Hinduism and Christianity Free Essays

string(53) approach to live with at least hurt to other beings. There are many known religions of the world and every one of them have their own uniqueness about them. A few people are naturally introduced to their strict confidence and some are changes over to their point of view religion. I have picked Hinduism to investigate with my religion Christianity. We will compose a custom exposition test on Hinduism and Christianity or on the other hand any comparative subject just for you Request Now I saw Hinduism as an intriguing religion to explore in view of the legends about symbol adore and the Hindu spot of love, the sanctuary. Through my examination of references, material, a meeting, an eye to eye visit, and regular information I will pass on the history, give a diagram, and explain a portion of the legends of Hinduism and Christianity. The two religions have a few contrasts yet they likewise have a few shared characteristics among them. Hinduism and Christianity are particularly various religions; be that as it may, they do gangs a few similitudes between them, for example, God the Holy Trinity, The Holy Book, and various sections inside the religion. [Well created introduction] Hinduism is perhaps the most seasoned religion, starting more than 6,000 years prior in India, of the world and one of which that doesn't have nobody organizer. The root expression of Hinduism, Hindu, got from the name of River Indus. This stream courses through the northern area of India and in early occasions the waterway was called Sindhu. The Persians that relocated to India considered the waterway the Hindu, the land Hindustan, its occupants Hindus. The religion before long followed and came to be known as Hinduism. Hinduism is both monotheistic and henotheistic or having confidence in just a single God. â€Å"Hindus all have faith in one Supreme God who made the universe. He is all-unavoidable. He made numerous Gods, profoundly propelled otherworldly creatures, to be His helpers† (Kauai’s Hindu Monastery, 2007). There is a misguided judgment that Hindus are admirers of icon Gods; this confusion originates from absence of information and comprehension. Hindus venerate the Supreme Being, God, however through various names. This was done because of the individuals of prior India having various dialects and societies. They came to comprehend the one God in their own unmistakable manner. So there came to be three portrayals of God or Brahman and they are: Brahma-the Creator, Vishnu-the Sustainer, and Siva or Shiva-the Destroyer. These Gods can be alluded to as 3-in-1 or the Trinity and they all have a large number of profound creatures which are an impression of the one God. From these Gods emerged four categories or factions of Hinduism and they are Saivism, Vaishnavism, Shaktism, and Smartism. In Saivism the admirers are called Saivites and God is Siva; in Vaishnavism they are called Vaishnavites and Lord Vishu is God; in Shaktism admirers are called Shaktas and Goddess Shakti is Supreme; and Smartism they are called Smartas and all gods are seen and revered as the one God. In Hinduism it is accepted that when God made the universe that he supernaturally set up request and laws to manage His creation. God’s divine law in Hinduism is called dharma. Dharma is the inward soul of man or God inside the individual. Dharma assistants one to perceive what is ethically good and bad, disciplines, imparts great request, profound truth and development, and salvation. Dharma isn't just associated profoundly and strictly however it is related with man’s law too. As indicated by Paul Hacker, â€Å"†¦the whole domain of common law, criminal law, and state make imperial law structure some portion of dharma† (Hacker, P. , 2006, p. 483). Since we have divine law there must be something to help the law, so do Hindus have a Bible? Indeed, they do have a Bible. â€Å"Our â€Å"Bible† is known as the Veda. The Veda, which implies â€Å"wisdom,† is involved four antiquated and sacred writings which all Hindus respect as the uncovered expression of God† (Hacker, P. , 2006, p. 483). The Veda is the Hindu sacred book and it is involved four books, Rig, Yajur, Sama and Atharva, which incorporate more than 100,000 refrains (Hacker, P. , 2006, p. 483). Rebirth is another conviction of Hindus and the term carnate implies in the fragile living creature and resurrect intends to reappear the substance. â€Å"Yes, we accept the spirit is everlasting and takes birth on numerous occasions. Through this procedure, we have encounters, learn exercises, and advance profoundly. At long last we moved on from physical birth† (Kauai’s Hindu Monastery, 2007). The graduation from the physical birth is the aftereffect of developing in affection, insight, and information on God through after dharma. Hindus additionally accept that everything in nature is resurrected, nature’s life cycle, not simply the human spirit. The term Karma is utilized frequently in the American culture and it has come to imply that you are getting what you merit. Much of the time the American culture liken karma to be negative; implying that you have accomplished something awful or wrong and you are presently accepting its outcomes. Anyway Hindus take the entire range of karma positive and negative; great and awful. The Hindus take the importance and clarification of karma to be, â€Å"†¦the general rule of circumstances and logical results. Our activities, both great and terrible, return to us later on, helping us to gain from life’s exercises and become better people† (Kauai’s Hindu Monastery, 2007). In Hinduism every living animal are viewed as sacrosanct with an uncommon warmth toward the dairy animals. So the inquiry emerges, do Hindus revere the dairy animals? â€Å"Hindus don’t revere dairy animals. We regard, respect and worship the dairy animals. By respecting this delicate creature, who gives more than she takes, we respect all creatures† (Kauai’s Hindu Monastery, 2007). Bovines are known for yielding milk, its meat and its cover up and these things are utilized to deliver a huge number of ordinary items that we have become to love, need, and appreciate. Hindus put stock in peacefulness with respect to all types of life, along these lines, most Hindus are vegans. There aren’t laws that prohibit the utilization of meat yet through shrewdness Hindus figure out what they will place into their own body. Be that as it may, â€Å"Hindus show vegetarianism as an approach to live with at least hurt to different creatures. You read Hinduism and Christianity in class Papers But in today’s world not all Hindus are vegetarians† (Kauai’s Hindu Monastery, 2007). It is entirely expected to see Hindus wearing a red spot on the center of their temple and a great many people will distinguish Indians, local of India, with wearing the speck. The importance of the wearing of the dab, â€Å"†¦is a strict image. It speaks to divine sight and shows that one is a Hindu. For ladies, it is additionally a wonder mark† (Kauai’s Hindu Monastery, 2007). This spot is known as a bindi and many, numerous years back the two people wore a bindi yet today it is generally normal for ladies to reliably wear them. At last the Hindus have a rank framework which comprises of various levels inside the Indian culture. â€Å"Caste is the inherited divisions of Indian culture dependent on occupation. The least class, considered untouchables, experience the ill effects of separation and abuse. It is unlawful in India to oppress, misuse or affront anybody based on caste† (Kauai’s Hindu Monastery, 2007). The position framework is separated into four classifications or varnas. The varnas are included the laborer, representative, general, and minister. The convictions and lessons of Hinduism are the faith in one God with various names; there is just a single Supreme God or Brahman however He has numerous reflections. Hindus accept the celestial law or dharma and the heavenly books of Veda are utilized to help the law. They likewise accept the spirit is eternal and birth happens commonly also called rebirth. Hindus are firm professors in karma and that your past words, deeds, or activities will come back to you later on. They see every single living animal as consecrated yet they worship the cow as an image for every living animal. Hindus are educated to be non-hurting toward any living being. The instructing of vegetarianism is educated to limit hurt toward different creatures. Despite the fact that it is instructed vegetarianism isn't polished by all Hindus. There is one unmistakable strict image that is worn on the temple by certain Hindus called a bindi, a red dab, and it is generally worn by the Hindu ladies. There are four classes of individuals which are known as the standing framework in the Indian Society. Hinduism is an exceptionally one of a kind religion and it is fundamentally the same as different religions, be that as it may, without an away from of Hinduism one may misjudge and transfer wrong data about the religion. Knowing the convictions and lessons with the thinking behind them gives an away from of Hinduism. The Hindu sanctuary I decided to visit is in Riverdale, Georgia which is found around 15 miles south of downtown Atlanta. The sanctuary is formed in structure with a grand appearance; it is white in shading and it arranged on of a slope. The sanctuary grants access to anybody as long as you comply with the standards. One of the standards is to take off your shoes before entering the sanctuary. This is certainly not a strict practice yet social, Indians do this since it is filthy outside and it is spotless inside, along these lines shoes ought to be expelled before entering a sanctuary or home. Another standard is there are to be no boisterous clamors since this is a period of love. Inside the sanctuary there are sanctums arranged around the sanctuary with the different gods inside them. The cleric remains at the passage of the sanctum of the fundamental God Lord Vishnu and the admirers stroll around to the various gods presenting their petitions. There is no set request for mass love however it is up to the person regarding what petitions they will submit and to what god. After touri

The Importance of Punctuality in the Military Essay Example For Students

The Importance of Punctuality in the Military Essay Reliability is the attribute of having the option to finish a necessary undertaking or satisfy an ethical obligation previously or at a formerly assigned time. There is regularly an understanding that a modest quantity of delay is satisfactory; usually ten or fifteen minutes in Western societies. In certain societies, for example, Japanese society, or in the military there fundamentally is no recompense. A few societies have an implicit understanding that real cutoff times are not quite the same as expressed cutoff times; for instance, it might be comprehended in a specific culture that individuals will turn up an hour later than promoted. For this situation, since everybody comprehends that a 9am gathering will really begin around 10am, nobody is burdened when everybody turns up at 10am. In societies which esteem promptness, being late is commensurate to demonstrating affront for anothers time and might be viewed as annoying. In such cases, dependability might be implemented by social punishments, for instance by barring low-status tenderfoots from gatherings altogether. Promptness, time esteem and lining hypothesis In numerous circumstances the necessity for dependability is topsy-turvy. Being at the ideal spot at the ideal time for any individual from the Army is very basic to the protection of the whole United States of America. This is a direct result of this that being on time is amazingly significant. Steadfastness, responsibility, consistency and control are on the whole vitally identified with being on schedule. Besides, instantaneousness additionally shows that the individual Soldier reaches skyward and has their needs straight. In any case, being the place one should be at the delegated time will consistently be one of the most significant parts of being a Soldier. This is the reason inability to be on time seriously impedes mission ability and preparation, yet additionally can no ifs, ands or buts cost superfluous death toll. Realize that it is essential for those in the Armed Forces are held to a better quality. While reliability remains and consistently will, a very essential part of military bearing and order. It has direct connection to soldierly appearance, battle status, crucial, and basically every feature of Military life and duty. One can't put enough accentuation on the fact that it is so essential to be reliably on schedule. For example; a warrior is late or maybe doesn't report at all to a spot at the time requested. That viably bargains and reduces the proficiency of which the assignment is to be finished. In an extraordinary case a fighter not being on time to mitigate the present watchmen post would cause the battle viability and availability of the unrelieved watchman to be extraordinarily diminished. This would be brought about by weakness, or absence of provisions, and so forth. Thus the gatekeeper post could be undermined and the security of the zone or Forward Operating Base could be penetrated. These things do happen, be that as it may, they can without a doubt be stayed away from by just, indeed, being on schedule.

Setting up a Job Rotation Program in Your Company

Setting up a Job Rotation Program in Your Company Today’s workers are constantly looking for something refreshing and new. This thirst for new challenges has posed a problem for many employers, who must learn new ways to train and maintain employee motivation at high levels.One of the strategies employers are utilizing is job rotation. It’s a strategy used to keep employees challenged and motivated, as well as to provide tangible benefits to the organization. © Shutterstock.com | BoBaa22In this guide, we’ll look at job rotational programs and explain how they operate. We outline the benefits to both the employer and the employee, before setting out a three-step plan for implementing the strategy in your organization. Finally, we’ll also discuss some of the pitfalls of this strategy.WHAT IS A JOB ROTATIONAL PROGRAM?Job rotational program refers to a human resources (HR) strategy, in which organizations move around employees from one job to another.Under the program, the employee will work in different positions within the organization, instead of spending all their time in a single position. In certain situations, it can even help identify the best people for specific positions, as you are testing employees’ skills in different roles.Job rotation is typically done either within a department or a team, but there are occasions it can also be done within the entire organization. In these cases, the switch can take place between departm ents. This can depend largely on the type of organization in question, as well as the roles part of the program.Job rotational programs are used to identify, assess and develop the organizations talent readiness. In essence, job rotation serves two specific purposes:It nurtures future talent: Provides the top talent within the organization a broader experience, which can be beneficial in future roles. For example, in terms of management skill development.It cross-trains employees: The employees gain better understanding of the different roles and the ‘big picture’, which can help understand how the organization operates. The deeper understanding can improve the employee’s ability to work in their regular job position.The program is therefore efficient in preparing the organization for future challenges. It can strengthen the position of the organization in the face of uncertainty, whether it is arising from within the organization or outside of it.Job rotational programs typic ally run within specific time intervals. The length of the program can vary from business to business. The minimum length generally falls around a week, with the top length programs running for a few months.The program is suitable for all types of organizations operating in different industries. Susan Hearthfield, a HR consultant, said in a Cornerstone interview, “I can’t think of a single industry that wouldn’t benefit from job rotation”. She continued by stating, “It helps employees spread their wings and extend their boundaries”.[slideshare id=37471731doc=implementajobrotationprogramtoengageanddeveloptheworkforce-140729141246-phpapp01w=640h=330]Let’s next turn our attention to these benefits in more detail.WHAT ARE THE BENEFITS OF JOB ROTATION?Job rotation provides a number of benefits to both employees and the employer. Since the advantages on offer are available for both, job rotational program can be much easier to implement in an effortless manner.Advantages for the employeeThe main benefits for employees centre on motivation and knowledge development. A job rotational program can:Increase employee’s job motivation. The tasks differ and the employee is able to try new things as part of the job. This can make a workday much more interesting, as well as challenging, since no workday will be alike.Enhance the employee’s understanding of his or her personal interests and talents. They can find out where their true passion lies and discover new skills they didn’t know they had. This can improve their ability to perform different tasks and increase motivation to learn. The discovery of interests and talents can be especially beneficial among younger employees, who still lack the experience of the work world.Provide better networking opportunities within the organization. As the employee moves from a team to another or a department to another, they are able to make connections, which can be important in terms of future career opportunities. Boost knowledge and performance of the employee. Working in different jobs is a great way to gain more knowledge and in turn, boost performance in the required jobs. The need to adapt to new situations and to acquire new skills quickly will also improve problem-solving skills.Advantages for the employerBut job rotation isn’t just about improving employee motivation and satisfaction. There are tangible advantages for the organization as well. The program can help the employer:Decrease attrition rate. As the employees feel more satisfied and motivated with their job, the attrition rate, or the employee turnover, will drop as a result.Notice improved productivity. Employee satisfaction, as well as the increase in employee knowledge and skill set, can also help drive up the organizations overall productivity rate.Find hidden talent and nurture existing talent. As mentioned above, employees can discover hidden talents by participating in a job rotation program, which is naturally helpf ul for the employer. Identifying future talent potential becomes easier and the organization is better able to ensure employees do the jobs that they are the most suited to do.Enjoy a more flexible workforce. Preparing people for different jobs can increase the flexibility of the workforce. This means that situations, such as parental leaves or employee sickness, don’t leave the organization into a mess. Responding to changes in the workforce can be better managed, which will improve the organizations operational strength.Enhance team building across departments. The company culture can benefit from the job rotation, as people from different departments mix and create connections.Below is a short video representation of job rotation and its benefits: THREE STEPS TO SETTING UP A JOB ROTATIONAL PROGRAMWhile the benefits of a job rotational program are multiple and impact both employees and the employer, organizations shouldn’t approach the program lightly. Proper implementation of the program is necessary for success.There are three core elements to an effective job rotational program:A clear purpose for the processBefore the organization sets out to implement a job rotation, it must define the purpose for doing so. The organization should answer two questions:Why implement the program? The program doesn’t always make sense. For example, a specific department might be highly specialized, in which case job rotation can be difficult and too costly. You need to therefore understand the reason for implementing the program.What does the organization want to achieve? What are the specific outcomes the organization is set to achieve?A well-laid out planOnce the purpose and the objectives are clear, it is essential to draft a plan for implementation. The main questions to answer regarding the plan include:How can the organization achieve the goals?What are the problems the organization might encounter?A proper assessment to measure successThe final core element in volves assessing the effectiveness of the program. It’s not sensible to continue with the job rotation if it doesn’t achieve the goals or provide any other benefits to the organization or the employee. In order to establish proper assessment, the organization must answer questions such as:What are the key metrics that highlight success?How does the organization know it’s achieved the goals?Let’s now examine the three core elements further by outlining the three steps to a successful job rotational program.Step 1: Define a purpose for the programThe first step involves outlining the objectives for the job rotational program. The organization must approach the goal setting by figuring out:What the organization hopes to achieve?Which employees or departments should be involved?It’s a good idea to examine the organization and recognize any vulnerabilities that should be solved. These could be specific roles or departments within the organization.Furthermore, the vulnerability could be something like a group of people approaching retirement age within certain departments. The objective could also be about growing a specific aspect of the organization, such as increasing productivity.Step 2: Draw a plan for the processOnce the goals are laid out, you need to start drafting a plan for implementing the program. There are three essential steps to creating a plan of action:Outlining the program size, the structure and the duration. You should start from a single project first, as you don’t want to cause too much disruption straight away. Implementing the project within a single department, for example, can ensure you discover the pain points and get to tweak your plan further before expanding the program.When selecting the length of the program try to aim for a balance. You don’t want the program the be short for employees to not be able to learn the new job, but you also don’t want it to be too long in duration to make swapping to yet another position t oo difficult.Developing a proper job profile system. It’s important to create a proper job profile leaflet to ensure employees can read about the new job roles in advance. The profile should answer the following questions:What are the key aspects of each role?What are the skills needed to perform the role?You should also think about the training structure. How are the employees trained to each role? What is needed to guarantee the training is sufficient?Including a strong mentoring program. Mentoring is an essential part of a strong job rotational program. It’s crucial employees experiencing these new roles have mentors available to spur them on, but you also want to provide mentoring for the trainers and managers. This can help the participants feel more relaxed and supported, as well as provide them with crucial networking opportunities.The organization must always present the job rotational program plan to the employees before implementing it. Be aware that the program isn’ t always welcomed with open arms and you must provide adequate information, as well as time to settle, before you launch the experiment.It’s essential to focus your communication on discussing the goals and intentions behind the program. Emphasize the benefits of the program to the employees clearly, as better understanding of them can create excitement among the employees.Step 3: Create an evaluation process for each roleFinally, you need to introduce measures to examine the program’s success. You can’t fully appreciate the effectiveness of your job rotation if you don’t measure metrics or ask for feedback.First, the creation of a strong feedback culture is essential. You should remember to gather and analyze feedback from different sectors within the organization, not just the ones directly involved with the program. The whole organization should be involved, as the benefits of a job rotational program can unexpectedly spill over to other departments.For example, the HR de partment might notice job retention improves, even if you weren’t aiming for it as an objective.Furthermore, you shouldn’t be just gathering feedback, but also providing it to participants. It’s important trainers, management and the employees get positive feedback, as this can boost their motivation and commitment to the program.Second, you should create an evaluation process for each role part of the program. The evaluation process should be individualized for each participant and focus on the before and after skill set. First, you should outline the skills the employee possessed before the program and the specific role and then evaluate how the skills changed after involvement in the program.Ensure you measure the progress and development at intervals, not just at the start and the end. Interval analysis can reveal certain problems and help you fix them before they turn into a bigger issue.For example, if the employee isn’t gaining any new skills and is running low on mot ivation, you can hold meetings to try to change certain things around.THE PITFALLS YOU MUST AVOIDAs discussed earlier, it takes plenty of planning to set up an effective job rotational program. The above three steps will help an organization set up the program efficiently, but there are certain pitfalls organizations must be aware of.The most common mistakes organizations tend to make with job rotation include:An inflexible planThe plan to use should be flexible enough, as things don’t always go according to plan. During planning, implementation and the assessment the organization might find aspects of the program problematic or challenging. If at any point the plan is not found to be working properly, it must be flexible enough to be changed and tweaked.Most often, the things that should be effortlessly changed at any time include:The duration of the program. Ensure the length can be shortened or slightly increased if needed.The employee’s decision to stop participating. Someti mes employees might find themselves out of their depths midway to a job rotation. As mentioned above, participation shouldn’t be forceful and this includes the ability to leave in the middle of the program.The jobs and roles of the program. As well as changing the length of the program, you should also be prepared to swap around the jobs and roles. Certain position might turn out to be a bad mix and you don’t want to waste time and resources keeping people in roles, which are not suited for job rotation.Underestimating the workloadWhile the benefits of job rotation are plentiful, you shouldn’t expect for a miracle. Even though employees can benefit from this program, not everyone will get on board immediately. Convincing everyone in the organization to participate in the project will be a tough ask.Furthermore, the implementation process will take time and require an organization-wide effort. The training part, especially, will be a learning curve at the start. Therefore, crea ting a solid and flexible plan will be crucial for the project to succeed.It is essential to support the employees throughout the process. The process of swapping jobs with someone can turn out to be a stressful experience, even if the employee was looking forward to.In addition, the mentoring of employees and providing them with feedback will also increase the workload of employees and managers. It’s important to evaluate this increase in workload to guarantee it doesn’t interfere with the person’s ability to perform other tasks and roles.Insufficient focus only on company goals and benefitsFinally, when you are defining the goals of the project, you must pay attention obtaining employee feedback and ideas.If you narrowly focus only on the benefits to the company, the process won’t provide the same levels of success a more comprehensive set of goals would. The objectives you want to achieve should reflect both the needs of the organization and the employee.THE FINAL WORDA j ob rotational program can be a useful strategy for most organizations. It tends to work efficiently, as it doesn’t just benefit the company, but also provides advantages for the employees.Nonetheless, implementing this program requires plenty of planning and careful consideration. If the organization manages to outline its objectives, creates a strong support structure and measures the program’s effectiveness, then job rotation can help in employee satisfaction and productivity.Organizations can not only boost their bottom line, but also ensure employees learn the required skills to be more flexible and feel challenged enough to want to continue to be part of the organization.

Setting up a Job Rotation Program in Your Company

Setting up a Job Rotation Program in Your Company Today’s workers are constantly looking for something refreshing and new. This thirst for new challenges has posed a problem for many employers, who must learn new ways to train and maintain employee motivation at high levels.One of the strategies employers are utilizing is job rotation. It’s a strategy used to keep employees challenged and motivated, as well as to provide tangible benefits to the organization. © Shutterstock.com | BoBaa22In this guide, we’ll look at job rotational programs and explain how they operate. We outline the benefits to both the employer and the employee, before setting out a three-step plan for implementing the strategy in your organization. Finally, we’ll also discuss some of the pitfalls of this strategy.WHAT IS A JOB ROTATIONAL PROGRAM?Job rotational program refers to a human resources (HR) strategy, in which organizations move around employees from one job to another.Under the program, the employee will work in different positions within the organization, instead of spending all their time in a single position. In certain situations, it can even help identify the best people for specific positions, as you are testing employees’ skills in different roles.Job rotation is typically done either within a department or a team, but there are occasions it can also be done within the entire organization. In these cases, the switch can take place between departm ents. This can depend largely on the type of organization in question, as well as the roles part of the program.Job rotational programs are used to identify, assess and develop the organizations talent readiness. In essence, job rotation serves two specific purposes:It nurtures future talent: Provides the top talent within the organization a broader experience, which can be beneficial in future roles. For example, in terms of management skill development.It cross-trains employees: The employees gain better understanding of the different roles and the ‘big picture’, which can help understand how the organization operates. The deeper understanding can improve the employee’s ability to work in their regular job position.The program is therefore efficient in preparing the organization for future challenges. It can strengthen the position of the organization in the face of uncertainty, whether it is arising from within the organization or outside of it.Job rotational programs typic ally run within specific time intervals. The length of the program can vary from business to business. The minimum length generally falls around a week, with the top length programs running for a few months.The program is suitable for all types of organizations operating in different industries. Susan Hearthfield, a HR consultant, said in a Cornerstone interview, “I can’t think of a single industry that wouldn’t benefit from job rotation”. She continued by stating, “It helps employees spread their wings and extend their boundaries”.[slideshare id=37471731doc=implementajobrotationprogramtoengageanddeveloptheworkforce-140729141246-phpapp01w=640h=330]Let’s next turn our attention to these benefits in more detail.WHAT ARE THE BENEFITS OF JOB ROTATION?Job rotation provides a number of benefits to both employees and the employer. Since the advantages on offer are available for both, job rotational program can be much easier to implement in an effortless manner.Advantages for the employeeThe main benefits for employees centre on motivation and knowledge development. A job rotational program can:Increase employee’s job motivation. The tasks differ and the employee is able to try new things as part of the job. This can make a workday much more interesting, as well as challenging, since no workday will be alike.Enhance the employee’s understanding of his or her personal interests and talents. They can find out where their true passion lies and discover new skills they didn’t know they had. This can improve their ability to perform different tasks and increase motivation to learn. The discovery of interests and talents can be especially beneficial among younger employees, who still lack the experience of the work world.Provide better networking opportunities within the organization. As the employee moves from a team to another or a department to another, they are able to make connections, which can be important in terms of future career opportunities. Boost knowledge and performance of the employee. Working in different jobs is a great way to gain more knowledge and in turn, boost performance in the required jobs. The need to adapt to new situations and to acquire new skills quickly will also improve problem-solving skills.Advantages for the employerBut job rotation isn’t just about improving employee motivation and satisfaction. There are tangible advantages for the organization as well. The program can help the employer:Decrease attrition rate. As the employees feel more satisfied and motivated with their job, the attrition rate, or the employee turnover, will drop as a result.Notice improved productivity. Employee satisfaction, as well as the increase in employee knowledge and skill set, can also help drive up the organizations overall productivity rate.Find hidden talent and nurture existing talent. As mentioned above, employees can discover hidden talents by participating in a job rotation program, which is naturally helpf ul for the employer. Identifying future talent potential becomes easier and the organization is better able to ensure employees do the jobs that they are the most suited to do.Enjoy a more flexible workforce. Preparing people for different jobs can increase the flexibility of the workforce. This means that situations, such as parental leaves or employee sickness, don’t leave the organization into a mess. Responding to changes in the workforce can be better managed, which will improve the organizations operational strength.Enhance team building across departments. The company culture can benefit from the job rotation, as people from different departments mix and create connections.Below is a short video representation of job rotation and its benefits: THREE STEPS TO SETTING UP A JOB ROTATIONAL PROGRAMWhile the benefits of a job rotational program are multiple and impact both employees and the employer, organizations shouldn’t approach the program lightly. Proper implementation of the program is necessary for success.There are three core elements to an effective job rotational program:A clear purpose for the processBefore the organization sets out to implement a job rotation, it must define the purpose for doing so. The organization should answer two questions:Why implement the program? The program doesn’t always make sense. For example, a specific department might be highly specialized, in which case job rotation can be difficult and too costly. You need to therefore understand the reason for implementing the program.What does the organization want to achieve? What are the specific outcomes the organization is set to achieve?A well-laid out planOnce the purpose and the objectives are clear, it is essential to draft a plan for implementation. The main questions to answer regarding the plan include:How can the organization achieve the goals?What are the problems the organization might encounter?A proper assessment to measure successThe final core element in volves assessing the effectiveness of the program. It’s not sensible to continue with the job rotation if it doesn’t achieve the goals or provide any other benefits to the organization or the employee. In order to establish proper assessment, the organization must answer questions such as:What are the key metrics that highlight success?How does the organization know it’s achieved the goals?Let’s now examine the three core elements further by outlining the three steps to a successful job rotational program.Step 1: Define a purpose for the programThe first step involves outlining the objectives for the job rotational program. The organization must approach the goal setting by figuring out:What the organization hopes to achieve?Which employees or departments should be involved?It’s a good idea to examine the organization and recognize any vulnerabilities that should be solved. These could be specific roles or departments within the organization.Furthermore, the vulnerability could be something like a group of people approaching retirement age within certain departments. The objective could also be about growing a specific aspect of the organization, such as increasing productivity.Step 2: Draw a plan for the processOnce the goals are laid out, you need to start drafting a plan for implementing the program. There are three essential steps to creating a plan of action:Outlining the program size, the structure and the duration. You should start from a single project first, as you don’t want to cause too much disruption straight away. Implementing the project within a single department, for example, can ensure you discover the pain points and get to tweak your plan further before expanding the program.When selecting the length of the program try to aim for a balance. You don’t want the program the be short for employees to not be able to learn the new job, but you also don’t want it to be too long in duration to make swapping to yet another position t oo difficult.Developing a proper job profile system. It’s important to create a proper job profile leaflet to ensure employees can read about the new job roles in advance. The profile should answer the following questions:What are the key aspects of each role?What are the skills needed to perform the role?You should also think about the training structure. How are the employees trained to each role? What is needed to guarantee the training is sufficient?Including a strong mentoring program. Mentoring is an essential part of a strong job rotational program. It’s crucial employees experiencing these new roles have mentors available to spur them on, but you also want to provide mentoring for the trainers and managers. This can help the participants feel more relaxed and supported, as well as provide them with crucial networking opportunities.The organization must always present the job rotational program plan to the employees before implementing it. Be aware that the program isn’ t always welcomed with open arms and you must provide adequate information, as well as time to settle, before you launch the experiment.It’s essential to focus your communication on discussing the goals and intentions behind the program. Emphasize the benefits of the program to the employees clearly, as better understanding of them can create excitement among the employees.Step 3: Create an evaluation process for each roleFinally, you need to introduce measures to examine the program’s success. You can’t fully appreciate the effectiveness of your job rotation if you don’t measure metrics or ask for feedback.First, the creation of a strong feedback culture is essential. You should remember to gather and analyze feedback from different sectors within the organization, not just the ones directly involved with the program. The whole organization should be involved, as the benefits of a job rotational program can unexpectedly spill over to other departments.For example, the HR de partment might notice job retention improves, even if you weren’t aiming for it as an objective.Furthermore, you shouldn’t be just gathering feedback, but also providing it to participants. It’s important trainers, management and the employees get positive feedback, as this can boost their motivation and commitment to the program.Second, you should create an evaluation process for each role part of the program. The evaluation process should be individualized for each participant and focus on the before and after skill set. First, you should outline the skills the employee possessed before the program and the specific role and then evaluate how the skills changed after involvement in the program.Ensure you measure the progress and development at intervals, not just at the start and the end. Interval analysis can reveal certain problems and help you fix them before they turn into a bigger issue.For example, if the employee isn’t gaining any new skills and is running low on mot ivation, you can hold meetings to try to change certain things around.THE PITFALLS YOU MUST AVOIDAs discussed earlier, it takes plenty of planning to set up an effective job rotational program. The above three steps will help an organization set up the program efficiently, but there are certain pitfalls organizations must be aware of.The most common mistakes organizations tend to make with job rotation include:An inflexible planThe plan to use should be flexible enough, as things don’t always go according to plan. During planning, implementation and the assessment the organization might find aspects of the program problematic or challenging. If at any point the plan is not found to be working properly, it must be flexible enough to be changed and tweaked.Most often, the things that should be effortlessly changed at any time include:The duration of the program. Ensure the length can be shortened or slightly increased if needed.The employee’s decision to stop participating. Someti mes employees might find themselves out of their depths midway to a job rotation. As mentioned above, participation shouldn’t be forceful and this includes the ability to leave in the middle of the program.The jobs and roles of the program. As well as changing the length of the program, you should also be prepared to swap around the jobs and roles. Certain position might turn out to be a bad mix and you don’t want to waste time and resources keeping people in roles, which are not suited for job rotation.Underestimating the workloadWhile the benefits of job rotation are plentiful, you shouldn’t expect for a miracle. Even though employees can benefit from this program, not everyone will get on board immediately. Convincing everyone in the organization to participate in the project will be a tough ask.Furthermore, the implementation process will take time and require an organization-wide effort. The training part, especially, will be a learning curve at the start. Therefore, crea ting a solid and flexible plan will be crucial for the project to succeed.It is essential to support the employees throughout the process. The process of swapping jobs with someone can turn out to be a stressful experience, even if the employee was looking forward to.In addition, the mentoring of employees and providing them with feedback will also increase the workload of employees and managers. It’s important to evaluate this increase in workload to guarantee it doesn’t interfere with the person’s ability to perform other tasks and roles.Insufficient focus only on company goals and benefitsFinally, when you are defining the goals of the project, you must pay attention obtaining employee feedback and ideas.If you narrowly focus only on the benefits to the company, the process won’t provide the same levels of success a more comprehensive set of goals would. The objectives you want to achieve should reflect both the needs of the organization and the employee.THE FINAL WORDA j ob rotational program can be a useful strategy for most organizations. It tends to work efficiently, as it doesn’t just benefit the company, but also provides advantages for the employees.Nonetheless, implementing this program requires plenty of planning and careful consideration. If the organization manages to outline its objectives, creates a strong support structure and measures the program’s effectiveness, then job rotation can help in employee satisfaction and productivity.Organizations can not only boost their bottom line, but also ensure employees learn the required skills to be more flexible and feel challenged enough to want to continue to be part of the organization.

Is Plato s Theory Of Recollection A Plausible Solution...

Eliana I. Borja November 2014 PHIL 1301.001 Word Count: Is Plato’s Theory of Recollection a plausible solution to Meno’s Paradox of Knowledge? The general topic is Plato’s theory of recollection. Is Plato’s Theory of Recollection the plausible solution to Meno’s Paradox of Knowledge? Throughout many of his dialogues Plato often concludes that we cannot know something through our senses. He often concludes that we became acquainted with our knowledge in a previous existence. In Meno, Socrates states that, â€Å"As the soul is immortal, has been born often, and has seen all things here and in the underworld, there is nothing which it has not learned; so it is in no way surprising that it can recollect the things it knew before†¦Ã¢â‚¬  In many of Plato’s works is it difficult to recognize as to where our thoughts and/or total knowledge initially came â€Å"to be.† With the use of Socrates’ elenchus , Meno finds himself in aporia , and leads him to introduce us to, what is titled, the paradox of knowledge. It is, as he states: MENO: How will you look for it, Socrates, when you do not know at all what it is? How will you aim to search for something you do not know at all? If you should meet with it, how will you know that this is the thing that you did not know? Meno wants to know how you are supposed to search for something you cannot even identify as the subject of your search. We find that we either know what we are looking for or we don’t. If we do know what we are looking for,Show MoreRelatedPlato s Theory Of Recollection1373 Words   |  6 PagesThe general topic is Plato’s theory of recollection. Is Plato’s Theory of Recollection the plausible solution to Meno’s Paradox of Knowledge? Throughout many of his dialogues Plato often concludes that we cannot know something through our senses. He often concludes that we became acquainted with our knowledge in a previous existence. In Meno, Socrates states that, â€Å"As the soul is immortal, has been born often, and has seen all things here and in the underworld, there is nothing which it has not learned;

Human Rights And Its Effects On Society Essay - 1672 Words

Human Rights is one of the most fundamental rights individuals should have in society. As individuals, it’s our natural right to have the right to life. No one should be executed or discriminated because they do not fit in certain characteristics that those that are superior have outlined as fit for society. Many countries suffer from the lack of protecting their citizens’ human rights. For instance, citizens have been executed and discriminated because of their gender, race, and religion affiliations, which is unjust. Individuals have lost their lives because of not having their country making sure their right to life and freedom does not get taking away. For instance, the persecution of the Jews by the Nazi’s, many of them lost their life because of a lack of human right to protect them from being executed without a logic purpose. As a society we can not construct some criteria as to whom can have human rights and those that cannot. Society is not supposing to be built on unjust acts against those in society. As individuals, everyone should be able to live in a more just and humane society. This paper will focus on the human rights and exactly what is human rights. In addition, explore the genocide that happens under the leadership of Adolf Hitler, which resulted in millions of Jews lives being taken away and trying to cause extinction to the European Jewish community. In addition, focus on the aftermath of educating individuals about human rights after the historicalShow MoreRelatedThe Problem Of Human Rights Law1361 Words   |  6 PagesThis essay will argue that human rights law is not completely of no assistance in dealing with homelessness. However, it will discuss its deficiencies in dealing with homelessness. It will focus on how the human Rights law influences decision making policies in protecting and preventing new range of homelessness, this will be discussed from the United Nations perspectives. 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Princeton Essay Topics Can Be Fun for Everyone

Princeton Essay Topics Can Be Fun for Everyone What to Expect From Princeton Essay Topics? Try to remember, Princeton would like to learn more aboutyou, so make certain to let your personality shine through. It is looking for academic horsepower first and foremost, so try to think about how to connect your story to a larger ideal or reflection. Some people would rather reside in a little town. Other people prefer to reside in a huge city. Some men and women live their lives based on their religion while some don't think you should factor that into decision making in regards to determining rules for everybody. When they succeed, it is because of hard work. Of course, when you wish to write on a topic from the box, not adhere to the absolute most typical angle of discussing culture, you can discover different ones. Or maybe you're lucky to have a particular talent that numerous others may not necessarily have. There are lots of things to argue when it has to do with the law. The issue is that everybody's interpretation of what makes a great society differs. This essay is a great place to talk about your family's history and culture. Reread your paper and check to see whether it is reasonable. The main reason is these topics are not that broad or narrow. When you're picking your topic, bear in mind that it's much simpler to write about something which you currently have interest ineven in case you don't know a good deal about it. If you would rather make an outline, write your topic at the peak of the webpage. Upon first reading the prompt, it may appear a little daunting as it's expressed as a quote rather than a clear-cut question. Use certain reasons and details to back up your opinion. Use certain reasons and details to back up your answer. It's possible to submit your essay by registering for evaluation. The supplemental essays are your opportunity to share critical info about yourself. Researching the topic will permit you to find out more about what fascinates you, and should you pick something you really like, writing t he essay will be more enjoyable. Choosing good informative essay topics is simple if you understand how to go about doing it. If there's an essay on your topic, it can be a fantastic place to get started. An argumentative essay requires you to choose a topic and have a position on it. Argumentative essay topics are so important since they are debatableand it's important to at all times be critically considering the world around us. Moral argumentative essay topics are a few of the simplest to get carried away with. Education scholars are continuously evolving the way that they think about how we learn and what's taught. Colleges are more inclined to admit students who can articulate certain explanations for why the school is a superb fit about them beyond its reputation or ranking on any list. Doctoral education can be found in most disciplines. Students lead busy lives and frequently forget about an approaching deadline. To find out more on the college counseling services wherever you're in the procedure contact us today. Choosing where to go to college is an amazingly important choice. The point of this internet site is to offer the overall public with convenient and effective access to information and services furnished by the City of Princeton. To find out more about each training course, please visit Our Courses. The Upside to Princeton Essay Topics To begin with, it essay that you must reflect upon and understand who you are in connection with your physical improvement. When you have determined the purpose, you'll need to do a little research on topics which you find intriguing. Adhering to this process is the simplest approach to draft a thriving essay, whatever its purpose may be. To begin with, define your goal.

Employee Voice free essay sample

Employee voice enables workers to effectively communicate their views to management and be actively involved in decision making. Voice arrangements allow employees to express their ideas, raise concerns and help solve problems by influencing workplace decisions and choices. (Gollan, 2006:349; Pymen et al, 2006:543). The various forms of voice available today in the current industrial relations system include both direct and indirect mechanisms. Indirect mechanisms include unions, non union representative bodies, the media, lawyers and consultative committees (Bryson et al, 2006:445). On the other hand, direct voice can be described as ‘the presence of any two-way communications practices’ (Bryson et al, 2006:445), and includes staff and team meetings, group discussions, training, attitude surveys, quality circles and suggestion schemes (CCH, nd; Pymen at al, 2006:549). Today, direct forms of voice are generally favoured amongst employers, as it is claimed that they allow management to better respond to employee interests and concerns, because there is no intermediary, so eliciting more cooperation and commitment from employees (Bryson et al, 2006:443). It has also been argued that ‘union-only voice reflects a narrow conceptualisation of the alternative regimes available to employees to advance their rights and interests at work’ (Pymen et al, 2006:544). In saying this, until recently, union voice was the most prominent voice mechanism (Bryson et al, 2006:440). Many people have scrutinised the use of direct forms of voice, believing they have little or no collective power and access to independent sources of advice and assistance, and therefore more susceptible to managerial influence and control (Pymen et al, 2006:544). Overall, employees believe organisational objectives are most successfully achieved through the combination of indirect and direct channels of voice as they are the most efficient and legitimate, when used together (Pymen et al, 2006:556). Thus, it will be outlined throughout this essay that having various voice arrangements in place is not only socially and economically beneficial for the employer and their employees, but is important in maintaining a positive relationship between both parties and a more consolidated viewpoint. Furthermore this essay will address and evaluate issues in the current employment relations environment, and how hese impact on employee voice. It was noted by Luthans and Stajkovic (1999:49) that ‘while considerable deserved attention is being given to developing global strategies and information systems, the human side of enterprises still tends to be slighted or given a low priority’. This emphasises the important fact that employees are not a lways valued as the most important resource of a business, and their level of autonomy can be quite restricted, limiting their ability to contribute and be involved in the decision making process. Employee involvement and voice is increasingly important in retaining employees as well as increasing staff morale and job satisfaction. This inturn leads to higher productivity and a more efficient and effective workplace (Bryson et al, 2006:443), not only to the benefit of the employees, but also the employer. The availability of voice mechanisms in the workplace can provide numerous benefits to employees. Voice enhances employees opportunities to negotiate with employees over working conditions, and gives them a greater opportunity to share their ideas and opinions, therefore enhancing their sense of autonomy and job satisfaction. As proven by Cannel, whom insists that Voice ‘enables employees to represent their views to management, and for these views to be taken into account’ (Cannel, 2007). Voice mechanisms can also be used as a motivational tool. As voice plays an important role in negotiating issues such as salary and benefits, as well as acting as an important channel to articulate grievences, it can also encourage worker involvement and skill development. Employees of organisations that do not develop their staff, in ways such as providing them with certain channels of expression, have little motivation to stay (Woodruffe, 2006:3). Voice gives employees the opportunity to generate a sense of purpose and self worth and therefore helps to maintain higher workplace morale. It was emphasised by Cannel (2007), that if employees knowledge and skills are developed and better utilised within an organisation, it can lead to ‘higher valued enterprises and an increasingly knowledge based economy’ – giving employees better opportunities and greater job security. There are a number of ideologies behind the use of voice mechanisms and how beneficial employee voice is to the employer in manegerial decision making. Some methods of management, such as the Radical or even Pluralist approach, argue that employers have very different objectives and ideologies compared to that of their employees and corresponding union bodies. For example, in regards to profit maximisation, management believe that the decline in union power has lowered the pressure on wage levels, ‘leading to lower production costs and greater profit margins’ (Hammer, 2004:172). Another argument against the implementation of voice mechanisms is that of the inncurred costs compared to the percieved benefits and if implementation of voice mechanisms will be worthwhile. While managemnt see such issues as costs and potential conflict of views as the main downsides to implementing voice mechanisms, they need to understand that without giving employees a voice, conflict is inevitable. It is more or less the area of interpersonal communication that causes the main problems experienced by organisations. ‘Many misunderstandings, disputes, accidents, errors, delays or other problems at the workplace are attributed to communication barriers and breakdowns (CCH, nd). This inturn leads to conflict, resentment and blame shifting and overall a non efficient workplace, thus employee voice is essential to control such managerial problems. To remain competetive in the market, both parties need to acknowledge that there needs to be an equilibrium between revenue making and Human Resource Managment within the organisation, and communication, both structured and non structured plays an important role in doing this (Gollen, 2006:341). This can be achieved through ‘Two-way communication’ which generates an environment that fosters effective information sharing and collective and individual performance (CCH, nd). For the employer, having particular voice arrangements in place can also contribute to the success of the business, as employees are more able and therefore more valuable to the organisation. (Woodruffe, 2006:3). Research on the European car industry, for instance, revealed that a combination of direct and indirect forms of voice was linked to better performance and a greater willingness among employees to participate and contribute to organisational decision making (Pymen, 2006:554). Another study, on nursing home care quality found that ‘allowing workers to have a voice on the job increased problem reporting which may reduce the incidence of serious quality violations’ (Anonymous, 2007:5). The study concluded that this may have been because the employees were less afraid to speak up and state their concerns and therefore could ‘negotiate over key factors that improve care such as staffing levels, training, pay and benefits that help retain qualified caregivers’ (Anonymous, 2007:5). This study proving that employee voice is largely associated with maintaining and enhancing quality control and safety. If these issues were not reported and dealt with, they could have led to serious violations and extremely costly outcomes. The study also emphasises the importance of voice mechanisms in retaining qualified employees in a labour short market. Retaining employees is increasingly important today, as it is not only harder to find skilled workers, but the costs in recruiting and retraining new employees can be quite substantial, if workers are dissatisfied and turnover rates high (Bryson, 2006:440). Using direct and indirect forms of voice cooperatively can also aid in preventing disputes and resentment between management and their employees, as it helps to resolve situations without workers using disruptive methods, both covert and overt, in an effort to be heard (Gollan, 2006:349). High absenteeism, staff turnover, strikes and stop work meetings can all be linked to workplaces with poor or ineffective voice arrangements in place, which often result in more damage, socially and economically, than good. There can also be major direct social benefits to management through the use of voice mechanisms, for example, managers can increase their competence levels and interpersonal skills by engaging with employees. This inturn can help them enhance their general social skills and leadership skills, handle conflict more professionally and increase their ability to motivate (CCH, nd). Ultimately giving management the opportunity to gain respect and trust, and inturn make it easier to retain and recruit good employees (Cannel, 2007). The effectiveness of employee voice mechanisms has become particularly pertinent since the 1996 election of a Liberal–National Party coalition government, which is committed to marginalising union influence and encouraging direct and non-union voice’ (Pymen et al, 2006:543). It is quite clear focus has shifted from union voice to more direct methods, with membership in Australian unions declining from 51% in 1976 to less than 30% today (Hammer, 200 4:166). In the current Industrial relations system the liberal government sees a lower need for union participation, due to the fact that the new system allows for more independent bargaining, through AWAs, and settling of disputes without union involvement. For many this has opened up new doors of voice in negotiation and employee participation, but has caused other workers to dispute the decision, particularly lower income earners who are not highly skilled or in heavy demand. These workers are particularly reluctant to abandon union voice all together, as they see themselves having a ‘reduced capacity to initiate issues and articulate grievances’ and see unions as their ‘only source of genuine voice’ (Benson, 2000:543). In response to this, the liberal government has established the new fair pay commission, which has been set up to ensure a specific minimum wage is met and has introduced the workplace ombudsman to provide a safety net for employees in regards to wages and entitlements and protect workers with limited voice. Employee voice is also becoming more important in the workplace as Australia’s unemployment rate is currently very low, and there is a greater need for implementation of voice mechanisms in order to attract and retain staff, and limit the potential effects of worker dissatisfaction(Hammer,2004:172). In contrast, another quite prominent issue today is that many industries have come under increasing pressure from other sources, such as globalisation, ideology and low economic growth, to remain competitive within the global market (Hammer, 2004:161-162). Because of these forces, allowing employees to voice their concerns over entitlements such as pay rates and benefits can cause a greater conflict of interest. Overall, in regards to the current work situation, employee voice remains a prominent and important issue both socially and economically. Voice mechanisms are notably important for both workers and their employers in negotiation and decision making, and give both employer and employee the opportunity to reach a more consolidated viewpoint. Voice assists with ‘building organisational commitment through legitimate and effective participative decision making and consultation procedures’ (Pymen et al, 2006:547), therefore enhancing organisational performance and job satisfaction.

Lavender ( Class 10 English Group Work ) (Group 6 ) free essay sample

This article is about the genus of flowering plants. For other uses, see Lavender (disambiguation). Lavender Lavender flowers Scientific classification Kingdom:Plantae (unranked):Angiosperms (unranked):Eudicots (unranked):Asterids Order:Lamiales Family:Lamiaceae Subfamily:Nepetoideae Tribe:Lavanduleae Genus:Lavandula L. Type species Lavandula spica L. Species 39 species, including some hybrids, see text. The lavenders (Lavandula) are a genus of 39 species of flowering plants in the mint family, Lamiaceae. An Old World genus, distributed from Macaronesia (Cape Verde and Canary Islands and Madeira) across Africa, the Mediterranean, South-West Asia, Arabia, Western Iran and South-East India. It is thought the genus originated in Asia but is most diversified in its western distribution. The genus includes annuals, herbaceous plants, subshrubs, and small shrubs. The native range extends across the Canary Islands, North and East Africa, Southern Europe and the Mediterranean, Arabia and India. Because the cultivated forms are planted in gardens worldwide, they are occasionally found growing wild as garden escapees, well beyond their natural range. We will write a custom essay sample on Lavender ( Class 10 English Group Work ) (Group 6 ) or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page However, since lavender cross-pollinates easily, there are countless variations within the species. The color of the flowers of some forms has come to be called lavender. Contents [hide] 1 Botany 1. 1 Nomenclature and taxonomy 1. 1. 1 History 1. 1. 2 Current classification 2 Growing lavenders 3 Uses 3. 1 Culinary use 3. 2 Medicinal use 3. 3 Health precautions 3. 3. 1 Controversy over possible endocrine-disrupting activity 3. 4 Other uses 4 History 5 Taxonomic table 6 Gallery 7 References 8 Sources 9 External links [edit]Botany The leaves are long and narrow in most species. In other species they are pinnately toothed, or pinnate, sometimes multiple pinnate and dissected. Flowers are borne in whorls, held on spikes rising above the foliage. Flowers may be blue, violet or lilac. The calyx is tubular, with five lobes. The corolla is often asymmetric. [1] [edit]Nomenclature and taxonomy [edit]History Historically L. stoechas, L. pedunculata and L. dentata were described in Roman times (Lis-Balchin 2002). From the Middle Ages onwards, the European species were considered two separate groups or genera, Stoechas (LL. toechas, pedunculata, dentata) and Lavandula (LL. spica, latifolia), until Linnaeus combined them, believing the name lavandula derived from the Latin lavare to wash, referring to the use of infusions of the plants. He only recognised 5 species in the Species Plantarum (1753), L. multifida and L. dentata (Spain) and L. stoechas and L. spica from Southern Europe. L. pedunculata was included within L. stoechas. By 1790 L. pinnata and L. carnosa were recognised. The latter was subsequently transferred to Anisochilus. By 1826 de Lassaras described 12 species in three sections, and y 1848 eighteen species were known. One of the first modern major classifications was that of Dorothy Chaytor in 1937 at Kew. The six sections she proposed for 28 species still left many intermediates that could not easily be assigned. Her sections included Stoechas, Spica, Subnudae, Pterostoechas, Chaetostachys and Dentatae. However all the major cultivated and commercial forms resided in the Stoechas and Spica sections. There were four species within Stoechas (Lavandula stoechas, L. dentata, L. viridis and L. pedunculata) while Spica had three (L. officinalis (now L. ngustifolia), L. latifolia and L. lanata). She believed that the garden varieties were hybrids between true lavender L. angustifolia and spike lavender (L. latifolia). [2] [edit]Current classification Currently Lavandula is considered to have 3 subgenera (Upson and Andrews 2004), Lavandu la, Fabricia and Sabaudia. In addition there are numerous hybrids and cultivars in commercial and horticultural usage. A number of other species within Lamiaceae are closely related (outgroups) including Ocimum gratissimum, Hyptis pectinata, Plectranthus barbatus and Tetradenia fruticosa. 3] The first major clade corresponds to subgenus Lavendula, and the second Fabricia. The Sabaudia group is less clearly defined. Within the lavendula clade, the subclades correspond to the existing sections, but place Dentatae separately from Stoechas, not within it. Within the Fabricia clade, the subclades correspond to Pterostoechas, Subnudae, and Chaetostachys. Thus the current classification includes 39 species distributed across 8 sections (the original 6 of Chaytor and the two new sections of Upson and Andrews), in three subgenera (see Table below). [edit]Growing lavenders Lavenders flourish best in dry, well-drained, sandy or gravelly soils in full sun. [4] All types need little or no fertilizer and good air circulation; in areas of high humidity, root rot due to fungus infection can be a problem. Avoid organic mulches; use pea gravel, decomposed granite, or sand instead, as organics can trap moisture around the plants bases, encouraging root rot. [5] Currently Lavandula is considered to have 3 subgenera (Upson and Andrews 2004), Lavandula, Fabricia and Sabaudia. In addition there are numerous hybrids and cultivars in commercial and horticultural usage. A umber of other species within Lamiaceae are closely related (outgroups) including Ocimum gratissimum, Hyptis pectinata, Plectranthus barbatus and Tetradenia fruticosa. [3] [edit]Uses The most common true species in cultivation is the common or English lavender Lavandula angustifolia (formerly L. officinalis). A wide range of cultivars can be found. Other commonly grown ornamental species are L. stoec has, (Spanish lavender) L. dentata (French lavender), and L. multifida (Egyptian lavender). Some species such as Lavandula stoechas are not winter hardy in temperate climates USDA Zones 8-10). 6] The lavandins Lavandula ? intermedia are a class of hybrids of L. angustifolia and L. latifolia. [7] The lavandins are widely cultivated for commercial use, since their flowers tend to be bigger than those of English lavender and the plants tend to be easier to harvest, but lavandin oil is regarded by some to be of a lower quality than that of English lavender, with a perfume less sweet. [8] [edit]Culinary use A bee on a lavender flower Flowers yield abundant nectar from which bees make a high-quality honey. Monofloral honey is produced primarily around the Mediterranean, and is marketed worldwide as a premium product. Flowers can be candied and are sometimes used as cake decorations. Lavender flavors baked goods and desserts (it pairs especially well with chocolate), and is also used to make lavender sugar. [9] Lavender flowers are occasionally blended with black, green, or herbal tea, adding a fresh, relaxing scent and flavour. Though it has many other traditional uses in southern France, lavender is not used in traditional southern French cooking. 10] In the 1970s, a herb blend called herbes de Provence usually including lavender was invented by spice wholesalers,[11] and lavender has more recently become popular in cookery. Lavender lends a floral and slightly sweet flavor to most dishes, and is sometimes paired with sheeps-milk and goats-milk cheeses. For most cooking applications the dried buds (also referred to as flowers) are used, though some chefs experiment with the leaves as well. Only the buds contain the essential oil of lavender, from which the scent and flavour of lavender are best derived. In the United States, both avender syrup and dried lavender buds are used to make lavender scones and marshmallows. [edit]Medicinal use Lavender is used extensively with herbs and aromatherapy. English lavender (Lavandula angustifolia) yields an essential oil with sweet overtones, and can be used in balms, salves, perfumes, cosmetics, and topical applications. Lavandin, Lavandula ? intermedia (also known as Dutch lavender), yields a similar essential oil, but with higher levels of terpenes including camphor, which add a sharper overtone to the fragrance. Mexican lavender, Lavandula stoechas is not used medicinally, but mainly for landscaping. Essential oil of lavender has antiseptic and anti-inflammatory properties. It was used in hospitals during World War I to disinfect floors and walls. These extracts are also used as fragrances for bath products. According to folk wisdom, lavender has many uses. Infusions of lavender soothe and heal insect bites and burns. Bunches of lavender repel insects. If applied to the temples, lavender oil soothes headaches. In pillows, lavender seeds and flowers aid sleep and relaxation. An infusion of three flowerheads added to a cup of boiling water soothes and relaxes at bedtime. Lavender oil (or extract of Lavender) heals acne when used diluted 1:10 with water, rosewater, or witch hazel; it also treats skin burns and inflammatory conditions. [citation needed] A recent clinical study investigated anxiolytic effects and influence on sleep quality. Lavender oil with a high percentage of linalool and linalyl acetate, in form of capsules, was generally well tolerated. It showed meaningful efficacy in alleviating anxiety and related sleep disturbances. [12] [edit]Health precautions These remedies should be used with caution since lavender oil can also be a powerful allergen. Avoid ingesting lavender during pregnancy and breastfeeding. [13] In vitro, lavender oil is cytotoxic. It increases photosensitivity as well. Lavender oil is cytotoxic to human skin cells in vitro (endothelial cells and fibroblasts) at a concentration of 0. 25%. Linalool, a component of lavender oil, may be its active component. [14] Aqueous extracts reduced mitotic index, but induced chromosomal aberrations and mitotic aberrations in comparison with control, significantly. Aqueous extracts induced breaks, stickiness, pole deviations and micronuclei. These ffects were related to extract concentrations. [15] However, according to a 2005 study although it was recently reported that lavender oil, and its major constituent linalyl acetate, are toxic to human skin cells in vitro, contact dermatitis to lavender oil appears to occur at only a very low frequency. The relevance of this in vitro toxicity to dermatological application of Lavandula oils remains unclear. [16] In terms of phototox icity, a 2007 investigative report from European researchers stated that, Lavender oil and sandalwood oil did not induce photohaemolysis in our test system. However, a few reports on photosensitivity reactions due to these substances have been published, e. g. one patient with persistent light reaction and a positive photo-patch test to sandalwood oil. [17] [edit]Controversy over possible endocrine-disrupting activity In 2007, a study was published in the New England Journal of Medicine which indicated that studies in human cell lines indicated that both lavender oil and tea tree oil had estrogenic and antiandrogenic activities. They concluded that repeated topical exposure to lavender and tea tree oils probably caused prepubertal gynaecomastia in some boys. 18] The study has been criticised on many different levels by many authorities. The Aromatherapy Trade Council of the UK has issued a rebuttal. [19] The Australian Tea Tree Association, a group that promotes the interests of Australian tea tree oil producers, exporters and manufacturers issued a letter that questioned the study and called on the New England Journal of Medicine for a retraction (ATTIA). [20] The New England Journal of Medicine has so far not replied and has not retracted the study. [edit]Other uses Flower spikes are used for dried flower arrangements. The fragrant, pale purple flowers and flower buds are used in potpourris. Lavender is also used extensively as herbal filler inside sachets used to freshen linens. Dried and sealed in pouches, lavender flowers are placed among stored items of clothing to give a fresh fragrance and to deter moths. Dried lavender flowers have become recently popular for wedding confetti. Lavender is also popular in scented waters and sachets. [edit]History The ancient Greeks called the lavender herb nardus, after the Syrian city of Naarda. It was also commonly called nard. 21] Lavender was one of the holy herbs used in the biblical Temple to prepare the holy essence, and nard is mentioned in the Song of Solomon (4,14) nard and saffron,[22] calamus and cinnamon, with every kind of incense tree, with myrrh and aloes, and all the finest spices. [23] During Roman times, flowers were sold for 100 denarii per pound, which was about the same as a months wages for a farm laborer, or fifty haircuts from the loc al barber. Lavender was commonly used in Roman baths to scent the water, and it was thought to restore the skin. citation needed] Its late Latin name was lavandarius, from lavanda (things to be washed), from the verb lavare (to wash). [24] When the Roman Empire conquered southern Britain, the Romans introduced lavender. [citation needed] The Greeks discovered early on that lavender if crushed and treated correctly would release a relaxing fume when burned. [edit]Taxonomic table I. Subgenus Lavandula Upson S. Andrews subgen. nov. i. Section Lavandula (3 species) Lavandula angustifolia Mill. – Common or true lavender, English lavender subsppp. angustifolia, pyrenaica Lavandula latifolia Medik – Portuguese or Spike lavender Lavandula lanata Boiss. Hybrids Lavandula ? chaytorae Upson S. Andrews nothosp. nov. (L. angustifolia subsp. angustifolia x L. lanata ) Lavandula ? intermedia Emeric ex Loisel. (L. angustifolia subsp. angustifolia X L. latifolia ) – Dutch lavender ii. Section Dentatae Suarez-Cerv. Seoane-Camba (1 species) Lavandula dentata L. – French lavender var. dentata (rosea, albiflora), candicans (persicina) [Batt. ] iii. Section Stoechas Ging. (3 species) Lavandula stoechas L. – Spanish lavender Lavandula pedunculata Mill. (Cav. ) Lavandula viridis LHer. Intersectional hybrids (Dentatae and Lavendula) Lavandula ? heterophylla Viv. (L. dentata x L. latifolia ) Lavandula ? allardii Lavandula ? ginginsii Upson S. Andrews nothosp. nov. (L. dentata X L. lanata ) II. Subgenus Fabricia (Adams. ) Upson S. Andrews, comb. nov. iv. Section Pterostoechas Ging. (16 species) Lavandula multifida L. – Fernleaf lavender, Egyptian lavender Lavandula canariensis Mill. Lavandula minutolii Bolle Lavandula bramwellii Upson S. Andrews Lavandula pinnata L. – Fernleaf lavender Lavandula buchii Webb Berthel. Lavandula rotundifolia Benth. Lavandula maroccana Murb. Lavandula tenuisecta Coss. ex Ball Lavandula rejdalii Upson Jury Lavandula mairei Humbert Lavandula coronopifoliaPoir. Lavandula saharica Upson Jury Lavandula antineae Maire Lavandula pubescens Decne. Lavandula citriodora A. G. Mill. Hybrids Lavandula X christiana Gattef. Maire (L. pinnata x L. canariensis) v. Section Subnudae Chaytor (10 species) Lavandula subnuda Benth. Lavandula macra Baker Lavandula dhofarensis A. G. Mill. Lavandula samhanensis Upson S. Andrews sp. nov. Lavandula setifera T. Anderson Lavandula qishnensis Upson S. Andrews sp. nov. Lavandula nimmoi Benth. Lavandula galgalloensis A. G. Mill. Lavandula aristibracteata A. G. Mill. Lavandula somaliensis Chaytor vi. Section Chaetostachys Benth. (2 species) Lavandula bipinnata (Roth) Kuntze Lavandula gibsonii J. Graham vii. Section Hasikenses Upson S. Andrews, sect. nov. (2 species) Lavandula hasikensis A. G. Mill. Lavandula sublepidota Rech. f. III. Subgenus Sabaudia (Buscal. Muschl. ) Upson S. Andrews, comb. et stat. nov. viii. Section Sabaudia (Buscal. Muschl. ) Upson S. Andrews, comb. et stat. nov. (2 species) Lavandula atriplicifolia Benth. Lavandula erythraeae (Chiov. ) Cufod. [edit]

Home Video Rental Industry

Home Video Rental Industry Home video rental industry is a technology intensive industry. Technology provides several growth opportunities and challenges. It provides an opportunity for companies in the industry to stream movies to their customers. However, it also increases competition from other sources of movies. This necessitates companies in the industry to develop efficient development strategies to cater for the current and future needs of the customers.Advertising We will write a custom assessment sample on Home Video Rental Industry specifically for you for only $16.05 $11/page Learn More In addition, efficient strategies would help in strategic positioning of the company to enable it to cope with the changes in the market. Failure to develop efficient strategies would lead to the ultimate collapse of a company. Netflix and Blockbuster are some of the major players in the home video rental industry. Both Netflix and Blockbuster rely heavily on online streaming of movies on de mand for a sizeable percentage of their revenues. Amazon and iTunes, other major players in the industry, also enable customers to download movies online for a certain fee. Downloading movies online is the trend that is likely to continue in the future. This necessitates companies to look for efficient platforms to distribute their movies. Gone are the days when companies relied heavily on physical distribution of their movies via mail or certain drop-off points. Companies desire to be market leaders in the industry should strive to make watching movies at home faster and easier (Greenwald para 3). Grown in online consumption of products necessitates companies in the industry to shift their focus to online sales. Analysts predict that online sales of movies will surpass sales of DVDs in the near future (Frankel para 3). This would greatly benefit companies that are market leaders in online sales of movies. These include Amazon and iTunes. The major benefit of online sales is the low cost of management. This is because companies do not need a physical presence to operate in the areas. Customers only need an internet connection to access the movies regardless of their geographic location. For companies in the home video rental industry to acquire a competitive edge, they should have a wide collection of movies. Having a wider collection of movies would enable companies to compete effectively with other sources of movies, which include cable TV. Having a wider collection of movies would also increase customer loyalty to a company as they are guaranteed of getting the movies they desire. In addition, diversification of services would enable companies in the industry remain profitable. One of the major areas of diversification for companies in the industry is provision of games.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Netflix is one of the companies that has the best chance of survival in the industry, which is changing rapidly. In 2011, Netflix created Qwikster in an attempt to split its subscription model. The Qwikster brand would deal will solely online subscription of movies while the Netflix brand would continue offering DVD services. The company opted to implement this strategy as it realized the importance of online sales of movies for its future growth. Netflix introduced the Quikster brand in an attempt to phase out its DVD sales business. However, this strategy failed. Netflix continues to offer both DVD services and online subscriptions of movies. Online subscriptions now account for a sizeable percentage of the company’s revenues (Stelter para 5). The failure of Quikster led to a significant fall in Netflix’s share value and profitability. However, the company is slowly repairing its reputation. Frankel, Daniel. â€Å"Forecast: Online demand for movies, TV shows will top DVD sales this year.† P aidContent. 2012. Web. Greenwald, Will. â€Å"Change or die: Netflix and the future of home video.† PCMag. Web. Stelter, Brian. â€Å"Netflix, in reversal, will keep its services together.† The New York Times. 2011. Web.

International business class (Discussion Board) Assignment - 4

International business class (Discussion Board) - Assignment Example Thus a country achieves a more competitive advantage from manufacturing better products due to high competition. Related and supporting industries also play a role in determining the competitiveness of an economy. These supporting industry help set the price point by lowering costs of production so that the goods produced are of attractive buying prices hence ensuring survival in the market. Firm strategy, structure and rivalry are the last but not least of the factors. The strategies adopted by a firm help it seek and maximize opportunities. Strategic alliances help a firm to be more competitive and dominate a market sector. Rivalry is what breeds competition and this is very important if the products in the market are to be of great quality. In response to answer 1 given, this answer falls short of detailing the individual factors and how they affect competitiveness in individual capacities. The answer is very general. It also speaks of technology as the only factor that influences production. This is not a fair assessment since there are more factors that affect competitiveness and production of a firm other than technology. Demand should have been mentioned as part of what constitutes factors that influence national

DQ Assignment Example | Topics and Well Written Essays - 500 words - 2

DQ - Assignment Example This may lead to heated arguments and losing temper. It is also good practice to engage the client in the solution, by asking them their suggestions. The other key objective is to listen keenly, internalize the complaint, and, take time to understand before responding. These techniques help avoid taking issues as personal attacks. Feedback meetings with clients need to be well organized so as to maximize the outcome, while avoiding ambiguity. It is important when planning, to have in mind, which areas to collect feedback, what is to be addressed in the meeting, what the possible client reactions are, and, how to manage the reactions. It is advisable to devise a plan to be followed in the manner in which to engage the client. It is also important to schedule the meeting in an environment that is suitable to the client. On the material day, it is good to start by engaging the client on more general issues, before narrowing down to specifics. The client should be given ample time to express themselves without interjections, and, their complements, or complains well recorded. It is also good practice to respond to those issues that can be addressed on the spot, while committing to respond to the other, and make necessary adjustments soonest applicable. Self expression is an important tool to earn and maintain customer confidence. One way of doing this is to ensure that one is well informed about the company history, policies, products, services, and, future plans. This helps one to be articulate when handling the customers. When talking to clients, it is good to make prior preparations, to avoid rushing over issues. One should also talk naturally, avoiding reading lengthy documents. Eye contact should also be maintained, while avoiding distructive behavior. It is also good to explain using good examples where appropriate. While responding to client concerns, one should portray good understanding of the issues, and, when not sure

The Different Sources Of Finance And There Implications Finance Essay

The Different Sources Of Finance And There Implications Finance Essay The assignment attempts to explore the different sources of finance and its implicationIt describes how different structures and cultures affect the business performance of the organization. It identifies the cost of finance as a resource, budgeting and financing adequately. The application of investment appraisal technique and long term decisions. Shows the understanding of basis business and accounting terminology. Research Methods. Theoretical studies from different books and Handouts from our tutor. Personal academic knowledge about business finance.ACCA background. JS AND Co. medium sized retailer scenario. Sources of Finance Js and Co. must be very aware of the importance to use the appropriate sources of financing meeting the needs of your company. Sources of finance to business There are different sources of finance,namely : Short term finance- Trade credit Commercial banks -overdraft Fixed deposits for a period of 1 year or less Advances received from customers Various short-term provisions Operating lease. Medium term finance- Debentures/bonds Public deposits/fixed deposits for duration of three years Commercial banks Short term loans

Risk and types of Financial Risk Essay -- Business, Banks, Insurance

Value at Risk -Introduction As Walter Wriston, former chairman of Citigroup, said â€Å"All of life is the management of risk, not its elimination† and nowadays modern banking is about controlling risk and returns. The ability of a financial institution to control risk is a key factor that determines its success or its failure in markets. As the late financial crisis has demonstrated institutions that were not properly prepared to face the crisis, failed and they were either bailed out by governments or serve economists as bad example. This is the reason risk management is an important field of every financial institution. -Risk and types of Financial Risk As Philippe Jorion (2007) mentions a definition for risk can be the volatility of unanticipated outcomes and can be created by natural disasters, such as the recent earthquake in Japan that is reported to cause a drop of 3% of the oil price in the first few days after it, or it can created by human activities such as technological innovation which might create unemployment. Phillip Best (1998) argues that risk matters only when it causes financial losses and financial risk is the one linked with financial assets and portfolios and is classified in broader categories; market risk, credit risk, liquidity risk and operational risk. There is evidence that these types of risk can affect one another. Market risk is the one linked with the movements of the price level of market. Credit risk is generated when parties involved in an economic contract are either incapable or reluctant to satisfy their commitments. Jorion (2007) classifies liquidity risk into two forms; asset liquidity risk and funding liquidity risk. Jorion (2007, p. 23): Asset liquidity risk†¦arises when a transaction can... ... effects than those expected. Nevertheless VaR is always a statistical tool, meaning that if using VaR is estimated a loss of  £10 millions in one month, it is known that there might be months with smaller losses and months with larger than  £10 millions. There is also the problem of identifying the right method because each method has its own strengths and weaknesses. So it is important for a risk manager to be able to identify the key factors of the market. These can be market rates and prices that can affect the portfolio and the necessity of this derives from the fact that without these factors is impossible to build a proper quantitative measure of market risk, due to the complexity of financial markets. So to start properly one has to recognize the instruments through which market risk factors will be embodied, such instruments may be options, swaps or loans.

The Boxer Rebellion

Write a powerful and memorable topic sentence for each side Of the Teacart en for why American involvement was necessary and one for why intervention was deter mental. Topic sentence about why U. S. Involvement was needed in the Boxer Rebellion: Rebellion was a problem: Help on gain their independence. The boxer rebellion was a problem because a war and the U. S did not what to into another war 3. For each topic sentence, write (in complete sentences) three supporting detail s from your chart. Three supporting details about why U. S. Involvement was necessary in the Boxer Rebellion: why U. S. Derivation in the Boxer Rebellion was a problem: Supporting detail #1: Supporting detail #1 : Hetman Movement was an it was a civil war and the U. S did not materialistic uprising which took have to be there place in China Towards the end of the King dynasty between 1898 and 1900. Supporting detail #2: the U. S send 3,125 army troops. 2,500 foreign soldiers die Supporting detail #3: The Boxer Re bellion weakened At first, the Boxers wanted to the Chining dynasty's power and destroy the Chining dynasty and hastened the Republican anted to rid China of all foreign Revolution of 191 1 that overthrew influence. ND the U. S did not got the boy emperor and made China out of the rebellion and got more a republic. That help U. S get more involved into china political power in china business influence. 4. Write a few sentences about whatnot think should have been done about the e Boxer Rebellion had the decision been yours. With which side do you agree, and why? This states .NET could BEA compromise, using elements of both sides, now thou have evaluated bothConclusion the Boxer Rebellion was a Chinese civil war and there have not be other count tries should not have to be involved in this civil war. The Boxer what to destroy the Chining dynasty that was run more than 250 years. It all beginning in 1898, grog ups of peasants in northern China began to band together into a secret soci ety ink as lo chuan Righteous and Harmonious Fists called the boxers by Western press. Write Your Paragraph Now that you've prepared, write a complete paragraph for your journal entry.