Scheduling System

Planning is the way toward concluding how to submit assets between an assortment of potential assignments. Time can be determined (planning a trip to leave at 8:00) or coasting as a feature of an arrangement of occasions. The word may likewise allude to: * I/O booking, the request wherein I/O demands are submitted to a square gadget in Computer Operating Systems * Scheduling (broadcasting), the moment arranging of the substance of a radio or transmission channel * Scheduling calculation Scheduling (registering), the manner in which different procedures are alloted in performing multiple tasks and multiprocessing working framework structure * Scheduling (creation forms), the arranging of the creation or the activity * Schedule (working environment), guaranteeing that an association has adequate staffing levels consistently * Job scheduler, an undertaking programming application accountable for unattended foundation executions. * Job Shop Scheduling, an advancement issue in software en gineering. http://en. wikipedia. organization/wiki/Scheduling cheduling figuring Scheduling is a key idea in PC performing various tasks, multiprocessing working framework and ongoing working framework plans. Booking alludes to the manner in which procedures are allocated to run on the accessible CPUs, since there are normally a lot a bigger number of procedures running than there are accessible CPUs. This task is completed by virtual products known as a scheduler and dispatcher. The scheduler is concerned for the most part with: * Throughput †number of procedures that total their execution per time unit. Inertness, explicitly: * Turnaround †all out time between accommodation of a procedure and its finishing. * Response time †measure of time it takes from when a solicitation was submitted until the principal reaction is delivered. * Fairness †Equal CPU time to each procedure (or all the more by and large proper occasions as indicated by each procedure's need). By and by, these objectives frequently struggle (e. g. throughput versus idleness), in this manner a scheduler will execute a reasonable trade off. Continuously conditions, for example, cell phones for programmed control in industry (for instance mechanical autonomy), the scheduler likewise should guarantee that procedures can fulfill time constraints; this is significant for keeping the framework stable. Booked errands are sent to cell phones and oversaw through a managerial back end. http://en. wikipedia. organization/wiki/Scheduling_%28computing%29 SYSTEM-(from Latin systema, thusly from Greek systema, â€Å"whole intensified of a few sections or individuals, system†, scholarly â€Å"composition†[1]) is a lot of cooperating or associated framework segments shaping an incorporated entirety. The idea of a â€Å"integrated whole† can likewise be expressed regarding a framework exemplifying a lot of connections which are separated from connections of the set to different components, and from connections between a component of the set and components not a piece of the social system. The logical examination field which is occupied with the investigation of the general properties of frameworks incorporate frameworks hypothesis, artificial intelligence, dynamical frameworks, thermodynamics and complex frameworks. They research the theoretical properties of the issue and association, looking through ideas and standards which are free of the particular area, substance, type, or transient sizes of presence. Most frameworks share normal qualities, including: * Systems have structure, characterized by segments and their piece; * Systems have conduct, which includes sources of info, preparing and yields of material, vitality, data, or information; * Systems have interconnectivity: the different pieces of a framework have practical just as auxiliary connections between one another. Frameworks may have a few capacities or gatherings of capacities http://en. wikipedia. organization/wiki/System planning 1. Appointing a proper number of laborers to the employments during every day of work. 2. Deciding when an action should begin or end, contingent upon its (1) span, (2) forerunner action (or exercises), (3) antecedent connections, (4) asset accessibility, and (5) target fruition date of the undertaking. http://www. businessdictionary. com/definition/booking. html http://en. wikipedia. organization/wiki/Scheduling-planning taken from wikipedia http://en. wikipedia. rg/wiki/Scheduling_%28computing%29-booking taken from Wikipedia (figuring) Scheduling Definition The way toward changing over a general or framework plan for a task into a time sensitive realistic introduction given data on accessible assets and time imperatives http://www. maxwideman. com/issacons3/iac1302/tsld002. htm schedâ ·ule ? ? /? sk? d? ul, - ? l, - u? l; Brit. dyul, d? ul/Show Spelled [skej-ool, - ool, - oo-uhl; Brit. shed-yool, shej-ool] Show IPA thing, action word, - uled, - ulâ ·ing. â€noun 1. an arrangement of technique, normally composed, for a proposed objective, esp. ith reference to the succession of and time designated for every thing or activity important to its culmination: The timetable permits three weeks for this stage. 2. a progression of action items or of occasions to happen at or during a specific time or period: He generally has a full timetable. 3. a schedule. 4. a composed or printed articulation of subtleties, regularly in characterized or plain structure, esp. one shaping a reference section or illustrative expansion to another record. 5. Outdated . a composed paper. â€verb (utilized with object) 6. to make a calendar of or enter in a timetable. 7. to get ready for a specific date: to plan distribution for June. Use plan for a Sentence See pictures of timetable Search plan on the Web Origin: 1350â€1400;  ; LL schedula,  equiv. to L sched ( a ) leaf of paper + - ula - ule;  r. ME cedule, sedule  ; MF ; LL, as above http://word reference. reference. com/peruse/plan manual framework A manual framework as a rule implies done by hand. That could be composing all your data into Notepad. http://answers. yippee. com/question/list? qid=20080902103751AAPQHyr framework (1) A gathering of reliant things that communicate consistently to play out an errand. (2) A built up or sorted out strategy; a technique. 3) A PC framework alludes to the equipment and programming parts that run a PC or PCs. (4) A data framework is a framework that gathers and stores information. (5) On Macintoshes, System is short for System document, a basic program that runs at whatever point you fire up a Macintosh. The System gives data to every other application that sudden spike in demand for a Macintosh. The System an d Finder programs together make up the Mac OS. (6) System frequently basically alludes to the working framework. http://www. webopedia. com/TERM/S/framework. html SYSTEM: (1) A gathering of related things that cooperate normally to play out an assignment. 2) A built up or sorted out system; a strategy. (3) A PC framework alludes to the equipment and programming segments that run a PC or PCs. (4) A data framework is a framework that gathers and stores information. (5) On Macintoshes, System is short for System document, a basic program that runs at whatever point you fire up a Macintosh. The System gives data to every other application that sudden spike in demand for a Macintosh. The System and Finder programs together make up the Mac OS. (http://www. webopedia. com/TERM/S/framework. html) Effective Scheduling Planning to Make the Best Use of Your Time iStockphoto/vasiliki So far in this area of Mind Tools, we have taken a gander at your needs and your objectives †these characte rize what you seek to do with your time. Booking is the place these goals meet the truth of the time you have accessible. Planning is the procedure by which you take a gander at the time accessible to you, and plan how you will utilize it to accomplish the objectives you have distinguished. By utilizing a timetable appropriately, you can: * Understand what you can realisticaly accomplish with your time. * Plan to utilize the time accessible. * Leave enough an ideal opportunity for things you totally should do. Protect possibility time to deal with ‘the sudden'. * Minimize worry by maintaining a strategic distance from over-responsibility to yourself as well as other people. The most effective method to Use the Tool: There are numerous acceptable booking devices accessible, including journals, schedules, paper-based coordinators, PDAs and incorporated programming suites like MS Outlook or GoalPro 6. The booking device that is best for you relies upon your circumstance, the curr ent structure of your activity, your taste and your spending plan: The key things are to have the option to enter information effectively, and to have the option to see a suitable range of time in the right degree of detail. Planning is best done all the time, for instance toward the beginning of consistently or month. Experience the accompanying strides in setting up your calendar: 1. Start by distinguishing the time you need to make accessible for your work. This will rely upon the structure of your activity and on your own objectives throughout everyday life. 2. Next, obstruct in the moves you totally should make to work admirably. These will frequently be the things you are evaluated against. 3. For instance, in the event that you oversee individuals, at that point you should make time accessible for managing issues that emerge, instructing, and oversight. Essentially, you should permit time to speak with your chief and key individuals around you. While individuals may let you pull off ‘neglecting them' for the time being, your best time the board endeavors will most likely be wrecked on the off chance that you don't save time for the individuals who are significant in your life. 4. Audit your To Do List, and plan for the high-need critical exercises, just as the basic support undertakings that can't be appointed and can't be evaded. 5. Next, hinder in suitable possibility time. You will figure out the amount of this you need by understanding. Ordinarily, the more capricious your activity, the more possibility time you need. The truth of numerous individuals' work is of consistent interference: Studies give a few administrators getting a normal of as meager as six minutes continuous work done at once. 6. Clearly, you can't tell when interferences will happen. In any case, by leaving space in your schedul

Leading Change by John P. Kotter

Presentation Leading Change is a book composed by John Paul Kotter, a Harvard Business School teacher and one of the main researchers in the field of administration and change, exactly, he discusses how best organizations can execute change. The book comprises of 187 pages masterminded into 15 sections, these parts are put into three classes: Part I, Part II, and Part III. Every section handles an alternate stage towards actualizing change. Driving Change was first distributed in the United States in1996 by the Harvard Business School Press.Advertising We will compose a custom report test on Leading Change by John P. Kotter explicitly for you for just $16.05 $11/page Learn More I picked Leading Change since the book is a global hit composed by probably the best writer in business the board. Having perused one of Kotter’s books: The Heart of Change (2002), I was stunned by the profundity of information he has in how best to oversee organizations towards change. Driving Change w as a method of expanding my comprehension of a similar subject. On the off chance that the book’s title is an insight into the book’s substance, I hope to discover valuable data in overseeing and actualizing change in an association. With the ever-expanding requirement for organizations to impact change so as to stay applicable, I anticipate that the creator should give an orderly system for executing change, and, in his trademark style, to give various contextual analyses of how organizations have prevailing by actualizing change. Book Summary Kotter starts by advising us regarding the significance of progress in each part of life, he specifies globalization as a significant power pushing firms towards actualizing change (Kotter, p. 10). He takes the since quite a while ago settled separation of the board against administration. From this examination, we realize why Kotter picked Leading Change as his title as opposed to something like Managing Change for it takes ini tiative instead of simply the executives to direct firms through occasions of extraordinary change. Kotter advances 8 stages that are indispensable to impact change in any firm as illustrated underneath: Establishing a need to keep moving In Chapter 3, Kotter talks about the principal phase of affecting change and expresses that this stage requires a lot of collaboration, a very much spread out arrangement, and a preparation to make penances for other people. The creator places that an elevated level of fulfillment and a low degree of desperation are the two biggest boundaries to affecting change. He further expresses that various firms face fulfillment in spite of having a profoundly wise and positive-thinking staff. Kotter gives nine procedures of beating fulfillment and underscores that a powerful pioneer is required to transform these techniques into reality.Advertising Looking for report on business correspondence? How about we check whether we can support you! Get your first p aper with 15% OFF Learn More Creating the Guiding Coalition Chapter 4 starts with a blueprint of the second phase of affecting change. Kotter states that so as to activate change in any firm, solid rules are required. These incorporate the correct group of people, significant level of trust, and basic vision are essential to the achievement of this procedure. Plus, a solitary chief can't execute change without anyone else, it is his obligation to arrange a solid group to help him during the program. Kotter presents four phases expected to make a powerful group and expresses that the most noteworthy highlights to the accomplishment of the group are trust, a mutual goal, and genuineness. Build up a dream and system Kotter makes reference to that there are three different ways to convince individuals into adjusting their conduct to get the ideal change an association, these strategies are dictator, micromanagement, and vision. Vision explains the requirement for change and is a center component to all extraordinary authority. He specifies the highlights of a feasible vision and gives a technique for actualizing the vision effectively. Impart the change vision Kottler stresses the significance of correspondence out and about towards change. Openness is of the utmost importance for the accomplishment of any change procedure embraced for it makes understanding among the colleagues executing the change. He composes that significant data must be ignored more than once in various manners. Above all, people’s day by day correspondence prerequisites need to mirror the better approach for speculation, he cites Mahatma Gandhi that pioneers must â€Å"be the change they wish to see† (Kotter, pp. 89). Enable representatives for expansive based activity This shows up in section 8 and fundamentally harps on the idea of staff strengthening. Kotter specifies dispensing with hindrances that will obstruct the change endeavors. Top-level administration can dispose of these boundaries by guaranteeing that the current system doesn't block the vision of progress. By adjusting the present authoritative system to vision, the change procedure can be increasingly fruitful. Kotter additionally specifies the significance of workforce instruction identifying with strengthening: training enables the representatives and improves the probability of achievement of the change program. Produce momentary successes The 6th stage in the usage of progress, which shows up in section 9, approaches the age of quick triumphs to exhibit the significance of progress to the firm and to root for the group actualizing change.Advertising We will compose a custom report test on Leading Change by John P. Kotter explicitly for you for just $16.05 $11/page Learn More Kotter says that these momentary successes increment the odds of finishing the change procedure, nonetheless, they are just useful on the off chance that they are recognizable to many, the terms are straight, and th e achievement is firmly connected with the change procedure. A triumph produced to fulfill the prerequisites makes satisfaction, conviction, and drive. So by what means should this be possible? Kotter states that the answer for making progress is arranging as opposed to relying upon petitions, he separates between â€Å"gimmick wins† and substantial momentary triumphs (Kotter, pp. 191). Kotter states that despite the fact that transient tricks can be useful for some time, managers must not hurt the firm’s future by affecting momentary triumphs. In synopsis, momentary successes ought not be offered unmistakable quality to long haul change dreams. Solidify gains and produce more change In the seventh stage, Kotter plots five stages to accomplishing triumph in change programs. The initial step is to start unpredictable and intense changes in the firm, at that point look for more help to ensure the program succeeds. Thirdly, the ranking directors must carry on giving a sol id accentuation on the explanation behind the change program, next, decentralization of the projects is crucial for it permits the executives to concentrate on the purpose behind the change program and builds their odds of progress. The last advance is to dispose of superfluous credits or fulfillment. Grapple new methodologies in the way of life The last advance starts in section 10 and mostly manages the perils of neglecting to execute change programs, Kotter offers a recipe for actualizing change. Neglecting to embrace change projects can prompt an all out disappointment in an organization, and the way in to a lasting change in an association not just depends on changing vision or statements of purpose or even the guidance manuals, however in changing the organization customs. Basic reasoning Leading Change keeps on being an acknowledged book on the strategies for controlling an association towards change. Kotter offers various thoughts and directions for the pioneer to recall, an d he presents these thoughts in straightforward stages. While there are no references to these thoughts, quite a bit of what he presents relates to current investigations and hypotheses in administration and authoritative conduct. Kotter additionally makes a great showing by giving us a differentiation among pioneers and directors, and the understanding that ICT has for all time changed society by quickening change, consequently the earnest requirement for chiefs to figure out how to lead their associations towards change.Advertising Searching for report on business correspondence? We should check whether we can support you! Get your first paper with 15% OFF Find out More Unmistakably, this book is intended for ranking directors attempting to impact change in enormous associations, in any case, I additionally discovered some data that can be applied in littler firms. Driving Change is an absolute necessity read for business administrators, particularly in the 21st century where each part of the corporate world is persistently experiencing change. The book has its drawback as well. It needs detail, supporting information and research studies to commend the thoughts introduced. Kotter discusses enormous structural changes in the commercial center, however does exclude supporting proof. A portion of the suggestions that he presents are hard to see as well, for instance, he makes reference to that permitting a monetary misfortune will help approve the direness for change, this thought may proclaim the ruin of a steady business or association. He additionally makes reference to that non-administrative workers have been prepared to not be responsible, an an nouncement many will excuse as false notion. The book seems, by all accounts, to be an assemblage of papers on overseeing change in associations rather that a total book on driving change. Kotter talks about various instances of progress programs that fizzled with less notice of functional procedures and positive models. My anxiety while perusing the book was that because of the absence of subtleties and supporting proof, it might be utilized by a mean or dishonest chief to safeguard abusive requests that may in the end harm an association. Proposal I would prescribe the book to any supervisor attempting to lead the firm through change as it gives a streamlined methodology of approaching this procedure. The creator presents the change program in basic bundles of thoughts with stages, steps and blunder records that are anything but difficult to recall. The eight phases of progress set forward offer timel

Do Teachers Use Payday Loans - OppLoans

Do Teachers Use Payday Loans - OppLoans Do Teachers Use Payday Loans?Inside Subprime: Feb 4, 2019By Grace AustinWhile educating youth is an extremely important career, most teachers only make a modest salary. The average starting teacher salary nationwide is $38,617, according to the National Education Association, with some states paying as little as $30,036 to teachers their first year. And since a teacher’s license requires a four-year degree, many teachers leave college with student loans to pay off. The starting salary for teachers is much lower than the average starting salary for college graduates, putting teachers in an especially tight bind when they graduate. What’s more, almost all public school teachers (94 percent) dig into their own pockets when purchasing supplies for their classrooms. And the federal tax deduction of $250 doesn’t cover what most teachers spend (almost $480 on average). With a limited income on top of student loan payments and other expenses, it’s no wonder some teachers turn to payd ay loans in a time of need.That’s what happened to Deborah, a member of one of Pew’s focus groups, when she needed more money than her credit cards, bank loans, and student loans could provide. A full time teacher and mother, Deborah was studying for a graduate degree, and found herself short on cash. Desperate, Deborah turned to a payday loan provider. “I was scared when I went in there, but I needed the money, and I knew it was a fast fix,” she said. After borrowing a couple hundred dollars, she found herself trapped in a cycle of debt. Unable to pay off the loan in addition to her expenses, Deborah renewed the loan for nearly six months until her tax return allowed her to pay it off.What is a payday loan?A payday loan is a short-term, small-dollar loan that is commonly advertised as a fast and easy solution to an emergency need for cash. A borrower submits proof of income and a bank account along with identification to obtain a payday loan. A credit check is not needed, w hich makes this type of loan appealing to people who lack established credit history or have a low credit score. But these loans carry average annual interest rates of almost 400 percent, making them difficult for teachers on a modest salary to pay back while keeping up with everyday costs. While payday loans are intended to be paid back in two weeks, four out of five payday loans are renewed or rolled over. These risky loans can quickly make matters worse for cash-strapped teachers.How can teachers avoid payday loans?It’s important that teachers explore all other options before taking out a payday loan. If you’re considering professional development but don’t have the funds, try applying for a grant. There are also grants available for classroom enrichment from a variety of funding sources. And if you need money for classroom supplies or other projects, you might find parents or other members of the community that are willing to help. Utilize crowdfunding to raise money for y our classroom, rather than putting your own money towards needed supplies.Teachers who can’t avoid borrowing should consider less costly options, such as a lower-interest loan from a bank or credit union. Those with bad credit should look into taking out an installment loan. No credit check is required, but these loans have lower interest rates and longer terms than payday loans, which make them a more responsible choice for teachers struggling to make ends meet.For more information on  payday loans, scams, and  cash advances  and  check out our city and state financial guides  including Florida,  Indiana, Illinois, Kansas,  Kentucky, Missouri,  Ohio,  Texas and more.Visit  OppLoans  on  YouTube  |  Facebook  |  Twitter  |  LinkedIn

The Purpose of Authority in Shakespeares A Midsummer...

The Purpose of Authority in A Midsummer Nights Dream Whether its Athens or London, cities have laws, and civilized life has rules. It is impossible to have a population that agrees with all the rules and laws of the state they are subject to. If a group disagrees with a rule or law enough to cause civil unrest it can be a major problem for the authority of the state. One way to mitigate civil unrest, and remind citizens of how good they have it, is through purposeful entertainment. In Act III:ii of A Midsummer Nights Dream, Shakespeare uses the forest to emphasize the trivial nature of the problems between the young lovers and advocate the benefits of citizenship. The play starts by presenting the problems of the characters and establishing the authority of the city of Athens. When Lysander and Hermia decide to flee the city in search of romantic freedom, the forest is their refuge from the â€Å"sharp Athenian law† (1.1.162), but after being left shaken by their dreamlike experience in the forest the four characters long for the familiar Athens. In this play, the uncertainty of the forest represents life outside the rules of the city. Shakespeares forest scene not only plays on the fears of a God fearing, superstitious population, but also panders to the average working person by displaying the petty quarrels of young nobles, while at the same time taking no power away from the real ruling authorities. This accomplishes a few things. First, it allows everydayShow MoreRelated Night in William Shakespeares A Midsummer Nights Dream Essay1379 Words   |  6 PagesNight in William Shakespeares A Midsummer Nights Dream One of the recurring themes throughout Shakespeare’s A Midsummer Night’s Dream is the time of day during which the play’s major action takes place: night. This being the case, there are certain words that are directly linked to this theme that appear numerous times throughout the script. Four such words are â€Å"moon,† â€Å"moonlight,† â€Å"moonshine,† and â€Å"lunatic.† Each comes from a feminine root that serves to identify the women in the play asRead MoreRobins Epilogue in A Midsummer Night’s Dream3107 Words   |  13 PagesIn A Midsummer Night’s Dream, Shakespeare masterfully crafts a play with three very different viewpoints that can be interpreted, when woven together, in a number of ways that range from seemingly obvious interpretations to ones much more subtle. He ends the play with an apology that is just as elusive as the play’s interpretation. If one looks past the obvious, however, one can begin t o piece together a possible message that mortals, no matter the power they hold on earth, are subject to far greaterRead MoreWilliam Shakespeare s A Midsummer Night s Dream And Fool1401 Words   |  6 PagesShakespearean fool suggests that fools serve as an important institution of the Shakespearean stage. But what is the role of the Shakespeare’s fools in his works? And how do particular characteristics about these fools help them achieve this purpose? Through an in-depth analysis of Shakespeare’s arguably two most famous fools, Puck (Robin Goodfellow) from A Midsummer Night’s Dream and Fool in King Lear; an argument can be made that the scope of the fool goes far beyond being solely a comedic figure. UsingRead More A Cubist Perspective of Shakespeares A Midsummer Nights Dream2475 Words   |  10 PagesA Cubist Perspective of Shakespeares A Midsummer Nights Dream      Ã‚  Ã‚  Ã‚   The great cycle of the ages is renewed. Now Justice returns, returns the Golden Age; a new generation now descends from on high. - Virgil, Eclogues 1.5    As Virgil stated so many years ago, history is a cyclical phenomenon. The experiences of one age tend to be repeated in future generations. Knowing that, we should not be surprised to find the seeds of modern styles and philosophies sprouting in earlierRead MoreLove, Friendship, Loyalty in William Shakespeares Midsummer Nights Dream and King Lear2661 Words   |  11 PagesIn William Shakespeare’s (1564-1616) attempt to explore themes of love, friendship and loyalty in his plays, A Midsummer Night’s Dream (1600) and King Lear (1603-1606), there is distinct and constant portrayal of these themes classified of inconsistencies. It is crucial to understand that the historical context of Shakespeare’s writing is important in grasping a true understanding of the inconsistencies that exists in love, friendship and loyalty. Writing during the time of the renaissance, Shakespeare’sRead MoreFemale Sexuality in Shakespeare4830 Words   |  20 PagesQuestion Compare and contrast the representation of female sexuality in Cymbeline, the Sonnets, and one of the plays: A Midsummer Night’s Dream, Richard II, Hamlet, Antony and Cleopatra, Measure for Measure or King Lear.       Both Cymbeline and A Midsummer Night’s Dream  (AMND)  are both set in a patriarchal environment where both genders grapple for control. Valerie Traub defines the distinction between gender sex and gender behavior as â€Å"Sex refers to the . . . biological distinctions betweenRead MoreWilliam Shakespeare s A Midsummer Night s Dream1357 Words   |  6 Pagesthat society would fall into chaos. Within Shakespeare’s ‘A Midsummer Night’s Dream’ these rules can be undermined in the confines of settings in which the supernatural reigns, allowing the characters to grow and develop before returning to society as changed people. Through this creation of comedic disorder, characters of authority are often displaced from their positions within a social hierarchy, thus making the supernatural an integral part of Shakespeare’s comedy. Without the supernatural elementsRead MoreWomen s Portrayals Of Women During Shakespeare s A Midsummer Night s Dream 1864 Words   |  8 PagesChrisa Georgakis Professor Hizme ENGL 332-Spring May 20, 2017 Women’s Portrayals in MND The topic of women and their roles in William Shakespeare’s A Midsummer Night’s Dream appears to be controversial and of great significance. Shakespeare’s views on women are shown in this play through Helena’s despair, Hermia’s carelessness, and Hippolyta’s hypocritical behavior as they rebel against the Athenian laws and its society. Helena chases after men, which goes against how women were supposed to actRead MorePuck: The Heart and Soul of A Midsummer Night’s Dream Essay1471 Words   |  6 Pagesâ€Å"Puck: The Heart and Soul of A Midsummer Night’s Dream† Within the genre of melodrama, the atmosphere and emotions of a story are romanticized and magical. Not only does it engage the audience emotionally, but it is also meant to be performed in a very exaggerated manner. William Shakespeare incorporates this melodramatic style into his plays with a specific purpose in mind. In A Midsummer Night’s Dream, Shakespeare utilizes the sprightly character of Puck to reinforce the complexity of love, andRead MoreWilliam Shakespeare s A Midsummer Night s Dream Essay1575 Words   |  7 PagesGenerally, the relationship between the sun and the moon is a metaphorical construct of the male and female gender. However, in William Shakespeare’s, A Midsummer Night’s Dream, the author develops the traditional representation of a gendered sun and moon further, in order to symbolize the two celestial bodies, now, as masculine and feminine oppositions. More specifically, Shakespeare expands on the traditional idea of the sun and moon as a gender concept by identifying both as a union, and the relationships

Job Specification Project Manager Business Essay - Free Essay Example

Sample details Pages: 18 Words: 5534 Downloads: 9 Date added: 2017/06/26 Category Business Essay Type Research paper Did you like this example? The documentation consist of four sections which elaborates information on recruitment function, selection function, leadership, management, team work, conflict management and performance evaluation of an organization. At certain levels, each of these aspects is being applied to the context of a social enterprise organization where I was considered as the Managing director. Proper conclusions as justifications are drawn in further explaining the impact of such aspects on the business itself. Don’t waste time! Our writers will create an original "Job Specification Project Manager Business Essay" essay for you Create order Further justifying, recruitment and selection processes will be explained with supporting documentations processed by the human resource department at the point of recruitment and identify the role of managing director in the process of selection and considerations to the selection process and their implications. Also, it differentiates between leadership and management where different leadership styles are being further explained with examples and explains ways in which the social enterprise organization motivates its employees. Furthermore, it will assess team work and conflict management deployed in the social enterprise organization. Finally, a study of performance management will be presented which explain importance and different approaches of performance management and planning conducting process on a performance evaluation in an organization. Also, it further explains ways in which the effectiveness of process of performance evaluation can be done. 02. Task One: Recruitment Selection 2.1 Requirement for Recruitment As the activity involves in fund raising to support the project Enlightening the Young Minds it is required to recruit a team of members who have the passion of working for the well being of both people and the environment. In organizing fundraising activities, the organization first needs a committee which must consist of; Project Manager: Is the person who takes control of overall responsibilities of the project planning, execution and progress. Marketing Executive : Is the body that is responsible in bringing the fundraising activities to the concern of the general public through promotions, advertising and other innovative campaigns. Treasurer: Is qualified person who is in charge of handling in flow and out flow of finance of the fundraising project. Team Members: Are those active players of the project who execute instructions of the project manager. They involve in real time activities of the project by performing instructions. 2.2 Job Specification- Project Manager A job specification consists of all those requirements such as education qualifications, training experience, personal attributes etc that a person must meet in performing a job in meeting its responsibilities and requirements. The following shows a job specification of a project manager. (Refer Appendix 1 for the Job Specification) 2.3 Job Description- Project Manager (Refer Appendix 2 for the Job Description) 2.4 Recruitment Approach Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. The basic purpose of recruitment is to create a talent pool of candidates by bringing the vacancy to the concern of the public through a certain media. 2.4.1 Attracting Applicants Sourcing employees can take place both internally and externally to the organization. Internal Sourcing Vacancies advertised internally only ensure that staff within the company is provided with the opportunity to move into different areas or provide opportunities for promotion. The internal sourcing could be done with use of placement tests task assignments where it will be made easy to choose the best suited person out of the rest. The vacancy could be brought up to everyones concern through e- mail notifications as a cost effective mode of communication. Internal sourcing is more preferred to a social enterprise organization as this because the existing employees have a complete knowledge of current business operations which will make the change easy to adapt. External Sourcing Newspaper advertising is the first preference for advertising externally. This is due the mass consumption of news papers on daily basis island wide. Newspapers have the capability of d elivering information in detail to people of any status in any location. Though newspaper advertising is expensive due to demanding nature, its capabilities in reaching the public effectively and efficiently is more valued. Recruitment agencies can be considered as the second recruitment medium because such agencies maintain databases of available entrepreneurs who could satisfy the organization recruitment needs. This is a more reliable medium due to its mass availability of pre- identified persons. Employee Reference is the third recruitment medium preferred. It can be done in both Narrow scale and wide scale. Narrow scale is where the employees within the organization could suggest people from their friends and family who are assumed to be fitting in to the vacancy. Wide scale is where people who are well experienced maintaining a better reputation in the industry could be employed. In terms of fund raising projects, it is wise for the organization to follow the wide sc ale for better reliability. 2.5 Selection Approach Selection is the process of differentiating between applicants in order to identify those with higher likelihood of success in a job. Following shows the selection process that can be followed in recruiting. Steps in selection process (Step 01) Short Listing: The process of sorting applications received is by eliminating unsuitable applications (insufficient qualifications etc). Only screened applicants will be considered further. (Step 02) Selection Test: This method is used as the organization cant call all applicants for an interview and need to give equal opportunity to applicants to be considered. Selection test gives information about a candidates aptitude, interest, personality etc. (Step 03) Interview: Interview is the final stage of the selection process. Interview is a formal face to face communication where the board of directors and the management can further analyze and asses the chose applicants before recruitment. This is crucial as the organization get s the chance to question the applicant based on mass aspects. 2.6 Contribution to the Selection Process As the managing director (leader) of the organization, I have control over different aspects of the selection process as follows; 2.6.1 Selecting the interviewing panel As every managerial employee reports to its leader, I have a better understanding about their values and job roles. Therefore, in selecting the interview panel, I have my authority to appoint those individuals who has the best knowledge relevance to the subject on which applicants are being screened. Better the interview panel, better the final selection. 2.6.2 As a Selector As the leader, I inherit a better understanding about what is expected out of employees. Therefore, I can also perform duties as a selector where I will select applicants personally upon my knowledge and experience. 2.6.3 Estimating Requirement Criteria As I have a better and thorough understanding about organization objectives and goals, I can contribute to the selection process by estimating the criteria which the applicants must meet in satisfying the job vacancy requirements as it has a direct impact of achieving organizational objectives. 2.6.4 Internal Recruitment As all department heads report to their leader, I have a better knowledge about people who are working in my organization. Therefore, in terms of internal recruitment, I can corporate to the HR decisions by suggesting a number of internal candidates who have complete capabilities in meeting the vacant job tasks. 2.7 Legal, Regulatory Ethical Consideration In term of creating and HR policy for recruiting new staff and filling out vacancy there areÂÂ  legal, regulatory and ethical considerations that need to take account. The disability Discrimination law Organization is not allowed to discriminate applicants against their disability. If that person is capable of doing the job regardless they are disable the organization are not allowed to disqualify them as long as it will not disturbing the company operation. For example people that are blind are capable to answering and taking order through phone but they are not inconvenience to deliver the orders as it will slow the business down. Diversity and Employment Organizations are not allowed to eliminate applicants for their gender or race and must able to prevent discrimination and support diversity. Race and gender should not be use to dismiss someone as long as they capable to perform the job tasks successfully. 03. Task Two: Leadership Management 3.1 What is Leadership? Leadership is an intangible quality which is difficult to just explain. Not every human is born to excel at leadership. One must study and practice leadership in its state of art in becoming successful at it. And the leader is a person who executes leadership. Simply explaining leadership, it is the action/ process of guiding people towards achieving a common set of goals. In becoming successful at leadership, there are different skills and attributed that one must meet. 3.2 Skills Attributes of a Leader In becoming an effective leader, there are certain skills and attributes that one must excel. Skills are those competencies that are used in achieving effective performance. And Attributes are those qualities which brings a person to become a leader. Following explains few skills and attributes as such in detail. Skillfully motivate It is said that the greatest human need is the sense of appreciation. As a leader, it is most essential to know the knowhow of complimenting team members. If the team is never complemented on their actions, team members will lose their interest in work as they do not feel valued. By the little compliment and praise, it will encourage their motivation to work as they feel noticed and valued. Therefore, a leader must be keen on skillfully motivating people. In my scenario, motivation is a critical skill as the organization is a social enterprise where it requires its employees to be motivated to adapt and maintain its passion to work for people a s it is not born with much people. Also, by being a skillful motivator, I will be able to achieve my organization goals effectively and efficiently by encouraging productivity. Coaching expectations A leader is always a coach. A coach is that who brings expectations to the concern of its fellow members. By coaching, it helps to make team members understand what work they do, how to do and why they do it. It is a quality that a leader must meet in leadership because a leader plays a key role in setting direction to achieve organization mission and vision. As a leader, it is highly useful for me to coach organization expectations to my team players as it will give a clear idea about what they are working for. Also, by knowing the scope of the business, I will be able to use critical thinking of my employees in generating innovative strategies in achieving them which will save time and efforts. Recruit the best Hiring suitable people for suitable positions is important as i t assure accurate performance, reduce errors and minimize risks. Since the organization is differed from a usual manufacturing organization, hiring people for a social enterprise organization needs to be done carefully as the availability of suitable people are in short. Also, as the business is yet at its early development, I will not be able to recruit people in large scale due to financial difficulties. Therefore, as a leader, recruitment needs to be done precisely where the right selection will help to improve organization performance despite of the number of employees for contribution. Become a great example As children look up to their parents as examples, team members look up to their leader as an example. It is most needed for a leader to be fair and not favor any member in special on any circumstance. Also, in becoming an example, a leader must know every knowhow of the work performed as at any issue. As a leader, it is most important for me to be an example to my tea m mates as they must have a practical model to study and follow rather than going by the book. In that way, it helps to improve my employee analytical skills and critical thinking which can be used positively for business performance. Practice good communication skills Communication skills are very important at any working environment as people need to properly understand what is being communicated. It is a skill that a leader must develop in maintaining a smooth business flow. As a leader of a social enterprise organization, communication skills help me to deliver information instructions to my team mates in getting things done. Right Attitude As a leader, developing the right attitude is very important as the leaders attitude represents the organization and sets attitude on its employees. Therefore, a leader must always develop the right attitude to suit the business. As a social enterprise organization, my attitude must represent empathy, care, attention, concern and wellbeing by which the business will be able to attract more investors in to the business in aiding our future projects as we deliver the right attitude. 3.3 Leadership Management It is most common to confuse management over leadership. Leadership is leading people towards achieving goals and management means obeying standard processes in achieving goals. But it is the best to always merge leadership with management at organizations. Following explains the differences between how leadership and management as two entities operates. Management administrate, Leadership innovate: management is more strategic which governs the execution on certain standards where leadership finds new ways in achieving its goals. Management is a copy, Leadership is original: It can also be said as that management is a result of leadership. As said before, leadership innovate strategies where lately, those innovations are set to be standards and followed by management. Management maintains, Leadership develops: management involves in maintaining the balance of standardized processes where leadership gather ideas and develop strategies in creating balance. Management relies on control, Leadership inspires trust: As it is said that management is strategic, it always control the situation in order to maintain the standards where leadership inspires trust and make things work by learning from mistakes. Management does things right, Leadership does the right thing: Management makes sure that it executes the correct pre set strategy in achieving goals where as leadership concern doing whatever the right measure it takes to achieve the goal by thinking out of the box. As it is said above, management and leadership must always go in line with each other which is why I have decided to adapt both management and leadership roles in the organization. With leadership, I always generate new, innovative more effective solutions by motivating and inspiring talents that are hidden within my employees. Since these new innovations takes time to produce results and estimations, management roles are being executed in carrying on day-to-day business processes. Once new strategies are estimated, old management techniques will be replaced by new leadership findings where then onwards, management becomes a result of leadership. Therefore, without the integration of both leadership and management roles, it is merely impossible to attain success in business. 3.4 Leadership Styles WHAT IS ADAPTED WITH IN YOU!!! 3.5 Motivational Measures Motivation is a critical factor to be treated in any working environment. With motivation, it can always drive an organization towards its supreme success or pull it down to a miserable failure. There are many factors influencing motivation of employees in an organization. Basically, employee motivation factors can be clustered into two forms such as financial motivation and non- financial motivation. Following further explains financial and non- financial motivation factors. 3.5.1 Financial Factors Bonuses: Bonuses are given on set frequencies where the management decides on paying its employees an extra amount of money beside the usual salary as a compliment for their efforts contributed. Taking bonuses in to consideration, on Sinhala New Year and Christmas seasons, every employee is given with a bonus of 3 months salary along with the usual monthly pay in my organization. Annual Increments: Annual increments are those monetary increments of the basic salary done at the end of annual performance evaluation. At my organization, a 12% salary is increased at the point where an employee reflects satisfactory performance evaluation results annually. Allowances: Incentives is the money paid by an organization in helping its employees with their expenses. It can also be called as an allowance which is commonly allowed for traveling food expenses. Employees at my organization are provided with allowance of 3500 Rs. per month for travelling. Overtime: Overtime payments are paid as a measure of motivating employees to work more on overtime basis in improving productivity. It is the payment made of every hour that an employee works beside the estimated working hours in the employment contract. In case of the organization, every employee who works of OT basis is paid 100 rs. Per hour rate for every extra hour worked. 3.5.2 Non- Financial Factors Working environment: When the workplace environment is healthy, secure and conflict free, employees find it is interesting to work where it enhances the employee motivation towards work due to risk and stress free environment. Taking this in to consideration, my organization is equipped with state of are furnishing with 100% hygienic atmosphere where it has influenced employees to be interested in attending work every day. And due to proper conflict management system, there less conflicts occurred and maintains a smooth business life. Welfare Services: As organization, it is common to see employee welfare services provided in enriching their lives such as free medical campaigns, annual trips etc. These welfare services have been effective compliment services where employees feel that they are being taken care of by the organization. This sense of valuation increases employee motivation towards work they perform. In my organization, the management organizes a health clinic for i ts entire working staff and their family members once in every 3 months and an annual trip sponsored by the company annually. This has helped to retain the employees satisfied and motivated. Promotions: In all of non- financial motivation factors, job promotions play a leading role where most employees are motivated to work when they are promoted to a better position with added benefits. In the organization, promotions are made use of in projects work where it has immensely motivated the individual to perform better. Also, the fellow members are equally motivated to work to get promoted the next. Empowerment: By giving authority of making decisions to employees, they feel that they are an essential entity to the organization. This has work wonders in building employee motivation. At my organization, it has a more de- centralized decision making procedure where employees are given a fair authority over decision making where it has clearly created motivation among employees b ecause it has made them feel essential to the organization. 04. Task 03: Tam Work Conflict Management 4.1 Team Work In any organization, it is common to encounter a collection of people working together on mutual tasks. This is known as team work. Team is a collection of people who has mutually agreed to work with each other in achieving a set of mutually set goals. Team work is more encouraged at work due to its various benefits over individual working. As it always says, two hands are always better than one. 4.2 Team Work Benefits In considering team work, there are many highly beneficial facts enjoyed by organizations. Following explains a few of those benefit enjoyed by our organization. Better decision making With many people involved in the decision making process of teams, different and innovative decision ideas will be suggested by different members where the best suited decision for the situation can be selected. This way it reduces the risk of error occurrence when compared to individual decision making. Considering team working and decision making within our organization, it has been highly effective where with use of decision pooling, it has been able to generate new and more innovative decision ideas in cases such as establishing new and effective fund raising campaigns in aid of projects etc. Increase productivity When many hands are involved in a particular task, the task can be performed faster which increases both employee and organization productivity. In case of our organization , team work has helped in increasing productivity in situations such as human welfare projects where organizing responsibilities of such projects are being clustered among team members and performed which helps the organization to conclude the project on time while meeting all necessary criteria as planned. Build motivation When people are cross contributing at work, it is more interesting and motivating to work rather than working by self. Individual working carries the fear of boredom where team work completely revokes it by making multiple people pool in to a single task. Even in case of doubts and issue, the group as a team can collaborate and come up with solutions which make work more interesting. In case of our organization, it requires employees to be motivated to work for people where by team work; it helps to build integrity and motivation to work. Increase accuracy When many people are collaborating to perform a single task, the accuracy of work performed is h igh and guaranteed because the work gets over looked by many eyes and the slightest mistake can be spotted at any instance. This is a great benefit to our organization in terms of tasks performed with numbers; finance accounting. When multiple members are working as a team on preparing accounts and budgets, it is easier to spot any mistake made and corrected which will help the organization to maintain accurate account entries in estimating organization accountability. 4.3 Conflicts at Work Conflicts can be defined as behavior intended to obstruct the achievement of some other persons goals. The existence of conflict in organizations might be considered inevitable or unnatural depending on each others viewpoints. There are many different forms of conflicts occurred at work due to by many different causes. Following are a few causes which has the highest tendency to create conflicts at work. Differences in the objectives of different individuals: people are different from one to another. So as their thoughts, goals, attitudes etc. Therefore, it is more common for conflicts to arise when one deny agreeing with anothers opinion/ suggestions etc at work. Scarcity of resources: Conflicts due to lack or sharing resources is common in any developing stage organization where the organization can not invest more money on fulfilling 100% of resource requirements. In such cases, conflicts tend to arise among employees in sharing resources. Interdependence of two depar tments on a task: In team work, different departments happen to collaborate on an individual task where each department depends on the other. Therefore, in the instance of one party commit a defaulting, it will cause conflicts in between as the work is disturbed. Disputed about boundaries: In cross contributing among employees, certain boundaries and deadlines need to be met. At the point of one being unable to meet those deadlines or go over the boundaries/ expectations, conflicts are prone to arise. 4.4 Managing Conflicts It is very essential to manage and settle conflicts at work as it would adversely effects on organization performance if else. In managing conflicts, the management has to think critically and act smart. There are many conflict resolution management responses. Following are the most effective conflict resolution techniques practice in our organization. 4.4.1 Collaborative resolution In cases of conflicts, parties involved in the conflict are called upon a meeting and cause of conflict will be discussed. This is most used in situations where conflicts occur due to disagreements of ideas. In such case, ideas of both parties are pooled in together where a new set of goals, strategies and views are generated with use of ideas from both parties. This way, it satisfies demanding of each party while making all parties collaborates as a team in achieving the mutual goal(s). 4.4.2 Collective bargaining Collective bargaining is also practiced in the organization in settling conflicts which has caused due to disputes with relevant to boundaries. In such cases of conflicts, parties involved can be asked to reach a mutual agreement over negotiation of terms by discussion where one party agrees to perform their duties up to an agreed standard where the other party(s) must perform their part of the deal as agreed. This is a negotiation more than a settlement. 4.5 Team Evaluation As much as it is important delegate team work, it is equally important to evaluate effectiveness of those teams if else, teams will commit mistakes and adapt irrelevant strategies blindly. This will have a great adverse impact on the organization performance. In evaluating team effectiveness, there are four main measures followed in our organization as furthere explained below. 4.5.1 Task performance evaluation One of the most common and effective method of evaluating team effectiveness within the organization is by task performance evaluation. It is where the management tests for the effectiveness and efficiency goal achievement. As further explained, it evaluates if the team has achieved the final expectations and has they used corrective and valid strategies in achieving them. 4.5.2 Team functioning evaluation Team functioning evaluation is done by assigning the particular team with a test task where the ways in which the team function with respect to task expectations are then observed and evaluated upon criteria such as individual collaboration, work delegation, decision making many more important terms. The most common task assigned in evaluation is a fundraiser as it is easy to perform and evaluate. 4.5.3 Team member satisfaction In rating the effectiveness of a team, team member satisfaction is a major concentration. With an unsatisfied team member, a team can never be effective because it shows that there are certain concerns untreated which have led a team member be unsatisfied and de- motivated. Therefore, in evaluating individual member satisfaction in our organization, the management has an appointed panel of authorities who distribute questionnaires among team members in retrieving feedbacks on their satisfaction. By evaluating feedbacks, drawbacks are spotted where they are brought to the concern of team leaders in suggesting improvements. 4.5.4 Quality, quantity and time Another main measure in evaluating team effectiveness is by evaluating quality and quantity of a task performed and its time consumed. If the evaluation estimates that the team has met estimated quality and quantity of work assigned in the task on or before the deadline, it proves that the team adapts effective team operations. 05. Task 04: Performance Evaluation 5.1 What is Performance Evaluation? Performance evaluationÂÂ  is a systematic and periodic process that assesses an individual employees job performance and productivity in relation to certain pre-established criteria and organizational objectives.ÂÂ  Other aspects of individual employees are considered as well, such asÂÂ  organizational behavior,ÂÂ  accomplishments, potential for future improvement, strengths and weaknesses, etc. (Wikipedia, 2012). 5.2 Importance of Performance Evaluation Improve performance With use of performance evaluation system, it helps the management to understand current performance status of our employees and evaluate its impact on the organization. If any employee seems to adapt negative performance, the management can then suggest the employee certain improvement plans in enhancing performance. Layoff decision At certain situations of organization performance defects, performance management is made use of in identifying those employees who do not have the potential in improving performance in aid of the organization. In such situations, the management can make decision on layoff so it can recruit and select a better match to the organization. This way, it reduces the risk of poor employee performance within the organization. Training development decisions Performance evaluation is a very important in estimating training and development strategies in organizations. With use of performance evaluation, it helps the management to identify what sort of training and development needs its employees have. Therefore, proper training and development measurements can be provided in enhancing employee performance in favor of the business. Reward management motivation Performance evaluation is an important primary function in reward management of an organization. One an employees performance is being evaluated based upon performance improvements, the management can set different rewards, financial benefits and merit pay on the particular employee in appreciation and further motivation of work performed. 5.3 Performance Evaluation Techniques In performance evaluation, there are many techniques available for organizations in which they can select the most convenient technique to adapt. 360 Degree Feedback It is an approach which collects comments and feedback on an individuals performance from various sources and adds the individuals own self- assessments. It highlights every aspect of individuals performance and allows comparison of individuals self assessment with the view of others. Upward Appraisal In upward appraisal, employees are rated not by their superior, but by their subordinates. For example: the followers appraise the leader. Subordinates tend to know their superior better than superior knows their subordinates. It gives opportunity to employees to give feedback and raise problems they may have with their bosses. Critical incident method This is the vice versa of upward appraisal where the manager identifies all pros and cons about its individual employees. In identifying pros and cons, th e manager maintains a log of incidents caused by the behavior of its employees over a time where at the point of performance evaluation, all noted points are considered and draw conclusion of positive or negative behavior of the employee. Management by objectives method MBO is a system that seeks to align employees goals with the goals of the organization. This ensures that everyone is clear about what they should be doing, and how that is beneficial to the whole organization. Its quite easy to see why this type of managing makes sense when the parts work in unison the whole works smoothly too. And by focusing on what youre trying to achieve, you can quickly discriminate between tasks that must be completed, and those that are just a waste of valuable time. (MindTools, ND) 5.4 Planning Conducting Performance Evaluation In planning and conducting performance evaluation there are certain steps to be observed in making the evaluation effective and efficient: Step 01: Purpose of performance evaluation In performance evaluation, the primary step is to define the scope of the performance evaluation. As mentioned above, performance evaluations can be used to serve different and various organization needs. Therefore, the management needs to estimate purpose of performance evaluation. Step 02: Frequency of evaluation Once the purpose is defines, management should next set the frequency of evaluation which defines the number of evaluations needed annually in order to identify employee performance needs and assist in supporting organization productivity. Step 03: Techniques to be used Once evaluation frequency is defines, a technique of evaluation must be identified. Not that every evaluation technique serves all purposes of the organization. As an example: if the organization needs to eva luate management level employees by 360 degree or upward evaluation technique but not critical incident method. Step 04: Who are the evaluators Once techniques are set, next important task is to set the panel of bodies who will be involved in the process of evaluation. In terms of upward evaluation, it will be those employees who evaluate the manager. Step 05: Criteria of evaluation Another main aspect in which the performance evaluation board must consider is the criteria of evaluation. If poor criteria for evaluation are set, it will do not serve the purpose of evaluation and mislead the organization with invalid conclusions. Therefore, criteria in which to be evaluated must be carefully selected. 5.5 Effectiveness of Performance Evaluation Besides evaluating the effectiveness of employee performance, it is equally important to know the effectiveness of the evaluation process in knowing if the organization is maintaining a worthy process in return to money, resources, efforts and time invested. Following shows the ways in which an organization evaluates the effectiveness of its evaluation process. Performance Improvements: Once employees training and development needs identified through performance evaluation are treated, improvements noticed in performance of employees will be the guarantee for effectiveness of the evaluation process. Because, if an employee happens to improve its performance with solutions suggested, it means that the evaluation process has identified the correct performance defects of the employee. Employee Feedback: Secondly, the organization can question its employees upon the effectiveness of the evaluation process executed as the employee itself has a better understanding on changes adapt ed in them after the evaluation. Business Statistics: By comparing business performance statistics before and after performance evaluation, it will help to identify if the performance evaluation process has been effective after treating those changes suggested by the evaluation process. Conclusion In conclusion, this documentation has addressed various subject matters of working with and leading people in a working environment. The documentation consist of four section which talks on recruitment selection, leadership management, team work conflict management and performance evaluation respectively. Under task one, it prepares documentations supporting the recruitment and selection process of a social enterprise organization (SEO) where considering myself as the managing director, it has explained my contribution to the selection process and has identified ethical, legal regulatory considerations to the selection process. Under task two, it speaks upon leadership and management in an organization which further explains different leadership styles with examples. It also explains ways in which the SEO motivates its employees. Under task three, it assesses team work and its benefits of the SEO and identified how conflict management is being deployed in the organizat ion. Also, it explains the approaches in measuring the effectiveness of team work in the organization. Finally, an empirical study on performance evaluation is done by describing different evaluation approaches, its importance and factors considered in planning conducting the evaluation. Also, it explains how to evaluate the effectiveness of performance evaluation process of an organization.

Facebook IPO Example

Essays on Facebook IPO Essay Facebook IPO Facebook, the social networking giant, with over 800 million users and $3.8 billion in revenue last year is going public, most probably sometime between April and June of this year. (Cohan ,2012) There has been a lot of hype regarding this matter. The investors are speculating, the internet is bubbling with opinions and the news agencies are calling it the biggest IPO since Google. So what are the reasons behind Facebook going public? Because the company is doing well by financial standards with over $1.5 billion in profits last year the company itself is worth near $75 – 100 billion. (Swedroe ,2012) Mark Zuckerberg has been keen on keeping the company private i.e. owned by a limited number of shareholders only. But now the company has to go public, the reasons can be divided into 2 broad categories. Financial reasons Non Financial reasons Non Financial reasons Let’s talk about the non financial reasons first: 1. Regulations: First and foremost the SEC rules. The Securities and Exchange Commission ruled in 1964 that â€Å"Any private company with more than 500 ‘shareholders of record’ must adhere to the same financial disclosure requirements that public companies do.† Due to this legal issue Facebook now has to follow the similar financial scrutiny as a public company does. This in business terms is an additional cost with no additional benefit. It can be said that Facebook is going public because the number of shareholders which own the company went past 500 at the end of 2011. It is interesting to note that Facebook even lobbied to get this rule extended; increasing the number of shareholders to 2000 before such regulations apply. (Sloan ,2012) 2. Benefit for the employees: It is commonplace for tech start ups like Facebook to offer shares of the company to its employees as in incentive. Same was the case with Facebook until the number of its shareholders started increasing, and like it was mentioned above Mark Zuckerberg was not too keen to cross the 500 mark. (Syre ,2012) Therefore the company started offering restricted stocks which is only converted to common stock once the companies goes public. This was not a good sign for the employees who could now only get their stocks cashed when they leave the company, which was not a reasonable option for many. Hence the IPO would help in acquiring and retaining HR and also it would help them get the return for working and owning Facebook. (Sloan ,2012) Financial Reasons Coming to the financial reasons now, quite simply put it is for the money. The IPO is valued at $5 billion and can go up to $10 billion. Furthermore it would turn a 1000 or so shareholders into millionaires and increase the Mark Zuckerberg’s worth to $16 billion, who owns 28% stake in the company. Two major reasons why this additional cash is lucrative for Facebook are: 1. Competition with Google for internet dominance. 2. Acquisitions of different companies. Facebook’s competition with Google has now turned into a real deal. Google Inc. which has now started offering a variety of services as the company grew has now forayed into Facebook’s playing field that is of social networking with its Google Plus. Although a new player, Facebook has all the reasons to be worried. Google is now dominating the internet world by either offering or acquiring different services. They have the means, resources and the skills required to capture the social networking arena as well. Therefore an additional cash of at least $5 billion would give Facebook additional leverage required to tackle Google. They would be able to initiate projects that will protect its precious consumer base of 845 million users. Another important reason for Facebook going public to raise money is because the company has had a lot of cash out flows recently. In the last two years alone Facebook has acquired 15 companies. The total amount of cash that Facebook had to let go is undisclosed. But a rough estimate of the purchase price of 7 of the last 15 companies goes into the region of $150 Million. The amounts of the remaining 8 companies is undisclosed. Google on the other hand has $50 billion in cash to acquire small start ups. (Rushe and Chaudhuri ,2012) Hence the IPO would provide the company with the necessary room to maneuver in this war against Google. Advantages to Investors Retail investors Facebook’s IPO certainly is lucrative. It is an opportunity to be a part of a company that we all come in contact with everyday. And considering the track record of Facebook ever since it was launched 8 years ago, it might not even be a bad option. After all the company is now worth up to $100 billion in just eight years. But small retail investors may or may not be able to participate in the process. With now 31 banks involved in the underwriting process (Barr and Oreskovic ,2012) the chances of large corporations and high net worth individuals siphoning all the shares are high. With the IPO still at least 3 months away nothing can be said with certainty. But Facebook is a company similar to what Google was in 2004. And investors are certainly not forgetting the fact that the shares of Google which were purchased by retail investors initially at $85 hiked up to $580. So there is a lot to gain in case it is decided by the company to include the small investors. (Hamilton ,2012) Large Shareholders The large shareholder will have a lot to gain with the Facebook’s IPO. With 31 banks underwriting the process, their major clients would certainly be given a chance to take part in the proceedings. Also initially before the fillings of the S-1, it was believed that there would be prerequisites to be an eligible investor. First an annual salary of over $ 200,000 and your company’s annual income being in excess of $1 million. (Ramil ,2012) Other than the fact that Facebook employees, the banks and the initial shareholders would be making a lot of cash due to the IPO. Large financial institutions, private companies and wealthy individuals would get a chance to invest in a company where revenues grew at an annual rate of 127% between the years 2009 and 2011 and net profit being $1.5 billion last year. Bibliography Barr, Alistair and Alexei Oreskovic. Facebook adds 25 more underwriters for IPO. 7 March 2012. 12 March 2012 . Cohan, Peter. "Four Reasons Why Facebooks IPO is Irrelevant." Forbes (2012). Hamilton, Walter. "Small investors may have chance to get shares of Facebook IPO." LA Times (2012). Ramil. Investing in Facebook IPO Stock Options. 6 February 2012. 12 March 2012 . Rushe, Dominic and Saabira Chaudhuri. "Facebook IPO: six things you need to know." 31 January 2012. theguardian. 12 March 12 . Sloan, Paul. "CNET." 31 January 2012. CNET News. 12 March 2012 . Swedroe, Larry. "Why Facebooks IPO shouldnt excite you." 1 February 2012. CBS News. 11 March 2012 . Syre, Steven. "Facebook’s IPO issues." Boston Articles (2012).

Baroque Music Period Example For Students

Baroque Music Period A Baroque suite is A multi-movement instrumental work based on rhythms of popular dances The dates given in the course for the Baroque Period place it between: 1600-1750 The composer of the following music example could likely be :40 Purcell The dynamics in this example is best described as: :47 Terraced dynamics Which statement reflects the musical features of the following music example? 3:32 Contrasts between a small group of soloists and a larger ensemble The following selection, sung by Historicus, comes from a well-known __________. :35 oratorio Which of the following describes this example? :40 Wide dynamic range and repetition in the melody to express deep feelings Which statement does NOT apply to the following music example? :20 It is sung a cappella One characteristic of this excerpt that suggests it might be from the Baroque Period is: :29 It contrasts a group of instruments with a solo instrument. The secular text and overall musical style of this example suggest that it is from a/an: :40 Opera Listen to this music example and answer the following question: What would be the typical expectation regarding the rest of the movements of this particular type of work? :47 There may be other movements, some of which may introduce soloists. Who composed La favola dOrfeo, a work that marks the beginning of opera as a major art form? Claudio Monteverdi The sacred text and overall musical style of this example suggests that it is part of a/an: :47 Oratorio Listen to this music example and answer the following question: Who would be a likely composer for this work? :47 Bach or Handel. Early baroque music is characterized by frequent use of polyphonic texture. False In the Baroque period, music for keyboard Was created mainly for use in instrumental genres such as sonatas, suites, and concertos The following excerpt is most likely from a/an: :40 Opera During the Baroque period, the musical feature that lent harmonic support to the main melodic line of a composition was called: Basso continuo The musical features of the following example suggest that it comes from a/an: :40 Aria Which of these examples is a recitative? :24 Excerpt B Farinelli was a famous: castrato The following excerpt is most likely from a: :22 Concerto In contrast to the Renaissance, where vocal and choral music took center stage, instrumental music established itself as the most significant genre of the Baroque period. True Which statement reflects the musical features of the following music example? :28 Performed by a small orchestra Which of the following important events took place during the Baroque period? The Scientific Revolution According to Monteverdi, what is the difference between prima practica and seconda practica? Prima practica emphasized equality of voices whereas seconda practica emphasized a hierarchy of voices Which one of the following pairs of words or phrases represents the two main concepts behind Baroque music? Basso continuo; The Doctrine of Affections The following excerpt is an example for which style of recitative? 1:00 Recitativo secco The following musical excerpt is from a recitative. :25 True Which of the following excerpts exhibits Baroque rhythmic characteristics? :39 Excerpt B The following excerpt is most likely from a(n) :33 Piece for solo keyboard The following musical excerpt is from a recitative. 1:01 False Which statement does NOT apply to the following music example? :20 It has monophonic texture Which of the following important events took place during the Baroque period? The Thirty Years War The vocal technique illustrated by the following example is known as: :21 Melismatic singing During the Baroque period, the term sonata was used for musical works __________. to be played The texture of this excerpt is: :32 Polyphonic Which group was credited with inventing the recitative? The Florentine Camerata A Baroque oratorio is A multi-movement sacred work for soloist and choir intended for a concert performance A Baroque sonata is A piece for solo instrument or a small group of instruments The Baroque concerto is A piece that contrasts a solo instrument with an ensemble Which of the following is NOT a Baroque composer? Dufay Which of the following examples features melismatic singing? :21 Example C What is the name of the technique used in the following excerpt? 1:54 Terraced dynamics The earliest surviving opera—then called dramma per musica—was written by a member of the Florentine Camerata named: Jacopo Peri