Is Christian Conversion a Poltical Act for the American Indian? :: Essays Papers

Is Christian Conversion a Poltical Act for the American Indian? In Southeastern Alaska, Indian change to Pentecostalism for the most part expels indigenous character from a position of significant worth, and with this avoidance, evacuates a local social setting for politically tending to practices that include created inside the Indian people group because of the political economy in Southeastern Alaska. In the bigger procedures of political economy and character in the late twentieth century,† the local network is minor and ruined (195), and requires the social structure for local â€Å"collective personality projects† (5) and â€Å"symbolic representations† of nativism (7). Economy and local personality are inseparably associated, as means living goes under direct danger from the financial â€Å"opportunities† foisted upon Indians and dangerous practices, including liquor misuse, physical and sexual maltreatment, and self destruction, are characteristic for the local beneficial experience of numerous individuals. As à ¢â‚¬Å"virtually all† Indian believers to radical Christianity â€Å"root their own congregation involvement with a break from liquor addiction,† strict change impacts how society reviews financial real factors, and accordingly political realties (164). â€Å"To numerous negligible people,† the aggregate idea of salvation makes a â€Å"sociality of hope† that offers them alleviation from the monetary real factors around them. Changing over to another arrangement of expectation and confidence presents a â€Å"special offer among those made negligible by the historical backdrop of pilgrim extension and by the proceeding with recurring pattern of capital penetration† (181). By supporting â€Å"a system of collectivity more than one established in difference†(182), church changes over mirror a craving to change over into another monetary existence of â€Å"the American center class† and departure their own financial real factors (178). In the act of Pentecostal religion, defeating enslavement through commitment to the lessons of the congregation implies â€Å"giving up on attempting to take care of [addiction] yourself†(142), and shaking free of a â€Å"institutional focus†¦on social or po litical order† that addresses non-Christian methods for recovery or political change (178). Indian transformations to radical Christianity in Southeastern Alaska are along these lines otherworldly changes, yet political too, in two huge ways. In the first place, Pentecostal change is political on the grounds that it changes the aggregate structure of human qualities and acknowledged sociopolitical thought, basically in one’s impression of â€Å"cultural relativism†. When â€Å"the whole chance of correlation and equivalence† between gatherings of individuals is totally dismissed, culture-bunch individuals are treacherously denied any reason for resistance or defense for their disparities in qualities and practices (154). In addition, the political support of chapel bunches in the public arena constantly â€Å"react against† any â€Å"political circumstance in which asset improvement and social revival† occur over issues of salvation, and in this restriction, change turns into a political demonstration of social partition (173).

Zillow Revolution in Realty Estate Case Study Example | Topics and Well Written Essays - 750 words

Zillow Revolution in Realty Estate - Case Study Example Zillow has 2.3% pieces of the pie with 4 million guests for every month. It utilizes Web 2.0 plan of action of Google and Network Television. Zillow brings in cash by the method of selling eyeballs and not by offering homes to purchasers. On July eighteenth, 2006, Zillow handled a serious deal with Yahoo to fill in as an information point on Yahoo's land and search sites.[www.crunchbase.com] Moreover, Legg Mason Capital Management has put $30 Millions in Zillow.com towards extension of staff of 155 representatives which incorporates 20 man national publicizing deals group. Notwithstanding Legg Mason, different foundations that have put resources into Zillow.com are put down in the accompanying table. From the above table it is apparent that the corporate organizations at a gigantic level are consistently subsidized Zillow.com. Zillow has expressed that it is a media organization and creates income from web based publicizing; nonetheless, it additionally holds land financier licenses in specific states. With such enormous measure of financing, zillow has propelled new highlights like Neighbourhood's, Discussions, and Personalized Home Page to encourage informal organization to find Trulia. It is apparent from the above information that the vast majority of the online real estate agents are built up much before than Zillow. Established in 1973, Zillow gives a firm rivalry to Realtor.com, though others are peripheral ahead or behind. Just inside a range of year, Zillow has been positioned 669th site most visited by the US residents. While, RE/MAX which has been established much before Zillow is lingering behind at 740th though Trulia which began in 2005 is positioned at 1,160. Zillow catches eyeballs through promotions for its profit, which has made it fruitful in only year and a half from its starting period, has 4.4 million novel clients in the nation, by August 2007. [http://moneycentral.msn.com] Zillow contends with Trulia, HomeGain, HouseValues, PropertyShark.com, RealEstate.com, Redfin, and others. It tends to be said that Zillow is confronting rivalry from Google as well. Since Google has the best watchword search, while last has home pursuit. Google is hoping to take care of the issues of neighborhood search, vertical inquiry and customized search. Zillow is the response to nearby hunt, vertical inquiry and customized search. Realtors, who are worried that their job might be decreased as more individuals depend on Zillow, statethat the site doesn't give a precise reflection and that different variables must be mulled over in purchasing or selling a home. Real estate professionals with explicit market information are bound to realize explicit elements influencing the offer of a home, for example, the general state of the home, household issues, for example, separate, work move pressures. Customers have proceeded to quickly change their conduct in the last 5

Design Squad Pretty much the opposite of The O.C.

Design Squad Pretty much the opposite of The O.C. As a kid, I always secretly dreamed of being on a TV show. Had there been a program like Design Squad a new reality design competition series produced by Boston’s public broadcasting station, WGBH â€" maybe my dream could have been realized. But alas, the show is only airing its first episode tomorrow (watch it now by clicking here). “Eight high schoolers design and build machines â€" from dragsters to an automatic pancake maker â€" for real-life clients. Over 13 weeks and under intense pressure, Design Squad cast members learn to think smart, build fast, and contend with an array of engineering challenges. Working in groups of four, each team has just two days to complete the project. Challenges range from converting kiddie toys into a dragster to creating moving art for a museum and designing a low-cost peanut butter machine for a womens collective in Haiti. Heeding advice from Design Squads engineer hosts â€" twentysomething duo Nate and Deanne â€" contestants brainstorm, design, build, test, and redesign before putting their work to the test. Keeping their eyes on the grand prize â€" a $10,000 college scholarship from the Intel Foundation â€" Design Squad cast members discover that engineering can make anything possible.” â€" WGBH website Since one of the hosts of the show, Nate Ball, is an MIT student and this is National Engineering Week, there was a sneak preview of the show today in the largest lecture hall in the Stata Center. Not only was the audience packed with parents, children, and students, but almost the entire cast was also in attendance. (Oh, and one of the high school students on the show was admitted to MIT early action, so maybe shell be your classmate next year!) Nate is currently getting his Masters at MIT and he graduated last year with a B.S. in Mechanical Engineering. I had the opportunity to work for him for a while, since we are both in the BioInstrumentation Lab. In other exciting news, he just won the $30,000 Lemelson-MIT Student Prize for inventiveness. His inventions include a Lorentz-force actuator that is being used in the lab’s needle-free injector and a powered rope ascender (climbs a 30-story building in 30 seconds!) If you’re interested, the show will be airing Saturday at 11:30 am on WGBH. Afterwards, you will be able to watch episodes on the website: http://www.pbskidsgo.org/designsquad.

Essay about Epic of Beowulf - 1017 Words

Beowulf The Anglo-Saxon Culture as Illustrated in Beowulf Beowulf is an epic poem, which takes place in ancient Denmark and Geatland and describes the adventures of Beowulf, a Geat hero. Through their heroes, epic poems usually describe the traditions and beliefs of a certain culture. An Anglo-Saxon author wrote Beowulf about the Danes and Geats. The Anglo-Saxon’s had similar beliefs to that of the Dane and Geat’s, so the poem gives us some idea of what the Anglo-Saxon culture was like. Throughout Beowulf, it is illustrated that women were thought to be virtually valueless; that Anglo-Saxons believed in paganism, and that there was great emphasis on valuables and weaponry. The Anglo-Saxon culture did not value women highly.†¦show more content†¦A man could beat his wife if she disobeyed him, and adultery by men was rarely punished, whereas women were disgraced and sent away for the same offense. Spinning, weaving, and cooking were skills possessed by nearly all of the women in the Anglo-Saxon period. Their main purpose was considered to bear children, feed, clothe their families, and to be a hostess for visitors. Women were not considered equal to men, especially in the aspect of fighting. In the wake of Grendel’s mother’s attack, the destruction is not considered as mighty due to the fact that the attacker was a woman: â€Å"The attack was less terrible by just so much as is the strength of women,†(1079). The Anglo-Saxons were pagans, people who are not Christians. This is a trait that was shown throughout the poem. The warriors had the attitude that fate would decide their destiny. Beowulf leaves it up to fate as he prepares for the fight with Grendel: â€Å"Fate always goes as it must!† (1068). The people believed that Wyrd, the god of Fate, decided their future. The warriors showed a very fatalistic attitude. Beowulf proves this point when he tells Hrothgar not to mourn his friend Esher’s death: â€Å"Sorrow not, wise warrior. It is better for a man to avenge his friend than much mourn†¦Let him who may get glory before death: that is best for the warrior after he has gone from life.† (1081). Beowulf believes that what happens is meant to happen andShow MoreRelatedBeowulf : The Epic Of Beowulf1027 Words   |  5 Pages To begin, Beowulf the poem has a unknown author, Beowulf is an epic poem. In Beowulf he is challenged by the murderous monster Grendel, Grendel is eating and slaughtering Hrothgar the King of the Danes men and people, the king needs Beowulf s help in defeating Grendel, Beowulf ends up killing the monster and is now tormented by the monster s mother that is much larger, she is no match for Beowulf and he kills her as well, lastly it is Beowulf’s last battle after he has been king of Geatland forRead MoreThe Epic Of Beowulf By Beowulf2577 Words   |  11 Pagesoriginal aspects of these different religions. Due to the construction of this Beowulf, students and professors are able to study and get a true understanding of a pagans’ demeanor and how life evolves through their eyes. Throughout the epic poem Beowulf, paganism is exemplified as this epic hero falls victim to fate while embarking on his journey through life fighting monsters and chasing after his fame. To begin with, Beowulf was composed in Old English by an anonymous writer between the sixth and seventhRead MoreThe Epic of Beowulf733 Words   |  3 PagesBeowulf is the oldest anglo-saxon poem written in English. The poem describes the heroic deeds of Beowulf in his fight against monsters. Even if the events narrated in the poem take place in Denmark, the poem was transmitted by oral language between the anglo-saxon even 200 years after its creation. Anglo-saxons did not consider themselves british, but vikings, and their heroes were always from Scandinavia. The author of Beowulf is anonymous. The original poem was written on sheep tanned leatherRead MoreBeowulf as Epic823 Words   |  4 PagesWhat makes an epic? Is Beowulf an epic? ï‚ · ï‚ · ï‚ · What is an epic poem, and how does it differ from other kinds of poetry or storytelling? How have epic poems traditionally been transmitted from generation to generation? How do tellers remember these long and complicated stories? According to Robert Harris’s Glossary of Literary Terms, he defines an epic as the following: Epic. An extended narrative poem recounting actions, travels, adventures, and heroic episodes and written in a high style (withRead More Epic of Beowulf Essay - Beowulf as Epic Hero844 Words   |  4 PagesBeowulf as Epic Hero Epic heroes usually exemplify the character traits most admired in their societies, and Beowulf is no exception.   Beowulf is set in the Anglo-Saxon society, a time when war was rampant among the many peoples trying to take over the different kingdoms of England.   In this dangerous, violent time people lived in constant peril and jeopardy.   These conditions only allowed people of great bravery to survive and men of outstanding courage were admired the populous.   TheseRead MoreThe Epic Of Beowulf As An Epic Hero1519 Words   |  7 Pageswhisked away following a journey, you have most likely read an epic. An epic by definition is â€Å"a long poem, typically one derived from ancient oral tradition, narrating the deeds and adventures of heroic or legendary figures or the history of a nation†. Every epic has a main character that undergoes the same archetypal journey as all other heroes, an epic hero. There are specific qualities one must have to be considered an epic hero. Each epic hero possesses superhuman strength, displays a strong senseRead MoreComparing Beowulf And The Epic Of Beowulf937 Words   |  4 Pagesthe Roman Empire. In the story Beowulf, his actions portray him, indeed be an epic hero. Both Christianity and Paganism are both portrayed throughout the epic Beowulf. Beowulf frequently speaks of God throughout the story, while there are also many Pagan elements that are evident throughout the story as well. In addition, It s hard to ignore the Christian and Pagan elements in Beowulf. These types of elements are what define the heroic warrior in the epic Beowulf(Vengeance the Pagan and ChristianRead MoreThe Epic Of Beowulf As An Epic Hero711 Words   |  3 Pagesthan the writer. These â€Å"epic heros† are protagonists that fulfill their potential of greatness through using their bravery, strength and humility for good. The near ancient tale of Beowulf is a classic example of an epic story that contains an epic hero. In this tale Hrothgar, the king of the Danes, has been terrorized by a beast known as Grendel. This beast has been murdering the king’s people and no one has come close to stopping this killer. A Geat warrior named Beowulf hears of the King’s predicamentRead MoreThe Epic : An Analysis Of The Epic Of Beowulf701 Words   |  3 PagesBeowulf is one of the longest surviving Anglo-Saxon poem. The epic takes place in the sixth century in what is now Denmark and Sweden. The poem opens with Hrothgar, whose successful rule is signified by a glorious mead-hall called Heorot. For 12 years, a massive man-like ogre named Grendel, a descendant of Cain, has raided Heorot and killed the kings warriors. Beowulf, a young warrior from Geatland (Sweden), comes to Hrothgar’s aid, bringing 14 of his best men with him. At a feast before the endRead MoreBeowulf : An Epic Hero930 Words   |  4 Pages The story of Beowulf shows its reader many characteristics of why this Anglo-Saxon poem is an epic. First of all, Beowulf is a warrior of epic renown by the time he formally introduces himself in the poem. Next, Beowulf is the warrior that many strive to be in life. In addition, Beowulf finds himself tackling many quests that involve dangerous beasts, or as he might call them, demons. The next quality shown by Beowulf is his bravery and honor. The reader is able to easily identify this characteristic

Why Is Perfect Competition Often Described as the Ideal...

There are different kinds of market structures in this economy. Perfect competition, as one of them, is often described as the ideal market structure, and only treated as a theoretical ideal. If we compare the perfect competition market with other types of market structure, such as monopoly, monopolistic competition, and oligopoly, it will be obvious that the perfect competition is ideal mainly due to the presence of productive and allocative efficiency. In perfect competition, there are a large number of small firms producing homogenous products, in other words, products produced by one firm is identical to the products produced by other firms in the market. There are also a large number of buyers within the market where they have†¦show more content†¦Productive efficiency is achieved when the firm is producing at the minimum point of average cost. Allocative efficiency is achieved when P=MC. As a result, under perfect competition, productive efficiency is achieved in the l ong run, but not in the short-run, when a firm need not be operating at minimum average cost. Productive efficiency is achieved in both the short run and the long run under perfect competition. At the opposite end of the spectrum of the market structures is monopoly, which is a market with a single seller of a good. There are no substitutes for the good; the monopoly is thereby insulated from competition. There are barriers to entry into the market; any barriers to entry into the market will ensure that the firm can sustain its market position into the future. Unlike the perfect competition, the demand curve for monopoly slopes downward, and the demand curve is regarded as showing average revenue as shown in Figure 7. As monopolist has some influence over price, it can make decisions regarding price as well as output. Therefore, the firm is a â€Å"price maker† and can choose a location along the demand curve. The marginal revenue curve (MR) has a fixed relationship with the average revenue curve. MR shares the intercept point on the vertical axis and has exactly twice the slope of AR. MR is zero at the maximum point of the total revenue curve. As with the firm under perfect competition, a monopolist aiming toShow MoreRelatedWhy Is Perfect Competition Often Described as the Ideal Market Structure? Compare and Contrast with Other Known Market Structures.2253 Words   |  10 PagesIdeal concepts, when implemented into the real world, very often fail to survive. The perfectly competitive market structure is not an exception. The model is based on such strict assumptions that its adaptation into everyday life situations, in most cases, is simply impossible; however it is often described as the ideal. In the long-run, when all the factors of production can vary, given that the maximalisation of earnings is a natural goal behind every firm’s activities, only under the perfectlyRead MoreThe Fit-Concept in Strategic Management Ââ€" an Inappropriate Idea for Companies in the 21st Century?7277 Words   |  30 PagesThomson/Strickland (1998), we find out that operational effectiveness is a helpful tool, but not enough for gaining competitive advantage. Strategies must be developed and it must match the organization in order to become effective. This is a task which is often fulfilled by the management. Then we will go deeper into the concept of fit. Some additional discussions of different perspectives follow and a briefly overview about the research of the six types of fit can be found. After clarifying the meaningRead MoreSupply and Demand and Study Guide20292 Words   |  82 PagesAustralia was not involved in its production. 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It is against the background of the picture that emerges from this analysis that the strategist should then be in a far better position to begin the process of deciding upon the detail of the organization’s future direction and the ways in whichRead MoreLidl Norway30015 Words   |  121 Pages      Why  did  Lidl  Fail  in  Norway?      A  Stakeholder  Approach            Haakon  Winger  Eide                  Supervisor   Andreas  Falkenberg                                          This  Master’s  Thesis  is  carried  out  as  a  part  of  the  education  at  the   University  of  Agder  and  is  therefore  approved  as  a  part  of  this      education.  However,  this  does  not  imply  that  the  University  answers      for  the  methods  that  are  used  or  the  conclusions  that  are  drawn.            University  of  Agder,  2010   Faculty  of  Economics  and  Social  Sciences  Read MoreThe Importance of International Business and Exporting for Smes: Challenges of Dubai Companies That Want to Export Their Products to the Uk15717 Words   |  63 PagesBETWEEN INTERNATIONAL AND DOMESTIC MARKETS 2.3 COMPARISON AND COMPLEXITIES OF THESE LEVELS 2.4 ENTERING A FOREIGN MARKET 2.5 CHALLENGES IN ENTERING A FOREIGN MARKET 2.6 THE INTERNATIONAL MARKETING ENVIRONMENT 2.7 STRATEGIES FOR ENTERING AND DEVELOPING INTERNATIONAL MARKETS 2.8 INTERNATIONALIZATION AND SME PERFORMANCE 2.9 THE CONTRIBUTION OF MARKETING INFORMATION TO EXPORT SUCCESS 2.10 INTERNATIONAL MARKET PLANING 2.11 WHY DO EXPORTING? 2.12 WHY FIRMS START TO EXPORT? ChapterRead MoreFundamental Analysis of Hdfc Bank14042 Words   |  57 Pagesprice movement in the market. What is technical analysis? Technical analysis is a method of evaluating securities by analyzing the statistics generated by market activity, such as past prices and volume. Technical analysts do not attempt to measure a securitys intrinsic value, but instead use charts and other tools to identify patterns that can suggest future activity. What is fundamental analysis? Fundamental Analysis involves examining the economic, financial and other qualitative and quantitativeRead MoreStrategy Safari by Mintzberg71628 Words   |  287 PagesFormation: Schools of Thought, published by Jim Fredrickson in a collection entitled Perspectives on Strategic Management (HarperCollins, 1990). Bruce used the paper in a course at Trent University and found that it worked well. Why don t you do a book on it? he suggested. Why don t we do it together? Henry replied. They both thought that Joe would make an excellent member of the team. So the safari was launched. We did not, however, write this as a textbook or some sort of academic treatise. FromRead MoreGlobal Marketing6701 Words   |  27 PagesCHAPTER 1 INTRODUCTION TO GLOBAL MARKETING SUMMARY A company that engages in global marketing focuses resources on global market opportunities and threats. Successful global marketers such as Nestle, Coca-Cola, and Honda use familiar marketing mix elements – the four Ps – to create global marketing programs. Marketing, RD, manufacturing, and other activities comprise a firm’s value chain; firms configure activities to create superior customer value on a global basis. Global companiesRead MoreCase Study148348 Words   |  594 Pages978-0-273-73552-6 (web) All rights reserved. Permission is hereby given for the material in this publication to be reproduced for OHP transparencies and student handouts, without express permission of the Publishers, for educational purposes only. In all other cases, no part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise without either the prior written permission of the Publishers Why Is Perfect Competition Often Described as the Ideal... Ideal concepts, when implemented into the real world, very often fail to survive. The perfectly competitive market structure is not an exception. The model is based on such strict assumptions that its adaptation into everyday life situations, in most cases, is simply impossible; however it is often described as the ideal. In the long-run, when all the factors of production can vary, given that the maximalisation of earnings is a natural goal behind every firm’s activities, only under the perfectly competitive market’s conditions, is a firm able to reach optimum revenue and, at the same time, be totally efficient. To fully understand this phenomenon it’s necessary to first define productive and allocative efficiency in order to clearly†¦show more content†¦Therefore firm’s marginal revenue(MR) is equal to its avarage revenue(AR) and the price for which it sells its product(P). In every market structure firm’s resource allocation is determine d by the market price of the product and firm’s cost of production. In the short-run, firm’s avarage revenue will need to be at least big enough to cover its avarage variable costs, however the long-run will require covering all the firm’s costs(variable and fixed), including also the normal profit necessary to keep the firm in the industry. Therefore, in the short-run, depending on these two variables, a firm will either earn a super-normal profit(fig.6.6 a, P1bad) or a sub-normal profit.(fig.6.6 b,dabP2) The industry will set the price either above(P1 in fig.6.6 a) or below(P2 in fig.6.6 b) avarage total costs of production(ATC), however a profit maximising firm will always choose to produce at the point where marginal cost(MC) equates its marginal revenue(MR), which in this case is equal to avarage revenue(AR) and the price(P), indicating the firm’s short-run equlibrium point(fig.6.6a,b points b). A company, even though earning only sub-normal profit, will stay in the industry in order to cover part of its avarage variable costs. In the long-run it will be the short-runShow MoreRelatedWhy Is Perfect Competition Often Described as the Ideal Market Structure? Compare and Contrast with Other Known Market Structures.1896 Words   |  8 Pagesare different kinds of market structures in this economy. Perfect competition, as one of them, is often described as the ideal market structure, and only treated as a theoretical ideal. If we compare the perfect competition market with other types of market structure, such as monopoly, monopolistic competition, and oligopoly, it will be obvious that the perfect competition is ideal mainly due to the presence of productive and allocative efficiency. In perfect competition, there are a large numberRead MoreThe Fit-Concept in Strategic Management Ââ€" an Inappropriate Idea for Companies in the 21st Century?7277 Words   |  30 PagesThomson/Strickland (1998), we find out that operational effectiveness is a helpful tool, but not enough for gaining competitive advantage. Strategies must be developed and it must match the organization in order to become effective. This is a task which is often fulfilled by the management. Then we will go deeper into the concept of fit. Some additional discussions of different perspectives follow and a briefly overview about the research of the six types of fit can be found. After clarifying the meaningRead MoreSupply and Demand and Study Guide20292 Words   |  82 PagesAustralia was not involved in its production. CONTENTS Contents 3 Introduction 5 An introduction to the economic perspective 13 Demand and supply 17 Elasticity 21 Market applications 25 The behaviour of firms and costs 31 Perfect competition 37 Monopoly 43 Monopolistic competition 47 Oligopoly 51 Economic performance, market failure and government intervention 55 Appendix: Guide to working successfully through the unit 63 INTRODUCTION Welcome to Microeconomics 1. In this unit of studyRead MoreEnvironmental Analysis19492 Words   |  78 Pagesof these forces by means of methods we are going to discuss in details later, and this is called the environmental analysis. Managers are also concerned in the ways in which organizations can most clearly identify their current position in the market. It is against the background of the picture that emerges from this analysis that the strategist should then be in a far better position to begin the process of deciding upon the detail of the organization’s future direction and the ways in whichRead MoreLidl Norway30015 Words   |  121 Pages      Why  did  Lidl  Fail  in  Norway?      A  Stakeholder  Approach            Haakon  Winger  Eide                  Supervisor   Andreas  Falkenberg                                          This  Master’s  Thesis  is  carried  out  as  a  part  of  the  education  at  the   University  of  Agder  and  is  therefore  approved  as  a  part  of  this      education.  However,  this  does  not  imply  that  the  University  answers      for  the  methods  that  are  used  or  the  conclusions  that  are  drawn.            University  of  Agder,  2010   Faculty  of  Economics  and  Social  Sciences  Read MoreThe Importance of International Business and Exporting for Smes: Challenges of Dubai Companies That Want to Export Their Products to the Uk15717 Words   |  63 PagesBETWEEN INTERNATIONAL AND DOMESTIC MARKETS 2.3 COMPARISON AND COMPLEXITIES OF THESE LEVELS 2.4 ENTERING A FOREIGN MARKET 2.5 CHALLENGES IN ENTERING A FOREIGN MARKET 2.6 THE INTERNATIONAL MARKETING ENVIRONMENT 2.7 STRATEGIES FOR ENTERING AND DEVELOPING INTERNATIONAL MARKETS 2.8 INTERNATIONALIZATION AND SME PERFORMANCE 2.9 THE CONTRIBUTION OF MARKETING INFORMATION TO EXPORT SUCCESS 2.10 INTERNATIONAL MARKET PLANING 2.11 WHY DO EXPORTING? 2.12 WHY FIRMS START TO EXPORT? ChapterRead MoreFundamental Analysis of Hdfc Bank14042 Words   |  57 Pagesprice movement in the market. What is technical analysis? Technical analysis is a method of evaluating securities by analyzing the statistics generated by market activity, such as past prices and volume. Technical analysts do not attempt to measure a securitys intrinsic value, but instead use charts and other tools to identify patterns that can suggest future activity. What is fundamental analysis? Fundamental Analysis involves examining the economic, financial and other qualitative and quantitativeRead MoreStrategy Safari by Mintzberg71628 Words   |  287 PagesFormation: Schools of Thought, published by Jim Fredrickson in a collection entitled Perspectives on Strategic Management (HarperCollins, 1990). Bruce used the paper in a course at Trent University and found that it worked well. Why don t you do a book on it? he suggested. Why don t we do it together? Henry replied. They both thought that Joe would make an excellent member of the team. So the safari was launched. We did not, however, write this as a textbook or some sort of academic treatise. FromRead MoreGlobal Marketing6701 Words   |  27 PagesCHAPTER 1 INTRODUCTION TO GLOBAL MARKETING SUMMARY A company that engages in global marketing focuses resources on global market opportunities and threats. Successful global marketers such as Nestle, Coca-Cola, and Honda use familiar marketing mix elements – the four Ps – to create global marketing programs. Marketing, RD, manufacturing, and other activities comprise a firm’s value chain; firms configure activities to create superior customer value on a global basis. Global companiesRead MoreCase Study148348 Words   |  594 Pages978-0-273-73552-6 (web) All rights reserved. Permission is hereby given for the material in this publication to be reproduced for OHP transparencies and student handouts, without express permission of the Publishers, for educational purposes only. In all other cases, no part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise without either the prior written permission of the Publishers

Dante Inferno Free Essays

In this canto, Dante awakens to find that he is on the edge of Hell. Dante and Virgil descend into the bottomless pit. They enter the first circle of Hell, Limbo, where the souls that are sighing live. We will write a custom essay sample on Dante Inferno or any similar topic only for you Order Now The souls include those all Unbaptized infants and those men and women who lived before the age of Christendom. I am going to talk more about those souls later. In the previous canto, Dante fainted at moments of great intensity of feeling when he is shocked by the strange sights he sees in Hell. Paralleled to his violent fainting, is he awakened by a great clasp of thunder. This supernatural ‘weather’ mirrors Dante’s internal condition. The faint, however, acts as to move from one location, the ferry crossing over Acheron, to Limbo. Furthermore, it seems that Dante faints only when he is not strong enough to confront sin in that he no longer faints as he continues to face greater horrors and suffering, indicating his increasing strength. We see that the period of unconsciousness has done Dante good as he â€Å"stood up and turned [his] rested eyes†¦ to see what kind of place it was where [he] awoke† (4-6). Eyes are the organ of sense related to light. The eyes have the ability to absorb light and enable us to see. Therefore, they may signify reason and knowledge, which is intended to be strengthened through the Dante’s journey. Dante seems to be ready to face the next obstacle; however, when he looks down into the pit, he becomes reluctant, indicating that he is still far from being able to face Hell by himself. As they took the first downward movement within Inferno, Dante sees Virgil’s pallor of pity which he mistakes for fear as he himself had been at the end of previous canto. Virgil then answers him, â€Å"the anguish of the souls who dwell down here has painted in my face the pity you have taken to be fear† (19-21). Virgil describes the world of Limbo as the â€Å"blind world† without other punishment than its darkness and â€Å"thundering with the roar of endless woe. † Traditional thinking, according to the apocryphal Gospel of Nicodemus, there are two limbos, which are for the souls of unbaptized children and the other for the virtuous pagans. Virgil further explains that he himself being among the former, further commenting that the only pain they suffer is that the hope of seeing God doesn’t exist within them. They are not punished, yet they eternally miss the supernatural joys of Heaven. Virgil continues on by saying that those souls â€Å"didn’t sin. If they had merits, these were not enough – baptism they didn’t’ have, the one gate to the faith which you believe† (34-6). When Dante heard Virgil’s saying â€Å"hopeless, we live forever in desire,† â€Å"great sorrow seized [his] heart. † It shows that Dante is responding with pity and sorrow. Caught by this statement, Dante asks if anyone has escaped and achieved Heaven. Dante continues on by saying â€Å"I want to confirm the faith that conquers every path that strays,† showing that he is seeking knowledge and wishing to be reassured of the Justice of God and be confirmed of what he heard about the harrowing of Hell. The real question he’s asking is that why should he seek confirmation of Christ’s ascent to heaven from a pagan? Virgil answers with â€Å"I had just entered in this state when I saw coming One of power and might crowned with the glorious sign of victory† (54-55). â€Å"One of power and might† indicates Christ, in the harrowing of hell. The Harrowing of Hell indicates the event where Christ descended to Hell, and freed the souls of all those virtuous people who lived before the grace of baptism. The sign of victory can mean the cross. However, in Dante’s case, the virtuous souls remain in the limbo eternally. Dante’s question and Virgil’s answer doesn’t concern with the harrowing of hell, but rather with those who went up with Christ after the harrowing of hell. Virgil answers with list of the patriarchs and matriarchs, mentioning on Hebrews; Adam, Abel, Noah, Moses, Abraham, David, Jacob, Isaac, the sons of Jacob and Rachel. He indicates that â€Å"many others† were included, some of whom will be concerned later. The reason for this is to emphasize the conflict toward the pity. Dante and Virgil â€Å"did not leave off walking while [Virgil] spoke,† which reminds us of the journey in motion. This information is provided to establish the ‘realism’ of the scene. As they walk through the â€Å"forest thicketed with souls,† Dante sees a fire which is supposed to symbolize the moral virtues, or knowledge in the light of which he describes certain honourable folk. He further questions Virgil why these honourable folk are distinguished from the other spirits by being allowed to be the light, to which Virgil replies: â€Å"The honoured name that still resounds/their glory in our life above has won the grace from Heaven that now exalts them here† (76-79). In other words, the fame which these souls possess in the world above earned them a special location in Limbo. As Dante continues throughout his journey, the recurring motif of fame is one of the most important motifs of the Inferno. How to cite Dante Inferno, Essay examples

Favourite Musician Essay Example For Students

Favourite Musician Essay She is a singer, musician and a song writer born on March 28, 1986 (age 26) in New York City, U. S. She got world-wide recognition from her 1st album, The Fame. She is originally from the New York City, where she studied at the Convent of the Sacred Heart and also went to New York Universitys Discs School of the Arts. But she left the university when she was 19 years old to follow her dream which was in the field of music. She 1st started playing piano when she was only 4 years old, she wrote her 1st piano ballad when she was 13 years old and gave her 1st performance at open mike nights when she was only 14. Her story She started a band and named it Stefan Germantown Band. This name comes from her real name Stefan Joanne Angelina Germantown. This band consisted of a guitarist Calvin Pta, bassist Eli Silverman, drummer Alex Beckman and booking manager Frank Fredericks. The band became famous especially Gaga. Rob Fusers compared some of Sagas vocal music to Freddie Mercury, lead singer of Queen. It was Fustian who helped create the name Gaga after the Queen song Radio Ga Ga. At first their collaboration was unsuccessful, and then she faced many rejections. During this time, she met Lady Starlight. They became good friends and gave many successful performances which got a lot of positive reviews. Gaga then got a music publishing deal with Sony/TV, which let her write songs for Brittany Spears, New Kids on the Block, Ferrier, and the Pussycat Dolls. Akin, a famous singer, recognized her talent. Akin, signed her with his own label Kong Live. She then met Redone and then her first song was made, which was called Boys, Boys, Boys. Her debut album was then released called The Fame which was on August 19, 2008. She got instant success for it which earned her, her 1st Grammar Award nomination for her song Just Dance for Best Dance Recording and soon became one of the best-selling singles worldwide. Her song Poker Face also won the award for Best Dance Recording at the 52nd Grammar Awards and nominations for Song of the Year and Record of the Year. The Fame itself was nominated for Album of the Year while winning Best Dance/Electronics Album at the Grammys. All her next albums- The Fame Monster (2009), The Reenter (2010), Born This way (201 1), Born This way: The Reenter (2011) were totally successful. Gaga announced the albums title in August 2012, which is called Orator. Uniqueness She has a different way of performing in concerts and music videos, a different sense of style, a different kind of music and a very different way of connecting with her fans. Her being different from everyone makes her unique. -Her fans She has a very weird way of connecting with her fans. Her fans call her Mother Monster, while she calls them Little Monster. She knows that what she is today is all because of her fans, because of which she has dedicated all her life to music and her Little Monsters. Her concerts and music videos There are many costume changes, a different kind of dance and very unique visuals. Favorite Musician By sanitaria messages are mostly about racialism and about empowering women to stand up for their rights in the society. Her music videos and concerts always are inspiring. This is what makes her different. Her performances are very innovative, entertaining, bold and fresh. She is recognized for one of her performances in The Monster Ball Tour, where she wore a black leather dress and was attacked by her co-performer, which resulted Gaga in shedding a lot of blood and dying. This was a scene created for the performance, which looked very real. Her creative team is called The Hausa of Gaga which are responsible for her clothes, her hairdos and ideas for her performances. Her fashion Lady Gaga is known for her bold, wild and surely experimental fashion. She never wears a same dress or a same hairdo twice! She is not only famous for her pop songs; she is famous for her daring fashion too. Gaga is a natural brunette, but she bleached her hair blonde because she was often mistaken for Amy Whininess! Her most unique dresses till date are her meat dress (which was made fully of raw beef! ), her lobster dress, her lace outfit and her bubble dress. In her Born t his way album she dressed looking like a man which created a big stir!

Developing New Engineers and Their Effect on Organizational Commitment

Introduction One of the biggest challenges to organizations today is to motivate their workforce. Various human resource practices are, therefore yet to be formulated in light of recent research studies placing the human resource function as integral to the success of any organization (Ferris 1999). Employee development is relatively one of the most integral aspects of human resource functions today.Advertising We will write a custom dissertation sample on Developing New Engineers and Their Effect on Organizational Commitment specifically for you for only $16.05 $11/page Learn More The importance of this practice has been supported by recent research studies suggesting that employee development is likely to affect the success of organizations because it influences employee attitudes and behavior. Employee development is, therefore important in developing the overall capabilities of both employees and employers alike. A central focus with regards to perce ived employee development is that employee development creates an environment that is sensitive to the contributions employers make towards the employability of their employees. The perceived employee development facilitates employer’s obligations in the organization to symbolize a sense of care towards employee welfare, which in turn prompts employees to work twice as hard to ensure the organization reaches high levels of success (Arthur 1994). Considering the turbulent business environment and the rapid changes occurring across the globe with regard to organizational structures, there is an increasing need among employers to reexamine the need for continuous development among employees with regard to their skills and techniques. Nonetheless, the perception of how an increase in employee development affects the way employees behave, and the subsequent impact on employee attitudes is not well determined. More studies, therefore, need to be undertaken to establish this relatio nship; like the way the organization’s climate influences personal development skills or its influence on employee attitude and behaviors (Noe Ford, 1992, p. 345). For purposes of this study, we will evaluate existing literature relating to the effects of employee development of new engineers on the organizational commitment in an electrical organization. Organizational commitment should be analyzed in the context of the psychological link of employee development on the employees, as well as the employers. The aim of this study is, therefore to establish a relationship between employee development and organizational commitment in relation to employee and employer attitudes, commitments, policies, and procedures in order to provide a baseline where future research can be undertaken. This study will, however, be multifaceted.Advertising Looking for dissertation on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Firs tly, the relationship between employment development, the intent to leave and job satisfaction will be evaluated as essential determinants to organizational commitment. Secondly, this study will establish the intermediary role of job satisfaction and organizational commitment on the intent of the new engineers to leave the organization. However, the contributions to the study will be merged from three fronts. First it will be based on the concept of employee commitment, such as the development of organizational commitment (additionally, we will expand this attribute with external factors such as job satisfaction among the new engineers and their intent to leave; solely for the purpose of expanding our understanding on the matter) and secondly, we will base our findings from research studies done to define the relationship employee development has on the work attitudes and behaviors of the new engineers. Thirdly, this study will include findings from other countries to represent a cr oss-cultural literature input. These factors withstanding, the most significant aim of this study will be to investigate the impact of employee development on organizational commitment. Generally, these findings will, therefore, analyze employee development as an antecedent of job satisfaction, the intention of employees to leave the organization and the rate of turnover as indicators of organizational commitment Background Companies always need to improve their human capital skills to develop a competitive advantage over other existing companies (Schuler Macmillan 1984). In close relation, individuals also need to develop their skills for career progression. The development of human skills is nowadays perceived as a critical component in streamlining employment relationships. There is, therefore, an eminent gap between the objectives of employees and employers. Companies, therefore, need to come up with innovative ways to retain their employees and also develop new ways to fulfill their own interests as well as the interests of the employees. For any employer, the most common way of developing employees, especially in technical industries is through training (Nordhaug 1989). As companies sit down and ponder on ways to improve their employees, an emphasis should be made on the impact of training and development of employees as well as organizational commitment. Considering the dynamism of the competitive labor market as well as the different interests employers and employees have, it will be very interesting to investigate the effect of employee development and its relation to organizational commitment.Advertising We will write a custom dissertation sample on Developing New Engineers and Their Effect on Organizational Commitment specifically for you for only $16.05 $11/page Learn More The significance of employee development (especially through training) is noted to be the biggest factor to attaining competitive advantages. Resea rch has however, long identified that the development of employees goes way beyond the development of skills and the knowledge required to effectively complete a given job or task (Tannenbaum 1991). With close reference to management, psychology, and labor economics, the impact of employee development on employee attitude is varied and undetermined. This stretches as far as the willingness employees will have towards retaining their services to a given organization. The importance of retaining and recruiting new employees to be competent workers is therefore very enormous and key to the success of any given company. When companies are faced with tricky and unprecedented changes, they often change their training policies and procedures in light of new developments. These changes not only have an impending impact on the attitudes of employees but also on the organizational commitment. Organizational commitment is however, majorly perceived as a predictor of organizational behavior or the intention of the managers or other relevant stakeholders to enhance development of employees. Various studies done to determine the effectiveness of human resource practices and training initiatives have also been identified to affect organizational commitment. Organizational Commitment The consequential impact employee development has on organizational commitment has been an interesting topic for most managers and researchers alike. Organizational commitment is primarily defined as the ‘psychological link between an employee and his or her organization that makes it less likely that the employee will voluntarily leave the organization† (Allen Meyer 1996, p. 252). There is enough research advanced to analyze the relationship of organizational commitment on various variables such as work absenteeism or turnover to provide a baseline for a comprehensive analysis on this topic. One of the contemporary definitions of organizational commitment in the scientific definitio n is the three-model theory advanced by Meyer and Allen (1991), which will be comprehensively borrowed for the purposes of this study. The model advances the fact that both affective and continuous process of employee development represents the different states in the psychological makeup that has an impact in the way new employees will improve their commitment in the organization (Whitener 2001).Advertising Looking for dissertation on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Essentially, Meyer and Allen (1991) attest that â€Å"Employees with a strong affective commitment continue employment with the organization because they want to do so. Employees whose primary link the organization is based on continuance commitment remain because they need to do so† (p. 67). Implicitly, the research and commitment managers make towards the discussions and research on employee development should be undertaken in the context of an affirmative commitment. It is, however, essential to note that many models have been developed to analyze the relationship between commitment and their appropriate measures. However, most importantly, it is crucial to note that affirmative commitment is the most essential form of commitment managers would want but of equal importance is the fact that managers would strive to instill it as they develop new engineers. Perceived Investments in Employee Development The most prominent factor to the increasing need for employee development arose from the realization by many organizations that companies were greatly reliant on their human resource. The perceived investment in employee development represents and increasing show of commitment on the part of employers with a ripple effect on the motivational level and employee commitment on the part of the employees (Ichniowski 1997). Research studies have identified that throughout all types of companies and organizations, (such as non-profit business entities, automobile companies, steel companies and the likes), the investment in employee development has a sure guarantee of increased productivity and improved financial performance in the long run. Experts have further affirmed that half of all improved productivity among companies between the period of 1929 and 1982 were attributed to employee development. Studies done by Michael Porter have also identified that companies which engage in employee development bear the strongest competitive advantages in developed marke ts (Porter 1990). As previously observed, the concept of employee development revolves around the idea of equipping employees with substantial skills and knowledge to undertake new tasks. Generally, this has been identified to prepare employees for new job offerings and adequately enable them to meet the criteria for new job requirements. This initiative falls under the criteria of human resource, which majorly reflects the programs and organized learning experiences set to improve the value of employees and their personal growth. Investments in employee development, therefore, provides organizations with a competitive edge through continuous development that seeks to equip new and existing employees with skills and techniques that’ll help them take up new labor challenges. Perceived investments in employee development is best analyzed on the part of employees but is best reflected through the employer’s increased commitment towards equipping its employees to rise thro ugh the internal or external organizational ranks. Thus, within the context of empowering employees to scale up the career ladder, employees are bound to increase their organizational commitment through devotion of personal effort for personal and professional growth (Wayne 1997). Studies done by some American scholars identify that increased commitment in employee development improves organizational commitment, employee retention, employee empowerment and consequently an achievement of strategic success (Wayne 1997). This, therefore, means that regardless of whether employee development is an informal or formal process, it remains a vital part in determining the productivity of a company or organization. Employee Development and Different Types of Organizational Commitment Research studies have shown that employees often form different notions about their employers, depending on the treatment they get in the organization with regards to the policies and procedures in place (Eisenbe rger 1986). In other words, they develop some human-like attributes like bad, good, inconsiderate and such like variables to describe their employers. Essentially, these studies affirmed the fact that a positive resonance from employers with regard to employee development is likely to increase high-quality exchanges between employers and employees. This way, they create some sense of obligation on the part of employees to reciprocate the effort; which in turn rubs on the organization in beneficial ways; say, through increased productivity (Settoon 1996). A perceived form of employee development, therefore, represents the employee’s perspective towards the manner in which the company is treating them and its commitment towards improving their marketability in both the internal and external work set-ups. Thus, according to the motivational process of social exchange theory and the traditional norm with regard to reciprocity, it is evidently clear that employees who believe they are well taken care of by their employers, positively resonate with positive attitudes and behaviors commensurate with the level of devotion the employer has towards their employability (Gutteridge 1993). It is therefore clear that commitment; whether affective or continuance is directly related to the level of employee development managers devote towards their workers. Both levels of organizational commitment (affective and continuous) all have a significant impact on the way companies or organizations function. The affective component of employee commitment to the organization directly refers to the level of emotional attachment an employee would feel towards an organization while the continual commitment reflects the feelings employees have towards the organization and is primarily affected by the way employees feel attached or detached to the organization due to extraneous factors such as pension programs or the commitment of employers towards ensuring they have their families well taken care of (as opposed to a general assumption that the employers consider their needs). There have been several studies that have tried to establish the relationship between affirmative commitment and employee development. Some studies done on American accountants identified that the level of affirmative commitment directly increased with increased training (Gutteridge 1993). In other international studies, it was established that pre-departure expatriate training positively impacted the expatriate affective environment through the perception that organizations which undertake employee development appeared more committed towards the employability of their workers. This elicited a sharp reciprocal reaction of employee commitment towards the organization (Gutteridge 1993). In other studies done on expatriate training and its apparent effect on organizational commitment, it was concluded that there was a positive relationship between the two variables. It was also established that the perception of the employees towards career-related motivational practices, greatly improved the psychological attachment of the employee to the organization. This was with reference to investments in training and development. It established that the conclusions were an indicative factor to the personified commitment employers shows their employees. In turn, employees showed gratitude through increased levels of loyalty. Other studies identified the fact that continuance commitment to organizations and companies is a manifestation of increased costs related to leaving the organization. Auxiliary studies identified employees who pay a considerable amount of their time towards mastering job skills that cannot be easily duplicated in other organizations essentially increased their organizational and continuous commitment to their current organization (Wallace 1997). Studies done in Saudi Arabia almost confirm the same observations because employees there identified that an incr ease in employee development greatly increased the perception that employees are more secure in their jobs and ultimately increasing job satisfaction, implying that continuous commitment was increased (Bhuian and Shahidulislam 1996). Training Training is the most basic and preferable way most electrical companies would use to develop new engineers. Additionally, it is also a perfect way new engineers can learn the job (Noe 1999). The management of employee skills is an unavoidable practice in today’s business environment and employee development is likely to be spurred as management perfects the practice. It is important to note that employee development is multifaceted and also extends beyond the skills gained by an individual or even the improvement in the productivity of the employee (Benson 2002). There are various models that have been developed to evaluate the role training has on various organizations. The first example is the human development theory, which has been m ajorly advanced by economists, implying that training as a mechanism of employee development is a form of investment (Smith and Hayton 1999). The human capital theory has also advanced the fact that training is essentially a method to improve the productivity of the organization. However, this theory identifies the fact that training should be advanced on two fronts; on specific and general fronts (Smith and Hayton 1999). However, in the late 19th century, the neo capitalistic theory advanced the fact that training and employee development was essentially meant to improve the flexibility and adaptability of employees as well as improve their affiliation to innovative practices. The second example relates to the human resource theory, which advances the fact that training and employee development are steered towards improving the level of commitment employees have towards the organization (Smith and Hayton 1999). This theory was initially advanced by the Harvard business school in th e 80s. Training in this theory is advanced as one of the primary tools of managing various human resource functions which if applied together with other principles, effectively induce the four core facets of human resource, which are commitment, competence, congruence and cost-effectiveness (Smith and Hayton 1999). The third example was developed in the United States of America (USA) and Britain. It advanced the fact that with regard to training and high-performance organizations, skill trajectory of organizations is always polarized (Smith and Hayton 1999). This theory identifies that this is the main reason why many organizations become highly skilled while others lag behind in the same respect. This implies that human resource departments have to impose a number of bundles with regard to polices and procedures for organizations to achieve improved performance. Training and employee development are obviously cited as common variables in the bundle. The most common method used in t raining is a controlled management criterion where organizations can elicit an unwritten reciprocal boost in organizational commitment, including other important aspects to employee attributes like performance, attitude, behavior and the likes. Nonetheless, one of the most important reciprocal boost in employee development is Job satisfaction. Employment Development and Job Satisfaction The level to which employees strive to support their workers have a direct impact on the way employees perceive their job and the way they balance work and family responsibilities. Positive perceptions by employees that their employers are helping them tackle their individual problems, therefore, have a significant impact on work satisfaction. This kind of support needs to be witnessed at all levels of management and throughout the organization because it would be fruitless, for instance, to support employees through policies and procedures while the organizational culture does not support such kind of structure. It is, therefore important to note that job satisfaction as a measure of organizational commitment should be evaluated from job outcomes instead of the objective characteristics of the organization. With regards to the electrical company seeking to engage its new engineers in employee development, the level of organizational commitment can, therefore, be evaluated from the level of job satisfaction employees will exhibit. That said, some scholars have pointed out that employee development, unless multifaceted and effective, cannot improve organizational commitment in isolation. This is true because if management engages in employee development from one perspective only, some of its new employees may be disgruntled on another front and probably never exhibit the high level of organizational commitment management would expect of them. However, job satisfaction is a possible factor in organizational commitment that is directly attributed to employment development if it is motivated from all fronts. When an electrical company engages in the development of new engineers, it indirectly affects the way employees perceive different aspects of the job. Most likely, employee development affects this relationship positively, but job satisfaction can be affected either negatively or positively. For several reasons, job satisfaction can be improved in a number of ways. In the first place, new engineers may perceive the organization as a custodian of their future career growth. Secondly, the new engineers will not fail to see the role of employee development in equipping them with new skills (which they essentially never had in the first place). Skills acquired by the new engineers will also be beneficial to them in the general job market (Feldman 1996). It is obviously clear that if the company makes the new engineers feel they are increasing their employability, they are bound to experience higher levels of job satisfaction. In addition, the new engineers wi ll have a better perception of the company and thereby increase the overall positive feeling towards the employer, consequently improving job satisfaction. Studies have been done to affirm the fact that employees experience an increase in job satisfaction if the company they are working for invests enough in them. These conclusions were derived from a case study citing two multinational organizations (Scarpello Campbell 1983). Other studies have affirmed the fact that employee development in form of training improves the overall level of job satisfaction in the long run (Naumann 1993). Job satisfaction, therefore, comes from the fact that employees feel satisfied with their work if they are under the impression that their employees care about their well-being. Based on these empirical studies, it is correct to conclude that there is a positive relationship between the employee development and job satisfaction. Intent to Leave Employee turnover is a huge determinant of organizationa l costs in any organization. Turnover is however affected by many factors, but a key factor is the level of organizational commitment employees have towards the organization and the level of employee development to determine that. The costs of employee turnover are diverse and may range from poor employee morale (for remaining employees), opportunity costs, selections and training of new employees, among others. These costs are often heavily felt when an organization loses its best employees and tries to replace them accordingly. It is therefore important to establish the relation between employee development and employee turnover. The intent to leave an organization has been identified through continuous research as the last among the cognitive process of having the most immediate causal effect on employee turnover (Bedeian 1991). The rate of turnover is expected to increase as employees have the pressing intent to leave the organization. It is vital to establish the relationship b etween investigating the importance of employee intent to leave and determining an employee’s turnover characteristics. Employee development and training are therefore bound to have a direct impact on company turnover (Colarelli Montei 1996). Predictably, employee development is bound to decrease the intent of employees to leave the organization and also increase employee organizational commitment. This is true because of a number of reasons. Firstly, employees often engage in social talks, which enable them evaluate their circumstances with other companies which either offer better or worse employee terms. In this case, scenario where the company is investing in employee development, the new engineers are likely to feel appreciated by the organization because employee development will increase the value of the company in their eyes, consequently increasing the likelihood of the new engineers to be attached to the organization. Secondly, low intent to leave the organization or increased organizational commitment has been identified as a strategy by employees to thank the organization for caring for their needs. Such efforts made by the organization may include the development or updating of new skills, such that employees do not grow obsolete in the labor market. Researchers such as Kalleberg and Rognes (2000) have attested to this fact and note that employee development has a negative relation with employee turnover. Other studies undertaken in America have also observed that turnover has a negative correlation with training. The new engineers undergoing different forms of employee development are, therefore likely to experience a high level of success, satisfaction, and an increased sense of commitment to the organization that is set to tremendously reduce their intent to leave. This conclusion has been backed up by a number of studies confirming that job satisfaction and affective commitment have a directly inverse correlation with employee turnover , regardless of whether it was unintended or intended. These findings have also been resonated in researches done on employees in Singapore, which arrived at the same conclusions. In essence, when employees invest in employee development, employees are bound to have high levels of confidence and satisfaction which consequently makes them develop a high sense of loyalty and productivity in the organization. Thus, it is correct to note that with all factors constant, when employees are satisfied with their jobs, they are less likely to leave the organization because they will eventually develop an emotional attachment to it. Affective commitment describes the employee’s intention not to leave the organization and continuous commitment describes the intention employees have to stay with the organization for long. This equilibrium is often destabilized when employees feel the cost of leaving is the same as that of staying or when the cost of staying in the organization is higher than the costs of termination (Suliman and Iles 2000). However, if the company engages in employee development, there is minimal chance the equilibrium will be destabilized. An investment in employee development is therefore potentially a strategy to increase the perceived costs of leaving the organization while reducing the cost of staying. In addition, the company is likely to boost its chances of retaining its employees for long. This observation is true despite the eminent danger of employees leaving the organization to be employed in other companies, out of improved skills. This is especially true because even if the employees leave their initial places of work for another job elsewhere, they run the risk of experiencing obsolescence from another organization, which may not necessarily have a positive impact on their careers (Ghoshal 1999). This, therefore, reduces their intent to leave. Findings It is clear from the above analysis depicting a positive correlation between emplo yee development and organizational commitment that the electrical company will experience a positive impact on organizational commitment because employee development has been noted to have a positive impact on affective and continual development (Meyer 2000). These factors are derived from the fact that employee development and the perceived benefits will improve employee motivation. The study has analyzed the works of various authors who have also analyzed several variables to conceptualize the construct of employee development. For purposes of future studies, these independent or dependent variables need to be analyzed with regard to how they affect each other. The affective attribute to organizational commitment is directly affected by access to employee development programs while the effect of job satisfaction acts in moderation. The awareness of rules and procedures, employee motivational levels and the quality of management are identified as the basic factors between organizat ional commitment and employee development (Ahmad Bakar 2003). Conclusion Conclusions derived from this study have serious implications on the electrical company. Increased investment in employees is bound to improve the level of morale among the new engineers and increase the organizational commitment by urging them to stay on. Implicitly, this means that the organization needs to give more attention to investment and planning of company activities to increase organizational commitment and also increase the level of job satisfaction among new engineers. It is evidently clear that the relationship between employee development and organizational commitment is positive because with increased employee development, there is a subsequent increase in organizational commitment. This study also establishes that the biggest influential factor in organizational commitment is the perceived access to employee development. Accordingly, the perceived benefits of employee development, organization al environment to employee development, employer support to employee development and the overall social support of employees have been identified to be the biggest determinants of organizational commitment. It is therefore a challenge to the electrical company to improve these variables so that employee commitment can be further enhanced. However, empirical studies done on this relationship still needs to be further explored because the relationship is rather premature. These findings confirm previous research findings advancing the fact that human resource functions such as training and employee development have the greatest impact on affective commitment, especially when it is assumed that employees are primarily affected by the fact that employers take care of their employment needs. The availability of employee development programs will, therefore, boost affective and continuous commitment in the long run. The theory behind these findings is that when employees perceive the empl oyee development program as one that takes care of their needs, they are likely to reciprocate the same level of devotion through affective and continuous commitment. If the company’s main aim is to attain a competitive advantage over its competitors, then employee development is the way to go. It is not enough that this investment improves employee skills through the provision of benefits such as the acquisition of skills or career progression because they are also bound to improve company productivity. In fact, employee development creates a form of dynamic relationship, consequently beneficial to the organization because employees become more motivated to work due to high levels of job satisfaction and increased commitment towards the organization. Finally, it is important to note that many functions relating to employability are quickly gaining ground with respect to the changing working landscape. In light of an uncertain business environment characterized by mergers, la yoffs and downsizing, the importance of employee commitment cannot be overemphasized. However, none of the research cited in this study is conclusive enough to depict a straightforward relationship between employee development and organizational commitment, though indicative findings are encouraging and advance the fact that organizational commitment is likely boosted through employee development. References Ahmad, K. Bakar, R., (2003) The Association between Training And Organizational Commitment among White-Collar Workers in Malaysia.  International Journal of Training and development, 7, p. 3. Allen, N. J., Meyer, J. P., (1996) Affective, Continuance, and Normative Commitment: An Examination of Construct Validity. Journal of  Vocational Behavior, 49, pp. 252-276. Arthur, J. B., (1994) Effects of Human Resource System on Manufacturing Performance and Turnover. Academy of Management Journal, 37, pp. 670–87. Bedeian, A., (1991) Career Commitment and Expected Utility of Present Job as Predictors of Turnover Intentions and Turnover Behavior. Journal of  Vocational Behavior, 39, pp. 331–43. Benson, G. S., (2002) Beyond Skill Development: The Effects of Training And  Development on the Attitudes and Retention of Employees. California: University of Southern California. Bhuian, S. N. Shahidulislam, M., (1996) Continuance Commitment and Extrinsic Job Satisfaction among a Novel Multicultural Expatriate Workforce. The Mid-Atlantic Journal of Business, 32, pp. 1–9. Colarelli, S. M. Montei, M.S., (1996) Some Contextual Influences on Training Utilization. Journal of Applied Behavioral Science, 32, pp. 306–23. Eisenberger, R., (1986) Perceived Organizational Support. Journal of Applied  Psychology, 71, pp. 500–7. Feldman, D. C., (1996) Managing Careers in Downsizing Firms. Human Resource  Management, 35 (2), pp. 145–61. Ferris, G. R., (1999) Human Resources Management: Some New Directions. Journal of  Management, 25, pp. 385–415. Ghoshal, S., (1999) A New Manifesto for Management. Sloan Management Review, 40, pp. 9–20. Gutteridge, T. G., (1993) When Careers Flower, Organizations Flourish. Training and Development Journal, 47, pp. 24–9. Ichniowski, C., (1997) The Effects of Human Resource Management Practices on Productivity. American Economic Review, 87, pp. 291–313. Kalleberg, A. L. Rognes, J., (2000) Employment Relations in Norway: Some Dimensions and Correlates. Journal of Organizational Behavior, 21, pp. 315–35. Meyer, J. P. Allen, N. J., (1991). A Three-Component Conceptualization of Organizational Commitment. Human Resource Management Review, 1, pp. 61-89. Meyer, J., (2000) HRM Practices and Organizational Commitment: Test of a Mediation Model. Canadian Journal of Administrative Sciences, 17 (4), pp. 319-31. Naumann, E., (1993) Antecedents and Consequences of Satisfaction and Commitment among Expatriate Managers. Group and Organization Management, 18, pp. 153–87. Noe, R. A. Ford, J. K., (1992) Emerging Issues and New Directions for Training  Research: Research in Personnel and Human Resources Management. Greenwich, CT: JAI Press. Noe, R., (1999) Employee Training and Development. Boston, MA: McGraw-Hill. Nordhaug, O., (1989) Reward Functions of Personnel Training. Human Relations, 42 (5), pp. 373-88. Porter, M., (1990) The Competitive Advantage of Nations. New York: The Free Press. Scarpello, V. Campbell, J. P., (1983) Job Satisfaction and the Fit between Individual Needs and Organizational Reward. Journal of Occupational Psychology, 56, pp. 315–29. Schuler, R. S. Macmillan, I. C., (1984) Gaining Competitive Advantage through Human Resource Practices. Human Resource Management, 23 (3), pp. 241-255. Settoon, R.P., (1996) Social Exchange in Organizations: Perceived Organizational Support, Leader–Member Exchange, and Employee Reciprocity. Journal of Applied Psychology, 81(3), pp. 219–27. Smith, A . Hayton, G., (1999) What Drives Enterprise Training? Evidence From Australia. The International Journal of Human Resource Management, 10 (2), pp. 251-272. Suliman, A. Iles, P., (2000) Is Continuance Commitment Beneficial to Organizations? Commitment–Performance Relationship: A New Look. Journal of Managerial  Psychology, 15 (5), pp. 407–26. Tannenbaum, S. L., (1991) Meeting Trainees’ Expectations: The Influence of Training Fulfilment in the Development of Commitment, Self-Efficacy, and Motivation. Journal of Applied Psychology, 76, pp. 759-769. Wallace, J. E., (1997) Becker’s Side-Bet Theory of Commitment Revisited: It Is Time for a Moratorium or a Resurrection? Human Relations, 50, pp. 727–49. Wayne, S.J., (1997) Perceived Organizational Support and Leader- Member Exchange: A Social Exchange Perspective. Academy of Management Journal, 40, pp. 82–111. Whitener, E. M., (2001) Do â€Å"High Commitment† Human Resource Practices Affe ct Employee Commitment? A Cross-Level Analysis Using Hierarchical Linear Modeling. Journal of Management, 27, pp. 515–35. This dissertation on Developing New Engineers and Their Effect on Organizational Commitment was written and submitted by user BartRozum to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Roskill and Howard Davies Airport Commissions and the Third London Airport The WritePass Journal

Roskill and Howard Davies Airport Commissions and the Third London Airport Introduction Roskill and Howard Davies Airport Commissions and the Third London Airport ). Capacity expansion pursuits have been long drawn over half a century involving two airport commissions and political intrigues (FT, 2014). The Third London Airport commission popularly known as the ‘Roskill Commission’ anticipated growth in air transport and speculated that by the end of the century London might have to accommodate 100 million passengers (Abelson and Flowerdew, 1972). It was an appropriate estimate as the actual number was 115 million (CAPA, 2013). This ceiling has been surpassed and London airports are operating under strenuous volumes. The pursuit of an alternative airport, additional runways to expand capacity, among other options continue to feature in public discourse almost half a century later with myriad arguments and counterarguments (FT, 2014; The Independent, 2014). This report explores the works of the airports commissions (Roskill and Howard Davies commissions), as well as the consideration of the controversial Boris Island alternative. It focuses on the demand and supply of airports among other considerations significant for such ventures as the development of new airports or aviation facilities. History of commissions and development of arguments A 1964 interdepartmental committee on the Third London Airport forecast that the capacity of Heathrow and Gatwick airports combined, even with the addition of a second runway at Gatwick, would be insufficient for Londons air traffic by 1972 (Mishan, 1970). After the consideration of options, the commission on the Third London Airport (Roskill Commission) was set up in 1968. With their evaluation of the timing of need, expansion capacity requirement, and after a careful study of a total of 80 proposed project sites, the commission finally chose four sites, among them a new airport at Cublington (Abelson and Flowerdew, 1972). It was the first time that a full range of environmental and economic arguments were brought to bear on a major investment decision, providing substantial and significant systemic evidence on which to base decisions (HC, 1971). Its excellence in approach and output was however to not much good as government, with a variant perception and opinion immediately rejected its findings choosing instead a scheme to build an airport at Foulness, in the Thames Estuary (Mishan, 1970). Interestingly, this option had been considered and had been decisively rejected by the Roskill Commission on the basis of cost, distance and convenience to prospective passengers (FT, 2014). Neither of the two propositions (Cublington and Foulness) was built and a subsequent change in government and complexion led to the devise of a different scheme a limited expansion of an existing airport at Stansted which was accomplished a decade after proposition. This option had also been considered by the Roskill Commission and never made its shortlist of key options (Helsey and Codd, 2012). It was a predictable failure and is still challenged by the lack of success in supporting long-haul operations by airlines, only benefitting from low-cost carriers (principally Ryan air) drawn by attractive landing charges which offset consequent inconvenience to their passengers (AOA, 2013). A proposal which has re-emerged and gained prominence is the new airport at the Thames Estuary. The ‘Boris Island’ alternative Dubbed Boris Island as a consequence of its support by London Mayor Boris Johnson, the London Britannia Airport (a name adopted for the latest iteration of the idea in 2013) is a proposed airport to be built on an artificial island in the River Thames estuary to serve London. Plans for this airport go several years back but the idea was revived by the Mayor in 2008 (CAPA, 2013; Mayor of London, 2013). Proponents of the project cite the significant advantage it portends in the avoidance of flights over densely populated areas with consideration of noise pollution and attendant safety challenges. However, its critics who include some local councils, nature conservation charity RSPB, as well as current London airports, oppose the scheme, suggesting that it is impractical and expensive (AC, 2013b). It is still under consideration of the Howard Davies Airports Commission, which estimates the entire undertaking including feeder roads and rail to cost  £112 billion, about five times the presently shortlisted short-term options (AC, 2013c). The overall balance of economic impacts of the project would be uncertain given the requirement for the closure of Heathrow and by extension London city for airspace reasons (CAPA, 2013). Renewed pursuit Howard Davies Airports Commission In spite of the myriad arguments and criticisms of the various alternatives, not much has changed and the Howard Davies Airports Commission set up in 2012 still wades in the long running controversy (CAPA, 2013; AOA, 2013). There has evidently been little learnt in the several decades of bad policy making given the hedging, stonewalling, and political posturing that still characterizes the endeavour, a readiness to oppose policies espoused by those of different complexions or the persistent complication of issues when there is requirement for bold action. This characterizes policy today as it did half a century earlier with elaborate models being grossly misused and deliberately disregarded. Minor challenges and disadvantages are greatly amplified overshadowing potentially more substantial benefits (FT, 2014). The Airports Commission was set up to examine the need for additional UK airport capacity and to recommend to government how this can be met in the short, medium and long term. The commission is tasked with creating economic, sustainable and socially responsible growth through competitive airlines and airports. (AC, 2013a). The findings of the Howard Davies Airports Commission contained in their interim report released in December 2013 (preceding a final report expected in 2015) are mainly focused on the continued growth of air travel, mainly in the South East of England. The Commission considers that the region needs an extra runway by 2030, and another possibly by 2050. On the shortlist for the expansion of airport capacity are three options comprising a third runway at Heathrow 3,500m long; lengthening of the existing northern runway to at least 6,000m enabling it to be used for both landing and take-off; as well as a new 3,000m runway at Gatwick (CAPA, 2013; AOA, 2013). Not included is the brand new hub airport in the Thames Estuary, which is side-lined citing uncertainties and challenges surrounding the proposal at this stage (AC, 2013d). However, the Commission promises an evaluation of its feasibility and a decision on its viability later in 2004 (The Independent, 2014). The Stansted and Birmingham options, however, failed to make the shortlist, although the decision remains open for their qualification in the long term (CAPA, 2013). In the Commission’s view, the capacity challenge is yet to become critical although there is potential if no action is taken soon. However, capacity challenges and the jostling and vying for a slice of anticipated extra capacity by airports signals need (AC, 2013d). Arguments on the expansion of airport capacity The Howard Davies Commission acknowledge the ‘over-optimism’ in recent forecasts of growth in demand for the aviation sector, but consider the level of growing demand as prominent requiring focus on the earliest practicable relief (AC, 2013c). This is in response to contentions by opponents that the current capacity is adequate basing their primary argument on earlier inaccurate demand forecasts. These opponents posit operational changes including quieter and bigger planes could serve to accommodate more passengers negating the need for ambitious and expensive ventures. Some also argue that constraining growth in the aviation industry would be the best option for emissions reduction and that government should utilise available capacity, pushing traffic from London’s crowded airports to others around the country, (AC, 2013b; c; d; AOA, 2013 DOT, 2013). The Commission accepts the changes in aviation practice and aircraft design could deliver modest improvements in capacity but argue that none of these submissions suggested significant transformational gains (AC, 2013c). It also stresses that deliberations were alive to the issue of climate change and were focused on the delivery of the best solution for the UK, which entails the achievement of carbon targets and delivery of required connections for the economy and society(AC, 2013c; d). The Commission notes that doing nothing to address capacity constraints could have unintended economic and environmental consequences with the possibility of some flights and emissions being displaced to other countries (AC, 2013d; CAPA, 2013; Mayor of London, 2013). Reliance on runways currently in operation would likely produce a clearly less ideal solution for passengers, global and regional connectivity, and would be sub-optimal in the endeavour to minimize the overall carbon impact of aviation (AC, 2013a; AOA, 2013). To achieve statutory mechanisms aimed at operational efficiency and emission reduction are critical. Conservationists, such as the Friends of Earth, decry growth arguing that the building of more airports and runways will have a major impact on local communities and the environment (Mayor of London, 2013; AC, 2013b). The argument for sustainable growth is welcomed by industry players in light of calls for constraint (AOA, 2013; The Independent, 2014). Through time, the argument has significantly centred on the timing of need for expansion of capacity with the uncertainty over growth and demand estimates. The drive for more intensive use of existing capacity is most appropriate in the short-term given that operational and aircraft design improvements have enabled the handling of more volumes than anticipated. Though limited, there is still capacity for improvement benefitting environmental conformity and overall efficiency. Several tactical improvements are proposed by the Davies commission to enable full and efficient use of available resource and capacity (DOT, 2013; AC, 2013d). The Davies Commission proposes the encouragement of greater adherence to schedules by airlines through stricter enforcement of aircraft arrival time. This would enhance efficient sequencing of arrivals ending the practice of ‘stacking’ especially at Heathrow (Europe’s busiest airport), which is expensive in fuel costs and time and has adverse environmental impact. They also propose ‘smoothing’ of timetables and the tackling of surges in traffic and bottlenecks, such as restrictions of arrivals before 6am and the designation procedures of runways which impede efficiency (AC, 2013d). Also considered are ‘mixed-mode’ operations which entail simultaneous use of runways for take-offs and landings. Through this mode, Heathrow expects to gain 15% in airport capacity without extra building (AOA, 2013). The Airports Commission rules out proposed mixed-mode operations suggesting its use when arrival delays arise and eventually to allow envisaged gradual traffic build up and increase in operations towards the opening of additional runways rather than a flood-gate of activity. In their consideration of noise pollution and impact on residents, the Commission recommends ending of simultaneous landings at both runways with an exception of times of disruption (AC, 2013d). Presently, Heathrow designates different runways for landings and departure which are switched daily at 3 pm to allow for respite for communities near the airport (AOA, 2013; FT, 2014). The Howard Davies Commission suggests that there might not be need for one huge hub airport as growth in recent years has come from low-cost carriers (AC, 2013a). This view makes the case for expansion of Gatwick Airport. In anticipation of confirmation of expansion priorities and solutions, airport bosses are at loggerheads with Gatwick bosses suggesting that it would not make business sense for their second runway if Heathrow is also given a green light for simultaneous expansion (AOA, 2013). This is in consideration of an extension of time to achieve return on investment from the expected 15-20 years to 30-40 years. Gatwick’s case is compelling given that it is cheaper, quicker, has significantly lower environmental impact and is the most deliverable solution in the short term (CAPA, 2013). Heathrow rejects this argument insisting there is a clear business case for a third runway regardless of development at Gatwick. With the airport operating at 98% of its capacity, they highlight potential for parallel growth delivering choice for passengers (AOA, 2013). Mayor Johnson is, however, opposed to Heathrow’s expansion citing the misery inflicted on a million people or more living in west London. He notes that there has been significantly more concern for the needs of passengers superseding the concerns of those on the ground. Johnson proposes focus on the new hub airport (Boris Island) to relieve impact on residents as well as to enhance UK’s competitiveness (Mayor of London, 2013). Supporters of Heathrow’s expansion say it will be quicker and will help to maintain the UK as an international aviation hub increasing global connections. Paris, Amsterdam and Frankfurt are closely competing for this business (DOT, 2013). Conclusion The examination of need for additional airport capacity and recommendation of solutions for the short, medium and long term, has taken the UK half a century and two commissions and still there is no confirmed venture despite the raft of proposals. The earlier Roskill Commission reached conclusions on four promising sites-including a new ‘Boris Island’ airport, which are still under consideration in the later commission the Howard Davies Airports Commission. Considering several arguments with regard to their mandate, the latter commission has proposed additional runways one at Gatwick and possibly two at Heathrow despite potential adverse effects to London residents. They are still to deliver a verdict on the new Thames Estuary project, promising a decision later in 2014 after evaluation. References Abelson, P. and A., Flowerdew, 1972. Roskills successful recommendation. In: Journal of the Royal Statistical Society. Vol. 135. No. 4, pp.467 Airports Committee, 2013a. Emerging thinking: Aviation Capacity in the UK. 7th October. Viewed from: https://www.gov.uk/government/news/aviation-capacity-in-the-uk-emerging-thinking Airports Commission, 2013b. Stakeholder responses to Airports Commission discussion papers. 25th October. Viewed from: https://www.gov.uk/government/publications/stakeholder-responses-to-airports-commission-discussion-papers Airports Commission, 2013c. Airports Commission discussion papers. 29th July. Viewed from: https://www.gov.uk/government/collections/airports-commission-discussion-papers2 Airports Commission, 2013d. Short and medium term options: proposals for making the best use of existing airport capacity. 7th August. Viewed from: https://www.gov.uk/government/publications/short-and-medium-term-options-proposals-for-making-the-best-use-of-existing-airport-capacity CAPA, 2013. The Davies Commission’s Interim Report on UK airports: the big loser remains UK competitiveness. Centre for Aviation. Department of Transport, 2003. The Future of Air Transport White Paper and the Civil Aviation Bill. [online] viewed on 14/1/2014 from: http://webarchive.nationalarchives.gov.uk/+/http:/www.dft.gov.uk/about/strategy/whitepapers Financial Times, 2014. Londons new airport held to ransom by folly. December, 2013 Helsey, M., and F., Codd, 2012. Aviation: proposals for an airport in the Thames estuary, 1945-2012. House of Commons Library. Viewed from: http://cambridgemba.files.wordpress.com/2012/02/sn4920-1946-2012-review.pdf House of Commons Hansard, 1971. Thhird London Airport (Roskill Commission Report). 4th March. Vol. 812. cc1912-2078. HC Mayor of London, 2013. Why London needs a new hub airport. Transport for London. Viewed from: tfl.gov.uk/corporate/projectsandschemes/26576.aspx Mishan, E., 1970. What is wrong with Roskill? London: London School of Economics Airports Operators Association, 2013. The Airport Operator, Autumn 2013. The Independent, 2014. Sir Howard Davies Airports Commission: Air travel could be transformed within a few years – with no more stacking. 17th December, 2013

Case Study Essay Example | Topics and Well Written Essays - 2000 words - 2

Case Study - Essay Example hematical scores of students, whereas the performance related pay has been an opportunity for the proponents of market-based governance seek to introduce private-sector management techniques into the public sector to lead to better out-puts, greater cost-efficiency, and a customer service ethos (Susan, 2006). The characteristics of the New Public Management involve the performance related pay which is considered to be interpretation of the public policy solution, with its focus on outputs, competition and in-centivisation (Lawrence, 2007). The performance related pay has materialized due to the implementation of the New Public Management, which has provided the public and the private sector with any opportunity to experience the competitive forces of the market, the introduction with the private sector management practices has the ostensible aim of increasing efficiency, creating an output focused culture and discouraging rent-seeking (Susan, 2006). The performance based pay practice is widely popular in the private sector, and has been a medium for the improvement of the results through the creation of the incentives for the employees (Terri, 2000). The concept of performance related pay is common in Australia, and the majority of the teachers and professionals associated with the academia have been paid pupils’ results as assessed in examinations, tests, and visits by invigilator (Susan, 2006). The implementation of the system was aimed at the improvement of the performance of the teachers, and to enhance the quality of education. It was believed that through provisions in the pay package of the teachers, the educational standard can be improved. The amendments in the performance based package were lastly proposed by the Federal Ministry Education, Science and Training, as per which the performance related pay is expected to be measured by principals, parents and students alike (Lawrence, 2007). In Australia, the teachers are offered annual increment, with