Symbols and Symbolism in A Tale of Two Cities - Symbolic...

Symbolic Events in A Tale of Two Cities Many events that take place in A Tale of Two Cities, written by Charles Dickens, foreshadow upcoming obstacles and give insight into the hardships of the townspeople. Symbolic events occur which describe the vengefulness of the peasants towards the aristocrats. The novel contains many events, which have symbolic value. Many of the symbols have to do with the inevitable clash between the aristocrats and peasants. These events foreshadow the war that is soon to become reality. The first apparent symbolic event is the broken wine cask. A large cask of wine drops and breaks in the street and the people of St. Antoine stop their daily business to drink the wine from the†¦show more content†¦The broken wine cask conveys the suffering and rage that will lead the French peasantry to revolt. The second symbolic event that occurs is the scrawling of the word blood on the wall. One of the men partaking in the drinking of the wine writes the word blood by dipping his finger in the wine-stained mud and using that as his writing tool. One tall joker so besmirched, his head more out of a long squalid bag of a night-cap than in it scrawled upon a wall with his finger dipped in BLOOD (Dickens 33). The word blood symbolizes the unavoidable(muddy wine-lees war that is emerging between peasants and aristocrats. The red letters represent the blood that will flow freely from the aristocrats and political officials. The wine cask and the scrawling of blood indicate the rise in tensions between the two classes. The time was to come, when that wine too would be spilled on the street-stones, and when the stain of it would be red upon many there (Dickens 33). This statement foreshadows the upcoming struggle and the vengeance of the peasantry. The liquid smears on the peasants hands, feet, and faces foreshadow the approaching chaos. The symbolic events in A Tale of Two Cities foreshadow upcoming obstacles and give insight into the hardship of the townspeople. Charles Dickens uses the symbols to indicate the terrible events that occur in the following years. The peasantry is being treated unfairlyShow MoreRelatedThe Handmaids Tale By Margaret Atwood And Catching Fire By Suzanne Collins1522 Words   |  7 Pagesoxforddictionaries.com).The text, The Handmaids Tale by Margaret Atwood and Catching Fire by Suzanne Collins deal with the main idea of societal restraint. Both authors portray a protagonist who is living in a totalitarian society. The protagonists in both novels have harsh limitations which they must abide to. The authors use setting, oppression, and symbolism as restraint for societal control. 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Constantine The Great And Flavius Valerius Constantinus

PART A Constantine, more formally known as Constantine the Great or Flavius Valerius Constantinus, was born on the 27th of February in possibly 280 CE. Constantine was a Roman, and subsequently Emperor - known to be Christian. Flavius Valerius Constantius, whom was an army officer, was his father, whilst his mother is named Helena - thought to possibly be a concubine of his father. His father is known for being raised to the title of Caesar, becoming known as Constantius Chlorus, granted 3 years of peaceful rule due to the treachery of the previous ruler of Roman Britain. The key influences for Constantine are firstly his father. Having been able to watch the ascendancy of his father to Emperor, and follow in his footsteps to become Emperor of Rome himself - it is clearly evident that Constantine’s father was a great role model. Constantine also found himself under the tutelage of Diocletian after his father took him to the East Empire - becoming known as a youth amongst the leaders there. PART B Constantine is most notably recognized due to his leadership as Emperor of Rome, and the way in which he gained power and held it for such a long time. The first thing that he is best known for is that he was the first of the Roman Emperors to embrace the Christian faith, going against he paradigms and religion of the time. Before Constantine, Christianity was tolerated, but much persecution ensued. His shift to Christianity made it legal, and it became the official religion of theShow MoreRelatedAlexander The Great Of The Classical Greek Culture Essay1742 Words   |  7 Pagesver seen before. Alexander the Great symbolized that same dichotomy in what he believed, how he dressed and spoke, and how he approached life. He had no idea that he would create a new culture. Alexander spoke Greek but did not act Greek in every way of his life. He did not live modestly like the classical Greek culture required. Instead of dressing simply and with austerity, Alexander wore elaborate Asian-styled clothing and he likely enjoyed Epicurean pleasures. Although leading military campaignsRead MoreConstantine the Great1359 Words   |  6 PagesConstantine the Great Constantine the Great, first Christian Emperor, originator of Constantinople, creator of the Byzantine Empire, military conqueror, and honored saint, has been labeled by many the most instrumental emperor of the Roman Empire. Constantine played a crucial role in the development of Europe during the Middle Ages, and founded Christianity as the formal religion of the Roman Empire. His dynamic yet effective predominance laid the infrastructure of European development. FromRead MoreConstantine the Great Constantine the Great, military victor, glorified saint, equal to the1900 Words   |  8 PagesConstantine the Great Constantine the Great, military victor, glorified saint, equal to the Apostles, first Christian Emperor, builder of Constantinople, and founder of the Byzantine Empire, has been called by many the most influential emperor of Late Antiquity. Constantine played a crucial role in the development of Europe during the Middle Ages, and established Christianity as the official religion of the Roman Empire. His dynamic yet effective predominance laid the foundations of post classicalRead MoreConstantine And Christianity Essay1784 Words   |  8 PagesGaius Flavius Valerius Aurelius Constantinus, or Constantine, is commonly referred to as the fist Christian emperor of the Roman Empire and as the defender of Christianity. Such grand titles are not necessarily due for the reasons that people commonly think of them today. The first clear instance where Christianity is seen in Constantines life is during his campaign against Maxentius. In the spring of 311, when Constantine was marching to Rome to battle against Maxentius, he saw a vision in the

Movies Afecting Indian Youth Free Essays

One Stop for Colleges Education Career ? ? Covers complete IITJEE/AIEEE syllabus ? ? ? Chemistry, Maths and Physics Sections ? Its Free ? Lessons, tests by IIT/NIT toppers 1000+ Questions and Sample tests Last minute preparation and help Minglebox Engineering Prep Free Online Preparation for Engineering with Minglebox Engineering Prep. Cover basic concepts of under â€Å"Section† for Engineering Entrance Exam Preparation with Study material, solved examples and tests prepared by IIT/NIT toppers. 1 Minglebox Engineering Prep Minglebox. We will write a custom essay sample on Movies Afecting Indian Youth or any similar topic only for you Order Now om Communication systems Electronic communication refers to the faithful transfer of informationor message (available in the form of electrical voltage and current)from one point to another point. Transmitter, transmission channel and receiver are three basic unitsof a communication system. 2 Minglebox Engineering Prep Minglebox. com Transducer: Any device that converts one form ofenergy into another can be termed as a transducer. Signal: Information converted in electrical form and suitable for transmission is called a signal. Signals can be either analog or digital. Noise: Noise refers to the unwanted signals that tend to disturb the transmission and processing of message signals in a communication system. Transmitter: A transmitter processes the incoming message signal so as to make it suitable for transmis sion through a channel and subsequent reception. Receiver: A receiver extracts the desired message signals from the received signals at the channel output. Attenuation: The loss of strength of a signal while propagating through a medium is known as attenua tion. Amplification: It is the process of increasing the amplitude (and consequently the strength) of a signal using an electronic circuit called the amplifier. 3 Minglebox Engineering Prep Minglebox. com Range: It is the largest distance between a source and a destination up to which the signal is received with sufficient strength. Bandwidth: Bandwidth refers to the frequency range over which an equipment operates or the portion of the spectrum occupied by the signal. Modulator: At the transmitter, information contained in the low frequency message signal is superimposed on a high frequency wave, which acts as a carrier of the information. This process is known as modulation. As will be explained later, there are several types of modulation, abbreviated as AM, FM and PM. Demodulation: The process of retrieval of information from the carrier wave at the receiver is termed demodulation. This is the reverse process of modulation. Repeater: A repeater is a combination of a receiver and a transmitter. A repeater, picks up the signal from the transmitter, amplifies and retransmits it to the receiver sometimes with a change in carrier frequency. 4 Minglebox Engineering Prep Minglebox. com Two important forms of communication system are: Analog and Digital. The information to be transmitted is generally in continuous waveform for the former while for the latter it has only discrete or quantised levels. Every message signal occupies a range of frequencies. The bandwidth of a message signal refers to the band of frequencies, which are necessary for satisfactory transmission of the infor mation contained in the signal. Similarly, any practical communication system permits transmission of a range of frequencies only, which is referred to as the bandwidth of the system. Low frequencies cannot be transmitted to long distances. Therefore, they are superimposed on a high frequency carrier signal by a process known as modulation. In modulation, some characteristic of the carrier signal like amplitude, frequency or phase varies in accordance with the modulating or message signal. Correspondingly , they are called Amplitude Modulated (AM), Frequency Modulated (FM) or Phase Modulated (PM) waves. 5 Minglebox Engineering Prep Minglebox. com Pulse modulation could be classified as: Pulse Amplitude Modulation(PAM), Pulse Duration Modulation (PDM) or Pulse Width Modulation(PWM) and Pulse Position Modulation (PPM). For transmission over long distances, signals are radiated into spaceusing devices called antennas. The radiated signals propagate aselectromagnetic waves and the mode of propagation is influenced bythe presence of the earth and its atmosphere. Near the surface of theearth, electromagnetic waves propagate as surface waves. Surface wavepropagation is useful up to a few MHz frequencies. Long distance communication between two points on the earth isachieved through reflection of e lectromagnetic waves by ionosphere. Such waves are called sky waves. Sky wave propagation takes place upto frequency of about 30 MHz. Above this frequency, electromagneticwaves essentially propagate as space waves. Space waves are used forline-of-sight communication and satellite communication. 6 Minglebox Engineering Prep Minglebox. com If an antenna radiates electromagnetic waves from a height hT, thenthe range dT is given by v2RhT whereR is the radius of the earth. Amplitude modulated signal contains frequencies (? c –? m ), ? c and (? c +? m) Amplitude modulated waves can be produced by application of the message signal and the carrier wave to a non linear device, followed by a band pass filter. AM detection, which is the process of recovering the modulating signal from an AM waveform, is carried out using a rectifier and an envelope detector. 7 Minglebox Engineering Prep Minglebox. com Sample Examples A message signal of frequency 10 kHz and peak voltageof 10 volts is used to modulate a carrier of frequency 1 MHz and peakvoltage of 20 volts. Determine (a) modulation index, (b) the side bandsproduced. Solution (a) Modulation index =10/20 = 0. 5 (b) The side bands are at (1000+10 kHz)=1010 kHz and(1000 –10 kHz) = 990 kHz. A transmitting antenna at the top of a tower has a height32 m and the height of the receiving antenna is 50 m. What is themaximum distance between them for satisfactory communication inLOS mode? Given radius of earth 6. 4 ? 106 m. Solution = v2 *64*105*32 + v2 *64*105*50 = 64 ? 102 ? v10 + 8 ? 103 ? v10 m =144 ? 102 ? 10 m = 45. 5 km 8 Minglebox Engineering Prep Minglebox. com How to cite Movies Afecting Indian Youth, Papers

Mcdonalds Research Paper Example

Mcdonalds Paper Innovations at McDonald’s Indoor seating (1950s) Drive-through window (1970s) Adding breakfast to the menu (1980s) Adding play areas (late 1980s) Redesign of the kitchens (1990s) Self-service kiosk (2004) Now three separate dining sections Innovations at McDonald’s Indoor seating (1950s) Drive-through window (1970s) Adding breakfast to the menu (1980s) Adding play areas (late 1980s) Redesign of the kitchens (1990s) Self-service kiosk (2004) Now three separate dining sections Six out of the seven are layout decisions! McDonald’s New Layout Seventh major innovation Redesigning all 30,000 outlets around the world Three separate dining areas Linger zone with comfortable chairs and Wi-Fi connections Grab and go zone with tall counters Flexible zone for kids and families Facility layout is a source of competitive advantage Strategic Importance of Layout Decisions The objective of layout strategy is to develop a cost-effective layout that will meet a firm’s competitive needs Layout Design Considerations Higher utilization of space, equipment, and people Improved flow of information, materials, or people Improved employee morale and safer working conditions Improved customer/client interaction Flexibility We open Chapter 9 (Layout Strategies) with the story of   the 7 strategic changes at McDonald’s since 1950. All   but one have been major layout redesigns (eg. , indoor seating, drive thru, play areas, self-service kiosks, etc. ). Adding breakfast foods to the menu (in the 80? s) was the one product change–until now. The front page article in The Wall Street Journal (Dec. 27,2010) details two brand new strategies–the 1st  a product decision and the 2nd yet another layout change. We will write a custom essay sample on Mcdonalds specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Mcdonalds specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Mcdonalds specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Under pressure from market-share competitors of all types–from 7-Eleven  and Starbucks to smoothie outlets  and gas stations– the 14,000 US McDonald’s have broadened their fare. As of now, there are  Ã‚  fruit smoothies, oatmeal, carmel-mocha drinks, flatbread sandwiches, and â€Å"garden† snack wraps. This new product development strategy (Ch. 5) has created so many choices that the company has been running ads reminding us it still sells Big Macs. Using manufacturing technology, McDonald’s has made many new items from existing items’ ingredients. Chicken wraps use Chicken Selects’ meat and breakfast burrito tortillas. This simplifies preparation and lowers costs. But new layout costs have   blunted  franchisee enthusiasm. The food assembly line (see Figure 9. 12 in the text) had to be changed to make wraps. And an  even bigger modification was the addition of the $100,000 McCafe  drink stations– one of the most expensive changes in years. (The corporation picks up $30,000 of that cost). Stores had to be redesigned to make room for space next to the pick-up window to accommodate the 4 pieces of drink equipment. Some franchisees balked at the price tag and low drink sales volumes, claiming â€Å"we are not even paying for the electricity to run the machines†. Discussion questions: 1. Why did McDonald’s make these two strategic changes? 2. Ask your students to rank the importance of the   9 changes, referring to the Global Profile in Ch. 9. 3. How has the average McDonald’s   changed in the past decades? Are all of the layout strategies still in place? OM in the News: Product Enhancement and the McDonald’s Happy  MealJuly 27, 2011 tags: Ch. 5, Happy Meals, McDonalds, product enhancement y Barry Render Under pressure from 550 health organizations to stop marketing   â€Å"junk food†Ã‚   to children and to retire Ronald McDonald (the clown mascot), McDonald’s has chosen the path of product enhancement (Ch. 5) as a preemptive strike. The New York Times (July 27, 2011) reports today that the firm will start to fill its Happy Meal boxes with apple slices  and smaller portions of french fries this September. By next April, the new menu will be rolled out to all 14,000 restaurants. The food industry overall has come under increased scrutiny as childhood obesity levels have risen. San Francisco last year banned the inclusion of toys in kids’ meals unless there is a fruit and vegetable included. New York City has a similar rule in the works. Instead of developing all new kids’ products (or including vegetables), McDonald’s is responding with 1/2 the number of fries and a 20% lower calorie count. The new Happy Meal, containing 4 chicken nuggets and a small Coke, weighs in at 410 calories (vs. 520 in the older product), 17 grams of fat (vs. 23 g), and 58 grams of carbs (vs. 69 g). The firm decided against making apples a total replacement for fries when only 11% of customers showed an interest in that option. While some critics praised the changes  (Mrs. Obama called them â€Å"positive steps†), one NYU prof called the move a â€Å"sham†, in part because McDonald’s is not limiting sodas. In fact, sugar levels go up with the Coke and apple together. Discussion questions: 1. What are the operations challenges in changing the Happy Meal? 2. Do students believe legislation is an appropriate means to make menus healthier? 3. How are other restaurants responding  with children’s menu options. Mc DonaldsOne of the most important strategic decisions made by a company like McDonalds is where to locate their operations. Location options include maintaining current sites while adding another facility elsewhere. (Heizer, 2001)    Their facilities are located all over the world due to their franchising system. In the early 1990s, McDonalds began working with major oil companies to pioneer a new format for developing a restaurant, convenience store and fueling facilities on a single site. By co-developing sites, fueling facility operators and McDonalds could offer the busy consumer the ultimate in convenience ? one stop shopping for great food, branded fuel and convenience store items. According to Operations Management, McDonalds has revolutionized the restaurant industry by inventing the limited-menu fast-food restaurant. Some innovations it has made are the introductions of indoor seating and drive-through windows, which were strategic issues of facility layout. By adding breakfasts to the Is this Essay helpful? Join OPPapers to read more and access more than 460,000 just like it! get  better  grades menu, they incorporated a product strategy. Another layout decision was the addition of play areas. McDonalds continues to improve their operations by innovating a new layout to facilitate a mass customization process. Some of the restaurants now have the Made for You kitchen system, where sandwiches are assembled to order and production levels are controlled by computers. This new layout is intended to both improve the taste of food by ensuring that it is always freshly made, and to facilitate the introduction of new products. Total production process time was shortened and other adjustments were made to save even more time and to work in conjunction with the new layout. This new layout will be more efficient, and save more time and money. It achieves a higher utilization of space, equipment, and people. A process strategy that may apply to McDonalds is a repetitive process. They moved from process focus to repetitive focus. They are now trying to add more Facility Layouts Of Mcdonalds- India, Pizza Hut-India ; Dominos Pizza- IndiaINTRODUCTIONIn order to maximizing the effectiveness of production processes and meeting employee needs ; desires Facility layout and design plays a key role in businesss overall operations. It entails in determining the placement off departments, work group within the departments, workstations, machines stock holding points within a production facility. DEFINITION: â€Å"The physical arrangement of everything needed for the product or service, including machines, personnel, raw materials, and finished goods. The criteria for a good layout necessarily relate to people (personnel and customers), materials (raw, finished, and in process), machines, and their interactions. â€Å"- Howard J. Weiss and Mark E. GershonFACTORS IN DETERMINING LAYOUT DESIGN: There are many operational factors which need to consider while construction or renovation of a facility for maximum layout effectiveness. It includes:    * Ease of future expansion or change: Facilities should be designed so that they Is this Essay helpful? Join OPPapers to read more and access more than 460,000 just like it! get  better  grades can be easily expanded or adjusted to meet changing production needs. * Flow of movement: The facility design should reflect recognition of the importance of smooth process flow. The flow need not be a straight line. Parallel flows, U-shaped patterns, or even a zig-zag that ends up with the finished product back at the shipping and receiving bays can be functional. However, backtracking is to be avoided in whatever pattern is chosen. * Materials handling: It is essential to ensure the facility layout makes possible to handle materials (products, equipment, containers, etc. ). It should be in an orderly, efficient—and preferably simple—manner. * Output needs: The facility should be laid out in a way that is conducive to helping the business meet its production needs. * Space utilization: This aspect of facility design includes everything from making sure that traffic lanes are wide enough to making certain that inventory storage warehouses or rooms

Regency Grand Hotel Essays

Regency Grand Hotel Essays Regency Grand Hotel Essay Regency Grand Hotel Essay The following case study illuminates the dilemma of the employees undergoing the management changeover following its acquisition by an international group. In the earlier set-up, the employees were expected to follow the orders of their managers without questioning them. Initiatives to solve problems at personal level were discouraged and it led to lack of innovation and risk-averse behavior. Eventually, the hotel staff got accustomed to the style of management over the past fifteen years, and it made the work go smoothly with minimal number of conflicts. However, the recent sale of the hotel to a new American group introduced an altogether new style of administration to the employees. The management style of the new GM was entirely opposite to what the staff was familiar to, and it caused problems bringing the hotels performance and reputation down the drain. Problems The problem of the Regency Grand Hotel entails a number of factors in its failure to meet expectations of its new management, though the challenges did not exist previously. As it is observed that there are some significant challenges in managing the workplace In changing business environment. Following this, Becker did not employ a communication strategy that supported the dissimilarity between management and employees and their different cultures. The unclear decision making process and power hierarchy. Lack of proper analysis of the chances of success of the strategy of empowerment. Lack of proper coordination within the management team, when trying to implement the empowerment strategy. The Hotel also faced the challenge of social emotional conflicts among employees. Contingencies of power such as source of power were not clearly outlined. These issues resulted in high levels of stress, absenteeism and turnover. Communication and Culture: Communication and Culture Prior to the take over, The Regency Grand was Thai owned and operated. While weighed down by the internal processes the census was one of understanding and fitted in within the cultural bounds. The American conglomerate conducted little research into the culture as reflected by Becker’s appointment and utilization of predetermined strategies ill-suited to an already successful business. English is becoming the common business language in Thailand (Chakorn, 2006). Verbal and written communication differs greatly between the two cultures, amplifying the need for Active listening. Implementation of organizational change: Implementation of organizational change in times of change within an organization, it is essential for the management team to ensure that employees are actively involved in the process of change. Becker introduced his new policy to the directors of the organization. He however, found himself all alone trying to implement the empowerment practice. Involving employees in the decision making initiatives is crucial. The purpose of this is to make them feel part of the organization (Lynn, 2008). The empowerment criteria employed by Becker enabled assimilation of employees in the decision making process. Their contributions were however, not profitable to the organization. Involve staff in change Involve staff in decision making Ensure staff feel included in organization More successful organizational change Organizational Culture and Change : Organizational Culture and Change Organizational culture exists where a set of cognitions is widely shared by members of a social unit and comprised of fundamental assumptions, values, behavioral norms and expectations, and larger patterns of behavior (O’Reilly, Chatman Caldwell, 1991). Employees at the Regent had an organizational affiliation to the Hotel, adding to the organizational culture. O’Reilly, Chatman and Caldwell (1991) indicate that individuals will choose roles, occupations and organizations based on congruency with their own values. Organizations tend to recruit individuals who are likely to share their values. When Becker implemented changes in job roles and organizational structure, without maintaining a congruency in values, this may have lead to changes in the organizational culture. Person-culture fit will increase commitment, satisfaction and performance. To ensure this is implemented, it may be necessary to adjust aspects such as hire new staff with similar values, or help existing staff to see congruency between their values and those of the organization. Personality : Personality â€Å"Cultures shape the expression of traits but not their levels† (Hofstede McCrae, 2004, 74). Personality traits have been found to have a significant role in influencing job choices and work values (Berings, Dufruyt Bouwen, 2004) Therefore, these traits should be taken into account, both when hiring employees and when designing and redesigning job roles. Big Five Personality Traits: Big Five Personality Traits Through research, five primary personality traits have been found to account for personality variations in society (Robbins, Bergman, Stagg Coulter, 2006). These traits are: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. Teng (2008) indicates that Schneider and Bowen (1985) found that personality traits of service employees can predict service quality. By hiring employees with personality traits in mind during the selection process, organizations are better able to create a suitable job-personality fit, and therefore improve profitability. Personality Trait requirement comparison (Adapted from Robbins et al, 2006) : Personality Trait requirement comparison (Adapted from Robbins et al, 2006) Personality Trait requirement comparison – cont. : Personality Trait requirement comparison – cont. Working effectively with personality traits: : Working effectively with personality traits: Although personality traits are intrinsic, it is possible to assist employees to display desirable behaviour in a range of circumstances through effective training techniques and skill building. Individual variations in preferences for different organizational cultures are associated with interpretable differences in personality characteristics (O’Reilly et al, 1991). The redesign of roles, responsibilities and reward systems to encourage desirable outcomes will increase congruency between individuals’ self-perception and person-organizational-fit, thereby improving the high staff-turnover situation as well as job satisfaction. Unclear power hierarchy : Unclear power hierarchy Another major issue encountered at the Regency Grand Hotel which affected the organizational culture was the problem of unclear power hierarchies which lead to staff not understanding their role clearly in the decision making process. Employees were given empowerment but this proved to be problematic as staffs were unable to discern between what constituted a major or minor problem. Staff found that in many cases when they did make a decision it was later overturned by supervisors. One part of the process of empowerment is impact. â€Å"Empowered employees view themselves as active participants in the organization; that is, their decisions and actions have an influence on the company’s success† (Mc Shane, 2008, p. 185). Becker introduced empowerment but this part of the process was distorted as the employees felt that their decisions were not valued and often overturned. Additionally, Becker stated he would not tolerate the same mistake twice. Staff now found it easier to revert back to their old ways of passing all problems over to their supervisors. This was directly counteractive to the plan of â€Å"allocating more decision-making authority to front line employees† (McShane, 2008, p. 192). This further reduced the effect of empowerment. Job Design and Role Ambiguity: Job Design and Role Ambiguity Employees were uncertain of the types of issues that were to be considered â€Å"Minor† and â€Å"Major†. Without clarification, they continued to refer problems to management. Jobs that have ambiguous demands, jobs that have too many demands, and jobs that do not allow the employee to participate in work related decisions are likely to hinder attempts at successful performance, thereby frustrating higher order needs† (Beehr, Walsh Taber, 1976, 42). This frustration results in reduced effort and motivation. They go further to state that â€Å"Effort toward quality is related to role ambiguity in that concern with the quality of one’s work is not maintained if it is unclear what constitutes task success†(Beehr et al, 1974, 46). Supervisors were unsure and reversed employee decisions to refer them on to higher levels of management. Role Conflict: The front-line staff were expected to experiment and be creative in dealing with situations at work, but were only allowed to make a mistake once. This resulted in reduced learning capacity as employees began behaving defensively in order to avoid reprimands for errors. Reduced Job Satisfaction: Increase in customer complaints, increase in absenteeism and employee turnover. Intra-organisational relationships suffered as trust was lost and fear reigned. Poor reviews due to declining levels of customer service. Role ambiguity: Role ambiguity Role ambiguity was another issue for the Hotel. â€Å"Role ambiguity can be defined as a lack of information needed to perform the role (Pearce, 1981; Cooper et al. , 2001). This issue can lead to many problems. â€Å"Employees who experience role ambiguity tend to perform at lower levels than employees who have a clear understanding of job requirements and what is expected of them. Likewise, role ambiguity is reflected in employees uncertainty concerning appropriate actions in commonly occurring job situations. It explicitly results when employees are not clear concerning the amount of authority they have and when they do not know others job performance expectations† (Boles Babin, 1996, as cited in Ussahawanitchakit, 2008). What is my role? What are my responsibilities? What are my functions? Who is my supervisor? What are the delineations of my role? Where is the information I need? Where is the information I need? Do I have the power/control to do this? Role ambiguity: Role ambiguity According to role theory, role ambiguity will result in coping behaviors by the uncomfortable employees in organizations that may attempt to solve the problems by avoiding stress, or to use defense mechanisms for changing the real situation. Therefore, ambiguity will allow an employee to be dissatisfied with his role in the organization, change reality and reduce his performance (Rizzo et al. , 1970). It can be seen in the case of the Regency Grand Hotel that due to the lack of clarification of the role each employee played within the organization stress resulted. This stress lead to an increase in staff moving toward the defensive tactic of pointing the finger at other employees therefore disowning any problems they may have encountered themselves. Recommendations for defining roles and reducing ambiguity: Recommendations for defining roles and reducing ambiguity The remedy for the situations that have evolved within the hotel is to clearly define each person’s role and make them aware of the importance their part plays in the overall operation of the hotel. Ensure employees are aware of their responsibilities. Additionally to define what is a major and minor problem and make it clear to members of staff who has the power to make decisions at each level, would also be of great assistance. For example if a problem arises at the front counter with a customer which would incur a minimal cost to the organization this could be handled by reception staff with little impact on the supervisor and within a much faster time frame causing less inconvenience to already disgruntled customers. This could be achieved by removal of the ‘same mistake twice rule’ that Becker introduced. In this way employees would truly feel empowered to make decisions that would have an impact on the organization thereby feeling that they were an important part in the hierarchy that exists in the hotel. Address Managerial / Supervisory level employees’ concerns at losing power. Reward them for encouragement and development of front-line team results. Job Satisfaction Aspect: Job Satisfaction Aspect Job satisfaction is essential for the work. Steven Travaglione (2007) note that happy workers are generally more productive. The initial management run by the Thai investors provided attractive employment packages e. . high salaries and bonuses. The performance was however, not impressive. The empowerment practice introduced by Becker reduced the bureaucratic governance. Employees were now able to interact freely with the top management. Becker interacted with employee and solved their problems. Nevertheless, there was an increase in the number of complaints and mistakes made by employees. Job Satisfaction Recommendations: Job Satisfaction Recommendations An audit process should be implemented to ensure change in strategy is adopted effectively. Open communication and feedback is required to ensure management is aware of the situations and any recurring issues that may require further investigation. Employees will respond well to feedback on their actions, this will assist with the learning process. Employ a risk manager, they do one on one coaching/counseling with employees to help with their concerns and be a impartial person to talk to when frustration arise and learn coping skills for the working at the hotel, this would have been great for when they did the changing of owners for a easy transition. Recommendations: Recommendations As front-line employees have not had power to make decisions in challenging situations in the past, it may be necessary to implement training sessions to improve skills when dealing with these situations, for example, conflict resolution courses, customer service training. An audit process should be implemented to ensure change in strategy is adopted effectively. Reward employees for correct/suitable actions – note rewards may be as simple as verbal encouragement or â€Å"Employee of the Month† titles. Open communication and feedback is required to ensure management is aware of the situations and any recurring issues that may require further investigation. Employees will respond well to feedback on their actions, this will assist with the learning process. Motivation: Motivation is a fundamental aspect of improving the quality of performance of the work force. The Regency Hotel management aimed at developing motivation among employees. However the employees were not motivated. Increased frustration, stress, job dissatisfaction and high turnover were some of the factors that demoralized employees. Encouraging innovativeness and reativity among employees is an essential component of a successful organisation. The free environment provided by the organisation was not effectively utilized by the employees. The performance of the organisation depreciated as a result. Motivated staff Improved performance of organisation Motivation Recommendations : Motivation Recommendations As mentioned earlier, reward employees for correct/ suitable actions – note rewards may be as simple as verbal encouragement or â€Å"Employee of the Month† titles. Team Building events, going on vacations with other employees to train up with other employees from the other hotels in the chain. Whenever the emphasis is on positive feedback it is a good idea to provide feedback in both public and private settings. When employees are recognised and encouraged in public, it acts as a natural stimulant for others who are close enough to see or hear whats taking place. Monthly training to empower and motivate the employees and sub management to have more skills and coping strategies in stressful/pressure situations. There is never an end to training, employees can also better themselves and that betters the organisation as a whole. Stress management seminar’s, motivation seminar’s, new skills seminar’s as they say knowledge is power and the more knowledge their employees have will create more motivation and improvement in their work and the hotel efficiently. Team building : Team building Team building enhances the capacity for an organisation to perform tasks faster and effectively (Steven Travaglione, 2007). Through empowerment employees were supposed to be more united. Employees were instead more divided and constantly in conflict. The empowerment policy was basically enacted for the purpose of improving the organisations performance. Complaints from customers were frequent The deterioration in service provision captured media attention. Team Building Recommendations : Team Building Recommendations Communication Exercise: This type of team building exercise is exactly what it sounds like. Communications exercises are problem solving activities that are geared towards improving communication skills. The issues teams encounter in these exercises are solved by communicating effectively with each other. Goal: Create an activity which highlights the importance of good communication in team performance and/or potential problems with communication. Problem Solving/Decision making exercises focus specifically on groups working together to solve difficult problems or make complex decisions. These exercises are some of the most common as they appear to have the most direct link to what employers want their teams to be able to do. Goal: Give team a problem in which the solution is not easily apparent or requires the team to come up with a creative solution Planning/Adaptability Exercise: These exercises focus on aspects of planning and being adaptable to change. These are important things for teams to be able to do when they are assigned complex tasks or decisions. Goal: Show the importance of planning before implementing a solution Trust Exercise: A trust exercise involves engaging team members in a way that will induce trust between them. They are sometimes difficult exercises to implement as there are varying degrees of trust between individuals and varying degrees of individual comfort trusting others in general. Goal: Create trust between team members Stress and case relationship : Stress and case relationship All of the factors identified in the Regency Grand Hotel case contribute to the high levels of stress, and resulting symptoms of stress: absenteeism and high turnover. Research supports the findings above by citing that open upward and downward communication; supporting creative organisational cultures by encouraging new ideas and mistakes that naturally ensue; clear and constant feedback (Baptiste, 2009); structured job design and work organisation; and well managed organisational change (Redfern, Rees Rowlands, 2008) are all elements that help reduce the levels of stress felt by employees within an organisation. According to Redfern et al. , (2008, p. 288) negative stress occurs ‘when the pressure placed upon an individual exceeds the perceived capacity of that individual to cope’. They offer a definition of stress by describing it in the following way: ‘stress releases powerful neurochemicals and hormones that prepare us for action to flight or flee† (Redfern et al, 2008, p. 288). Results from recent studies highlight some of the possible reactions of negative stress within organisational settings: ‘stress related problems among workers contribute to dysfunctional organisational consequences such as decreased organisational commitment, increased absenteeism, and high turnover’ (Chiu, Chien, Lin and Hsaio, 2005, p. 839). These reactions have been strongly experienced as symptomatic of issues at the Hotel. Visual depiction of case stressors and results in staff : Visual depiction of case stressors and results in staff New management Organisational change Unclear decision making hierarchy Communication problems Espoused versus enacted values – issues with creative organisational culture Lack of feedback Cultural clash between management and employees Issues with job design Stressors Release of powerful neurochemicals and hormones Possible outcomes Reaction Fight Flight Recommendations for introduction into the Regency Grand Hotel : Recommendations for introduction into the Regency Grand Hotel Physical activities such as exercises like jogging, aerobics, walking, and circuit classes can be implemented as lunchtime sessions which not only benefit employees by reducing stress levels and stress related illnesses but also work towards strengthening the social and team aspects of work. Research shows that the regular undertaking of such activities in an organisational setting has many positive effects on resilience to stress. For example physical well being is improved, as is mental alertness, decision making abilities and job performance. Relaxation technique classes also introduced to the Hotel staff would, assist with coping with mental and physical manifestations of stress. Classes that teach employees deep breathing skills, meditation, and yoga echoes the benefits of exercise with additional advantages such as restoring energy and vitality (Treven and Protocan, 2005). Recommendations for introduction into the Regency Grand Hotel : Recommendations for introduction into the Regency Grand Hotel Much research has been undertaken on how learning and development programs within the workplace can add to employees resilience to stress (Redfern et al. , 2008). Programs such as: Lifestyle programs which educate employees on the advantages of balanced diets and a regular exercise regime Time management kills within a job role to ensure that goals are met with minimal stress (Shuttleworth, 2004) Specific training for managers to ensure they have the skills to control their own stress levels as well as track those of their employees – this particular training will have the added advantage of buy in from the management perspective to develop an appropriate culture at the Regency Grand Hotel as well ensuring that the managers act as role models for their employees (Shuttleworth, 2004) In addition to the exercise, relaxation techniques and learning and dev elopment solutions, it is recommended that Employee Assistance Programs be introduced to the Hotel, this program offers employees a service whereby challenging situations can be discussed with counsellors and psychologists who can provide tools that will embed coping mechanisms (Trevern and Protocan, 2005). Recommendations for introduction into the Regency Grand Hotel : Recommendations for introduction into the Regency Grand Hotel In addition to the exercise, relaxation techniques and learning and development solutions, it is recommended that Employee Assistance Programs be introduced to the Hotel, this program offers employees a service whereby challenging situations can be discussed with counsellors and psychologists who can provide tools that will embed coping mechanisms (Trevern and Protocan, 2005). Recommended stress reducing strategies Physical activities Relaxation techniques Learning and development solutions Employee assistance program Conclusion : Conclusion The majority of problems experienced during the acquisition of the Regency Hotel may have been avoided or at least reduced dramatically through effective communication strategies, incorporating a comprehensive feedback loop to ensure understanding of changes and new requirements on an organisational level as well as individual level for all employees. Cultural, personal and organisational aspects should be taken into account; and changes to job design and job roles should be made clear to ensure successful adoption of the new system. At this stage, the Regency hotel is in a state of flux, with reduction in staff retention, profit and reputation. Effective change management strategies as outlined in this presentation should now be introduced to assist the employees to build a new Organisational Culture and incorporate the Empowerment strategy.

Provincial Bird Emblems of Canada

Provincial Bird Emblems of Canada Each of the provinces and territories of Canada has an official bird emblem. There is no national bird of Canada. The Official Bird Emblems of Canada Alberta Provincial Bird Great Horned Owl BC Provincial Bird Stellers Jay Manitoba Provincial Bird Great Gray Owl New Brunswick Provincial Bird Black-Capped Chickadee Newfoundland Provincial Bird Atlantic Puffin NWT Official Bird Gyrfalcon Nova Scotia Provincial Bird Osprey Nunavut Official Bird Rock Ptarmigan Ontario Provincial Bird Common Loon PEI Provincial Bird Blue Jay Quebec Provincial Bird Snowy Owl Saskatchewan Provincial Bird Sharp-tailed Grouse Yukon Official Bird Raven Great Horned Owl On May 3, 1977 Alberta adopted the Great Horned owl as its Bird Emblem.   It was the popular winner in a vote amongst Albertas school children. This species of owl is native to North America and live in Alberta year round. It was meant to symbolize a growing concern for threatened wildlife.   Stellers Jay The lively Stellers Jay was once voted most popular bird by the people of British Columbia. The locals like the bird so much that on December 17, 1987, it was made the provincial bird. While these birds are considered pretty to look at their bird call has been described  as harsh.   Great Gray Owl Manitoba is one of three provinces to choose an owl for its provincial bird. The great gray owl is a native of Canada but is often seen in the Manitoba region. Its known for its large head and fluffy feathers. The wing span of this bird can reach an impressive four feet.   Black-Capped Chickadee Following a contest by the Federation of Naturalists in 1983, the black-capped chickadee was chosen as New Brunswicks provincial bird. Its one of the smallest provincial  birds and, compared to others like the Gyrfalcon, is rather tame.   Ã‚   Atlantic Puffin Newfoundlands adorable provincial bird is the Atlantic Puffin. It was a good choice seeing as almost 95% of North American Puffins breed along the Newfoundland coast. This is the only breed of puffin native to the Atlantic Ocean.   Gyrfalcon In 1990 the Northwest Territories chose a bird as rugged as their terrain  to represent them. The Gyrfalcon is the largest falcon breed on earth. These fast birds come in a variety of colors including white,  gray, brown and black.   Osprey Nova Scotia also chose a raptor for its provincial bird. After the peregrine  falcon, the Osprey is one of the most  widely found raptor  species. This bird of prey has powerful reversible outer toes, that it uses to catch fish and small animals with.   Rock Ptarmigan For its provincial bird, Nunavut picked a common game bird known as the Rock Ptarmigan. This quail-like bird is sometimes referred to as a snow chicken. These birds are popular in Canada and Japan.    Common Loon Despite its somewhat silly name, the Common Loon is the largest in the loon family. The provincial bird of Ontario belongs to a breed of bird known as divers. This is because they can be seen diving into the water attempting to catch fish.   Blue Jay The popular North American bird known as the Blue Jay is the provincial bird of Prince Edward Islands. It was chosen by popular vote in 1977. The bird is probably most widely known for its stunning blue color.   Snowy Owl Surviving on a steady diet of lemmings the Snowy Owl is the provincial bird of Quebec. This beautiful white owl can be seen hunting during the night and day. It was chosen as the provincial bird in 1987. Sharp-Tailed Grouse In 1945 the people of Saskatchewan chose the sharp-tailed grouse as its provincial bird. This popular game bird is also called the Prarie Chicken.   Raven In 1985 the Yukon choose the Common Raven as its provincial bird. These highly intelligent birds can be found all over the Yukon territory. The Common Raven is the largest member of the Crow family. This bird is important to the First Nation People of the Yukon and many stories are told about them.

The Pros and Cons of the No Child Left Behind Act Essay

The Pros and Cons of the No Child Left Behind Act - Essay Example Yet, along with the greater emphasis put on student performance has come nationwide accountability and the unethical measures that school districts have implemented to meet the new federal guidelines. The NCLB Act was designed primarily to aid poor, minority, and immigrant students by implementing testing standards and assuring no child was falling through the cracks and being left behind. To support this effort, the bill appropriated $650 million to be used by the states to instruct English language learners. This was a 50% increase in funding for these efforts over previous years (Crawford). In an era when education funding has suffered from so many cutbacks, the additional funding was a decided benefit for schools, especially with high immigrant populations. However, the new formula used to distribute the money resulted in the least populated states, such as North Dakota and Alaska, receiving a reduction in funding. This has resulted in fewer English Learner programs for Native Americans that are enrolled in public schools in these states (Crawford). The NCLB Act requires that all students be tested at regular intervals to measure their progress in Math and English. School district funding and administrative control are dependent on acceptable results of this testing. This approach is well intentioned and can benefit the student by holding the schools accountable to their purpose, teaching the students. While the results of this testing have been unimpressive for the general student population, it has benefited students in the lower grades that are enrolled in an English Language Learner program (National Center for Educational Statistics). While forcing the schools to produce results, especially among the most challenged students, the Act has also had unintended consequences in this area. Because school funding is based on these results, districts have been anxious to exploit loopholes that may exempt many students from the testing requirements. During the most recent reporting period it was reported that the scores of two mill ion students were omitted due to technicalities. These were the poorest performing students and it can be inferred that they were minority and immigrant students, the ones that NCLB was written to protect. (Bass, Dixon, and Feller). The NCLB has given the education system uniform guidelines and standards that can be used to compare our past performance and gauge the success of our schools. It helps to identify which programs work and which ones fail. The goal of testing all students fairly is a great advantage if implemented correctly. However, when school funding, bonuses, and school control depend on the results of these tests, it becomes known as High Stakes Testing. Teachers are put in a position to "teach the test" at the expense of other equally important material. Measuring student progress may become meaningless under the current guidelines as Armein and Berliner report, "... the harder teachers work to directly prepare students for a high-stakes test, the less likely the test will be valid for the purposes it was intended". It has also been reported that Latino students have been encouraged to drop out of school to avoid taking the test in a school's effort to raise overall test