organizations paid little or no attention to well-being and per formance of employees, making them feel de-motivated, but organizations like Cadbury Family and Lever Brothers made sure that

Seneca Indians: Allies And Enemies Essay -- essays research papers

Seneca Indians: Allies and Enemies   Ã‚  Ã‚  Ã‚  Ã‚  Seneca are among the most respected and feared. The Seneca are culturally similar to their Cayuga, Onondaga, Oneida, an Mohawk confederates. The five tribes were known as the Five Nations or the League of Five Nations. Sometime between 1715 and 1722 the Tuscaroras from North Carolina joined the confederacy and changed the name to the Six Nations.   Ã‚  Ã‚  Ã‚  Ã‚  In their relations with white settlers the Seneca played the role of an independent power and were this way from the very start. During the colonial period they held the balance of power between the French and English. Particulary around the Canadian border. The Seneca opposed the extension of French settlement southwards from Canada, and were responsible for prevention the English colonies from being forced on the west by the French.   Ã‚  Ã‚  Ã‚  Ã‚  During the American Revolution the Seneca sided with the British.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  SOCIETY   Ã‚  Ã‚  Ã‚  Ã‚  Each town in the tribe contained several long, bark covered communal houses that had both tribal and political significance. Inside each house several families lived in semi-private rooms or areas and the center areas were used as social and political meeting places. They lived in scattered villages that were organized by a system of matrilineal clans.   Ã‚  Ã‚  Ã‚  Ã‚  A calendar cycle of ceremonies reflected their agricultural, hunting, and gathering. The men hunted, cleared fields, traded and made war. The woman gathered various wild plant foods and tended gardens.   Ã‚  Ã‚  Ã‚  Ã‚  They had a great agricultural economy. Their man crop was corn, but they also grew pumpkins, beans, tobacco, maize, squash and later on they grew orchard fruits like apples and peaches.   Ã‚  Ã‚  Ã‚  Ã‚  Crafts were also made. Fine pottery, splint baskets, mats of corn husk and used wampum as a medium of exchange.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  FAMOUS TRIBE MEMBERS   Ã‚  Ã‚  Ã‚  Ã‚  There were many famous Indians from the Seneca tribe.   Ã‚  Ã‚  Ã‚  Ã‚  Ely S. Parker- His Indian ... ...termined the outcome and the ways of our country.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   CONCLUSION PAGE   Ã‚  Ã‚  Ã‚  Ã‚  The Seneca Indians were a great tribe. Through themselves and five other tribes they formed the Six Nations. The Six Nations were an almost indomitable clan. They participated in the Revolutionary War and in the colonial wars. The tried to keep the French from coming down from Canada into the now United States.   Ã‚  Ã‚  Ã‚  Ã‚  The Seneca had a great agricultural and hunting economy. The men and women each had specific jobs they were to do in order to keep things running.   Ã‚  Ã‚  Ã‚  Ã‚  The Seneca was the tribe that was the most intensely studied by the white people. It is also believed that their democratic ways were an influence on the writers of the United States Constitution.   Ã‚  Ã‚  Ã‚  Ã‚  Many of the famous Indians came from the Seneca tribe. Some were Red Jacket, Ely S. Parker and Cornplanter. There were also many others from their league tribes, the Cayuga, Onondaga, Oneida, Mohawk, and later joiners the Tuscarora.

Against the Death Penalty Essay -- Capital Punishment Human Rights Pap

The Death Penalty Human rights are fundamental rights which every human being is entitled to just because they are human. The death penalty is the ultimate, irreversible denial of human rights. It is the cold blooded killing of a human being in the name of ‘justice’. In 1948, the United Nations adopted the Universal Declaration of Human Rights; in Articles 3 and 5 it states that â€Å"no one shall be subjected to cruel or degrading punishment and everyone has the right to life and liberty†. The death penalty violates both of these fundamental rights. The United Nations Rights Commission (UNHRC) has passed a resolution calling for all nations that continue executions, to restrict the number of offenses for which the death penalty may be imposed and to suspend executions with a view towards abolishing the death penalty. While most nations have abolished the death penalty in law or practice, the US is one of few industrialized countries in the world which continues to execute criminals. The US accounts for the highest number of executions; 65 people were executed in 2003, bringing a total of 885 prisoners put to death since the US Supreme Court lifted a moratorium on executions in 1976. In the US, the death penalty is often promoted as a way to deter violence and make society safer. Yet, states with the death penalty have consistently had a much higher rate than those without the death penalty. Those who promote abolition of capital punishment often point to the homicide rate as evidence that the death penalty is ineffective. Those who support the death penalty often point out that the death penalty is badly needed in their sta... ...olations and hold abusers accountable. They challenge governments and those who hold power to end abusive practices and respect international human rights law. Conclusion: The death penalty legitimizes an irreversible act of violence by the state, in which many victims are later found innocent. In my opinion, killing a murderer does not bring his victims back to life; it achieves nothing but the death of another person. It only serves to create more victims and continues the cycle of violence. No ones life should be placed under another person’s authority nor should anyone have the power to determine whether a person shall die. The US should be protecting their citizens and have other alternative measures, such as life imprisonment; to ensure that international laws and human rights are not being violated.

Waterford Crystal A Case Analysis :: essays research papers

Waterford Crystal   Ã‚  Ã‚  Ã‚  Ã‚  Waterford Glass was started by two brothers, George and William Penrose, in 1783. It was the most notable of all Irish crystal companies. In 1799, the Penrose brothers sold Waterford Glass to the Gatchell family. The crystal industry was prosperous until 1825. Irish glass manufacturers began to slowly close due to high export duties, the economic depression, and a lack of capital. Waterford Glass was the last to close in 1851. It was reestablished nearly a century later by Charles Bacik and Bernard Fitzpatrick. In 1947, they set up a factory in Waterford, Ireland.   Ã‚  Ã‚  Ã‚  Ã‚  A turning point in the company's history came in 1950 when Joe McGrath made a sizable investment in Waterford Glass. He invested the capital needed to convert the small crystal manufacturing company into one with the potential to become a major player in the crystal industry. This investment gave his family control for the next thirty-five years. Joe McGrath was committed to Ireland and providing jobs for his country. He wanted to reduce the country's high unemployment level. His focus for Waterford Glass was on growing the company through exports to the United States. In 1966, Joe McGrath's son, Paddy McGrath, took over management of Waterford Glass. Like his father, he was dedicated to Ireland and to providing employment opportunities for the Irish. McGrath's quest to provide more jobs for the Irish led him to diversify the company. By 1983, the company had acquired more than thirty non-core businesses. To reflect the expansion, management changed the company's name to Waterford Glass Group. In 1985, Paddy McGrath resigned as chairman of Waterford Glass.   Ã‚  Ã‚  Ã‚  Ã‚   Concurrent with Paddy McGrath's resignation, Paddy Hayes was appointed chairman and CEO of Waterford Glass Group. He immediately began to sell off the non-core businesses in an effort to reduce the company's high debt level. Waterford Glass's debt was virtually eliminated with the issue of American Depository Shares (ADS) on the United States NASDAQ market. On November 28, 1986, Waterford Glass acquired Wedgwood, a two hundred year old manufacturer and marketer of fine bone china. Paddy Hayes was named the chairman and CEO of both companies and Paddy Byrne was appointed CEO of Wedgwood. In 1989, the company's name was changed to Waterford Wedgwood. Three divisions were created as a result of this acquisition: the Waterford Crystal division, the Wedgwood division, and the Creative Tableware division. In 1989, Paddy Hayes resigned from his position as chairman and CEO of Waterford

Learning Agreement Essay

Instructions: * There are 4 parts to a Learning Agreement. You must remember to complete every section since marks will be awarded for each section. Sections in a Learning Agreement Remarks Marks Allocated Objective(s) This is where you determine ‘What’ you want to learn from a particular department 15% Strategies The ‘Strategies’ is where you determine ‘How’ you are going to achieve your objective(s) or ‘where’ you are going to get the information required to fulfill your learning. 15% Assessor Comments You will have to submit this to your Manager(s) for their comments and signature & company stamp. (When submitting this to your manager(s), you need not show them the Students Reflections, just your objectives and strategies) 5% Student Reflections This is where you develop a report on your objective(s) – this is where you can also develop the learning outcomes. 65% * No part of this report may be reproduced, in any form or by any means. Work submitted based on any of the examples may be awarded no marks. AN EXAMPLE OF A LEARNING AGREEMENT Student Name : X Placement : Human Resource Department Assessor : Ms A Subject Area : Health and Safety Objective To learn and observe the health and safety regulation used in R Company for its employees Strategies for achieving the objective * Discuss with the Human Resource Manager regarding the safety procedures provided by R Company * Tour around the office to observe any hazardous condition and safety procedures implemented in R Company * Discuss with the staff on their opinion about safety in R Company Target date of completion : Y Verification by Assessor and Comments [This is where you get your Manager/Assessor to comment about your performance in the area identified above and get him/her to sign (& stamped).] Signature & Stamp _________________________________________________________ Student’s Reflections [This is where you write in detail about your objectives.] It is important that any company to provide a safe workplace for its employees. For many companies, safety is considered to be a very minor issue, but if one were to look at it closely, it plays a very important role to ensure a safe working environment. This is because a minor negligence in safety could lead to a major disaster. R Company being a company dealing with both local and foreign customers has to always take the effort to ensure that they provide safe and secure services to its customers. It is also necessary to provide enough safety for the employees working there. In my observation on the working condition in R Company, the safety here is awfully neglected. From my personally experience, I had injured my toe more than twice during my 5 months there. This is because all the files are allocated on the floor and due to the small walking space, it is easy for anyone to kick the files and causing injury. The first reason why the files are placed on the floor is because lack of space in the file cabinets. The second reason is because of the staff themselves, they place the files that they need on the floor around the desk. A condition such as this is hazardous to the employees because it will reduce that maneuverability in the company. The staff will have difficulty walking around and might injure themselves because of the files being placed on the floor. If in any case where there is fire, the employees will tend to rush out of the office. With the files placed on the floor, someone might trip and fall. Due to the rushing of all the employees, the victim might suffer major injuries and probably death. It is always important to keep all walk space clear of any obstacle and is wide enough for people to walk safely. This is to ensure that nobody would get trip and injure themselves while working or in an emergency case. The other thing that I observed in both branches of R Company in M City and N City is that they do not have a fire exit. The fire exit of N City branch is locked and blocked with boxes of old documents and brochures. I also noticed that they do not even have any fire extinguisher placed in the office. This shows that there are no proper safety procedures for the staff when there is an emergency situation. Fire escape routes are also not set and displayed in the office. Without these safety items in the office, it can be hazardous when there is a fire situation. The employees there do not know how to react during a fire, how to vacate the building during a fire and the knowledge of any fire fighting equipment placed in the premises. When I interviewed the Human Resource Manager regarding the practice of safety for the employees, I was shocked when he told me that this issue was never discussed. This is very disappointing because I believe many companies fail to see the importance to practice a safe workplace and concern about the welfare of its employees. Even though an emergency situation is unlikely to happen in a commercial office, it is very important that the staff know what to do when an emergency situation occurs. Firstly, it is important that the staff know how to react during a fire situation. This is because a fire accident could happen anytime without warning, therefore it is better to be prepared when it does happen. To be prepared for this, the fire escape route must be cleared. The management of the company should set up and display the emergency escape route all over the office. With this information displayed, the staff would know where to go during an emergency situation. The fire escape routes should also be cleared of any obstacles. This is to ensure an easy escape path and there are no difficulties using it. The office should also be equipped with fire extinguishers to combat any fire situations. This is because in most cases, a fire disaster can be avoided if it is dealt with immediately. With fire extinguishers placed around the office, a minor fire can be attended to before it gets out of hand. I noticed that in R Company there is no fire alarm system. It is important to install a fire alarm system to alert the staff in case of a fire situation because it could take just a few minutes for any fire to consume the whole building. Therefore it is best that all the employees are notified immediately by the fire alarm and able to vacate the premises as soon as possible. When all the facilities and procedures installed to combat a fire situation, it is also necessary to educate the employees on how to use them. A safety committee should be set up to continuously educate the employees on safety and how to react during an emergency situation. The committee is responsible to provide education to the employees on how to use the fire extinguisher, identify the different types of fire extinguishers available and which one is best to use in each type of fire cause. The committee can also conduct frequent audit of the workplace to ensure that all fire escape routes are not blocked and all fire extinguishers are easily accessible. By conducting audits, it is also possible to identify any fire hazard in the company and action could be taken before it turns into a disaster. R Company should also hold a fire drill twice a year to make sure that all employees know what to do if the fire alarm goes off. This is to avoid a panic situation which could cost lives. When the staff are educated with fire drills, they would know the correct procedure on how to vacate the building in an organized manner. The company should also provide training for a certain number of staff in First Aid. This is because if there is any accident that occurs in the workplace, the victim could be attended to immediately while waiting for the arrival of the ambulance. This is vital because in many cases, lives were lost because no immediate attention was given to them. This committee should also work closely with the fire department to learn any latest information regarding safety. They should also encourage frequent checking of the electrical wiring in the company because wires tend to wear off over the years. Even though the Tourism industry usually deals with tourists and giving them the best services available, it is also important to ensure that safety of the tourist. To do so it is best to start with the company. This is because without the concern of safety in the office, how it is expected that the safety of the customers can be guaranteed. Often many people overlooked the issue of safety in their working environment because it rarely happens, but bear in mind that accidents happen without a warning and it is always better to be prepared for it.

Berlin Wall Essay

What Was the Berlin Wall? The Berlin Wall was both the physical division between West Berlin and East Germany from 1961 to 1989 and the symbolic boundary between democracy and Communism during the Cold War. Dates: August 13, 1961 — November 9, 1989 Overview of the Berlin Wall The Berlin Wall was erected in the dead of night and for 28 years kept East Germans from fleeing to the West. Its destruction, which was nearly as instantaneous as its creation, was celebrated around the world. A Divided Berlin At the end of World War II, the Allied powers divided conquered Germany into four zones, each occupied by either the United States, Great Britain, France, or the Soviet Union (as agreed at the Potsdam Conference). The same was done with Germany’s capital city, Berlin. As the relationship between the Soviet Union and the other three Allied powers quickly disintegrated, the cooperative atmosphere of the occupation of Germany turned competitive and aggressive. Although an eventual reunification of Germany had been intended, the new relationship between the Allied powers turned Germany into West versus East, democracy versus Communism. In 1949, this new organization of Germany became official when the three zones occupied by the United States, Great Britain, and France combined to form West Germany (the Federal Republic of Germany). The zone occupied by the Soviet Union quickly followed by forming East Germany (the German Democratic Republic). This same division into West and East occurred in Berlin. Since the city of Berlin had been situated entirely within the Soviet zone of occupation, West Berlin became an island of democracy within Communist East Germany. Mass Emigration Within a short period of time after the war, living conditions in West Germany and East Germany became distinctly different. With the help and support of its occupying powers, West Germany set up a capitalist society and experienced such a rapid growth of their economy that it became known as the â€Å"economic miracle.† With hard work, individuals living in West Germany were able to live well, buy gadgets and appliances, and to travel as they  wished. Nearly the opposite was true in East Germany. Since the Soviet Union had viewed their zone as a spoil of war, the Soviets pilfered factory equipment and other valuable assets from their zone and shipped them back to the Soviet Union. When East Germany became its own country, it was under the direct influence of the Soviet Union and thus a Communist society was established. In East Germany, the economy dragged and individual freedoms were severely restricted. By the late 1950s, many people living in East Germany wanted out. No longer able to stand the repressive living conditions of East Germany, they would pack up their bags and head to West Berlin. Although some of them would be stopped on their way, hundreds of thousands of others made it across the border. Once across, these refugees were housed in warehouses and then flown to West Germany. Many of those who escaped were young, trained professionals. By the early 1960s, East Germany was rapidly losing both its labor force and its population. Having already lost 2.5 million people by 1961, East Germany desperately needed to stop this mass exodus. The obvious leak was the easy access East Germans had to West Berlin. With the support of the Soviet Union, there had been several attempts to simply take over West Berlin in order to eliminate this exit point. Although the Soviet Union even threatened the United States with the use of nuclear weapons over this issue, the United States and other Western countries were committed to defending West Berlin. Desp erate to keep its citizens, East Germany decided to build a wall to prevent them from crossing the border. The Berlin Wall Goes Up There had been rumors that something might happen to tighten the border of East and West Berlin, but no one was expecting the speed nor the absoluteness of the Wall. Just past midnight on the night of August 12-13, 1961, trucks with soldiers and construction workers rumbled through East Berlin. While most Berliners were sleeping, these crews began tearing up streets that entered into West Berlin, dug holes to put up concrete posts, and strung barbed wire all across the border between East and West Berlin. Telephone wires between East and West Berlin were also cut. Berliners were shocked when they woke up that morning. What had once been a very fluid border was now rigid. No longer could East Berliners cross the border for  operas, plays, soccer games, etc. No longer could the approximately 60,000 commuters head to West Berlin for well-paying jobs. No longer could families, friends, and lovers cross the border to meet their loved ones. Whichever side of the border one went to sleep on during the night of August 12, they were stuck on that side for decades. The Size and Scope of the Berlin Wall The Berlin Wall stretched over a hundred miles. It ran not only through the center of Berlin, but also wrapped around West Berlin, entirely cutting West Berlin off from the rest of East Germany. The wall itself went through four major transformations during its 28-year history. The Berlin Wall started out as a barbed-wire fence with concrete posts, but just a few days after the first fence was placed, it was quickly replaced with a sturdier, more permanent structure made out of concrete blocks, topped with barbed wire. The first two versions of the wall (barbed wire and concrete blocks) were replaced by the hird version of the Berlin Wall in 1965. This version consisted of a concrete wall, supported by steel girders. The fourth version of the Berlin Wall, constructed from 1975 to 1980, was the most complicated and thorough. It consisted of concrete slabs reaching nearly 12-feet high (3.6 m) and 4-feet wide (1.2 m), plus it had a smooth pipe running across the top to hinder people from scaling the Wall. And tentatively approached the border and indeed found that the border guards were letting people cross. Very quickly, the Berlin Wall was inundated with people from both sides. Some began chipping at the Berlin Wall with hammers and chisels. There was an impromptu huge celebration along the Berlin Wall, with people hugging, kissing, singing, cheering, and crying. The Berlin Wall was eventually chipped away, into smaller pieces (some the size of a coin and others in big slabs). The pieces have become collectibles and are stored in both homes and museums. After the Berlin Wall came down, East and West Germany reunified into a single German state on October 3, 1990.