Timothy Treadwell Behavior Essay Example for Free

Timothy Treadwell Behavior Essay There’s a ton of mindfulness toward basic entitlements and creature pitilessness in the United States, there are a lot of basic entitlements associations that help us people in general find out about what befalls creatures when we don’t know or see. In any case, some lobbyist make the security of creatures their need throughout everyday life, even forthright to place them in peril to do what they believe is right. Timothy Treadwell, otherwise called Grizzly Man, did only that. Being an in-your-face extremist living with grizzlies so as to shield them from what he called â€Å"the shades of malice of men†. As per Anthrozoologist like Hal Herzog, the writer of â€Å"Some We Love, Some We Hate, Some We Eat†, Timothy Treadwell’s conduct can be clarified by his previous existence battles, his over affection for bears, and his excitement to make a move. How can somebody go from being an entertainer to a hold up under fan? Treadwell’s occupation is expressed just like an on-screen character on the grounds that that’s what he read for, yet it was something that he didn’t get fortunate in and therefor turned into a disappointed on-screen character. Reality with regards to Treadwell is that before you discovered his â€Å"calling† he was an exceptionally lost and miserable individual, in a portion of his recording saying â€Å"Nobody friggin’ realized that there are times when my life has been on the incline of death†. Treadwell subsequent to turning out to be alcoholic endure a close deadly heroin overdose causing him to understand that he needed to accomplish something in his life that was significant and that’s where the grizzlies completely changed him. Hal Herzog says â€Å"animal activism can give significance and reason to a person’s life† (Herzog 242), in the wake of concealing base Treadwell expected to make sense of what else he needed to do where he wouldn’t be judged, dismissed, and embarrassed by anybody. When Treadwell met his first bear, he discovered his calling, he discovered his significance throughout everyday life, he currently comprehended what his motivation was and that was to live among the earthy colored bears. As a result of his past circumstances and dissatisfactions, being separated from everyone else in the wild with animals that wouldn’t mind having him around and where inquisitive about him caused him to feel safe. In the film Treadwell shares how he can’t stand by to come back to Alaska when he leaves, he delighted in being out there in light of the fact that that was his protected zone in life away from all ‘evil’. That sheltered zone with the bears kept Treadwell at piece and gave him a personality, Hal Herzog giving a case of extremist that are lost on the planet and once they discover something worth battling for they get themselves and addition a character. Treadwell’s personality was Grizzly Man, his character invigorated him power and that helped him all through the ears with living with bears for 13 summers. There’s an adage that states â€Å"love kills† and you could say that regarding Timothy Treadwell’s demise, being assaulted and eaten by the exceptionally creature that he love the most makes you wonder why anybody could pass rationale and follow their heart. All through Werner Herzog’s film Treadwell yells, cries, and communic ates the amount he adores mountain bears, â€Å"I will bite the dust for these creatures! I will pass on for these creatures! I will kick the bucket for these creatures! † he said. Hal Herzog clarifies in a part that occasionally as opposed to following our heads we accept we ought to follow our hearts since that will lead us to satisfaction, â€Å"Our hearts are significantly more inclined to mistake than our heads†(Herzog 260). Treadwell’s heart was bears and helping the bears, but since of the over the top love he had transformed into the readiness to conflict with his rationale of living with wild creatures. He accepted that bears were his companions; he revealed to them he adored them and even petted them, Treadwell didn’t care about whatever else other than his companions in the wild whom he cherished and was happy to kick the bucket for them and dieed as a result of one. His fueling love that he had for these creatures, the living things that had spared his life and brought so much satisfaction, was a motivation behind why he chose to leave people and life in isolation with bears. â€Å"I am the Lord’s humble hireling. I am Allah’s devotee there has been a flat out wonder. It has come down 1. 65 creeps of downpour today† Treadwell said after a long dry spell influencing the creatures. Treadwell’s love drove him to make a move yet his excitement to go each late spring and go through months alone, his aspiration, want, and nervousness to be with bears was from his enthusiasm to give back. â€Å"The moral duty of activists appears from multiple points of view Sometimes the weight just gets too heavy† (Herzog 245), Treadwell felt like he claimed his life to the bears that he had a promise to them and was never to break it. In the wake of sparing his inner and physical self he expected to secure them and he did as much as possible, he cared for the creatures as though they were his family and when it got hard he just took it out on himself and never on the creatures in light of the fact that Treadwell accepted people were the issue not the bears. Treadwell needed to achieve what no other individual could do and that was to live inside wild creatures that had the solidarity to slaughter anybody, and his aspiration drove him to make a move, his adoration and pledge to the mountain bears. Timothy Treadwell’s demise was awful and not stunning at all in light of the fact that a great many people excepted that to occur, in the event that you solicited anybody what they thought from Treadwell choice to live with grizzlies they’d likely state he was insane. In any case, in all actuality he was insane yet insane in affection, in adoration with the creatures that had given him a reason throughout everyday life and had spared him from before. Timothy Treadwell didn’t need hurt for anybody or for anything, he simply needed to offer his thanks and love to the creatures that had changed his life for eternity.

Behaviour Self Management Essay

Conduct Self-Management Project to Increase Studying Behavior Modification is a strategy or approach utilized by social clinicians to adjust a specific conduct and is generally utilized in a clinical or instructive setting, especially with those with learning handicaps (Atherton, 2011). Additionally, it likewise viewed as a treatment approach, as it substitutes bothersome practices with wanted ones through the procedure of positive or negative support (Gary, 1988). Besides, conduct alteration has been utilized to treat various mental issues, for example, over the top habitual issue (OCD), consideration shortage hyperactivity issue (ADHD), fears, enuresis, summed up nervousness issue, detachment tension issue and some more. Hence, this procedure has likewise been utilized to address maladaptive practices by changing unwanted practices, for example, smoking, indulging, nail gnawing and others, as it means to energize the replacement of good practices, for example, contemplating, weight reduction and so on (O’Donohue and Ferguson, 2006). The standards of conduct alteration were first evolved by B. F Skinner, who had figured the idea of operant molding. Skinner, had built up the idea of uplifting feedback or discipline, whereby practices are changed or empowered through a prize framework. Besides, the operant molding hypothesis additionally expresses that for figuring out how to happen, it is significant that the subject is a functioning member (Sheldon, 1982). Furthermore, conduct alteration was likewise figured by Ivan Pavlov and is broadly known as old style molding, as it is simply founded on a boosts reaction equation. Other than that, Albert Bandura additionally added to conduct alteration standards, through his hypothesis of social demonstrating (Baldwin and Baldwin, 1981). The hypothesis expresses that learning happens because of duplicating or mimicking others, and is named as vicarious learning. Moreover, the hypothesis likewise expresses that outside reinforcers are significant in light of the fact that it empowers figuring out how to happen freely of the fortifications. Thus, conduct adjustment underlies various hypothetical positions with the end goal that human conduct can undoubtedly be impacted by the introduction of outcomes and could be reinforced if the conduct is trailed by remunerations, just as unacceptable whenever followed by negative results (Guez and Allen, 2000). Besides, human conduct isn't just constrained by inner elements, but at the same time is driven by outside variables, for example, social prizes like acclaims or blessings. Along these lines, the standards of conduct alteration is distinctive contrasted with different strategies in evolving practices, since it tends to the encompassing variables just as individual factors that can advance or crash conduct change. Moreover, conduct change has likewise demonstrated its viability in expanding student’s proper study hall practices. An investigation had utilized conduct change in two second grade Negro young ladies in a showing school for the socially denied (Wasik, Senn, Welch, and Cooper, 1969). Information gathered in the investigation depended on type, span, and recurrence of teacher’s verbal connections with the understudy. The investigation additionally had actualized an ABAB plan, while treatment included positive social fortification when suitable practices happened. Discipline had incorporated the utilization of break from social fortifications, as these practices were dependent upon unseemly enticing practices. It was seen that following 25 days, alluring conduct in the study hall had expanded strikingly from 80. % in standard to 99. 20% in treatment and kept on staying high significantly following three months. Subsequently, this shows conduct adjustment is a compelling strategy to increment alluring practices. Target Behavior It is basic and significant that the objective conduct an individual needs to change is operationally characterized. The specific conduct would likewise require appraisal, through assortment of the gauge information. Besides, the conduct that I need to change is to expand my considering conduct, which is a social deficiency. Since the time I was in school, I was constantly known to concentrate towards the finish of the semester and could for the most part be considered as a minute ago examining. In this way, I would will in general be effortlessly diverted by outer boosts, for example, watching motion pictures or arrangement on the PC, calling up companions and talking for a considerable length of time just as handily convinced to go out. I have been known since youthful to be exceptionally cordial, in this way at whatever point companions call and request that I get together with them, I will undoubtedly go. Along these lines, it for the most part postpones my capacity to follow my contemplating plan that I have made before the semester begins. Besides, my primary predecessor that incapable me to finish my recommended two hours considering every night each weekday is likewise in light of the fact that I tend to download motion pictures or arrangement on the PC and squandering 4 hours or all the more watching it. There are likewise results that I face on account of my lingering to contemplate, in light of the fact that in the wake of viewing these arrangement, I would just will in general examination not exactly an hour or not in the slightest degree in the event that I am worn out. Therefore, I would pack all the materials during study week and wind up being depleted. This additionally is an explanation with respect to why I will in general get sick during test week, since it makes me have significant level of pressure and thus would influence my wellbeing. Consequently, these are substantial reasons with respect to why I have a feeling that I have to change my conduct and begin concentrating more hours as I ought to so I would not be worried during tests. Other than that, stress could likewise cause ulcers and the basic cold, which thus could be a misfortune to me during test week as I am inclined to get ulcers. Moreover, it would likewise permit me to concentrate more to improve my evaluation appraisals to my desires as I will before long total my undergrad program. Other than that, expanding my considering conduct would likewise permit me to get adequate rest and rest for the up and coming test and it would likewise profit me as far as dealing with my time productively. Technique Design The plan that I have decided for this specific self administration venture is the ABAB inversion structure. This plan speaks to the endeavor to initially gauge the standard, the treatment that follows the underlying pattern, the presentation of the subsequent benchmark just as the reintroduction of the treatment once more. Furthermore, this strategy for application distinguishes the impacts of treatment and measure what happens when treatment is expelled. Thus, this exploration configuration would help build up whether useful relationship exists between the objective conduct and mediation. Materials The materials utilized in this task incorporate an organized journal that is recorded in the PC, conduct contract, handphone, post-it notes, playing a game of cards and updates. System Additionally, for this specific conduct change venture, the operational definition is first characterized as perusing pages from the course book and underlining just as understanding sentences in the content and perusing notes from the talks for two hours. Besides, the conduct would be recorded through self checking during benchmark and treatment period as the conduct doesn't happen regularly for the duration of the day and it possibly happens during the period when nobody else is around to watch. The observational period is recorded in the characteristic setting, which is in the investigation room at my home, and it is the place contemplating conduct commonly happens. The kind of social account utilized is the span recording, whereby reading conduct is watched for two hours, between 8. 30p. m to 10. 0p. m on weekdays as it were. Next, so as to expand contemplating conduct during weekdays, a summed up molded reinforcer, which is the token economy framework is utilized in light of the fact that it fortifies the conduct and limits the need to utilize responsive techniques to manage difficulties just as it empowers the capacity to match up with an assortment of different reinforcers. What's more, the token economy is a playing card with my housemate’s signature on it, and one card would be given every day, at whatever point the ideal conduct happened in any event 2 hours per day. Besides, the obtained tokens would be qualified to exchange with specific benefits and would be relinquished if the conduct doesn't meet the normal necessities. Subsequently, an assortment of reinforcement strengthens are utilized in return with the aggregated playing a game of cards on each Friday to decide the sort of benefits that would be given and additional data is given in the conduct contract (Appendix A). Other than that, discipline would be given in the event that I neglect to meet the normal necessity. Furthermore, the timetable of support picked for this specific task is fixed interim, whereby contemplating conduct is strengthened just in the event that it happens for at any rate two hours. The conduct event would likewise be recorded in the PC, as the conduct happens at home in the investigation room. Other than that, during the treatment time frame, my companions and housemate have additionally vowed to give me social help and fortifications. Likewise, different kinds of reaction and improvement prompts are additionally utilized in this task. Verbal prompts, for example, suggestions to examine are utilized by companions and housemates to bring out the ideal conduct in myself. They will do this by not convincing me to go out with them and reminding me to concentrate. Moreover, ecological prompts are additionally utilized in this undertaking, for example, post its on the mirror, PC in the examination room and class document that I convey to class each day, just as utilizing the hand telephone to set caution to contemplate. Furthermore, inside brief blurring was utilized in the second treatment time frame, for reaction prompts, whereby companions and sweetheart gave less verbal prompts as the week advanced during treatment period. Next, boost blurring was additionally utilized in the sec

Developing Your Writing Style

Developing Your Writing Style Sometimes, you can come across a piece of writing in a magazine or a book, and, without looking at the authors name already know who wrote it. Who else but J.D. Salinger could write such agonizingly existential yet scorchingly judgmental phrases? Theres a reason why Gabriel Garcia Marquez is credited with inventing magical realism. Who but Elizabeth Gilbert makes you feel like youre reading your best friends diary? Would anyone ever mistake Normal Mailers work for Toni Morrisons? You can pick these voices out from a crowd because they are from writers who have a distinct writing style. But why does that matter? Why do I need a writing style? Your writing style is your trademark. Whether you are a blogger, a content writer, an academic or a novelist, developing a style is an important step in your writing life. It not only helps you grow your brand, it also helps you write more and better. If your writing voice is already well-honed, its easier for you to jump into a new piece. You start to lose that fear of “how do I begin?” Your writing voice, once its developed, serves as your guide. So, how exactly do you develop a writing style? Here are some tips: Read a lot of other peoples work Read a lot of the genre you want to write. Gather a collection of the top writers in that area and read their work. Dont read for information or entertainment. Dissect their work to determine their style. A blogger who always includes interesting personal experiences that tie to his theme vs. a blogger that tends to quote a lot of stats and news stories. A horror fiction writer who goes right for the gore vs. a horror fiction writer who sets up a creepy psychological landscape. An academic writer who has a conversational tone vs. an academic writer who is more conservative and scholarly in tone. Keep dissecting and notice more about the tone. Does one writer tend to be humorous while another tends to plummet into political apathy? What are key words and phrases they might tend to us? Are their sentences long and descriptive or short and informative? Now read your own work If youve already written some pieces, be it blog posts, essays or even books, go through some of your own writing with the same discerning eye. Pick out things you notice about your own style: key phrases, tone, sentence structure and length. Do you get to the point right away or do you take your time building a case? Do you tend to write long descriptive passages or are you focused on action and moving the story forward? What are the things you want to change? What are the things you want to develop more? Write what you know This is what most authors do anyway. Your surroundings are often your inspiration. Even fantasy and science fiction sometimes have characters and settings culled from the authors real life. Writing what you know already takes some of the pressure off of having to imagine a unique story. Write an autobiographical piece about your family. What do you have to say about where you came from, how you grew up? Let loose and dont hold back. Dont think about how someone would feel if you wrote that about them. Say exactly what you think. Having the courage to tell the truth is perhaps half the battle to developing your style. Have you ever read any of David Sedaris work? It teems with jaw-dropping anecdotes about his family. Totally no holds barred. Sometimes I cover my mouth in delight and then wonder, “How could he write that about his mother? No, how could he publish that about his mother?” That is his style: caustic humor and brutal honesty. Starting with writing about something familiar is a good way to develop your own writing style. If youre writing content, the same holds true. Dont try to write content about technological gadgets when your background is in Italian Renaissance Art.Write what you know. A writer can write just as eloquently about technology as another writer writes about art. The trick is to be familiar with your subject. Have the guts to be yourself Writing takes a lot of courage. You are exposing your thoughts, opinions, fears, emotions and, sometimes, your soul to a group of strangers. Who may actually behave very cruelly in their criticism. In order to survive as a writer, you have to be able to get past your fear of judgement and failure and have the guts to express yourself. In your own way. Not in a way that you think someone would like. In the way that you like. Like any other endeavor, be it becoming a star athlete, a world class opera singer or a celebrated painter, you must have courage. What if Jackson Pollack thought, “Oh no, I cant develop this drip paint style. Nobody will like it. Nobody will understand it. Id better just paint some landscapes.” Dont be afraid to develop your voice. Its the unique gift that only you can give. Freewrite Doing freewriting exercises can really help uncover your writing style. In freewriting youre tapping into your brains subconscious and letting out anything that comes up. Without filters or worrying about spelling or grammar or if something even makes sense, youre spilling out a raw form of your writing style. Do a lot of freewrite exercises over the course of a month and see if you can determine a common thread in them that you want to pick out and develop. Find out who you are Well, this may sound like a tall order, but when youre developing a style, it really comes down to defining your vision of the world. Are you an optimist or a pessimist? Are you a hedonist or a pragmatist? Are you a poet or a detective novelist? Writers often write because they feel they have something they want to share. What is it that you essentially want to share?

SDSU Acceptance Rate, SAT/ACT Scores, GPA

San Diego State University (SDSU)  is a public research university with an acceptance rate of 34%. San Diego State University is part of the  California State University. The 293-acre campus is located on the northeastern edge of the city. The college ranks highly for study abroad, and SDSU students have a choice of 350 study abroad programs. The university has an active Greek system with nearly 50 fraternities and sororities. SDSUs strengths in the liberal arts and sciences earned it a chapter of  Phi Beta Kappa. In athletics, the San Diego State Aztecs compete in the NCAA Division I  Mountain West Conference. Considering applying to San Diego State University? Here are the admissions statistics you should know, including average SAT/ACT scores and GPAs of admitted students. Acceptance Rate During the 2017-18 admissions cycle, San Diego State University had an acceptance rate of 34%. This means that for every 100 students who applied, 34 students were admitted, making SDSUs admissions process competitive. Admissions Statics (2017-18) Number of Applicants 69,043 Percent Admitted 34% Percent Admitted Who Enrolled (Yield) 24% SAT Scores and Requirements San Diego State University requires that all applicants submit either SAT or ACT scores. During the 2017-18 admissions cycle, 84% of admitted students submitted SAT scores. SAT Range (Admitted Students) Section 25th Percentile 75th Percentile ERW 560 650 Math 550 660 ERW=Evidence-Based Reading and Writing This admissions data tells us that most of SDSUs admitted students fall within the top 35% nationally on the SAT. For the evidence-based reading and writing section, 50% of students admitted to SDSU scored between 560 and 650, while 25% scored below 560 and 25% scored above 650. On the math section, 50% of students admitted to SDSU scored between 550 and 660, while 25% scored below 550 and 25% scored above 660. Applicants with a composite SAT score of 1310 or higher will have particularly competitive chances at San Diego State University. Requirements San Diego State University does not require the SAT writing section. SAT Subject tests are not required by SDSU. ACT Scores and Requirements San Diego State University requires that all applicants submit either SAT or ACT scores. During the 2017-18 admissions cycle, 43% of admitted students submitted ACT scores. ACT Range (Admitted Students) Section 25th Percentile 75th Percentile English 22 29 Math 22 27 Composite 22 28 This admissions data tells us that most of SDSUs admitted students fall within the top 37% nationally on the ACT. The middle 50% of students admitted to San Diego State University received a composite ACT score between 22 and 28, while 25% scored above 28 and 25% scored below 22. Requirements Note that SDSU does not superscore ACT results; your highest composite ACT score will be considered. San Diego State does not require the ACT writing section. GPA In 2018, the average high school GPA for freshman admitted to SDSU was 3.73. These results suggest that most successful applicants to San Diego State University have primarily A and B grades. Self-Reported GPA/SAT/ACT Graph San Diego State University Applicants Self-Reported GPA/SAT/ACT Graph. Data courtesy of Cappex. The admissions data in the graph is self-reported by applicants to San Diego State University. GPAs are unweighted. Find out how you compare to accepted students, see the real-time graph, and calculate your chances of getting in with a free Cappex account. Admissions Chances San Diego State University is one of the larger and more selective universities in the California State University System. Roughly one-third of applicants are accepted. The green and blue dots in the above graph represent accepted students. The majority of successful applicants had B averages or higher, SAT scores (ERWM) of 950 or higher, and ACT scores of 20  or better. Higher grades and test scores improve your chances of admission significantly. Youll notice that some students with lower grades and scores were accepted, and also that there are many spots of red (rejected students) in the middle of the graph. Some students with grades and test scores that seem to be on target for San Diego State University will still be rejected. What makes the difference between an acceptance and a rejection? Unlike the University of California System, the California State University admission process is not holistic. Except for EOP (Educational Opportunity Program) students, applicants do not need to submit letters of recommendation or an application essay, and extracurricular involvement is not part of the standard application. Instead admissions is based primarily on GPA and test scores. The reasons why an applicant with adequate scores and grades would be rejected tends to come down to factors such as insufficient college preparatory classes, high school classes that werent challenging, or an incomplete application. All admissions data has been sourced from the  National Center for Education Statistics  and  San Diego State University Undergraduate Admissions Office.

The Price Of Happiness By Carl Richards - 978 Words

The Price of Happiness Does the thought of a brand new pair of shoes fill your heart with joy? If so, would you still feel the same about those same shoes ten years from now? Most likely, the answer to the second question is no. That is the point that Carl Richards is trying to make in the article, The Odd Relationship between Money and Happiness. When searching for a topic to write about, I came across this article. I found it on the New York Times website. Richards claim is that money does not contribute to happiness, overall. This is because having money will always lead to the desire of feeling the need to have more, whether it is luxuries or money, itself. Although I agree with Richards up to a point, I cannot accept his overriding assumption that money does not support happiness. Richards’ article is to serve an important message: that money is not the key to true happiness. He believes that there is not a correlation between money and happiness and that you certainly cannot buy it. He explains that money may attempt to pursue happiness, but will fail. He points out that there are so many people who are happier with less than what most people have. In the 6th paragraph, Richards states, â€Å"If you believe that happiness can be reduced to a functional equation up to $75,000, then how can you explain all those stories of people around the world with very little money and a whole lot of happiness (Richards 2)?† What he means by this is that, if someone lessShow MoreRelatedThe Rise Of Wealth And Wealth1595 Words   |  7 Pages Revision In today’s society, wealth and riches is something that does not come along easily. Wealth is something you must work hard for or be born into. One believes money is the only thing that can cause happiness. Honestly, have you ever seen a sad rich person? Probably not. Wealth has a mindset built around it. 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A Research Study On An Imaginary Team Essay - 1373 Words

To reply this question, this time again, I will use an imaginary team, who will work with me to conduct this research study. Before to address our reply, I think we are already able to construct our sample of the potential estimates- who are the potential ex-gang members. After the weekly reading, we can already construct a picture of the process, based, as always, on several factors, such as :race, age, gender. , which are known to us from the reading but also through the asked question. Now, we have several answers, as: our selected simple is consistent from the white males gang members of 20-25 yo, from the city of Chicago, who will decide on their gang s membership desistence. From Pyros (2013) we know that â€Å" according to statistic, (...) Males, Blacks, and Hispanics remained in gangs over longer time periods than their female and White counterparts.† Consequently, we can pre- estimade the membership drop process will be easier for our sample of white male members than in case of black males. However, giving the information of their territorial disposition, Chicago, we can imagine that this fact can be considered as a brake more than something else. Other important factors we know, that Conclusion: Seeing that the researchers affirmed the â€Å" enduring impact of gang membership†and â€Å"gang ties persistence regardless of motive or method† (Pyrooz and Decker, 2011) And â€Å"a growing body of literature suggests the influence of gang membership extends beyond periodsShow MoreRelatedArticle Review1471 Words   |  6 PagesThe Harvard team gathered data from all cancer patients who were treated at Dana-Farber/Brigham and Women’s Cancer Center over the past ten years. 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The Effectiveness of Chlorhexidine in Prevention

Question: Describe the effectiveness of mouthwash using a chlorhexidine solutions in the adult patients in reducing the prevalence of ventilated associated pneumonia in adult ICU? Answer: The effectiveness of chlorhexidine in prevention of ventilator associated pneumonia Area of Practice Adult surgical intensive care unit with 100 beds in ICU and more than 1500 beds in the hospital. Type of research Randomized control trial were studied on critically ill patients that met the criteria for inclusion. Discussion - Mechanical ventilation is a major system of providing support used in around thirty percent of the patients admitted in the Intensive Care Unit (ICU). Around 9- 27% of these patients who are put on mechanical ventilators develop Ventilator Associated Pneumonia (VAP). And a more horrifying fact is that out of these patients the mortality rate for these patients is as high as 33-50%. If the patient is on mechanical ventilator for 48 hours or more after intubation and previously did not have the disease, then he can be said to have developed Ventilator Associated Pneumonia. Cause - In 50% of the patients developing respiratory infection, the pathogen responsible for VAP is the same as found at the gingivo-dental level. Therefore the teeth are become a major reservoir for the pathogens and decontamination of the area with antibacterial-antiseptic solution like chlorhexidine will help to reduce the incidence of the disease. Chlorhexidine is a cationic chloro-phenylbis-biguanide antiseptic agent which binds to the oral tissue and slowly releases the antiseptic solution causing long period of antibacterial action because of which it is used in ICU patients. Results - Randomized control trials(RCT) to investigate effectiveness of use of chlorhexidine in preventing VAP in adult patients versus control or other placebos conclude that there was 36% higher incidence of VAP in ICU patients in control group than the patients receiving chlorhexidine. We may also conclude that 2% chlorhexidine is most effective in reducing the development of VAP. A meta-analysis also concluded that chlorhexidine is a safe and cost effective antiseptic in preventing VAP in adult ventilated patients in ICU. References 1. Snyders,O Khondowe,O Bell,J, Oral chlorhexidine in the prevention of ventilatoe associated pneumonia in critically ill adults in the ICU: a systematic review, SAJCC, November 2011, Vol 27 No. 2, Pg 48-562. Balamurgan,E Kanimozhi,A Kumari,G, Effectiveness of chlorhexidine oral decontamination in reducing the incidence of ventilator associated pneumonia: a meta-analysis, March 2012, British journal of medical practioners, Vol 5 No 1 Pg 6-103. Berry,A Davidson,P Masters,J Rolls,K Systematic literature: review of oral hygiene practices for intensive care patients receiving mechanical ventilation, November 2007, Vol 16 No 6 Pg 552-5624. Safdar,N Dezfulian,C Collard,H Saint,S, Clinical and economic consequences of ventilator-associated pneumonia: a systematic review, 2005, Vol 33 No 10 Pg 2184-2193 5. Sharma,S Kaur,J, Randomized control trial on efficacy of chlorhexidine mouth care in prevention of ventilator associated pneumonia(VAP),April 2012, Nursing and midwifery research journal, Vol 8 No 2 Pg 169-178

Injection Molding Essays (944 words) - Injection Molding

Injection Molding Injection Molding Injection molding is a process used to form products from plastic. The process requires a mold, clamping component, injection unit, and some sort of plastic. As time has advanced so has injection molding by developing new techniques and new products to aid in the manufacturing of the injection molded parts. Injection molding was used as early as the 1860's. It can be used to form many different products. Whether the products are small, large, complex, or simple they can be produced. Injection molding has derived from metal die casting. However, the polymer can't just be poured into a mold, it has to be forced into the mold cavity. The polymer is forced into the mold and pressure is held on it to avoid shrinkage in the mold cavity as it cools. Injection molding is capable of producing a large number of parts with very high precision. All thermoplastics except polytetraflouroethylene (PTFE), polyamides, and some aromatic polyesters can be used by the injection molding machine. Some thermosetting plastics can also be used. The typical fabrication process can be done by one of two different types of injection molding equipment. Either a plunger, or reciprocating screw type machine can be used. The process starts by melting the polymer resin. Once the resin is melted, a mold is placed in the clamping unit. The clamping unit is to hold the mold together. The plunger or reciprocating screw then force the polymer resin into the mold. In the plunger operated machine, the plunger is hydraulically operated. This forces the plastic through a heated area, where it is then spread into a thin layer by the torpedo. Then the melt comes to the nozzle and is injected into the mold. The reciprocating screw rotates, this moves the polymer resin forward for injection. As the screw rotates it acts to melt, mix, and pump the polymer to prepare it for injection. The reciprocating screw machine is the most widely used of the two machines. Once the polymer resin is injected into the mold cavity, the mold is allowed to cool. The mold has a gate, which limits back flow and directs the flow of the melt into the mold cavity. Once the mold has cooled and the polymer has solidified the mold can be removed and the part can be ejected. When the gate freezes, the screw begins to rotate again and the part is ejected. This completes the cycle time. Cycle times range due to the amount of time the polymer needs to cure or solidify. This is called the hold time. Some advantages of injection molding are high production rates, design flexibility, low tolerances, can process wide range of materials, low labor, little or no finishing, and scrap is held to a minimum. However, some disadvantages are high startup and running costs, part must be designed for effective molding, accurate cost prediction is difficult, and machine cost is very high. The high tooling costs come from the molds being built to a high level of precision. The molds are usually constructed of hardened tool steel, and aluminum or other soft metals when tooling life is not an issue. Tooling costs can range from $5,000 to $100,000. However, there are some parts that can not be formed by any other method of processing except injection molding. These parts typically become feasible around 1,000 pieces. To go with the high tooling costs there are a large number of variables that go along with it. Injection molding machines may require special plant services that other equipment does not. As technology advances so must the industry to keep up production. One way injection molding is keeping up is by becoming automated. Usually, operators are placing parts into molds, and then taking the parts out. Now, robotic devices are being used to place inserts before molding and remove parts after molding as well as a host of other operations as well. Not only does the robotics speed up the process, but makes it much more cost effective. Another way industry is trying to keep up with technology is by using computer software. The software is called ?Mold Adviser,? which is a mold design and analysis package that can be used to help speed up operations while reducing tooling costs. Using the past standard operation of designing molds a company could easily waste six to twelve weeks and anywhere from $30,000 to $40,000 on fixing a mold that has a problem with filling correctly. The new software

Free Essays on Appearance In Frankenstein

You’re Ugly, but We Can Still be Friends When the question of why we are such a judgmental and superficial culture comes about the answers seem to be everywhere. From day one we are unintentionally taught to label and categorize everything and everyone. It seems that human nature is to put things into groups and separate things, especially since the Greeks began to categorize and bring science into the world. Our culture has evolved into an appearance driven monster but the roots have grown stronger, when the ignorance of many has led to the enslavement of a race of people. If we continue to base our culture on appearance the downward spiral will continue and our culture will continue to regress; before we know it Arnold Schwarzenegger will be the governor of California....wait a minute. One word has been the cause of reversion and destruction of values, after years of great strides toward equality, â€Å"sex† has become a tool used by the media to get ratings and advertize. We are sold things by sexually appealing actors or models that tell us that if we â€Å"use MetRx† we can get buff, and if we â€Å"use Covergirl† we can be as pretty or strong as the people we idolize. I feel sad when I think about losing that job at Albertson’s because I wasn’t dressed in a suit. If they had possibly asked me a few questions about my qualifications they may have realized that I was more qualified to work there than 90 percent of their employees. Instead they saw that I wasn’t dressed in slacks and assumed that I couldn’t stock shelves as well as others, which is absurd, much like the idea of first impressions, and how people look. Although the characters in Mary Shelly’s Frankenstein live in a different time period, their basis of ones character seems to be almost solely founded on how someone looks. Putting people into categories is not a new problem by any means because it has been rooted deep in human history. It seems as though it... Free Essays on Appearance In Frankenstein Free Essays on Appearance In Frankenstein You’re Ugly, but We Can Still be Friends When the question of why we are such a judgmental and superficial culture comes about the answers seem to be everywhere. From day one we are unintentionally taught to label and categorize everything and everyone. It seems that human nature is to put things into groups and separate things, especially since the Greeks began to categorize and bring science into the world. Our culture has evolved into an appearance driven monster but the roots have grown stronger, when the ignorance of many has led to the enslavement of a race of people. If we continue to base our culture on appearance the downward spiral will continue and our culture will continue to regress; before we know it Arnold Schwarzenegger will be the governor of California....wait a minute. One word has been the cause of reversion and destruction of values, after years of great strides toward equality, â€Å"sex† has become a tool used by the media to get ratings and advertize. We are sold things by sexually appealing actors or models that tell us that if we â€Å"use MetRx† we can get buff, and if we â€Å"use Covergirl† we can be as pretty or strong as the people we idolize. I feel sad when I think about losing that job at Albertson’s because I wasn’t dressed in a suit. If they had possibly asked me a few questions about my qualifications they may have realized that I was more qualified to work there than 90 percent of their employees. Instead they saw that I wasn’t dressed in slacks and assumed that I couldn’t stock shelves as well as others, which is absurd, much like the idea of first impressions, and how people look. Although the characters in Mary Shelly’s Frankenstein live in a different time period, their basis of ones character seems to be almost solely founded on how someone looks. Putting people into categories is not a new problem by any means because it has been rooted deep in human history. It seems as though it...

Porter Novelli Research Paper Example | Topics and Well Written Essays - 1500 words

Porter Novelli - Research Paper Example On the other hand, strategic leaders develop strategic visions and mission to guide performance management. Heckman (2011) argues that the leaders create ideas aligned with the imagination and energies of the employees. Ideally, the strategic leader understands the ultimate task of aligning human resources to the human vision. However, they usually attach the vision to the organizational values to enhance greater performance. Properly designed ideas move the enterprise, value the past and looks at improved future returns. Furthermore, the strategic leaders articulate a separate mission of the company to guide the behavior of the stakeholders of the organization. The mission is a valuable tool for an organization that is used to describe why the organization exists. According to Bourne, Melnyk, and Faull (2007), strategic leaders formulate good mission statements with a unique contribution to the attitudes of the employees and customers. Besides, strategic leaders set goals and objectives that drive performance. The strategic kicks usually begin with the leader setting strategic goals and achievable objectives. According to Venkateswara (2004), this is what drives good performance within the organization as well as enhancing commitments in executing the tasks. Mostly, strategic leaders set measurable goals then build attainment incentives to ensure the employees work hard towards achieving them. The incentives tend to motivate and realize the goal-attaining behavior to the employees. Subsequently, strategic leaders craft effective strategies that enhance performance management within the organization. According to Demartini (2013), crafting of strategies aligns the activities with the available resources of the organization. In fact, the essence of the strategy helps the leaders in choosing what to do and what not to do. Specifically, this directs the efforts on what should be done, and this enables the organization to operate at its

Effects of Climatic Changes Essay Example | Topics and Well Written Essays - 750 words

Effects of Climatic Changes - Essay Example These gases in turn deplete the ozone layer and the green house hence leads to climatic change. This paper will explain in depth why there is much effect on developed countries by climate change compared to developing countries. This will be done by presentation of points of view and summarizing by picking on the best. Climatic changes Global warming is one of the greatest hazards facing the universe today. This heat from global warming cause’s oceans and atmosphere to heat up, and leads to changes in climate that poses a great threat to the universe (World Resources Institute (WRI), 2000). Global warming is majorly triggered by activities carried out by man, for instance burning of charcoal. Scientists have forecast global warming that will be accompanied adverse effects. The warming cause’s deaths from extreme cold and hot conditions, extreme weather as drought and floods, pathogens spread to other areas of a new invasion, changes in yields of agriculture, erosion, gl aciations and host many other effects. The effects will be of more harm to countries that are poverty stricken because of their locations, which hinder them from adaptation. However, one reason for not ignoring the changes due to its uncertainty is that it can be mitigated. Victims from global warming effects can also be helped out by aiding them to adapt to the changes. It is illogical to wait for solutions from methods of science provided that the harm is to extend to other areas. Only Americans are still in doubt of global warming and its aftermath and prevention of the act. The delays brought by debates in the US are projected to be of great harm as a result of suffering and hardship. Industrialized countries are believed to have greatly contributed to effects of global warming like changes in temperature and hindering ways of dealing with them (World Resources Institute (WRI), 2000). Currently, the emission of carbon dioxide that mainly emanates from coal burning, oil, and foss il fuels are from these industries. All the responsibility is borne by the U.S.A. They are the major emitters of the gases produced by the green house. In contradiction, the emission of these gases by countries stricken by poverty is from consumption of essential goods and services. Therefore, U.S.A. should wholly responsible for the eradication of this hazard in the globe as a whole. Treaties have been signed by nations on climate change. However, they acted less compared to the extent of the crisis to act out on them. In 1992, a framework was put in place to ensure that the levels of gaseous emissions reduced. However, most countries never adhered to it. In particular, the United States went against that by increment of their levels of emissions. However, the poverty-stricken countries were politely advised to minimize their levels of emissions as they were surpassing the primary source. Arguments arose that cuts were to be imposed on both developing and developed countries. The d eveloped states were to be exposed to big cuts in relation to rights to emitting of gases while the poor states were to be exposed to increases on these cuts. On the other hand, a practical argument was that, the same per capita should be entitled to emission of gases trading and shifting to sources that can be renewed (World Resources Institute (WRI), 2000). In general, these emissions have profound effects on the United States. The big question is if the powerful United States will accept to change their ways of living. To them

Individual Assignment and Chart Essay Example for Free

Individual Assignment and Chart Essay Curriculum history is important to educators just as the general history of a country is important to historians and politicians. Much can be learned from the successes and the failures of the past. Traditional education in Japan follows societal norms in stressing respect for order and for group goals. The schools stress self-evaluation, hard work, and organization. Schools actively teach morals and values in order to develop individuals of character that will function in society as educated and moral. Japanese formal education in began with adherence to Buddhism and Confucianism. Later, studies in sciences were added, and Japan slowly began to adopt more western styles of education. Briefly, the schools were used as military and nationalistic training grounds during WWI and WWII (Hood, 2001). Over the last fifty years, schools in Japan have been evolving further. After WWII, a call to return to leadership and societal welfare in education was initiated. Schools were strictly centered around community goals and common curriculums. In the 1980s, unfortunately, an increase in youth violence began to worry Japanese citizens about their future. Focus turned to the morals based education of centuries before. In the late 1990s, the cold war era was over. The Ministry felt as if they could relax the six day long weeks and long days (Japan, 2006). Part of this change in philosophy could be due to changes in competition for universities. Previously, competition for admission into Japanese universities was cutthroat, but now, with a reduction in the number of children being born, schools are competing for students (Hood, 2001). In a way, this has given students more power to seek the types of education they most need. In addition, Japan is also loosening its governmental hold on curriculum and allowing from more flexibility in curriculum through site-based decision-making (Komatsu, 2002). Schools are now able to select textbooks from a group of sources. Recently, controversy has arisen as to which history textbooks to choose. In 1997, a group was formed to create and market a revision of Japanese history for incorporation into school history textbooks. This group was primarily interested in revising the presentation of Japan’s execution of militaristic procedures. Unfortunately, even with its widespread promotion efforts, the revised textbook failed to gain a foothold in Japanese schools. Only a few private schools in one small area of Tokyo was willing to give the book a chance (Masalksi, 2002). Not all things in Japan’s educational system are open to change. Before, Japanese teachers had very little autonomy in determining what they would teach even though they held positions of high respect in the community. Now, individual schools and teachers will be able to decide on curriculum issues that best meet the needs of their students. â€Å"The general principle of curriculum organisation is changing from the idea of providing a common education for all children to one of providing different education for various children† (Komatsu, 2002, p. 53). The 2002 Rainbow Plan mirrors the change in philosophy towards more democratic ideals. The government is continuing to relinquish more control to the schools’ local administrations (Japan, 2006). In the future, Japanese education will continue to follow Western trends. One such trend will be in technology and information. While Japan is a world leader in electronics technology, its individual and student use of the internet lags behind. This is primarily because 80% of the internet content is in English. As a result, Japanese students need to be learning both spoken and written English and how to use the internet at younger ages (McCarty, 2000). Clearly, Japanese education will begin to include more intensive English and computer technology classes in early education for its students. Another trend in Japanese education must certainly be increased funding for higher education. Even though the number of teenagers in Japan is lower, over 40 % of them do attend universities. However, government funding for universities is low. Dr. Akito Arima, former Minister of Education, notes that while the United States spends about one percent of its Gross Domestic Product (GDP) on educational funding, Japan spends less than half of one percent in the same manner. However, Japan is second only to the United States in the number of students who attend college. The funding for private universities is even lower, even though 75% of college students attend private universities. â€Å"In this respect, one should note the contradiction between the high proportion of people who move on to higher education, and the low public expenditure ratio. This demonstrates that university education in Japan is seriously under-funded† (Arima, 2002). If college education remains under-funded, many secondary students may turn away from it, thinking that it has less to offer than before. If birth rates should rise in the future, this burden will become more pronounced. Funding will definitely have to be initiated in order to keep young students setting college educations as their goal. Ironically, the US and Japan seem to be crossing each other in the middle of the curriculum spectrum. While Japan is recognizing the individuality of each student and allowing him to seek his own educational goals with flexible programs of study, the US is getting much more rigid with the enactment of NCLB and strict state testing plans and pacing guides. One might wonder if the US will notice a similar increase in youth discontent as a result.

Carribbean Mist :: essays research papers

Caribbean Mist Web Project Recommendation Report Overview This report provides Caribbean Mist Inc. Tanning Spa, with a well detailed recommendation for a web site that would cater to the company’s needs. In order to create a good web site and write a good report we need to have a general understanding of your needs. From our extensive research we can see that the main goal for the company’s web site is to attract more customers and provide customers with more information regarding your services. Both goals are addressed in the recommendations for the web site so that it will achieve its full potential. In this report we will analyze and contextualize our team’s field research so that we can give recommendations for a web site that meets the standards of Caribbean Mist. After looking over what we had gathered from our research we began to see what Caribbean Mist is looking for in this web site and what restrictions and standards you are forced to comply with. The report provides recommendations for advertising for the web site, web site design, where to host the web site, and the context on the web site. Each recommendation is well stated and provides descriptive steps or actions, supported by research, that the company must perform in order to fulfill the recommendation. Along with the description, we will provide a rationale on why the option we chose will best suit your needs. Lastly, each recommendation presents Caribbean Mist with a step by step procedure of what needs to be done and how long it will take. To assist Caribbean Mist with our recommendations, we have also i ncluded a cost analysis of each recommendation that is given so that you will know exactly how much each step will cost and how much money will be needed to get the project started. Analysis Our team executed a number of things to produce our recommendations. We did field research, an interview, and market research. Our field research consisted of an in-depth observation of Caribbean Mist while they were open for business. This gave us a better idea of what types of customers come into Caribbean Mist and how often. We also conducted an interview with the manager to get a better idea of what Caribbean Mist wants in a web site. We conducted market research by examining other tanning company web sites to see what is popular in the industry.

Motivational techniques used by infosys Essay

Staff surveys are usually very helpful in establishing whether staffs in your company are motivated and therefore performing to best effect. Aside from the information that questionnaires reveal, the process of involving and consulting with staff is hugely beneficial and motivational in its own right, (see the ‘Hawthorne Effect’). Whilst your survey will be unique to your company, your staff issues, your industry and culture, some useful generic guidelines apply to most situations. Although not exhaustive, the following ten points may help you cover the relevant subject areas and help towards establishing facts rather than making assumptions about motivation when designing your own questionnaires on employee motivation. Ten tips for questionnaires on employee motivation 1. What is the ‘primary aim’ of your company? Your employees may be more motivated if they understand the primary aim of your business. Ask questions to establish how clear they are about your company’s principles, priorities and mission. 2. What obstacles stop employees performing to best effect? Questionnaires on employee motivation should include questions about what employees are tolerating in their work and home lives. The company can eliminate practices that zap motivation. 3. What really motivates your staff? It is often assumed that all people are motivated by the same things. Actually we are motivated by a whole range of factors. Include questions to elicit what really motivates employees, including learning about their values. Are they motivated by financial rewards, status, praise and acknowledgment, competition, job security, public recognition, fear, perfectionism, results†¦ 4. Do employees feel empowered? Do your employees feel they have job descriptions that give them some autonomy and allow them to find their own solutions or are they given a list of tasks to perform and simply told what to do? 5. Are there any recent changes in the company that might have affected motivation? If your company has made redundancies, imposed a recruitment freeze or lost a number of key people this will have an effect on motivation. Collect information from  employees about their fears, thoughts and concerns relating to these events. Even if they are unfounded, treat them with respect and honesty. 6. What are the patterns of motivation in your company? Who is most motivated and why? What lessons can you learn from patches of high and low motivation in your company? 7. Are employee goals and company goals aligned? First, the company needs to establish how it wants individuals to spend their time based on what is most valuable. Secondly this needs to be compared with how individuals actually spend their time. You may find employees are highly motivated but about the â€Å"wrong† priorities. 8. How do employees feel about the company? Do they feel safe, loyal, valued and taken care of? Or do they feel taken advantage of, dispensable and invisible? Ask them what would improve their loyalty and commitment. 9. How involved are employees in company development? Do they feel listened to and heard? Are they consulted? And, if they are consulted, are their opinions taken seriously? Are there regular opportunities for them to give feedback? 10. Is the company’s internal image consistent with its external one? Your company may present itself to the world as the ‘caring airline’, ‘the forward thinking technology company’ or the ‘family hotel chain’. Your employees would have been influenced, and their expectations set, to this image when they joined your company. If you do not mirror this image within your company in the way you treat employees you may notice motivation problems. Find out what the disparity is between the employees image of the company from the outside and from the inside.  © Blaire Palmer 2004-12.  tips on structure, format and style of employee questionnaires Use the questionnaire guidelines above when creating content and subject matter for your employee motivation and satisfaction questionnaires and surveys. Here are some additional tips about questionnaires and surveys structure, format  and style: Create a clear, readable ‘inviting’ structure. Use ‘white-out’ boxes for answers, scores, and for check-boxes, which clearly show the parts which need completing. Use a clear 11 or 12 point (font) typeface. 10 point is difficult to read for some people. Avoid italics and fancy graphics – they just make the document more difficult and more time-consuming to read. Look at the writing tips and techniques for other useful pointers in creating good printed communications. Apply the same principles if your survey questionnaire form is online (ie., screen-based). Where possible try to use specific questions with multiple-choice answers, rather than general ‘open-ended’ questions. Specific questions improve clarity and consistency of understanding among respondents, and a multiple-choice format enables the answers to be converted into scores which can be loaded into a spreadsheet and very easily analysed. General or vague questions on the other hand tend to lead to varying interpretation (or confusion) among respondents; also, by inviting an open-ended answer you will generate lots of narrative-based and subjective opinions, which might be very interesting, but will be very time-consuming to read, and even more time-consuming to analyse, especially if you are surveying a large group of employees. Here is an example: Open-ended question: What do you think of the Performance Appraisal System? (This will produce varied narrative responses = difficult to analyse.) Multiple-choice question: Rate the effectiveness of the Performance Appraisal System in providing you with clear and agreed training and development: Good/Okay/Not Good/Poor (By asking respondents to check boxes or delete as necessary the multiple-choice answers will produce extremely clear answers to a specific question that can be converted into scores and very easily analysed) Use four options in multiple-choice questions rather than three or five. Three and five options typically offer a middle ‘don’t know’ or ‘average’ selection. Using four, with no middle cop-out will ensure that everybody decides one way or the other: satisfactory or not, which is what you need to know. Mid-way ‘average’ non-committal answers are not helpful, so avoid giving respondents that option. If you go to the trouble of creating, managing and analysing a huge staff survey surely it’s a good idea to produce as much meaningful data as possible. Certain questions are suitable for numerical or percentage scoring by respondents, in which case  use such a system (again ensure you avoid offering scores which equate to ‘average’ or ‘don’t know’). For example: Score-based question: Score the extent to which you enjoy your work: 1-5 = don’t enjoy, 6-10 = enjoy. (By providing a clear differentiation between do and don’t, this 1-10 scoring system gives a wide range of choices, and at the same time a clear result.) Check with a sample of respondents that they understand the draft questions in the way you intend, before you print and issue the questionnaire to all six hundred or however many staff. Designing questionnaires and communications in isolation can produce strange results – not just politicians get out of touch – so check you are actually on the same planet, in terms of your aims, language and meaning, as the people whose views you seek. Make sure you explain to all staff beforehand that you’ll be publishing the survey findings, and then afterwards ensure you do so. And then act on the findings. If your MD/CEO is not fully behind your initiative, then go work for a different company whose MD/CEO properly supports the concept of consulting the folk whose efforts underpin his success (not to mention his share options, second home and Porsche etc.) Allow people to complete the survey questionnaires anonymously. If helpful to you and you have a purpose for doing so, you can ask people to identify which department/region/office they belong to, assuming such information is genuinely useful to you and you can handle the analysis. KISS – Keep It Simple Stupid. Break complex questions into digestible parts. Keep the survey to a sensible length – probably 20 minutes to complete it is a sensible limit of most people’s tolerance. You can always follow up later in the year with another survey, especially if people enjoy completing it, and they see that the feedback and analysis process is helpful to them as well as the employer (see the point about MD/CEO support above). By all means at the end of the questionnaire invite and allow space for ‘any other comments’, or better still try to guide respondents towards a particular question. On which point, wherever it is necessary to ask an open-ended question, use the words ‘what’ and ‘how’ rather than ‘why’, if you want to discover motives and reasons. What and How will focus respondents on the facts objectively, whereas ‘why’ tends to focus respondents on defending themselves. Examples: It’s okay to ask: What factors could be changed to help staff enjoy their work more in the XYZ depot? Whereas it’s not very clever to ask: Why is there such a crap attitude among staff at XYZ depot? The second example is daft of course, but you see the point. managing (just), or leading? In this excellent guide article by motivation expert Blaire Palmer, ten central points (for some, myths) of employee motivation are exposed and explained, many with real case study references and examples. employee motivation principles – a short case study – sounds familiar? When Michael started his own consultancy he employed top people; people he’d worked with in the past who had shown commitment, flair and loyalty and who seemed to share his values. But a few months down the line one of his team members started to struggle. Jo was putting in the hours but without enthusiasm. Her confidence was dropping; she was unfocused and not bringing in enough new business. Michael explained to Jo the seriousness of the situation. Without new business he would lose the company and that would mean her job. He showed her the books to illustrate his point. He again ran through her job description and the procedures she was expected to follow. He told her that he was sure she was up to the job but he really needed her to bring in the new business or they would all be out on their ear. Jo told Michael that she understood. She was doing her best but she’d try harder. But a month later nothing had changed. After an initial burst of energy, Jo was back to her old ways. No matter how experienced a leader you are, chances are at times you have struggled to motivate certain individuals. You’ve tried every trick in the book. You’ve sat down one-to-one with the individual concerned and explained the situation. You’ve outlined the big vision again in the hope of inspiring them. You’ve given them the bottom line: â€Å"Either you pull your finger out or your job is on the line†. You’ve dangled a carrot in front of them: â€Å"If you make your targets you’ll get a great bonus†. And sometimes it works. But not every time. And there have been casualties. Ultimately if someone can’t get the job done they have to go. The granddaddy of motivation theory, Frederick Herzberg, called traditional motivation strategies ‘KITA’ (something similar to Kick In The  Pants). He used the analogy of a dog. When the master wants his dog to move he either gives it a nudge from behind, in which case the dog moves because it doesn’t have much choice, or he offers it a treat as an inducement, in which case it is not so much motivated by wanting to move as by wanting choc drops! KITA does the job (though arguably not sustainably) but it’s hard work. It means every time you want the dog to move you have to kick it (metaphorically). Wouldn’t it be better if the dog wanted to move by itself? Transferring this principle back in to the workplace, most motivation strategies are ‘push’ or ‘pull’ based. They are about keeping people moving either with a kick from behind (threats, fear, tough targets, complicated systems to check people follow a procedure) or by offering choc drops (bonuses, grand presentations of the vision, conferences, campaigns, initiatives, etc). 10 management motivation examples to illustrate that there are better ways to motivate employees Blaire Palmer’s experience has enabled her to work with a wide range of individuals and groups from a variety of backgrounds. Some of these people are highly motivated themselves, but struggle to extend this state of mind to the people they manage. Other people are at the receiving end of KITA motivation strategies that (obviously) aren’t working on them. These people know they ‘should’ be more engaged with their work. Sometimes they fake it for a few months but it’s not sustainable. In this paper Blaire identifies some common assumptions about motivation and presents some new paradigms that can help motivate more effectively. By adding these coaching tools and motivation principles to your capabilities you should find the job of leading those around you, and/or helping others to do the same, more of a joyful and rewarding activity. Instead of spending all your time and energy pushing and cajoling (in the belief that your people’s motivation must come from you) you will be able to focus on leading your team, and enabling them to achieve their full potential – themselves. Ultimately, motivation must come from within each person. No leader is ever the single and continuing source of motivation for a person. While the leader’s encouragement, support, inspiration, and example will at times motivate followers, the  leader’s greatest role in motivating is to recognise people for who they are, and to help them find their own way forward by making best use of their own strengths and abilities. In this way, achievement, development, and recognition will all come quite naturally to the person, and it is these things which are the true fuels of personal motivation. By necessity these case studies initially include some negative references and examples, which I would urge you to see for what they are. How not to do things, and negative references, don’t normally represent a great platform for learning and development. In life it’s so important always to try to accentuate the positive – to encourage positive visualisation – so, see the negatives for what they are; silly daft old ways that fail, and focus on the the positives in each of these examples. There are very many. motivation example 1 – ‘everyone is like me’ One of the most common assumptions we make is that the individuals who work for us are motivated by the same factors as us. Perhaps you are motivated by loyalty to the company, enjoying a challenge, proving yourself to others or making money. One great pitfall is to try to motivate others by focusing on what motivates you. Marie, a director in her company, was being coached. She was a perfectionist. Every day she pushed herself to succeed and was rewarded with recognition from her peers. But she was unable to get the same standard of work from her team members. In the first few weeks of her coaching she would say, â€Å"If only people realised how important it was to put in 110% and how good it felt to get the acknowledgment, then they would start to feel more motivated†. But it wasn’t working. Instead people were starting to become resentful towards Marie’s approach. Acknowledgment was a prime motivator for Marie so to help her consider some other options, she was helped to brainstorm what else might motivate people in their work. Marie’s list grew: ‘learning new skills’, ‘accomplishing a goal as part of a team’, ‘creativity’, ‘achieving work-life balance’, ‘financial rewards’ and ‘the adrenaline rush of working to tight deadlines’. Marie began to see that perhaps her team were indeed motivated – it was simply that the team members were motivated in a different ways to her own. If the leader can tap into and support the team members’ own motivations then the leader begins to help people to realise their full potential. motivation example 2 – ‘no-one is like me’ Since the 1980’s, research has shown that although we know that we are motivated by meaningful and satisfying work (which is supported by Herzberg’s timeless theory on the subject, and virtually all sensible research ever since), we assume others are motivated mainly by financial rewards. Chip Heath, associate professor at Stanford University carried out research that found most people believe that others are motivated by ‘extrinsic rewards’, such as pay or job security, rather than ‘intrinsic motivators’, like a desire to learn new skills or to contribute to an organisation. Numerous surveys show that most people are motivated by intrinsic factors, and in this respect we are mostly all the same. Despite this, while many leaders recognise that their own motivation is driven by factors that have nothing to do with money, they make the mistake of assuming that their people are somehow different, and that money is central to their motivation. If leaders assume that their team members only care about their pay packet, or their car, or their monthly bonus, this inevitably produces a faulty and unsustainable motivational approach. Leaders must recognise that people are different only in so far as the different particular ‘intrinsic’ factor(s) which motivate each person, but in so far as we are all motivated by ‘intrinsic’ factors, we are all the same. motivation example 3 – ‘people don’t listen to me’ When some people talk, nearly everyone listens: certain politicians, business leaders, entertainers; people we regard as high achievers. You probably know people a little like this too. You may not agree with what they say, but they have a presence, a tone of voice and a confidence that is unmistakable. Fundamentally these people are great sales-people. They can make an unmitigated disaster sound like an unqualified victory. But do you need to be like this to motivate and lead? Certainly not. Many people make the mistake of thinking that the only people who can lead others to success and achieve true excellence, and are the high-profile, charismatic, ‘alpha-male/female’ types. This is not true. James was a relatively successful salesman but he was never at the top of his team’s league table.  In coaching sessions he would wonder whether he would ever be as good as his more flamboyant and aggressive colleagues. James saw himself as a sensitive person and was concerned that he was too sensitive for the job. James was encouraged to look at how he could use his sensitivity to make more sales and beat his teammates. He reworked his sales pitch and instead of focusing his approach on the product, he based his initial approach on building rapport and asking questions. He made no attempt to ‘sell’. Instead he listened to the challenges facing the people he called and asked them what kind of solution they were looking for. When he had earned their trust and established what they needed he would then describe his product. A character like James is also typically able to establish highly reliable and dependable processes for self-management, and for organising activities and resources, all of which are attributes that are extremely useful and valued in modern business. When he began to work according to his natural strengths, his sales figures went through the roof. Each of us has qualities that can be adapted to a leadership role and/or to achieve great success. Instead of acting the way we think others expect us to, we are more likely to get others behind us and to succeed if we tap in to our natural, authentic style of leadership and making things happen. The leader has a responsibility to facilitate this process. motivation example 4 – ‘some people can’t be motivated’ While it’s true that not everyone has the same motivational triggers, as already shown, the belief that some people cannot be motivated is what can lead to the unedifying ‘pep-talk and sack them’ cycle favoured by many X-Theory managers. Typically managers use conventional methods to inspire their teams, reminding them that they are ‘all in this together’ or that they are ‘working for the greater good’ or that the management has ‘complete faith in you’, but when all this fails to make an impact the manager simply sighs and hands the troublesome employee the termination letter. The reality is that motivating some individuals does involve an investment of time. When his manager left the company, Bob was asked by the site director, Frank, to take over some extra responsibility. As well as administrative work he would be more involved in people management and report directly to Frank. Frank saw this as a promotion for Bob and assumed  that he would be flattered and take to his new role with gusto. Instead Bob did little but complain. He felt he had too much to do, he didn’t trust the new administrator brought in to lighten his workload, and he felt resentful that his extra responsibility hadn’t come with extra pay. Frank was a good manager and told Bob that he simply had to be a little more organised, and that he (Frank) had complete belief in Bob to be able to handle this new challenge. But Bob remained sullen. So Frank took a different approach: He tried to see the situation from Bob’s point of view. Bob enjoyed his social life, but was no longer able to leave the office at 5pm. Bob was dedicated to doing a good job, but was not particularly ambitious, so promotion meant little to him. Bob was also expected to work more closely now with a colleague with whom he clashed. Then Frank looked at how Bob might perceive him as his boss. He realised Bob probably thought Frank’s hands-off management style meant he didn’t care. To Bob it might look as if Frank took no direct interest except when he found fault. Finally, Frank looked at the situation Bob was in to see if there was anything bringing out the worst in him. He realised two weeks of every month were effectively ‘down-time’ for Bob, followed by two weeks where he was overloaded with work. Having set aside his assumptions about Bob and armed with a more complete picture from Bob’s point of view, Frank arranged for the two of them to meet to discuss a way forward. Now the two were able to look at the real situation, and to find a workable way forward. While there is no guarantee that this approach will always work, ‘seeking to understand’, as Stephen Covey’s ‘Seven Habits of Highly Effective People’ puts it, is generally a better first step than ‘seeking to be understood’. It’s easier to help someone when you see things from their point of view. motivation example 5 – ‘but I am listening’ We are always told how valuable listening is as a leadership tool and encouraged to do more of it. So, when we remember, we listen really hard, trying to catch every detail of what is being said and maybe follow up with a question to show that we caught everything. This is certainly important. Checking your email, thinking about last night’s big game and planning your weekend certainly stop you from hearing what is being said. But there is another important aspect to listening and that is: Listening Without  Judgement. Often when an employee tells us why they are lacking motivation we are busy internally making notes about what is wrong with what they are saying. This is pre-judging. It is not listening properly. Really listening properly means shutting off the voice in your head that is already planning your counter-argument, so that you can actually hear, understand and interpret what you are being told. See the principles of empathy. This is not to say that ‘the employee is always right’, but only when you can really understand the other person’s perception of the situation are you be able to help them develop a strategy that works for them. Listening is about understanding how the other person feels – beyond merely the words that they say. motivation example 6 – ‘if they leave I’ve failed’ What happens if, at their meeting, Bob admits to Frank that he doesn’t see his future with that company? What if he says the main reason he is demotivated is that he isn’t really suited to the company culture, and would be happier elsewhere? Has Frank failed? Not necessarily. It’s becoming more widely accepted that the right and sustainable approach is to help individual employees to tap in to their true motivators and understand their core values. Katherine Benziger’s methodologies are rooted in this philosophy: Employees who ‘falsify type’ (ie., behave unnaturally in order to satisfy external rather than internal motives and drivers) are unhappy, stressed, and are unable to sustain good performance. Effort should be focused on helping people to align company goals with individual aspirations. Look at Adam’s Equity Theory to help understand the complexity of personal motivation and goals alignment. Motivation and goals cannot be imposed from outside by a boss – motivation and goals must be determined from within the person, mindful of internal needs, and external opportunities and rewards. Sometimes the person and the company are simply unsuited. In a different culture, industry, role or team that individual would be energised and dedicated, whereas in the present environment the same person doesn’t fit. Sometimes ‘success’ doesn’t look the way we expect it to. A successful outcome for an individual and for a company may be that a demotivated person, having identified what sort of work and environment would suit them better, leaves to find their ideal job elsewhere. You  succeed as a leader by helping and enabling people to reach their potential and to achieve fulfilment. If their needs and abilities could be of far greater value elsewhere, let them go; don’t force them to stay out of loyalty. Helping them identify and find a more fitting role elsewhere not only benefits you and them – it also enables you to find a replacement who is really suited and dedicated to the job. True leaders care about the other person’s interests – not just your own interests and the interests of your organization. motivation example 7 – ‘the same factors that demotivate, motivate’ When asked what brought about lack of motivation at work, the majority of people in research carried out by Herzberg blamed ‘hygiene factors’ such as working conditions, salary and company policy. When asked what motivated them they gave answers such as ‘the sense of achievement’, ‘recognition’, ‘the opportunity to grow and advance’ and ‘greater responsibility’. Herzberg’s findings about human motivation have been tested and proven time and gain. His theory, and others like it, tell us that the factors that demotivate do not necessarily motivate when reversed. The conventional solution to dissatisfaction over pay levels would be to increase pay in the belief that people would then work harder and be more motivated. However, this research shows that whilst increasing wages, improving job security and positive working relationships have a marginal impact, the main factors that characterise extreme satisfaction at work are: achievement, recognition, interesting work, responsibility, advancement and growth. So it follows that leaders who focus on these aspects – people’s true motivational needs and values – are the true leaders. Help people to enrich their work and you will truly motivate. motivation example 8 – ‘people will rise to tough challenges’ Many managers hope to motivate by setting their people challenging targets. They believe that raising the bar higher and higher is what motivates. Tracey was an effective and conscientious account manager. Her boss habitually set her increasingly tough objectives, which Tracey generally achieved. However, in achieving her targets last month Tracey worked several eighteen-hour days, travelled extensively overseas, and had not had a single weekend break. Sometimes Tracey would mention to her boss that the effort was taking its toll on her health and happiness. When Tracey handed in her latest monthly report, her boss said, ‘You see? It’s worth all the hard work. So, don’t complain about it again.’ Her boss’s belief was that Tracey would get a sense of satisfaction from completing an almost impossible workload. He was relying on her sense of duty – which she had in bucket-loads – to get the job done. But this is the KITA style of motivation. It doesn’t really acknowledge a dedication to the job or a sense of pride. Its leverage or ‘motivation’ is simply a lack of choice. Job enlargement is different to Job enhancement. Herzberg’s research shows that improving the ‘meaningfulness’ of a job (see also motivation example 7) has the motivational impact, not simply increasing the amount of pressure or volume of the tasks. Achievement for achievement’s sake is no basis for motivation – a person’s quality of life must benefit too. motivation example 9 – ‘I tried it and it didn’t work’ When you try new things – new motivational ideas, especially which affect relationships and feelings – it is normal for things initially to get a little worse. Change can be a little unsettling at first. But keep the faith. People are naturally sceptical of unconventional motivational approaches. They may wonder why you have suddenly taken such an interest in them. They may feel you are giving them too much responsibility or be concerned that changes in the way they work may lead to job losses. Herzberg’s research is among other evidence, and modern experience, that after an initial drop in performance, people quickly adjust and respond to more progressive management and motivational attitudes. Supporting and coaching people through this stage of early doubt is vital. Encourage and help people to grow and develop, and performance improvement is inevitable. motivation example 10 – ‘this type of motivation takes too much time’ If you’ve absorbed the ideas above, you might wonder where you would find the time to motivate people using these approaches. It is true that this style of leadership, sustainable motivation, commitment and focus is in the beginning more time consuming than ‘KITA’ methods; this is bound to be,  since KITA methods require far less thought. Engaging fully with your staff, understanding their wants, desires and values, getting to know them as individuals and developing strategies that achieve a continuous release of energy is more intensive and takes time to work. But consider the advantages. This investment of time means you will eventually have less to do. Instead of constantly urging your people along and having to solve all the problems yourself, you’ll be the leader of a group performing at a higher level of ability and productivity, giving you the chance to step back from fire-fighting and to consider the bigger picture. Herzberg was not alone in identifying that leaders need invest in the development of their teams, and also of their own successors. See leadership theories. Douglas McGregor’s X-Y Theory is central too. So is Maslow’s Hierarchy of Needs, from the individual growth perspective. And see also Bruce Tuckman’s ‘Forming, Storming, Norming, Performing’ model. All of these renowned theories clearly demonstrate the need for teams, and the individuals within them, to be positively led and developed. Your responsibility as leader is to develop your team so that it can take on more and more of your own responsibility. A mature team should be virtully self-managing, leaving you free to concentrate on all the job-enhancing strategic aspects that you yourself need in order to keep motivated and developing. The technical content of this article was provided by UK-based expert in organizational development Blaire Palmer, which is gratefully acknowledged. Name:- Sunil Kumar Sharma EXECUTIVE SUMMARY This project is an attempt to give knowledge about Motivational technique of Tata steel company on their employees. It aims to make its reader well versed with each and every aspect of Kingfisher Airlines. It throws light on the following:- 1. In 1st Chapter you will find the objective of doing the project on Tata Steel 2. In 2nd Chapter of this report, you will find that the research methodology of the report is mentioned. 3. In 3rd chapter you will find an  overview of Tata Steel, in which you will find it’s the history of Tata Steel, current destination, departments, motivational technique, steps dose HR manager takes to manage employee of organization. In it you will also find about the Events, Awards, about the Management Team. 4. In 4th Chapter you will find conclusion and suggestion on the project on Motivational Technique of Tata Steel 5. In 5th Chapter you will find some of the limitations of project being face by me. 6. In 6th Chapter you will find the various sources I referred for gathering information. This project is overall an attempt to make you aware or to cover every possible aspect of Tata Steel in Delhi. OBJECTIVE 1. To understand the importance of employee motivation in Tata Steel 2. To analyze the monetary method of motivating employee 3. To analyze the non-monetary method of motivating employee 4. To understand the difficulties/challenges found in caring out the strategies 5. Finally, to recommend how Tata Steel can improve its motivational strategies LIMITATION 1. The data could be gathered from secondary source thus any error in the information would have also got replicated in this report 2. Time constraint was the major limitation faced by the researcher 3. Another problem was knowledge constraint and this report was an attempt to gather as much of relevant data as possible 4. Another constraint was the lack of information regarding proper route map by the organization due to which it could not be included in the project report 5. Difficult to meet right people at Tata Steel for project concern 6. Very expensive CONCLUSION AND SUGESTION After doing a study of this project representing on Motivation technique of leading company Tata Steel, I have come to a conclusion that Tata Steel is one of the largest and most widespread of the manufacturing company and well planned in motivational tools, Tata Steel have adopted various technique for all different level of management In all Tata Steel Organization, new approaches to motivation are being used. In many territories, the strategies  are manual but, as automated methods become more pervasive, those mechanisms that support its use will assume greater popularity Whatever the strategies selected for use, the objective is to motivate employees and make him more qualified, committed individuals into the organizations and ensure that the provision of Tata Steel to the their employee is timely and effective, that the goods are of consistent high quality and that the organizations achieve the objectives for which they have been established Tata Steel also manage their Monetary and non monetary methods of motivation system between all level of management according to their preference RECOMMENDATION 1. From the above research on motivational technique of Tata Steel they should be categorized their employee according to their motivational methods and make a research on it that which employee wants monetary method of motivation and which employee prefer non monetary method of motivational technique 2. Most probably all employee should be motivated by both method somehow that create a balance between employees thinking 3. There are many levels of management in Tata Steel organization I prefer him to take care of separate department 4. Tata Steel needs to undertake aggressive motivational technique at a time of emergency 5. New approaches should be identified and rewarded so that it serves as example for others Motivation Techniques at Microsoft Motivation Techniques at Microsoft With more than 4,000 of its 27,000 employees already millionaires, Microsoft faces the challenge of figuring out how to motivating its employees though means other than pay raises. While this problem is not unique to Microsoft, the circumstances under which this problem evolved however, are. As a company that must caters to the needs of the ‘professional’ worker, Microsoft’s motivational strategy should center around recognition of individual employee achievements, the work itself, responsibility, growth, and other characteristics that people find intrinsically rewarding. By simple virtue of its position as a high-tech company – where highly trained, highly skilled ‘professional’ workers account for the vast majority of its  employees – under normal circumstances money factors would play only limited role in actually motivating employees. As a company composed of ‘paper millionaires,’ Microsoft is in a unique position – while many Microsoft employees may be labeled ‘professional’ employees, the company’s financial position will play a special interest to many of its employees. As Microsoft stock-holders, the average Microsoft millionaire (the so called paper millionaire’) has a vested interest in helping the company succeed and advance its financial position. This is true because the stockholder will directly correlate the amount of money they earn with the perceived worth to the organization. Driven by the idea that their financial success or failures are directly related to the performance (as well as public image) of the company, these employees will work with great vigor to maintain the success of their company. Until their financial position no longer depends on the company’s stock performance – that is, until theses employees sell their stock and secure their fortunes – the Microsoft millionaires will likely view themselves as masters of their own destiny. Hard work, they are likely to reason, will translate into better company performance which in turn, will translate into steady (if not increasing) stock performance. Clearly, money plays an important role in motivating job performance. But as mentioned earlier, money has its limitations as a motivator, especially in the world of the ‘professional’ worker. In the work of management theorist Frederick Herzberg, a fair salary is considered a â€Å"hygiene† factor – something people need as an incentive to do the jobs they are hired to do. Hygiene factors include adequate workspace, light and heat, and the necessary tools such as a computer or telephone. Without any of these items, employees will be demotivated and unable to do their jobs. Having all of these items, however, will enable employees to do their jobs but will do nothing to help them do the best job possible. Getting people to do their best work is more a function of what Herzberg call â€Å"motivators.† These include praise and recognition, challenging work, and growth and development opportunities. As ‘professional’ workers Microsoft’s employees have, for the most part, meet their hygienic needs. Microsoft employees are largely skilled workers who derive satisfaction from their work itself. Such workers possess a strong sense of commitment to not only their field of expertise but also to their employer as well. As such, Microsoft’s employees will want to identify with the success of their profession and their organization. Since professionals often enjoy the challenge of problem solving, some of the rewards of their job will likely come from the work itself. This implies that managers should provide professionals with new assignments and challenging projects. Managers should give the professional autonomy to follow their interests and allow them to structure their work in ways they find productive. Professionals should be rewarded with recognition and educational opportunities that allow them to keep current in their fields. Recognition boosts employees’ esteem and performance. Recognition, on the other hand, is what you do above and beyond what people are paid to get the best effort from employees. Compensation is a right, but recognition, however, is a gift which validates the importance of their work.