Emission Reduction Essay

In every economic activity, both positive and negative implications compound such activities. The positive implications include employment increase, supply of goods and market, supply of public goods, environmental control above others. However, every economic activity is as well a compound of negative implications. These are called negative externalities. They include pollution, environmental degrading, increase in crime, and social evils above others. Emission reduction like any other negative externality calls for a very dynamic tools of control. Generally, the basic control of negative externalities by corporations in the economy is through the government taxation imposition. The government would impose a corporate tax levy which is substantially equivalent to the cost of the emission to the environment. Through such levy, the government uses passive methods of compensation to the community over such impacts of the emission. Through the tax levy, the cost of operation to the plant is increased. (Prencipe, Davies, Hoboday, 2003) Economically, taxation provides two cost related variables with which the plant should choose from. Firstly, through higher cost of production which may perhaps outweigh its level of market profits, the plant may be forced out in the market. This is because high tax levy is synonymous to an increase in the cost of production. With high cost of production the plant is at a competitive disadvantage in the highly competitive market. It may then opt to choose an alternative method of investment. (Prencipe, Davies, Hoboday, 2003) Elsewhere, such tax is a disincentive in the choice of production method. From the broad alternative of energy production e. g. use of electric turbines to generate power. Use of environmental friendly method would then call up such tax levied formerly. The basic purpose of higher taxes by the government towards negative externalities is to provide a disincentive in specific lines and methods of operation which are harmful to the environment. It is a tool for choosing alternative methods of production.

Data Based Question

During the eighteenth century in Manchester, life was inhospitable, sullen, and difficult. Bodily and factory waste was strewn upon the streets, children were working In dangerous conditions, and factories overcrowded Manchester. Due to all the toxic fumes and disgusting street waste, people were getting sick. Families had to have their children go to work instead of school because money was hard to come by. Due to the increase in population in Manchester during the eighteenth century, many issues such as environmental health, wealth, and a population boom occurred in the social and political environments.She describes how magnificent things came out of hard, torturous labor. This document shows how awful the industrial revolution was at the time, but how ultimately, great things came out of it. Over time, working conditions improved in the Industrial Revolution. (William Abram, journal article,10) â€Å"The condition of the factory laborers has been vastly improved within the last quarter of a century†¦ Reduced to ten hours a day†¦ Wages-thanks mainly to accelerated machinery and improved working conditions-have largely increased†¦Sickness and mortality have been reduced to an extent that is almost incredible. † This document shows the different points of views from different journalists. In the previous documents depicted, the Journalists have written about how awful life was in the Industrial Revolution, however this Journalist wrote from a positive point of view; unbiased. This document expresses the idea that positive things eventually emerged from the dark despair of the Industrial Revolution. Due to the Industrial Revolution, a population boom occurred. W. H. Thomas, History of Manchester,l) The first map shows about one sixth of Manchester under development. The second shows Just about all of Manchester covered in areas of development, railroads, and canals. This relates to my thesis by showing how the growth of laboring factories affected Manchester in the eighteenth century. † Manchester, the Workshop of the World†¦ Seat of commerce and manufacture, which it has recently attained and for which it is distinguished beyond any other town in the British Dominions or indeed the world. (Whelan and Co. , document 9) This comment is relevant to my thesis because it states how the â€Å"Workshop of the World† boomed and excelled because of the population and growth of industries in Due to the increase of population in Manchester during the eighteenth century, many reactions such as environmental health, wealth, and a population boom occurred in the social and political environments, but ultimately the industrial revolution lead to many great things for the world that changed history forever.The Industrial Revolution is significant to our history because it lead to many new improvements for the world even though negative things such as poor health, child contemplated the idea of unifying the states. Due to the past wars and issues, the nations of Europe dealt with great conflict among one another regarding communism, trading, and alliance with distant countries. The people and countries of Europe were battered and broken from the war and great caution was taken among them all in fear of more strife and damage. Some nations were in favor of unity and others were opposed to the idea of unifying the nations of Europe.

Brandy Norwood

To develop a healthier eating habit for dent that work out in the gym instead of eating junk food while exercising eating healthier will help control weight, improve health conditions and diseases, and also boosts energy levels to perform better while exercising. Give some background information about why you are proposing your suggestion so that the reader has a better understanding of the problem. The gym should be a positive place to work out at, when you go to a vending machine to get a snack what would you eat? Snickers or a granola bar?Students don't have the option to make that decision. Time and time again I e students having to make the wrong choice by eating unhealthy. Making vital decisions to choose to eat unhealthy because they don t have healthier items to offer students. This effects the students in many ways this makes the student unfit after having a full work out, this puts more calories into the students body that they just burned while working out, and lastly it d oesn't stimulate the body as would a healthier choice item Having them ready to go to class to be ready to participate in class.State a solution to the problem; this is where you give specifics about your suggestion. A solution to this problem would be to take an evaluation from the student body, where they are able to voice their opinion on if they fill that they want a healthier vending machine in the recreational center. If so move forward and by getting the student body to get the Southern University to provide a better vending machine by asking if Southern University A&M college could add a 1. 00 charge to tuition to make a possible attraction for students in their health.The dollar will exceed beyond its limits there are a little over 5,000 students that attend Southern University at the moment which is the cost of a vending machine from BBS. Com. The money that we assets from the student body every semester will go towards healthier vending machine primarily in the gym. This also will be for maintenance of the machine and also to cut cost. By working with this company they would be able to give the university a discount. Continue with any costs that will be involved. It was added in the previous paragraph Conclude by restating the problem and proposed solution.To develop a healthier eating habit for student that work out in the gym instead of eating junk food while exercising eating healthier will help control weight, improve class participation , and also boosts energy levels to perform better while exercising. The conception of having a better quality and healthier environment for people that uses Southern university a&m college recreational center. Is the ideal good or bad to use a survey of 25 stimulating questions to get to the bottom of it once and for all? How do students really feel about having Auditor or yogurt ? Would they rather drink a coke or a bottle of water?What do students want? Student survey (6-7 ) questions ). How will healthy vendi ng machines in the recreational center help improve students' performance? 2). If a healthier snack machine was put into the recreational center would you purchase snacks? 3). What snacks would you like to see put into the machine? And why? 4). Do you think students will perform better if eating heather snacks while working out? 5). What snacks would you not support being a part of the snack machine? 6). Has this ever been a concern for you to see heather snacks in the vending machine? People that uses Southern University a college recreational center.

Toyota - Technological Environment Forum 4 Research Paper

Toyota - Technological Environment Forum 4 - Research Paper Example Toyota and its business in the Northern America based on the technology aims at fueling efficiency as far as yearly financial articulation is of concern. However, Toyota in Northern America has plenty of both hard and soft technology for one to articulate as far as domestic environment is of concern. To start with, the company has got some of the hard technologies in domestic environment which includes aircraft, security system as well as safety gear. More so, management, government regulations that oversees procedural activities of a given company and employees training are some of the core soft domestic technology as far as Toyota Company based in the Northern United States of America is taken into account. Hard and soft domestic technology is a technique for arranging innovation by its ecological and social effect. It has a few likenesses to high/low innovation dualism, despite the fact that it is not synonymous. Hard engineering by and large alludes to elevated amount innovation that would have an expansive effect on a low-innovation group as well as biological system were it to be executed. Aircraft, security system and safety gear sort of Toyota Hard domestic technologies examples are generally utilized by air Line Company. Different elements on the won domestic environmental technology executed by Toyota organization have extensive impact in characterizing how suitable an innovation is for a given circumstance. for instance, hard engineering, which frequently obliges exceedingly particular laborers, specialists and designers to construct and keep up it, might be exceptionally suitable to a circumstance in the Northern America, where the individuals utilizing it can likely pay for masters. Yet the same innovation in the underdeveloped nations is likely not suitable, as the masters needed to keep up it would be elusive, and

Business Planning Essay Example | Topics and Well Written Essays - 500 words

Business Planning - Essay Example In this case, the action of the employees is intrinsic for the success of the plan since the type of businessi idea involves a one-on-one conversation with the customers. 3. Fixed prices for renting: considering the state of the industry, owning and renting a car, the business idea is considered strong since the involved customers are made aware of the prices. The prices are fixed since there are less external influences on the prices such as weather. 1. High product pricing: Botflex plans to offer high quality services to the boat owners and the tenants thereby leading to the high product pricing. Because of the need for offsetting the high production cost associated, the business finds it difficult to charge low prices. This acts as a weakness of the company since most of the potential customers are medium income earners. 1. Chance for entry into new market: There are few corporations dealing in the same products thereby presenting an opportunity for entry into new market. The company can establish its critical operation to other new areas because of the higher economies of scale associated with venturing. 2. Collaboration with other companies dealing in the same products: There are many companies which recognize the good reputation held by a company, successful in making people rent ships. This means that there are chances for the company reducing the associated costs through collaborating with other recognizable companies. 1. Escalating prices of boats: The escalating prices bears chances for inefficiencies in the production process of the company considering that the prices of raw material for making boats are on the rise. 2. Trademark infringements: Trademark infringement is just like another threat which usually faces newly established company. The company branding is susceptible to cases of illegal use of trademark especially by the competitors or other newly rising

Russia and Americas National Security Essay Example | Topics and Well Written Essays - 750 words

Russia and Americas National Security - Essay Example In my opinion, what Stephen Cohen has to say is fairly correct. I agree with him on most of the points he has put forward. This attempt of Stephen to show the United States the grave danger it is facing should be given a thought and the United States should alter its foreign policy accordingly. John L. Perry in his article, 'Russia Still a Threat, Says Defense Intelligence Agency', mentions that America might officially announce that Russia is just another friendly nation but inside it's intelligence agency knows that Russia is a nuclear threat. (Perry, 2001) Another reason by the United States must change its policies is because Russia now knows that the cold war has not ended from the other end. It has now started to prepare against the United States to protect itself from possible threats. Michael McFaul in his article, reported Putin's announcement of arrangements to be made for Russias safety. Putin did not mention a name but this safety was obviously from the United States. The article also believes that even though the cold war has apparently ended, the United States should still be worried about its present situation and relations with Russia. In the past, Russia might have supported the United States in fighting terrorism but now it is no longer interested in integration with the west. It is now bothered about its own security. It is now interested in joining hand with states that are anti-west, balancing its power with the United States and threathening United States allies namely Gerogia. Micheal also discusses the reason why this has changed. The first reason in his opinion is Moscow not wanting to interact with NATO, European Union and United States and how Russia has drifted from the west's way of governance. The second reason is potential threat from the United States and the fact that it does not want Russia to grow as a nation. According to Putin, the threats have not finished, they have just changed their appearance. Lastly, Russia wants to see itself equally strong and respectable as the United States. (McFaul, 2007) However, the article by Stephen Cohen is ignoring the fact that a lot of points of the present Russian foreign policy are against the United States and these pose as a threat to the United States. Therefore, if United States acts against Russia, it is only doing so to protect itself from dangers.Edward Lucas in his book, "New Cold War Examines Russia's Threat to U.S", also agrees with Stephen. He says that the world is on the verge of a new cold war. But this war would not be like the one before as Russia is not longer in the position to be a global threat. Also this time it is not an ideological war as Russia is now itself a capitalist state. It is a war because Russia is fighting for its value to win this war; Russia is using cash gas propaganda and bluff. He also says that U.S has not done the right thing by not talking to Russia on strategic nuclear weapons and that this does not make America safer. It just increases the danger of an accidental nuclear war. (Lucas, 2008) The world surely does not want to go back to what it has experienced in the past. Therefore, all that can be done to avoid the threat of a new

Investment in human assets and the effect of the human behavior to the Essay

Investment in human assets and the effect of the human behavior to the auditing process - Essay Example Human capital is the stock of skills and knowledge possessed by individuals that eventually helps to perform labor, generating economic value ("Human Capital," par.1). Labor not only refers to the physical work done in the production phase (which is replaceable), but also encompasses all work done by an employee in course of his job for the entity. Ultimately, it is the ingenuity and hard work of the people that profits the business. Rating people as real investment is a very viable argument since they are using their skills to work for prosperity of the entity. It makes sense to invest more in training and development of the human assets in an organization, to conduct workshops and to offer them motivational incentives as in the long run, the money spent on them is expected to give a return easily in access of the incurred expense. However, putting a financial value to human assets is just not that easy. Financial managers can recognize handy investments; decisions to switch to new procedures, acquiring new equipment or strategic mergers can be evaluated using financial and non-financial models. Human resource investments, one of the most vital assets of a company are difficult to value though. This is because unlike machines and projects, one can't reliably predict the future events and behavior of a person and neither can it reliably calculate the benefit that a person could bring to the company. Moreover, it is also difficult to attribute an accurate proportion of revenue to a particular employee to measure how a company's investment on that employee is paying off. As a result, training and development allocations are often neglected in the budgeting process and are likely to be the first costs that are to be cut when faced with a budget crunch (Clarke, par.2). Many officers and managers see costs incurred on humans in the form of payroll, added benefits, training and development simply as an unavoidable expense that must be controlled. This approach is contrary to the idea that people are the actual perpetrators of a company's growth and profitability. They miss the link between their employee's deeds and the customer's perception of the entity. Even while this happens, organizations have realized the need for employee training and the need for continuing professional development. Investing in people also has other factors, some of them which do not relate to budgeting. In the recent years, there have been many scandals of fraud and negligence from service providers, especially when you talk about Medical Care and the issue of compliance with laws and regulations. In these areas, it is absolutely necessary to make sure the employees understand their responsibilities and know to whom they, and the organization as a whole is accountable. Thi s is more important for organizations involved in HealthCare to view their staff as investments because heavy expenditure must be incurred to make sure the staff is compliant with standards and hygiene and competency standards as their actions would directly affect people that place reliance on the organization. Investment in this regard could save organizations millions of

Economics for Business and Management Essay Example | Topics and Well Written Essays - 2750 words - 1

Economics for Business and Management - Essay Example As we know that resources are scarce and wants are unlimited, so there are alternatives uses of the resources available with us. Therefore there has to be a way to make the most efficient allocation of resources, where the largest number of wants is satisfied (Glossary, 2011). Some of the most common ways of allocating resources include Command economy Free market economy Mixed economy Free market or pure market economy refers to capitalist economy where the resources for production of goods and services are allocated by market price, which is determined by market forces of demand and supply. Command economy is one in which resources are allocated by a central authority, and the good of maximum number of people is looked for. Mixed economy is a combination of both pure market and command economy. In it there is private as well as public sector, the private sector comprises of individuals who are free to allocate resources anywhere they want as long as they have the financial strength to do so, whereas the public sector comprises of government control over the economy to an extent. Demand refers to the quantity of goods or service that consumers desire to have at a given price. The law of demand says that as price of a product goes up, its quantity demanded falls, with other things held constant. The reason for it is that as the price goes up the opportunity cost of buying it also rises so people are willing to forgo its consumption and look for alternatives. The graph below shows

Law of Trusts Essay Example | Topics and Well Written Essays - 2500 words

Law of Trusts - Essay Example Since the repeal of the Preamble, the law has progressed on the back of judicial decisions arrived at in the light of the Preamble. The traditional definition of such trusts came from Commissioners for Special Purposes of Income Tax v Pemsel (1891), which divided charitable trusts into four categories: trusts for 'Relief of Poverty', for 'Advancement of Education', for 'Advancement of Religion' and, trusts for 'Purposes Beneficial to the Community'. Trusts for the advancement of education, includes conventional education and training. Thus trusts for schools, colleges, universities and other institutions of learning are valid. But this head extends to any mode of acquiring useful knowledge from literary learning to scientific researches etc. In the case of Re Shaw (1957) it was held that a gift by George Bernard Shaw in his will for research of a forty letter alphabet and translation of one of his plays into it was not charitable. It is arguable whether the same result would have been reached under the principle laid down in the later case of Re Hopkins (1965). It concerned a gift to Francis Bacon Society to be used to find manuscripts proving that the plays of Shakespeare were written by Francis Bacon. The gift was held charitable. The result of research must also enter the public ... Therefore research carried out by companies and kept for their exclusive commercial use is not charitable. Although far from the concerns of the Preamble, trusts for animal welfare such as that of the preservation of wildlife through animal sanctuaries have been held to be charitable, this has been due to a change in the general approach that was adopted by the courts in the mid-nineteenth century, where charities of this kind were likely to be held to be a failure because of various reasons. Trusts for animals would be charitable if they 'tend to promote and encourage kindness towards animals and to stimulate humane and generous sentiments in man towards lower animals': Re Wedgewood. However in Re Grove Grady (1929), the Court of Appeal held that a gift for an animal sanctuary which specifically excluded humans so that the animals would not be molested was not charitable, for such a gift produced no public benefit. If it is found that the charitable purpose would be a failure because the means for its implementation as chosen by the testator are either impractical or impossible to carry out then the doctrine of cy-pres or ss13 and 14 of the Charities Act 1993, can be applied so that it would not fail. The cy-pres doctrine allows the courts to direct that the trust property be applied to a purpose as close as possible to the one intended by the settler. Cy-pres can save charitable trusts from failure at the outset or from subsequent failure when carrying out the purpose becomes impossible or impractical. The doctrine only applies to a purpose which already counts as a charitable purpose. In order for the courts to re-direct trust money intended for charitable purposes, the courts must find that the donor

Risk Management for Finance Sector Enterprises Essay

Risk Management for Finance Sector Enterprises - Essay Example These risks affected the Bank after the merging of banking and securities business. The failure to manage these risks appropriately lasted to the collapse of the bank. â€Å"The failure of Barnings in early 1995 and the circumstances surrounding the discovery of large trading losses at Daiwa in New York in that year, as well as the more recent experiences of losses at Sumitomo, show that risk management must be made   to work in practice as well as theory†. The circumstances that led to the collapse of Barings bank are mainly the failure in managing the market risks. The power to manage the activities of the bank in Singapore has remained concentrated in the hands of Nick Leeson, who worked in the Singapore stock market and was able to deal from both sides. Leeson appointed only few staffs in his office at Singapore due to the fact that it will offer him the leeway for making the forgery. With this motive in mind, he projected a false impression of the market situation by th e use of cross-trade technique and created a profit of 50% during 1994. He started the forgery by creating to a false account and by the end of 1994 the actual state of affairs came into notice and the bank authorities realized that they have sustained a loss of â€Å"$296 million†.... financial sector enterprises may arise from variations in market prices, consisting of alternative volatilities, change in interest rates, product costs and foreign exchange rates. Generally, the higher the cost volatility in any marketplace the greater the possible markets risk. According to Richard J. Herring in his article called BCCI & Barings: Bank Resolutions Complicated by Fraud and Global Corporate Structure, talks about the Leeson’s intention of defrauding the bank. He says that his intention (Herring n.d.) has become successful mainly due to the lack of monitoring of the daily internal activities. The bank over relied on its staffs and gave them freedom which enabled Leeson to misappropriate the money. An internal assessment of the Bank would have prevented the possibility of manipulation and the subsequent collapse. Inadequate allocation of funds was another failure in managing the market risk and this encouraged Leeson to continue his corruption. Adequate hedging t he position was another market risk faced by the bank and it utterly failed in managing this risk. The position of Barings Bank in the stock market was also manipulated in the beginning of 1994, which prevented the bank from taking necessary action. The final market risk faced by the bank was the checking of the closing position and trading limits. The management of the dealings in stock market and of the dealing limits is an important function of a bank. However, the bank failed to manage this risk as Leeson controlled the activities of the bank in the stock market and the bank relied blindly on him. Thus, Barings Bank finally bore the brunt in terms of its eventual collapse. Due to the unsuccessful management of risks relating to internal controls, an employee of the bank was able to tamper

Online Rentl Industry Coursework Example | Topics and Well Written Essays - 7000 words

Online Rentl Industry - Coursework Example The Netflix business mdel is n rgnized rent f DVD dvertised thrugh Internet nd delivered thrugh the pstl mil. Te key drivers re the number f custmers, custmer qulity, prduct csts nd fulfilment csts. Despite such gret ccmplishments f Netflix Cmpny, it permnently meets huge cmpetitin n the mrket f nline rent DVD. With such lrge cmpetitin hlding the resurces t munt strng, enduring ttcks ginst Netflix, lng with the ever-chnging mvie nd entertinment industry, Hstings, funder nd CE f nline rentl pineer Netflix, is fced with the chllenge f hw t sustin Netflix's grwth nd determine the best wys t respnd t the cmpetitin. Current study ims t discuss the cmpetitin n the mrket f nline rentl industry. It prticulrly discusses the key chrcteristics f Netflix's cmpetitive psitin nd gives n evidence f hw the cmpny stnds the strng rivlry. In the first prt f the pper I will ssess the cmpetitin in DVD industry. Using Prter's Five Frces Mdel f Cmpetitin I will define the kinds f cmpetitive frces tht currently fce Netflix. In prticulr, I will prvide n nlysis f reltinships between Netflix, Blckbuster, Vide nd Wl-Mrt. The externl envirnment f n rgniztin cmprises f the mves nd the strtegies dpted by its cmpetitrs. It ls tkes int ccunt the chnges in the generl ecnmy nd ther sci-culturl fctrs. It is impertive fr the rgniztin t precisely study its externl envirnment nd strtegize ccrdingly t gin cmpetitive dvntge. T this effect, the rgniztin uses vrius nlyticl tls. Prter's Five Frces Mdel f Cmpetitin is ne such tl. This prt f the pper exmines this tl nd discusses sme strtegies t cunter the frces previling in the externl envirnment. fmus ecnmist Prter hs intrduced the mdel tht represents the cmprehensin f certin frces tht ltgether utline the min chllenges f cmpetitin. Drwing frm micrecnmic thery, Prter identified five frces (expnded t six by mny bservers) tht influence the bility f ll plyers within n industry t set prices nd s mke prfit. The pttern f frces bth shpe n industry nd cnstrin firms strtegic chices within the industry, but industry structure is subject t chnge s the wider envirnment, the frces themselves, nd the firms' strtegies chnge. Here's the picture: Belw is detiled discussin f ech frce in reference t Netflix cmpny. Bsiclly, the strnger frce, the mre it limits the industry firms' bility t set prices nd mke prfits. Strng frces re threts becuse they re likely t reduce prfits. Wek frces re pprtunities becuse they llw firms chnce t ern greter prfits. INTENSITY F RIVLRY MNG EXISTING CMPETITRS When speking but cmpetitive psitin f Netflix in DVD industry, it is needed t sy tht it remins few steps hed f its clsest cmpetitr. Hwever, tht des nt men tht

Race and Ethnicity Essay Example for Free

Race and Ethnicity Essay Stereotypes have existed in a very long time, and almost everyone has stereotyped a person or has been considered as belonging to a particular group of stereotypes. But what is a stereotype actually? Stereotyping is a way to group races or individuals together and make a judgment about them, without even knowing them. It’s a belief about a certain social group or type of individuals. Stereotypes can be positive, however stereotypes are most often associated with negativity. Stereotypes often exist about cultures and countries as a whole, and it makes it easier to define a country or race, if you put them in specific groups. Almost every country or race has a stereotype. There exist infinitely many different stereotypes. As said before, they exist based groups and race, but also on gender and age. There are common stereotypes, which is about and between the cultures. Some common stereotype examples are, that all Asians have high IQs or black people are always connected to crime and violence. It’s grouping the race together saying that every Asian person is smart and every black person is criminal. Another type of stereotyping is the individual, which is about skaters, emos, gangsters and so on. Emos are stereotyped as being depressed people, who listen to sad music and cut themselves. Individual stereotypes are most between teenagers and in the schools, because younger people want to make one group or person superior and above another group or person. Stereotypes are not just about different races and backgrounds however. Gender and ago stereotypes also exist in our society. For example, if you say that men are better than women, you’re stereotyping all men and all women. The invention of stereotypes has come naturally though time. When we see persons we don’t know, we automatically begin to put them in different groups in our head. It makes us believe we actually know them better or know what type of persons they are. An example can be a person from the Middle East, because many people often connect them with only troubles and thefts. In that way we personally feel more safety, because then we might say to ourselves that we have to take care and be more careful about what to say so there won’t be any problems. On the other hand our thoughts about stereotypes aren’t always negative. We say that Italian are great cooks and make delicious food, which is a positive stereotype about Italy. ThereforeIda Jessen og Rikke Hemmingsen HH1C Silkeborg Handelsgymnasiet aren’t stereotypes the same as prejudices. Stereotypes are often exaggerated and funny and prejudices are only negative opinions about people and things. Stereotypes always appear negative in the medias. Again we’re comparing with the people from the Middle East. When there has been a crime and they’re talking about it in the medias, it has always been told loud and clear if it’s immigrates who had make a crime. On the other hand when it’s a local person, it has never been told. Therefore we actually compare stereotypes with only bad things, because that’s how it has been appeared in the medias and it affects us, but stereotypes are often fun.

The Challenges Faced By An Organisation

The Challenges Faced By An Organisation Organization is a place where number of people work with each other to achieved a mutual Goal and Management is interested in an organization mainly from an instrumental point of view. For a company, organization is a means to an end to achieve its goals, which are to create value for its stakeholders (stockholders, employees, customers, suppliers, community). Therefore Management behaviour can be describe in terms of structure Culture In which the relationship between management structure and culture and its effect on business performance should be analyze very carefully to sustain the Organization growth and its development. Now for improving organizations overall effectiveness is a constant key objective for all executives so that organization will benefit significantly through: -Increased productivity -Faster decision making -Less internal conflict Organizational effectiveness stems from the organization being able to do the things it   Needs to do with minimum use of resource. In fact not doing things that dont need to be done   is perhaps the single biggest contribution to becoming truly effective. Making Tasks simpler so there is less work, avoiding mistakes so that there is no rework, quality systems to get things done consistently, training to enable a task to be done quicker are all examples.   However,   the organisation doesnt   become more effective spontaneously.   It requires time,   effort, know  ­how   and will.   Individuals,   particularly those with management   responsibilities need to have the skills and competencies to analyse what is going on, to propose solutions to problems,   and implement the changes in the workplace and to have the confidence that   consistent   long-term improvement   is what   will make the organisation competitive.   If the gains in effectiveness are not to be eroded the whole process needs to be set in a culture of continuous improvement so that each improvement builds on its predecessors and is not lost just as easily as it was gained through apathy or through attention shifting elsewhere. Refer to the case study of Barclays banks when there is an acquisition with Lehman Brothers in September 2008 Barclays had to face number of hurdles and problems to overcome Organizational Behavior of the Lehman Brother but without an effective measures and decision making it would not be organized and successful acquisition so to understand the important part of Management theories for Organizational Behavior we have to understand effective management behavior that grouped into 6 management qualities. Values new Ideas: Effective Management can be through when we give importance and respect to new ideas present by the employees and give them rewards for this and let the employee try new, potentially better methods for an organizational growth. Values Others View: This includes Involve sub ordinates in important decisions, take time to listen and understand, provides feedback when subordinates shares ideas Appreciate Differences among others: Recognizes that individuals needs and abilities differ, Values the experiences and perspectives of people from diverse backgrounds 4) Takes Action to Solve Problems and Conflicts Takes steps to improve bad relationships, Takes action to resolve interpersonal conflicts, Finds win/win solutions, Learns from his/her mistakes, Sorts essential from unimportant information 5) Communicates Expectations Communicates what he/she expects to be accomplished, Provides understandable performance data 6) Principled Maintains consistency between words and actions, Models the behavior he/she expects from others, Recruits and promotes fairly regardless of race, gender, sexual orientation, or age The above mentioned 6 qualities are used to make an Organization effective. In case of Barclays Acquisition they started to implement this technique to boost the employee performance and to make them believe that they are still very attached with the organization and have a same respect as it was in Lehman Brothers. Barclays find out number of key organizational behavior issues with the acquisition like Integration, Organizational Culture of Both Barclays and Lehmans and Motivation. EXAMPLE REATED TO EFFECTIVE MANAGEMENT U. S. Network Appliance Inc. (NetApp), founded in 1992, has been an industry leader in networked storage solutions. Since its inception, the founder of NetApp great importance for the development of a healthy work environment and friendly staff the company. Emphasis was placed on trust and integrity, team spirit and ambition to reach higher goals. The company had a policy of openness, flexible working hours and offer a host of other benefits for their employees. The company is employee-friendly policies have been recognized by leading magazines as one of the best places to work. For the year 2009, NetApp ranked first in the list of 100 Best Companies to Work For by Fortune magazine. In January 2009 ranked U. S. Network Appliance Inc. (NetApp), a leading solution for network storage company, No. 1 on the list of 100 Best Companies to Work For, Fortune magazine had 4. The position of the company significantly the 14 th in 2008 (see annex I for a list of 15 of the 100 Best Companies to Work For in 2009) improved. The list was compiled by Great Place to (TMP) for work on behalf Institute5 Fortune magazine. According to GPW NetApp is a serious matter. Serious about customer service to compete seriously with serious and that a large work area. In 2009, NetApp # 1 Best Company to Work for in America is was established after investigations GPW, the 528 companies with new jobs in 2008, replacing an increase of around 12% 0.7 With this, NetApp INC8 Google, which held the title for two consecutive years 2007 and 2008. Occasionally, Dan Warmenhoven, CEO of NetApp, We are delighted and honored to be in the top of the prestigious list of Fortune. Our employees are the heart of our society and the strength of our global culture. values of the culture that teamwork, productivity, leadership and innovation We help clients create more discoveries to retain the best talent and deliver superior returns for our shareholders. I am very proud of what we have achieved and what the value of our employees every day: a shared workspace successfully NetApp personnel policies on the welfare of employees. Policies on the development of healthy and motivated employees. AfterGwen McDonald (McDonald), Vice-president, Human Resources,NetApp, We are clear that our people are our cornerstone of our success is actually taught by our leaders, both in terms of what we say and do.. NetApp Management believes that customers who do business with the value proposition of the companys corporate culture is measured. When the culture was strong enough that customers would be attracted to be inclined to establish business relations with the company of others. Emphasizes this fact, NetApp staff about the unique culture of the educated workforce. NetApp staffs have always been motivated by the words of appreciation and were aware that they were valued in society. There were several awards and recognition programs structured to recognize the contributions of personnel in various areas. Among them was the share of rewards program, which involves an incentive program to encourage employees to share their knowledge. It is now clear that the importance of an effective organization. Say, if an organization is effective is not certain to survive in this era of competition, losing to determine the reason. Therefore, the organization ineffective. INEFFECTIVE ORGANIZATION Such an organization will be termed as effective organization as its members do not work for organizations goals. The behavioral approach establishes a direct relationship between integration of organizational and individual goals and organizational effectiveness. It should, however, be noted that organizational effectiveness is not the result only of integration of two goals, rather are a lot of other variables affecting it. But still we can say, that as human factor is one of them important and the only active factor integrating other factors in the organization. This analysis holds good from management of organization point of view. For example in an organization where number of employees compete with each other not in positive manners his could affect directly to the organization as if individuals are not align in a proper positive direction then the organization will definitely face a great Obstacles, Now to manage all this things we understand that human factor is one of the most important and viable factor to see within an organization and should be managed properly, As in the case study of Barclays we discussed in the class we have seen that how employees were managed because of their importance in their organization and to retain them and to make them happier how Barclays made strategies to cope up that situation of successful integration. So we have to closely analyze that what factors affect organizational effectiveness. OBSTACLES / FACTORS AFFECTING ORGANISATIONAL EFFECTIVENESS AND ITS PERFORMANCE: This is a very important and difficult task for the manager, who is analyzing the organization, is to identify the factors underlying organizational effectiveness. The major set of factors or variables that potentially have their influence on effectiveness are: 1. Organizational characteristics 2. Environmental characteristics 3. Employee characteristics 4. Managerial policies and practices. For example Barclays acquisition with Lehman brother would have definitely affect organization as above factors affect a lot as both companies have different Organizational Characteristic, Environmental characteristics, Employee characteristics and also Managerial policies and practices. Organizational characteristics which affect the effectiveness are of two types: 1. Organizational structure and 2. Technology Organizational structure influences the effectiveness in the following ways: Structure in terms of functional specialization, size centralization of decision making and even formalization is likely to increase productivity and efficiency. Job satisfaction of the employees is also related to the organizational structure, equitable division of work and delegation or authority and responsibility and proper direction are likely to generate the feeling of satisfaction among people at work. Technology and organizational structure are interrelated. The type of technology determines the nature and structure of Organization, Change of technology will require a lot of changes in the organization in the form of: a. Change in operation e.g. from labor-intensive to capital intensive b. Shifting of employees to either different departments within the same factory or to some other factory of the organization. c. Change in span of control d. Creating of new and winding up of the few departments. e. Change in them materials which are used f. Retraining and provision of more knowledge about the latest technology to the workers. If the organization fails to change the structure according to needs of technology, it will never prove to be effective. needs of technology and it will never prove to be effective. Environmental Characteristic Management should have experts who will suggest adjustments which are to be made in the organizational set up to comply with environmental changes. 1. External environment 2. Internal environment Employee Characteristics Human factor is the most important factor which influences the goal achievement of organizations. If there is a close integration among the individual and organizational goals, the organizational will be highly effective as explained in the behavioral approach to the effectiveness. If the organization, without compromising with its fundamental programmers and policies, could readjust to accommodate legitimate aspirations of the employees, In employees, it should do so the achieve effectiveness. In case there is a conflict between the individual and the group goals and the issued relate to the very existence of the organization, the organization will have to take a firm stand to deal with the situation. To help in achieving the effectiveness of the organization, the employees the effectiveness of the organization, the employees should have the following characteristics: a. They should be attracted towards and satisfied with the organization. b. They should be committed to the organization. c. Their motives, goals and needs should not be in conflict with the organizational goals. d. The employees should be able and knowledgeable. e. They should have their role clarity. f. The job turnover should be very low, if any. EFFECTIVENESS THROUGH ADAPTIVE COPING STYLE AND HOW THESE OBSTACLES OVERCOME: 1. Sensing of Change. The first basic stage in the cycle is the sensing of change in some part of the internal and external environment. Failure to perceive changes in the environment or incorrectly perceiving the changes is the major factor for the failure of the organization to cope with environment. The organizations should have effective Management Information System for effectively coping with the environment. 2. The second stage in the cycle is the import of relevant information about the change into those parts of the organization that can act upon it. However, it is very difficult to decide which imputes are to be taken from the environment and organizations often fail to perceive the relevant inputs, particularly the information. 3. Changing Conversation Process. Inputs are taken by the organization from the environment for further processing, this is known as the conversion process. The conversion process should be modified according to environmental requirements as indicated by the information. 4. Stabilizing Internal Changes. The fourth stage of the cycle is to stabilize the internal changes while taking care of undesired changes in related systems which have resulted from the desired changes. This is necessary because each sub system in the organization is dependent upon others and change in one may affect others but this effect may be positive or negative. 5. Exporting New Outputs. When the internal change is established, the organization becomes in a position to export new outputs which are in accordance with the environmental requirements. Some different and additional attempts may be required for exporting the new outputs. If the organization fails to adopt the new methods, it may become ineffective.. 6. Obtaining Feedback. The last stage in the cycle is the obtaining of feedback on the outcome of the changes for further sensing of the state of the external environment and the degree of integration of the internal environment. This stage is very much related with the first stage because process of sensing may be the same. Failure at any of these stages may result into ineffectiveness. A successful coping suggests that all of the stages must be successfully negotiated. Following are the major organizational conditions for effective coping: 1. The Organization must have a proper communication system through which reliable and valid information may be passed. 2. Enough internal flexibility should be there so that changes can be brought absorbed by the organization. 3. Successful coping requires integration and commitment to the organizational goals which provides willingness for change. There should be supportive internal climate which can support good communication, reduction in inflexibility and stimulation of self protection. The Most important factor that likely to determine the successful performance of work organizations is Organizational Culture There are four steps in the integration of organizational cultures in international expansions that result from mergers or acquisition The two groups have to establish the purpose, goal, and focus of their merger They have to develop mechanisms to identify the most important organizational structures and management roles They have to determine who has authority over the resources needed for getting things done They have to identify the expectations of all involved parties and facilitate communication between both departments and individuals in the structure Three aspects of organizational functioning that are important in determining MNC organizational culture The general relationship between the employees and their organization The hierarchical system of authority that defines the roles of managers and subordinates The general views that employees hold about the MNCs purpose, destiny, goals, and their places in them. Guideline to Overcome such diversity i.e. Culture in an organization Select team members for their task-related abilities Team members must recognize and be prepared to deal with their differences Team leader must help the group to identify and define its overall goal Members must have equal power so that everyone can participate in the process All members must have mutual respect for each other. Managers must give teams positive feedback on their process and output Example related to Cultural Environment: The company plays an important role in the success of the organization. A corporate culture helps to attract the best talent in the industry. The case describes the corporate culture of Google Inc. Google is one of the few companies that have successfully blended technological innovation with a strong corporate culture The case provides insight into the work environment, and recruitment process at Google. The case also provides insight into how Google fostered innovation among employees. The case ends with a critique of Googles organizational culture Google Inc. (Google) is considered one of the most successful Internet start-ups. In 2003, favorite search engines in the world was for their accuracy and speed in obtaining results. Apart from the technological advantage over its competitors, Google is successful because of its ability to attract and retain the best talents of these employees. And the process was possible thanks to Googles corporate culture. During the Internet bubble in late 1990, Google was the only company that does not suffer wear, while the experience of other employees of large tech companies had sales of 20-25% Googles corporate culture is legendary in Silicon Valley. Googlehas been a symbol of successful Internet companies. For many, the successful combination of company culture and technology in Silicon Valley. It is estimated that Google has succeeded because it had removed the unnecessary bureaucracy and hierarchy gave its engineers to work hands free. But not everyone in the culture of Google was impressed. Some think that Google could not complete support their growth with the current culture. It is believed that Google had exceeded its informal culture, and it would be informal, from now on, the confusion among employees and customers. In addition, Google also crucial for their establishment and the lack of unity of command at the highest level. Google founders Larry Page (Larry) and Sergey Bring (Sergio) graduated in computer science from Stanford in 1995. In January 1996, the work of Larry and Sergey in their project aims to extend the summer through a search engine. They wanted a technology that has provided the necessary information from the enormous amount of data available on the Internet to grow because of its ability to identify and analyze the links in its search engine Back Backrub which refers to a site particular. Backrub in 1997 had received great popularity due to its unique approach to solving the problems of Internet research. During the first half of 1998, Larry and Sergey were focused on perfecting his technique. To store large amounts of data, they bought a terabyte of disk storage (a billion bytes is a terabyte) at bargain prices. Larry dormitory use data Center while Sergey room via an office. So far, they knew your search technology best available technology and other. They began an active participation with potential partners in the Technology Licensing YourSearch Engine Research technology. Larry and Sergey contact lots of people plus friends and family. One of the people they got in contact with was David File , the creator of Yahoo, a leading portal2. File complimented them for the solid equipment they had build, although did not come into any contract among them. Instead, he motivate them to set up their own company After collecting another $ 1 million from family and friends, the office of Larry and Sergey, 7 opened in September 1998. California office was in the garage of a friends house in Menlo Park. The name of Google, but by an accident, said the companys mission and organize the data available on the Internet most of the selected type. The site is set www.google.com and operation of the duo their first employee Stanford colleague Craig Silverstein (Silverstein), later chief technology officer of Google. . Google has an informal work culture in the (home) Googolplex. Both Larry and Sergey wanted to make Google a great place to work. Because of their faith, the Googolplex, decorated with lava lamps and painted in bright colors of the Google logo (Refer Figure I for Google Logo). Googles have been allowed to bring pets in the workplace, and were willing even with snacks, lunch and dinner by a famous chef Charlie Ayers. The room was Googolplex Google snack cereals, gummy bears, cashew nuts and other snacks and fruit juices, soft drinks and cappuccino Sergey and Larry have also focused on hiring people with good humor. They have been personally involved in hiring. To attract major change in Google Top Ten Reasons to Google on its website (Refer Table II). Google has hired people with different abilities and characteristics (see Table III).When hiring, Google for its academic excellence, as in the class of SAT test scores and other graduates were needed. For an interview call from Google, a person must be a first class university .Google management should also encourage innovation and creativity in the workplace. Clear that to maintain growth, the company had come up with new products and features. However, the company had problems, these ideas are translated into successful products, knock. Silverstein said: Weve always had good ideas, but we had no good way to express or catch them. To resolve the problem, Google implemented an internal web site to pursue new ideas Many analysts believe that fluctuations in Googles zero percent during the dotcom boom, the evidence from tissue culture. But not everyone was convinced that Google was entitled to its work culture. They found that the company was to manage growth. A 12-hour day became the norm in the industry. Googles hiring process has been criticized by analysts. It was noted that Google is too narrow in its approach; it is displayed in the stands and graduate certificates of the candidates instead of experience. Commenting on the hiring process, said a Google, If youre already at Cisco for 20 years, who do not. But the government defended the contracting process say they have intelligence and reason more valuable than experience. Performance of the Organization can be sometimes seems to be very easy but actually it is not the case. So most of the important thing in any organization is to look for is Manpower Humanreource and the environment in which all the employees are working both internally and externally both have to analyze with an close eye to take any advancement in any decision making in an organization The changing nature of modern work organizations and attempt to challenge and criticize the validity of this statement. Yes, As now the Modern work environment changes a lot due to Global attraction and as the whole world is becoming a global village now one which is more effective organization will survive. In this era Mergers Acquisition, Technology Advancement, Outsourcing, Modern HR like Rewards, Incentive, Retention, Training and Development took place a far more level just take an any example in developed or developing nation these practices are very common especially in Banking Industries examples like Barclays and Lehman and for Technology now a days SAP is used every Organization to integrate all his regions, Departments, Supply Chain Customers now these practices are also common in developing nation like Pakistan, India, Bangladesh etc. Major Merger Acquisition 1990s Top 10 Merger Acquisition deals globally by value (in mil. USD) from 1990 to 1999: Category Year Buyer Purchased 1 1999 Vodafone Air touch PLC Mannesmann 2 1999 Pfizer Warner-Lambert 3 1998 Exxon Mobil 4 1998 Citicorp Travelers Group 5 1999 SBC Communications Ameritech Corporation 6 1999 Vodafone Group Air Touch Communications 7 1998 Bell Atlantic GTE 8 1998 BP Amoco 9 1999 Qwest Communications US WEST 10 1997 WorldCom MCI Communications 2000s Top 10 MA deals worldwide by value (in mil. USD) from 2000 to 2009: Category Year Buyer Purchased 1 2000 Fusion: America Online Inc. (AOL) Time Warner 2 2000 Glico Welcome Plc. SmithKline Beecham Plc. 3 2004 Royal Dutch Petroleum Co. Shell Transport Trading Co 4 2006 ATHYPERLINK http://en.wikipedia.org/wiki/ATTHYPERLINK http://en.wikipedia.org/wiki/ATTT Inc BellSouth Corporation 5 2001 Comcast Corporation ATHYPERLINK http://en.wikipedia.org/wiki/ATTHYPERLINK http://en.wikipedia.org/wiki/ATTT Broadband Internet Sacs 6 2009 Pfizer Inc. Wyeth 7 2000 Spin-off: Nortel Networks Corporation 8 2002 Pfizer Inc. Pharmacia Corporation 9 2004 JP Morgan Chase Co Banc One Corp 10 2008 Imbed Inc. Anheuser-Busch Companies, Inc As shown in the above table it is clearly indicated the facts that the number of MA are increasing day by day so the organization who handle his Human resource well can lead in this race. Defining MWO (Modern Work Organization) Definitions of MWO usually need to be understood against its presumed antidote, i.e. the scientific management principles associated with the names of Frederick Winslow Taylor and Henry Ford. Using the categorization of Atkinson (1984), MWO is related to functional flexibility, rather than numerical or wage flexibility. Other terms which have been in use to describe the phenomenon include High Performance Work Organisation and High-Involvement management (cp. Besant 2003). Attila and Ylà ¶stalo (2002; 2005), in their research on Finland, talk about pro-active workplaces, key characteristics of which are that workers have increased possibilities to exert influence, and at the same time increased responsibility. A pro-active work organisation is simultaneously (a) able to implement new workplace practices within operational activities (for example semi-autonomous teams); (b) able to coordinate work across organisation (for example flat organisation or interaction) and (c) it has an active HRM policy as support and assistance (for example training). This is illustrated diagrammatically in Figure 1 (from BDL 2002). Systematic approach towards Modern Organization: Systematic approach is very useful for this modern era to make an organization effective make the work which is really want to be in the systematic manner. The Following are the systematic approaches which are used to be modern organization. -Way work is coordinated across the organisation -Way work is organized within operational activities -Supporting Human Resource Policies -Flatter Hierarchy -Information Flow -Team/Management Interaction -Semi-autonomous work teams -Investment in training -Reward Systems -Performance Measurement -Multi-skilling through Job Rotation Decentral organisational structures: Flat hierarchies and decentralization of decision-making (reduction of the number of management layers; fewer different functions, i.e. job enlargement; improved flow of information between shop floor and management); Semi-autonomous work teams; Process focus; Direct cooperation links with stakeholders (customers, business partners, public authorities, RD units etc.) at every hierarchic level; Corporate cultures which focus on people and learning: Systematic approach to skill acquisition (lifelong learning) with a focus on widening skills rather than simply adapting skills to changing functional requirements; Strong focus on soft skills such as communication skills, team-working, conflict management etc.; Wide participation in training, also involving less qualified members of staff; Innovative performance measurement reward schemes: Management by objectives (for teams and individuals); Financial and non-financial performance measures; Performance-related remuneration. While each of these components have been extensively dealt with in the management literature, evidence suggests that they provide the biggest benefit to companies if deployed in a systematic approach Impact on Workers: While decentralization of control is generally praised as an ideal means to achieve greater labor flexibility as well as higher motivation and (following from that) higher productivity, there are also risks involved. It is certain that increasing responsibility and self-control at all hierarchical levels tends to increase the work pressure as perceived by employees (Voß 1998, Gottschall Voß 2005; Cullen e

Industrial Relation System In Japan Management Essay

Industrial Relation System In Japan Management Essay Industrial Relations usually refer to relationships between labour and capital that grow out of employment. There are two parties in the employment relationship-labour and management. Both parties need to work in a spirit of cooperation, adjustment, and accommodation. In their own mutual interest certain rules for co-existence are framed and adhered to. Opinions about IR in Japan are extremely diversified. The main concern regarding IR appears to be whether Japan can maintain the vitality and flexibility to cope with the changes in the industrial structure and technology in a stagnant world economy. The lack of opposition and dispute between labour and management may be the most important feature for summarizing labour-management relations in modern Japan when making international comparisons. The study highlights IR in Japan and pointing out lesson that Bangladesh and Sri Lanka can take. The research is based on desk study. Moreover, the recommendation would be helpful to the practi tioners, researchers, planners, policy makers and academicians, who are involved in the concerned area. Keywords: Industrial Relations (IR); Employment; Capital and Labour JEL Classification: M1, M1, M54 Introduction The relationship between employer and employee or trade unions is called Industrial Relation (IR). Harmonious relationship is necessary for both employers and employees to safeguard the interests of the both the parties of the production. In order to maintain good relationship with the employees, the main functions of every organization should avoid any dispute with them or settle it as early as possible so as to ensure industrial peace and higher productivity. Human Resources Management (HRM) is mainly concerned with the human relation in industry because the main theme of HRM is to get the work done by the human power and it fails in its objectives if good industrial relation is maintained. In other words good Industrial Relation means industrial peace which is necessary for better and higher productions. IR may be understood in both inter and intra terms-that is between employers and employees, between employees and employees and also between employers and employers. Such diverse relations are the outcome of modern industrial production, entailing an enormous body of collective work and involving the corporate labour of a huge number of people in an enterprise. Of all these relations, however the one between employers and employees is of paramount importance under the system of capitalist relations of production. Some authors define the term industrial relations also as either the full range of rule governing the work place (Dunlop, 1958), or a study of the institutions for job regulations (Allen,1975) or even the maintenance of stability and regularity in industry(Richard,1981) IR is also concerned with determination of wages and conditions of employment. IR and human relations are distinctly two indispensable factors in industry, one depending on the other we can have good industrial relations in an industry, but bad human relations in the same establishment and vice versa. Good industrial relations provide the necessary background for human relations. In any undertaking, good relations between the management and workers depend upon the degree of mutual confidence, which can be established. This, in turn, depends upon the recognition by the employees of the goodwill and integrity of the management in the day-to-day handling of questions, which are of mutual concern. The first requisite for the development of good industrial relations is a good labour policy. The aim of such a policy should be to secure the best possible co-operation of the employees. Every employee should have the opportunity to contribute not only his services, but also his suggestions and ideas towards the common effort. The basic needs of an industrial worker are freedom from fear, security of employment and freedom from want. Adequate food, better health, clothing and housing are human requirements. The human heart harbors secret pride and invariably responds to courtesy and kindness just as it revolts to tyranny and fear. An environment, where he is contented with his job, assured of a bright future, and provided with his basic needs in life means an atmosphere of good IR. IR has several roles in the industrial development in any country; two fold objectives of good industrial relations are to preserve industrial peace and to secure industrial-operations. If we have to establish industrial peace, the workers must be assured of fair wages, good conditions of work, responsible working, holidays and minimum facilities of life. The objectives of good industrial relations should be development and progress of industry, through democratic methods, stability, total well-being and happiness of the workers, and industrial peace. Hence, industrial peace is the fruit of good industrial relations. The following objectives have been considered. To understand the philosophy and concept of IR; To focus on present scenario of IR policy in Japan,Bangladesh and Sri Lanka; To suggest some possible solutions for developing and improving the IR to Bangladesh, Sri Lankan from Japanese perspectives. Material and Methods Given the nature of the present study, it was required to collect data from the secondary sources. The authors were always careful of the objectives of the study and collected data accordingly to achieve those objectives. Secondary data were collected from research studies, books, journals, newspapers and ongoing academic working papers. The collected data may be processed and analysed in order to make the present study useful to the practitioners, researchers, planners, policy makers and academicians of the concern area. Analyses and Findings The analyses of findings have been discussed under the following sub-heads. Industrial Relations IR plays a critical role in establishing and maintaining industrial democracy (Monappa, 1995). IR indicates the status of the relationship between the employers and employees in general. Better relationship is always designed which, however, rarely remains in a satisfactory stage and in a static position because of various internal and external factors. The concept of IR has a wide meaning. The expression IR by itself means relationship that emerges out of day-to-day working and association of labour and management. But when taken in its wider sense it includes the relationship between an employee and employer in the course of running of an industry and may project itself to spheres which may transgress to the areas of quality control, marketing, price fixation and disposition of profits among others (Johri,1969). IR, thus, when taken in its wider meaning, is a set of financial interdependence including historical, economic, social, psychological, demographic, technological, occupati onal and legal variables (Singh, 1968). Industrial Relations in Bangladesh Democracy in the larger society is a prime and essential condition for the development of industrial relations. In Bangladesh, the extent of democracy is very poor. It is surprising to note that after independence, the frequent changes in government and emergence of military rule during 1975-1979 and 1982-1990 hampered the democratic environment for industrial relations in general and trade unionism in particular. Since independence, every government has been found to participate in the trade union activities directly through the formation of labour front. Due to government interventions, the industrial peace and productivity were affected a number of times. For example Awami League government maintained close contact with the workers through Jatiya Sramik League (JSL) the Bangladesh National Party (BNP) government did so through Bangladesh Jatiyatabadi Sramik Dal (BJSD), and Ershad government did the same through Jatiya Sramik Party (JSP). The level of industrialization in Bangladesh is very poor. The level of employment is very poor too. Here the supply of labour is always much higher than that of the demand for labour. So the labour cost is low. Out of a total civilian labour force of 70 million about 2 millions are unemployed. Here the industrial workers are not at all class conscious. Due to very poor literacy level, workers of Bangladesh are completely in the dark about their rights and obligations. The labour force participation rate in trade unionism is only 12%. Due to improper physical fitness and lack of sufficient skill the productivity of our workers is very low. As a result, they cannot contribute towards the higher level of profitability to the employers, thereby causing their level of wages to remain low. Till now the Government of Bangladesh could not ensure a satisfactory level of minimum wage for the workers (Khan Taher, 2009). Multiplicity of trade unions is one of the great weaknesses of labour politics in Bangladesh. As a result of weak strength, trade unions in Bangladesh is facing a number of problems like increasing political influence, inter and intra-union rivalries, unhealthy competition in collective bargaining agent (CBA) election, employers, tendency to avoid CBA process and develop opportunities among the trade union leaders etc. The opportunistic nature of trade union leadership has been responsible for poor labour movements. Most of the time, the trade union leaders acted as agents of employers and of the political governments. Industrial Relations in Sri Lanka IR in Sri Lanka has arrived at the cross roads which makes an interesting study for the Human Researches Specialist. The Sri Lankas shifting from a centrally planned economy to a market economy in 1977. Since 1977, the socio-economic changes were greatly influenced by the radical changes in the external environment, globalization, information technology (IT) revolution and changing consumer needs. These changes in the socio-economic system of the country have resulted in contradictions and conflicts in the sphere of IR. With the emergence of the market economy and resultant competition, the achieving of the desired economic growth was the challenge for the government.   At micro level, business corporations fought for their survival in a competitive environment. This situation has provided a new challenge to partners involved in IR. Historically, the state has played a key role in managing IR in Sri Lanka. The state intervention has more in the nature of labour legislation and in the area of dispute settlement. Since early 20th century, these laws have been enacted to protect the less privileged partner i.e. Labour/Employee. Hence the labour laws in Sri Lanka have a bias towards the employee and this rigidity has adversely affected the progress of business. For example, the Termination of Employment Act 1971 prohibits the termination of employment except in case of disciplinary matters without the permission of the Commissioner General of Labour. Even though plethora of labour laws protects the employees, it has been a hindrance to the business activity. The business community has made several appeals to the Government to effect appropriate such changes in labour laws to meet the current environment. Such changes in the form of entrepreneurial labour laws are urgently required not only to meet the needs of the S ri Lankan economy, but also to facilitate the working population. Being a developing country, it is natural that the state needs to protect certain less privileged class of the society from the economic transformation. In addition, in a democratic country, the working class is a source of strength to political parties. In this context, the present Peoples Alliance Government formulated the Workers Charter to safeguard the rights and privileges of the working people. The salient features of the Charter: (a) The commitment to the principles of the Declaration of Philadelphia and the labour standards adopted by the International Labour Organizations (ILO); (b) Recognition of trade Unions; (c) Encouragement of Collective bargaining; (d) Strengthening of existing laws to protect employees interest; (e) Defining casual, temporary and others forms of non permanent employment and; (f) Bringing forth a code of industrial harmony. Employers strongly felt that their views have not been duly considered and it was not the opportune item to bring forward this piece of legislation. The employers argued that the requirement was not for a workers Charter, but for an Employment Charter. Even though six years have lapsed, the government has still to bring in legislation for this purpose except an amendment to the Industrial Disputes Act providing recognition to trade unions and prevention unfair labour practices. The reluctance on the part of the government to provide legal enforcement to the workers Charter indicates that the government despite, an election pledge, has realized that such labour laws should not be allowed to restrain the development of a free market economy. De Silva stated that Labour law always presents the perennial problem of balancing the interests of capital and labour and at the same time protecting public interest. Again, more than any other branch of the law, labour laws reflects governments o r societys moral tone and attitude towards social issues. The Employers Federation of Ceylon (EFC) was established in 1930 as a counter measure to deal with trade unions under this manner employer to be united and disciplined to managing labour issues; and more importantly, the need for building up a mutual understanding between employers and workers. EFC has taken 50 years or more to reach the 200 mark in membership. However, since 1980, during the period of 20 years, the membership grew to over 500. The reasons for this growth besides the free market policies introduced in 1977, was the direct result of the need for industrial relations service. The lack of expertise within the workplaces to handle industrial relations prompted the employers to seek support and assistance of EFC. It is also significant to note that since 1980, the EFC has made a fundamental change in their approach. It shifted from their emphasis of providing legal services to assist the employers in adopting better Human Resources Management (HRM) practices in managing p eople at their workplaces. At the micro level, the relationship between the employees and the trade unions has been adversarial. The history of numerous conflicts between the employers and employees during the colonial rule and the post-independence era has greatly contributed to the development of this situation. Amongst other reasons: (a) Being unaware of the significance of trade unions in national and organizational context; (b) Lack of understanding in modern management techniques, (c) negative approach of Trade Unions; (d) Lack of professional management in HR; (e) Concealed hostility of the employers based on bounded rationality. Nevertheless, the experience have made employers realize that such antagonistic approach would lead to unsatisfactory relationship, loss of work hours resulting in from industrial disputes thus affecting the productivity. With the emergence of market economy, this would adversely affect the ability of the enterprise to be competitive. In this context, many employers have begun to adopt an approach of understanding towards trade unions and also making concerted efforts to establish cordial relationship with the workforce by adopting sound HR practices. From the inception of the trade union movement in 1930s, trade unions have adopted an antagonistic approach towards management. This may be due to Sri Lankan trade unions becoming appendages of Marxist/Leninist political parties espousing a class struggle and having a history of agitation against colonialism/establishment. Despite the rapid disappearance of Marxism/Leninism globally, some trade unions continue this class struggle approach without understanding the changes in socio-economic environment. Trade unions have been comfortable in adopting this adversarial attitude and make every endeavour to keep their membership away from the management. Another significant characteristic of the trade union movement is the politicization in which major trade unions are linked to major political parties. The political parties continue to treat unions as source of power. It has been observed that on certain occasions, the behaviour of trade unions has been motivated by political objectives r ather than the interest of the working class. This along with multiplicity of trade unions have had an adverse impact on the unity and strength of trade unions. However, since 1977, this situation has been subjected to gradual change. (1) The competition in the marketplace has prompted the trade unions to review their approach. The antagonistic approach would affect the business, which could result in loss in employment. (2) New generation of workers are more concerned about their welfare and personal interest rather than espousing political ideologies. This is amply demonstrated from the fact that the number of trade Unions have decreased from 1636 in 1977 to 1428 in 1996 and the membership has been static at 1.6 million of 7 million of working population. The ratification of ILO Convention 144 on Tripartite Consolation by the Sri Lankan Government signifies the acceptance of the need to consult the employer and employer organizations by the government in regard to matters of mutual interest. The significance of this event is that the acceptance of the principle that the government should consult the other two social partners at national level make sit morally obligatory for the employers to consult the trade unions at organizational level. The structures of tripartism have existed in diverse forms, but there has been little effort to co-ordinate and harmonize the interest and work of the social partners or to provide them with the role of active participation at national level such as: (a) Minimum wages fixed for 40 trades by Wages Boards set up by the Labour Ministry under the Wages Boards Ordinance, are tripartite in character. These boards permit a consultative approach to the fixing of terms and conditions; (b) A National Advisory Council was set up in 1989, with the objective of having a permanent consultative mechanism within the Ministry of Labour. The objectives of the council were broadly to consult worker and employer interests on policy matters and implementation of proposed changes in Labour law; (c) Employees councils were made obligatory by the Employees Council Act No. 32 of 1979, in public corporations and government owned undertakings, to encourage participation of employees in the affairs of these org anizations; (c) In the Free Trade Zones (FTZ) administrated by the Board of Investment (BOI), companies are expected to set up Joint Employees Councils as a condition of licensing. Tripartism cannot be strengthened or placed on a stronger base by passing legislation. If the desired results are to be achieved, the implementation of the laws must be monitored and enforced to some extent. Persuasion and educating the workers as well as employers on advantages of consultation and dialogue at all levels are considered desirable than enforcement of laws. It is imperative that the attitude of officials should change. They should be facilitators rather than regulators in promoting good industrial relations. It has been observed that at national level, there seem to be a tendency for some unions to affiliate and also employers interested in working together to deal with problems on a common front. It also appears that more and more bipartism is exhibited at work place which is a good sign of collaboration by social partners. EFC in 1989 suggested to ILO a strategy to build up a tripartite consultative process to be the joint responsibility of the EFC and the Trade Union s. The first phase was a join body on Safety and Health. This industrial Safety and Health Association (ISHA) brought the parties together in a spirit of co operation on Safety and Health. This led to a seething up of another mechanism called Labour Management Consultative Committee (LMCC). The collective bargaining/agreement is a mechanism under the provisions of the Industrial Disputes Act to resolve disputes and to maintain industrial peace. The government has ratified ILO Convention 87 on Freedom of Association and 97 on Collective Bargaining. One of the key reasons for the employees to organize themselves was for the purpose of collective bargaining, and the EFC has been instrumental in encouraging this process in the private sector and responsible for the many collective agreements signed to date. Even though this is a mechanism that could be used to the benefit of both parties, due to numerous reasons the use of this process in a greater extent has been restricted. Firstly, the employers have found that apart from industrial peace, Unions in general do not wish to offer in return, other benefits such as productivity, rationalization of work arrangements. Industrial Relations in Japan The central features of the Japanese industrial relations system include workplace focused enterprises unions, lifetime employment systems, broad based training and seniority based wages. Another outcome of the Japanese institutions such as the Keiretsu system and the system of production organization (subcontracting and quality-focused, team based work) is the simultaneous achievement of stability in labour market terms and considerable functional flexibility in work place level industrial relations through the development of internal labour markets. The Japanese follow permanent employment system, consensus decision making and patriotic leadership. The Japanese respect the senior and senior behaves just like a guardian not like a boss. Management treats all as team members whether executives or workers. They emphasize on continuous customer focus improvement in quality and total involvement. There is disagreement on the date of institution of the Japanese industrial relations system. Taira (1970 as cited in Khan Taher, 2009) suggested that the lifetime employment practice developed in the late 1800s in the silk industry where employers, forced to compete for scarce labour, instituted lifetime employment to create stable employment conditions. The key practices were encouraged by the government, which institutionalized several of them during the inter-war period in its Factories Act of 1938. Enterprise unionism emerged post war based on the structure of the firms (the large employers who accounted for a significant share of employment). Jacopy (1993) and Gordon (1985) (as cited in Khan Taher, 2009) also suggested that precursors to the current system could be seen in the company unions of the 1920s, with institutional occurring during the interwar period. Cusumano(1985) argues that it was the early labour-management crises in the post-war period, coupled with the revolution in production management that account for the creation of the more advanced aspects of the internal labour market in Japanese industry. Okayama (1986) also credited the industrial strife of the 1950s as the most important variable in the development of the Japanese Industrial Relations system, a view also held by Kenney and Florida (1994) and Takahashi (1997) who argued, The main stimulus (for lifetime employment) was the experience of large-scale conflict between labour and capital in the early post-war years, partly in response to many workers being made redundant as the war industries shut down. Employers sought a way to end or reduce this conflict, not a social or political norm impervious to pressures of economic change. (as cited in Khan Taher,2009). There were several changes in the Japanese system over the 1970s and 1980s. Notably, there was erosion in the seniority based wages concept, as wages began to be tied increasingly to skills acquisition and productivity, while employers had started the practice of mid career hires in white collar and technical occupations. The practice of Shukko- transferring employees to other parts of the Keirestu during downturns-had gained in prominence over the last two decades. Recent Changes in Industrial Relations of Japan In the 1990s, there has been acceleration in the change already underway, as well as changes in other practices that constitute the core of the Japanese (IR) system. This has been due in large part to the effect of the recession of the 1990s, as Berggeren, argues, which has been the deepest one since the 2nd World war. Thus, in the 1990s, there has been a significant questioning of the lifetime employment concept, with severe declines in job security on an unprecedented scale, changes in hiring practices from schools and universities, a dramatic increase in outsourcing strategies, the introduction of limited term employment contracts for some occupations, increased wage flexibility, and some degree of union restructuring, along with evidence of breaking up of some Keiretsus. By themselves, any one of these changes might suggest a gradual adaption to new economic circumstances, but all of these happenings together in the 1990s suggest the critical importance of the 1990s recession in forcing employers to question the existing practices and act to change them. These changes came as a movement towards transformation of the industrial relations system given that the evidence suggests changes in most aspects of employment relations in Japan, such as job security, hiring, corporate governance, wages and wage flexibility and the role of seniority, as well as union structure, and would seemingly consist of a significant eroding of the three pillars and a move towards and a move towards a more individual based system such as in the United States (Brown, Nakata, Reich and Ulman,1997). There is also some evidence that the Keiretsu system is breaking down after the crisis, possibly as a result of firms capital requirements, and thus one major source of the stickness seems to be weakening ( as cited in Khan Taher,2009). Lessons for Bangladesh and Sri Lanka from Japanese Perspectives Proper industrial relations imply harmonious and peaceful relations between labour and management. In such a situation both labour and management realise their mutual obligations toward each other and resort to actions that promote harmony and understanding. For making a fruitful comparison in the characteristics of industrial relations in between Japan, Bangladesh and Sri Lanka, we need to make a systematic analysis. The main lessons for Bangladesh and Sri Lanka may be summarized as follows: The level of organizational commitment among the workers and employees should be increased; Human Resources should be treated as organizations assets rather than a money making machine; Management of conflict and employee grievances should be handled effectively which ultimately would lead to innovation and productivity improvement of a concerned organization; During selection and promotion of candidates (employees) a human resource manager should follow a standard method and all candidates can get equal treatment without bias; The activities of industrial relations in Bangladesh and Sri Lanka should be free from the influence of party politics; Organizational polices and strategies should be formulated and also implement through general consensus between the workers/employees and the employers. Policy Implications Although the present study was confined to IR in Japan: Lessons for Bangladesh and Sri Lanka, it may be appropriate to state briefly the policy implications for the study. In this context, the following policy actions may be considered worthwhile. Proper Demographic Environment It is essential that in order to ensure effective IR, a proper democratic environment in the greater society is essential. In the absence of democratic environment the employers may try to exploit the workers and even the workers may try to adopt unfair means, thereby disturbing industrial harmony. Efficient management Efficient management, capable of performing its duties professionally and thereby satisfying both the parties- the employers and the employees-is indispensable. Sprit of Collective Bargaining The relationship between an employee and the employer will be congenial only when the differences between them are settled through mutual negotiation and consultation rather than through the intervention of any third party. Existence of Strong and well organized trade unions Industrial relations will be sound only when the bargaining power of the workers unions is equal to that of management. A strong trade union can protect the workers interest relating to wages, benefits, job security, etc. Existence of sound and organised employers unions These associations are helpful for the promotion and maintenance of uniform Human Resource (HR) policies among various organizations and to protect the interests of weak employers Concluding Remarks In fine, it can be said as to industrial relations in Bangladesh and Sri Lanka that despite a much smaller number of work stoppages in recent years the industrial relations have been far from being sound. There were attitudinal problems of mistrust, multiplicity of unions, political affiliation of unions on deep ideological grounds, employers reluctance to part with information, their undermining the importance of unions and by passing laws, unions not representing the interest of the workers but of the political parties and overwhelming emphasis on third party settlement which has not proved too effective. The recommendation would be helpful to the practitioners, researchers, planners, policy makers and academicians, who are involved in the concerned area Text and References Allen, F., Industrial Relations: What is wrong with the System, London: Faber, 1975, p.10 Cole, G.D.H.,.An Introduction to Trade Unionism, London: George Allen and unwin Ltd,1955 Cunnison, J., Labour Organization, London: Pitman and Sons, 1930, p.13. Dunlop,J.T.,Industrial Relation System, New York: Henry Holt and Company, 1958, p.5. Johri, C.K.., Normative Aspects of IR: Issues Indian Labour Policy (Ed.), New Delhi: Shri Ram Centre of India, 1969 Khan A.A Taher, M.A., Human Resources Management and Industrial Relations, (3rd ed), 2009, pp.18-45. Monappa, A., Industrial Relations, New Delhi: Tata McGraw-Hill Publishing Company Limited, 1955, p.9. Richard, H.(1981). Industrial Relations: A Marxist Introduction, London: Macmillan Press Ltd, 1981, p.11. Singh, V.B., Climate for Industrial Relations, A Study of Kanpur Cotton Mills, Bombay: Allied Publishers, 1968, p.1. Webb, S Beatice., A History of Trade Unionism Longman: London, 1910,p.13.

Different Styles in Coaching :: essays research papers

Different Styles in Coaching No one is alike, everyone has there own way of doing things. For example, I was coached by two different basketball coaches in my high school years; both of whom had their own unique style of coaching. Coach Lira and Carla coached the same sport even though each had different strategies for their athletes.   Ã‚  Ã‚  Ã‚  Ã‚  Coach Lira was forty years old and had coached for ten years. She coached for the same high school she played basketball at, and has a lot of experience in coaching as well as playing the game. Being on Varsity her sophomore year shows she is a good basketball player and knows the game well. Lira is considered a good coach because she can make a team win games. The relationship she had with her players was more like a teacher to a student. She wasn’t a friend figure. Being late was never an issue with her, she was always on time. Lira had many rules and was very strict. For example if you were late you would have to do one hundred pushups. During the games she would pick the players she liked over the players who deserved to play because of her short temper.   Ã‚  Ã‚  Ã‚  Ã‚  She had workout practices. Every practice she made us do drills that would help us in a game. Making the players do 100 pushups and sit-ups before going through plays was very tiring. We would go through plays over and over until we got them down exactly they way she wanted them. We would practice every Saturday morning from 8:00 to 11:00. Are practices were different from regular practices because they were so intense. Lira took us to the championship game. Without her coaching, we would never have gone that far.   Ã‚  Ã‚  Ã‚  Ã‚  My other coach, named Carla, was 20 years old, still going to college with no experience in coaching or playing basketball. She wasn’t a very good basketball player herself. In high school she was on the team but was on the bench. Carla really didn’t know the game that well. Losing games made her a bad coach. Carla was not a coach; she was more like a friend. Being late to every practice made her irresponsible. One positive thing about her was she never picked favorites. In fact, the players thought she wasn’t strict enough. She didn’t set rules. No one was scared of her because she was too nice.

Huck Finn :: essays papers

Huck Finn The Adventures of Huckleberry Finn is a well acclaimed book, written by Mark Twain. It was written from 1876-1883, but the story itself is supposed to have taken place some forty to fifty years earlier, back in the era of slavery. The setting for this book is very similar to the place where Twain grew up. He was raised in Hannibal, Missouri, but changed the name to St. Petersburg for the story. This town was situated right along the Mississippi river which plays a very significant role in the tale. Each character in the novel exhibits a certain personality. Personalities of which Twain encountered while being a river boat pilot for four years. The narrator is actually Huck Finn himself. Chapter one introduces Huck Finn and the reader gets to know what he is like. At fist glance he may appear to be only an out of control teenager, but there he is in fact a very dynamic character, just wait until things begin to unfold. Huck yearns to be free from all authority. His guardian, Widow Douglas, is constantly nagging him to be â€Å"sivilized,† but this seems to go one ear and out the other. He enjoys smoking, cursing, hunting and fishing. But she would rather that he learn to be polite and go to school. The reader also sees in this chapter that Huck is superstitious. This occurs when he accidentally kills a spider, which supposedly brings bad luck. The chapter ends when he hears something in the tree outside his bedroom.... Chapter two introduces Huck’s best friend, Tom Sawyer. They both sneak out together, almost getting caught by Jim, the Widower’s slave. But they weasel their way out of it by pulling a trick on him. Which provides Jim with another bizarre story to tell, he always stretches the truth. Both Tom Sawyer and Huck share the same love for adventure and have great imaginations. For instance, they begin to create a plan to start a band of robbers. Tom pulls his knowledge of robbers from books he has read, so the plan ends up quite extreme. He wants all of the robbers to actually kill the people they rob, just because he read it in a book. Huck is definitely more realistic than his friend and backs out of it. During chapter three we find that Huck has been learning how to read and write. And he also begins to see signs of his Pap’s return. His pap is the town drunk, who just wanders around looking

Maryannreyteran

KAMIAS AS BEVEARAGE DRINK HOW TO MAKE KAMIAS WINE? MATERIALS: 80 pcs. Of Kamias Caserole Salt 3 tbsp. sugar 1 tbsp. yeast 1 Cotainer Straw Streamer Cotton Cotton cloth 1 or 2 bottle PROCEDURE: 1. Prepared the 80 pcs. Kamias aqnd remove the upper and lower part . 2. After removing fill it to a container and wait for at least 6 or 7 days until the extract of the kamias comes out or release. 3. After 7 days waiting, separate the extract from residue in a bottle. 4. Add the 3 tbsp. sugar. 5. Wait for a days until the dullness of the extract cimes dow or what we called left residue. . Transfer to another bottle and put the yeast. 7. After putting yeast kindly get the cotton and put it to the mouth of the bottle and put a straw horizontally for the hole the bottle. 8. Wait for atleast I month. 9. After waiting, put it in a Caserole and boil in slow fire for the sterilization of the wine. 10. After that, the bottle next. 11. And feel the essence of my finish product. â€Å"Kaymito Leaves D ecoction as Antiseptic Mouthwash† Materials: ? kilo of kamias fruit 1 ? kilo of chili mortar and pestle kettle gas stove product container Procedure: The researcher collected and prepared all the materials needed. The researcher then pounded the kamias and chili separately and gets their extracts. After pounding the kamias and the chili, the researcher boiled the two extracts separately for 5 minutes. Then the researcher mixed them and poured them inside the container. Review of related literature: In the past chili was used only as spices because of its taste. Later on, it was discovered as a good mosquito killer because of its pesticidal property. While kamias (ginger lily) was also used in food spices before. Later on, it was discovered by Battistelli in 1939 that it has properties such as astringent, stomachic, refrigerant and antiscorbutic. Some of the researchers now are having kamias as wine but in this study the researcher wants to test the properties of the kamias fruit together with the chili. Oregano as Perfume Materials:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   I. Ingredients: 1. ) 400 grams paraffin wax 2. ) Candle wick 3. ) 100 grams stearic acid 4. ) Dye/ scrap colored candles 5. ) Fresh oregano leaves II. Other things: 1. ) Stove 2. ) Kettle 3. ) Stick 4. ) Scissors 5. ) Pail with water 6. ) Garter 7. ) Brush 8. ) Oil 9. ) Rag 10. A pair of candle molders (#18 for the size of locally available candle) 11. ) Strainer 12. ) Knife Here are the steps: For the molder: All the materials were prepared in the working table. The candle molders were soaked in the half-full water basin for 10 minutes. After so, the molders were dried by a clean rag and brushed with oil to make it ea sy to pull out from the molder. The molders were paired and held together by a garter. For the wick: The wick was tied to a stick and placed on the mold. For the candle: The paraffin and stearic acid, together with the scrap candles, were melted together in a kettle over medium-heat stove. The fresh oregano leaves were stirred into melted wax (the strength of the scent depends on the amount of the oregano leaves and the amount of the herbs depends on your choice) Once, the change in the color of the wax was observed; the herbs can now be removed by a strainer. The melted ingredients were poured into the molder. The molder was submerged in water to hasten the cooling process. After 1-2 hours, the molder can now be opened and voila! Gloc-9 — Upuan lyrics (Chant) Kayo po na naka upo, Subukan nyo namang tumayo At baka matanaw, at baka matanaw na nyo Ang tunay na kalagayan ko Ganito kasi yan eh†¦ Verse 1: Tao po, nandyan po ba kayo sa loob ng Malaking bahay at malawak na bakuran Mataas na pader pinapaligiran At naka pilang mga mamahaling sasakyan Mga bantay na laging bulong ng bulong Wala namang kasal pero marami ang naka barong Lumakas man ang ulan ay walang butas ang bubong Mga plato't kutsara na hindi kilala ang tutong At ang kanin ay simputi ng gatas na nasa kahon At kahit na hindi pasko sa lamesa ay may hamon Ang sarap sigurong manirahan sa bahay na ganyan Sabi pa nila ay dito mo rin matatagpuan Ang tao na nagmamay-ari ng isang upuan Na pag may pagkakatao'y pinag-aagawan Kaya naman hindi niya pinakakawalan Kung makikita ko lamang siya ay aking sisigawan Chorus: Kayo po na naka upo, Subukan nyo namang tumayo, At baka matanaw, at baka matanaw na nyo Ang tunay na kalagayan ko Verse 2: [ Lyrics from: http://www. lyricsty. com/gloc-9-upuan-lyrics. html ] Mawalang galang na po Sa taong naka upo, Alam niyo bang pantakal ng bigas namin ay di puno Ang ding-ding ng bahay namin ay pinagtagpi-tagping yero Sa gabi ay sobrang init na tumutunaw ng yelo Na di kayang bilhin upang ilagay sa inumin Pinakulong tubig sa lumang takuring uling-uling Gamit lang panggatong na inanod lamang sa istero Na nagsisilbing kusina sa umaga'y aming banyo Ang aking inay na may kayamanan isang kaldero Na nagagamit lang pag ang aking ama ay sumweldo Pero kulang na kulang parin, Ulam na tuyo't asin Ang singkwenta pesos sa maghapo'y pagkakasyahin Di ko alam kung talagang maraming harang O mataas lang ang bakod O nagbubulag-bulagan lamang po kayo Kahit sa dami ng pera niyo Walang doktor na makapagpapalinaw ng mata niyo Kaya†¦ Wag kang masyadong halata Bato-bato sa langit Ang matamaa'y wag magalit O bato-bato bato sa langit Ang matamaan ay Wag masyadong halata (ooh) Wag kang masyadong halata Hehey, (Wag kang masyadong halata) (Wag kang masyadong halata) (Chant) Gloc-9 — Upuan lyrics (Chant) Kayo po na naka upo, Subukan nyo namang tumayo At baka matanaw, at baka matanaw na nyo Ang tunay na kalagayan ko Ganito kasi yan eh†¦ Verse 1: Tao po, nandyan po ba kayo sa loob ng Malaking bahay at malawak na bakuran Mataas na pader pinapaligiran At naka pilang mga mamahaling sasakyan Mga bantay na laging bulong ng bulong Wala namang kasal pero marami ang naka barong Lumakas man ang ulan ay walang butas ang bubong Mga plato't kutsara na hindi kilala ang tutong At ang kanin ay simputi ng gatas na nasa kahon At kahit na hindi pasko sa lamesa ay may hamon Ang sarap sigurong manirahan sa bahay na ganyan Sabi pa nila ay dito mo rin matatagpuan Ang tao na nagmamay-ari ng isang upuan Na pag may pagkakatao'y pinag-aagawan Kaya naman hindi niya pinakakawalan Kung makikita ko lamang siya ay aking sisigawan Chorus: Kayo po na naka upo, Subukan nyo namang tumayo, At baka matanaw, at baka matanaw na nyo Ang tunay na kalagayan ko Verse 2: Mawalang galang na po Sa taong naka upo, Alam niyo bang pantakal ng bigas namin ay di puno Ang ding-ding ng bahay namin ay pinagtagpi-tagping yero Sa gabi ay sobrang init na tumutunaw ng yelo Na di kayang bilhin upang ilagay sa inumin Pinakulong tubig sa lumang takuring uling-uling Gamit lang panggatong na inanod lamang sa istero Na nagsisilbing kusina sa umaga'y aming banyo Ang aking inay na may kayamanan isang kaldero Na nagagamit lang pag ang aking ama ay sumweldo Pero kulang na kulang parin, Ulam na tuyo't asin Ang singkwenta pesos sa maghapo'y pagkakasyahin Di ko alam kung talagang maraming harang O mataas lang ang bakod O nagbubulag-bulagan lamang po kayo Kahit sa dami ng pera niyo Walang doktor na makapagpapalinaw ng mata niyo Kaya†¦ Wag kang masyadong halata Bato-bato sa langit Ang matamaa'y wag magalit O bato-bato bato sa langit Ang matamaan ay Wag masyadong halata (ooh) Wag kang masyadong halata Hehey, (Wag kang masyadong halata) Wag kang masyadong halata) (Chant) ST. LOUIS COLLEGE OF VALENZUELA High School Department Science and Technology Area Date : January 9, 2012 To whom it may concern, We have the honor of presenting our proposal for our Investigatory Project in partial fulfillment of the requirements for our science and technology subject for the school year 2011-2012. Written below is o ur temporary title, area of study and related disciplines and members of the group. â€Å"Oregano (Origanum vulgare) as Perfume† Biochemistry (Natural products chemistry, botany, biochemistry, inorganic analysis) Ramirez, B. C. , Reyteran ,M. A. , Salalila, H. Sanchez, C. M. , Enriquez, M. , Cadag,M. , Estayan, W. , Enriquez, V. M. II- St. Bernadette Soubirous Bhea Camille RamirezMary Ann ReyteranHazel Salalila Chieni Mae SanchezMonica EnriquezMargaret Cadag Wina EstayanVictor Mari Enriquez Noted by:Remarks: Sir Justin Ortiz Faculty Science teacher and I. P. adviser ST. LOUIS COLLEGE OF VALENZUELA High School Department Science and Technology Area Date : January 9, 2012 To whom it may concern, We have the honor of presenting our proposal for our Investigatory Project in partial fulfillment of the requirements for our science and technology subject for the school year 2011-2012. Written below is our temporary title, area of study and related disciplines and members of the group. â€Å"Kamias (Averrhoa bilimbi) as Wine† Biochemistry (Natural products chemistry, botany, biochemistry, inorganic analysis) Ramirez, B. C. , Reyteran ,M. A. , Salalila, H. , Sanchez, C. M. , Enriquez, M. , Cadag,M. , Estayan, W. , Enriquez, V. M. II- St. Bernadette Soubirous Bhea Camille RamirezMary Ann ReyteranHazel Salalila Chieni Mae SanchezMonica EnriquezMargaret Cadag Wina EstayanVictor Mari Enriquez Noted by:Remarks: Sir Justin Ortiz Faculty Science teacher and I. P. adviser ST. LOUIS COLLEGE OF VALENZUELA High School Department Science and Technology Area Date : January 9, 2012 To whom it may concern, We have the honor of presenting our proposal for our Investigatory Project in partial fulfillment of the requirements for our science and technology subject for the school year 2011-2012. Written below is our temporary title, area of study and related disciplines and members of the group. â€Å"Kaymito Leaves Decoction as Antiseptic Mouthwash† Biochemistry (Natural products chemistry, botany, biochemistry, inorganic analysis) Ramirez, B. C. , Reyteran ,M. A. , Salalila, H. , Sanchez, C. M. , Enriquez, M. Cadag,M. , Estayan, W. , Enriquez, V. M. II- St. Bernadette Soubirous Bhea Camille RamirezMary Ann ReyteranHazel Salalila Chieni Mae SanchezMonica EnriquezMargaret Cadag Wina EstayanVictor Mari Enriquez Noted by:Remarks: Sir Justin Ortiz Faculty Science teacher and I. P. adviser ST. LOUIS COLLEGE OF VALENZUELA High School Department Science and Technology Area Date : January 9, 20 12 To whom it may concern, We have the honor of presenting our proposal for our Investigatory Project in partial fulfillment of the requirements for our science and technology subject for the school year 2011-2012. Written below is our temporary title, area of study and related disciplines and members of the group. â€Å" Feasibility of Chili (Capsicum frutescens) and Kamias (Hedychium coronarium) as Mosquito Killer† Biochemistry (Natural products chemistry, botany, biochemistry, inorganic analysis) Ramirez, B. C. , Reyteran ,M. A. , Salalila, H. , Sanchez, C. M. , Enriquez, M. , Cadag,M. , Estayan, W. , Enriquez, V. M. II- St. Bernadette Soubirous Bhea Camille RamirezMary Ann ReyteranHazel Salalila Chieni Mae SanchezMonica EnriquezMargaret Cadag Wina EstayanVictor Mari Enriquez Noted by:Remarks: Sir Justin Ortiz Faculty Science teacher and I. P. adviser