Irving Roth - Holocaust Survivor Testimony Movie Review

Irving Roth - Holocaust Survivor Testimony - Movie Review Example Businesses that were previously run by the Jews were confiscated and given to Germans. Their household properties (which they had been ordered to leave behind) were auctioned to the German citizens. The Jews basically become non-existence and they were treated worse than slaves. With their lives becoming almost worthless, the government of Germany saw no use for them and therefore built death camps to dispose them off through death. Some were transported to Poland where there were also additional death camps. Some escaped to Hungary (which was not killing the Jews) where the men were recruited in the army (where they are mistreated by the rest of the population and even discriminated against but the rest of the population remained safe). Their safety was however short lived as they started being treated in the same way as those who were shipped to Poland as a way to dispose them as well through burning them in gas chambers. I thought slavery in America was a bad experience but what the Jews went through is incomparable. Segregation denies people freedom of liberty but the treatment the Jews were accorded denied them not only freedom of liberty and movement but also right to life among other human rights. It is a wonder how all these happened without the rest of the world reacting. The questions remains as to whether they had no idea of what was happening? Whether they simply did not care? Had no ability or capacity or even mandate to do anything about it? or were they simply in agreement of the Jews being killed? For those who survived the holocaust like the orator, the experience (though it took place many decades ago) is still vivid as if it just happened. It is evident that the psychological torture for the survivors cannot be wiped away even though the talk therapy seems helpful. As Roth talks about his family being killed in the

British Armed Forces

British Armed Forces Management now are aware of the importance of employees, hence using the correct recruitment and selection methods are crucial part of management functions. The success of any organisation depends largely on acquiring the right balance of employees, with the right skills and abilities. Most companies have an established personnel department responsible for   this function. (Armstrong, M. 2009) Poor recruitment and selection techniques can result in rise in cost, lower morale, and a rise in labour turnover. As a result of these, the aim of management is to reduce cost and maximise productivity. This assignment looks at recruitment and selection methods used in the British Armed Forces, selection methods, reliability and validity. (Noe, R.A. et al, 2004) However, interviews and its benefits and types are also dealt with in details. The different types and drawbacks of test, and government legislation form the basis of employment and organisation has to follow set procedures as such. These are all discussed in subsequent chapters. (Noe, R.A. et al, 2004) This assignment focuses on recruitment and methods of selection processes. These systems may be the first formal interaction which candidates have with the organisation. Their impact may extend across a range of stages in the pre-employment relationship with the organisation, not only during the initial attraction, the selection process and the offer of employment, but also in the subsequent attrition, and decision by existing staff to leave.   Example Toyotas recruitment and selection practices are tailored to find the best possible applicants to hire. (Beardwell, J., and Claydon, T. 2007) 1.2 Recruitment and selection in the British Armed Forces The British Armed Forces described recruiting as the measures taken in order to attract a pool of candidates for selection. Recruits are then taking in for training in order to prepare them for their careers in the Army. The training is a continuous process throughout a soldiers career. (www.armedforces.co.uk, 2011) 1.2.1 Army Recruiting and Training Directorate (ARTD) This body is in charge of the step by step progress of potential recruits from the initial recruitment through to the selection process, specialist training and deployment in the army field. (www.armedforces.co.uk, 2011) The ARTD has an estimated annual budget approximately  £700m in which they have enlist 13000 potential candidates, and train 100000 soldiers and officers. The ARTD functions operations are categorised into three phases; such are, general training, Specialist training and Career training. (www.bbc.co.uk, 2011) 1.2.2 Soldier Selection The selection process requires all potential recruit to do an entry assessment at the Armys Careers Office.   Here potential recruits will undertake a touch screen British Army Recruit Battery (BARB) test, psychometric test all computer based designed to see which area in the Army is best suited for the recruit. The tests also include a numeric and literacy test.. (www.armedforces.co.uk, 2011) Candidates who successfully passed both the tests and interviews will be booked for further test. This test is normally a two days course at an Army Development and Selection Centre (ADSC). Here candidates will undergo a thorough medical examination, physical assessment tests, and fitness checks to determine the suitability for an Army career. (www.armedforces.co.uk, 2011) At the end of the two days course, candidates will be informed whether they are success or not, hence, if successful candidates can be given a place in any of the trade they wish to undertake, a Phase 1 training, which is a 14 weeks course, designed to give candidates all the required skills to be a soldier.   At the first day of training, recruits will formally enlist in the British Army, and Phase 2 specialised training will begin at the Army Training Regiment, Pirbright, Surrey. (www.armedforces.co.uk, 2011) 3.1 Methods of Selection Selection is the process of identifying the suitability of applicants from a given pool of candidates. The main reasons of carrying out selection are: (Dessler, G. 2011) To gather relevant information about jobs, applicants and organisations in order to ensure a better quality decisions. To change information and predict future behaviour To facilitate cost-benefits for the investment made in an employee To check, recruit and place job candidates in the best interests of organisation and applicants. (Dessler, G. 2011) 3.1.1 Reliability For employers to ensure that selection has been free of any kind of bias the reliability of the tests has to be demonstrated. Reliability refers to the logical coherence of scores collected by the same person when tested over time on the same test. If test outcomes are not consistent, it will be unethical to take any measures on the basis of the test.   It shows the extent to which similarities or differences in scores could be associate with errors. Dunnette (1966) has identified four sources of errors. (Mathis, R.L. and Jackson, J.H. 2007) Errors due to inadequate sampling of contents indicating that the items for the two tests may have been slightly different. Errors due to chance response tendencies indicating guessing or random responding to the items. Errors due to changes in the testing environment indicating the effect of physical conditions such as light, temperature, time of the day. Errors due to the changes in the person taking the test indicating the influence of health, fatigue, mood, and practice. The different types of reliability can be found in the appendix sections. (Mathis, R.L. and Jackson, J.H. 2007) 3.1.2 Validity This is the most important requirement of a test. Validity means degree to which a test measures what it claims to measure. A test with a high validity means it is nearly comparable to the tests objective. A test with a weak validity means it does not measure what it intend to measure. As a results, there is no prove to use the test outcomes for their primary objective. There are different ways to establish the validity of a test. The different types of validity can be found in the appendix sections. (Legge, K. 2004) 3.2 Ability Tests These are designed to measure individuals capabilities to carry out a task in a specific and unique manner. There are many different types of ability test; (Milmore, M. 2003) 3.2.1 Cognitive ability tests This measures a persons thinking, memory, reasoning, verbal and numerical capabilities. This can be used to show applicants knowledge of terminology and concepts, word fluency, comprehension, spatial orientation, conceptual reason, general and mutual ability. Organisation should ensure that these tests determine cognitive abilities than a job related. (Armstrong, M. 2009) 3.2.2 Physical Ability Tests This measures what a person can do with his/her strength, endurance, and flexibility. For example 1, the British Armed Forces uses this type of test to assess new recruits to ascertain the suitability for a career in the Army. (www.thearmedforces.co.uk, 2011) Another Example 2 is Ford Motor Company, where line workers regularly lift and carry equipment, climbs ladders and performs other physical tasks.(Mathis, R.L. and Jackson, J.H. 2007) Another example 3, Township Fire Department also uses physical ability test (PAT) in assessing potential applicant and highlighted the importance of physical fitness of fire fighters. (Armstrong, M. 2009) Example 4 Portland police bureau uses this to determine the suitability of professional police officers. (Armstrong, M. 2009) 3.3 Personality Tests This is a unique mixture of individual characteristics that can affect how an individual interacts in his/her work environment. As a result, a large number of organisations use different personality tests that determine the extent to which applicants characteristics suits specific job criteria. (Torrington, D., Hall, L., and Taylor, S., 2008) Example 6, the Finish Line, a large retail chain specialising in sporting products, offers job applicants a web-based test which evaluates their personal tendencies and test scores are use to group individuals for the hiring decision. (Mathis, R.L. and Jackson, J.H. 2007) Another example 7 is Blockbuster and Sports Authority also uses similar tools in their pre-employment screening. (The Economist, 2011) Example 8 a California based technology firm also found that the use of personality tests enhanced the selection decision made in the company. (Financial Times, 2010) 3.4 Assessment Centres This consists of various selection techniques, and group selection methods which are considered as a major element, as with work simulation programs and presentation. Assessment centres are used to assess, in depth, a group of broadly similar applicants, using a set of competencies required for the post on offer and a series of behavioural statements which indicate how these competencies are played out in practice. Example 5, Cadbury Schweppes. (Beardwell, J., and Claydon, T. 2007) Example, Energis utilises a series of assessment centres. 3.5 Honesty tests and Drug test Many organizations formerly employed polygraph tests, or lie detectors, to evaluate job applicants, but this changed with the passage of the Polygraph Act in 1988.   This act prohibited the use of polygraphs in employment screening for most organizations. A new technique known as the honesty paper-and-pencil tests was born. This typically ask candidates directly about their attitude towards theft or their past experiences with theft. (Noe, R.A., et al 2004) For example 9, Nordstorm, the large department store chain, uses Reid Survey to screen for violent tendencies, drug use and dishonesty. (The New York Times, 2010) As with theft, there is a growing perception of the problems caused by drug use among employees. For example 10, Fortune 1000 chief executives cited substance abuse as a significant problem in their organization. (Noe, R.A., et al 2004) 3.6 Polygraphs This is more generally and incorrectly termed as the â€Å"lie detector† which is a mechanical device that measures a persons heart rate, galvanic skin responses and breathing rate. The ideology of this device is that if a person answers a question wrongly, the bodys physiological responses will â€Å"show† that a person gave an incorrect response through the polygraphs recording machine. They play a vital role in criminal investigations and background checks. For examples 11,companies such as Pick n Pay, KFC and First National Bank all uses the polygraph to assess the trustworthiness of potential candidates. (Brown, C. (2010) 3.7 References and Biographical Data References are information that an employer gets from other people who know the applicant, either through friends or previous employer. The evidence on the reliability and validity of reference checks suggests that these are, at best, weak predictors of future success on the job. One major reason for this is that most reference letters are so positive that it is difficult to differential applicants. (Van den Brink, et al, 2010) For example 14,Northwestern Bells district manager of management employment notes â€Å"They all say, ‘This is the greatest individual the world have ever seen, the next president, at least..It is not always accurate. (Noe, R.A. et al, 2004) For example 15, Intuit Corporation tries to get around these problems by requesting references in bulk sometimes asking for as many as 12 letters of reference. The evidence on the utility of biographical information gathered from candidates is far more accurate. The biographical information form also provides a written document that the organisation can verify via outside checks. (Pollitt, D. 2007) For example 16, APCOA Inc. conducts a battery of checks depending on the position, and such investigation may include driving records, credit history and criminal record. (Ordanini, A., and Silvestri, G. 2008) 3.8 Problems with using test There are a number of problems associated with using tests. (Brown, G. T. L. 2008) In most cases, tests may not always be fair as there may be an element of racial, social and sexual bias in the questions and scoring system. For instance, some cultures may be unused to ‘working against the clock. (Hao, Z., and Liden, R.C. 2011) Validation procedures take a lot of time, but yet still are essential to the use of tests. Issues such as the use of web testing, new types of tests, like emotional intelligence tests, are being developed without sufficient validation. (Tulip 2002) The criteria used in defining good job performance are usually inadequate, hence such criteria are subjective and to some extent for the mediocre correlations between job performance and test results. (Collings, D.G., and Wood, G. 2009) Most tests are job specific and unique. Therefore, when the job for which the test is used changes, then the test can no longer be said to relate with job performance in the same manner. (Mathis, R.L. and Jackson, J.H. 2007) 4.1 Government Policy and Legislation The final standard that any form of selection method should adhere to is the law. Legislation has a vital role in the recruitment and selection process especially in preventing discrimination on the grounds of disability, sex, race and age. (Noe, R.A. et al, 2004) The Civil Rights Act of 1991, an extension of the Civil Rights Acts of 1964 protects individuals from discrimination based on race, colour, sex, religion, and national origin with respect to hiring as well as compensation and working conditions. There are three major differences between the two Acts. (CIPD, 2010). One recent example 12 can be seen at Coca-Cola and this is highlighted in the â€Å"Competing by Meeting Stakeholders Needs† box; (Lavigna, R.J, and Hays S.W. 2004) Sex and Race DiscriminationThe Sex Discrimination Act (1975) was introduced to protect people and made it unlawful to discriminate based on sex or marital status either directly or indirectly in the field of employment. However, the Race Relations Act (1976) also prohibits employers from discriminating individuals on the grounds of race, colour and nationality. (Torrington, D., Hall, L., and Taylor, S., 2008) Age Discrimination In the UK, age discrimination was introduced in 2006 and makes it unlawful for employers to discriminate based on age in recruiting, promotion and training. (Noe, R.A. et al, 2004) Examples 13 of companies sued under this act include CBS Inc., McDonnell Douglas, Northwest Airlines, Disney, and Martin Marietta. (Noe, R.A. et al, 2004) 5.1 Selection Interviews An interview is a discussion between and employer and a potential candidate for the benefit of both parties to get to know each other for the purpose of filling a vacant position within a company. There are two major reasons for conducting an interview; as an initial screening, and to ascertain that the individual has met minimum qualifications required, and then an in depth interview with HR staff. (Singh, P. 2008) 5.2 Types of selection interviews 5.3 Structured Interviews This conducted by using standardised questions for all candidates to ensure comparisons can be done easily. It provides the opportunity   for the interviewer to design relevant questions and also to facilitate a standardised interviewee evaluation. It is useful in the initial screening process because many applicants can be effectively evaluated and compared. (Valentinis, L., et al 2009) 5.3.1 Behavioural Interview The interviewers often use an experiential type of structured interview. This is a method in which the interviewer will give applicants a job scenario (in which he/she will be looking for certain skills be it multi tasking, flexibility, diplomacy, patience, marketing tactics, and so on) and ask for the candidates opinion in exact steps. (Holtbrugge, D., et al 2010) Example, ATT and Accenture have been using behavioural interviewing for about 15 years now, and because increasing numbers of employers are using behaviour-based methods to screen job candidates, understanding how to excel in this interview environment is becoming a crucial job-hunting skill. Example 17,Capital one uses tests that assist in the evaluation of important behavioural and cultural-fit job criteria. (Mathis, R.L. and Jackson, J.H. 2007) Example Century 18, Theatre also made use of this test and finds it to be saving them money and resources. A recent study indicated that â€Å"past behaviour† structured-type interviews are better at identifying achievement at work than are situational interviews, hence showing the efficacy of this interview strategy. (Mathis, R.L. and Jackson, J.H. 2007) For example 19,the Struder Group consulting firm, after working with a multitude of health care firms across the nation, identified the use of behavioural interviews as a positive practice in organisations. (Gump, S.E. 2006) 5.3.2 Competency Interview This type of interview is similar to the behavioural interview except that the questions are designed to provide the interviewer with something to measure the applicants response against. Competency-based interviews are structured, with questions that relate directly to the essential criteria and competencies required for the post. Using competencies as a benchmark to predict job candidate success is useful because interviewers can identify the factors needed in specific jobs. (Doherty, R. (2010) However, this interview takes time and sometimes is of more benefit to management-oriented people. However, it is also important that you fit in with the team, and with the employers culture and style. A competency-based interview is designed to ask you additional questions about your character, soft skills and personal attributes that let both you and the employer determine whether you fit their needs. (Cardy. R.L., et al 2002) 5.3.3 Situational interview In situational interviewing, job-seekers are asked to respond to a specific situation they may face on the job, and some aspects of it are similar to behavioural interviews. These types of questions are designed to draw out more of your analytical and problem-solving skills, as well as how you handle problems with short notice and minimal preparation. (Dessler, G. 2011) For example 20, a variation of situational format that is used by companies such as GE and Microsoft is termed the case study interview, which requires a job applicant to find out and correct organisational challenges during the meeting. (Beardwell, J., and Claydon, T. 2007) 5.4 Unstructured or Less-structured interview An unstructured interview is one where there may be a script to get the process started, but once the interview gets going the interviewer will start to follow her own points of interest and stop following any script. (Searle, R.H. 2003) An unstructured interview occurs when the interviewer improvises by asking questions that are not predetermined. A semi structured interview is a guided conversation in which broad questions are asked and new questions arise as a result of the discussion. (Searle, R.H. 2003) 5.4.1 Stress Job Interviews The stress interviewing technique is typically used only for positions in which the job-seeker will be facing stress on the job, and the interviewer wants to see how well you can handle the pressure. The key to surviving stress interviews is to remain calm, keep a sense of humor, and avoid getting angry or defensive. (Ball, F.W., and Ball, B. 2010) 6.1 Advantages of interviews The following are the advantages of using interview as a method of selection: Interviews provide opportunities for interviewers to ask probing questions about the candidates experience and to explore the extent to which the candidates competences match those specified for the job; it enable interviewers to describe the job and the organisation in more detail, suggesting some of the terms of the psychological contract; provide opportunities for candidates to ask questions about the job and to clarify issues concerning training, career prospects, the organisation and terms conditions of employment; The interviewer may try to stress you in one of several ways, such as asking four or five questions in a row, acting rude or sarcastic, disagreeing with you, or simply keeping you waiting for a long period. (Armstrong, M. 2009) 6.2 Disadvantages of interview Snap judgments: some interviewers decide whether an applicant is suitable withing the first two to four minutes of the interview, and spend the rest of the time searching for crucial evidence to support their judgement. Negative emphasis: when evaluating suitability, the unfavourable information regarding a candidate is often more emphasised than the information that favours the candidate. Biases and stereotyping: a bias can be describe as a situation where the interviewer favours or select people that they consider to be the same as them based on various personal factors. However, candidates ethnic names and accents can negatively impact personal evaluations. Also, older candidates are most of the time less likely to be interviewed and hired compared to younger applicants. (Mathis, R.L. and Jackson, J.H. 2007) 7.1 Conclusions A year and a half ago, organisations such as investment banks example HSBC, blue chips and consulting firms were competing with dotcoms companies for example Amazon, and Facebookover recruiting the best people. But in the present environment, there are waves of redundancies hence many are grateful that they have a job. However, boom or bust, good recruitment and selection practices are essential. In conclusions, this assignment agrees with the statement; â€Å"the most efficient solution to the problem of interview is to do away with interview and substitute paper-and-pencil measures† This is because research has demonstrated that interviews are an inefficient method of predicting future success in a job. According to Smart (1983) argues that only 94 out of 1000 interviewee respond honestly in conventional interviews. (Armstrong, M. 2009) Factors such as poor reliability and validity of test scores are also major problems of interviews. Different interviewers have their own different styles and approaches, inconsistent handling of different candidates, variation in assessment criteria, biases, and errors are all factors that limits the use of interviews as a method of selection. (Armstrong, M. 2009)

Philosophy of Education :: essays research papers

My best days as a teacher are those in which I have managed to see every student as an individual, provided lessons guided by a world-based view and are applicable to the lives of my students, where I have made learning an active process, when I have stressed respect for all things and all people, where I have developed and executed authentic tasks, when I maximized opportunities for critical thinking and problem solving, and lastly, when I have allowed all students the chance to gain knowledge and are closer to being independent learners. I believe each and every child has the potential to bring something unique and special to the world. I will help children to develop their potential by believing in them as capable individuals. I will assist children in discovering who they are, so they can express their own opinions and nurture their own ideas. I have a vision of a world where people learn to respect, accept, and embrace the differences between us, as the core of what makes life so fascinating. Every classroom presents a unique community of learners that varies not only in abilities, but also in learning styles. My role as a teacher is to give children the tools with which to cultivate their own gardens of knowledge. To accomplish this goal, I will teach to the needs of each child so that all learners can feel capable and successful. I will present curriculum that involves the interests of the children and makes learning relevant to life. I will incorporate themes, integrated units, projects, group work, individual work, and hands-on learning in order to make children active learners. Finally, I will tie learning into the world community to help children become caring and active members of society. My classroom will be a caring, safe, and equitable environment where each child can blossom and grow. I will allow children to become responsible members of our classroom community by using strategies such as class meetings, positive discipline, and democratic principles. In showing children how to become responsible for themselves as well as their own learning, I am giving them the tools to become successful in life, to believe in themselves, and to love themselves. When the teacher's role is to guide, providing access to information rather than acting as the primary source of information, the students' search for knowledge is met as they learn to find answers to their questions.

L & Fung

Mis / Enterprise System Li & Fung Export Trading Company was founded in 1906 by Fung Pak-Liu and Li Toming in Guangzhou, China. Li & Fung Ekspor Dagang Perusahaan didirikan pada tahun 1906 oleh Pak-Fung Liu dan Li Toming di Guangzhou, Cina. Between 1920 and 1930 the company was diversified into manufacturing and warehousing. Antara 1920 dan 1930 adalah perusahaan manufaktur menjadi diversifikasi dan pergudangan. After the passing of Fung Pak-Liu in 1943, his son Fung Hon-Chu assumed charge of the company. Setelah lulus dari Pak-Fung Liu di 1943, anaknya Fung Hon-Chu diasumsikan biaya dari perusahaan. In 1974 the company was owned and operated by Fung Pak-Liu, William and Victor. Pada tahun 1974 perusahaan ini dimiliki dan dioperasikan oleh Fung-Pak Liu, William dan Victor. In 1980 they expanded operations throughout the Asia pacific region. Pada tahun 1980 memperluas operasi mereka di seluruh wilayah Asia Pasifik. By 1995 they expanded their offices around the globe. 1995 oleh mereka memperluas kantor mereka di seluruh dunia. They also launched an intranet to link their corporate offices together. Mereka juga meluncurkan sebuah intranet perusahaan mereka link ke kantor bersama. In 1997 they launched a secure extranet to connect to their customers and suppliers. Pada tahun 1997 mereka meluncurkan extranet aman untuk menyambung ke pelanggan dan pemasok. By 2000 they were a $2 billion global export trading company with 3600 employees world-wide, and with sales of 69% in the United States and 27% in Europe. 2000 oleh mereka yang $ 2 miliar perdagangan ekspor global perusahaan dengan 3. 600 karyawan di seluruh dunia, dengan penjualan dan 69% di Amerika Serikat dan 27% di Eropa. Their Product mix consisted of hard and soft products. Produk yang terdiri dari campuran hard dan soft produk. Li & Fung employed a Holistic Supply chain management that provided value-added services across the entire supply chain in a borderless manufacturing environment. Li & Fung yang bekerja Holistic Supply manajemen rantai yang memberikan nilai tambah layanan di seluruh rantai suplai yang tak terbatas dalam lingkungan manufaktur. This borderless manufacturing environment provided customization of the supply chain. Ini tak lingkungan manufaktur yang disediakan kustomisasi dari rantai suplai. With the acquisition of Camerley in 1999 they were able to offer clients virtual manufacturing and product design. Dengan akuisisi Camerley pada tahun 1999 mereka dapat menawarkan klien virtual manufaktur dan desain produk. However none of this could have been accomplished without the culture of Li & Fung. Namun tidak ada ini telah dapat dicapai tanpa budaya Li & Fung. The culture of the company was modest, quick thinking and very responsive. Budaya perusahaan yang sederhana, cepat berpikir dan sangat responsif. The people are externally focused on the tasks of the company. Orang-orang luar yang difokuskan pada tugas-tugas dari perusahaan. Communication was fostered across the Group. Komunikasi yang dipupuk di seluruh Grup. Separate and individual management teams were employed worldwide. Terpisah manajemen tim dan individu telah digunakan di seluruh dunia. They operated under a corporate umbrella with centralized IT, financial and administrative support. Mereka beroperasi di bawah payung perusahaan dengan sentralisasi TI, dukungan keuangan dan administrasi. The future growth of Li & Fung was seen coming from three areas: organic growth, expansion through acquisition and extension of its supply chain to new markets via the Internet (E-commerce). Pertumbuhan masa depan Li & Fung dinilai berasal dari tiga bidang: pertumbuhan organik, ekspansi melalui akuisisi dan perpanjangan dari rantai suplai ke pasar-pasar baru lewat internet (e-commerce). To help launch their e-commerce they employed an IT division consisting of 60 employees, using outsourced software development. Untuk membantu mereka memulai e-commerce mereka yang digunakan sebuah divisi IT yang terdiri dari 60 karyawan, dengan menggunakan outsourced pengembangan piranti lunak. In 1995 the intranet was†¦ Intranet pada tahun 1995 yang telah †¦

Gender Bias in the Classroom

Leobardo Alfaro Mr. Lewis English 1301-005 16 July 2012 Gender Bias in the Classrooms In the essay â€Å"Hidden Lessons,† this appears in the textbook From Inquiry to Academic Writing, Mayra and David Sadker stands content that gender bias in classrooms damages female students. They lose their self-esteem, attitude towards teachers can change and their education is compromised. When teachers were being observed in their classroom settings it showed that they tend to gravitate more toward male students than the female students.The male students seem to be getting the better hand in the classroom they would get more of the teacher’s attention, energy, and time. Female students are the majority of our nation’s school children, but are given less teacher interaction. Until this is changed more than half of the children’s education will be shorted and society will be lost on their gifts. â€Å"Dateline chose to show a segregated math group: boys sitting on the teacher’s right side and girls on her left. After giving the math book to a girl to hold open at page of examples, the teacher turned her back to the girls and focused on the boys, teaching them active and directly.Occasionally she turned to girl’s side, but only to read examples in the book†¦ had unwittingly transformed the girls into passive spectators, an audience for the boys. † (Sadker 54) Girls in this classroom are of the examples of how their teacher favors the boys and the girls get the short end of the stick. When these girls get denied their time in the classroom what is their left to do? Maybe in this certain classroom there aren’t as many girls as boys so; the teacher focuses more on the boys. Maybe the teacher feels that the boys in the class need more attention because they are more behind in their education.Either way girls shouldn’t have to have their teacher’s favoritism towards the boys. When the girl’s educati on is compromised that means their future is in jeopardy, when they don’t get the attention and support from their full potential. When they are not pushed and recognized they fall back and lose their self-esteem. When self-esteem is lost in young impressionable girls it is really hard to build it back up. Especially if the let down is coming from someone who is such a big influence in the girl’s life, and where she is suppose to be learning from not to be ignored or let down.As this becomes more and more of a problem to girls they become more and more invisible to their teachers in the classroom. As their self-esteem is lowered they do less and less to become known and noticed in the classroom environment. â€Å"Two second graders are kneeling beside a large box†¦ so absorbed are these two small children examining and sorting the materials, they are visibly startled by the teacher’s impatient voice as she hovers over them. ‘Ann! Julia! Get your cott onpickin’ hands out of the math box. Move over so the boys can get in there and do their work. † (Sedker 53) The girls in this excerpt of the essay seem to have not been doing anything wrong or out of the ordinary yet, the teacher seemed to have overreacted for no apparent reason. To the most obvious it seemed that she pointed out the girls because they were girls and they boys needed things more than them. When girls are over looked like that they tend to have different attitudes toward their teachers. Girls have a very strong mind-set at any age so, when they have their mind set on a certain attitude it’s extremely hard to change it back. Award winning author Susan Faludi discovered that backlash ‘is most powerful when it goes private, when it lodges a woman’s mind and turns her vision inward†¦ Psychological backlash internalized by adult women is a frightening concept, but what is even more terrifying is a curriculum of sexist school lessons becoming secret mind games played against female children, our daughters, and tomorrow’s women. † (Sedker 53) In these circumstances it is easy to see why the girls have grown to have harsh attitudes toward their teachers. Sedker and Sedker make a claim of value when they suggest that a ‘majority of our nations schoolchildren’ have become ‘second-class educational citizens’ and point that the consequences of treating girls differently from boys in school has resulted in a ‘loss of self-esteem, decline in achievement, and elimination of career options’ for girls†¦Ã¢â‚¬  (Sedker 56) Their research and statements seem to have reached the conclusion that girls are for some reason treated differently than boys in the classroom.They are lowered than the boys but by the instinct from the teacher. Maybe because of favoritism or because the teacher has less sympathy for girls. Work Citied Sadker, Myra and David. â€Å"Hidden Lessons. † From Inquiry to Academic Writing. Ed. Stuart Greene and April Lidinsky. 2nd edition. Bedford: Boston, 2012. 52-55. Print.

Methods of Food Preservation Essay Example

Methods of Food Preservation Essay Example Methods of Food Preservation Paper Methods of Food Preservation Paper STUDENT NAMES I. D. NUMBER: Tonja Thomas I. D # 807001358 Miranda Alexander I. D # 807000561 FACULTY: Science and Agriculture SEMESTER AND ACADEMIC YEAR: Summer (semester 3) 2009/2010 COURSE CODE: FOUN 1102 COURSE TITLE: Academic writing for different disciplines- Option C TUTOR’S NAME: Claudette Jessop TUTORIAL DAY AND TIME: Thursday 10-12noon COURSEWORK ASSIGNMENT: Expository method- Classification DATE OF SUBMISSION: Monday 28th 2010. â€Å"Food preservation†). Removal of moisture is also a class of food preservation. It includes drying and dehydration processes that inhibit micro-organisms which require moisture to survive, thus preventing growth of microorganism and food spoilage. A great variety of drying techniques are used for these products including sun drying, tunnel drying, spray drying, and evaporation (The World Book Encyclopedia, 1993. ed. , â€Å"Food preservation†). When this method of preservation is used most of the flavour is retained and th e result is a less bulk y product, whereby reducing transportation cost, and increasing shelf life of foods (Morris 2004). Moisture removal techniques can include the spreading of food product in thin layers under the sun, or the application of hot air to remove moisture from food. Foods that are commonly dried are raisins, peas, soups, and milk products (The World Book Encyclopedia, 1993. ed. , â€Å"Food preservation†). Irradiation is another kind of food preservation method. It entails the treatment of food with radiation that produces electrically charged particles. Radiation used in food preservation can be in the form of gamma rays, x rays and electron beams. Bacteria are killed and enzymes are inactivated by low doses of radiation, with little or no chemical change in foods (The World Book Encyclopedia, 1993. ed. , â€Å"Food preservation†). Radiation can avert the division of microorganisms which cause food spoilage, such as bacteria and moulds, by changing their molecular structure. It can also inhibit ripening or maturation of certain fruits and vegetables by modifying the physiological processes of the plant tissues. The use of irradiation can play an important role in reducing post harvest losses due to food spoilage (International Consultative Group on Food Irradiation 1999). Foods can also be preserved by types of methods that employ temperature control or manipulation. Freezing is one such method that uses low temperatures to slow the growth of microorganisms and stop nutrient breakdown in food. At -10  °C, the temperature of the average household freezer, there is minimal microbial growth and chemical reactions progress slowly. This lengthens the period of time the food product retains its wholesomeness. At -40  °C and below, the temperature maintained in commercial freezers, the shelf-life of food products is even longer because freezing occurs more rapidly. At room temperature, microbial and enzymatic reactions proceed swiftly, accounting for the rapid degradation of food. Another method is pasteurization, which uses heat at temperatures between 60-70  °C (Morris 2004). This treatment is designed to destroy the most heat resistant pathogens. Pasteurization is used on foods such as milk, juice and beer (JRank Science and Philosophy). Canning is one of the most popular methods of preservation that also uses high temperatures to destroy microorganisms that cause food spoilage. Foods are placed in airtight cans, jars or tins and sealed, processed at controlled temperature and time, and then cooled. A disadvantage of canning is that the heating process changes the texture, flavour and colour of the food. Though some nutrient loss occurs during the process, canned foods are popular with consumers because they are economical, convenient, offer a wide variety of products, and have a long shelf-life (The World Book Encyclopedia, 1993. ed. , â€Å"Food preservation†). The use of chemical preservatives, removal of moisture, irradiation and temperature control are categories of food preservation methods that have the same main goal. That is to lengthen the period of time for which a food product maintains a high standard of quality and safety for consumers while causing as little chemical, physical and nutritional degradation as possible. References Fact about Food Irradiation. 1999. International Consultative Group on Food Irradiation. iaea/d5/public/food irradiation. pdf. (accessed June 25, 2010). Food Preservation- Historical-Methods-Preservation, Thermal Processes, Packaging Chemical Additives, Irradiation. 010: â€Å"JRank and Science Philosophy†. http://science. jrank. org/pages/2809/Food-Preservation. html. (accessed June 25, 2010) Morris, Audrey, Audia Barnett, and Olive- Jean Burrows. 2004. Food Preservation. â€Å"FAO/Caribbean Food Nutrition Institute Publication†. Vol. 39 (3): 119-127. Rahaman, Shafiur M. 2007. â€Å"Hand book of food preservation†. CRC Press. http://books. google. tt/books (accessed June 24, 2010) Wikipedia the Free Encyclopedia. 2008. â€Å"Food preservation†. http://en. wikipedia. org/ (accessed June 22, 2010). Zeuthen P. , Ley Bogh- Sorensen. 2003. â€Å"Food preservation techniques†. Woodhead Publishing. http://books. google. tt/books (accessed June 24, 2010).

FEDERAL JUDICIARY PROCESS essays

FEDERAL JUDICIARY PROCESS essays The federal Judiciary is made up of a three-tiered court system. At the bottom are the federal district courts, the middle is the appellate courts, and the top level is the Supreme Court. District courts are at the bottom of the three-tier federal court system. The district courts are the beginning for most federal cases. District courts are trial courts; the district courts hear the testimony about the facts of a case. On average district courts handle more than 250,000 thousand cases a year, with only a small percentage of the criminal and civil cases actually going to trial. The second tier consists of the appellate courts or the court of appeals. After a district court hears the facts of a case and issues a decision, the decision can be appealed. The appeals are then heard by the appellate court system. Appellate courts can only consider questions of law and legal interpretation; in most cases, the appellate court must accept the lower courts factual findings. Decisions made in the appellate courts are final, unless the Supreme Court agrees to hear a further appeal. The Supreme Court is at the top and its function is to hear appeals regarding decisions made at lower level federal courts and state supreme courts. The Supreme Court is also in place to resolve conflicts or issues of constitutional and federal law and interpret the constitution. The Supreme Court is the ultimate authority in constitutional interpretation and its decisions can only be changed by an amendment to the constitution. The most important responsibility that the Supreme Court has to deal with is the decisions regarding if a law or government action violates the constitution. Judicial review therefore puts the Supreme Court in a crucial role in the American political system, making it the referee in disputes among various branches of government, and as the ultimate authority for many of the most important is ...

How to Compare High Schools Using SAT Scores

How to Compare High Schools Using SAT Scores SAT / ACT Prep Online Guides and Tips If you’re reading this article, I assume you’re in search of a good high school. When you compare high schools, average SAT score is a useful tool. What does an average SAT score represent? Why should you care about a school’s average SAT score? How do you even find a school’s average SAT score? I’ll answer that and more in this guide. What Does a High School’s Average SAT Score Represent? When considering what a high school’s average SAT score represents, you need to know what the SAT measures. While the College Board may argue that an SAT score simply measures a student’s academic ability, the SAT measures not only academic ability but also other things such as perseverance. What I mean by perseverance is a student’s determination to do well. While a genius might be able to get a 2400 on the SAT with no practice, a student with just slightly above-average intelligence can also get a 2400 with enough practice. For this reason, an SAT score reveals both a student’s academic ability and their willingness to work hard. A high school’s average SAT score represents these same qualities: academic ability and perseverance. However, in terms of an entire high school, its â€Å"academic ability† is dependent upon the quality of education it provides, and its â€Å"perseverance† is dependent upon the caliber of students. A high school's average SAT score helps answer questions such as: Do the students at that school care about their education? Do they study? Do they practice for the SAT? Do they care about pursuing a four-year degree? Why Should You Care About a High School’s Average SAT Score? You should care about a high school’s average SAT score because higher SAT scores can indicate a better quality of education and a better quality of student at that school. Since the SAT measures academic ability and your education is responsible for your knowledge, the better the quality of education you receive, the better you’ll perform on the SAT. Though, as I said before, your SAT score is also affected by how much you prepare for the test. If a high school’s average SAT score is high, the students at that high school are probably more invested in their high school education and more committed to getting into a 4-year college than students at other high schools. These students probably study more and spend more time preparing to take the SAT. You should want to send your child to a high school with a higher average SAT score, where they’ll likely be surrounded by like-minded, hard-working students and receive a higher quality of education. Devil’s Advocate: Why Shouldn’t You Rely Too Heavily On Average SAT Score? A school’s average SAT score can indicate the quality of education and students, but it may not give you the full picture. As an example, some public high schools have magnet (or gifted) programs that are separated from the â€Å"regular† track at that high school. These programs usually have a superior quality of students and teachers compared to the rest of the school. My public high school had an International Baccalaureate magnet program. The admissions requirements for this program were high, but there were no requirements for students on the â€Å"regular† high school track. This program had superior teachers who only taught IB classes. I’d bet the average SAT score for IB students was higher than the average SAT score for students on the â€Å"regular† track. However, the average SAT score for my high school does not separate IB and non-IB students. The number includes the scores of all students at the school. For this reason, you can’t distinguish what the caliber of education and student will be within a specific magnet program versus the â€Å"regular† track. As I said before, your SAT score is also affected by how much effort you put into studying for the test. If you attend a high school with a low average SAT score, that does not mean you’re going to have a low SAT score. If you attend a high school with a high average SAT score, that does not guarantee you'll get a high SAT score. No matter which high school you attend, you can still study, learn the test format and strategies, and achieve a high score on the SAT. However, you should try to attend the high school with the best quality of students and teachers so that you’ll receive the best education you can, be challenged in school, and be well prepared for the SAT. How to Find a School’s Average SAT Score There are four methods for tracking down a public school’s average SAT score: Through the Department of Education website (Note: This only works for PUBLIC high schools. Also, this is the ONLY way to find average SAT scores by school district.) Through the school’s website (however, not all schools publish this information on their websites) By emailing a school administrator Simply Google Searching â€Å"[High School Name] Average SAT Score† (though this can be unreliable) The best method to find average SAT score by high school is to use the Department of Education’s website for your state. NOTE: this will only work for some states. For a full explanation of how to find a district’s or specific public high school’s average SAT score using this method (and for a list of states that don't provide this data), read our article on SAT Scores by High School and District. This approach is the only way to guarantee you’re getting up-to-date, correct, unbiased information. For private high schools (or as another search option for public high schools), you could try the Google search method, looking on the high school’s website, or sending an email to an administrator at that high school. However, websites and Google search can often have outdated information (i.e. SAT score averages from three years ago). Outdated information is still somewhat useful as it can give you a sense of how the school is performing; however, there can be big score differences in just a few years if there are changes in the school administration and teaching staff. There's also the possibility that the school doesn't post this data on its website. If you email administrators, you may also be given outdated information (if they haven’t seen the most recent statistics). Also, it may take them a while to respond to your request with their busy schedule or if they’re on summer vacation. Be a curious cat! What Should You Look for in SAT Data? In the SAT data, you should be looking at the average composite SAT score. NOTE: Typically, states publish average SAT scores by section. You’ll need to add the average section scores together to approximate the average composite SAT score if they don't include composite score as a separate category. The average composite SAT score is the main number you should be concerned with. The higher the number, the better. Read more about that in our other guide: SAT Scores by High School and District. You can also look at the individual section scores. The Math section score may give you a sense of how strong or weak the Math program is. The closer to 800 (the highest possible section score), the better. A high score most likely means a higher quality math program. The Critical Reading and Writing sections (or Evidence-Based Reading and Writing section - for data from 2016 or later) will give you a sense of the quality of English education at that school. Again, same as Math, the closer to 800 (the highest possible section score), the better. A high score most likely means a higher quality of English classes. From the data, you can also find the fraction of students who took the SAT at a particular high school. NOTE: some states will only list the number of students who took the SAT and will not include overall school enrollment. You will not be able to figure out the fraction of students who took the SAT unless you have both pieces of data. However, if your state does provide you with the total enrollment number and the number of test-takers, such as California does, you can determine the fraction of students who took the SAT. As an example here is a screenshot of the SAT data from the California Department of Education’s website: To determine the fraction of students who took the SAT at a specific high school, take the number of test takers (listed under the NumTstTakr column) and divide it by the number of enrolled students (under Enroll912). If I were looking at Alameda Science and Technology Institute (the highlighted school), the fraction of students who took the SAT would be: 61 / 169 or about 36% Don't read too much into this number because it doesn't tell the whole story. The enrollment includes the TOTAL number of students, and you wouldn’t expect Freshmen or Sophomores to be taking the SAT. While 36% seems small, you need to take into account: The fact that Alameda Science and Technology Institute has about 50 students per grade level. Typically, only Juniors and Seniors will take the SAT in a given year, and there are about 100 Juniors and Seniors at Alameda. Some students may opt to take the ACT instead. When accounting for all of that, it seems that close to 100% of Alameda Science and Technology Institute students will end up taking the SAT or ACT before they graduate, which is impressive. While you can look at the fraction of students who took the SAT at a specific high school, the more important number is the average SAT score for that high school. Summary A high school's average SAT score can reveal the quality of education and quality of students at that school. However, when you compare high schools, their average SAT scores will not always tell you the whole story. For example, at schools with magnet programs, magnet students' SAT scores are mixed with the "regular" students' SAT scores to provide the school's average SAT score. Students in the magnet track may have a higher average SAT score (as they may be receiving a higher quality education and be harder working students), but you wouldn't be able to tell from the overall average SAT score of that school. There are several options for finding out a high school's average SAT score. Not all methods will work in all states or for all schools. Check out our other guide on SAT Scores by High School and District to find out the best method for you. When you find the average SAT score data, you should look for the composite SAT score. The higher this score is, the better. What’s Next? If you're taking the SAT, you should learn about the format of the new SAT, and also, check out some general tips on how to prepare for the SAT. Before you start studying for the SAT, figure out what’s a good score for your target college. Want to improve your SAT score by 160 points? We've written a guide about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Coursework 1 Essay Example | Topics and Well Written Essays - 2000 words

Coursework 1 - Essay Example Graphic Design, which developed in Switzerland in 1950 was aimed at these tasks, and therefore the concept and methodology of the Swiss style soon spread throughout the world. One of the areas where the emerging international style was the most in demand, was the pharmaceutical industry. The largest Swiss companies that manufactured chemicals and drugs (Ciba, Geigy, Hoffmann-La Roche, Sandoz) to establish a modern corporate style appealed to the leading masters of graphic design - A. Hofmann, C. Gerstner, N. Rudin, J. Hemburgeru, J . Mà ¼ller-Brockmann and others. In Zurich in 1950-s. the most prominent graphic designer was Josef Muller-Brockmann, who has chosen a new  «anonymous » style. A graduate of the Zurich School of Art and Industry, since 1936 he worked as a freelance graphic designer. One of the most brilliant pages in the the career was the creation of posters on the musical program of the Concert Hall (Zurich Tonhalle, 1950 - 1972) and the Opera House of Zurich (Opernhaus Zurich, 1960.). (Bringhust, 2004) To create a visual image of the placards Muller-Brockmann used cascades of crescent shape, the cycle of arcs, the modulation wave-like lines. By the beginning of 1960 the concert posters by Muller-Brockmann become extremely font. The intervals in words, taking the advantage of color and scale, sought to master rhythmic architectonic unity. Typographic composition, the formation of the principle of crossword, stepped lines, or in several columns, represented typical examples of functional typography . Strict and clear style of these years was the culmination of mathematical principles in graphic design. (Hollis, 2006) By the middle of 1960 the usual practice of Swiss graphic designers is the use of modular grid. The book by J. Muller-Brockmann  «Challenges of graphic artist in the field of design engineering » (Gestaltungsprobleme des Grafikers, 1961) first presented the

Corporate Finances Case study Research Paper Example | Topics and Well Written Essays - 750 words

Corporate Finances Case study - Research Paper Example In this case, the business has to take some precautionary measures to cushion the business form such financial meltdown. In a business, it does not matter the amount of profit your company is making in a day, a month or quarterly, the most important thing to ensure is the continuity of the cash flow of the business. In this case a cash flow forecast is important and an integral part of any business successes. Without doing the forecast, one is destined to have problems in paying suppliers as well as meeting the basic business financial obligation and this will results into failure of the business to operate (Ross, & Westerfield, 1996). In this regard based on the information of the cash flow of the business, there are several options open for the business to evade the financial crisis. There are several ways of mitigating on a looming cash flow crisis; these are considered depending on the analysis of the business performance and cash flow. In the case of Manson the following are considered; The mainstream sources of cash flow are the revenues collected from sales of the business products. Mason Corporation must then ensure that they constantly meet the projection of the sales to ensure collection of sufficient cash (Ross, & Westerfield, 1996). Money borrowed to make up for a looming financial problems associated with poor cash flow are not always the best option. The business should ensure that the sales targets are met and that there is no viable market that is left unattended to. For instance, if a business has the potential of making sales of up to $ 2 million and manages only $1million, this will imply that the business will be short of the $ 1 million untapped. This always makes businesses to opt for other sources of income to meet their financial obligation, which are paid at extra cost. Mason should thus endeavor to rationalized its credit policy and significant reduce the debtors. Mason

Planning and Implementation of Mega-urban Projects Essay

Planning and Implementation of Mega-urban Projects - Essay Example Another aspect of these mega urban projects is the fact that the built environment needs to be based on the social systems and structures in such a way that the economy, culture, and social factors become evident through the arrangement of the landscape. This is what Soja describes as the â€Å"socio-spatial dialectics† These four major factors come together to define the capitalist and socio-spatial elements of a given mega urban project. This is because these indicators provide the basis for evaluating urban development project. This paper examines three urban mega projects in the United Kingdom, Germany, and South Korea. The paper examines the key elements of these three project in relation to the concepts and ideas of urban megaprojects. In arriving at this end, the paper will compare differences and similarities between the base projects. In this process, the paper will examine the trends in urban megaprojects. Liverpool ONE is a major urban development project that was conducted to boost the competitiveness of one of the UK's cities. It involved a total of about  £1 billion in expenditure and it sought to redevelop 42 acres of Liverpool into a retail-oriented zone (Grosvenor, 2007). The project was completed in 2008 and it made that zone of Liverpool one of the top five retail centers in the UK. The Potsdamer Platz in Germany is one of the key areas of Berlin and lies just a kilometer away from the famous Brandenburg Gate and has the German Parliament [Reichstag] just over twenty kilometers away (Weitz, 2007). This makes the region a very sensitive cultural and public section of Germany. The area came under intense Allied bombardment during World War II and it became a buffer zone during the Soviet Occupation (Weitz, 2007). However, after German reunification in the late 1980s, the Potsdamer Platz has gone through a lot of change processes.  

Incident of Morales video Assignment Example | Topics and Well Written Essays - 750 words

Incident of Morales video - Assignment Example When Phaust’s management is confronted by the ethical issues involved in hiring a critical person from the rival business the person in charge Chuck replies that Fred is under no non-disclosure agreement with Chemitoil. The ethical implications of such a decision are clear and should be avoided as far as possible. In a similar manner the management at Phaust finds out that Chemitoil is about to release a new paint remover known as â€Å"Easy Strip† so they decide to brand their own product as â€Å"Strip Teasy† which sounds similar to the original product’s name. The contention is to promote sales by blurring out the customer’s brand distinction so that customers going for Chemitoil’s product may accidentally buy Phaust’s product too. This is an ethically repugnant method to boost sales and represents an ethical dilemma even if the legal department allow it. Once the plant was cleared for construction, it was situated in Mexico in orde r to take clear advantage of the more lax environmental laws. The implementation of less stringent environmental laws would allow Phaust to construct the plant at a far lower cost than the cost of construction in the United States. While this would benefit Phaust in the short and long run but such a decision would be very detrimental to the interests of many stakeholders in Mexico such as labour unions, people living in the adjacent localities, workers working at the plant amongst others. It was Phaust’s ethical responsibility to evaluate its decision and to match up salaries, environmental protection and the like before creating a plant in Mexico because ethical constraints demand as such. As the construction of the plant proceeds the construction team is faced with the decision of lining the evaporating ponds in order to discourage the infiltration of hazardous substances to drinking water nearby. There are no environmental protection laws in Mexico to supplant or require s uch a commitment but it was the ethical responsibility of the construction team to ensure that the local drinking water supply was not affected by their actions. Failure to comply with ethical standards in order to curb costs reflects on the low ethical standards employed at Phaust. Moreover Phaust is represented as possessing a culture of speed over safety. Though upper management might feel that this stratagem would promote efficacy and reduce waste but the implications are opposite to the desired effects. The promotion of speed forced Fred to design a conventional plant using conventional design pressures and temperatures. Forcing the design team beyond their means in order to save time was an unethical violation of norms at Phaust. This in turn forced the construction and design teams to work up a design that was not up to the job as the new product from Chemitoil was analysed. The construction phase of the plant was filled up with unethical conduct as well. The procurement of e xpensive control systems from a person related to the higher management at Phaus is a clear violation of the code of ethics for engineering procurement. Utilising the money in one such section would drain the construction in other places and the video shows this clearly as it proceeds. Similarly the uncalled for budget cuts across the board were uncalled for and unethical to say the least as not formal assessments or evaluations were undertaken to determine the amount of cuts required. The removal of

The United States from the World War II as the Strongest Economy in Research Paper

The United States from the World War II as the Strongest Economy in the World - Research Paper Example Each of the countries which signed their allegiance to the Bretton Woods indicates its recognition of four important factors. This uniformity becomes the cornerstone and the main factor which holds the international economy together. First, all the nations involved recognize and agree that â€Å"the interwar period had conclusively demonstrated the disadvantages of unrestrained flexibility of exchange rates† (Cohen 4). It can be recalled that the Great Depression in the 1930s has become a grim reminder of how floating exchange rates discourages trade and investment while increasing the risk of destabilization and competitive depreciation. On the other hand, architects of the Bretton Woods are also reluctant in adopting a permanently fixed exchange rate like the 19th-century gold standard. Thus, avoiding both maxims, delegates agree on a â€Å"pegged rate† or â€Å"adjustable peg† currency regime or a par value system (Cohen 5). Thus, each country is obligated to choose a par value in their national currency and intervene in order to maintain the exchange rate within 1% above or below the preset rate. Secondly, all nations hold that â€Å"if exchange rates were not to float freely, states would also require assurance of an adequate supply of monetary reserves (Cohen 6).† The financial hegemony held by the United States during the period significantly affected the final decision: â€Å"a system of subscriptions and quotas embedded in the IMF, which itself was to be no more than a fixed pool of national currencies and gold subscribed by each country†.

Origin and Evolution of Birds Paper Assignment Example | Topics and Well Written Essays - 2750 words

Origin and Evolution of Birds Paper - Assignment Example The paper tells that in the recent years, with enhancement in scientific development, much has been able to be got related to the origin and evolution of birds. With the help of techniques like computerized carbon dating and the rest, the origin of birds could be able to be pinpointed and much of the changes that took place in evolution place in a certain time. Since every species ought to survive in a given environment, a number of adaptation changes are adopted. Often, some of these adaptations result into serious and minor changes in the physical nature of the given species resulting in evolution. Evolution essentially is the gradual change of a species from the original to a different version. Birds too were not left behind in the evolution process. Survivals always a key feature in the maintenance of a given species. For any species to survive, means they had first to acquire the basic want like food and security. Birds for instance migrate to distance lands in search of food an d a reproduction place. In terms of security, birds that were preyed on by land animals might have found a way to fly to escape such predators. Often evolutions come as a means to overcome daily challenges in life. Over millions of years back, it has been researched that birds were the ancestors of dinosaurs called theropods. One of the most efficient survival strategies was migration. Migration was a complex task, yet most species created their own migration strategies for survival. Some species would migrate for a short distance and some would take long distances seeking for suitable environment (Feduccia 2). Thus, for species which needed long distance migration had their own specialized strategies. From this concept, we can think about the evolutionary origin of birds and their similarities to reptiles. For survival, reptiles had to go to a higher place in search for food, so they had the power to fly. Therefore, birds developed their wings, and later on they developed feathers. Birds have move power at flying than reptiles now. Bird flight origin is an immense issue in avian biology plus in the overall evolutionary theory. Often, many scientists have pointed to the fossilized Archaeopteryx specimens as evidence to the existence of a transitional vertebrate which developed during the evolution of birds from reptilian dinosaurs (Feduccia 18). Often, most birds do fly, therefore distinguishing them from the other vertebrate classes. Hence, flight is the chief means of locomotion in many bird species and can be for feeding, breeding, feeding, and escape plus predator avoidance. Birds have many adaptations for flight. These include having a lightweight skeleton, the pectorals (which accounts for 15% of the total mass of the bird), two large flight muscles, and the supracoracoideus.  Often, the wing size and shape determine a given bird’s species flight type (Feduccia 26). Often, many bird’s combine power and the flapping of their wings to fly, and once on air, flap less extensively to save on energy. It is estimated that about 60 bird species that are extant are flightless as were the case of many extinct birds (Miller, Vandome & McBrewster 234). Flight is hence seen as a very serious adaptation process in the evolution of birds that have enabled them to survive time. It has been found out that flightlessness sometimes arises in birds located in isolated islands,

The United States from the World War II as the Strongest Economy in Research Paper

The United States from the World War II as the Strongest Economy in the World - Research Paper Example Each of the countries which signed their allegiance to the Bretton Woods indicates its recognition of four important factors. This uniformity becomes the cornerstone and the main factor which holds the international economy together. First, all the nations involved recognize and agree that â€Å"the interwar period had conclusively demonstrated the disadvantages of unrestrained flexibility of exchange rates† (Cohen 4). It can be recalled that the Great Depression in the 1930s has become a grim reminder of how floating exchange rates discourages trade and investment while increasing the risk of destabilization and competitive depreciation. On the other hand, architects of the Bretton Woods are also reluctant in adopting a permanently fixed exchange rate like the 19th-century gold standard. Thus, avoiding both maxims, delegates agree on a â€Å"pegged rate† or â€Å"adjustable peg† currency regime or a par value system (Cohen 5). Thus, each country is obligated to choose a par value in their national currency and intervene in order to maintain the exchange rate within 1% above or below the preset rate. Secondly, all nations hold that â€Å"if exchange rates were not to float freely, states would also require assurance of an adequate supply of monetary reserves (Cohen 6).† The financial hegemony held by the United States during the period significantly affected the final decision: â€Å"a system of subscriptions and quotas embedded in the IMF, which itself was to be no more than a fixed pool of national currencies and gold subscribed by each country†.

Challenges and Contributions of Feminism to Organizational Theories Term Paper

Challenges and Contributions of Feminism to Organizational Theories - Term Paper Example Additionally, feminism must be seen as something that creates a totally different way of looking at the genders in that women are not inferior beings. Consequently, feminism challenges old assumptions about the sexes. Feminism can be treated in a number of ways. In certain circumstances, it may be seen as something that is a union of ideologies. This is because unlike many other beliefs, it can be the incorporation of both intellectual as well as social movements. Many experts have argued that feminism lacks objectivity and as such may not be regarded as a whole genus. However, this is beside the point; many other philosophies grew out of a postulation by a certain individual or expert. However, in the case of feminism, the idea grew out of the experiences and times of women. Consequently, one cannot be called a feminist if they do not demonstrate any sort of commitment to activism. Feminism must be a combination of ideology, philosophy, and activism. In other situations, feminism may be treated as a historical aspect. However, today, feminism in the UK and other western countries may be regarded as the fight against institutionalized prejudices against the genders within organizations. In other words, feminism may have changed substantially over the years but all these historical moments have certain things in common; the commitment to reinforcing equality of the sexes. It should be noted that feminism should not be regarded as an ideology that attempts to eliminate men or women out of positions of power. Consequently, one must be able to recognize the fact that feminism understands the differences between men and women but seeks to look for ways in which these two genders can co-exist in harmony.

Organisations and People Management Report Nationwide Building Society

Organisations and People Management Report Nationwide Building Society Nationwide is Worlds largest Building Society and one of the major players in the U.K. banking sector. Having one of the seven group members as an employee of Nationwide Building Society, this management report has been developed to critically evaluate certain aspects of Nationwide. In this report, we have wished to brief our readers about Nationwides business strategy, structure, culture, management and leadership. This will be followed by a conclusion of the groups review about the chosen organization and finally certain recommendations will be made. Index Contents Page 1. Introduction a. Terms of reference 3 b. Background 3 2. Methods a. Data collection methods 4 b. Issues and challenges 4 c. Analysis 4 3. Results a. Overview of corporate strategy business goals 5 b. Explanation of organisational structure 8 c. Analysis of organisational culture 11 d. Critical evaluation of Management Leadership practices 14 4. To end with a. SWOT analysis 17 b. Recommendations 18 c. Conclusions 18 5. References 20 6. Appendix-1 22 7. Appendix-2 23 8. Appendix-3 24 Organisations People Management Report Introduction Terms of reference: This report aims at providing an overview of Nationwide Building Society and critically evaluates its business strategy, structure, culture, leadership and management. The findings shall present some key features of the organization. Some recommendations provided at the end shall help the management of Nationwide to improve certain practices. Background: Nationwide Building Society, started its journey back in 1946 as carrying the name Provident Union Building Society in Ramsbury, Wiltshire, in 1848 it moved in Northampton as the Northampton Town and Country Freehold Land Society and finally in London as Co-operative Permanent Building society in 1884. Thriving on well-over 160 years glorious history and over hundred mergers, it has become the third largest mortgage provider and second largest savings provider in the UK. More significantly, Nationwide is the largest building society in the world (History (Nationwide Building Society, 2010)). Today Nationwides portfolio consists of over fourteen million customers, total assets over  £200 billion and over 900 outlets countrywide. Being the largest building society in the world (Corporate Responsibility report, 2008/09) Nationwide also thrives with its mutual heritage which made the enterprise unique among other financial industries in the marketplace. The CEO, Graham Beale described Nationwide Building Society in the following way in Corporate Responsibility report (2008/09, p.2): Being a building society makes us fundamentally different from the big banks we compete with. We dont have shareholders, we are owned by our members. So you set our agenda. Methods Data collection methods: To make this venture less difficult, we had an early start with regular group meetings every Wednesday 4pm at room M5 or Main Arts building. Minutes for each meet were maintained. In-depth qualitative and few quantitative data were obtained through a personal interview with a senior Branch Manager, personal observation (and one of our group members personal experiences as a nationwide employee), internet and company publications. Theory and ideas were culled from several books, journals and websites. Issues and challenges: This report is the product of combined efforts of all our hearts and minds and has been framed within a month. Due to limited time and fund, we could gain access to mostly branch level information. After a struggle for appointment, we had been able to explore Nationwide through a senior Branch Manager at local branch. No sensitive questions were asked and no rules were violated during the research process. Analysis: A pure qualitative analysis has been made with a combination of exploratory and descriptive approach using the following process suggested by Saunders et al (2009, p. 489-490) Summarizing : condensation of meanings Categorization : grouping of meanings Structuring: Ordering of meanings using narrative. Results Missions: To describe companys mission large companies publish a statement called mission statement which comprises of organisations purpose and general direction that they are going to follow, its guiding values, principals and goals (Lynch, 2000). Adcock et al. (1995, p.298) provide a comprehensive description on business organisations mission statement which as follows: A mission statement indicates how that organisation intends to fulfil main business objectives while recognising the legitimate interests of other stakeholders such as customers, employees, suppliers, and the communities in which the organisation operates. Hence the mission statement carries a significant value for the organisation in terms of companys business, service, and goals; it has to be dynamic, transparent and easy to understand by all classes of stakeholders, otherwise it could create a confusion among colleagues and customers alike (Trapp, 1999). In light of above argument Nationwides mission statement is below: As a UK based mutual we exist solely for the benefit of our members. We help them and their families meet their financial needs in a sustainable, responsible and secure way as we have done since 1846, in a manner that is open, honest, and fair. (Corporate Responsibility report, 2008/09, p4) Since a financial organisation, Nationwide clearly visualizes its mission by aforementioned statement; which is dynamic, transparent and easily understandable to all; especially about its history (1846), organisation structure (mutual), services (financial needs), qualities (sustainable, responsible and secure), accountability (members) and business strategy (open, honest and fair) and goal (meeting customers financial needs). Nationwides intention is not only generating asset and profit from the business, but also sharing its profit and providing world class financial services to better off its customers in an open, honest, fair and amicable atmosphere; where customers feel valued and secured to conduct their financial businesses. Goals: Mullins (2002, p126) describes the goals of an organisation are the reason for its existence. The activities of the organisation are directed to the attainment of its goals. A goal is a future expectation, some desired future state. It is something the organisation is striving to accomplish. Goals can be described number of ways; such as, the overall purposes of an organisation, the execution of specific requirements, and so on. The core difference between functions and goals of an organisation is, goals are more specific and they are determined by the inputs and outputs of that organisation. Goals can also be named as objectives that every organisation tends to achieve (Mullins, 2002). Goals create a number of functions for the organisation to accomplish. Such as firstly, goals provide a certain standard in organisational structure which help the staff-members to figure out the way of performing their necessary activities, and also help the management to find out the right direction of planning and decision-making towards success. Secondly, goals help to determine the technology that will be compatible with organisations structure to perform all activities securely and smoothly. Thirdly, goals can help reward systems to motivate and drive staff-members of the organisation to accomplish their individual and group tasks. Finally, goals can represent the organisation to the external clients; can evaluate the organisation for further improvement (products and services); also can help to set objectives as well as policies for the organisation (Kast and Rosenzweig, 1985). Being a financial organisation, Nationwide sets up its corporate goals on annual basis (April to following years March). Every year they run a seminar, called Employee Corporate Cascade to indicate corporate plans and goals. According to Employee Corporate Cascade conference presentation (2010) Nationwide declared its business goals based on customer, market positioning, income, profitability, efficiency, capital and liquidity which are as follows: Becoming number-one in customer service satisfaction position; Keeping position on as third largest mortgage and savings provider, obtaining 10% of main current account and 5% of other products provider in the whole UK retail banking market and generating profit contribution of  £50m+ for each business line; Generating Non-margin profit by 50%; Raising  £1bn+ profit in year 2010/11; Gaining cost income ratio 49%; Maintaining core tier1 (a regulation implemented by Bank for International Settlements on banks capital adequacy requirement to continue its business) solvency ratio of 12% or more. Comply with Individual Liquidity Guidance. Above goals are clearly drawing a sketch on Nationwides future and desired expectations; which will assist the management to frame out proper business strategies towards achieving its goals. Business strategy: According to Huczynski and Buchanan (2007, p 524), the direction in which an organisation moves is influenced by the decisions that are made about its strategy. Business strategy is a part of the corporate strategy of the company which related to companys business divisions. Tilles (1969) discuses the importance of having an explicit business strategy to expand the company, he explains without having a certain strategy it is difficult to integrate co-ordinated action with industrial effort. In addition, there are number of other good reasons for company to have an explicit business strategy. Firstly, for making people to or-ordinate each-other to achieve goals with mutual effort; secondly, for changing companys environmental conditions (Mullins, 2002). Without a proper business strategy the company runs like a ship without a captain; nobody knows where to go and what to do. In that situation members of the company may start working cross-purposes; top management may not be able to communicate with lower management who is suppose to drive the employees to set up their target towards the goal. If company continues in absence of a proper business strategy, the survival of that company may be in question. However creative effort is necessary to create a strategy; moreover, to make a strategy successful it may require adapting different methods in behaviour as well as basic change in the way of interactions among managers (Johnson and Scholes, 1998). Being the largest building society in the world, Nationwide is always well ahead with its business strategy which is one of the main instruments of its ongoing glorious success. Nationwides vision is to plan ahead for longer period rather than shorter term, because in short period of time the implementation of new strategy may not acquire proper success. However, Nationwides managers follow a flexible attitude in their business strategy; as they may amend the strategy if necessary. According to Corporate Responsibility report, 2008/09, in September 2009, Nationwide has set up its three years business strategy which includes three core strands. Such as: becoming the full service provider (for, mortgages, lending, savings, consumer banking, insurance, investments, protection and wealth planning); becoming a challenger brand in the U.K. financial market; offering traditional mutual (member-oriented) delivery model in business. From above discussion, it is tangible that Nationwides business strategy is absolutely explicit about what they want to achieve; which helps managers and employees to plan towards its goals and acquiring the successes accordingly. Organisational Structure Various academic literatures have defined the term organizational structure in various ways: As a framework in which organizations achieve their goals or as a division of activities in an organization and how they can be coordinated. However despite these varying views, most cooperate organizations will agree that structures exits to maintain procedures. According to (Huczynski and Buchanan, 2007, p.446)the definition of a structure is a formal system of task and reporting relationship that control, coordinates and motivates employees so that they work together to achieve organizational goals. Mullins (2002, p.530) also defines it as the pattern of relationships among positions in the organization and among members of the organization. Structure makes possible the application of the process of management and creates a framework of order and command to which the activities of the organization can be planned, organized, directed and controlled. Martinsons and Martinsons (1994) say ther e are three types of organizational structure; Functional, Divisional and Matrix Organizational Structure, in which one of these structures is relevant to Nationwide. Functional Structure: This structure depends on groups functions that are present in an organization. This type of structure originates from the beaucratic structure. It is most affective when there is division of work in the organization. Whats more this kind of structure creates the environment for specialization which helps in the functional areas and which helps to smoothen the progress of synchronization among its members (Martinsons and Martinsons, 1994). Divisional Structure: It is adopted by firms when they want to broaden their business and spread their product line. Based upon its different product or market, the company divides into separate units. Pascale (1990) explains the company breaks upon its operations into manageable units or little companies, which then operates under a mechanistic structure. Matrix Structure: This employs both the functional and divisional type of structures allowing a downwards control of its functional departments and coordination of its department. Since its a hybrid of two structures, it has two lines of authority with employees reporting to two bosses. (Huczynski and Buchanan, 2007) Organizational structure helps in identifying the pattern of communication in an organization. The existence of a structure communicates the rules and regulations to the employees, as they are informed as to what is required of them in relation to their jobs. It also makes clear the rewards that are available to deserving employees, in terms of promotion etc. as well as elaborating the goals and objectives of the organization. Secondly, structures also identify authority and responsibilities associated with it by clarifying who makes the decision and who is accountable to whom. Decision making and information sharing is effectively carried out with the appropriate structures in place. When decisions are taken from top management, it is easily dropped down to the lower level management. In the same way the feedback from employees and lower levels easily get back to top management, which leads to job satisfaction. Finally, when the right organizational structure is implemented, it serves as a source of competitive advantage that can accrue economic efficiency and productivity for the organization. As rightly said by Drucker (1989, p.223) Good organization structure does not by itself produce good performance. But a poor organizational structure make good performance impossible, no matter how good individual managers may beà ¢Ã¢â€š ¬Ã‚ ¦.to improve organizational structure there for improve performance. Nationwide as an organization believes and recognizes the need to have a good structure to increase productivity and profitability. This is captured in Nationwide Chief Executives annual meeting report. There is no doubt that strong management and sound leadership really make a difference and are important qualities to get right in an executive team. Having the right structure in place to support the delivery of our corporate plan is critically important to our success (Corporate Responsibility Report, 2008/09). Please see Appendix-1 2 for full Organizational Structure Chart and current Management Structure of Nationwide. Nationwide is a mutual society, with its Headquarters in the U.K. It is one of the largest financial companies which deal with a number of profitable products with different customers. Nationwide as an organization implements the Functional form of structure. In this structure there are a number of boards of directors who play key role in the management of Nationwide, but do not interfere in the day to day activities of the society. They deal with major issues concerning Nationwide when it is deemed necessary. However, when it comes to the day to day running of Nationwide the Chief Executive is the one with such responsibility, he occupies the highest position in the hierarchy, with a number of executive directors who are accountable to him. They are, Chris Rhodes (Executive Director Group Product Marketing), Matthew Wyles (Executive Director Group Distribution), David Rigney (Executive Director Group Operations), Mark Remison (Executive Director Group Finance), Tony Prestedge (Executive Director Group Development) and Maxine Taylor (Divisional Director Corporate Affairs) (Management (Nationwide Building Society, 2010)). Beneath these departments are sub units, however attention will be given to the Executive Director and Group Distribution Department and its sub units, since the structure is the same for the various departments. This department has the Divisional Director who operates Branch Network, with assistance of the Regional Directors, Area Directors, District sales Managers and Branch Managers. All work at different levels of the hierarchy as represented by the organizational chart in Appendix-1. This enables Nationwide to assess how well these sub units perform; and if performance doesnt show satisfactory, managers can decide to take right approaches that need to be taken. Functions of key Departments: The Cooperate office headed by Maxine Taylor have the responsibilities of ensuring Nationwides vision, its strategy, goals, values and plans so that it workers can be motivated to give of their best performance. In its media relation and member engagements, it is charged with the responsibility of ensuring that the name and image of Nationwide is well managed in the media, as Nationwide is U.Ks largest building society. This department also manages the Nationwide Foundation charity for the community, as it is committed in making a difference to peoples life. Nationwides Group Finance and Risk with Mark Rennison as the Executive Director are keen to ensuring that their financial objectives are achieved within the set time frame. This they do by ensuring that the Society performs favorably in the financial market and also managing any risk that may arise. They also look out for opportunities such as partnership, merger, and acquisition by investigating the financial benefits before any corporate decisions are taken. Division of Labor and Communication: In Nationwide each department has its own policies to control its day to day activities, even though rules are regulated from the top of the hierarchy. This enables the various managers to take charge of their departments, with the subordinates in those departments accountable to them. This type of structure allows the different departments to function independently but then reports directly to the CEO. The structure also enhances the communication pattern in Nationwide by enabling the various departments at all levels to engage in decision making and problem solving process. Coordination: In Nationwide, each department has given the autonomy to carry out its activities. However, each director in his given department is responsible for coordinating these various activities in his/her department in order to be productive. Nationwide has the Group Product and Marketing Department headed by Chris Rhodes. This department has the sole responsibility of developing products that will add value and meet the needs and expectations of their customers; thus the department needs to coordinate the various activities of its sub units .i.e. Banking, Lending, Investment, Insurance, Business Strategy Marketing Division in a harmonious manner, to achieve its departmental goals.. Organizational Culture For all of the enterprises the organizational culture has been regarded as one of the core competitiveness of corporation. It plays an important role in the process of construction and development of enterprises. As a rising management concept, the organizational culture can determine and influence the behavior of their workforce, members and visitors. Distinctive ethos of enterprises which include the values, beliefs and various patterns of behavior that forms in a long-term development of corporation. It endows the enterprises with vital force which can be a basic element that makes corporation survive, develop and become stronger in the future. However, the meanings of organizational culture may very in different enterprises. Generally, organizational culture can be defined as the collection of relatively uniform and enduring values, beliefs, customs, traditions and practices; which are shared by an organizations members, learned by new recruits and transmitted from one generation of employees to the next (Huczynski and Buchanan, 2007, p. 623). Additionally, in Scheins (1985) Three Levels of Culture theory, the organizational culture can be considered from three levels which include the following steps: Surface manifestation of culture: The surface manifestation of culture is a visible form of culture which can be seen, heard or felt (Huczynski and Buchanan, 2007, p. 625). For instance, the visible form of culture can be regarded as the organizational structure, system, and procedure which can be a norm of organization to condition or influence the behavior of employees. As the most reachable aspect that can be observed by people, the surface manifestation of culture can also help enterprises to transmit a message to their members, visitors and customers by the operating direction, the societal image and the belief of the organization (Huczynski and Buchanan, 2007). In the case of Nationwide, the surface manifestation of culture can be reflected by their operating direction. Nationwide offers products and services including savings, current accounts, loans, mortgages, insurance and so on, which belongs to banking and financial services culture. Moreover, being a mutual organization, Nationwide has its particular corporate banking and financial culture which has been reflected in its aforementioned mission statement. Therefore, the core element which makes Nationwide quite different from any other banking organizations is the meaning of the members. The meaning of members can be explained as that once a person opens an account, he or she becomes the member of Nationwide. Hence Nationwide always considers its customers first due to its mutuality model because Nationwide does not have any shareholder and is oriented by its members. Therefore the goal of its operation is to generate profit and share that profit among the members offering world-class service, cheaper rate on borrowing, more return in investment and so on. According to the chart-1, it is tangible that Nationwides culture based on its CR strategy which comprises of four core elements. Such as, first: improving customers financial capability and become a responsible lender; second: supporting, helping and encouraging members in housing; third: implementing ethical choice in business to save environment, in particular reducing carbon foo tprint; fourth: engaging employees and members to support communities. Chart-1: Nationwides Corporate Responsibility Strategy The corporate values: The corporate values are the core of enterprise culture. It can be defined as operating philosophies or principles that guide enterprises internal conducts as well as its relationship with the external world. Core values are often shown in the mission statement. Based on Scheins (1985) three levels of culture, organizational values have been deemed as the second level which comprises of all sorts of public advocacy values; including mission, purpose, behaviors and standards which support the surface manifestation level. In addition, Peters and Waterman (1982) pointed out that values always combine with enterprise success and many relevant important elements which are staffs, skills, style and strategy. At the same time, values are offered a general direction for all the staffs and affect their behaviors. At Nationwide, one of the specific features is its mutuality. A mutual organization is based on the principle of mutuality. Unlike the co-operative society, members in mutual organization usually do not contribute any fund to the corporate directly; nevertheless the members derive their rights towards profits. Over 160 years of development, Nationwide has become a powerful society. Due to modern mutuality, it forms its unique traditional values to the customers. Banks pay back millions to their shareholders, where as Nationwide shares millions with its customers. Nationwide operates its strong organizational culture called Putting customers first which is based on five distinct values (Corporate Responsibility Report, 2008/09): Open: The Company is an inclusive organization membership that is open to all, and all of their members have a say in how the company run. Nationwide arranges the annual general meeting (AGM) every year which ask for members to take part to express their opinion. Each member can do this by voting on a series of issues. Fair: Nationwide treats customers fairly by offering better rewards those who entrust company with more of their businesses. Responsible: Nationwides business model is low risk, stable and sustainable. They safeguard customers money and data at all times. Unlike traditional business model of investment banks, Nationwide pursuits of low risk and stable in the process of development. Committed: Going the extra mile and taking level best care of customers are traditions of Nationwide. Nationwide always keep its promises, In Corporate Responsibility Report 2008/09, CEO, Graham Beale mentioned we say what we are going to do and then do it. Adult to adult: Nationwide believe in adult relationships. They dont patronize, rather they treat people as equal. Due to the modern mutual with values, customers are also owners who always reserve some special rights, notably the voting right. These are rights that people dont have if they are only customers of other ordinary bank. Customers in Nationwide have the opportunity to assist shaping how Nationwide to run. Each customer can observe whether Nationwide is treating customers equally and offers fairness, low risk, stability, sustainability in its products and services. The core value is obviously that putting customers first in Nationwide. Organizational Management Business Dictionary (2010) defines Management as Organization and coordination of the activities of an enterprise in accordance with certain policies and in achievement of clearly defined objectives. It includes the functions of POSDCORB (Planning, Organizing, Staffing, Directing, Co-ordinating, Reporting and Budgeting) and also managing the organizational culture and structure discussed previously. Often seen as one of the factor of production, the approach to management adopted differs with the size and function of the organization. Except the military and a few government and private bodies, most companies today are following the modern approach to management due to the various drawbacks of traditional management style like strict result orientation, use of fear force to get the work done, no care or importance given to employees interests, well-being and so on. Now the companies understand that the basic function of management of any service organization like a bank revolves rou nd the well being of the human resources both the officers and workmen staff  working within. (Sen Gupta, 2009) Banking is one of the most prominent among the 12 services classified under the services definition of GATS (General Agreement on Trade of Services). Nationwide certainly has a good hand over banking and being a large sized Building Society, its day-to-day management is primarily in the hands of the senior management team along with a large number of committees all under the power of the Board of Directors. The policies formulated by this Board of directors are implemented by the Chief Executive. With Centralized decision making in place, Nationwide takes good care of its employees and makes sure that they retain the best ones permanently. (Read Bolton and Gold, 1995, Career management at Nationwide Building Society using a soft systems approach.) Simple motivational techniques like praising the employees for the job saying well done; providing training when the performance is not satisfactory; offering good working conditions and facilities; running employee welfare programs; sendin g  £30 as Christmas surprise gift to every employee; and even a simple thank you makes a considerable difference in their performance. Another factor influencing the performance of a building society is market competition which has intensified over time especially in terms of savings and mortgages. Snape, et al. (1993) suggested the integration of business strategy and human resource strategy as a solution to this problem. They also mentioned that a more dynamic market, with a stronger emphasis on sales performance, placed new demands on employees, and many societies responded by espousing the ideals of human resource management. Bartel (2000) in her study confirms that Human resource management related actions have the potential to improve branch level performance in banking industry, but concludes by saying that even though all managers in a bank are given a formal set of human resource policies, they appear to have considerable discretion in their application. A lot of organizational performance also depends on the type of leader; his practices and they way groups are made and function. Groups in Nationwide: According to Nationwide Corporate Responsibility Report, 2008-09, Nationwide is classified into a large number of groups ranging from Branch Network, Intermediary Sales and Corporate Accounts, Business Planning and Research, Internet Channels, Telephone Channels, Channel Integration, Integration and Operations, Regional Brands and Regional Brands Branch Network. The Product and Marketing Division works in close liaison with these teams to build a high performance culture as the teams pull out all the stops to deliver an outstanding customer experience. These teams work in isolation towards achieving vital synergies that lead to significant reduction in their costs and improvement in sales performance. Leadership Business Dictionary (2010) def