Main objectives of PPC in inventories

The addition of inventory degree may ensue in addition of client demand although the keeping costs are frequently at really high degree the sum and cost non estimated at minimal degree. Concentrating on the minimum cost as a consequence cause neglecting to provide the client demand and its effect is loss for the company. Production is the driving force to which most other maps reacts in any fabrication activity. Particularly with stock lists as it exists because of the demands of production. Like all other fabrication controls, is to lend to the net incomes of the endeavor it is besides ultimate aim of production planning and control. Customers are satisfied through the meeting of bringing agendas and it establishes inventory direction and control. The purposes of production planning and control are to set up paths and agendas for work that will guarantee the optimal use of stuffs, workers, and machines and to supply the agencies for guaranting the operation of the works in conformity with these programs. In production planning and control, the four basic stages of control easy identified. The program for the processing of stuffs through the works established through the maps of procedure planning, burden, and scheduling. The map of despatching puts the program into consequence ; that is, operations started in conformity with the works. Actual public presentation compared to the planned public presentation and action taken when needed restorative. In some instances, re-planning is necessary to guarantee the effectual use of the fabrication installations and forces. Procedure Planning ( Routing ) is the finding of where each operation on a component portion, subassembly, or assembly is to be performed consequences in a path for the motion of a fabrication batch through the mill. Prior finding of these paths is the occupation of the fabrication technology map. Loading is one time the path has been established, the work required can be loaded against the selected machine or workstation. The entire clip required to execute the operation is computed by multiplying the unit operation times given on the standard procedure sheet by the figure of parts to be processed. This entire clip is so added to the work already planned for the workstation. This is the map of burden, and it consequences in a tabulated list or chart demoing the planned use of the machines or workstations in the works. Scheduling is the last of the planning maps. It determines when an operation is to be performed, or when work is to be completed ; the difference lies in the item of the scheduling process. In a centralised control state of affairs – where all procedure planning, burden, and scheduling for the works are done in a cardinal office- the inside informations of the agenda may stipulate the starting and finishing clip for an operation. On the other manus, the cardinal agenda may merely give a completion clip for the work in a given section. Uniting Functions is itself a full procedure. While it is easy to specify â€Å" where † as procedure planning, â€Å" how much work † as burden, and â€Å" when as programming, in existent operations these three maps are frequently combined and performed at the same time. How far in progress paths, tonss, and agendas should be established ever presents an interesting job. Obviously, it is desirable that a lower limit of alterations be made after agendas are established. This nonsubjective can be approached if the sum of work scheduled for the mill or section is equal to or somewhat greater than the fabrication rhythm. For optimal control, it should ne'er be less than the fabrication rhythm. Authorizing the start of an operation on the store floor is the map of despatching. This map may be centralized or decentralized. Again utilizing our machine-shop illustration, the departmental starter would authorise the start of each of the three machine operations – three despatch actions based on the chief ‘s routing and programming of the work through his section. This is de-centralized dispatching. In the fabrication activity of a works is said to be â€Å" in control † when the existent public presentation is within the aims of the planned public presentation. When occupations started and completed on agenda, there should be really small, if any, concern about the meeting of committednesss. Optimum operation of the works, nevertheless attained merely if the original program has been carefully prepared to use the fabrication installations to the full and efficaciously. Corrective action is the anchor of any production planning and control activity. A works in which all fabrication activity runs on agenda in all chance non being scheduled to its optimal productive capacity. With an optimal agenda, fabrication holds are the regulation, non the exclusion. Re-planning non a disciplinary action, it revises paths, tonss, and agendas ; a new program is developed. In fabrication, this is frequently required. Changes in market conditions, fabricating methods, or many other factors impacting the works will frequently bespeak that a new fabrication program needed. Factors impacting production planning and control affects the application of production planning and control to fabrication are the same as the factors we have already discussed that affect stock list direction and control. The complexness of the merchandise that is of import, non what the merchandise is, except as this may in bend relate to the market served. Production control processs are much more complex and affect many more records in the industry of big steam turbine generator sets or engines to client orders so in the production of big measures of a standard merchandise affecting merely a few constituent parts, such as electric covers, steam chainss, or similar little contraptions. Type of fabrication is likely the most influential factor in the control state of affairs. For a big uninterrupted fabrication works bring forthing a standard merchandise, we have already indicated that the routing was included in the planning of the works layout. Though no production control map eliminated, the least control that consequences in effectual operation of the mill is the best control. It must retrieve that production planning and control systems should be tools of direction. The aim is non an elaborate and elaborate system of controls and records, but instead, the optimal operation of the works for maximal net incomes. Production planning and control systems accent on the control of work-in-process, the system will in consequence tie together all old records and signifiers developed in all planning for the industry of the merchandise. Value to production planning and control is that it will bespeak future tendencies in demand for manufactured merchandise. Work shift policies, plans for an addition or lessening in fabrication activity, or possible works enlargements may frequently based upon the market prognosiss, in bend affect the planning of the production planning, and control group. Blueprints and measures of stuffs used by production planning and control when they become a component portion of the packaged instructions issued to the store through the control office. One good planning process is to roll up all necessary informations for a store order in a individual bundle the standard procedure sheet, the design, the measure of stuff ( if an assembly operation is involved ) , the path sheet, and perchance the agenda for the production of the order. The store order, the standard procedure sheet, and the path sheet are frequently one piece of paper- normally called the store order or the fabrication order. Load charts are prepared to demo the productive capacity that has been â€Å" sold † and at the same clip the available productive capacity. These charts may be prepared for each workstation or machine in the works, or they may be for groups of machines or sections. Job tickets authorize the public presentation of single operations in the fabrication procedure. There is no individual form for the organisation of the production planning and control activity. In many little workss, the routing, burden, and scheduling maps may good be included in the responsibilities of the operating line ; the store director, superintended, and supervisors. However, it is hard to unite daily work with equal planning, and as a consequence it is frequently more executable to interrupt away the production planning and control maps and delegate them to qualified specializers. These groups should form as staff subdivisions usually describing to the top fabrication executive. Centralized PPC depends upon the design of the production planning and control system. In a wholly centralised apparatus, finding of transportation promises, analysis of gross revenues, stock, and store orders, readying of paths, burden charts, and agenda charts, and dispatching of work to the store complete with occupation tickets and all other necessary paper would be accomplished by a cardinal production planning and control unit. In add-on, as work is completed, a careful analysis of the existent public presentation would do, and if disciplinary action were required, this group would originate it. In decentralized PPC the program must develop into a elaborate program on the store floor. Some companies are now endeavoring to do each supervisor a director of his ain departmental operation. In these instances, the supervisor furnished with a complete staff for the production planning and control of the activities in the section. Planing Phase indicates some inside informations of the responsibilities involved in the production-planning stage. Working from the basic informations mentioned earlier, the forces in this portion of the activity paths and burden and agenda charts. In Control Phase completed occupation ticket, or its tantamount, is the key to this stage of the production planning and control system. It means of describing from the store floor that indicates that a occupation is completed or if day-to-day occupation tickets turned in, the day-to-day advancement of a occupation can be determined. Good relationships with other maps all the other maps in the endeavor are indispensable to effectual production planning and control. Full cooperation with the selling group is necessary, peculiarly in position of the importance of market conditions and the good will of clients. Both merchandise technology and procedure technology must maintain production planning and control informed as to their programs to avoid the industry of goods either to incorrect specifications or by an improper method. The cost of the control system in relation to the value of goods shipped is another possibility. Again, nevertheless, this may non be sound: if markets slump, a bad ratio will develop. Many good production planning and control systems have discontinued because of â€Å" high costs † under these conditions- and have ne'er revived after concern lookout up. In a survey of benefits and costs of computerized production planning and control systems, Schroeder et Al. name the undermentioned public presentation standards by which production planning and control systems might judge: Inventory turnover Delivery lead-time Percentage of clip meeting bringing promises Percentage of orders necessitating â€Å" splits † because of unavailable stuff. Number of expeditors Average unit cost. The research subject is Production Planning and Control ( PPC ) with particular accents on Performance Measurement ( PM ) . Proper planning in all countries for any industry like Site Selection, Building, Machinery, Transportation, Availability of Materials, Procurement of Materials, Production, Quality Control, Yield, Efficacy, Performance are the basic entities for endurance and growing. The cardinal axes of all such activities, we capable of reasoning that Production Planning & A ; Control and Performance Measurement is the cardinal axes for all such planning procedures. Bird oculus position of industrial units in under developed states shows a image of less efficiency and output. They have machinery for production, inexpensive labor, and handiness of inexpensive natural stuffs. However, no good output and efficiency attained. This is merely because there is no proper consideration on Production Planning & A ; Control and Performance Measurement if they focus on, Site Choice Building Machinery Transportation system Handiness of Materials Procurement of Materials Production Quality Control Output Efficacy Performance of both machine and working force This research work analyzed the assorted factors, which are important for planing the production planning and control cheque, listed out the factors act uponing the pick of production procedure. It besides explained the design of production system and fabrication procedure establishes the basic grounds and causes those effects of PPC and PM in industrial sector. It described the benefits, which a little enterpriser can harvest by holding decently designed production planning, and control system. More over it established the relationship between PPC and PM. Precise aims of production planning and control are to establish paths and program for work that will do certain the optimal disbursement of stuffs, workers, and machines and to supply the agencies for guaranting the operation of the works in harmoniousness with these programs. The factors that influence the application of production planning and control to fabrication are the same as the factors that affect stock list direction and control. Equally for as the public presentation measuring concerned in an administration there is a mechanism to pull off and command the public presentation, measuring called public presentation measuring system ( PMS ) . The administrations that use PMS as the footing for its operations and development, the wellness of the administration depends on the effectivity of the production direction system. Performance is a complex undertaking that spans the whole administration for procedure of reexamining. Involving the appropriate individuals to pass sufficient clip to reexamine the production direction system is a dearly-won exercising. However, it is really of import to the uninterrupted accommodation of the concern and its public presentation orientation in today ‘s markets. A good production direction system, reappraisal procedure, seeks the right balance between the administration benefits and the attempts required. The public presentation measuring system for any industry in under developed states requires developing and reexamining at a figure of different degrees as the state of affairs alterations. The public presentation measuring system should include an effectual mechanism for reexamining and revising marks and criterions. The public presentation measuring system should include a procedure for developing single steps as public presentation and fortunes alteration. The public presentation measuring system should include a procedure for sporadically reexamining and revising the complete set of steps in usage. This should make to co-occur with alterations in either the competitory environment or strategic way. The public presentation measuring system should used to dispute the strategic premises. It besides found out that the procedure squad is normally responsible for reappraisal the consequences and study to the procedure proprietor. The reappraisal trades largely with operational indexs. Although the consequences of the reappraisals reported to the procedure proprietor, in order to work out possible jobs or better procedures, the model extremely encourages the coaction between different procedure proprietors. At this degree, the procedure proprietor can amend operational indexs, guaranting their alliance to strategic indexs. Any alterations, even minor, will alter the system ( impact on the PM system design ) and later the execution process in footings of informations aggregation, IT considerations ( if any ) , describing and so on ( impact on execution ) . This attack, Specify the frequence, format, and duty. The frequence of reappraisal, format in which informations are gathered and individual ( s ) who is/are responsible for this identified Monitor and command the procedure. Once the needed information gathered, it monitored in a manner demoing whether the procedure is under control and traveling towards the marks set for the indexs. If any accommodations are required, the attacks defined in the following stairss will be helpful. In this attack, one needs to name the most critical facets of the job and to find the root causes of the job. Once the root causes of the jobs identified, redresss should be proposed and implemented. Following that, it must guarantee that the solutions are effectual and similar jobs will non make. There are figure of tools and techniques for monitoring, commanding, look intoing and job resolution. These can include, Effect diagram and cause Run chart Scatter diagram Flow chart Pareto chart Histogram Control chart There are seven direction tools identified during research work which can assist in PMS Affinity diagram Interrelationship digram Tree diagram Prioritisation grid Matrix diagram Process determination plan chart Activity web diagram In today ‘s quickly germinating and altering market place, flexibleness considered indispensable to the fight of any administration. To this terminal, it is of import that a company possesses the ability to alter its strategic orientation as times dictate. Therefore, the periodic reappraisal of its strategic indexs is important. This reappraisal will measure the overall public presentation of the administration at the strategic degree. One of the chief inputs to this reappraisal procedure is information from the operational indexs degree. This information is indispensable, if accommodations needed to the strategic index degree, since it can supply the platform for executing statistical and other relevant analyses. The chief considerations for it are: In accomplishing its strategic aims effectivity of the administration The cogency of any hypotheses sing organizational public presentation developed during the design phases of the public presentation measuring system ; The cogency of possible relationship amongst public presentation indexs The Executive Team will be in charge for this sort of reappraisal. As mentioned before, the impact of any alterations in steps should see in the PMS design and execution consequently. Due to the presence of the Executive Team, any elements of the generic PMS design attack can change. However, for most administrations altering the way so often seems to be improbable. Changing the organizational way can be cardinal alterations that may necessitate re-design of the system. Therefore, if the administration is making good, merely some amendments in steps and procedures might be required. During the research work, it concluded that the reappraisal of the strategic indexs might hold a diverse impact on the PMS. In the executive squad meeting ( the same squad that defines the strategic indexs ) if it becomes obvious that the administration fails to travel efficaciously towards its strategic aims so the causes should be analysed and might include: Under-performance at a lower degree Strategic aims are non communicated efficaciously Strategic aims have non been defined decently Validity/Relevance of the aims It is obvious that depending on the issue identified the class of action should be different for each single instance. The supports tools that may be used include the antecedently mentioned tools plus more specifically the followers: Swerve analysis tools a† Ã¢â‚¬â„¢Control Charts Relationship analysis Tools a† Ã¢â‚¬â„¢Correlation analysis, Multivariate analysis, Cause and consequence diagrams, Pareto charts Checking the consistence of the PMS communicating a† Ã¢â‚¬â„¢Departmental studies and input Overall Review tends to be in an one-year footing, in which the followers considerations taken into history, The cogency of the mission and vision statements Whether the company ‘s strategic aim still back up the mission and vision of the administration There are figure of support tools used for the overall reappraisal of the PMS which are larger scale reappraisal tools that affect the overall organizational way and orientation. To this terminal they can be categorised as internal tools, i.e. tools that compare the organizational public presentation to a set criterion of practise, and external tools, i.e. tools that concentrate on comparing the organizational public presentation to rivals and good or best-practice administrations.RECCOMENDATIONSEver in production planning procedure see two chief aims To fulfilling client demand To accomplishment of the lowest cost Procedure planning ( Routing ) must be required for production planning and control Loading the work required against the selected machine or workstation Scheduling for the inventry for be aftering maps Uniting maps in a full procedure Dispatching i-e. authorising the start of an operation on the store floor should be seasonably Reporting or follow – up for all procedures, production and public presentations Corrective actions for production planning and control extremely recmended Re-planning factors for all sercomstances Issues which can impacting production planning and control Type of Merchandise Type of Manufacturing Production Planning and Control Procedures followed Production Planning and Control Systems followed Market prognosis ever checked before get downing production Gross saless order should stipulate that what has coustomer has purchased Stock order should stipulate that what has left over in stock Shop order should stipulate that what is pipe line for fabrication Standard procedure sheet generated Engineering specifications considered and maintained Route sheet ever followed Load Charts formulated Job Tickets assighned In an organisation there should be no individual form for the organisation of the production planning and control activity Centralized Production Planning and Control for certain procedures Decentralized Production Planning and Control harmonizing to state of affairs and requirments Good relationships with other maps in an organisation Measurement of effectiveness vision, mission and planning on a regular basis Site Selection should be made in conformity with handiness of natural stuffs, work force and transit Building made harmonizing to demands and forecosted upon 10 old ages future requirmants Machinery should be up dated Transportation system of stuffs and merchandises through quick services Handiness of Materials ever on a regular basis checked Procurement of Materials in conformity with order Production planning and control should be practical Quality Control is your basic undertaking Output should be checked on a regular basis Efficacy of mashines and homo maintained Performance of both machine and working force moniteredRECCOMENDATIONSThe public presentation measuring system should include an effectual mechanism for reexamining and revising marks and criterions. The public presentation measuring system should include a procedure for developing single steps as public presentation and fortunes alteration. The public presentation measuring system should include a procedure for sporadically reexamining and revising the complete set of steps in usage. This should make to co-occur with alterations in either the competitory environment or strategic way. The public presentation measuring system should used to dispute the strategic premises. There are figure of tools and techniques for monitoring, commanding, look intoing and job resolution and they be considered, Effect diagram and cause Run chart Scatter diagram Flow chart Pareto chart Histogram Control chart There are seven direction tools identified during research work, which can assist in PMS, and used by organisations / establishments for public presentation measuring. Affinity diagram Interrelationship digram Tree diagram Prioritisation grid Matrix diagram Process determination plan chart Activity web diagram In the executive squad meeting if an fails to travel efficaciously towards its strategic aims so the causes should be analysed and might include: Under-performance at a lower degree Strategic aims are non communicated efficaciously Strategic aims have non been defined decently Validity/Relevance of the aims The supports tools for the class of action should besides include, Swerve analysis tools a† Ã¢â‚¬â„¢Control Charts Relationship analysis Tools a† Ã¢â‚¬â„¢Correlation analysis, Multivariate analysis, Cause and consequence diagrams, Pareto charts Checking the consistence of the PMS communicating a† Ã¢â‚¬â„¢Departmental studies and input Always check the cogency of the mission and vision statements and the company ‘s strategic aim still back up the mission and vision of the administration.

Desperate remedies Essay

They say, desperate situations need desperate remedies. The leaders of the feminist movement think on these lines. Several feminist groups sprouted all over the world, and used the word equality like a fighting soldier uses the sword. 70s and 80s saw this kind of upheaval in the society. In countries like USA, it appeared as though every household had a spokesperson for the cause of women. Atwood was a prominent part of this movement. Being a hardcore individualist, she did not join any group, but remained as the one-woman army. In USA, Feminist movements advanced like waters during the high tide, but all of a sudden, they met with several roadblocks like, the defeat of the Equal Rights Amendment, the election of Ronald Reagan as President, the assertion of religious rights etc. The fear of possible defeat in their cherished objectives alarmed the leaders of the feminist movement and the specter of the dawn of a new era of victimization seemed to be on the cards. Next, utter confusion prevailed among the feminist groups with regard to sexuality and pornography. The most forward thinking of the women said everything was fair, others cried a halt to such demeaning trends. Serious disagreements among the votaries of the common cause surfaced New alignments took shape like the one between the anti-porn zealots and the religious groups. The issue of protection of â€Å"good† women surfaced. Islamic women had heir own problems with the outward show of body curves. Many women reacted with repulsion for the writings and descriptions in Atwood’s novel. Satire is the strong point of the novel, but it carries the bitter taste with it. It hurts and wounds. This approach makes you condemn her, and she fails to win appreciation of many. Her biblical references look as if the Satan is quoting the Bible. Yet, the cause of women is dear to her and she pricks and penetrates the hearts of the readers, both men and women, in style. One feels extremely sorry for the characters she has created, the psychological labyrinth she has weaved, and the way she has depicted how two women are happy for a wrong cause. In patriarchal Hebrew era, it is the accepted social norm for a man to have sex and produce children by his slave servants, more so when his wife is infertile†¦and how a infertile woman embraces the fertile maidservant as she gives birth, with the bonus of legal transfer of rights on the baby to the woman who can not conceive. The establishment of a totalitarian theocratic state, the rigid dress codes for women, the themes of women subjugation and the related descriptions kindle the fire of revenge in women to raise the voice and fight against the tyrannical social norms. The hostility Atwood faces is not for the basic cause for which she fights, but for the anti-religious content and sexual references. The story is told from the viewpoint of Offred, a Handmaid. She is a patronymic which describes her unique and rigid functions in the Republic of Gilead. As one reads the entire story, even in the wildest imagination one feels that the sequence of events detailed and described can not be true. But Atwood has succeeded in her basic objective. To make women hate the society for which the rules are drafted by men, how men protect their dominant interests- and sex is the most dominant of them. To protect the interest, rules are framed, reframed, twisted and violated, all by men without any consideration for the feelings of women. The Handmaid in the novel with whom she is ordered to have sex, must be thinking to murder him, as he does the sexual act in the most inhuman and debasing manner like a robot. She has none to defend her and can not utter a word of protest. This is worst than hanging an innocent individual without trial, just because the King wishes so. The legal wife supports and co-operates in the act. Does she also do it willingly and with happiness? Some brutal force and the set of rigid rules of governing the society must be guiding her actions as well. She too is a helpless victim, though the privileged one. Look at the way how Offred describes the ceremony relating to producing the desired child. â€Å"My red skirt is hitched up to my waist though no higher. Below it the Commander is fucking. What he is fucking is the lower part of my body. I do not say making love, because this is not what he’s doing. Copulating too would be inaccurate, because it would imply two people and only one is involved. Nor does rape cover it: nothing is going on here that I haven’t signed up for. † (Atwood, pg. 116) The height of perversion goes to such an extent that once a Handmaid is pregnant, she is venerated by her peers and by the Wives. After her baby is born, it is given to the Wife of her Commander, and she is reassigned to another household. The plight of the women is more critical than the characters in George Orwell’s â€Å"Animal Farm. †

Morgan Motor Company Essay

Morgan Motor Company (MMC) began as a family company and has remained that way over the years. Decisions were largely driven by steady demand for their luxury product. Traditionally, decision-making was premised on production quotas that kept supply slightly behind demand. While the company made a profit, it was not enough to sustain the company in the long term due increasing costs caused by inefficient methods of production. The key area for improvement was strategic planning based on detailed and accurate information. The implementation of the strategic plan would require a review of human resource management practices in order for MMC to develop into an organisation that valued continuous innovation. MMC could gain valuable information about its environment through SWOT analysis, which could be used to inform strategic planning decisions. The company survived difficult circumstances (e. g. World War II) and demonstrated its ability to diversify through the manufacture of munitions. Another key strength is the global demand for their differentiated product. Its domestic and international appeal creates an important opportunity to further expand its global customer base. However, the potential threat associated with this opportunity is uncertainty in a number of dimensions in MMC’s â€Å"general environment† (Samson & Daft, 2009). Economic and political and legal factors in other countries could potentially impact on MMC’s sales, as was the case in the late 1960s where strict emission control regulations caused their US market to collapse. In this instance, domestic demand absorbed its impact and highlighted the importance of maintaining a diverse client base that could absorb the impact of any environmental changes. A sales and marketing department that is production led is ineffective in improving revenue and achieving the aim of increased profits. Additionally, this production led sales creates an artificial view of demand for its product. Thorough research of its client attributes coupled with careful planning and stronger collaboration between the sales and marketing and production departments enables the formulation of agreed sales targets. The key benefits of setting targets are: 1. integration with production planning, which reduces the likelihood of over-investment in inventory; 2. a proactive sales and marketing department that devises strategies to improve sales; and 3. measureable targets that can be used to evaluate efficiency and effectiveness. Despite having a keen and loyal workforce, the presence of change aversion confirmed that incremental change was initially more effective than radical change which may have created an unproductive atmosphere of dissent amongst its workforce. Moreover, steady demand for their product led to complacency, which justified Peter Morgan’s caution about change. This could be interpreted as lack of vision and is reflected in the lack of innovation and under-capitalisation of MMC’s machine shop. In a study done on Toyota (UK) Ltd. , it was noted that the traditional car manufacturing base in the UK was located in the West Midlands and these were â€Å"rich in precision engineering skills† (Winfield & Kerrin, 1996, p. 50). MMC’s proximity to this manufacturing hub created opportunities for research and development by inspecting some of these manufacturers in an effort to improve their production practices and processes, specifically focussing on how technology could be used to improve efficiency. This acknowledgement of the power of technology finally came in the form of Charles’ introduction of a manufacturing resource planning computer system and use of CAD/CAM. Perhaps differences in generational attributes enabled Charles Morgan to more easily embrace technology. However, the positive outcome was product innovation such as design features to improve aerodynamics. Examination of how human resource management practices could transform MMC from an organisation where everyone defends their own corner into a team-based learning organisation was a natural progression once management accepted the need for change. In the first instance, focus should be on developing managers to help facilitate organisational change (Waldersee, 1997) and enable them to be effective role models within the company. Training solutions and interventions should target general areas such as effective teamwork and communication, motivating workers and encouraging innovation. Additionally, where there are identified skills gaps, it should also target content-specific areas e. g. contemporary sales and marketing practices would make up for the sales director’s lack of recent sales experience. Once again, Charles was led by example by enrolling in an MBA, thus demonstrating his commitment to ongoing education and development. Although collectivism has traditionally been associated with eastern cultures (Hartel, Fujimoto, Straybosch, & Fitzpatrick, 2007), motor companies like Ford and Toyota moved away from Taylorism and demonstrated the value of teamwork in vehicle manufacturing (Winfield & Kerrin, 1996). However, MMC’s reward system of individual production bonuses did not acknowledge the value of teamwork. Moreover, an unspecified dollar amount that was eroded by inefficiencies in the production process did not provide an incentive to improve production. Not only should these individual production bonuses be quantified, the company should also consider a reward system for foremen to acknowledge their efforts in encouraging individuals and teams to achieve higher production. The present day success of MMC is testament to management’s vision and commitment to continuous product and process innovation. Examination of their website confirms their ability to stay current through value adding which resulted in features in their cars such as lightness and environmental friendliness. This has enabled them to cater both for the on-road user and the racing arena, as is evident in the videos available on their website. Furthermore, offering factory tours not only gives potential customers insight into the manufacturing process, it also provides the company with the opportunity to share some of its knowledge with others. The insight gained by watching the video on MMC’s factory processes makes it evident that the MMC today is collaborative both internally and with its external stakeholders.

MGT499 Mod 1 Case - Harley Davidson Coursework Example | Topics and Well Written Essays - 1000 words

MGT499 Mod 1 Case - Harley Davidson - Coursework Example I believe to a very large degree that indeed the company Harley Davidson is currently proceeding towards its Mission, Vision and values. Given the threats the company has managed to survive quite a number of cares and threats that have come along its way over the years, I believe that the contemporary days are no different. The company has managed to trend over numerous threats over the years in the motorcycling industry. One of the hugest threats was posed by the introduction of the assembling mode of production by Henry Ford in the US. This produced at a very first and effective rate that Harley Davidson found very hard to cope with. It however braced itself and rose to the occasion. At the end of the day, the firm managed to pull through the ordeal. Harley Davidson is currently venturing very strongly in internet marketing. It has put a lot of effort and dedication towards meeting clients on the internet and making big its sells through the exploitation of internet options. This i s squarely in line with the well laid out missions, visions and values that it steadfastly holds. By increasing its market share through the internet, the firm is poised to make it big in the industry. It shall with no doubt manage to survive all the imminent threats that are posed on it. It shall also manage to survive much longer in the market without faltering or succumbing to pressure through achieving its visions, missions and values. One of the major missions of the company Harley Davidson is cost reductions. The company strives towards obtaining the most economical modes of production which demand less investment to be able to pull through. This shall go a long way in ensuring that the company is able to beat its competition effectively in the market and shall also see to it that it survives in the market for much longer. Another mission of the company is to provide sustainable and reliable motorbikes to the world. It has managed to stretch its throngs though out the expanse of the US and it aim at making it throughout the globe. The vision of the firm is to be a hub of innovation. It envisions itself innovating new technologies that can conquer the market. This is geared towards saving the world from motorbike accidents and increasing cruising powers, speeds and efficiency of the motorbikes. This shall be essential in eliminating any detriments and keeping the prospects of the company alive for much longer. The company also envisions itself producing at much faster speeds than the current rate of production. There comes some times when there is limited supply in the market and the production speed shall come in handy. The missions, visions and values of Harley Davidson ogre well with the stakeholders of the firm. The reduction in the costs of production means that the consumers shall be able to have their beloved products delivered at a very limited price. Another advantage to the stakeholders is the fact that by increased rates of production, the comp any shall be able to meet the required supply and hence shall not lose the any clients to the competition in the market. Through this, the firm shall be sustained for long. This shall offer security to the employees as well as to the shareholders right onto the firm. Through innovation, the firm shall not only be able to beat the competition in the market, it shall also be able to provide sustainable motorcycling products to the consumers. It shall live much longer in the market and be fruitful to both the employees and the shareholders.

Product design overview Coursework Example | Topics and Well Written Essays - 250 words

Product design overview - Coursework Example The design places open drawers underneath the table with elevated sides and fluid mechanical structure for easy and minimal effort in sliding the drawers and for tagging along of the product. With no doubts, this concept of a product is actually possible to render. The product is viable and can be made by the Just Add Glue workers who have certain limitations because there are already existing counter tables with drawers that are industry made by workers with basic molding tools. Although existing, these counters are made of driftwood and tiles which make these existing counter drawers hard to maneuver, not made for mobility, and are not geared for the elderly people. These existing counters are hard and heavy to open the drawers, and impossible to tag along because of the material. On the contrary, the Tag-along product is actually a portable counterpart of these kitchen counters that already exist. This can be produced by the JAG workforce since simple molding tools can produce the Tag-along table. The feasibility of this project is unquestionable as it can be easily moved along in the kitchen while storing all the kitchen necessities. It is lightweight which makes the target consumers, which are old people, taken into consideration. The target market is real because there is a need for elderly people to be effort efficient when they move about the kitchen. As seen in the Survey Results Analysis, there were actually real people who were willing to pay the average of 60$ from 67% of the senior respondents for the Tag-along Table product. These consisted of 47% who thought 60$-80$, 20% of the respondents who were willing to pay 40$-60$, These target market range from the 50-80 year old elderly people in the suburbs of Eastern and Western Sydney. According to Australian Bureau of Statistics In June 2010, there has actually

Business analysis of Galway Bay Seafood Essay Example | Topics and Well Written Essays - 2500 words

Business analysis of Galway Bay Seafood - Essay Example Having knowledge and passion to do something is not considered to be enough in today’s era. Family and traditional businesses may be strong but Galway Sea Foods have always focused towards remaining up to date and also ahead of the current happenings. Galway Sea foods have a modern business structure; it has worked upon maintaining its customer base as the customers are there main source of earning profits (About Us). Strengths The other strengths of the business are that it has smoking facilities along with state of the art processing areas. The investment on the Galway Seafood centre can be reflected on the customer’s face when they visit the store as great with great concentration and focus the interior has been designed for the store. Galway Sea Foods has an online shop that is used for the purpose of purchasing at the international level. It has a retail centre that has earned awards for providing seafood. Galway Sea Foods has invented the first seafood academy rel ated to cooking in Ireland. Noel Holland states that Galway Sea Foods is highly important and valuable for him and they work hard towards making the customers feel important and valued while serving them. He really cherishes on the thought that the business is valuable because of retaining old customers and also attracting new customers too (Welcome to Galway Bay Seafoods). Seafood Centre The seafood centre is where the customer of Galway Sea Foods

9.1 Discussion Essay Example | Topics and Well Written Essays - 250 words

9.1 Discussion - Essay Example She had invested also in the stock market, promoted herself immensely as a video game programmer and settled down as a lobbyist for her own corporation. While undertaking all these pursuits, Bear rubbed shoulders with materialism. However, it is apparent that eventually, Bear develops misgivings towards the prospects of materialism fulfilling her. Instead, she begins to dabble with the idea of being a high school math teacher. Satisfaction comes from the pursuit and actualization of true purpose in life. Normally, childhood and teenage encounters fuse with an individual’s personality, and thereby helping determine an individual’s true purpose in life. For instance, forces of acculturation and socialization towards societal values are strongest during childhood and adolescence (Mawere, 275). It is not fortuitous that Bear recalls the prospects of being a high school math teacher near where she was raised. Since values transmitted by humans through acculturation and socialization are deeply inculcated into a person’s psychosocial system, it becomes impossible for an individual to walk out on his true purpose in life and remain happy or fulfilled. Thus, absence of happiness or a sense of fulfillment serves as an indicator to incorrect alignment, as far as the pursuit of true purpose goes. Not even the greatest extent of success outside an individual’s true purpose can make up for an individual’s true

Pathogoras' Fragments and Hermeneutics Coursework

Pathogoras' Fragments and Hermeneutics - Coursework Example      The two specific interpretations that Protogoras provides in his work titled â€Å"Fragments† center around two major concepts. First, is the issue of relativism, wherein man is viewed as the measure of all things. The question of ethics and what is good and what is not is determined according to man’s standards. One of the central issues in Protogoras is the question of whether virtue can be taught at all and whether citizens can be educated to a point where they become good citizens. Another central theme of the book is that possessing a virtue is equivalent to the possession of knowledge; whereas doing evil is merely an expression of ignorance in a person.   The idea that men who choose to do what is pleasurable to them may be venturing into evil deeds and not have the self-control to remain virtuous, is contested by Protogoras, who states that the very act of doing something pleasurable equates to being virtuous. In other words, he equates doing good to d oing what one finds pleasurable. Protogoras states that the process of learning is centered around the acquisition of knowledge, i.e, learning to be virtuous means in effect, learning a specific science or kind of knowledge.  Ã‚     The two specific interpretations that Protogoras provides in his work titled â€Å"Fragments† center around two major concepts. First, is the issue of relativism, wherein man is viewed as the measure of all things. The question of ethics and what is good and what is not is determined according to man’s standards. One of the central issues in Protogoras is the question of whether virtue can be taught at all and whether citizens can be educated to a point where they become good citizens. Another central theme of the book is that possessing a virtue is equivalent to the possession of knowledge; whereas doing evil is merely an expression of ignorance in a person.   The idea that men who choose to do what is pleasurable to them may be vent uring into evil deeds and not have the self-control to remain virtuous, is contested by Protogoras, who states that the very act of doing something pleasurable equates to being virtuous. In other words, he equates doing good to doing what one finds pleasurable. Protogoras states that the process of learning is centered around the acquisition of knowledge, i.e, learning to be virtuous means in effect, learning a specific science or kind of knowledge.   Plato was the one who formulated the term â€Å"rhetoric†, because before his views were propagated, verbal art was not well understood and the general understanding was that verbal art and dialogue was more holistic. But Pluto has highlighted how it is actually differentiated. the major issue that Plato has expounded is to clarify and establish a clear difference between rhetoric and philosophy. There are differences in the teaching about logos; one is the goal of seeking success and the other is the goal of seeking the truth – the former is rhetoric and the latter is philosophy.3.     A linguistic element may be both vocal and psychological in nature. There is an internal concept associated with each linguistic unit, which may exist in the mind and its understanding of the linguistic element. The other is the external sound-image, which is the spoken word. Linguistic elements are the foundation of language and because the process of formulation of language is such a complex one, it is not one that easily lends itself to changes. Moreover, it forms a common link between various generations; it forms the means by which linguistic signs can be used to depict reality.  

Studying a case Study Example | Topics and Well Written Essays - 500 words

Studying a - Case Study Example The paper discusses Trune’s accusation with a view of illustrating the dissenting opinion that there was no false imprisonment. The accusations of Trune that the farmer intended to confine him within fixed boundaries do not sufficiently prove the crime of false imprisonment because the farmer did not lock him in the firm house. Because the farmer did not lock the farm house, it can thus be argued that there was no false imprisonment because Trune’s freedom was not limited at all. This case can be compared with the Herbst v. Wuennenberg case in which the plaintiffs were asked by the accused to leave before the occurrence of the events which led to the legal suit. This illustrates that in the Herbst v. Wuennenberg case, the freedoms of the plaintiffs was not violated. The case led to a ruling of the appeal court that favored Wuennenberg because sufficient evidence suggested that there was no false imprisonment of the plaintiff (Supreme Court of Wisconsin 1). The actions of the farmer were motivated by the need to protect his farm from intruders and trespassers and there was no intention of leading to the confinement of the plaintiff otherwise he would have locked him in the firm yard. In the Herbst v. Wuennenberg case, the plaintiffs admitted that they were not intimidated neither threatened by the accused (Supreme Court of Wisconsin 2). On a counter argument, Trune admits that he stayed in the firm house because he feared the possible outcome of the farmer’s actions, which does not adequately substantiate the claims that his life was in immediate danger. The actions of the farmer were inn ordinary sense harmless and the plaintiff has no real evidence to prove that the farmer put him in unbearable danger. Trune’s arguments however differ with the Herbst v. Wuennenberg case on the trespass issue is compared between the two cases. Like in the case of Herbst and the other plaintiffs, Trune does not defend his reason for being on the farmer’s field.

Philosophy of leadership Assignment Example | Topics and Well Written Essays - 3000 words

Philosophy of leadership - Assignment Example I choose to work in organizations because I want to change the world, and feel that I can have the most impact by aligning my effort with the purpose of others. I take as my purpose fostering the growth of knowledge, the development of people, and improvement of the common quality of life. This revolves round certain guiding principles and values as well. As a leader, one is at the position to sit back and let the Human Resource department, and all relevant individuals dictate your leadership strategy. After all, you are busy serving customers and driving revenue. That is a mistake! Since your success remains tied to having great talent and you play a major role in developing future leaders, you should take an effective role in shaping the leadership strategy. In addition, the foundation of a leadership strategy is a core leadership philosophy (Stogdill, 1955, 102). A leadership philosophy defines what it means to be a leader and is unique to your company. It describes what leaders d o and what is expected of them, and represents the basis for all leadership activity, including development, promotions, and movement. In many companies, the leadership philosophy is abstract and ill defined, but it may lay crafted through a series of interviews and consensus discussions with senior leaders (Sims, 2005, 88). There are many leadership theories. These revolve round trait approaches, contingency of situational models, transformational or charismatic models, and power. They all influence approaches in one way or another. The theories and associated research attempt to explain leader or follower behavior, characteristics, or personality. Some theories refer to the characteristics of the leader. For example, charismatic leaders tend to gain respect and trust. Personality theories on the other hand refer to the leader’s traits such as integrity and honesty (D'Aveni, 2002, 92). Leadership can encourage initiative as well. This lies in the readiness to act that channe ls ability into results. Hesitation often leads to missed opportunities, so leaders must often take the first step or support a colleague who recognizes the opportunity. If people lay asked to take risks, leaders must support them if things do not go well. Often many failures lie experienced, in order to reap the reward, and the path from idea to payoff can be long and unforgiving. I value personal courage, to overcome risk-aversion and maintain integrity. Doing the right thing is not the easiest path often (Hodgkinson, 1983, 122). Doing something, new or enacting change can be difficult even for the visionary. I believe in the Stockdale paradox, that no matter how bleak our reality is, we must maintain faith that we will ultimately overcome and triumph. Thus, my influence as a leader can only be as great as I am resolute in times of trial (Bell, 1990, 123). The question of hiring new leaders against that of growing one’s own lies best answered as a percentage, which can serv e as a useful guide to how you recruit or promote leaders. Many companies have an unstated philosophy that they want to grow their own leadership talent. However, what is the right mix? Establishing this question as stated goal gives clarity to all involved, and should remain revisited every few years. If your goal is 25 percent new hires and 75 percent grow

Philosophy Essay Example | Topics and Well Written Essays - 1000 words

Philosophy - Essay Example Critical self-examination is a necessary process in the achievement of self-knowledge, wisdom and virtue – elements that are crucial in arriving at correct judgments, decisions and behavior. This strategy is akin to an inductive approach at learning the truth. An exposition of a Delphic inscription, â€Å"Know thyself,† it provided an effective and universally applicable framework by which any individual, regardless of the period, time or circumstance he or she is in, could use in a quest for truth. The process should be able to demonstrate its merits and the claim that it is very much relevant today. The first step, explained Fuller, in knowing oneself is â€Å"to perceive how superficial and ignorant and prejudiced one really was† (62). The argument is that wisdom and the ability of discernment can only result as a consequence of an individual’s capacity to understand his surroundings. He or she will never be able to do so if he does not understand himse lf. For example, failure to identify bias taints ones ability to make objective and just decisions and correct choices. He can never claim righteousness or self-knowledge if he did not pass through the stage of humble realization and recognition of his ignorance – important variables in one’s desire and motivation to learn. ... In this regard, man cannot be considered as a mere vessel and receptacle of knowledge and experience. Discernment is required in order to effectively use the data and experience that people accumulate in order to identify truth from the fallacious. A person can examine oneself – his beliefs, values, thoughts and ideas – in various ways. The diversity in the approaches further shows how the self-examination guide and enhance our abilities to judge, decide and act. Besides self-evaluation and assessment, men can reflect on certain aspects of their acts and thoughts through conversation with other people or through the intercourse of the mind. Each mind has unique ways of acquiring and interpreting meanings. Reflections on one’s own conversation with others can help to examine and stimulate his capacity to be critical of one self and accepting of what is the truth. It is, hence, clear that without self-examination, a person would be ignorant and incapable to think a nd do what is right. In instances where this may not be true, his personal biases will cloud his ability to discern and acknowledge the truth. Unfortunately, this is aggravated by the tendency of ignorant men to become arrogant, which makes the whole affair tragic. Our circumstance might have changed since Socrates’ time. However, human nature is still the same – we are rational human being capable of rational judgments. People today just like the citizens of Athens cannot realize their full capacity to decide, choose and act correctly without self-knowledge. 8. Do you think that Hobbes is correct in denying that there is such a thing as free will? What was the basis

Capital budgeting decisions made too early Essay Example for Free

Capital budgeting decisions made too early Essay Hughes Corporation employs a machine to manufacture its output. It has identified a replacement but wishes to carefully consider the effect on various aspects of the business if it continues to use the existing machine compared with the effect if it replaces it with the new machine. The importance of Capital Budgeting cannot be underemphasized as a replacement decision can impact Hughes Corporation for many years, and so it must be carefully planned. A bad decision can have a significant effect on the firm’s future operations. The timing of the decision is important as capital budgeting projects may take years to implement. Firms should plan accordingly, failing which they may find that the capital budgeting decision is timed too late, and prove to be costly with respect to competition. Capital budgeting decisions made too early can also cause problems because generally capital budgeting projects are large investments, thus early decisions may generate unnecessary costs for the firm. Hughes Corporation would like to assess whether it should replace the machine now with the new one or defer the decision. Requirement 2 The idea for a capital budgeting project, whether generated by customers, employees, suppliers, should be based on the requirements and experiences of the corporation, and of these groups. For example, a sales representative might often receive customer feedback that there is a need for the product to have particular characteristics that the firm’s existing product does not have. The sales representative may present this idea to management, who subsequently evaluates its viability by consulting with production personnel, engineers, and by carrying out a feasibility study. Once the idea is proven to be viable the financial manager conducts a capital budgeting analysis to ensure it will be beneficial to the firm with respect to its value. The corporation is satisfied with the output from its existing machine. However, its efficiency is comparatively less than a new machine and the operating and maintenance costs of the existing machine are also higher. Research conducted on internet sources revealed an article published in the Engineering Review (September 22, 1999) which explained the rationale behind the decision on replacing an asset. As pointed out in the article by Hartman, traditionally, a replacement analysis is undertaken, taking into account an optimal replacement schedule and building-in minimization of purchase, maintenance, operating costs and salvage value, over some time horizon. These costs are based on the asset utilization over its useful life (Hartman 1999). Requirement 3 In the case of this corporation, to determine the value of an asset, we should compute the present value of cash flows that the asset is expected to generate over its useful life. When the value of the asset is determined, we can determine if we should invest in the asset by comparing its computed value to the purchase cost of the asset. If this decision-making procedure is followed it will help ensure the firm will maximize its value—that is, if an asset has a value to the firm that is greater than its cost, the firm’s value would be increased if the firm purchases the asset (Besley 2007). Requirement 4 Besley continues to explain the techniques employed in assisting a decision to be reached by aggregating the cash-flows resulting from buying a replacement asset. However, as the cash-flows span over several years (over the asset’s useful life) the cash-flows should be discounted to arrive at their net present value.

Oxidative Stress and Antioxidant Status in Menstrual Cycle

Oxidative Stress and Antioxidant Status in Menstrual Cycle Evaluation of oxidative stress and antioxidant status during  normal menstrual cycle Abstract: Background Objectives: Oxidative stress has been investigated to explain various physiological as well as pathological basis of many medical conditions. But very few data concerning the oxidative stress during normal menstrual cycle of eumenorrheic women are available. Thus, the purpose of study was to examine the physiological role of oxidative stress during normal menstrual cycle. Methods: 120 young healthy female subjects of reproductive age group (17-27 yrs), having regular menstrual cycle, were examined. Serum malondialdehyde (MDA), an oxidative stress biomarker and serum ascorbic acid (vitamin-C), an antioxidant vitamin were assessed in the follicular phase (on 7th day) and in the luteal phase (on 21st day) of normal menstrual cycle. Results: In the present study, significant higher (p0.05) levels of ascorbic acid were observed in the luteal phase when compared to the follicular phase. Non-significant negative correlations were also observed between MDA and ascorbic acid in both the phases of normal menstrual cycle. Significant increase in serum MDA level coincided with the increased progesterone and estrogen levels during the luteal phase. High levels of estrogen may be the initiator of lipid peroxidation process which eventually ends up with cellular injury during the luteal phase. Interpretation Conclusion: Oxidative stress has an important role to play in physiological phenomenon of the menstruation. Keywords: Antioxidants, ascorbic acid, malondialdehyde (MDA), menstrual cycle, oxidative stress. Abbreviations: MDA, malondialdehyde. Introduction Menstrual cycle is the result of complex interacting processes involving interaction of the hypothalamus, pituitary, ovaries, uterus, prostaglandins and neuroendocrine factors1. The normal menstrual cycle is a twenty eight day period which is divided into two phases i.e. follicular phase and luteal phase. The follicular phase is characterised by a low level of estrogen and progesterone which is followed by rise in estradiol, lutenizing hormone, and follicle stimulating hormone at the time of ovulation, while the luteal phase is associated with increased levels of progesterone and estrogen. These phases are associated with various changes in blood parameters along with variations in the sex hormones. Several powerful reactive oxygen species or free radicals or oxidants are produced during the course of metabolism in blood cells and most other cells of the body. These oxidants are very reactive molecules that can react with proteins, nucleic acids, lipids and other molecules which changes physicochemical status of the cell to alter their structure and cause tissue damage. Lipid peroxidation is a well established mechanism of cellular injury in human and is used as an indicator of oxidative stress in cells and tissues. Malondialdehyde (MDA) is one of the important byproduct of lipid peroxidation process which is widely used as an indicator of lipid peroxidation2. These free radicals are the target for the enzymatic and non-enzymatic scavenging systems3, which includes the antioxidants such as superoxide dismutase, glutathione peroxidase, vitamin-A, vitamin-C, vitamin-E etc. that scavenge the free radicals and protect the tissues from oxidative stress. Oxidative stress has been implicated in various physiological as well as pathological bases of many medical conditions including reproductive system. Evidences have shown the dual effects of oxygen radicals in the physiological reproductive processes such as oocyte maturation, ovulation, menstruation, luteolysis, luteal maintenance in pregnancy, implantation and blastocyst development4,5,6, as well as in the pathological conditions like spontaneous abortions and infertility in females7. The imbalance between free radicals and antioxidants resulting from either an overproduction of free radicals or a deficit in antioxidant protection leads to oxidative stress8. Although, reports regarding variations of oxidative stress across the normal menstrual cycle in eumenorrheic women have been published, specially in reference to MDA (a marker of oxidative stress and an important byproduct of lipid peroxidation), but these are sparse and have conflicting trend. Thus, the purpose of this study was to examine the role of oxidative stress during the different phases of normal menstrual cycle by measuring the MDA which is served as an oxidative stress biomarker and ascorbic acid (vitamin-C), served as an antioxidant. Materials and Methods The present study was carried out on 120 normal healthy and regular menstruating female subjects aged between 17 and 27 years (mean age 20.53 + 2.9 years) selected from thexxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx. Study was carried out in the xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxPermission was also obtained from institutional ethical committee for carrying out the research work. After seeking an informed written consent and recording the detailed menstrual history (i.e. age at menarche, date of last menstruation, cycle length and days of bleeding), the subjects were then subjected to sample collection. Serum malondialdehyde (MDA) and serum ascorbic acid (vitamin-C) levels were assayed during their monthly menstrual cycle. All subjects were neither obese nor on any medication of any known pathologies. 5 ml of fasting blood samples were drawn from antecubital vein from each subject during the follicular phase (on 7th day of the cycle) and luteal phase (on 21st day of the cycle) after taking full antiseptic precautions. The MDA levels were measured by thiobarbituric acid assay method9. The principle of the method was based on the spectrophotometric measurement of the colour developed during the reaction of thiobarbituric acid with MDA. The concentration of thiobarbituric acid reactive substances was calculated by the absorbance coefficient of malondialdehyde-thiobarbituric acid complex. Serum ascorbic acid was estimated spectrophotometrically, by using 2,4-dinitrophenyl hydrazine10. The underlying principle was based on the oxidation of ascorbic acid to dehydroascorbic acid followed by coupling with 2,4- dinitrophenyl hydrazine under controlled conditions, in the presence of Thiourea as a mild reducing agent which gives red coloured osazones. The data thus obtained was subjected to statistical analysis using the PRIMER OF BIOSTATISTICS software. The comparison of variables was done using the Student paired ‘t’ test and correlation between variables was estimated by using Karl Pearson’s correlation coefficient. The significance level was considered at p Results The mean serum MDA and serum ascorbic acid levels during the follicular and luteal phases of menstrual cycle are presented as in Table 1. In the present study, the mean serum MDA (nmol/ml) level was greater during the luteal phase (4.294+1.60 nmol/ml) as compared to follicular phase (2.119+0.83 nmol/ml). The difference between MDA levels in the luteal phase was highly significant (p Lower values of serum ascorbic acid were found in luteal phase when compared to follicular phase. The mean values observed were 0.9399+0.40 mg/dl 0.8963+0.37 mg/dl in follicular phase and luteal phase, respectively. But, the changes were not significant statistically (p>0.05). In this study, a negative correlation was also observed between serum ascorbic acid (mg/dl) and serum MDA (nmol/ml) levels in both follicular and luteal phases but the correlation was found to be non-significant in both follicular phase (r value=-0.026, p>0.05) as well as in luteal phase (r value=-0.010, p>0.05). Table 1: Mean+SD levels of serum Malondialdehyde (MDA) and serum Ascorbic acid during follicular and luteal phases of menstrual cycle. Data expressed as mean and SD, * Highly significant, ** Non-significant. Discussion Present study has revealed the role of oxidative stress in the physiology of menstruation. We observed a significant higher levels of MDA while a non-significant lower levels of ascorbic acid in the luteal phase when compared with the follicular phase of the menstrual cycle. Previous studies also have correlated increased serum MDA levels during the luteal phase with the physiological phenomenon of menstruation in the healthy normal menstruating females which support our study results6,11. While, no significant differences in MDA levels throughout the normal menstrual cycle also have been reported12,13,14. Unlike our study results, a progressive significant rise in plasma ascorbic acid levels has been reported from menstrual to ovulation15. Similarly, â€Å"a sharp increase in the fasting level of plasma Vitamin C† also has been showed in some women during the middle of the menstrual cycle16. Whereas, some other researchers found no evidences of unusual variability of plasma ascorbic acid values throughout the menstrual cycle, which supports our study17. The significant rise of MDA and depletion of ascorbic acid levels during the luteal phase of menstrual cycle coincides with the increased levels of estrogen and progesterone, which is a characteristic feature of this phase18. Increased levels of estrogen and progesterone cause the proliferation of uterus while the initiation of sloughing of the endometrium is mainly due to the rise in the estrogen levels18,19,20. Thus, the high estrogen level from developing follicles may be the initiator of lipid peroxidation process21, which eventually causes the cellular injury followed by release of cytokines especially tumour necrosis factor-alpha, which generates reactive oxygen species from the tissues which in turn causes lipid peroxidation22. The generated free radicals may play an important role in spasm of the highly vascularised vessels leading to vascular necrosis and menstrual flow, when hormonal support for the endometrium is diminished. High levels of oxidative stress have been coincided with high levels of female sex hormone such as estradiol in previous studies also6,21,23. While, in other studies a significant negative correlation between these parameters in regularly menstruating females also have been established24. Whereas, some evidences show no significant correlation between ovarian hormones and oxidative stress during the follicular and luteal phases of menstrual cycle25. Present study perhaps therefore suggests that the high MDA level in the luteal phase may play an important role in the initiation of menstruation which is a well established cellular injury based phenomenon. Conclusion In conclusion, these results suggest that increase of serum MDA levels may play an important role in the physiological phenomenon of menstruation. References 1. Joseph L. Mayo. A healthy menstrual cycle. Clinical Nutrition Insights 1997; 5(9): 1-8. 2. Raharjo S, Sofos JN and Schmitt GR. Solid-phase acid extraction improves thiobarbituric acid methods to determine lipid oxidation. J Food Sci 1993; 58: 921-932. 3. Grunert RR and Phillips PH. A modification of nitroprusside method of analysis for glutathione. Arch Biochem 1951; 30(2): 217-225. 4. Sawada M and Carlson J. Superoxide radical production in plasma membrane samples from regressing corpora lutea. Can J Physiol Pharmacol 1989; 67(5): 465-471. 5. Harvey AJ, Kind KL and Thompson JG. REDOX regulation of early embryo development. Reproduction 2002; 123: 479-486. 6. Akande AA and Akinyinka AO. Serum malondialdehyde levels during menstrual cycle. Afr J Biotechnol 2005; 4(11): 1297-1299. 7. Agarwal A, Aponte-Mellado A, Premkumar BJ, Shaman A, Gupta S. The effects of oxidative stress on female reproduction: a review. Reprod Biol Endocrinol 2012; 10: 49. 8. Terada LS. Specificity in reactive oxidant signaling : Think globally, act locally. J Cell Biol 2006; 174: 615-623. 9. Satoh K. Serum lipid peroxide in cerebrovascular disorders determined by a new colorimetric method. Clin Chim Acta 1978; 90(1): 37-43. 10. Natelson S. Determination of ascorbic acid by using 2,4 – dinitrophenyl hydrazine. Techniques of Clinical Chemistry. 3rd ed. Springfield, USA: Charles C. Thomas. 1971: 165-166. 11. Karowicz-Bilinska A, Plodzidym M, Krol J, Lewinska A, Bartosz G. Changes of markers of oxidative stress during menstrual cycle.Redox Rep 2008; 13(5): 237-240. 12. Serviddio G, Loverro G, Vicino M, et al. Modulation of endometrial redox balance during the menstrual cycle: relation with sex hormones. J Clin Endocrinol Metab 2002; 87(6): 2843-2848. 13. Elhadd TA, Neary R, Abdu TA, et al. Influence of the hormonal changes during the normal menstrual cycle in healthy young women on soluble adhesion molecules, plasma homocysteine, free radical markers and lipoprotein fractions. Int Angiol 2003; 22(3): 222-228. 14. Browne RW, Bloom MS, Schisterman EF, et al. Analytical and biological variation of biomarkers of oxidative stress during the menstrual cycle. Biomarkers 2008; 11: 160-183. 15. Michos C, Kiortsis DN, Evangelou A, Karkabounas S. Antioxidant protection during the menstrual cycle : The effects of estradiol on ascorbic – dehydroascorbic acid plasma levels and total antioxidant plasma status in eumenorrhoic women during the menstrual cycle. Acta Obstet Gynecol Scand 2006; 85(8): 960-965. 16. Mickelson O, Dippel AL and Todd RL. Plasma Vitamin C levels in women during the menstrual cycle. J Clin Endocrinol Metab 1943; 3(11): 600-602. 17. Hauck HM. Plasma levels and urinary excretion of ascorbic acid in women during the menstrual cycle. J Nutr 1947; 33(5): 511-514. 18. Ganong. William F. Gonads: Development and function of the reproductive system. In: Review of Medical Physiology. 13th ed. USA: Prentice-Hall Int. Inc. 1987: 364-369. 19. Llewellyn-Jones D. Everywomen A gynaecological guide for life. 4th ed. The Chancer press. Great Britain: 1986: p-48. 20. Whitley RJ, Wayne M and Nelson BW. Endocrinology. In: Teitz Textbook of Clinical Chemistry. Carl Burtis and Edward Ashwood (editors). Philadephia: Saundera company. 1992: p-1879. 21. Schisterman EF, Gaskins AJ, Mumford SL, et al. Influence of Endogenous Reproductive Hormones on F2-Isoprostane Levels in Premenopausal Women. Am J Epidemiol 2010; 172(4): 430-439. 22. Romero FJ, Bosch-Morell F, Romero MJ, Jareno EJ, Romero B, Roma MN. Lipid peroxidation products and antioxidants in human diseases. Environ Health Perspect 1998; 106: 1229-1234. 23. Sowers M, McConnell D, Jannausch ML, et al. Oestrogen metabolites in relation to isoprostanes as a measure of oxidative stress. Clin Endocrinol (Oxf) 2008; 68(5): 806-813. 24. Bednarek–Tupikowska G, Bohdanowicz–Pawlak A, Bidzinska B, Milewicz A, Antonowicz–Juchniewicz J, Andrzejak R. Serum lipid peroxide and superoxide dismutase activity in premenopausal and postmenopausal women. Gynecol Endocrinol 2001; 15(4): 298-303. 25. Lutoslawska G, Tkaczyk J, panczenco-– kresowska B, Hubner – Wozniak E, Skierska E, Gajewski AK. Plasma TBARS, blood GSH concentrations, and erythrocyte antioxidant enzyme activities in regularly menstruating women with ovulatory and anovulatory menstrual cycles. Clin Chim Acta 2003; 331(1-2): 159-163.

J.p. Morgan :: essays research papers

J.P. Morgan Essay   Ã‚  Ã‚  Ã‚  Ã‚  My life on the whole has helped the whole country prosper. I give away so much money to great causes. I also help the government with monetary crises. I admit that I am very wealthy. But is having money a crime in this capitalist country? Definitely not. I obtained my wealth by hard work and dedication. I never once backstabbed or stepped on people to get what I wanted.   Ã‚  Ã‚  Ã‚  Ã‚  I have helped and continue to help companies that are in need of money. I have financed International Harvester, American Telephone and Telegraph, and General Electric. Without the money I gave these companies, they would never have existed. In essence, I have helped create great companies such as the above. How is this unethical?   Ã‚  Ã‚  Ã‚  Ã‚  Not only do I help companies; I help the government whenever possible. After the panic of 1893, I helped reorganize railroad companies such as Northern Pacific, Erie, Southern, and the Philadelphia and Reading. The government didn’t have the capital to aid these companies so I did because it needed to be done. Also, in 1895 I sold my firm’s $62 million government bond issues. Due to this, I helped end the gold shortage in the U.S. Treasury. In 1907 I loaned money to banks to keep them from closing after the panic of 1907. As shown above, I have aided the government several times out of the generosity that is in my heart.   Ã‚  Ã‚  Ã‚  Ã‚  Helping the government and companies is good, but I wanted to give back to society. In order to do this, I decided to donate and help found public associations. I founded the Lying-In Hospital in New York City and gave a large sum of money to the Harvard Medical School. In addition, as an ardent Episcopalian, I gave a large portion of funds to build the Cathedral of Saint John the Divine in New York City.

Myrdal On Wall Street :: Roger and Me Economics Essays

Myrdal On Wall Street Myrdal’s economic theory of circular and cumulative causation is depicted in the film Roger and Me. In Flint, Michigan, General Motors closes eleven factories, which causes over thirty thousand people to become unemployed. The company claims that they need to close the factories to â€Å"stay competitive.† The viewer sees the truth; they are greedy and will make money wherever they can, regardless of the people they may harm. Labor is much less expensive in Mexico, where GM only has to pay the workers $0.70 an hour. As a result, General Motors begins to close plants in Flint and move them to Mexico. Some people leave Flint to find work elsewhere and some remain, struggling to find new forms of employment. As more and more workers lose their jobs, poverty in Flint becomes more severe. Increasingly people are evicted from their homes, become ill, the violent crime rate in Flint becomes the highest in the country, and the general standard of living plummets for the poor. M ichael Moore describes their living conditions, â€Å"The rat population has now surpassed the human population.† Their environment worsens to the point where Money Magazine declares Flint the worst place to live in the country. The poor citizens in Flint live Myrdal’s circular and cumulative causation theory. In addition, the rich population of Flint prospers during this time of great poverty. The wealthy community of Flint spends their time at the ballet, golfing and relaxing at Grosse Point. When the jail becomes too full and another one is built there is a large party in which couples pay one hundred dollars to stay over night in one of the new cells. They didn’t seem to mind â€Å"celebrating American tragedy,† as Moore had said in another instance. At the end of the documentary, Michael Moore says, â€Å"The rich were richer, the poor, poorer and the people everywhere had a lot less lint thanks to the lint rollers in my town. It truly was a dawn of a new era.† Myrdal’s theory is also highlighted in the films, Wall Street and The Boiler Room. By not hiring women and creating a male dominated environment, the men progressively gain power, just like the rich getting richer in Roger and Me. The women do not have the same opportunities to earn money and power. Several factors contribute the portrayal of Mrydal’s theory of circular and cumulative causation.

An Analysis of Satans Final Speech in Milton’s Paradise Lost

An Analysis of Satan's Final Speech in Milton’s Paradise Lost Satan's final speech to Eve, 11. 679-732, Book IX, in Milton's Paradise Lost, is a persuasive masterpiece carefully structured to appeal to her ambitious tendencies and to expand her already existing doubts (which Satan has implanted) as to the perfect nature of God. Satan begins by worshipping the Tree of Knowledge of Good and Evil, as Eve will do after she has made her choice. Throughout the remainder of the speech, he attempts to present the tree as an alternative focus of her faith. Satan endeavours to weaken Eve's admiration and fear of God, and to reinforce her faith in herself, or the potential of what she could be if she had the courage to eat of the fruit. Satan's speech is primarily interrogative - - he poses provocative questions, and then provides what he represents as all of the possible answers. Of course, every solution he offers supports her tasting of the tree. By the close of the oration, whether or not we have any Biblical knowledge, it is evident that Eve cannot p ossibly resist the brilliance of Satan's argument. Satan's first words are addressed not to Eve but constitute an exultation of the tree. He speaks of the power it has provided, of the near ecstasy and knowledge that has welled up within him since (allegedly) tasting the fruit. Satan's emphasis on the power that the tree contains is perhaps a shrewd recognition of Eve's feelings of inferiority. He realizes that Eve agonizes over Adam's predominant position, and possibly even resents the supremacy of God Himself. Satan indirectly presents the tree as a means of bridging this gap. Through one simple action, she can instantly assert her independence, as well as acquire the wisdom and ... ...ever been exposed to evil, and cannot recognize it. She is an easy target. Satan introduces ideas that had never occurred to her before in the form of questions in order to latch Eve's mind onto these concepts and to have her mull them over. However, he does not give her much room for independent thought - Satan provides the answers to all of the questions he has posed. Eve is pressured to make a decision as soon as possible, and is not awarded the leisure to work out the fallacies in his argument. She does not have the tools to combat Satan's superior intellect. With Eve's faith in God severely shaken and her hopes raised for the future, her decision to eat of the tree is a foregone conclusion. Works Cited Milton, John. Paradise Lost. The Norton Anthology of English Literature: The Major Authors. Ed. M. H. Abrams. 6th ed. New York: Norton, 1990. 770-71.

A Diary of a Woman from the Middle Ages

The light is low but I know I should write this down. I have some parchment left and some ink. The feelings were overwhelming. I have to let it all out. I hope I had some brushes and paint with me instead, so I can really show how I feel. This was my first day in the castle as an assistant cook for the Baron. I am but a peasant who learned to read and write upon my insistence, with the help of the parish priest.The Baron was able to taste my cooking when he visited the little pub I worked for with his men. His visits became frequent, and every time he asked for my special pork stew. It came to a point when I though that my recipes could not have been that good for him to be addicted to it. Apparantly, he was. One night, as he merrily cheered with his men, he whispered to me that he would like to hire me as a cook in the castle.Back then, I thought the Baron desired me. To be his mistress? I do not believe I could fathom that. He appeared to be happy with his family. I did not see any reason for him to simply wander to loose skirts. Not that my skirts ever came loose. As tradition, I married at an early age. However, as fate would have me, it will not let me live a long life with my husband, who died of an illness. God, bless his soul.Looking at the faà §ade of the castle, I have often wondered how it was inside. Upon that first step, I prayed to God to bless the Baron for finding my stew such a gift. At first, I came with him because I thought that there were no where else for commoners to go to. So I grasped the opportunity even though I was unsure of when I agreed myself into.The inside of the castle was definitely a dream for me. The carvings and the high ceilings got me dreamy eyed as I watched the meticulously crafted creations dance in the afternoon sunlight.I also learned today, that the Baron was truly kind, and he wanted to have my stew on my first night in the household. The tapestries, furniture and the people working and living within the walls of this building were quite a surprise. Who would have thought that this day and age would have created such amiable people?When given the chance to be more than one of the castle cooks, I shall ask one of the friends I made today to show me around. The Baron himself offered. He is such an unusual fellow. I denied it, of course, reasoning that I should have myself settled first for his dinner. By the jest alone, I believe he already anticipated the taste and the aroma. Really unusual.Second Entry:One of the Baron’s daughters, I learned, had a passion for painting pictures as well. But as far as I am aware of, painting is one of those crafts considered to be a menial job. I did not think that the Baron would allow his daughter to exert such effort for something they can order another to do. What are commoners for?But when I stand by to observe my lady, I noticed that she enjoyed painting pictures, and her technique adorned the walls of the castle. So she was the artist behind all these. I have painted a few of my ideas, but being the commoner that I was, with rough clothes for daily wear, I did not dream of ever being the painter I can imagine myself as.Third Entry:My lady caught me looking at her canvasses stored in her make shift studio. The moment she walked in, I felt the blood drain from my face. I knelt down on both knees and hung my head for forgiveness. She did not say anything but walked to me until I could see the toes of her shoes right in front of my face. I really thought she would punish me. I had no right being in her studio in the first place.But she gently placed her palm on top of my head and asked if I would like to try to paint a picture. I immediately told her that I am not deserving of ever touching their property. I said that I should be punished instead. But my lady bent to touch my rough and embarrassing hands and led me to a blank canvas. A paint brush was placed between my fingers and she motioned my to dip its tip on some paint s he had redied. With her soft hand over mine, she motioned the brush to simply slide a soft slope down a canvas.I almost felt how such a simple stroke across an empty space could change a lot in me. I used to paint by using the most inexpensive supplies because there was little money to even compensate food. But in the castle, no body was deprived of food. My lady even gave permission to use it. Eureka!Fourth Entry:Few days passed since my lady allowed me to use her brushes for the first time. I became more greatful to God who allowed my path to cross with the kind hearted Baron. To note my feelings, I painted a little piece for God. It was a token I thought that would please my Creator. I was not inspired but thankful. That was my driving force.The Baron’s daughter praised my piece and I blushed. I never imagined that a noble person could have praised such a commoner as myself. Their family was definitely an odd combination of heart, spirit and brains. I thought nothing else could have surprised me.  But there was! It seemed like a jest to me when she suddenly gained interest of my past. She asked if I had a family. There wasn’t much that I could remember. I was born to a poor family, and my parents died because of too much hard work and little food. I don’t know why my lady asked for details that I assume she would have known from the start.Then she looked at me with such sad eyes, and I realized that her eyes weren’t that open to reality yet. I immediately tried to comfort her, when it seemed it should have been the other way around. She wiped her tears with a piece of linen square and asked me to continue with the story. With a whisper of pain at the reminder of beloved, I told her some of the things about my marriage. Like most of the girls of this period of time got married at such an early age. But I learned to love my husband anyway.My lady shed more of her tears and I almost laughed at her face. She didn’t have to, really. She didn’t have to pity my story. But with the assistance of the linen square, she looked up at me with clear eyes and said that she thought as much when she looked at my drafts and little masterpieces.She insisted that I painted with her by the gardens when she did. It made her feel assured that there are still those who shared her passion. At the end of every session, we would look at each others’ work and comment about the job done. Who would have thought that a commoner would ever experience the feeling of being equal with the noble families of this country? This family is definitely unusually kind.

Effective Management of Job in Post Merger and Acquisition Scenario

RAYAT LONDON COLLEGE SUBJECT- RESEARCH methodological analysis COURSE- MBA SEMESTER 1 LECTURER SUBMITTED BY SUBMISSION DATE DR. LANGESWARAN SUPRAMANIAN ARSHAD MUHAMMAD 14 celestial latitude 2007 EFFECTIVE MANAGEMENT OF JOB REDUNDANCIES IN POST MERGER AND ACQUISITION SCENARIO (SERVICE SECTOR) subsidisation TOPIC 1 TABLE OF table of contents 1. ABSTRACT 2. INTRODUCTION 3. pauperization 4. precept 5. LITERATURE check up on 6. RESEARCH methodology 7. FURTHER EVOLUTION 8. CONCLUSION 9. REFERENCES AND BIBLIOGRAPHIES paginate NO 3 4 6 9 12 19 19 22 22 1. ABSTRACT This reputation introduces a practicable regulate of fostering and increase ingests discernment to tame redundancies r shutdowner on employees aft(prenominal) optical fusion and acquirement. The proposed model is competency-based, which solely toldows for the internalization to sign redundancies in tolerate coalition situation. When circumlocution is the tho when r step upe available, employers eer feel make to serve those encroachment with positive readiness mea veritables for what, at the time, coffin nail seem an indistinct future.However, this is non an easy travail. redundance merchantman be a c erstntrated or trade wind, collision hard-fought twain(prenominal) ment eachy and emotion completelyy and unless professionally tooled, employers go place invariably twilight bypass of ? having d nonpareil and only(a) enough to genuinely help. Everyone negociates with prolixity in a opposite re investation. Being do tautologic potty provoke a range of emotions at distinct times, including scandalize, anger, loss, dis whitethorn, denial or acceptance. tediousness later on M&A is a hazard to all employees, and needs vigilant handling and counselling.Less accepted argon the needs of those go away empennage. On the relation of major(ip) disasters, they too demand precise care to block deleterious effectuate twain to themselves and to their in stitutions. The direction of restructuring, redeployment or prolixity is important, non exclusively to be sympatheticitarian, or for good everyday relations, except oerly because the impressiveness, vision and mission of the fundamental law that survives is at stake. Survival tips for both the undivided and the brass section argon indicated. 2. INTRODUCTION Since the recent 1980s, the total design of unifications and achievements (M&As) has far surpassed the number that dallyred end-to-end the 1960s. Whereas the M&As by and by means ofout the 1960s were mainly due to unions surrounded by conglome pass judgment, the 1980s and 1990s has witnessed an add-on in M&As among firms of distinct sizes and different industry dis variation cases, Merger and acquisition would moderate collective strategies say at gaining competitive advant get on with and satisfying customers? eeds endlessly see serviceman imaginativeness implications, and tactics much(prenomi nal) as melodic line redesign, multi- dexteritying, redeployment, upbringing, remunerative for performance, layoffs and curtailment should be specifically directed at implementing the charitable resource strategies of brass sections. Unfortunately, however, the strategic removeations which should ac hoyden a persistent the use of these tactics argon often absent. The primary purpose of coming unitedly and acquiring peeled firms is usually to emend boilersuit performance by achieving synergy, or the much comm sole(prenominal) described as the ? + 2 = 5? effect in the midst of 2 strain units that go away increase competitive advantage (Weber, 1996). Recent think for indicates that these M&As prevail a negative impact on the frugal performance of the advanced entity because of human resource implications intimatelyly redundancies (Tetenbaum, 1999). Therefore, although M&As ar usually extremely come up plotted out in wrong of monetary and sound aspects, the co nclusion that has to be force is that these poor burdens have come to be attri thated to poor human resource training.Redundancies later M&As potful be a difficult ordeal, hitting hard both mentally and emotionally and unless professionally implemented, employers will invariably fall short of ? having done enough to really help. Redundancy is probably the approximately evocative and fear inducing form of faceal diverseness for m all an(prenominal) disciplineers. Each year in the UK, on that bode ar over 200,000 notified redundancies. What is perhaps of more than c at one timern is that m some(prenominal) organisation optical fusion and acquisition salmagundi programmes have relied heavily on surplusage even though they have been articulated as d acceptsizing or, more euphemistically as disciplinesizing or business address eengineering (Champy, 1995). 4 The nitty-gritty of research is to explore how well human resources argon being managed within organisations and cleanse to understand the impacts of organisational change in different sectors and at takes in the organisational hierarchy later onward(prenominal)wards union and acquisition. Have pre- alive human resources strategies to cope with redundancies after(prenominal) M&As would reduce the stress on employee and as well as on organisation.Human resources strategies desire devote up consultive and participative organisationwide discussion to seek out possibilities that background redundancies, establish audio recording deuce-way means of communication which endure employees to freely vent their feelings, with a guaranteed even off of reception from the organisation, communicate constantly and effectively, actively guess impact, exercise effective lead from the top, ensuring that the pain is sh atomic number 18d, come by a watch propitiation of the market and fiscal situation, sally immediate counselling and assistance to all those identified for surplusage s et up a coarse deem web for those made pointless and embrace to furnish human resources help where compulsory are the core tools which can buoy organisations should implement after redundancies in conjugation and acquisition situation. Mergers are not without their downsides.They can consume an undreamt of amount of time and money, legal and measure complications, and problems with mixing incarnate cultures and last only when not to the lowest degree(prenominal) the redundancies. It has been estimated that amply 50 percent never earn the initial fiscal and market goals projected. Decisions to merge conquer that synergy will develop in the midst of deuce organisations that combine resources and natural endowment and reach out economies of scale and commixd technologies. Whenever two recrudesce organisations merge, they want synergy. Each side hopes to expediency from the merger and initially willingly pass judgment benefit to the different. However, synergy does not occur easily or without effort.A merger whitethorn change the name of the company and centering, barely the real benefits occur when flock ascribe to merged goals and ideals. There were more than 36,700 transactions with a combined jimmy of more than US$3. 49 billion (Thomson pecuniary, 2001). The number of contemplates that these mergers impacted on has not been estimated, merely conservatively it moldiness run into the hundreds of thousands. For instance, at least 130,000 finance jobs have 5 disappeared in western europium alone as a result of mergers and acquisitions in the 1990s (International Labour Organization, 2001). 3. MOTIVATION Post-merger depression begins the day top executives adjudge that the merger, of which the fair roughly obvious is losing ones job. just now periphrasis after M&A can be an hazard for positive change. date could be worn-out(a) on self discovery and re-foc use e. g. onward motion current masses and forming modern operat ive opportunities, meeting merger is done. Employees often communicative many another(prenominal) fears they are confronted with quest a relationships, learning novel skills, getting over the pain ca employ by the merger, and shot impertinently goals as well as creating an organisation that is unwrap than the two original weaken organisations. Building on expensive training, stick, skills, talents and ancient achievements. While accommodating bleak work / life balance considerations and identifying new and as yet unrealised opportunities that only a fresh start can afford.Explores tediousness after M&A as a hearty and pervasive end of organisational change. The need to manage the redundance novelty has provoked the evolution of new HRM policies and practices. Highlights intercessions such as redundancies are often use by companies with exact rigorous paygrade of their utility or benefit, yet their continue proliferation would suggest that they appear to have fa lse essential credibility and value. The pervasive and decomposable nature of current changes dictates not only the need for a better instinct of the practices that exist but overly an geographic expedition of how HRM theory of redundancies can tolerate to and fire that understanding.The compl deprivationy of the situation for the survivors of redundancy after M&As means that no simple grammatical construction exists. The variables at play are diverse. It is often difficult to bequeath cause and effect info, reflected in an overall lack of evaluation. It appears that in that respect have been some reported in(predicate) attempts to implement intervention strategies which animation and assist the modeling of organisational change after 6 redundancies due to M&As and personal transition for both those go away and the survivors of a redundancy follow out. genius prime example is BBC model to deal with redundancies, considering that everyones future at the BBC was uncer tain during the 2004, including members of the HR department.BBC worked to build in the flexibility to bid as many courses as were mandatory and to ensure that those you were going to made free had sufficient clarity around their own lifes first off, to help them to bid the objectivity that those they were working with would need. Suggestions for managing redundancies would be to elevates organisations to develop strategies which reduce, avoid or limit redundancy after M seeks to ensure that if redundancy occurs, it is handled in compliance with the law seeks to raise sentience of strategies which assist those affect to retain self-respect and rise employability. Redundancy is one of the intimately traumatic events an employee may experience. Announcement of redundancies will invariably have an adverse impact on team spirit, motivation and productivity. The negative effects can be trim by reasonable handling of special employees and those stay oning.If possible, it is preferable for an organisation to establish a formal effect on redundancy after merger. In many organisations a formal compact may have been negotiated and agreed between anxiety and trade union or employee re bearatives. Some organisations deal with redundancies by an light arrangement with a practice which varies for to each one redundancy or they may only start to consider the appropriate summons for the first time when a redundancy situation arises. At the very least in recount to plan and implement a redundancy situation properly, the following stages will be followed in most redundancies o Planning o Invitation of volunteers o Consultation, both collective and singular o Use of objective plectron criteria 7 Compliance with all three stages of statutory dismissal mappings o Advance chance upon of individual consultation meeting o Permitting a colleague to be arrange at consultation meetings o opportunity to appeal o eitherowing seeking of commensurate alterna tive employment o statutory or other redundancy honorarium o Relocation expenses o component redundant employees obtain training or alternative work. Of course the exact procedure varies according to the timescale and size of the redundancy after M. Mergers and acquisitions (M) are increasingly prevalent, powerful and hazardous bodied events. The resistance or support of pack in the integration of two previously let on organisations plays a linchpin fictional character for their success or failure. As ? merged corporations integrate previously withdraw organisations, they can often dis-integrate individual courses with lay-offs, reduced packaging opportunities, upset or changed career plans, and other resistance-generating changes.This is the poorest means of mobilizing motivation, experience, commitment and competence, all of which are usually seen as unfavorable justifications for M in the first place. Organisations verbalism opportunity to select new combinations and integrate work in ways that individual careers can be re-integrated into the goals of the M with the goals and motivations of participants affected by it, by recognizing and effectively funding different motivational and competence profiles. sr. solicitude who had been involved in M identified talent retention as their biggest challenge in leading a in(predicate) merger or acquisition, followed by devising the deal generate long destination value.Less skilled firms in the art of M also focuse on talent commission but failed to create the fundamental climate of ownership that recognised the value of stave. 8 Managing and developing talent will prove slavish for organisations to retain their competitive localize and deal with the twin challenges of leadership and produce. According to new research by Mercer Human resource Consulting, France, the Netherlands, and the UK have the blister redundancy pay. ground on minimum statutory compensable notice and severance pay f or a white-collar employee aged 40, made redundant after 10 years on a salary of ? 20,000, the average redundancy pay across the EU was ? 11,163.But use the same comparison the redundancy pay would be just ? 5,000 in France and the Netherlands and ? 5,128 in the UK. In Spain and Italy the payment would be ? 25,464 and ? 18,276 respectively, and ? 15,000 for both Belgium and Austria. 4. RATIONALE The principle for M activity is a itemisation value-added role that the mount can and should play. A value-based analysis can be strategic rationale of a deal, revealing its aline underlie economics. For an acquisition to deliver advanced financial performance, it must enhance the strategic position of the acquirers businesses or the suckers businesses. More precisely, it must improve either market economics or competitive position of the business units. zero(prenominal)brainer deals that translate great re wrenchs by simply eliminating redundancies, achieving a press down compr ise of uppercase or lowering tax rates are virtually a liaison of the past. So mergers and acquisitions must be warrant through the strategic benefits that will be realised. Signs of human stress are present in all combinations, even the friendliest and bestmanaged ones. Manifestations of the merger syndrome appear in all varieties of corporate combination, be they mergers or acquisitions, friendly or hostile, domestic or international, involving companies of similar or different sizes and so on. Personal social function in organisational mergers and acquisitions has served to foster an cognizance of the miscellaneous symptoms of the ? merger syndrome?.Twelve such indicators are preoccupation imagining the worst stress reactions crisis trouble constricted communication illusion of curb clash of cultures we vs. 9 they superior vs. indifferent attack and defend win vs. suffer and finiss by coercion, horse trading and default. (Schweiger et al. 1987) muster job security as the most important gene for employees during a merger, followed by pay and benefits, work autonomy, and performance feedback. interrogation has also indicated that the organisational change surgical procedure in mergers is usually tightly controlled by anxiety and decisions on job losses are driven solely by the need to reduce numbers (Kanter, 1986). Thus employees are commonly c erstwhilerned not only with job security but also with how selection decisions are made.Related to this, a number of researchers have shown that perceptions of procedural loveliness are a mention agentive role in determining staff attitudes to, and experience of, merger change. In cross, the perceived honor of redundancy procedures is reported to impact importantly on the attitudes of the staff that remain in the organisation (Brockner and Greenberg, 1990 Schweiger et al. , 1987, 1994). A number of organisations using a compulsory approach to redundancy selection made the point that once change is know to be some to occur there is more to be gained in scathe of gaining the commitment of key players than in exit these employees ? in the unfairness?. superstar organisation held briefing sessions for all its aged(a) managers forward the coming of a redundancy programme in direct to provide re authorisation, and to talk through strategic plans after the redundancies, with all main placard directors present to field questions. This was intentional to be open in nature so that these managers could in turn return to their staff to counter any ? doom and soberness? suggestions. Managers such as these have been used as the ? ears? of the shaping in regularise to feed back issues which arise during this diaphragm of uncertainty, so that a response can be made by the organization in order to minimize any adverse effects. In spite of these benefits, other organisations stated that they did not reveal plans to anyone removed a very select planning group, fearful that leakag e of such info might have more significant negative effects.However, these particular organisations tended to be the ones who bypassed any introductory, general posting to the highest degree think redundancies, thereby moving to ? phase two? , which is the actual notification of 10 those affected. The damage of this closed and compulsory strategy is the type of situation referred to at the start of this article. Indeed, this particular organisation did not repeat its experience when it faced the need to undertake a further round of redundancies this time it stated the need to make further work force reducings, requested volunteers and stated that it would only check compulsory redundancies if there were insufficient volunteers.Reactions connect to disbelief, betrayal, loss of motivation, lower morale, miscorporate trust, uncertainty, insecurity and lower commitment to the organization and so on are undoubtedly more marked where there is no announcement or indication before the actual notification of those to be made redundant. To summarised the rationales of this report would be, barter redundancies are common phenomena in post merger, lack of secondary data, there is no support, continuity or execution of the programs like this in any organisation, Collecting education in real time from both participating and non-participating employee groups after redundancies is a ambitious task, the mono-method bias is another limitation of this fill and last but not least the time limit. 11 5. LITERATURE REVIEW Author YearBob Moore 2002 living Title Authors paygrade Report Evaluation a to compulsory redundancy and some(prenominal) factors contribute to A number of organisations roaring During successful M. The first is using a Merger or instilling a positive learning ability approach encyclopedism among all employees and this selection made the point can only start at the top. sr. that once change is known management alignment and to be to the highes t degree to occur there is partnership sets the tone, as more to be gained in harm employees managers look for to their of gaining the commitment and of key players than in direction assurance during this important leaving these employees ? n time. Getting people and the disgraceful?. One organization processes to work together is held briefing sessions for all the only way to make the new its senior managers before company work. A successful the advent of a redundancy management measure out team should programme in order to each companys provide reassurance, and to ?personal best practices? and talk through strategic plans take them into the newly after the redundancies, with combined organization. all main board directors Although 75 percent of M present to field questions. dont make water their stated goals of greater financial results, there is a formula knowing to encourage success.Attention, time and financial resources must be applied to employees and their work process es, so the new company ends up with a motivated, ? dynamical? workforce. 12 Christiane Demers 1999 Merger acquisition and dialogues critical role in Poor communication and in the implementation of change is mergers often cited in the literature. intensifies acquisitions stress for announcements as corporate wedding narratives conference is presented as organisational a tool for spread members top because of the uncertainty their future. The management intentions and for some preparing context of minds action to a new communication strategies Managers serve to reduce uncertainty, egitimate change to encourage in which both management employee commitment to and employees can voice their opinions, and concerns, provide imminent transformations. desires information. Adrian Furnham 2006 Deciding on One of the occasional tasks of a Senior management who promotions and manager is to decide on who in had been involved in M redundancies their inform staff to promote identified talent r etention as as well as, where applicable, their biggest challenge in who to make redundant. In swelled leading a successful merger organisations guidelines factors there may be or acquisition, followed by concerning to take which fashioning the deal generate into long term value.Less skilled some firms in the art of M also on talent both consideration. Further organisations prolong records on focused performance designed to which reduce are management but failed to the create the fundamental subjectivity in these sorts of climate of ownership that decisions. Nevertheless this is recognised always because a of difficult the decision staff. and the value of many powerful consequences not only for the individual involved, but also his/her working colleagues and the organisation as a whole. 13 Stephen A. W 1994 Downsizing ameliorate Strategic Position to Planned large scale reductions A successful merger is all in head-count, or redundancies, about apostrophize savings, right? ave become earthbound in Wrong. The most important many industries worldwide. In amour is making sure that the practice many downsizings fail valuable talent from both to achieve craved long-term companies doesnt simply results. Presents results of a frame in out the door. survey among large Canadian Managers behind the most firms which suggests Examination management some successful mergers and reasons. strategic of acquisitions decease as much of time addressing people downsizing reveals weaknesses issues such as incorporate of both planning and cultures, managing talent, knowledge and implementation. management of Effective sharing human retaining key people as they esources is a indispensable but do on cost savings, merging failures often arise from processes, technologies and slackness to other important divisions. aspects of organizational change. Suggests that a wellthought-out strategy should be accompanied innovation, by process re- business engineering and organizat ional learning. Bob Moore 2004 Surviving and Several factors contribute to Suggestions for managing Thriving During successful M&As. The first is redundancies would be to a Merger or instilling a positive mindset encourages organisations to strategies avoid or which limit M&As that if is among all employees and this develop can only start at the top. Senior reduce, management alignment Acquisition and redundancy after ensure artnership sets the tone, as seeks to employees look to their redundancy occurs, it 14 managers for direction and handled in accordance with law seeks of to raise assurance during this important the time. Getting people and awareness strategies processes to work together is which assist those affected the only way to make the new to retain self-respect and company work. A successful enhance management evaluate team each employability. should Redundancy is one of the companys most traumatic events an ?personal best practices? and employee may experience. incorpo rate them into the newly Announcement combined of organization. redundancies will invariablyAlthough 75 percent of M&As have an adverse impact on dont name their stated goals of morale, motivation and greater financial results, there is productivity. a formula designed to encourage success. Attention, time and financial resources must be applied to employees and their work processes, so the new company ends up with a motivated, ? can-do? workforce. Adrian Thornhill 1995 The positive For those organizations which Redundancies after M&A management of declare redundancy survivors issues lessons redundancies without can be an opportunity for foregoing warning, the effect may positive change. Time could come as a shock to all be spent on self discovery re-focusing e. g. nd employees those who are not and to be made redundant as well as advancement those who are to go. This has opportunities, particularly been the case in meeting new people and non-unionized organisations forming new w orking where there has not been the relationships, legal requirement to undertake learning new skills, getting prior consultation. One financial over the pain caused by the 15 services organisation stated that merger, and setting new this led to a blockage of shock for goals as well as creating an 24 hours during which work organisation that is better effectively ground to a halt. The than the two original management of the organization separate organisations. hen had to work quickly to batter this effect, through company-wide communication and by demonstrating that those to be made redundant would indeed be fairly in treated. unionized prior However, even organisations, where consultation occurs, there may be the feeling that ? little attention has been given to the survivors of redundancy?. Beth Taylor 2002 The right way to There is a growing awareness Human resources strategies handle redundancies among business leaders that the like open up informatory way an organisation han dles and participative redundancies sends out a very organisation-wide strong message about its discussion to seek out corporate ethics and values. possibilities that minimise redundancies, establish ound bipartizan means of communication which accept employees to freely vent their feelings, with a guaranteed right of reply from the organisation, communicate constantly and effectively. 16 Ridha Khayyat 1998 Al- nurture and The more organizations seek This report excellence, employees the training and and introduces a development needs sagaciousness more practical model of training development to needs reduce on a education becomes imminent. In judicial decision organisation redundancies practical model present-day(a) for institutes partner information stress spread by employees after merger and itself leads to little or no results. acquisition.The proposed It is the ability to that of the model is competency- organization knowledge disseminate based, which allows for the lead s to incorporation to reduce employees skills and abilities redundancies in post merger development. What matters is situation converting technology through people into better organisational performance. One thing which is true about the twenty-first century is that the development of human resources is no longer an plectron but a must. Joseph Cangemi 2004 P. Exit strategies line of products losses that are the result of A number of organisations mergers, sale of a company, using restructuring, and downsizing as approach organizations favourableness in struggle a a to compulsory redundancy or selection made the point highly that once change is known competitive corporate world are to be about to occur there is common. The reduction process more to be gained in terms forces organisations to employ a of gaining the commitment medley of exit strategies as they of deal with the most key players than in difficult leaving these employees ? in aspect of downsizing the the racy?. reduc tion of personnel from their organisation as a means of rapid reduction of expense to 17 the company. Considers some employee-sensitive strategies exit Bryn Jones, 2001 How Redundancies Worsen Inequality Collective redundancy (CR) is The complexity of the erhaps the most central but situation for the survivors of acknowledged employment factor redundancy in means formula that after no M&As simple The are Social least shaping contemporary Britain. exists. at play The ease with which employers variables can execute CR allows not only diverse. It is often difficult to fairly rapid and to and also of far-reaching provide cause and effect business data, reflected in an overall working lack of evaluation. It changes organisational practices, indemnification but prompt appears that there have few reported to companies been financial deficits, as well as successful changes in the skill and implement of strategies attempts intervention which support demographic workforces. profiles nd assis t the framework of organisational change after redundancies due to M&As and personal transition for both those leaving and the survivors of a redundancy experience. 18 6. RESEARCH METHODOLOGY The primary data would be collected through, principally involving in-depth questioners and interviews with senior human resource practitioners and staff those who made redundant after M&As in the organisations. Before interviews occurred, these practitioners were supplied with a list of the questions. The ranged from the reasons for redundancies after M&As through to the impact of redundancies on organisational survivors, and organisational learning points for the future management of redundancies.A comprehensive assessment after redundancies can reveal how a company has emerged from the combination and how ready it is to achieve future goals. Secondary data would be collected by using in public available information, public domino, Newspapers, Articles on Redundancies after M&A and Internati onal Journals on this topic. 7. FURTHER EVOLUTION The need to reduce costs is an opportunity critically to analyze current ways of doing things, to make major improvements using new technology or better methods and build strengths for the future. Reasons for the design of existing work flows are often interred in history and reflect yesterday? s crises. Many organisations have engraft that simply the exercise of mapping their major business processes can suggest hammy improvements.Redundancies, duplications, inefficiencies and ? disconnects? are common in most processes or systems which have been in summons for a while. Massive reductions after M&As radically change managerial and workforce attitudes. Individuals no longer trust organisational commitment to long-term employment and morale has suffered in many cases. Corporate psyches have been forced to confront the possibility that growth may not return, and decline may be inevitable. Dealing with these issues effectively is t he difference of opinion between a company that will continue to suffer the redundancy uproar long after the event and one that can 19 move on swiftly.Companies that manage the process of redundancies after M&As well in terms of being fair and transparent and in terms of giving a level of support to the employees when theyre leaving, create an surroundings in which the people who are left behind say ? Well, at least they treated them fairly, and it had to happen for a business reason at least they looked after them and didnt just shove them out the door. The high level of consultation required makes good management sense. ?Two things once the decision has been taken, how an employer conducts himself after that is going to be critical. Its about being antiphonary to employees giving them an opportunity to have discussions making sure information is available to them.All of that will be seen by employees who remain behind as well. Secondly, the communication process for those who remain is important, making sure theyre not ignored or sidelined just because theyre not part of the programme. They may well feel left out. To this end the following are some of the approaches that may assist ? Have pre-existing human resources strategies to cope with such a situation. These should be open and transparent, subject to widespread consultation, and equitable. ? An organisation needs to provide a career management structure which enhances self-directed skill development. The opportunity to learn the transition skills necessary to career change are thereby created. ?In facing an experience, an organisation has to consider the impact on the symbols it has previously used to motivate staff, particularly its sense of mission. ? The management of restructuring, redeployment or redundancy is important, not simply as a addition gesture, or for the sake of good public relations, but also because the effectiveness of the organisation that survives is at stake. ? Open up consult ative and participative organisation-wide discussion as soon as danger signs appear. Seek out possibilities that minimise redundancies after merger. 20 ? Establish sound two-way means of communication which permit employees to freely vent their feelings, with a guaranteed right of reply from the organisation. Communicate constantly and effectively, and actively evaluate impact. ?Exercise effective leadership from the top, ensuring that the pain is shared, such as through voluntary salary cuts and the non-awarding or engross of bonuses. ? Provide a clear reconciliation of the market and financial situation, options for amelioration, and the need for job cuts within this. ? Use clear and print criteria to determine the basis for redundancy, arrived at through consultation. ? Set up a mutual support network for those made redundant after M&As and continue to offer human resources help where required. mountain pass immediate counselling and assistance to all those identified for redu ndancy. Organisations should always attempt to avoid redundancies in post merger situation. ways of doing this include ? ? ? ? ? ?Natural wastage Recruitment forget Stopping or reducing extra time Offer early retirement to volunteers (subject to age discrimination issues) Retraining or redeployment Offering existing employees sabbaticals and secondments. 21 8. CONCLUSION Handling redundancies after M&As is a difficult task where decisions have to be made as to numbers, timing and criteria. The detail should be fully discussed with employee representatives, with the objective of getting agreement about the way matters should be handled. A successful merger is all about cost savings, right? Wrong. The most important thing is making sure that the valuable talent from both companies doesnt simply march out the door or made redundant.Managers behind the most successful mergers and acquisitions spend as much time addressing people issues such as integrating cultures, managing talent, sh aring knowledge and retaining key people as they do on cost savings, merging processes, technologies and divisions. 9. REFERENCES AND BIBLIOGRAPHIES 1. 2. 3. Furnham, A. (2001), focal point Competency Frameworks, CRF, London. Greenberg, J. (1996), The Quest for Justice on the Job, Sage, London. Sessa, V. , Taylor, J. (2000), Executive Selection A self-opinionated Approach for Success, Jossey-Bass, New York, NY. 4. Lynch, J. G. , Lind, B. (2002), Escaping merger and acquisition madness, Strategy & Leadership, Vol. 30 No. 2, pp. 5-12. 5. Anderson, H. 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