RAIL TRACK DESIGN FOR LINE SPEED IMPROVEMENT Essay

RAIL TRACK DESIGN FOR LINE SPEED IMPROVEMENT - Essay Example The plan issue viable incorporates course looking over, track part distinguishing proof, structuring the rail bend and other structure viewpoints that help in improving rail transport. Recommendation showed can be executed by any train association trying to improve or upgrade there administrations (Mundrey, 1993). Rail tracks are utilized for the direction of trains, and comprise of two steel rails laid in equal. The rails control the train moving without the requirement for controlling. The rails are laid on sleepers. The sleeper are additionally alluded to as the cross ties. The sleepers are implanted in the counterbalance and structure the rail street track. The rails are affixed to the sleeper by the utilization of spikes, slack screws, fasteners cuts and pandrol cuts. The sort of securing sleepers relies upon the kind of sleepers. For the solid sleepers cuts are utilized, for the wooden sleepers' spikes are utilized and for steel sleepers, jolts are normally utilized. Convectional rail configuration included course looking over and finding the most affordable course for the rail line. The specialist took a shot at methods of structuring the rail to outperform the topographical snags (Engineering Policy Group (EPG). 2009). Right now rail configuration incorporates many structure perspectives. These structure angle results from the requirement for more prominent paces and substantial burdens. Because of these elements, the most significant thought for the rail configuration are: Course looking over. This includes arranging the rail courses with the goal that it goes through the most conservative course (Hickerson, 1967). Long haul traffic levels; if the projection shows that over the long haul the traffic will increment. Structure thought for development of the rail just as fusing trains with fast and substantial ought to be mulled over. Ecological concern: the plan should concentrate on a natural amicable rail that doesn't harm the earth. Legislative issues: Government impacts and financing extraordinarily influence the nature of the rail and furthermore its drawn out advantages. Land issues; when structuring for sped up, enormous bends are required; the compelling variable to this is the confinement of land. Financial components: this decides the kind of rail built. Very much supported ventures can chronicle the majority of the structure prerequisites. Structure of The track bed The rails are laid on a bed of stones, balance is regularly utilized. The bed is included the accompanying significant layers; The earth: this is the common ground where the rail is to be laid. The sub grade: this contains compacted soil. The compaction and expulsion of earth from this layer forestalls the development and pressure forestalling the sinking of the rail which harms this track. The dirts utilized in this layer must not extend or pack because of water retention. Pressure of the dirt likewise helps is forestalling the penetration of water and mud. Cover: this is a layer of stone residue or sand, it is blended in with impenetrable plastic. The layer forestalls the upward invasion of dirt and water which may obliterate the rails. Balance: This is a layer of stone. The kind of stone utilized and the evaluation of the counterweight decide its heap bearing

Smart classroom Essay Example | Topics and Well Written Essays - 250 words

Shrewd study hall - Essay Example Accordingly, this paper intends to take a basic perspective on the utilization of savvy study halls, and its impact on the educating/learning process, featuring the two its difficulties, and the potential way to address these. So as to give an increasingly intelligent conversation of the subject of brilliant study halls, the investigation has a six structure, planned to encouraging better comprehension of the theme. Accordingly, the initial segment investigations the issue of brilliant study halls from the teachers’ point of view, while investigating the advantages achieved by shrewd homerooms, particularly by increasing coordinated effort between understudies all through the way toward learning. The second piece of the paper investigations the making components out of shrewd homerooms. Besides, the potential difficulties that are probably going to happen while attempting to execute savvy homerooms are talked about under the last piece of the current paper. Prior to entering further into the field of current instruction, and the issue of whether keen study halls have changed the comprehension of conventional training, we will initially continue with clarifying what savvy study halls really are. As per Huang, Hu, Yang and Xiao (2012) shrewd study halls are a kind of cutting edge innovation which is intended to improve the learning experience and the homeroom condition, upgrading both the learning and the showing procedure at the same time, by methods for the recently presented learning innovation. This innovation, as further clarified by Huang, Hu, Yang and Xiao (2012), comprises of PCs, different projects, materials, inventive listening devices, and various media gadgets or systems. Following a similar heading, different analysts (for example Di, Gang and Juhong, 2008) point to the significance that the recently presented innovation gain, to such a degree, that they have transformed into an essential gadget; an instrument that assumes a successful job in moving and trading data inside the IT represented condition. A significant perspective that is

Distributed systems and cloud computing Coursework

Appropriated frameworks and distributed computing - Coursework Example buted and distributed computing to meet the necessities of the Agency, keeping in see the fundamental issues incorporates: the security, cost, adaptability, and extensibility. The report centers around the framework design parts incorporate, however are not constrained to the working framework, customer interfaces and information stockpiling required to effectively actualize the essential framework for the Letting Agency. After intensive investigation and keeping in see the Agency’s circumstance and considering the preferences and drawbacks of the two arrangements I-e SOAP based web administrations and RESTful web benefits, the suggested structure arrangement depends on SOAP. At long last, the report presents key highlights of the proposed framework configuration keeping in see the principle issues of the Letting Agency and the breakdown of the framework segment (Coulouris, Dollimore, Kingberg and Blair, 2012). As the ‘Letting Agency’ manages the exchanging of the property containing secret data, in this way, the Agency has permitted getting to the framework from the inner system as it were. This causes a difficult that even the representatives can't get to the framework from any open system. The Agency is confronting numerous issues because of the burdens for putting away and getting to data from the premises of the clients or open system. So as to take care of the issue, the Agency chose to actualize web administrations arrangement dependent on the disseminated and distributed computing. At present, there are two (2) principle arrangements dependent on the circulated and distributed computing incorporates: the Simple Object Access Protocol (SOAP) based web administrations and Representational State Transfer (REST) web administrations. Every one of the web administrations arrangements has its own advantages and disadvantages, requirements and restrictions. One of the principle thoughts required to be thought of while planning the arrangement is the issues relating to the agency’s situation. The issues of the Letting Agency in regards to the advancement of the framework incorporate, however are not constrained to the versatility of the

GCSE Critical Thinking Basic Guide on Qualifications

GCSE Critical Thinking: Basic Guide on Qualifications How accurate the evaluation of someone’s critical thinking can be? There are loads of debates swirling around the ability to critically analyse the surroundings and the above mentioned question because the phenomenon is so abstract and individual that not a lot of educational institutions venture into assessing this skill †¦ except for the ones in the UK. What is GCSE Critical Thinking? GCSE is a certification system that was implemented back in 1988 and overtook other assessment ways. And in 2009 it expanded up to critical thinking. There are 2 types of qualifications you can get by passing GCSE: Advanced Subsidiary GCE (introduction to critical thinking, basic concepts and principles of analysis) Advanced GCE (deeper understanding of critical analysis and evaluation, ability to form fully-featured arguments) There is no strict sequence of taking the exams, you can freely start with the second one if you feel like it. The only thing is that prior to applying for courses you need to obtain a general educational level complying with National Curriculum Level 4. You are also advised to pass a GCSE on the English language with a minimum C score. What Qualifications Are You Supposed to Have in Order to Pass? Critical thinking consists of 2 main elements each of which bears a certain value for this skill. And these 2 components are at the centre of attention during the courses and the exams themselves. Let’s see what they are and which qualifications they are responsible for: Analysis of Reasoning – the ability to split the reasoning into separate parts, mark and categorise them, understand and explain the relationships between those parts. In the sphere of its influence there are a number of knowledge elements you need to have or acquire: Knowing different relevant terms like coherent, structure, opinion, challenge, assess, counter, etc.; Understanding the core difference between an argument and explanation, and situations when they can interlace; Being able to explain the meaning and purpose of analogy, general principles, intermediary conclusion. Evaluation of Reasoning – the ability to determine if the argument is weak or strong and identify the flaws as well as fortes. It is responsible for: Specifying the drawbacks of reasoning by applying the terms like conflation, slippery slope, confusing cause, post hoc, etc. as well as understanding the difference between them; Tracing appeals (means of emotional impact used as tools of persuasion) and categorising them according to their nature (history, authority, tradition, etc.); Being able to use statistics (research findings, surveys, etc.) to evaluate arguments and evidence; Analysing evidence, suggesting possible future outcomes and/or impact of further evidence, proposing conclusions. These are the most important qualifications that you acquire during courses that are provided before certification. Of course, they are not all – for further research on the topic consult OCR.org.uk. But our article will give you a general idea what GCSE paper on critical thinking is all about. Weigh up the pros and cons, choose the level of a certificate and start preparing!

Dissertation On Employee Resistance To Change - Free Essay Example

Sample details Pages: 21 Words: 6366 Downloads: 2 Date added: 2017/06/26 Category Statistics Essay Did you like this example? Chapter 1- Introduction Change comes from anywhere, and is the only constant. Propelled by the driving force of technology and globalization, the economic landscape continuously transform in a way that has come to undermine the relevance of received wisdom on how a firm should be managed and what underlies its success (Gregory Prastacos, et al., 2002). In this new millennium, it is more challenging for an organization to sustain its competency or even survive in the diversity market. Don’t waste time! Our writers will create an original "Dissertation On Employee Resistance To Change" essay for you Create order When an organization is threatened by environmental changes such as crisis or competition, it results in the increasing needs for communication as technology develops rapidly and higher customer demands will be foreseen. Organizational change is not an option; it constitutes a fundamental necessity for success within the new competitive landscape (Hamel and Prahalad, 1996). An organization need to evaluate its performance and review its business strategies, corporate structure, operational process and HR policies to identify the areas that need transformation. To maintain its competitive advantages,  an organization must make effort to implement changes accordingly. Usually changes to be made in an organization is for the seeking of extending the ability of the organization to achieve the strategic goals but sometime changes do not necessarily contribute to the improvement of the organization (Stroh, 2001). The expected result of the change might vary due to other unexpected f actors, such as resistance to change. Resistance is a phenomenon that affects the change process, delaying or slowing down its beginning, obstructing or hindering its implementation, and increasing its costs (Ansoff, 1990). Effect of resistance of changes in organization will cause distorted perception, interpretation barriers and vague strategic priorities, low motivation among the people and lack of creative response (Val, 2003). It is crucial for change initiators to deal with resistance for a successful change. Forasmuch as employees are the one who get the job done, and they the one who possess the knowledge, skills, tools and experiences, it is clear that organizational changes cannot be achieved without employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s support and involvement. Employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢ acceptance and commitment are the key factors for successful changes. Effective change management should recognize the importance of its employees and the way to minimize the resistant from employees. Therefore, understand why it is caused, the forms of resistance and the factors determine employees reactions to change is significant. 1.1 Research Objective This research will study on the factors of resistance to change from employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ prospective. The aim of this research is to review the factor and find out the correlates among the factors. By better understanding these which a shift in perception could occur, the paper hope to develop a framework to change initiators of how certain group of employees is the likely to react and behave to change that being unleashed by the value and perception, this knowledge will enable change initiators to design change plan and training programs which recognize the values of employees, and to interact with diverse others in order to optimize the expected change affect. The research attempt to explore the followings areas as a systematic way to rationalize the value of this project study: To identify the natural of employee resistance to change. To identify the symptoms of employee resistance to change. To identify the reasons of employee resistance to change To determine the various factors to effect employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ resistance to changes. To evaluate the effect of these factors on organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s future development. 1.2 Chapter Summary Chapter 1 of Introduction has provided a background of the circumstances that force organization to change, and examined the inevitable resistance can undermined organizational change. By identifying the importance of employee in the organizational change, research objectives were generated to study on the resistance of change from employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s perspectives and listed done the areas of the study to be explored on. The research was planned in a systematic way to rationalize the value of this project. Next chapter of this project will touch on a review of current literatures on the natural, symptoms and the reasons of employee resistance to change and factors affect employee resistance, followed by the research methodology, samples and limitation of the research. The subsequent chapter will be the questionnaire data analysis presentation and lastly the paper will conclude the findings and its implications for change initiators. The aim of this research is to review the factors that affect employee resistance and evaluate it thought the target samples. Chapter 2- Literature Review 2.1 Employee Resistance to Change 2.1.1 The nature Organizations can be confronted with incremental changes that focus on à ¢Ã¢â€š ¬Ã…“doing things better through a process of continuous tinkering, adaptation and modificationà ¢Ã¢â€š ¬? or transformational changes that are regarded as revolutionary and break with the past.(John Hayes, 2010) Although the incremental changes rarely presented any abrupt challenges to the assumptions people make about how they related to the world (John Hayes, 2010), this is not always that case. People are not duplicate, the values, beliefs, assumption and knowledge of that person will be developed over the time, formed as a set of personal opinion, perceptions, views of the world to guide their behaviors (Hallie Preskill and Rosalie Torres, 1999). It is concerned with whether employees regards view change can bring present or future personal benefit and opportunities or change is a threat to their job, skills or any other interests. The implementation of changes inevitably involves the vital intere sts of various shareholders, and especially employees.Resistance occurs since most employees desire to be successful in their work environments due to they have basic needs which must be satisfied. To begin with, employees want to know their role and their responsibilities within the organization. In additional, employees want to be able to predict what they will face in the future (Appelbaum, S.H. et al, 1998). Even though old procedures that were initially regarded as cumbersome, costly or ineffective, after a prolonged recursive execution, employees become comfortable and are used to the ways things were done. Employee might fear in a changing organization, therefore change are frequently be seen as a threat to oneà ¢Ã¢â€š ¬Ã¢â€ž ¢s existence within an organization if upgrading or acquiring new skills are a problem because of time constraints , or the inability of the person to learn these new techniques. Change within an organizational setting usually poses several problems and challenged by the pressure in aspect of money, ego, and power for those who resist it. Employees resist change because they have learned to associate it negative feelings since their basic needs may now be threatened (Mealiea, 1978). Thus it is human nature that employees look at à ¢Ã¢â€š ¬Ã…“Changeà ¢Ã¢â€š ¬? negatively, resistance thereby coming into play. 2.1.2 The symptoms Resistance, described by Kilian M. Bennebroek Gravenhorst (2003) is commonly considered to be standard or even natural in reaction to organizational change. It is described as an most inevitable psychological and organizational response that seems to apply to any kind of change, ranging from rather modest improvement to far-reaching change and organizational transformation. Symptoms are the specific behaviors exhibited when employee resistance to change (Albert F. Bolognese, 2002) According to Bhutan (1995), it is important to distinguish between the symptoms of resistance to change and the causes behind them. Symptoms can be reflected in varies of forms, which Marc Maltz (2008) categorized it into the two varieties: overt and covert. Overt resistance is concern with obvious opposition, disagreement, arguing, debating, etc., to any change effort. While, covert resistance comes in two forms: one is conscious covert which employees are concerned about the consequences of their actions that they apparently agreed but actually not following though or withhold information and avoid implementation. Secondly is the unconscious covert resistance, which is the most difficult to see symptoms among employees as employees are unaware their resistance. 2.1.3 The Reasons There are many causes attribute to employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ resistance to change, such as Coch French (1948), studied the workers of a clothing manufacturer and find that lower employee participitation causing the mistrust of management and increase their resistance to change. Kotter and Schlesinger (1979) identify four common reasons why people resist organizational change: people focus on their own interest and fear of losing something of value, it can be power and status, autonomy and control, or specific skills; Misunderstanding the change will cost them more than they will gain and lack of trust to the person who initiating change; Different assessment of the necessity and benefit of change situations; Low tolerance for change, sometimes people just resist to change emotionally even they understand the need for change. Several studies have acknowledged what Kotter and Schlesingerà ¢Ã¢â€š ¬Ã¢â€ž ¢s publication and enhance these categories with further researches, according t o Prosci- A business process reengineering directory and resource companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s study (2003) in past six years in 288 organizations from 51 countries, result shows the top reasons employee resist to change is because of corporate history and culture, which the organizations past performance of change project failed or did not make much sense, employees are less interested to take initiatives to support the current change, they are not in the à ¢Ã¢â€š ¬Ã…“flavor the monthà ¢Ã¢â€š ¬? , thus employee expected it go away like what happened in the past. Lorenzo (2000) also acknowledge that one attribute to employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ resistance is that past failures leaves negative image for future changes. Another reason added on in Prosci (2003)à ¢Ã¢â€š ¬Ã¢â€ž ¢s research is that employee often opposes to change because of the added job responsibilities, new processes or technologies. Changes with lower motivation to get employees involved and less consideration of em ployeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ interest and their emotional and perceptual perspectives thereby eliminate their initiatives and level of commitment. Pardo Del Val, Manuela and Martinez Fuentes, Clara (2005) conclude above sources to employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s resistance are most likely happen in change formulation stage, they further identify some reason rise resistance that consist of: (a) organizational values in relation to change values that cause a strong implementation climate to determine whether employee to accept or oppose to change; (b) departmental politics that form employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s resistance. 2.2 Factors affect employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s resistance to change Literatures have identified variety of factors affect employee resistance to change, the most cited views of the factors fall on the organizational level, for instance the communication process, employee participation, change facilitation procedures in change process (Ricky Griffin ,2008) to improve organizational effectiveness. Moreover, employee motivation (David Clarence and McClelland, 1987) and quality of leadership (Ken W. Parry, 1999) have been widely acknowledged to have influence on employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s work initiatives, involvement and commitment, so that it can argues to be a significant factor to affect employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s willingness to change. Above factors virtually are the ways to deal with the subtext of organizational humanity on the stage of change process. However, one must understand the root factors played to affect employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s perception towards organizational change. Fail to understand the intrinsic factors govern employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s values and beliefs guided behavior in the context of the way they were doing and expected in the future, and all the necessities organization attempt or should to do to implement and facilitate change is crucial. Therefore, the research will mainly explore on the personal factors played to affect employee resistance to change including age, gender, personality traits (Locus of control) and employee educational level as follows: 2.2.1Age Baby Boomers refer to people who are born between 1945-1964. This generation grew up in an era of unprecedented economic growth and stability, so as to be regarded as a generation that finds comfort with long term employment with one organization. This has provided them with a false sense of stability (Loomis, 2000).Their perceived working values emphasize on chain of command, teamwork, technically challenged, team work and loyal to employer As they born after War II, which they entered the economic boom era, Money and job security such as life time employment are definitely extremely important for them to sustain their living. In this regard, it is argued that Baby Boomers are easier to accept organizational change as their working value of chain of command which they tend to commit to the hierarchical order. Moreover, the inception of organization loyalty also attributes them to be more committed rather than resistant or any other negative reactions. (Hui-Chun, Yu and Peter Miller, 2003) Another neuropsychological research held by (Stanford University professor Laura L. Carstensen et al. 2000) on the relationship between age and emotional experiences found that the periods of highly positive emotional experience were more likely to endure among older people and periods of highly negative emotional experience were less stable. With age, older adults report relatively low levels of worrying (Sandra Hunt, Patricia Wisocki and Julianne Yanko, 2003), experience less anger (Schieman,1999), and have lower levels of emotional distress after natural disasters (Bolin Klenow, 1982à ¢Ã¢â€š ¬Ã¢â‚¬Å"1983). The implication of these findings are older employees have better capability to regulate their negative emotions with organizational change and adjust themselves to adapt the environment.Employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s adaptability has been seen a key attribute to a successful organizational change (Heslin , 2005). Compared with Baby Boomers, Generation X refers to those people who were born between 1965 to 1980. This generation of employee tend to more independent, self-motivated and self-sufficient (Loomis, 2000). This is because most X generations did not have enough of their family attention as children because their parent may have been single or working parents. X generations therefore became adaptive at handling things on their own and in their own ways. Their work value is perceived more on personal satisfaction, and their attitudes towards work are focus on flexibility empowerment, loyal to skills. (Hui-Chun, Yu and Peter Miller, 2003). Hence, when the change conflict with their own interest such as against what they used to do , their skills, or leave less empowerment to them, they will feel unmotivated towards to commit to the change. However, David J. Oà ¢Ã¢â€š ¬Ã¢â€ž ¢Connell, Eileen McNeely and Douglas (2004) argue that since Xers entered the workforce under the employment of à ¢Ã¢â€š ¬Ã…“dealà ¢Ã¢â€š ¬?, in which career planning and development are largely individual responsibilities and where the average worker can expect to make several changes during their working lives. In this regards, it seems like Xers are more adaptive to change. However, there are also many scholars debate the relationship between the age and the personal adaptability to change, such as Mirvis and Hall, 1996. Recent research held by Oà ¢Ã¢â€š ¬Ã¢â€ž ¢Conell, McNeely and Hall, 2008 also support this assertion, reporting that age is limited measured as a categorical variable namely the characteristics about an individual . 2.2.2 Gender Although many literatures have acknowledged the impact of gender difference on the management practice, there had been little systematic attention focus on identifying the gender roles on effective change management relatively. Feminist perspectives have tended to highlight not only the impact of organizational change on womenà ¢Ã¢â€š ¬Ã¢â€ž ¢s relatively marginalized position but also the role of women in the change management (Melissa Tyler, 2005). Jamie L, Michael G and Homer Tolson (2005) research findings suggest that there is a difference between male and female executive of their emotional expressiveness, and women are regarded to process better skill at encoding and decoding emotions (Laura K. Guerrero and Kory Floyd, 2008). Emotions are intensive feelings that are directed at someone or something (Stephen P. Robbins and Timothy A. Judge, 2010). Goleman-the founder of emotional intelligence theory also mentioned that women are good at reading othersà ¢Ã¢â€š ¬Ã¢â€ž ¢ feeling s than men averagely in his book published in 1995. The skills to encode and decode emotions generally have advantage to develop and maintain relationships (Laura K. Guerrero and Kory Floyd, 2008), because skilled encoders have ability to express their internal emotional state so that other people can decode their emotions more easily and accurately (Burgoon and Bacue, 2003). In this regard, the chances such as misunderstanding and conflict due to implicit or unclear message delivered or received prone to be decreased, the communication becomes more easily and effective. In many literatures, communication has been widely acknowledged as a useful approach to eliminate resistance to change. Therefore, women are deems to be more successfully engaged in change circumstances. Maddock (1999) added that à ¢Ã¢â€š ¬Ã…“Women focus on relational aspect of how to do things, while men tend to be expected to think what to do.à ¢Ã¢â€š ¬? It appears that women are emotionally discreet on how they are going to process the information, express and interpret their view points to react to change before making any decision. Combined with womenà ¢Ã¢â€š ¬Ã¢â€ž ¢s secondary position in labor market due to gender discrimination, especially in Confucian countries, in addition to their greater responsibilities in family and child care than men, which cause women are relatively powerless to challenge the situation (Melissa Tyler, 2005). Hence Melissa argues that women in change management appear to be positioned as performing an interpersonal function associated with safety; providing security in times of unexpected turbulence and anticipating. On the basis of these arguments, it seems that women tend to avoid conflict in working in this regard and to accept the change accordingly. 2.2.3 Personality Traits Some people are quiet and reserved, while others are aggressive and outgoing. Some people are trustworthy, some are not. People differ with each other in various dimensions as a result of different behavior and attitude towards things in personal life and working. The individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s differences are shaped by personalities (Stephen P. Robbins and Timothy A. Judge, 2010) Personality refers to the traits and characteristics that make individuals unique (Greenberg and Baron, 2002). The most frequent used definition of personality was produced by Gordon Allport nearly 70 years ago which he commented that personality is the dynamic organization within the individual of those psychophysical systems that determine his unique adjustment to his environment. Personality thus becomes an important reason mangers need to know to generate a view of employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ likely behaviors and examine their coping reaction. Meselaar and Cozijnsen (1997) further highlighted the per sonality is a determinate of individual reaction to organizational change. Locus of control refers to the degree people believe their own behaviours determine what happens to them. People believes they have more control over their destiny are referred as internal, and people who believe they have less control over their life and the results are attributing to the will of God, or to the fortune of being born in the right social class or family are referred as external. At this point, it is suggested that people behave differently towards change. Wilson (1992) developed an approach referred asà ¢Ã¢â€š ¬? determinismà ¢Ã¢â€š ¬? to study change management portrays the manager and other organizational members as pawns affected by change rather than as agents who can initiate and secure change. Their ability to influence is limited because of the main determinates lie outside the organization. John Hayes (2010) argues that those who are overcommitted deterministic view of change may be inclined to believe that the locus of control is external to themselves and the organization and may therefore develop view that there is little they can do to influence events. Hence, people who think this way is less likely to attempt to adopt a proactive approach to the management of change than those who have more internal view about locus of control. 2.2.4 Educational Level Although there were not many literatures specifically emphasize the employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ educational level to their resistance to organizational change, it is widely acknowledged (e.g.: George H. McCall, Karl E. Ristow and Daniel J. Cimini, 2004) that higher education improves employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ personal management, time management, communication skills and problem solving skills. Higher education defined by Roberg (1987) refers to the instruction that was obtained at university or colleague. According to Thomas Kent Gaylor (2001)à ¢Ã¢â€š ¬Ã¢â€ž ¢s research on 286 police officer from two North Texas Police department in 2001, result shows no significance relationship between the educational level and employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ openness to change. However the limitation of his research was lack of variation in respondentà ¢Ã¢â€š ¬Ã¢â€ž ¢s education level. Nevertheless, the author believe that higher education of employees will be more likely to support and commit or ganization change with more positive thinking of why the change is needed, hence the research intend to do further evaluation with different samples on the relationship of educational level to employee resistance to change since it is a logic factor that higher education equipped with employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ more knowledge and broader thinking and believe, which reduce the tendency to be dogmatic and to be more creative. 2.3 Chapter Summary Chapter 2 of Literature Review has explored on the current literatures on employee resistance to change in terms of the natural, symptoms and reasons. The inevitable resistances from employee impulse the research to further find out the factors that affect employee resistance to change. The research noted many factors including communication process, employee participations, change facilitation process, employee motivation and quality of leadership, and lastly mainly reviewed the personal factors played consist of age, gender, personality traits (locus of control) and employee educational level influence various aspects from values and beliefs and emotions as a result of different behavior and levels of adaptability reacted to change After exposit the literature review of factors affect employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s resistance to change, the paper will tackle the main objectives of this research. Starting with the description of research methodology, samples and limitation of the research, then paper will touch on the analysis part of the questionnaire, to examine the reflected results against with the literatures reviewed earlier on, so as to evaluate its universality of the factors in the sampling organization. Chapter 3- Research Methodology 3.1 Secondary Research The research was carried out at the beginning though a secondary research to review the current literatures on the areas of the study, which contains of the nature, symptoms and the reasons of employee resistance to change and the factors affect employee resistance to change from a more intrinsic view by looking at employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢ personal factors. The factors focus on the employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s adaptability to change determined by age and gender, one dimension of personality traits -locus of control, and employee educational level. The information is collected from textbooks, journals and articles from reliable and creditable online Journal Publications, National Library and Campus Library. 3.2 Primary Research In order to evaluate the factors been presented in literature review, the research will primarily employ questionnaires as the main methodologies for information gathering. The questionnaire will be carried out with various employees working in a large organization. The methods allow directly and original information to be gathered from participants. Questionnaire results are to be consolidated, and will be analyzed using various questionnaire analyze techniques, to interpret the data. The main reason of using questionnaire and interview is because data is collected directly from specific target respondents. Interviewers have the ability to ask extra intensive questions of the respondent concerning survey responses. 3.2.1 Research Samples The research was conducted using data collected from a large size agribusiness organization located in Singapore, mainly doing palm oil plantation and trading. The reason of choosing this organization is because it is currently undergoing turbulence and change on merger with one small size palm oil trading company and one ship chartering company. And it also has experienced many merger and change in the past. Therefore the target samples of the questionnaire participants in the organization must have many varies views on organizational change to enable the research generate more practical reflections from employees perspective on organizational change and change effect on them, aims to evaluate the universality application of all those factors on employee resistance to change presented in literature on the target sampling. The questionnaire attempt to invite 150 employees in this organization from four departments who are affected by the merger plan, respectively 25 employee from IT department, 35 employees from logistic department, 25 employee from finance department and 65 employees from operation department. 3.2.2 Limitation of This Research During the research, data collected could be deviated due to limitation in the research methodology as follows: Data may not represent the entire population due to the limitation of sampling size As the four department employees may experience different kinds of minor changes in their department respectively, whether the change offend their interest or not might bring subjective bias towards their response to the questionnaire, hence the accuracy of data collected will be deviated. Respondent who experience the past organizational change may bring different perceptions towards new change. The choice of the question may limited respondents response. 3.3 Chapter Summary Chapter 3 presented the methodology of this research which employed on secondary research to review the current literatures on the area of the study, and also the primary research using questionnaires to collect data. Research Samples chosen was a large agribusiness organization who is experiencing turbulence and undergoing merger and work structural change. The limitations of the research were also discussed including the sample size, respondentsà ¢Ã¢â€š ¬Ã¢â€ž ¢ bias, past organizational change experience as well as the choice of questions may also affect the accuracy of the survey result. Next chapter will touch on the research result analysis and discussion. Chapter 4- Result Analysis and Discussion The questionnaires were distributed to 150 employees in IT, Logistic, Finance and Operation department respectively as planned in Chapter 3, the responding rate is about 76%, namely 114 employees attend the questionnaire. Following are the result of each factors being tested. 4.1 Age The research finding on age factors shows that respondents in different age group perceived change differently and appears with different level of resistance. In contrary with literatures presented earlier on demonstrating age have negative relationship with organizational change where people are more emotional stable and adaptable to organizational change as they age. Instead, the result shows that in the age group of 20 to 65+, employees are more resistant to change as they age; an interesting finding is that for employees aged below 20, whom were surprisingly scored higher marks on resistance. Figure 4.1.2 shows details of scores on resistance in each age group. Figure 4.1.2- Age group vs Resist to change score The possible causes lead to this result might because when younger people firstly enter the workforce with no experience and lower educational background, they are uncertain about their skills and abilities. They may behave self-concerned and less flexible dealing with working matters, and not mature enough to regulate their emotions as they are undergoing a transition from childhood to adult, school life to working life with increased responsibilities, time is needed to help them accept such big changes and adapt themselves in the new environment. As they age and become more mature, they seek for competence, career movement and relationship, they are more flexible and motivated to change themselves in the organization to achieve their objectives. As time goes on, they feel tired and queried about what supposed to be. They are loyalty to their skills and fear losing it in the future. Stability, job security and sense of seniority may become the main values after they age 46. Hence th ey might act more resisting to change as demonstrated in below figure. Super (1980)à ¢Ã¢â€š ¬Ã¢â€ž ¢s Life Stage Theory displayed some common characteristics against to the above analysis and assumptions, which the author would like to research further. 4.2 Gender Out of total 114 respondents, 78 are women, and 36 are men, most of men respond strongly agree that organizational change is necessary and beneficial, and express their willingness to take challenges. Although there is no strong evidence to show that women are more resistance to change, most of women strongly agreed with the statement that when things are not going as plan, they tend to feel stress and if there is significant change regarding the way things are done, they would probably feel stressed. At this point, the research result suggested that women tend to be trapped in stress situation more easily than men. Hellriegel, D. Slocom, J. W., and Woodman, R.W.(2001) has pointed out that organizational change can be viewed as greatest source of stress on job and perhaps employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ life. Stress cause low morale, high desertion rate and consequently reduce in job satisfaction and organizational commitment. The women research samples in this study reflect lower abilit y to regulate stress in working and life that affect their job performance. When organizational changes go against their interest, plan or principles, family life, it easily get women feel stress emotionally and potentially raise their resistance level which can be described as à ¢Ã¢â€š ¬Ã…“unconscious covert resistanceà ¢Ã¢â€š ¬? (Marc Maltz, 2008) whereby employees are unaware of their resistance to change. Such symptom as mentioned in Chapter 2 is difficult to recognize and manage. The result urges the management to recognize gender-related problems in the organizational process. The implication of the result underlines the importance of evaluating and managing performance between women and men employees in implementing change. 4.3 Locus of Control Figure 4.3.1 shows the relationship between Locus of Control versus Resist to Change scale. The extent of Locus of Control are divided into 5 category based on the score respondents received on answering 10 specially designed question (Q7-Q16) catered to identify the individual level of locus of Control. For each correct answer that suggested Internal Locus of Control, the participant are give 1 point, the end results are totaled up with a formula (N/10)x100. The result are categorized into High Internal (80%), Low Internal (61 à ¢Ã¢â€š ¬Ã¢â‚¬Å" 80%), Neutral (41- 60%), Low External (21-40%) and High External ( 20%). Figure 4.3.1-Locus of control vs Resist to change score In the questionnaire result, it shown that respondents with a higher locus of control, regardless of Internal or external, are more likely to resist to change as they both score high in Resist to change. This result came surprisingly. Possible reason attribute to the result might be people with high internal locus of control believe they have full control over their live, they show high resistance to change when an external force attempts to changes it own direction. Whereas for people with high external locus of control are people typically with lower self-esteem and self-confidence. The fear factor kicks in when they are facing with changes. As pointed out in many studies, fear is the one of the biggest factor in preventing organizational change. People fear of the unknown future and about their ability to adapt to it (Shillingi, Venance, 2006). 4.4 Education Level Figure 4.4.1 shows the educational background of the questionnaire respondents. 58 % of them are at Diploma or Junior Colleague, 32% are Degree holders and 8% are Master holders. The average resistance to change score are 67.3, 39.6 and 10.3. The research result was against with the viewpoints presented by other scholars in literature review, but support authorà ¢Ã¢â€š ¬Ã¢â€ž ¢s arguments that employees at higher educational level reduce the tendencies employee resist organizational change as education equipped people with more knowledge and broader thinking. The implication is that management can use education as a tool to manage employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ negative emotions to organizational change and eliminate their resistance. Figure 4.4.1-Education level vs resist to change score 4.5 Chapter Summary This chapter presented the research result and analysis of each factors discussed in Chapter 2 that affect employee resistance to change. In this research samples, findings were not supported to all the findings of earlier research. Result shows younger employees (below age of 20) are most resistant to change and for employees above age of 20, resistant level increase as they age. In another aspect, result show there is no significant evidence to show women is more resistant than man, but an interesting finding is women tend to be easily stressed at work and life, which indirectly reflect their potential covert resistant to change when the change tense the circumstances. Regarding the locus of control personality factor, result shows that respondents with a higher locus of control, regardless of Internal or external, are more likely to resist change as they both score high in Resist to change. The last factor of educational level, result shows employees with higher educational level are less resistant to organizational change. The universality of the earlier research is not sufficient to this research sample. Chapter 5- Conclusion The world is changing; the change in government policy, economy, technology, legal requirement, competition, cost of raw materials and customerà ¢Ã¢â€š ¬Ã¢â€ž ¢s needs and wants pressures organizations to modify its structure, process or strategy necessarily to adapt and survive in the uncertain circumstances. Change is concerned with doing things differently and breakage of status quo. There are many resistances behind the change to hinder its success. The natural reaction for employees to à ¢Ã¢â€š ¬Ã…“defend the status quoà ¢Ã¢â€š ¬? brings challenges for change management. The research begins with a literature review of the current literatures on employee resistance to change in terms of the natural, symptoms, reasons and the factors affect employees resistance mainly include age, gender, personality traits (locus of control) and employee educational level. The research carried out to evaluate on these factors was though a distribution of questionnaires to a large agribusiness organization in Singapore. The results do not support the earlier scholarsà ¢Ã¢â€š ¬Ã¢â€ž ¢ research findings, the reasons may caused by many integrated factors such as past organization change experiences, leadership quality, motivation. However, a clear picture is that working force diversity imposes challenges in change implementation. All of four factors including age, gender, personality and educational background shaped individual differences which management could not ignore. Resistance is inevitable and there are no concrete answers and solutions to this problem since employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ perception, value and reasons for resisting are also vary in each situation. Nevertheless, management can develop a framework and theorize on how to create a climate, educate, persuade, communicate and reward employees to minimize employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ resistance and motivate them to be initially involved and committed to organizational change. The research raises the issues of performance management between women and men, and also the stress management of employees which contribute to the employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ resistance level to organizational change. Due to time limitation, the author suggest wish Appendix 1 à ¢Ã¢â€š ¬Ã¢â‚¬Å" Questionnaire (Please be assured that your answers will be anonymous) Section 1 à ¢Ã¢â€š ¬Ã¢â‚¬Å" Personal particulars What is your gender? Male b) Female What is your age? Below 20 b) 20 to 29 c) 30 to 45 d) 46 to 65 What is your marriage status? Single b) Married What is your family status? I do not have children I have children under the age of 6 living at home I have children between the ages of 6 and 17 living at home I have children above age of 18 living at home What is your employment experience? Below 1 year b) 1-3 years c) 4-9 years d) 10-19 years e) 20 years and above Which of the following best describes the highest level of education completed? Secondary and below b) Diploma or Junior Colleague c)   Degree d) Master and Above Section 2 à ¢Ã¢â€š ¬Ã¢â‚¬Å" Personality Test Please select the one of the following statements which you think is true: Q 1: ____ a) Peopleà ¢Ã¢â€š ¬Ã¢â€ž ¢s misfortunes result from mistakes they make b) Peopleà ¢Ã¢â€š ¬Ã¢â€ž ¢s misfortunes result from bad luck Q2: ____ Children get into trouble because their parents punish them too much. The trouble with most children nowadays is that their parents are too easy with them. Q3: ____ One of the major reasons why we have wars is because people dont take enough interest in politics. There will always be wars, no matter how hard people try to prevent them. Q4:____ In the long run people get the respect they deserve in this world. Unfortunately, an individuals worth often passes unrecognised, no matter how hard he tries. Q5: ____ Without the right breaks one cannot be an effective leader. Capable people who fail to become leaders have not taken advantage of their opportunities. Q6: ____ No matter how hard you try, some people just dont like you. People who cant get others to like them dont understand how to get along with others. Q7: ____ Heredity plays the major role in determining ones personality. It is ones experiences in life which determine what theyre like. Q8: ____ I have often found that what is going to happen will happen. Trusting to fate has never turned out as well for me as making a decision to take a definite course of action. Q9:____ In the case of a well-prepared student there is rarely if ever such a thing as an unfair test. Many times exam questions tend to be so unrelated to course work that studying is really useless. Q10: ____ Becoming a success is a matter of hard work: luck has little or nothing to do with it. Getting a good job depends mainly on being in the right place at the right time. Section 3 à ¢Ã¢â€š ¬Ã¢â‚¬Å" Resist to Change Scale Please indicate the degree to which you agree or disagree with each statement Organizational change is needful Strongly disagree Disagree Neutral Agree Strongly agree Organizational changes are mostly negative Strongly disagree Disagree Neutral Agree Strongly agree à ¢Ã¢â€š ¬Ã…“If it ainà ¢Ã¢â€š ¬Ã¢â€ž ¢t broke, donà ¢Ã¢â€š ¬Ã¢â€ž ¢t fix ità ¢Ã¢â€š ¬? is a correct statement Strongly disagree Disagree Neutral Agree Strongly agree Id rather be bored than surprised to organizational change. Strongly disagree Disagree Neutral Agree Strongly agree When things are not going as planned, I feel stressed. Strongly disagree Disagree Neutral Agree Strongly agree Changing plans seems like a real hassle to me. Strongly disagree Disagree Neutral Agree Strongly agree Often, I feel a bit uncomfortable even about changes that may potentially improve my life. Strongly disagree Disagree Neutral Agree Strongly agree When someone pressures me to change something, I tend to resist it even if I think the change may ultimately benefit me. Strongly disagree Disagree Neutral Agree Strongly agree I sometimes find myself avoiding changes that I know will be good for me. Strongly disagree Disagree Neutral Agree Strongly agree Once Ià ¢Ã¢â€š ¬Ã¢â€ž ¢ve come to a conclusion, Ià ¢Ã¢â€š ¬Ã¢â€ž ¢m not likely to change my mind. Strongly disagree Disagree Neutral Agree Strongly agree Ià ¢Ã¢â€š ¬Ã¢â€ž ¢ll take a routine day over a day full of unexpected events any time. Strongly disagree Disagree Neutral Agree Strongly agree I like to do the same old things rather than try new and different ones. Strongly disagree Disagree Neutral Agree Strongly agree I am adaptive to new environment. Strongly disagree Disagree Neutral Agree Strongly agree If I were to be informed that thereà ¢Ã¢â€š ¬Ã¢â€ž ¢s going to be a significant change regarding the way things are done at work, I would probably feel stressed. Strongly disagree Disagree Neutral Agree Strongly agree I do not like challenges. Strongly disagree Disagree Neutral Agree The last organizational change happened in my company was a failure Strongly disagree Disagree Neutral Agree Strongly agree My opinions are seldom valued by the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s higher management Strongly disagree Disagree Neutral Agree Strongly agree The managers rarely share vision and information with their subordinate Strongly disagree Disagree Neutral Agree Strongly agree I am NOT the intended beneficiary of the change Strongly disagree Disagree Neutral Agree Strongly agree If my boss changed the criteria for evaluating employees, it would probably make me feel uncomfortable even if I thought Ià ¢Ã¢â€š ¬Ã¢â€ž ¢d do just as well without having to do any extra work Strongly disagree Disagree Neutral Agree Strongly agree

An Emotional Intelligence Assessment Measuring The...

An Emotional Intelligence Assessment: Measuring the Importance of Interpersonal Communication and Self-Evaluation in Business Leadership I.Introduction: A Emotional Intelligence (EI) assessment will be analyzed to better understand the emotional complexities of managing a car detail business. My own personal experiences as a business leader will be defined through Goleman’s five categories of Self-Awareness, Self-Regulation, Motivation, Empathy, and Social Skills. Goleman’s article, â€Å"What makes a Leader?†, will also be analyzed to evaluate the positive and negative aspects of my business leadership, which will be used to find solutions and improvements to interpersonal relationships. More so, the EI assessment will define the emotional†¦show more content†¦Self-Regulation would also be a higher level of assessment to be my trustworthiness and openness to change, but I am not very tolerant of â€Å"ambiguity.† In terms of Motivation, I am highly motivated and optimistic person. Empathy would be average due to not always being able to read the emotional make-up of other people. Finally, I have strong social skills in managing relationships and being persuasive in team building. B.Assessment Examples of the Five Components 1.Self-Awareness: I am very driven to be a businessman by owning a car detailing business at the age of 19. I am a realistic person, which gives me self-confidence to lead others in this field. 2.Self-Regulation: I am able to control my moods and redirect them into solutions in my friendships and business life. For instance, a new employee had done a poor job vacuuming a car, yet I patiently showed him the proper way to clean under the car seats. However, I do have moments when I get visibly upset when veteran employees do not give a 100% effort to detail when cleaning the cars. I am uncomfortable with ambiguity, or â€Å"half-measures.† 3.Motivation: I love cars. Of course, I know I need to make money by auto detailing, but I have a strong drive to find ways in which to improve their look and appearance. 4.Empathy: At times, I can be somewhat insensitive to the personal feelings of family members when I am not at work. I tend to be very

Possible Risk Factors in Construction Business for Job Hazards

Question: Discuss about thePossible Risk Factors in Construction Business for Job Hazards. Answer: Among all the domains construction industry is often seen the riskiest business not because of its operations but because of its strategic nature and the complexity in its process(Baloi, 2003).The operations which are related to construction are not easily managed by everyone because it takes knowledge and suitable steps to accomplish a certain task. It usually acquires internal and external factors and many project stakeholders which will add enormous risks into the processes. Not only that in construction business the risk management is poorly manage as compare to the other industries. However, a construction business can never be risk free but it can control its risks through different factors. Such risks can be accepted, managed or minimized to make it bearable, but it cant be ignored as it is the most essential business which leads to improvement in any country. As risks are a multi-facet concept according to (PMI, 2008) and while managing risks in a project it is concerned with different factors which includes identifying, analysing the potential factors and responding to the factors which relate to the certain project. In the light of construction industry, it is the possibility of occurrence of a certain event or it could be a combination of events which are deliberately occurring in the process of construction. (Baloi, 2003)Operations in constructions involves various variables because of which it is difficult to define which factors are the cause and effects of any certain event and on which it Is dependent and what could be its possible correlations. Perhaps these risk factors play a vital role in decision making and shows the possible outcomes which causes affects in the performance of a project. (Thevendran, 2004)Hence risk management is now considered to be the most essential requirement in the construction industry. This management includes the processes which are risk control, hazard identification and risk assessment. Risks can be evaluated thr ough qualitative and quantitative methods as it is a systematic process which lowers the effect of risk in different events. Following are different events which includes the risk factors, as risks could be defined into two categories.(Haslam, 2005) Risks which are caused by direct safety issues Risks stated as a monetary issue Safety experts defines these following factors which are the most pressing problems faced in the direct safety issues:(Haslam, 2005) walking surfaces along the construction sites are always risky because of the work that is going along the line, and people often face falls and injuries through these surfaces, which also includes ladders and other tools which are used for climbing or pulling things.(Abdelalim, n.d.) Scaffolds: scaffolds are a tool which is used as a temporary structure to support the work crew and materials during construction processes. Among most cases many people have injured through this framework because of its slant structure and hollow spaces people gets confused while lifting the person or the materials.(Dehdashta, 2015) steer loaders and bobcats, lifts and dump truck drivers; these dump truck drivers usually carry bulk materials and because of its amount the handling of the material causes harms to the individual or the structure if its not perfectly handled.(Haslam, 2005) Excavation is a process defined as digging which is the most important factor in construction, and it is done by special tool which is not only heavy but it also requires a specific balance if not maintained it could harm the labours.(Baloi, 2003) struck-by construction equipment, usually in construction site works: struck by a construction equipment would be a common factor which is faced by every individual if they arent able to maintain the balance in using of equipments, or not wearing the required safety kits and uniforms. (Dunning, 2003) electrocution, which are involved in overhead power lines; the possibility of facing electrocution is always higher because in construction areas they always use higher powers and people who doesnt intend to wear safety kits usually faces such electric shocks or could be due to short circuits.(Thevendran, 2004) The inappropriate use of lifting equipment, including cranes and forklifts, which are used by labours and if its not properly managed by a perfect driver it could harm any labour or individual around as it is a heavy equipment for loading and unloading of material for faster performance.(Thevendran, 2004) While on the other side financial issues includes the following factors: The costs which are related to injuries which are faced by the labours because of inappropriate handling of equipments, and it could cause the damage to soft tissues, and problems related to ergonomic situations.(Thevendran, 2004) The contract liabilities which are caused by the multi-employers. Reputations are harmed in construction business usually because of certain events, then brand name and bidding ability are lowered by highly exposed incidents, these are caused by individuals or company which lack into the risk management process and then face such events. (M.S.B.A.A.,2015) The risk managers should plan for the possible factors to eliminate the effect of the risks which are possibly faced by the labours as well the individuals which are working or walking through construction sites, people should be aware of the possible harms as well as they should be instructed for wearing safety kits to better perform and eliminate factors which could cause harm to them.(Dehdashta, 2015) References El, M.S.B.A.A., El Nawawy, O.A.M. and Abdel-Alim, A.M. (2015). Identification and assessment of risk factors affecting construction projects.HBRC Journal. Dunning, K., LeMasters, G., Levin, L., Bhattacharya, A., Alterman, T. And Lordo,K. (2003). Falls in workers during pregnancy: risk factors,job hazards, and high risk occupations. American journal of industrial medicine, 44(6), pp. 664-672.Abdelalim, A.M., El Nawawy, O.A. and Bassiony, M.S.(2203) Quantitative Risk Assessment of Factors Affecting Construction Projects .2(1). pp. 141-145 Dehdashta, G., Zina, R.M. and Keyvanfarb, A., 2015. Risk classification and barrier of implementing risk management in oil and gas construction companies. Journal Technology.6(16), pp.161-169. Baloi, D. and Price, A.D.( 2003). Modelling global risk factors affecting construction cost performance.International journal of project management,4(21). pp.261-269. Thevendran, V., and Mawdesley, M.J. (2004). Perception of human risk factors in construction projects: an exploratory study. International Journal Management, 2(22). pp. 131-137. Haslam, R.A., Hide, S.A., Gibb, A.G., Gyi, D.E., Pavitt, T., Atkinson, S. And Duff, A.R.(2005). Contributing factors in construction accidents. Applied ergonomics, 4(36), pp. 401-415. Holmstrom, E.B., Lindell, J and Moritz, U. (1998). Low back and neck/shoulder pain in construction workers: occupational workload and psychosocial risk factors. 6(8), pp. 672-677.

Season of Witchcraft Review Essay Example

Season of Witchcraft Review Paper Essay on Season of Witchcraft Natasha Mosterd suddenly appeared in the sky fantasy lit a bright star. Let around and shine of old and new stars are big and bright, but in this sub-genre like fantasy horror, she felt like a fish in water. Do not believe me? But the facts speak for themselves. In 2007, its Season of Witchcraft had almost acquired the award of the International Guild of horror, what went to Dan Simmons for Terror, which is valid and logical. Sooner it to compete with the dinosaur fantasy horror. Yes and no today on the horizon, those authors what it may Those that have are weak and flimsy, they have hamstring shaking, knees podgibayutsya only when referring to DS SK or I wanted to relax a bit from the traditional fantasy with dragons, wizards-litsaryami, virgins in the openwork armor skillfully wielding swords fathoms, vampires and other. And this book went very well. It starts with a good book is a sharp detective. SG thief by profession, versed in digital .., if shorter, the kidnapper information gets an unusual assignment to find the missing son of a millionaire, what are the new wife of his past girlfriend, his first true love, from which they both once worked in one secret project, in which engaged in mental impact, and what he had to quit the field of the tragedy, as well as his girlfriend. Or is she left him? Not so important. It is important that necessarily exist in the presence of hacker friend who always eccentric weirdo, with what they are working together on the case. (By the way the plot of the new novel of the tea Mevil like: the mysterious murder of the girl detective, then strange mystical experiences, yes but the trend is obvious.) We will write a custom essay sample on Season of Witchcraft Review specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Season of Witchcraft Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Season of Witchcraft Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The plot captures after about 50 pages. Here and breaking locks with penetration, password cracking, girlish diaries Stop! If anyone did not know, now I know that all modern witches protect their PCs Kaspersky! (And yet reveal a terrible secret, the letter K on the antivirus icon denotes not what everyone thinks it is a symbol of the Hebrew Kabbalah, the secret teachings of the ancient alchemists, magicians but Oh yeah I almost forgot In Laboratory. .. for a long time and seriously engaged in magic and alchemy, and it is quite funny That will take several years, will open the user settings and the ICC will see the item -.. Magic protection (with time is a special offer - Magick security premium , in which powerful magical scanner will be integrated, configured to search for established magicians hack erami trojans, programs-spies and fayerfoll blocking any magical threat). The book, despite the constant fear mongering, waiting for something bad, a rare bloodless. The crimes are unusual, murder and assassination occur they are on the mental , subconscious level. There is also a love line. Even the love triangle. Detective, esoteric and mystical component of the book, in my opinion, have been screwed writer simply as a basis for the story. This is indicated by deliberately simplified terms ( dalnovidenie, memory palace) superficial study of alchemical theories sisters. The author does not go into science and is not pressing facts, data, hypotheses. Also simplified to the maximum technical component that is certainly true, as the author is not strong in it. But the main line of the novel a love slowly released and ceases key. Here and show skills of the author. Beautifully written and disclosed nature of the character, created memorable characters vivid images. And so page by page, intrigue, seduction, flirting, temptation, courtship, passion and love. In general, if you are a romantic, but not averse to tickle your (ahem not only) the nerves and Investigators for you is not a frivolous reading, do not want to cram their brains tons of various informational trash, and if you want to know what they are capable women who hate and women who love truly, this book is for you. just do not recommend reading it for the night And the author of fellow !!!

Free Essays on No More On Route 54

No More on Route 54 Route 54 has been referred to by various agencies as â€Å"The deadliest highway in San Diego County†. This stretch of freeway, which follows the Sweetwater River from I-5 to Spring Valley, has claimed the lives of nine adolescent drivers and passengers in the past year alone, especially in a small area near Sweetwater Road. Despite the tragic loss of life in these accidents, the public is largely unaware of the dangers of this road, and I myself was personally unaware of it until an accident on Route 54 took the life of someone close to me. On the evening of March 5th, 18-year old Damien LaFrancis of Chula Vista was driving three friends in a 1989 Dodge Colt when a road rage incident with another driver caused him to swerve into the path of a Ford F250. Damien and two of his passengers were killed in the collision and the sole survivor, 16-year old Harmony Kielty of Chula Vista, is lucky to be alive. The pain that Harmony has endured since then is something that no person should have to suffer through, and that is why I call for â€Å"No More on Route 54.† In order to prevent any more people from losing their lives on this road, the community must work together with the media and police forces to spread awareness of the dangers of Route 54 and alleviate their effects. In order to lessen the dangers caused by speeding and reckless driving on Route 54, local police and Highway Patrol forces must crack down on these actions. Driver’s speeds should be monitored both by ground-based checkpoints and by airplane, and cameras installed to capture the license plate numbers of offenders. Signs should be posted at on-ramps to warn drivers of the new precautions and to inform them of the fines for speeding or reckless driving. The media should be made aware of the new program too ensure that everyone who lives in the area and uses Route 54 is aware of the dangers involved and the steps being taken. The local media must a... Free Essays on No More On Route 54 Free Essays on No More On Route 54 No More on Route 54 Route 54 has been referred to by various agencies as â€Å"The deadliest highway in San Diego County†. This stretch of freeway, which follows the Sweetwater River from I-5 to Spring Valley, has claimed the lives of nine adolescent drivers and passengers in the past year alone, especially in a small area near Sweetwater Road. Despite the tragic loss of life in these accidents, the public is largely unaware of the dangers of this road, and I myself was personally unaware of it until an accident on Route 54 took the life of someone close to me. On the evening of March 5th, 18-year old Damien LaFrancis of Chula Vista was driving three friends in a 1989 Dodge Colt when a road rage incident with another driver caused him to swerve into the path of a Ford F250. Damien and two of his passengers were killed in the collision and the sole survivor, 16-year old Harmony Kielty of Chula Vista, is lucky to be alive. The pain that Harmony has endured since then is something that no person should have to suffer through, and that is why I call for â€Å"No More on Route 54.† In order to prevent any more people from losing their lives on this road, the community must work together with the media and police forces to spread awareness of the dangers of Route 54 and alleviate their effects. In order to lessen the dangers caused by speeding and reckless driving on Route 54, local police and Highway Patrol forces must crack down on these actions. Driver’s speeds should be monitored both by ground-based checkpoints and by airplane, and cameras installed to capture the license plate numbers of offenders. Signs should be posted at on-ramps to warn drivers of the new precautions and to inform them of the fines for speeding or reckless driving. The media should be made aware of the new program too ensure that everyone who lives in the area and uses Route 54 is aware of the dangers involved and the steps being taken. The local media must a...

Country differences in curriculum designs (something like that ) Research Paper - 1

Country differences in curriculum designs (something like that ) - Research Paper Example However, after 1988, the ministry of education allowed the schools to use textbooks from various sources. The education system in China emphasized in the preparation for examination as a way of evaluating the performance of the student in schools. However today China does not put more effort on the test; instead it put more emphasize on the reformation in the curriculum. The curriculum system of China dwells on eight spheres of learning unlike before where it dwelled on very many disciplines. These are Language and literature, mathematics, natural sciences, social sciences, technology, arts, physical education and practical. The average class size in China has 50 students depending on the location of the school. The teachers chiefly relied on the scheme of work. Moreover, there was consultation with the teacher. Learning was also expected to take place outside the class. Furthermore, students are expected to participate fully in class work through the engagement of the teacher. For the evaluation of performance, learners take an examination that will enable them to be promoted to the next level of learning. The teacher training institution in China at the secondary and higher education category is responsible for the delivery to the students in all the institution of learning that include over 200 million student without the preschool pupils. Conventionally, the teachers in China who handled the student at grades 1- 12 were supposed to teach students in the subjects that they were trained in the training colleges. In China, the class teacher is charged with the responsibility of teaching only a single subject to either one class or more while other teachers are handling other issues. Such a practice is common from grade 7- 12. The teacher who begins handling a particular subject to a class of student takes them through Grade 9 where they take Regional examination to decide their fate for example whether they are joining college or vocational

The Importance of a Fire Department Safety Officer Research Paper

The Importance of a Fire Department Safety Officer - Research Paper Example OSHA guidelines were set up in order to lessen the risk of firefighter work-related injuries. Fire department safety officers refer to these guidelines for training and comply with them in order to keep their employees safe during and after emergency situations ("Fire service", n.d.).   Firefighters can be either on-call, voluntary or full-time firefighters. Voluntary firefighters are not eligible for pay or any workers’ compensation. In contrast, on call and full-time firefighters are eligible for workers’ compensation. Workers’ compensation is a law that allows employees to file for benefits when they incur work-related illnesses or injuries. These benefits can be medical in nature, including rehabilitation programs or replacement wages. Some employers require full-time employees to enroll in workers’ compensation benefits as part of their cafeteria plans. This ensures that in an emergency situation that may result in the injury or death of the employee, the latter will still get compensated. In order to avail of workers’ compensation benefits, an employee needs to file a claim ("Firefighters", n.d.). The claim has to coincide with the OSHA record logs that the employee did sustain an injury while working on the job or as a resul t of the working environment, like in the case of firefighters who are exposed to hazardous wastes and chemicals. Safety officers are responsible for keeping these injury logs so that when an employee files for a claim, they can present the needed documentation to support the claim. ("OSHA recordkeeping", n.d.)   When filing workers’ compensation though, volunteer firefighters do not get the same benefits since they are not deemed as employees. Even though they sustain the same injuries as full-time firefighters, when they get injured or get ill, their claims will be denied.     

Critical Evaluation of International Essay Example for Free

Critical Evaluation of International Essay A review of literature on international HRM reveals three different approaches (Dowling et al. , 1999, p. 2): Comparative, Cross-cultural and multi-national. Firstly, according to Adler (1997), the early approaches to researching international HRM focused on cross-cultural differences and examination of human behaviour from an international perspective. Certainly, research on cross-cultural organizational behaviour has become a conduit for the understanding of the dynamics of multicultural domestic and international workplaces within the advent of globalisation. There are different levels of analysis within cross-national HRM, national factors, contingent factors and organisational level. Cross-national HRM researchers claim that it is at the levels of national factors and contigent variables that they can make useful contributions through the examination of the impacts of such determinants of HRM policies and practices (Boxall, 1995; Brewster et al, 1996). However, other researchers (Budhwar and Sparrow, 1997; Jackson and Schuler, 1995) argue that national factors and contingent variables are not enough in themselves to provide an understanding of the context-specific nature of HRM practices. It is important therefore, to consider analysis of the impact of organisational-level strategies (Budhwar and Sparrow, 1997). Secondly, the comparative approach focuses on similarities and differences in HRM practices within an international context. Undeniably, Budhwar Sparrow (2002) note that the increase in globalisation of business transactions, the emergence of new markets such as the BRIC countries (Brazil, Russia, India and China) as well as hyper competition among organisations at equally the domestic and international level have been associated with an increased significance and need for comparative human resource management (HRM) studies. As a result, there has been a growing number of studies addressing the configuration of HRM in different national contexts (Budhwar Sparrow, 2002). According to Rechie, Lee and Quintanilla (2009) one of the most significant role of comparative HRM research is to provide managers, principally those working in multinational firms, with specific guidelines concerning how to design and implement an effective HRM system taking into consideration cultural differences especially when their business operation enters into different cultural contexts for example western multinationals seeking to do business in China. This notion of being responsive to the context and standardisation of HRM policies and practices has generated controversial but nonetheless critical topics of discussion in comparative HRM, such as the debate on localization versus standardization, and the process of transferring HRM policies and practices across nations (Rechie et al, 2009). The thirdly, multinational approach, tends to focus on HRM practices in multinational organisations. The HRM extant literature reveals that there are two distinct schools of thought as regards approaches to managing people within MNCs: (i) convergence and (ii) divergence. According to Brewster et al. , (2007), the convergence approach is said to be one of the most dominant strands in international management research. On the one hand, the convergence approach has three main assumptions: firstly, the ultimate aim in all organisations is to improve performance through high-performance work systems (Brewster, 2001). Secondly, the universal aim of performance improvement can be achieved by using sound and effective management philosophies that hold true despite of differences among national environments (Girgin, 2005). Thirdly, proponents of the convergence approach argue that if local practices are different from these principles, they are expected to be replaced with ‘the one best way’, converging mainly on the American model as the leading industrial economy (Dowling et al. , 1999). According to Girgin (2005) the concept of convergence towards the one best way practice has been encouraged and/or supported by the forces of globalisation, which has led to the opening of world markets, deregulation, regional integration and improvements in communication technologies. Although HRM as a field of practice was developed in America, the principles and practices designed for America may not hold for other parts of the world. Barlett and Ghoshal (1989), say that, the main suggestion of the globalisation argument is that nationality factors in the operation of national systems and of companies are no longer influential or important as international companies become ‘trans-national’ which converge to a new ‘best model’. Yes, the IHRM literature shows that because multinational corporations are embedded in their home institutional environments, they may attempt to transfer ‘home’ practices to their foreign operations in different cultural environments (Edwards et al. , 1999). However, the study of HRM practices in Europe (see Brewster et al 2007) suggest that national differences are significant in the determination of HRM practices. On the other hand, the divergence approach or contextual paradigm searches for contextually unique practices and approaches to management, it does not search for evidence of similarities (Brewster, 2001). Within the IHRM literature, the focal point of the divergence standpoint is the dissimilarity of policies and applications across different national and regional contexts and tries to understand the particularities of the context with a view to interpret why and how such differences have emerged in these settings (Brewster, 2005). Within the divergence school of thought, there are two distinct approaches to managing human resources in multinational organisations: (i) the culturalist and (ii) the institutionalist perspectives. Based mainly on Hofstede’s (1980) value-based behavioural dimensions and concepts of national culture which have made an attempt to explain the influence of culture upon Multinationals’ behaviour, the culturalist approach has found widespread acceptance in the IHRM literature. Hofstede (1980) came to a conclusion that culture was the main determinant of the variations in work-related values, attitudes and behaviours among employees and managers within the same organisation, and of the same profession, age, or gender. Hofstede found that there were four dimensions that explained the differences in work-related values and behaviours: (i) Individualism and collectivism, (ii) Uncertainty avoidance, (iii) Power distance and (iv) Masculinity and femininity According to Girgin (2005), the culturalist approach endeavours to build an understanding of differences in work organisations, managerial behaviour and human resource practices based on attributes of national cultural distinctiveness in terms of values, ideas and beliefs shared by people in a given society. Under the divergence school of thought, the institutionalist perspective is the second. The main argument of the institutionalist perspective is that national institutional contexts (for example, government systems, training and development systems) play a major role in determining structures and strategies of organisations (Girgin, 2005). According to Girgin (2005), those who support the Institutionalist perspective stress the pressures on companies to acquire and maintain legitimacy in relation to the environment and the way that interlocking practices can bring benefits in particular systemic contexts. This perspective presents itself as a more comprehensive framework for the comparative study of different national systems (Girgin, 2005). For example, despite the knowledge of the influence of culture on organisational behaviour, HR practitioners cannot simply measure cultural values across their operations and predict behaviour, due cognisance must be given to various institutional contexts. As noted by Dewettinck and Remue (2011) certain practices are shared across or within particular contexts; some are distinctive of certain countries; some are unique to certain sectors or sections of an organization or even individuals. Without doubt, while each of the above approaches sharpens the focus on some aspects of HRM, it is possible that solely focusing on one aspect may unavoidably, hinder capturing the positive aspects from other perspectives(Mayrhofer and Brewster, 2005). Indeed what appears to be more significant in researching international HRM is the context. According to Dewettinck and Remue (2011) the notion of context and/or focus on contextual factors has been reflected in the cross-cultural embedment of many international HRM studies (Brewster, Mayrhoferand Morley, 2004), in addition, the Globe project which was focused on leadership also reveals that context is important (House and Javidan, 2004). For example, a recent study by Hartmann et al. (2010) of western multinationals operating in China shows that these organisations implement relatively unchanged HRM practices from their home country in their Chinese subsidiaries. The study of Hartmann et al. , reveals that consideration of contextual factors is important in the understanding of HRM practices and the management of people in an international context. As a matter of fact, results of Hartmann et al. ’s study indicate that, although the Chinese subsidiaries of Western multinationals were able to implement unchanged HRM practices such as talent management from their headquarters, the practices were not successfully internalised. This demonstrates the significance of national cultures and being responsive to local needs in implementing HRM practices. The example above actually shows that context is an important aspect in researching international HRM regardless of the approach taken. In conclusion, there is indeed something to be learnt from each of the perspectives. Each of the perspectives do make considerable contribution to the understanding of international HRM.

GEOLOGY - Earths Interior :: essays research papers fc

INTRODUCTION For millennia mankind has inhabited the third planet from the sun; the planet that supports life and is know to us as Earth. Although there has been life on Earth for quite sometime, it is only in the past few centuries that man has come to learn about what makes up the interior of this planet. The English scientist, Isaac Newton, can be seen as a pioneer in regards to learning about the Earth’s interior, as he calculated from his studies of planets and the force of gravity, that the average density of the Earth is twice that of surface rocks and therefore that the Earth's interior must be composed of a much denser material ¹. Our knowledge of what's inside the Earth has improved immensely since Newton's time, but his estimate of the density remains essentially unchanged. So what is this new knowledge of the Earth’s interior? PRESENT KNOWLEDGE ‘A round sphere with many layers, all varying in thickness, each having it’s own colour and taste†¦Ã¢â‚¬â„¢ this is a description of a gob-stopper and also bares a close resemblance to the internal structure of the Earth; a sphere divided into three layers, differing in density, composition, strength, and state. The densest of these layers is the core, which is composed largely of metallic iron, with small amounts of nickel and other elements ². The less dense mantle then covers this layer, being composed of magnesium and iron silicates. The outermost layer is that of the crust, it has the lowest density of all the layers and can be separated further as its thickness varies greatly from place to place, with the difference being distinguished by land and sea and also its composition. For this reason the core is subdivided into the continental crust (average thickness 45km with a granitic composition) and the oceanic crust (average thickness 8km with a basaltic composition) ¹. Similarly the core can also be subdivided, but the difference is not one between compositions but one by physical state. The inner core of the Earth is solid iron; this is because it is under such high pressure, so high that temperature has no bearing on its state. The outer core has a balance between temperature and pressure so it’s iron composition is in the molten state. Rock strength can also add further categorisation to the Earths interior, bringing in the sphere layers: the mesosphere, asthenosphere, and lithosphere.

Annual Sports Day Essay

The 16th Dec is the founation day of my school and besides other annual co-curricular events like the magic show, fun fair, annual sports day is the event that students wait for anxiously . This event develops competitiveness, sports man spirit and team work among the students. They are full of joy on this day. As usual an interesting programme was chalked out for the day and printed copies were distributed to the students. The parents were also invited alongwith other digniteries and the chief guest. All the participants of different events were short listed and encouraged to get practice before the event. The physical training instructor was the incharge of the whole show and a full dress rehearsal was carried out a day before to give the final touches to the preparations. A DJ was specially hired to add some musical flavour to the event. An ex-student of the school hosted the event and added excitement to the occasion by her fluent, graceful and spontaneous commentary of the proceedings. The show began exactly at 10 AM after the chief guest has arrived at he stage with big round of applause. Parents had already seated in a separate pavillion and looked excited to see their children partcipating in the sports. At the beginning a boy of 9th class recited few verses of the Holy Quraan which was folowed by Naat to pay homage to the Holy Prophet (PBUH). First of all the atheletes, taking part in diferent events staged a march-past and assembled in front of the main pavillion. A student of 9th class stepped forward and requested the chief guest to formally declare the sports day open with a loud beat of drum and music. To start with, different races were staged among students of junior sectionwhich included the banana race, cycle race, baloon race, and back-ball race. It was great fun watching little kids making funny moves. A wonderful display of physical exercise was exhibited by all the students of school. A photographer was busy in capturing the events. Then it was the  turn of lthe senior section to show their talent in the races like the spoon race, sack race, the three-legged race, the dress-up race, 100 meter race and the 4X100 meter relay race. The famous tug of war won by the 9th class boys who displayed their sheer power and team work to win the contest. Students, teachers and parents shouted and cheered to encourage participants while the DJ added more drama with his musical flashes. The host kept the audience interested and informed by her articulate and fluent commentary. After races children, clad in the karate uniforms, came running in with their hands of their hips to exhibit their skills i the martial arts and self defence. It was followed by a brave display of smashing tiles with their fists and foreheads. Our PTI himself performed a dangerous stunt by breaking a stack of burning tiles with his hand on fire. Every one was dumb founded to see this and gave him a big applause. The girls of senior section performed aerobic exercise with musical rhythm in a graceful style. After that, a boy from 10th class sang a popular song of the famous Junoon band while a grils also sang a sufi folk song and got cheered and applauded by all the audiences. Pre-nursary kids presented and fancy dress show and exhibited as a king & queen, an angel, a soldier, a supreman and few more characters which looked so innocent and cute. At the end the host requested the chief guest to give away prizes to the winners of the different events. To conclude the show the chief guest delivered a brief speech which was followed by ex-principals address who shared her views and experiences and also announced donation for the teaching staff. In the closing speech, the principal thanked all the guests and parents for their valued presence and lauded the students spirit of competition and participation specially to the students who volunteered alongwith teachers in making the whole event a great success.

Symptoms And Treatment Of Bipolar Disorder - 1338 Words

In J. Sloan Manning, MD’s article there is a graph from 2 studies that were done in 2014. The graph is showing how people living with bipolar I and bipolar II have other such conditions that they are struggling with. It is important to get this disorder treated as soon as possible, to lessen the chances of developing another unwanted disorder. Consequently, choice of clinical treatment still occurs largely on the basis of reducing target symptoms (psychosis, depression, mania/hypomania and anxiety), resulting often in use of multiple medical or psychological therapies (Hickie, 2014). To avoid making this diagnosis worse, it is better to get the current symptoms under control as soon as possible. According to Passos, Jansen and Kapczinski,†¦show more content†¦Each of the different colleagues that did this study has each come up with their own idea/stages of how bipolar becomes present in an individual.. What is known is that bipolar sometimes has a genetic component and can run in families (WebMD, 2015). Even though a family can have multiple children, only one might end up with this disorder. They are all growing up in the same environment as each other. But all of the individuals are not the same, they all might have different life style choices and have different genes then the other siblings. Maybe the gene with the bipolar disorder is not triggered with one of the individuals that makes better life style choice, while the one that does have this disorder might smoke and make bad life style choices. Simple little things can trigger the onset of this disorder. Something that triggers it for one person might have absolutely no impact on another individual. Everyon e is different and reacts different to different scenarios. There are trigger points that will activate this disorder to actually show it. You can be born with it and never even show any signs of it, while others will display this disorder early in life. A traumatic life event can happen during this time that will cause that individual to show early signs of being bipolar. For example: a child finds out that his parents are getting a divorce. The parents might think that this child is acting out because of the