The Life Of The Icu - 1499 Words

To the ICU Although there have been many things in life that I’ve had the fortunate and sometimes the unfortunate pleasure of experiencing, none of my memories and experiences are as poignant as the time my father had to undergo a liver transplant surgery. This was one of the most memorable times and a significant experience in my life. This event had, an ever-lasting effect in my life and made me realize how important family can be. Though this experience is relatively new, and one of the most challenging times in my life by far, this allowed me to view my father in a new light, as well as allowing me to appreciate how close and important my family, especially my father, can actually be in times of trials and tribulations. For the past†¦show more content†¦The following evening, after dinner that felt flavorless and empty, only further emphasized the absence of my father in the household. Later, my family and I decided to visit my father at the hospital to see him and how he wa s recuperating after the surgery. From the moment I anxiously sat in the car and we drove down to DC, the nostalgic memories of my father kicked in, one after another like a house of cards falling; my nostalgia came from the good memories to the ones better left forgotten. What felt like an eternity getting to the hospital and navigating the streets of DC like mice through a labyrinth, we had finally arrived at the Medstar Georgetown University Hospital. We continued on nervously trying to find our way to the Intensive Care Unit where my father was being kept and cared for following the surgery. Walking down the long and narrow hallway to see my father, only emphasized the uneasiness and anxiety of being in a hospital. Finally we had found our way through the labyrinth-like layout of the hospital, unto the Intensive Care Unit. Into the ICU through the large door, all the patients’ rooms were adjacent to one another. At the center were desks at which nurses and doctors would input each and every patients’ data and process paperwork while periodically checking up on all of the patients around-the-clock. My father was being kept in the first room on the right, next to the large entrance doors.

Incentive as a Component of Salesman Compensation Structure Free Essays

Incentives as a Component of Salesman Compensation Structure By Mohit Pandey 11DM-187 Sales Management-Section D What are Incentives? It is defined as a type of additional remuneration either in cash or kind given to an employee as a means of increasing output or as a motivational influence. Why do we need to give incentives? Firstly incentives work as psychological stimulant for a person to perform better. Incentives act like the pot of gold at the end of the rainbow. We will write a custom essay sample on Incentive as a Component of Salesman Compensation Structure or any similar topic only for you Order Now Secondly, the turnover rate of a salesperson is very high and also the cost of replacing a salesperson is also quite high, approximately around $40-50k. Thus to retain the best talent in the company we need to provide adequate incentives to the sales force. The salesperson spends most of his time out in the field and this makes it quite difficult to monitor him. Incentives act as an automatic monitor to make sure that the salesperson is working towards achieving his sales targets. What are the types of Incentives given to a Salesman? The salesman compensation structure is divided into two parts: Fixed Salary and Variable Salary. In a totally risk-free situation there would be no fixed salary, the salesman compensation would consist only of 100% Commissions. But since the market is never 100% risk-free and also because of longer order-cycles the compensation plan has some amount as Fixed Salary. The types of Incentives are: * Cash: This is most widely given type of incentive. Everyone knows that the major lure in a salesman’s job is the opportunity to earn a lot of money and cash incentives are a major component. Cash incentives can be segregated into two sub-types: * Commissions: It is directly to the sales volume. Example: 5% commission on every T. V sold. It can either be calculated on the profit margin or on the price of the product. Commission are short-term incentives and lead to increase in the sales effort put in by the salesman. * Bonus: It is given if the salesman achieves a desired no. of sales known as sales target/quota. It is calculated on the base pay. It is a medium/long term incentive depending on whether it is given quarterly or annually. * Non-Cash: These are generally not counted as a part of the compensation plan. They are given to motivate the salesman and based on performance in the long term. Non-cash incentives include: * Gift Cards * Merchandise Travel What parameters are used to determine incentives? Generally the ratio of incentives as a percentage of the total compensation decreases as you go up the hierarchical structure. At a salesman level it can go up to 100% of his base pay while at the manager level it can vary from 40-60%. The parameters generally used to determine incentives are: * Total revenue * New revenue * Gross profit * Price realization * Units sold * Select product sales * New products * Outdated products * New accounts * Retained accounts * Account expansion Customer satisfaction * First order * Order volume * Contract commitment * Key sales objectives or milestones The parameters used should be aligned with the business strategy of the company. For e. g. If a company is launching a new product into the market through the existing sales force, then it doesn’t make sense for the company to not have the sales nos. of the new product sold as playing a part in deciding the incentive level of the salesman. Normally only few parameters should be selected so as to make the compensation plan clear to the salesman. The compensation plan should be as clear to the salesman as possible so that he can easily calculate how much he can earn in that year. The sales target being set should be realistic and achievable. Ideally sales targets should be set after a discussion between the management and the salesperson both. Ideally incentives should not have an upper-cap, this deters the high performers. Even if a company has to set an upper-cap it should be higher than the maximum realistic possible of a salesperson. A few key points that should be kept in mind while setting the parameters for deciding incentives are: * The current market situation (growth or recession). * The product type (B2C or B2B) * The sales order cycle (long or short) * The business strategy ( Increase market penetration or may increase sales of a high margin product or launch of a new product) How much incentive to offer and to whom? The percentage amount of incentive offered to the sales force should not be equal across the board. The high performers must be rewarded for their performance, while the low performers need to be encouraged to perform better. The better the performance the higher should be the incentive level. Also in case of team selling the incentive has to be distributed proportionately amongst the team. It should not be the case wherein the laggards piggyback on the star performers and get the same level of incentive. Additionally a proper framework has to be devised on a company-to-company basis to decide the distribution of incentive for a product sold amongst the team members so as to control costs and avoid giving multiple incentives for the same product to multiple persons involved in the sale. The incentives offered should be mix of both short and long term incentives i. e. commissions, bonus, non-cash rewards, etc. This is to ensure that the motivation level of the salesperson is up throughout the year and does not peak at certain periods. The level of incentive payout should be adequate neither too little so as to discourage the salesperson nor too much as it will increase costs and lower profits and also lower the morale of the non-sales staff. Conclusion: Hence we can conclude that incentives as a component of a salesman compensation structure is highly important. Following is a generic framework which can be used to decide an incentive plan: * The plan should be clear and well understood by the sales force. * Decide the level of incentive i. e. the percentage to be given and how much and to whom, based on the performance level. * Determine criteria for giving incentives based on a proper analysis of the factors stated above in the report. Keep as less parameters as possible. Keep the sales target level competitive yet achievable. * The level of incentive should be adequate i. e. comparable to the competitor but neither too low nor too high. * Determine the periodicity of incentive payout. * The incentive payout should be based at proper intervals during the year. Sales contests and non-cash rewards are a good way to achieve this. * The plan should be flexible. Ideally make multiple plans and offer it to the sales person so that he ca n choose which one suits him best. Bibliography: Restoring Balance to Sales Compensation Head, Robert G. Sales and Marketing Management144. 9 (Aug 1992): 48. Readers’ report: How we use incentives Donath, Bob. Sales and Marketing Management145. 6 (Jun 1993): 34. Talking money Anonymous. Sales and Marketing Management149. 12 (Nov 1997): 64-70. May the Sales Force Be with You Ladd, Scott. HRMagazine55. 9 (Sep 2010): 105-107. Reframing salesforce compensation systems: An agency theory-based performance management perspective Bartol, Kathryn M. The Journal of Personal Selling ; Sales Management19. 3 (Summer 1999): 1-16. How to cite Incentive as a Component of Salesman Compensation Structure, Essay examples

Persuasive Speech free essay sample

Instead of always travelling to the mainland for vacations, Hawaii residents should first experience the uniqueness of vacationing right here on a neighbor island. INTRODUCTION (Attention Step) I. (Attention getter): Over the PA system the agent announced the arrival of United flight 93 arriving from Los Angeles, California. I waited at the baggage claim entrance where I stood there holding my lei and sign with the names of the visitors I was to greet from their flight. As the people started to flow out of the doors I called out, â€Å"Mr. and Mrs. Robert Williams†, all the while thinking about what I was going to cook for dinner and wondering what my kids were doing. When the visitors finally arrived, I was quickly brought back to my reality as I greeted each one with a lei and I said, â€Å"Aloha, welcome to Kauai. † With excited smiles on their faces they thanked me and told me how excited they were to be in Hawaii and how they couldn’t wait to start their vacation. Opponents argue that the BCS system is in the best interest of the athletes, fans, and sponsors because the bowl games generate huge profits for schools and their local economies, keep the season shorter for student athletes, and almost always have the two best teams playing each other for the national title. The annual controversy about whether the BCS should be replaced by a playoff system centers on the BCS rankings. The BCS standings are calculated by averaging three elements: the Harris Intercollegiate Football Poll, the USA TODAY Coaches Poll, and the average of six computer rankings. Proponents of the BCS say their rankings are as accurate as possible because the BCS incorporates human polls and computer ratings to calculate the standings, but critics counter that the BCS rankings often place teams in the wrong order and discriminate against smaller schools. There have been plans suggested to the NCAA on how to rank these college football teams and how each team could win a particular seed or spot. The most popular is to implement a four team playoff that has the top four ranked teams play each other in bowl games and then the two winning teams would play each other in the championship game. The southeastern conference commissioner Mike Silve has heavily supported the four team playoff system. The SEC is one of the most powerful conferences in college football and what Mike Silve agrees to will heavily influence the switch to a playoff system. If the plan is passed the earliest we would see it would be in 2014. If the BCS is replaced I believe that college football will be more popular, generate more interest from the fanbase, and give the smaller schools a chance to compete for a championship title. Works Cited Alder, James. BCS vs. Playoff System. Football. about. com. Web. 11 June 2012.

The peyote plant Essay Example For Students

The peyote plant Essay Drug use has always been a topic of controversy, especially when it pertains to religion. One particular drug that has been brought to the attention of the federal government is Peyote. Peyote is a drug that has been used by the Native Americans for thousands of years. This drug, Peyote which has caused much controversy over the years has recently been reconsidered for legal use. Probably the most famous New World hallucinogenic plant is Peyote,(Lophoproria willamsii), a small spineless cactus, native to the Rio Grande Valleyof Texas. Also in the northern and central parts of the Mexican Plateau Region. Another species (Lidiffuss) is native to the Mexican State of Quertono. The rounded, gray-green stem crown (top) is radially divided into sections, eachoffering a small meristematic region (called an areole) from which arises a tuft of hairs. The crown tapers into a thick carrot-like root that extends into the ground(Mescal Bean N. Pag.). There are many different chemicals in the Peyote cactus, the main one being mescaline. Mescaline, which can be made in a lab, was isolated in 1919, resembling epinephrine, the adrenal hormone (Peyote 1 Pag). We will write a custom essay on The peyote plant specifically for you for only $16.38 $13.9/page Order now The Peyote cactus contains more than 50 different alkaloids, but the most active hallucinogen is mescaline. Mescaline has a chemical structure similar to the brainneurotransmitter dopamine (MescalBean N. Pag.). It is also structurally similar to the neurohormone norepinephrine (noradrenaline) and to the stimulant amphetamine. In the Peyote cactus, mescaline is formed in a complex path way from the Amino Acid tyrosine. Mescaline provides psychologic disorientation with brilliant, ever changing colors. Mescaline hallucinations produce audio visual affects, double personality, derealization (loss of sense of reality of environment) and depersonalization (shattered personality). Peyote was dried and eaten by Southwest Indians at religious services for sense of well being, hallucinations (visions) and trances (Peyote N. Pag.). Native Americans use this drug as part of their religious ceremonies. The users slice off and eat peyote crowns fresh or dried. Peyote buttons last years, swallowed whole or drunk in tea. According to Clairdone, large amounts of peyote can induce hallucinations, adherents say the quantities normally taken in religious rites bring on only an introspective mood that gives the user insight to the spiritual world. This is not something American Indians have made up in the past hundred years. Mescal Beans have been discovered in Indian sites dating before A.D. 1000, and from one site dating back to 1500 B.C. (Mescal Bean N. Pag.). Ever since the arrival of the first Europeans in the New World, Peyote has provoked controversy. Supression and persecution (Scnultes N. Pag.). Peyote, in its natural state is not a dangerous drug, however, synthetic peyote causes harmful side effects. According to the article Peyote 1 and magic Mushrooms, Synthetic peyote lowers blood pressure, depresses the central Nervous system and kills by respiratory failure. Since Peyote is a drug that produces hallucinogenic affects, the military reached an agreement with the Native American church to honor the use of peyote for Native Americans in the Military, except for those who operate nuclear weapons. Other restrictions were said to include a prohibition against the use of peyote on military vehicles, aircraft, or ships; a requirement to stop using the drug 24 hours before returning to active duty. According to Clairdone, Church sources said fears of hallucinogenic flashbacks that were raised by officials of the Strategic Air Command de layed formal implementation of the draft rules and raised bitter resentment among devout native Americans who use peyote as a sacrament. Individual states had made laws that honoredthe peyote ritual, but peyote was still considered an illegal drug. According to Guy Mount, in his article, Peyote and the Law, Three states have exempted peyote from controlled substance prohibitions, and do permit the Bona-Fide sacramental use of peyote by non-Indians who are members of an established church: these are New York, Arizona, and New Mexico. A recent decision by the Supreme Court of the United States (1990) makes it clear that we do not have a Constitutional right to use any controlled substance as a religious sacrament. Instead, each state has the right to pass laws which honor the peyote religion, or continue to suppress it. Peyote is significant to Native American religious rituals and has been approved by the government for that purpose. On the legal front, Native Americans are secure in their right to use peyote for religious purposes (Glazer N. Pag.). According to the article Peyote Bill Signed, President Clinton signed into law on Oct. 6 2000, that guarantees the right of Native Americans to possess, transport, and use peyote in the course of traditional religious ceremonies. The bill passed the Senate on September 27, and passed the house August 8 by a voice vote. The bill was introduced by congressman Bill Richardson (D-Wm) and garnered bi-partisan support as well as support from the Drug Enforcement Administration (DEA). .u7700ad1127d6bfb1aed2838672e414a5 , .u7700ad1127d6bfb1aed2838672e414a5 .postImageUrl , .u7700ad1127d6bfb1aed2838672e414a5 .centered-text-area { min-height: 80px; position: relative; } .u7700ad1127d6bfb1aed2838672e414a5 , .u7700ad1127d6bfb1aed2838672e414a5:hover , .u7700ad1127d6bfb1aed2838672e414a5:visited , .u7700ad1127d6bfb1aed2838672e414a5:active { border:0!important; } .u7700ad1127d6bfb1aed2838672e414a5 .clearfix:after { content: ""; display: table; clear: both; } .u7700ad1127d6bfb1aed2838672e414a5 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u7700ad1127d6bfb1aed2838672e414a5:active , .u7700ad1127d6bfb1aed2838672e414a5:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u7700ad1127d6bfb1aed2838672e414a5 .centered-text-area { width: 100%; position: relative ; } .u7700ad1127d6bfb1aed2838672e414a5 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u7700ad1127d6bfb1aed2838672e414a5 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u7700ad1127d6bfb1aed2838672e414a5 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u7700ad1127d6bfb1aed2838672e414a5:hover .ctaButton { background-color: #34495E!important; } .u7700ad1127d6bfb1aed2838672e414a5 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u7700ad1127d6bfb1aed2838672e414a5 .u7700ad1127d6bfb1aed2838672e414a5-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u7700ad1127d6bfb1aed2838672e414a5:after { content: ""; display: block; clear: both; } READ: The Tempest: Caliban Unjustly Punished EssayThe passing of H.R. Y230, a bill amending the American Indian Religious Freedom Act into U.S. law, states that no federal government can enforce a law restricting traditional religious use of peyote by a member of an Indian tribe,Recognized by the United States Government (Glazer N. Pag.). In the article Peyote Okd, Non-native Americans were prosecuted for participating in the peyote ritual, but were acquitted because of the first amendment rights. The case concerned two drug counselors who lost their jobs for using peyote during Native American church religious rites. The court ruled that by denying these men their jobless benefits, the state violated the mens First Amendment right to freely practice their religion. After many years of controversy over the use of the peyote cactus, the American Federal government had finally accepted the use of peyote by native Americans, and has created a federal law which protects the religious rights of the people of the native American church. The victory over the battle of the use of peyote for native Americans is a giant step in regaining their heritage from its degradation by the American government. The legalization of peyote proves that not all drug uses are bad. Reconsidering peyote for legal use opens the door to other drug s, which may have been overlooked and improperly categorized as dangerous or harmful substances. Bibliography:Works CitedClaiborne, William. Military, Indian Church Agree On Peyote Online Availablehttp://www.seattletimes.com/news/nation-wo/peyo_19990630.htm,May 16, 2000. Glazer, Mark. Peyote among Huichols and Native American Church Members. Online Available http://www.panam.edu/dept/psychanth/peyote.htm, May 16, 2000. Mount, Guy. Peyote and the Law. Online Available http://www.druglibrary.org/Schaffer/lsd/peylaw.htm, May 16, 2000. The Mescal Bean and The Peyote Cactus. Online Available http://daphne.palomar.edu/wayne/ww0703.htm#peyote, May 16, 2000. Peyote 1 and Magic Mushrooms Online Available http://www.geocities.com/capitolhill/lobby/5418/dd-peyote1.html, May 16, 2000. Peyote Bill Signed. Online Available http://ndsn.org/nov94/peyote.html, May 16, 2000. Peyote Okd in Indian Rites. Online Available http://www.ifas.org/fw/8901/peyote.html, May 16, 2000. Schultes, Richard E. and Albert Hoffman. The Tracks of Little Deer. Online Available http://www.peyote.org/, May 16, 2000.

Early History of African American Inventors

Early History of African American Inventors Thomas Jennings, born in 1791, is believed to have been the first African American  inventor to receive a patent for an invention. He was 30 years old when he was granted a patent for a dry-cleaning process. Jennings was a free tradesman and operated a dry-cleaning business in New York City. His income went mostly to his abolitionist activities. In 1831, he became assistant secretary for the First Annual Convention of the People of Color in Philadelphia, Pennsylvania. Slaves were prohibited from receiving patents on their inventions. Although free African American  inventors were legally able to receive patents, most did not. Some feared that recognition and most likely the prejudice that would come with it would destroy their livelihoods. African American Inventors George Washington Murray was a teacher, farmer  and U.S. congressman from South Carolina from 1893 to 1897. From his seat in the House of Representatives, Murray was in a unique position to bring into focus the achievements of a people recently emancipated. Speaking on behalf of proposed legislation for a Cotton States Exhibition to publicize the South’s technological process since the Civil War, Murray urged that a separate space be reserved to display some of the achievements of Southern African Americans. He explained the reasons why they  should participate in regional and national expositions, saying: Mr. Speaker, the colored people of this country want an opportunity to show that the progress, that the civilization which is now admired the world over, that the civilization which is now leading the world, that the civilization which all nations of the world look up to and imitatethe colored people, I say, want an opportunity to show that they, too, are part and parcel of that great civilization. He  proceeded to read the names and inventions of 92 African American  inventors into the Congressional Record. Henry Baker What we know about early African American innovators comes mostly from the work of Henry Baker. He was an assistant patent examiner at the U.S. Patent Office who was dedicated to uncovering and publicizing the contributions of African American inventors. Around 1900, the Patent Office conducted a survey to gather information about these  inventors and their inventions. Letters were sent to patent attorneys, company presidents, newspaper editors and prominent African Americans. Henry Baker recorded the replies and followed up on leads. Baker’s research also provided the information used to select those inventions exhibited at the Cotton Centennial in New Orleans, the World’s Fair in Chicago and the Southern Exposition in Atlanta. By the time of his death, Henry Baker had compiled four massive volumes. First African American Woman to Patent Judy W. Reed may not have been able to write her name, but she patented a hand-operated machine for kneading and rolling dough. She is probably the first African American woman to obtain a patent. Sarah E. Goode is believed to have been the second African American woman to receive a patent. Race Identification Henry Blair was the only person to be identified in the Patent Office records as a colored man. Blair was the second African American inventor issued a patent. Blair was born in Montgomery County, Maryland, around 1807. He received a patent on October 14, 1834, for a seed planter, and a patent in 1836 for a cotton planter. Lewis Latimer Lewis Howard Latimer  was born in Chelsea, Massachusetts, in 1848. He enlisted in the Union Navy at the age of 15, and upon completion of his military service he returned to Massachusetts and was employed by a patent solicitor where he began the study of drafting. His talent for drafting and his creative genius led him to invent a method of making carbon filaments for the Maxim electric incandescent lamp. In 1881, he supervised the installation of electric lights in New York, Philadelphia, Montreal, and London. Latimer was the original draftsman for Thomas Edison and as such was the star witness in Edison’s infringement suits. Latimer had many interests. He was a draftsman, engineer, author, poet, musician and, at the same time, a devoted family man and philanthropist. Granville T. Woods Born in Columbus, Ohio, in 1856,  Granville T. Woods  dedicated his life to developing a variety of inventions relating to the railroad industry. To some, he was known as the Black Edison. Woods invented more than a dozen devices to improve electric railway cars and much more for controlling the flow of electricity. His most noted invention was a system for letting the engineer of a train know how close his train was to others. This device helped cut down accidents and collisions between trains. Alexander Graham Bell’s company purchased the rights to Woods’ telegraphony, enabling him to become a full-time inventor. Among his other top inventions were a steam boiler furnace and an automatic air brake used to slow or stop trains. Wood’s electric car was powered by overhead wires. It was the third rail system to keep cars running on the right track. Success led to lawsuits filed by Thomas Edison. Woods eventually won, but Edison didn’t give up easily when he wanted something. Trying to win Woods over, and his inventions, Edison offered Woods a prominent position in the engineering department of Edison Electric Light Company in New York. Woods, preferring his independence, declined. George Washington Carver When you can do the common things in life in an uncommon way, you will command the attention of the world.   George Washington Carver. He could have added fortune to fame, but, caring for neither, he found happiness and honor in being helpful to the world. George Washington Carver’s epitaph sums up a lifetime of innovative discovery. Born into slavery, freed as a child and  curious throughout life, Carver profoundly affected the lives of people throughout the nation. He successfully shifted Southern farming away from risky cotton, which depletes the soil of its nutrients, to nitrate-producing crops such as peanuts, peas, sweet potatoes, pecans, and soybeans. Farmers began rotating crops of cotton one year with peanuts the next. Carver spent his early childhood with a German couple who encouraged his education and early interest in plants. He received his early education in Missouri and Kansas. He was accepted into Simpson College in Indianola, Iowa, in 1877, and in 1891 he transferred to Iowa Agricultural College (now Iowa State University) where he earned a bachelor of science in 1894 and a masters in science in 1897. Later that year, Booker T. Washingtonfounder of the Tuskegee Instituteconvinced Carver to serve as the school’s director of agriculture. From his laboratory at Tuskegee, Carver developed 325 different uses for peanutsuntil then considered lowly food fit for hogsand 118 products from the sweet potato. Other Carver innovations include synthetic marble from sawdust, plastics from woodshavings and writing paper from wisteria vines. Carver only patented three of his many discoveries. God gave them to me, he said, How can I sell them to someone else? Upon his death, Carver contributed his life savings to establish a research institute at Tuskegee. His birthplace was declared a national monument in 1953, and he was inducted into the National Inventors Hall of Fame in 1990. Elijah McCoy So  you want the real McCoy? That means you want the real thing- what you know to be of the highest quality, not an inferior imitation. The saying may refer to a famous African American inventor named  Elijah McCoy. He earned more than 50 patents, but the most famous one was for a metal or glass cup that fed oil to bearings through a smallbore tube. Machinists and engineers who wanted genuine McCoy lubricators may have originated the term the real McCoy. McCoy was born in Ontario, Canada, in 1843the son of slaves who had fled Kentucky. Educated in Scotland, he returned to the United States to pursue a position in his field of mechanical engineering. The only job available to him was that of a locomotive fireman/oilman for the Michigan Central Railroad. Because of his training, he was able to identify and solve the problems of engine lubrication and overheating. Railroad and shipping lines began using McCoy’s new lubricators, and Michigan Central promoted him to an instructor in the use of his new inventions. Later, McCoy moved to Detroit where he became a consultant to the railroad industry on patent matters. Unfortunately, success slipped away from McCoy, and he died in an infirmary after suffering a financial, mental and physical breakdown. Jan Matzeliger Jan Matzeliger  was born in Paramaribo, Dutch Guiana, in 1852. He immigrated to the United States at age 18 and went to work in a shoe factory in Philadelphia. Shoes then were handmade, a slow tedious process. Matzeliger helped revolutionize the shoe industry by developing a  machine that would attach the sole to the shoe in one minute. Matzeligers shoe lasting machine adjusts the shoe leather upper snugly over the mold, arranges the leather under the sole and pins it in place with nails, while the sole is stitched to the leather upper. Matzeliger died poor, but his stock in the machine was quite valuable. He left it to his friends and to the First Church of Christ in Lynn, Massachusetts. Garrett Morgan Garrett Morgan  was born in Paris, Kentucky, in 1877. As a self-educated man, he went on to make an explosive entry into the field of technology. He invented a gas inhalator when he, his brother and some volunteers were rescuing a group of men caught by an explosion in a smoke-filled tunnel under Lake Erie. Although this rescue earned Morgan a gold medal from the City of Cleveland and the Second International Exposition of Safety and Sanitation in New York, he was unable to market his gas inhalator because of racial prejudice. However, the U.S. Army used his device as gas masks for combat troops during World War I. Today, firefighters can save lives because  by wearing a similar breathing device they are able to enter burning buildings without harm from smoke or fumes. Morgan used his gas inhalator fame to sell his patented traffic signal with a flag-type signal to the General Electric Company for use at street intersections to control the flow of traffic. Madame Walker Sarah Breedlove McWilliams Walker, better known as  Madame Walker, together with  Marjorie Joyner  improved the hair-care and cosmetics industry early in the 20th century. Madame Walker was born in 1867 in poverty-stricken rural Louisiana. Walker was the daughter of former slaves, orphaned at the age of 7  and widowed by 20. After her husband’s death, the young widow migrated to St. Louis, Missouri, seeking a better way of life for herself and her child. She supplemented her income as a wash woman by selling her homemade beauty products door-to-door. Eventually, Walker’s products formed the basis of a thriving national corporation employing at one point over 3,000 people. Her Walker System, which included a broad offering of cosmetics, licensed Walker Agents, and Walker Schools offered meaningful employment and personal growth to thousands of African American women. Madame Walker’s aggressive marketing strategy combined with relentless ambition led her to be labeled as the first known African American woman to become a self-made millionaire. An employee of Madame Walker’s empire, Marjorie Joyner, invented a permanent wave machine. This device, patented in 1928, curled or permed women’s hair for a relatively lengthy period of time. The wave machine was popular among women white and black allowing for longer-lasting wavy hairstyles. Joyner went on to become a prominent figure in Madame Walker’s industry, though she never profited directly from her invention, for it was the assigned property of the Walker Company. Patricia Bath Dr.  Patricia Bath’s  passionate dedication to the treatment and prevention of blindness led her to develop the Cataract Laserphaco Probe. The probe, patented in 1988, is designed to use the power of a laser to quickly and painlessly vaporize cataracts from patients’ eyes, replacing the more common method of using a grinding, drill-like device to remove the afflictions. With another invention, Bath was able to restore sight to people who had been blind for over 30 years. Bath also holds patents for her invention in Japan, Canada, and Europe. Patricia Bath graduated from the Howard University School of Medicine in 1968 and completed specialty training in ophthalmology and corneal transplant at both New York University and Columbia University. In 1975, Bath became the first African American woman surgeon at the UCLA Medical Center and the first woman to be on the faculty of the UCLA Jules Stein Eye Institute. She is the founder and first president of the American Institute for the Prevention of Blindness. Patricia Bath was elected to Hunter College Hall of Fame in 1988 and elected as Howard University Pioneer in Academic Medicine in 1993. Charles Drew - The Blood Bank Charles Drew- a Washington, D.C., native- excelled in academics and sports during his graduate studies at Amherst College in Massachusetts. He was also an honor student at McGill University Medical School in Montreal, where he specialized in physiological anatomy. It was during his work at Columbia University in New York City where he made his discoveries relating to the preservation of blood. By separating the liquid red blood cells from the near solid plasma and freezing the two separately, he found that blood could be preserved and reconstituted at a later date. The British military used his process extensively during World War II, establishing mobile blood banks to aid in the treatment of wounded soldiers at the front lines. After the war, Drew was appointed the first director of the American Red Cross Blood Bank. He received the Spingarn Medal in 1944 for his contributions. He died at the early age of 46 from injuries suffered in a car accident in North Carolina. Percy Julian - Synthesis of Cortisone Physostigmine Percy Julian  synthesized physostigmine for treatment of glaucoma and cortisone for the treatment of rheumatoid arthritis. He is also noted for a fire-extinguishing foam for gasoline and oil fires. Born in Montgomery, Alabama,  Julian had little schooling because Montgomery provided limited public education for African Americans. However, he entered DePauw University as a sub-freshman and graduated in 1920 as class valedictorian. He then taught chemistry at Fisk University, and in 1923 he earned a master’s degree from Harvard University. In 1931, Julian received his Ph.D. from the University of Vienna. Julian returned to DePauw University, where his reputation was established in 1935 by synthesizing physostigmine from the calabar bean. Julian went on to become director of research at the Glidden Company, a paint and varnish manufacturer. He developed a process for isolating and preparing soybean protein, which could be used to coat and size paper, create cold water paints and size textiles. During World War II, Julian used a soy protein to produce AeroFoam, which suffocates gasoline and oil fires. Julian was noted most for his synthesis of cortisone from soybeans, used in treating rheumatoid arthritis and other inflammatory conditions. His synthesis reduced the price of cortisone. Percy Julian was inducted into the National Inventors Hall of Fame in 1990. Meredith Groudine Dr. Meredith Groudine was born in New Jersey in 1929 and grew up in the streets of Harlem and Brooklyn. He attended Cornell University in Ithaca, New York, and received a Ph.D. in engineering science from the California Institute of Technology in Pasadena. Groudine built a multimillion dollar corporation that is based on his ideas in the field of electrogasdynamics (EGD). Using the principles of EGD, Groudine successfully converted natural gas to electricity for everyday use. Applications of EGD include refrigeration, desalination of seawater and reducing the pollutants in smoke. He holds more than 40 patents for various inventions. In 1964, he served on the President’s Panel on Energy. Henry Green Parks Jr. The aroma of sausage and scrapple cooking in kitchens along the east coast of America  has made it a little easier for kids to get up in the morning. With quickened steps to the breakfast table, families enjoy the fruits of the diligence and hard work of Henry Green Parks  Jr. He started the Parks Sausage Company in 1951 using distinctive, tasty Southern recipes he developed for sausage and other products. Parks registered several trademarks, but the radio and television commercial featuring a child’s voice demanding More Parks Sausages, mom is probably the most famous. After consumer complaints about the youngster’s perceived disrespect, Parks added the word please to his slogan. The company, with meager beginnings in an abandoned dairy plant in Baltimore, Maryland, and two employees, grew into a multimillion-dollar operation with more than 240 employees and annual sales exceeding $14 million. Black Enterprise continually cited H.G. Parks, Inc., as one of the top 100 African American firms in the country. Parks sold his interest in the company for $1.58 million in 1977, but he remained on the board of directors until 1980. He also served on the corporate boards of Magnavox, First Penn Corp., Warner Lambert Co. and W.R. Grace Co., and was a trustee of Goucher College of Baltimore. He died on April 14, 1989, at the age of 72. Mark Dean Mark Dean and his co-inventor, Dennis Moeller, created a microcomputer system with bus control means for peripheral processing devices. Their invention paved the way for the growth in the information technology industry, allowing us to plug into our computers peripherals like disk drives, video gear, speakers, and scanners. Dean was born in Jefferson City, Tennessee, on March 2, 1957. He received his undergraduate degree in electrical engineering from the University of Tennessee, his MSEE from Florida Atlantic University and his Ph.D. in electrical engineering from Stanford University. Early in his career at IBM, Dean was a chief engineer working with IBM personal computers. The IBM PS/2 Models 70 and 80 and the Color Graphics Adapter are among his early work. He holds three of IBM’s original nine PC patents. Serving as vice president of performance for the RS/6000 Division, Dean was named an IBM fellow in 1996, and in 1997 he received the Black Engineer of the Year President’s Award. Dean holds more than 20 patents and  was inducted into the National Inventors Hall of Fame in 1997. James West Dr.  James West  is a Bell Laboratories Fellow at Lucent Technologies where he specializes in electro, physical  and architectural acoustics. His research in the early 1960s led to the development of foil-electret transducers for sound recording and voice communication that is used in 90% of all microphones built today and at the heart of most new telephones being manufactured. West holds 47 U.S. and more than 200 foreign patents on microphones and techniques for making polymer foil-electrets. He has authored more than 100 papers and contributed to books on acoustics, solid state physics, and material science. West has received numerous awards including the Golden Torch Award in 1998 sponsored by the National Society of Black Engineers, the Lewis Howard Latimer Light Switch and Socket Award in 1989, and was chosen New Jersey Inventor of the Year for 1995. Dennis Weatherby While employed by Procter Gamble, Dennis Weatherby developed and received a patent for the automatic dishwasher detergent known by the trade name Cascade. He received his master’s degree in chemical engineering from the University of Dayton in 1984. Cascade is a registered trademark of the Procter Gamble Company. Frank Crossley Dr. Frank Crossley is a pioneer in the field of titanium metallurgy. He began his work in metals at the Illinois Institute of Technology in Chicago after receiving his graduate degrees in metallurgical engineering. In the 1950s, few African Americans were visible in the engineering fields, but Crossley excelled in his field. He received seven patents- five in titanium base alloys that greatly improved the aircraft and aerospace industry. Michel Molaire Originally from Haiti, Michel Molaire became  a research associate at the Office Imaging Research and Development Group of Eastman Kodak. You can thank him for some of your most treasured Kodak moments. Molaire received his bachelor of science degree in chemistry, a masters of science degree in chemical engineering and M.B.A. from the University of Rochester. He has been with Kodak since 1974. After receiving more than 20 patents, Molaire was inducted into Eastman Kodak’s Distinguished Inventor’s Gallery in 1994. Valerie Thomas In addition to a long, distinguished career at NASA, Valerie Thomas is also the inventor of and holds a patent for an illusion transmitter. Thomas’ invention transmits by cable or electromagnetic means a three-dimensional, real-time imageNASA adopted the technology. She  received several NASA awards, including the Goddard Space Flight Center Award of Merit and the NASA Equal Opportunity Medal.

Competitor or Competition Focused

Competitor or Competition Focused If you’re competitor-focused, you have to wait until there is a competitor doing something. Being customer-focused allows you to be more pioneering. ~Jeff Bezos All too often we watch what all the other writers are doing in both writing and marketing, then try to snare which gimmick we can copy to work for us. Writing and self-promoting based upon our competition. I dare say the majority of early writers dont start off that way. Most want nothing more than for readers to flock to their story and gobble it up. Its probably why they started writing in the first place . . . to share a tale. However, reality sets in quick and harsh. Readers already have an abundance of reading material. So how can struggling writers be seen, heard, or better yet, read with so much competition? As a result, writers then gravitate to those more successful in the field, emulating the ads, the touring, the whatever-else they are doing. It becomes all about the numbers . . . yet the numbers arent that easy to come Then we commiserate with other writers. We join organizations, newsletters, Facebook groups comprised of writers, to learn how to be a more successful writer. But we have limited hours in the day. What goes lacking is the communication with potential readers. We forget were supposed to be customer-focused instead of competitor-focused. The goal is to reach out to where readers are:Â  libraries, schools, book fairs, radio, podcasts, niche organizations, maybe even your local paper. If you write romance, where do these souls tend to collect both in person and online? Ditto any other genre or subgenre. Do not stray from your reader being right up front in your writing world. Do not forget you are feeding them, educating them, entertaining them, using your talents to be the best you can be for them. Slowly and steadily, keep reaching out, respecting and adoring them. Readers are your market, not your competitors.

The Net Present Value (NPV) Assignment Example | Topics and Well Written Essays - 1500 words

The Net Present Value (NPV) - Assignment Example Therefore, discounting gives us the present value of money that is consequently useful in determining the net present value of any given project. d) Approximately 25% discount rate gives a zero NPV. This rate is the Internal Rate of Return and rates below this give a positive NPV hence showing the viability of a project. On the other hand, rates above 25% give a negative NPV and such projects should not be undertaken. This model could be extended by adding the effect of the energy bill on an individual’s disposable income. The higher the bill, the higher the cost implications on the individual’s net disposable income. A Decision Support System (DSS) is a computer-based information system that is used in organisations to assist in making decisions. A DSS is an interactive computerized system that supports the decision-making activities of decision makers using technology, documents, data and knowledge to complete their tasks. The 2012 London Olympics involved a lot of logistical arrangements that the organisers had to consider in order for the games to be a success. One aspect of the games that had to be carefully planned out was transport. Given the number of people that flocked the country and the city of London in particular, the transport infrastructure had to be well laid out so that there was order in the city. The road network, public transport and the effects of disrupting transport for businesses and other services had to be of particular interest to the organisers of the games. Additional or new resources have to be deployed in the areas related to incident detection and also the DSS for network managers. The transport legacy after the games should be of three types. First and foremost is the physical infrastructure that would be made to enhance the rail and road networks and vehicle fleets. There are also the enhancements to the operations and systems by designing and deploying state of the art techniques in order to detect

Tuesdays with Morrie III Essay Example | Topics and Well Written Essays - 750 words

Tuesdays with Morrie III - Essay Example The book forces us to take a good, hard look at ourselves and the world we belong to and see what changes our culture could make. This is, indeed, a difficult question – used as we are to ask no questions, go with the flow, â€Å"fit in†, so to speak. And perhaps, that exactly is the problem, and that exactly is the change that must be sought. Ours is a culture that propagates the idea of â€Å"fitting in†, of homogeneity, of belonging. It sets very specific rules to follow and yardsticks by which an individual is to be judged. At the most benign, it makes life a popularity contest and causes frustration to those who cannot quite meet the standard. On a deeper level, it legitimizes racial profiling and gender stereotyping. Mitch is a young journalist, and perhaps knows all too well the huge role that media plays in shaping popular culture and molding social values. Indeed, factual and fictional media portrayals have a propensity to activate culturally shared racial and gender stereotypes and affect judgment involving those who belong to stereotyped groups. The website Media Awareness Network states that â€Å"stereotypes act like codes that give audiences a quick, common understanding of a person or group of people—usually relating to their class, ethnicity or race, gender, sexual orientation, social role or occupation.†1 However, stereotyping is dangerous in that it transforms assumptions into realities and it places individuals in simplistic categories without recognition of each person’s uniqueness and gifts. The stereotypes of women in media are easily evident. In television shows for instance, who has not seen the dumb blonde, the soccer mom, the girl next door, or the corporate go getter? I watch television often and I see these images all the time. Though the stereotypes have undergone revamping since the 1950’s, with less of the Brady Bunch images and more

Process Design and Management Essay Example for Free

Process Design and Management Essay Increased co-production of goods and services (Process Design and Management) The Internet has opened new ways for the customer to interact directly with a firm. Simple direct entry and monitoring of orders is only the first step in the progression of value-added services made possible through information sharing. 1. 0 Introduction The topic of process design and management will generally goes on explaining the word ‘design’, in its broadest sense, is right at the heart of operations management. The design is an activity that can be approached at different levels of detail. Design must reflect the needs of customers, and able applies to products, services and processes. It can be managed as an operations transformation process in its own right. Moreover, the design is starts with something very abstract which represents a concept and ends with something very specific, which means by the final design. Some defines that to ‘design’ is to conceive the looks, arrangement, and workings of something before it is created. First, the position of the process according to its volume and variety characteristics must be defined. Eventually the details of the process must be analyzed to ensure that it fulfills its objectives effectively. Product/service design and process design are interrelated. Small changes in the design of products and services can have profound implications for the way the operation eventually has to produce them. Similarly, the design of a process can constrain the freedom of product and service designers to operate as they would wish. The relationship between designing products and services on one hand and designing the processes that make them is an important point to consider. It is possible to separate product design and process design in manufacturing sector, however it is impossible in practice to separate service design and process design. This is because many services (especially high visibility services) are the same thing. Even in manufacturing industries there has recently been considerable effort put into examining the overlap between product and process design. There is a growing recognition that the design of products has a major effect on the cost of making them. Many of the decisions were taken during the design of products (for example, choosing the material from which the roduct is going to be made, or the way in which the various components are fastened together) will all define much of the cost of making it. , Therefore, to evaluate the various choices which the designer faces in terms of their effect on manufacturing cost as well as on the functionality of the product itself. Also, the way in which product and process design overall has a significant effect on the time between starting the initial concept design for the product and eventually getting it to market. 2. 0Discussion 2. 1Internet Contributed in Online Purchase Process With the advancement of technology, many aspects of the face-to-face interpersonal dynamics in service encounters between sellers and customers have been replaced with technology-based Internet interfaces. Internet can be regarded as sets of connected firms. A retailer can use an Internet presence to reach consumers all around the world. The Internet makes the expanded range of products, services, and information accessible for consumers from geographically distant and/or emerging markets. In recent years, e-commerce has grown dramatically in terms of volume and variety of goods and services traded. This has created significant opportunities to serve customers through internet stores. It is important for internet stores to focus on achieving higher customer satisfaction to increase co-production of goods and services and to retain customers. According to Field and Smith, internet interaction between a retailer and a customer from the point the customer arrives at the retailer’s website to the point the retailer fulfills the customer’s order, has quickly emerged to become an important class of service operations (Field et al. , 2004; Smith et al. , 2007). Co-production of goods and services in internet is growing steadily. For example, in the third quarter of 2009, internet retailing sales in the U. S totaled approximately $34 billion, a 4. 5% increase from the previous quarter. The quality of the internet on the purchase process has been found to affect customers’ purchase decisions, satisfaction, and loyalty in online retailing (Zeithaml et al. , 2002; Wolfinbarger and Gilly, 2009). Hence, to be competitive in the market place, internet is the paramount and as the new ways for the customer to interact directly with a firm. Besides that, the internet is responsive and convenient for customers in the online purchase process. Through internet, the firms being able respond to the unique needs and wants of individual customers by providing the â€Å"right content in the right format to the right person at the right time. † Retailers can facilitate a convenient and responsive online purchase process, serve their customers better, improve customer satisfaction and increase retention. Customer satisfaction is the ultimate result of meeting a consumer’s expectation from the performance of products. Most satisfied customers normally have the intention to re-purchase the products if product performance meets his or her expectation. Like traditional business, online businesses also need to satisfy their customers. Customer satisfaction is one of the central constructs in the study of consumer behavior both in traditional and online business environment (Alam et al. , 2008) found that website design is one of the unique features affecting online shopping environment (Shergill and Chen. , 2005) identified web site design characteristics as the dominant factor which influences consumer perceptions of online purchasing. It can be argued that online shoppers want to receive the right quality and right quantity of items that they have ordered within the stipulated time offer by the e-tailers. In addition, time and cost saving are the main advantages of online shopping. Time efficiency and store efficiency are reflected in time cost and price savings respectively (Devaraj et al. , 2002). These are the determinants of satisfaction. Delivery performance has significant influence on customer satisfaction (Lee and Joshi et al. , 2007; Ahn et al. , 2004; Ho et al. 2004); Grewal et al. , 2004 and Shih et al. , 2004). One of the examples of online firm that successfully increase their co-production of goods and services via internet is Amazon. In an annual study tracking customer satisfaction ratings with the top 10 online retailers, perhaps the biggest takeaway is that Amazon is the world’s biggest e-retailer for a reason that it just plain makes customers happier than their competitors (show by Table 1 below). Amazon continues to set the standard for e-retailers. For instance, upon arrival at the Amazon. om website, a registered customer is greeted by the customer’s name. The customer is then provided with recommendations of products that the customer might be interested in, based on the product searched for or those previously bought by the customer. The website provides the option of receiving reminders of special events like birthdays of loved ones or information about the arrival of the latest books by their preferred author. When the customer is ready to make the purchase, the website retrieves the personal account information such as shipping and payment. In the early stages of Internet development, trust is a critical factor in stimulating purchases over the Internet. Trust is not only a short-term issue but the most significant long-term barrier for realizing the potential of Internet marketing to consumers. An experiential survey of U. S. -based online surfers, new to Internet based shopping, found the shoppers fascinated by international shopping opportunities on the Web, but they were skeptical about actual purchasing from overseas sites. Others report widespread distrust among consumers about Internet-based merchants. To improve customer loyalty, some websites offer discussion groups in their websites and promote common interest to pull targeted customers. When the website contains valuable information about the product then the customer would be motivated to visit the website again. Just like any other medium of business, internet business should also focus on making their customers feel ‘special’. In any business, customer loyalty is a result of exceptional personal services and exceeding customer expectations. 2. 2Internet Strive to Born Global Firms More and more firms’ even very small ones have operations that bridge national borders soon after their founding. Due to the Internet and related information technologies (IT) that enable many of them, this new breed of firms began emerging in the 1990s and is dubbed â€Å"born-global† because their operations often span the globe early in their existence. The definition of born global firm is â€Å"a business organization that, from inception, seeks to derive significant competitive advantage from the use of resources and the sale of outputs in multiple countries. Born global firms begin with a borderless world view, and immediately develop strategies to expand themselves abroad. This is striking, given the great changes that have taken place in the marketing environment due to introduction of the Internet and other modern technologies that enable bypassing of conventional channels (Frazier et al. , 1999). It therefore seems justifiable to study the Internet-based channel strategies of born globals (Moen et al. , 2002). It is particularly interesting to examine the global expansion of the born globals and their use of the Internet as a sales channel (Servais, Madsen, amp; Rasmussen, 2007). A few studies have investigated the role of information and communications technologies in the international performance of born global firms. Loane (2006) examined the role of the internet in the internationalization of small entrepreneurial firms from various countries (Loane, 2006). Born globals use the internet for communication, for marketing communications, and to lesser degree for managing customer relationships as well as sales transactions and fulfillment activities. Most of the investigated firms also se the internet to support off-line sales, and about one-quarter used the internet to support distribution channels and intermediaries. A significant number of firms used the internet to support relations with partners, suppliers, clients, agents and distributors, Ramp;D partners, and software coding developers, both nationally and internationally. The born globals also used the Internet as a tool for acquiring knowledge, such as market and competitive intelligence, which then become part of the collective wisdom of the firm. The internet makes borders between countries less relevant and facilitates direct interaction between all types of business entities around the world. Born globals use the internet to convey their market presence abroad, support relationships with foreign partners, offer services related to their products, facilitate product development, and maintain relations with foreign customers (Servais, Madsen, and Rasmussen et al. , 2007). Logitech, the computer peripherals company, is perhaps one of the best early examples of a successful born-global firm. According to Benjamin M. Oviatt and Patricia Phillips McDougall, â€Å"Global Start-Ups: Entrepreneurs on a Worldwide Stage. † Focusing first on the PC mouse, the company was founded by two Italians and a Swiss. The company’s operations and research and development were initially split between California and Switzerland, and then it expanded rapidly with production in Ireland and Taiwan. With its stylish and ergonomic products, Logitech captured 30 percent of the global computer mouse business by 1989, garnering the start-up a healthy $140 million in revenues. 2. 3 . Value and Productivity in the Internet Economy Nowadays, many business companies had started practiced in using internet to make interaction with consumer, business people, corporate, and trading partners. The product and service designs and the management play an important role in their profitability and their company sustainability. The company had created the website as haphazard compilations of company brochure ware or static personal web pages as well. These things had come out it with the images that users merely shared with friends and family. It has quickly evolved into a myriad of highly sophisticated online pplications and business processes. On the other hand, the forward thinking company had introduced to attain new heights in productivity and the forward thinking companies could created by leveraging the internet massive public technology infrastructure. To increase the co- production of goods and services, the innovation and awareness of using internet are important to create value through the technologies component. Other than that, the human capitals are also important in operation of the business and managing the design in the company. Therefore, the employers must to be selective in recruiting, and hiring people, whomever that he or she are able to give their efforts into the jobs or task. The value added service could be made by proposing the internet way user whereby the customer can interact directly to the company to improve and enhance their quality service and product through fulfil the customer needs and satisfaction. All of these elements are need depends on the capability of the human resource which in not only posses the technologies equipment. The company have to construct the internet economy’s structure by referred the economics performance in traditional, among other things, technology, the transportation infrastructure, availability of raw materials, and the quality of a skilled labor force. In contrast, the Internet economy comprises the four-layered model shown in Figure 1. The Internet’s infrastructure consists of two layers which are including the global high-speed IP-based networks and applications, and consulting, training, and integration services. Each Internet economy layer has a complementary relationship with every other layer. For example, with advances in layers 1 and 2, ? rms at layers 3 and 4 can provide media-rich content to consumers as well as offering new digital products and services Besides that, complementary relationship implies that the value of doing more of one factor increases by doing more of another. Internet applications and e-commerce are strong complementary relationship between the network infrastructures in the Internet economy. For example, as the Internet bandwidth increases dramatically with the spread of broadband technology, application vendors are rushing to develop powerful multimedia software that can take advantage of the increased bandwidth. These factors lead to increased economic activity on the Internet in the form of media-rich content. The Internet had open the nature stimulates innovation in the network and applications infrastructure, leading to the vastly accelerated development and deployment of new technologies in the Internet marketplace. Figure 2 shows an import/export view of the Internet and physical economies that groups businesses in ? ve categories: 1st : pure digital-products businesses that offer content, knowledge, or services directly over the Internet. 2nd Internet-based companies that deal with physical products, importing goods to be sold from the physical economy. 3rd Traditional businesses that sell some of their products or services directly over the Internet. 4th content developers, Internet service providers, Web and applications hosting services. 5th companies that do not sell directly over the Internet. Unlike the physical economy, which relies heavily on physical resources, the Internet economy thrives on information and knowledge to create value, productivity, and efficiency. Firms that rely on these intangible assets are more likely to succeed in this new world than those that continue to focus on physical processes. The Web’s information and knowledge intensity is a crucial factor in driving performance metrics like online revenue and gross margin, and every partner in a value Web must adopt the Internet in its daily operations to maximize the bene? s of electronic business. T here were few examples for these phenomena that might be able to be the related with it. One of the example is car assembly lines, which had ? rst appeared in the dictionary in 1930 (Hirschhorn, 1984: 9), were argued to be the keystone to prevailing 20th century concepts of human management (Emery, 1976). It is thus hardly surprising that industrial value production was conceptualized in terms of the value chain. The taxation system developed at that time re? cts this. In industrial value creation, customers were seen as destroying the value which producers had created for them. On the other hand, the accounting systems emerging at that time thus wrote down the value of what was acquired to zero over a shorter or longer depreciation period. The end user in this scheme equals the ? nal customer. For producers, industrial value was realized in the transaction, which joined and separated them from customers. Value here equalled the price which the customer paid: in competitive terms, value is the amount buyers are willing to pay for what a ? rm provides them (Porter, 1985: 38); or, value is what customers are willing to pay (Porter, 1985: 3). 2. 4 The Impact Of Design Management And Process Management On Quality: An Empirical Investigation. Design management and process management are two important elements of total quality management TQM implementation. They are drastically different in their targets of improvement, visibility, and techniques. In this paper will review the establishment of framework for identifying the synergistic linkages of design and process management to the operational quality outcomes during the manufacturing process internal quality and upon the field usage of the products external quality. Through a study of quality practices in manufacturing plants from multiple industries, the both design and process management efforts have an equal positive impact on internal quality outcomes such as scrap, rework, defects, performance, and external quality outcomes such as complaints, warranty, litigation, market share. A detailed contingency analysis shows that the proposed model of synergies between design and process management holds true for large and small firms, for firms with different levels of TQM experience, and in different industries with varying levels of competition, logistical complexity of production, or production process characteristics. Finally, the results also suggest that organizational learning enables mature TQM firms to implement both design and process efforts more rigorously and their synergy helps these firms to attain better quality outcomes. These findings indicate that, to attain superior quality outcomes, firms need to balance their design and process management efforts and persevere with long-term implementation of these efforts. The manufacturing strategy literature has viewed product quality as one of the major competitive priorities for attaining a sustainable competitive advantage Hill, 1994. Recently, the speed of new product introduction has also been added to this list of priorities Kim, 1996 . From a quality management perspective, the speed of new product design and development indicates the importance of designing quality into new products. Because design efforts often have a limiting impact on attainable product quality, several researchers have stressed the importance of designing quality into products Juran, 1981; Juran and Gryna, 1993; Hauser and Clausing, 1988; Dean and Susman, 1989; Taguchi and Clausing, 1990; Boothroyd et al. , 1994; Mizuno and Akao,1994 . External and internal quality outcomes the notion that overall market and business performance can be realized through long-term product quality improvement is a cornerstone of the contemporary quality revolution George and Weimerskirch, 1994; NIST, 1998. Customers form their impressions about a firms products based upon their current and past experience with these products Garvin,1987. A satisfactory field performance of the products is accompanied by lower customer dissatisfaction, greater customer loyalty, and improved market share Crosby, 1979; Buzzell and Gale, 1987; Hardie,1998 . We label this aspect of quality outcome as external quality because it is related to the customer’s perspective of the products upon field usage. It captures Juran’s fitness for use dimension of product quality Juran, 1981; Juran and Gryna, 1993 . Specifically, we focus our attention on four long-term indicators of external quality: warranty work, litigation claims, customer complaints, and market share. The quality of products passing internal tests of reliability should affect the experience of customers who use the products in two prominent ways. First, customers perceive product quality in terms of their net value defined as the ratio of performance to cost: Artzt, 1992. Thus, for products with the same performance levels, lower price will drive customer choice and satisfaction. Second, customers willing to spend a certain amount of money will choose the products that offer maximum performance for that money. 2. 5Internet as tool to enhance global strategy It’s can’t be deny that the internet plays a major role in every aspect of our modern life. Moreover, Internet technologies play a major role in business. The internet has contributed to the success and growth of businesses. This journal article is emphasizing on Internet are used to enhance global strategy. Internet is a driver of globalization. Observing the more successful applications, commentators and researchers have suggested a number of industry characteristics which promote Internet use (Andal-Ancion et al. ,2003): digitizability of the end product (e. g. , most information-based products such as directories and encyclopedias), time sensitivity of the end product (e. g. , airline travel), high search costs (e. g. , books), potential for customization (e. g. , clothing retailers), insufficient matching of buyers and sellers (e. g. , business- to-business exchanges and consumer-to-consumer auction sites), and a tradeoff between richness and reach (e. . , retail brokerage, Evans and Wurster, 1999). First at all, the internet makes communication fast and cost efficient. Businesses use internet technologies such as Skype internet and video calls, email and video conferencing to make communication virtually instant. Next, the internet plays a big role in the growth of businesses. It gives businesses an opportunity to reach a wider global audience. Promoting through the internet is also a way to increase sales and reach the desired growth level. Business can also expand by having an online division. The effect of this decentralization of transactions and information transfer raises major questions about the role of bodies which would have traditionally had functions of control, such as governments and regulatory institutions. In terms of transferring, accessing information, companies are now much less dependent on local infrastructures. In the aspect of marketing, Internet was playing important role in advertising. Most businesses are taking advantage of the internet to market their products and services to a global audience. The most notable internet technologies here include search engines such as Google. Social networking websites play a role in business networking by connecting like-minded professionals. Through the internet, people have found business partners and great employees. Moreover, the internet has helped cut costs by outsourcing services to countries where it is cheaper to provide these services. Apart from that, outsourcing enables businesses to concentrate on their core services and become more efficient. One role of internet in business is the birth of ecommerce websites and online payment solutions that allow people to shop online from the comfort of their own homes. Furthermore, the internet has opened up new business opportunities and giving rise to a group of successful online business owners. This is a powerful role as anyone can now start an online business. Cost and speed advantages are also substantial. The Internet is a much less expensive way to send information, and this information can be received in real time anywhere in the world. For global businesses this has massive implications for the possible scale and scope of operations and redefines the traditional trade-off between richness and reach, allowing both to be achieved for relatively little cost. Internet also brings effects on global products and services. Global products and services are seldom totally standardized worldwide, but they are designed with global markets in mind, and they have as large a common core as possible. Some industries and categories, such as personal computers and air travel, allow the potential for a very large common core, while others, such as furniture and legal services, allow for less commonality. Deciding on the extent of global standardization poses a major dilemma for MNCs. Use of the Internet and websites eases this dilemma by making it easier to offer an array of global, regional, or local products, and local customization options for standard core products. While the same can be done through traditional media (brochures or sales calls), but the Web provides more options and the interactivity of the Internet provides for customization by the customer. This can seen from Dell Computer’s ordering system. As the lesson 4 in this article has mentioned the use of the Internet enables both globally standardized and locally customized products and services. Companies can now use the Internet to lessen the globalization tradeoffs they have had to make in regard to products and services. Now, let have a seen on co-production, which means delivering public services in an equal and reciprocal relationship between professionals, people using services, their families and their neighbours. Where activities are co-produced in this way, both services and neighbourhoods become far more effective agents of change (David B amp; Michael H. ) the co-production has a significantly role in the process design and management. As the Internet has designed to interrelated the product and service jointly to the customer. For instance, Dell Computer has promoted Dell Online Self Dispatch to the customer as it is a comprehensive part dispatch program designed to support efficient hardware resolution. Dell also declared the Dell Online Self Dispatch (DOSD) as one global portal for efficient hardware resolution. The customers can access the Website through Internet to had the hardware support from Dell by self-service. 3. 0 Conclusion In summary, product/service design and process design are interrelated. Small changes in the design of products and services can be profound implications for the way the operation eventually has to produce them. The process design and management is right at the heart of operations management. The design is an activity of approaching at different levels of detail and it must be reflecting the needs of customers, and able applies to products, services and processes. The design is starts with something very abstract which represents a concept and ends with something very specific, which means by the final design. The company must follow the processes designs according to its volume and variety characteristics. Eventually the details of the process must be analyzed to ensure that it fulfills its objectives effectively. The proposed model of synergies between design and process management holds true for large and small firms, for firms with different levels of TQM experience, and in different industries with varying levels of competition, logistical complexity of production, or production process characteristics. Finally, the results also suggest that organizational learning enables mature TQM firms to implement both design and process efforts more rigorously and the synergies between design and process management help these firms to attain better quality outcomes. Q5. Raising senior management awareness of operations as a significant competitive weapon (Job Design and Performance Management). 1. 0 Introduction Many senior executives entered the organization through finance, trategy, or marketing and built their reputations on work in these areas, and as a result often take operations for granted. The executives have creatively used operations management for competitive advantage. Raising senior management awareness of operation as a significant competitive weapon refers to the job design of the senior management and the performance of the management. Theoretically, workers  are  motivated  by  jobs  in  which  they  feel  they  can  make a  difference  in their perf ormance and the way the  tasks  give are  combined  to  for complete  jobs. Clear  job  descriptions  will motivate  workforce  and  be successful  in completion  of  tasks. It also important to have both of the employer and employee needed to share understanding of the work to be done with it and comfort with working environment. The employee and employer also need to face the challenges associated with employing a large of people in a wide variety of people in a wide of capacities. Most of the employee is assigned to do a job because they are perceived to be able to fill its requirements. Many  tasks  depending on ability time allotment and other constraints. The role of HR in the present scenario has undergone a sea change and its focus is on evolving such functional strategies which enable successful implementation of the major corporate strategies. In a way, HR and corporate strategies function in alignment. Today, HR works towards facilitating and improving the performance of the employees by building a conducive work environment and providing maximum opportunities to the employees for participating in organizational planning and decision making process. Today, all the major activities of HR are driven towards development of high performance leaders and fostering employee motivation. So, it can be interpreted that the role of HR has evolved from merely an appraiser to a facilitator and an enabler. Performance management is the current buzzword and is the need in the current times of cut throat competition and the organizational battle for leadership. Performance management is a much broader and a complicated function of HR, as it encompasses activities such as joint goal setting, continuous progress review and frequent communication, feedback and coaching for improved performance, implementation of employee development programmes nd rewarding achievements. The process of performance management starts with the joining of a new incumbent in a system and ends when an employee quits the organization. Performance management can be regarded as a systematic process by which the overall performance of an organization can be improved by improving the performance of individuals within a team framework. It is a means for promoting superior performance by communicating expec tations, defining roles within a required competence framework and establishing achievable benchmarks. A  performance management process  sets the platform for rewarding excellence by aligning individual employee accomplishments with the organization’s mission and objectives and making the employee and the organization understand the importance of a specific job in realizing outcomes. By establishing clear performance expectations which includes results, actions and behaviours, it helps the employees in understanding what exactly is expected out of their jobs and setting of standards help in eliminating those jobs which are of no use any longer. Through regular feedback and coaching, it provides an advantage of diagnosing the problems at an early stage and taking corrective actions. To conclude, performance management can be regarded as a proactive system of managing employee performance for driving the individuals and the organizations towards desired performance and results. It’s about striking a harmonious alignment between individual and organizational objectives for accomplishment of excellence in performance. 2. 0 Discussion 2. 1 JOURNAL: THE EFFECT OF MANAGEMENT COMMITMENT TO SERVICE ON EMPLOYEE SERVICE BEHAVIORS: THE MEDIATING ROLE OF JOB SATISFACTION Refer on the journal; the proposed model in the Thai hotel work setting indicates that management service initiatives, particularly training, rewards, and empowerment deliver a strong message to employees that the management is devoted to quality service, ultimately creating the positive affect (i. e. , employee satisfaction). Furthermore, the result showed that when employees are satisfied with their job, this positive feeling about their job motivates them to go the extra mile for customers and help co-workers and supervisors in need. Currently, not all hotel operators in Thailand favour the four management service initiatives because those options can be costly. However, it seems to be clear that management should consider allocating more resources to implement such initiatives. Among the four management service initiatives, rewards displayed the largest effect on Thai hotel workers’ job satisfaction, with the largest path coefficient. In general, two kinds of rewards are available: financial and nonfinancial rewards. Rewards also range from a simple thank-you note for an exceptional service to a large reward such as wage increase and promotion. Rewards given to employees, regardless of the type, must be meaningful to the employees and the organization. In other words, rewards should be based on employees’ job performance and reflect the organization’s goal and service standard. Most rewards in the Asian culture, including Thailand, are in monetary form. However, because of the growing influence of the Western style of management, rewards in the form of recognition, such as being selected as employees of the month (or the year) with a certificate, are getting popular in Thailand. This kind of recognition can increase employees’ morale and make workers feel that they are appreciated and valued as a member of the organization, leading to job satisfaction and organizational loyalty. Panmunin (1993) reports that Thai hotel employees suffer from low self-esteem because the Thai caste system disparages servants as low caste individuals. The result of the present study seems to emphasize the importance of appropriate rewards for Thai frontline hotel workers, who may be often neglected and unappreciated in the caste system (high-power-distance culture), to improve their work morale. Next, this study demonstrates that training cannot be overlooked to satisfy hotel workers. Through training, Thai employees master the basic skills necessary to perform the daily duties of the position and develop job competence. In addition to the basic skills, more Thai hotels are offering training such as dealing with guests’ complaints. It is a new type of training that originates from the Western hotel companies. Typically, when Thai employees encounter disgruntled or difficult guests, they have supervisors or mangers handle the situation. This new training program broadens frontline employees’ responsibilities and teaches proper techniques to resolve conflicts and deal with problems immediately to build customer satisfaction. The result of this study seems to suggest that Thai hotel personnel are satisfied with this new, additional training. Third, this study implies that empowered Thai employees are satisfied and exert more positive service behaviours. This result contradicts the proposed hypothesis. Despite the vertical culture, more and more hotel organizations in Thailand are embracing the concept of empowerment by allowing frontline personnel to make more decisions to take care of in-house guests. Although empowerment is a relatively new concept for hotels in Thailand, the result indicates that line employees are quickly adopting such a work practice and are happy about it. In general, frontline employees are much younger than managers in Thai hotels. The young generation has been more exposed to the global influence of U. S. culture. Thus, young Thai hotel employees may regard a Western management practice such as empowerment highly. We also speculate that the positive empowerment outcome is attributed to the new additional training and the Western style of rewards. Research has shown that empowerment often involves training and rewards to be more effective. Another possible explanation regarding the positive effect of empowerment is the growing size of tourism. Thailand is one of the popular travel destinations in the world, and hotels are receiving large numbers of international customers. In Western countries, it is common to see frontline employees empowered to meet the guests’ needs immediately. Travelers, particularly from the United States and Europe may be accustomed to such a level of customer focus and expect Thai hotels to offer a comparable level of service. The management in Thailand is becoming aware of the phenomenon and therefore expending more effort to make use of empowerment to please international hotel guests. Finally, there is no significant effect of organizational support on hotel employees’ job satisfaction. In this study, organizational support focuses on help offered to frontline workers when necessary, appropriate job design, and support for frontline employees’ goals and values. This insignificant result may be partly associated with the high power distance between supervisors and subordinates. In the Thai hotel organization, managers are more likely to be valued and respected than frontline personnel, and Thai managers with authoritative leaderships are least likely to place a high priority on the well-being of frontline employees and assisting in their job. Although the organizational culture is changing slowly, and large Thai hotel companies are adopting Western management styles, it takes a long time for employee perceptions to change. Thai frontline personnel are more likely to recognize strong organizational support (i. e. , they feel they receive enough help at work, their job is designed to be rewarding, and their goals and values are as important as managers’ goals and values) in the future. In the conclusion of organizational behaviour, service quality initiatives such as rewards, empowerment, training, and organizational support have been a revolving theme tied with employee satisfaction and performance. This study presents how these initiatives work in a culturally different setting such as Thailand. The results of this study indicate that the service quality initiatives, which mostly originate from the U. S. or Western (horizontal) culture, are worthy of trial in Asian hotels (with a vertical culture) because such initiatives may help improve frontline employees’ morale and self-esteem and ultimately increase the overall effectiveness of the hotel operation. In summary, hoteliers should continue to increase decentralization of authority, develop attractive compensation, and improve frontline workers’ knowledge and skills through ongoing training. Then, all these efforts are likely to pay off by yielding happier, committed staff members who care about guests and other co-workers. 2. 2 ARTICLE JOURNAL: SHAKING UP INTELS INSIDES Performance-based, standardized job descriptions provide employees with clear and attainable job duties and responsibilities as well as the resources needed to accomplish them (Mahdieh,2013). We work with employees to explain the tools and their importance to achievement of the organization’s mission and goals a critical factor in retaining valuable staff and preventing costly burnout. Employees are an organization’s most valuable resources. Companies spend considerable amounts of money and time developing and supporting their human resources. A critical component of this development and support is employee performance management. An employee’s performance is a measure of the ways in which their work-related behavior contributes to achievement of the organization’s business objectives. In this article, they have problem in new employee, employees are now on stage when theyre meeting with customers and off stage when theyre in a back office handling paperwork. And he implemented an exhaustive playbook that has scripts for everything down to the language with which tellers are supposed to greet customers. Still, at one Boston branch McGee visited, Paul J. Hillson, a consumer marketing manager, concedes that he encountered initial resistance from some FleetBoston tellers: What you hear is, But I already know that customer. McGee agrees that changing employee behavior is still a work in progress. . Managing this performance is the key to producing high achieving and reliable human resources. Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization(Memoona,2013). More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals. In this case we can see analysts said, has been the efforts of McGee and his team to overhaul Fleets branches, from products to training to culture. To lure new customers, BofA dangled free checking and free online bill-paying, a service for which many New England banks still charged. And while the old FleetBoston simply gave customers the 800 number for an outside mortgage lender, BofA has outfitted roughly two-thirds of Fleet branches with special software that approves or rejects a customers application for a mortgage or home-equity loans within 30 minutes. As a conclusion, this is in line with results in the emotions and justice literature that negative appraisals are influential drivers of employee behaviours and attitudes (Brown et al. ,2011). Performance appraisals are a basis component of human resource management, the outcomes of appraisals are used as the foundation of many human recourse decisions. While organizations devote considerable resources and time into performance appraisal this collected study has demonstrated that the quality of the employee performance appraisal experience are different. There are employees with low quality performance appraisal experiences while at the other end of the scale, there are some employees who state high quality experiences of the performance appraisal process. Moreover, this research demonstrates that organizations pay a price for letting low quality performance appraisal experiences, when employees have low quality performance appraisal experiences the organization will likely to bring a penalty in forms of lower job satisfaction and higher intentions to quit. 2. 3 ARTICLE: BOFAS HAPPY SURPRISE In this world of competition as organizations effort to remain competitive and sustainable, human resources professionals and strategic planners should collaborate strongly in designing strategies which are more productive and useful (Dazel. 2103). Among these functions, one of the most critical ones that bring global success is performance appraisal . It is more considerable than other processes because its results show the success of the awareness of the other areas in the field of Human Resources and other personnel activities. In the other perspective, assumptions of corporate management show that performance appraisal makes people to be really engaged in the business of the organization. In this situation, the article shows hes making it clear to employees that, under his leadership, Intel truly are entering a new era. Otellini, who officially takes the helm on May 18, will be the first chief executive without an engineering degree at a company where gear heads have reigned supreme. He believes that to keep Intel growing, every idea and technical solution should be focused on meeting customers needs from the outset. So rather than relying on its engineering prowess, Intels reorganization will bring together engineers, software writers, and marketers into five market-focused units: corporate computing, the digital home, mobile computing, health care, and channel products PCs for small manufacturers. The development of an organisational culture indicator followed a review of the organisational culture literature, in which particular attention was given to the instruments that have been most commonly used in its measurement (Michael, 2013). In this article, we can see that the new regime will cause a jolt to the culture. For decades, employees have been compensated for their own work. Now teams will be judged as a whole. Engineers, long the top dogs, may resist working with others. Its like saying to a baseball player, Gee, were deciding to play pro football, says Edward E. Lawler, a professor at USCs Marshall School of Business. All of a sudden, the rules of the game are very different. Otellini has begun to put the pieces in place. Now hell need the teamwork of his people to pull it off. As conclusion, this article established that there was no existing tool which adequately met our requirements for a comprehensive, up-to-date measure, easily completed by all levels of the workforce. Through the review process we were able to identify the cultural dimensions most frequently assessed in organisations and deemed important in this extensively researched field. A parallel search of literature on current manufacturing practice highlighted other areas less traditionally examined in culture research, but which we thought relevant in capturing critical aspects of organisational culture in the manufacturing sector. Performance  management  is a significant tool in business  management  today. Management activity of this type makes it easier to evaluate the productivity of individual employees as well as entire departments. As a result, the company will function more efficiently, may keep overhead low, and has a better chance of succeeding. There are many benefits of  performance management  that have a direct bearing on the day-to-day operation, which in turn makes the overall picture for the company much brighter. Inside the company of The New York Times, there have a lot of job design and performance management that occur and be built by the employer to their employees. Many advantages can we get by doing the implementation of job design and performance management. Through the implementation of performance management, the employer can get the result for what actually their employees doing in managing their work. The use of specific metrics in a performance management program allows employer to make decisions regarding performance breakdowns. Initially, it allows employer to pinpoint problems and take the proper corrective actions to immediately rectify them. For example, as our research in year 2003, according to the journal of The New York Times, Arthur Ochs Sulzberger Jr. , the current proprietor, faced what seemed to be a publishers ultimate test after a loosely supervised young reporter named Jayson Blair was found to have fabricated dozens of stories. The crisis was emerged between the employer and its employees after the employer getting know about their employee’s attitude. The employer can strictly blot for whom employees that making a wrong attitude and breaking the rules of their job ethics. The effects of these crisis has causes the company’s performance lagging. The companies had difficult moments eventual through allegations received due to errors employees. However, it can be improved by making implementation of performance management. Performance management allows employer to make decision and focus their feedback on issues or crisis directly related to the achievement of the individual employee’s goals and objectives. Any other issues or crisis distracting the employee that don’t contribute to the unit or department’s performance can be quickly and effectively handled and eliminated. One of the examples of performance management that can be found in the journal of The New York Times is where Keller has made so many high-level personnel changes whereby two-thirds of all newsroom workers now report to a new boss. Other than that, Keller has also put into practice a string of reforms suggested by several internal committees formed in the wake of the Blair affair. Meaning to say, these include the appointment of a standards editor and a public editor, or ombudsman. After making this system, the company performances was increase and improved and at the same time the whole of operation managements can be run smoothly. According to journal, The Times posted its gains despite boosting the price of a subscription by more than 20% on average. As a conclusion, a good performance management system works towards the improvement of the overall organizational performance by managing the performance of teams and individuals. That is for ensuring the achievement of the overall organizational ambitions and goals. The Times can built more an effective performance management system that can play a very crucial role in managing the performance in an organization such as ensuring the employees understand the importance of their contribution to the organizational goals and objectives. Other than that, by ensuring each employee understands what is expected from them and equally as pertaining whether the employee possess the required skills and support for fulfilling such expectations. Ensuring proper aligning or linking of objectives and facilitating effective communication throughout the organization and facilitating a cordial and a harmonious relationship between an individual employee and also the line employer based on trust and empowerment. 2. 4 The Effects of Job Rotation Practices on Motivation: A Research on Managers in the Automotive Organizations This article is about the use of data envelopment analysis (DEA) to calculate and analyze the level of technical, allocate and cost efficiencies of Australian hospital food service operations. As we know, every provision of food to the patients is the responsibility of each individual hospital. To prepare the food their must cooked and plated and serve it in hot condition, that can we call as a â€Å"cook-serve system†. Therefore this system required substantial labor input and always created tension arising because of the necessity of working tight schedules and need to achieve high quality standards. In 1970, the new system of foodservice was introduced which is the introduction of the hybrid and cook-chill system. These new system require large initial capital investment. There has been an essential expansion in the use of cook-chill systems throughout the different states because of the technology changes. However, the last health service report published that inefficiency is still a problem with most hospital foodservice operation because of the underutilization of production capacity. Actually, this is the on how performance management taking place to overcome this problem. There are a lot of the significant of making implementation of performance management. The primary reason to make sure performance management processes are functioning properly is to tighten the link between strategic organizational objectives and day-to-day actions. Effective goal setting (including timelines), combined with a method to track progress and identify obstacles, contributes to success and bottom line result. Frequently tracking progress against performance goals and objectives also provides the opportunity to recognize and reward employees for performance and exceptional effort, contributing to job satisfaction and productivity. Employees want to feel successful, to do well at their job and feel there are making a valuable contribution. In order to ensure this happens, employees need a clear understanding of individual goals and how they fit into the larger organization. New technology-based solutions offered can provide goal visibility across entire organizations, offer extensive reporting option and can reduce paperwork by as much as 90%. Clear visibility, regular individual analysis and company-wide employee appraisals help identify corporate competencies and skill gaps. With this valuable data, organizational can identify training and development plans. Performance management best practices result in a wide range of the advantages for employees, employer and whole organizational. In a nutshell, the performance management inside every organizational is one of the essential tool to gain a goal and objectives of organizations. Therefore, the organization like hospital can considered more about their performance management to overcome their problem. At the same times gain successful services to their patient. 2. ARTICLE JOURNAL: THE FUTURE OF THE NEW YORK TIMES BUSINESSWEEK Human Resource is the most important resource compared with other resources like machine, material, land, etc. In the organizational context, the effectiveness of human resource depends on designing the job according to human capability and characteristics. Job design is the most important function of Human Resource Management. It indicates that, designing of contents, methods, func tions of a job. The performance of an employee is that, how well an employee performs his or her task duties and responsibilities. Employees’ performance is also crucial. Because the achievement of goals and objectives of the organization is assessed by performance of its resources, employees’ performance should be assessed and maintained periodically. At work, in a human-focussed approach, the human oriented process designs have shown its importance as much as the technical issues, from a productivity aspect. Several human-focussed applications such as increasing motivation at work, improving workers’ physical working conditions, obtaining job security, and increasing job satisfaction, increasing quality nd productivity, decreasing costs to become competitive are increasing it’s importance by the day. Within the natural development process of work, maybe human-centred problems exceed technical problems and even the cost of investment in personal has gone beyond the point of technical investment. Job analysis, training, performance measurement, re-organisation projects, re-engineering studies and especially applications related to job design which support this approach have an important place among human resources applications. Job design related applications began to take shape with a scientific management approach in the 1900s. Models related to job design able to be classified as job rotation, job enlargement, job enrichment, job engineering, quality of work life, social information processing approach and job characteristics approach, have extremely important effects on increasing the productivity of human resources. It is predicted that job satisfaction and productivity will be highest when both job enlargement and job enrichment are jointly applied to redesigning work systems From a conceptual perspective, job design is defined as determining the specific job content, the methods used at work and the relationships between jobs to correspond the firm’s technological and organisational, and the employees’ social and personal expectations. In accordance with this definition, it is stated that a well-designed and defined job increase employees job satisfaction, increases motivation, decreases workplace-related stress, encourage learning efforts and is therefore have a positive effect on employees’ performance. There are many studies published in related literature investigating the relationship between job design and employees’ motivation. The common points of these studies is that the application of job design has a positive effect on the specifics of job performance, like motivation, flexibility, job satisfaction, self-control, and skill development. The relevant studies are shown in Table below.