Hazel vs Oedipus Essay Example for Free

Hazel vs Oedipus EssayTragedies often feature happiness developing into miseries through errors which ultimately reveal the cold voiceless truth. The adept suffers from human frailty (hamartia) which directs to his/her d consumef every last(predicate). The paladin suffers from catastrophic events, experiences peripeteia and is confronted with the magnitude of his/her actions. Two such heroes are Hazel Grace Lancaster from The Faults in Our Stars by conjuration Green, and Oedipus in the play Oedipus Rex written by Sophocles. Both modern and classic articles of literature have a wide-reaching influence on people and inspire some(prenominal) through the centuries. Modern tragic hero Hazel is a teenage thyroid cancer patient who experiences twisting series of bitter losses. As an single child who has been diagnosed since the age of thirteen, she fears and worries what will happen to the loved ones after she dies and wants to minimize the pain her death will cause others. Class ic hero Oedipus is destined to follow emerge a prophecy that says he will kill his father and marry his mother, and thereby brings disaster on his city and family.He is blinded by the truth and hubris, powerlessly enduring the course of fate despite harsh and fearful confrontations. While both characters fulfill the role of a tragic figure, the modern hero Hazel evidently provides more hope for the audience than the classic hero Oedipus. This is shown when their character traits of determination, bravery and ignorance are compared. Determination is a quality a hero cannot be considered one without, and both Hazel and Oedipus show this quality along their ways.Hazel shows determination as she combats cancer despite harsh reality. Augustus asks, With the trope of the stoical and unflinching cancer victim who heroically fights her cancer with inhuman strength and never complains or stops smiling even at the very end, and so on? (Green 128). Gus and Hazel refuse to be tropes. Inst ead they create a new kind of cancer rhetoric, one that looks straight on at the unbearable feature that they are unbelievably unfortunate and stand a good retrieve of dying young.They are two doomed children who have not really had the chance to experience life, and who are determined to do so one way or another. Hazel demonstrates her strong determination once again as she sets out to Amsterdam with Augustus to find out the ending of her favourite book, An Imperial Affliction. She wants to know those answers and what happens to Annas mother after she dies. By using the lens of the novel, she wishes to reassure the fact that her own mother and family will be okay after her death, since directly thinking about it is too terrifying and upsetting.Hazel is told she cant go to Amsterdam because her doctor thinks its a bad idea for she might encounter a probably fatal episode of deoxygenation (Green 157). Knowing her death is near, Hazel does not pull back from flying out with her ox ygen tank. Hazel shouts, bullshit Thats bullshit. Just tell me Make something up you promised (Green 192). Although she does not receive whatever good information from the author, she tries to pound out what she hopes to hear out of Peter Van Houtens mouth when he refuses to pity her in the manner to which she is rise accustomed(Green 192).On the other hand, Oedipus displays determination to seek, to know, and to pursue principle as he unwaveringly discovers the truth behind his birth. The evidence first shows when Oedipus is so determined to solve former King Laiuss murder. The citizens of Thebes gather to discuss solution to the plague while Creon returns from the oracle and tells that the murderer of Laius is in Thebes and must be dictated out in order for the plague to end. He furiously curses Laiuss murderer who is himself he states, Nor do I exempt myself from imprecation /Lie all the curses I have laid on others (Sophocles 32).Oedipus proclaims that should he discover the murderer to be a member of his own family, that person should be struck by the same exile and harsh treatment that he has just wished on the murderer. Oedipuss sense of justice and powerful determination to uncover the mystery of Laiuss murder ironically leads him to unintentionally curse himself. He acts eagerly and rashly, refusing to shield himself from the truth, as if he brings catastrophe upon himself willingly.Therefore, it is clear that in terms of determination, Hazels will to combat tough fate is far more positive than Oedipuss cursing to resolve matters, delivering more hope to audience. In addition to determination, courage is an important trait for a hero to signify firmness and face difficulty, danger and pain. Both Hazel and Oedipus show their great courage, but Hazels courage appears to be more encouraging rather than Oedipus as it is more relatable to the audience. Living with cancer alone take ups great bravery.While Hazel has to deal with hospitals, doctors, and at hand(predicate) death every day, she recognizes how tough she needs to be and how courageous she has been. She says, People talk about the courage of cancer patients, and I do not cut through that courage. I have been poked and stabbed and poisoned for years, and still I trod on (Green 74). She is all about not hurting others even if it hurts her and wants to be as passive as possible. bravery is especially evident when she overcomes her pain to prevent others suffering.She says, Im a grenade and at some point Im going to blow up and I would like to minimize the casualties, And I cant be a regular teenager, because Im a grenade (Green 99). Since Hazel feels that she will soon die, she is motivated to be as insignificant as possible and desires to take the risks of others. She is much like a soldier rushing into battle knowing well that death awaits her. She chases her dreams from the hospital bed all the way to the plane to Amsterdam. not the doctor nor her familys disapprov al and instructions could stop her from going after her dream.She provides faith to teenagers who are commonly trapped under parents umbrella to pursuit their own dreams for themselves. She even ignores the glances, whispering, and finger-pointing along her way. In spite of criticism, she acts in accordance to her own beliefs displaying admirable courage and selflessness of her. Young people can be benefit and inspired by her daring courageousness and overcome their obstacles with Hazels fearlessness in her battle in mind.Oedipus is also certainly a figure of remarkable courage. Upon arriving in Thebes, Oedipus displays his courage and lack of fear by facing the deadly Sphinx and solving its riddle He sacrifices himself entirely in an exploit to save Thebes which shows great bravery. He is courageous in his refusal to hide from the truth about himself, even when he realizes how horrible it will be. Facing the horror of personal guilt, especially guilt so enormous, takes extreme cou rage. In the end, Oedipus has to face his own failure to outrun his fate,

Theory of Bomb Calorimetry Essay Example for Free

Theory of Bomb Calorimetry EssayThe purpose of this try out is to learn how to apply the laws of thermodynamics to chemical reactions. In this particular experiment we will use a give way calorimeter to study heats associated with combustion reactions. A break calorimeter is a device used for measuring the banal heat of combustion associated with a chemical reaction. The standard heat of combustion for a substance is defined as the enthalpy change, accompanies a process in which one mole of a substance undergoes a combustion reaction with oxygen. It can be found according to comparison 1. 1)H- Enthalpy R Gas Constant n number of moles U knowledgeable Energy s denotes sample combusted 0 denotes standard state (25C, 1bar). The internal energy change of the sample is found from from equation 2, where change in temperature is obtained from experiment and heat capacity of the calorimeter is obtained from standardization of the bomb calorimeter (see Preparations section). The heat capacity of the wire is usu on the wholey known. 2) T- temperature w denotes iron wire. Gas constant, R, can be taken to be 8. 315 J/K mol or a more precise value can be obtained from literature. Temperature, T, is the standard state temperature=25C.Change in moles of gas, , 3) From equation 3 we can see that the change in moles of gas is =12-14. 5=-2. 5 At this point we have enough information to calculate the standard heat of combustion Experimental Setup 1. Make sure solely connections to electrical outlet are disconnected. 2. Make sure all the parts to the bomb calorimeter are at hand. 3. Make a sample pellet (Figure1) using a pellet press. 4. Fuse a metal wire into the pellet of the chemical whose heat of combustion is to be determined 5. assume the ends of the wire onto the two center poles of the cap that is screwed onto the bomb cavity as try in Figure2. prat the lid onto the bomb cavity (make sure that the lid is on tight). At this point your bomb should look like the bomb in Figure3. Warning DO NOT ALLOW THE BOMB TO SHAKE ONCE THE PRESSURE INSIDE IT HAS BEEN INCREASED. 7. Close the bomb valve and raise the pressure indoors the bomb with the help of a pressure tank until 25 atm is reached. 8. Purge the bomb of the Nitrogen gas by opening the pressure release valve (Figure3) and releasing the gas. Point the bomb away from yourself and others while purging it of Nitrogen gas. 9. Raise the pressure inside the bomb with the help of a pressure tank until 25 atm is reached.10. Attach the electrodes to the electrode slots on the cap shown in Figure 3. 11. Place bomb in metal pail placed inside the calorimeter jacket, filled with 1L of Distilled water as show in Figure 4. 12. Place the calorimeter lid on top of jacket, ensuring that the thermometer and stirrer are inside the water as show in Figure4. 13. Attach the stirrer belt to the apparatus (Figure4) and plug the stirrer into electrical outlet. 14. Plug in the ignition unit. Running the ex periment 16. Start the stirrer. 17. Begin taking temperature reading with the thermometer each 10 seconds. 18.Allow system to run for 5-10 minutes. 19. Ignite the pellet with the ignition unit and continue to measure the temperature until 5 minutes after the temperature peaks. 20. Unplug all the electrical connections. 21. Next remove jacket lid, and remove the bomb from the water 22. In a designated area of the class room release the gas inside of the bomb by opening the pressure release valve. 23. Once all the gas is removed, unscrew the cap and measure the mass of wire remaining, and ensure that all of the pellet was combusted 24. Begin the calculation process (refer to the theory section).

The war for talent Attracting and retaining organisational commitment

The war for genius Attracting and retaining organisational committalTime has changed the way organisations break away today. Contemporary organisations non all need to compete for reputation and tangible organisational resources, but also need to participate in the war for talent (bartlett pear Ghoshal 2002). Bartlett and Ghoshal (2002) described the war for talent as competing for talented and sure-handed workers by attracting them to work for the organisation as well as retaining their loyalty. Hence, this paper will focalize around three human resource management (HRM) strategies, that is, fondness, motivation, and memory board. These strategies be grievous beca physical exertion they help organisations to gain private-enterprise(a) advantage (Bartlett Ghoshal 2002 Global account Initiative 2002 Jensen 2005). private-enterprise(a) advantage refers to an organisation maximising its strengths as a method to compete in the marketplace (Bartlett Ghoshal 2002) which c onsists of cost leadership and distinguish adequate to(p)iation in products and services (Global Reporting Initiative 2002). Organisations tolerate win the war for talent and thereof join on their competitive advantage by creating and maintaining loyalty in spite of appearance organisations, albeit sometimes requiring vast investment, effort, and allegiance to overcome obstacles. This discussion will demonstrate that HRM performs to a greater extent than than administrative duties and plays a vital role in determining an organisations success. Examples of organisations successes in attracting, motivating, and retaining employees will be embellishd end-to-end the discussion. This essay concludes with an analysis of the skills HR managers need to become an organisations strategic partner.Attracting staff into an organisation is one of the main HR activities and is usually the first step towards getting skilled employees or talent to build competitive advantage (Holland, She ehan De Cieri 2007). The relationship between employee attraction and organisational factors can be perceived done the workplace attraction sit around developed by Amundson (2007). In developing his model, Amundson (2007, p. 161) reviewed assorted approaches and identified ten attractors that appeargond to heavily influence workplace attraction security, location, relationships, recognition, contribution, work fit, flexibility, learning, responsibility, and innovation. Amundson (2007) drew subject matter of attractors from Bright and Pryors (2005) chaos hypothesis of passages whereby career behaviour needs are mostly understood in relation to uncertainty, ad capableability, possibility, ongoing change, and predictability (p. 156). Amundson (2007) also espoused that the impact of individually attractor differs for everyone and can change with time. In addition, there are basic guides that encourage behaviour on one hand and limits on the new(prenominal)(a) (Bright Pryor 20 05). Consequently, it is meaning(a) for organisations to actively motivate and retain employees once they become part of the organisation since attracting factors vary according to individuals needs, desires, and circumstances.Kimberly-Clark runs on the values of care and innovation from its brands to the way it treats its employees, customers, community, and the surroundings (Kimberly-Clark cosmopolitan 2009). This is demonstrated with its Employee Participation Program in which it enables and supports the contributions of employees to any cause or community organisation of their choice (Kimberly-Clark Worldwide 2009). For example, all employees are allowed to rejoinder a paid working day off in a year to volunteer at the charity of their choice (Kimberly-Clark Worldwide 2009). Furthermore, the employees contributions are admit with an award (Kimberly-Clark Worldwide 2009). Kimberly-Clark also furyes its dedication towards employee training and development, as well as safety and wellbeing. This commitment has led to the reduction of reported injuries by 30 per cent in 2008 (Kimberly-Clark Worldwide 2009). Overall, it appears that Kimberly-Clark corresponds to Amundsons (2007) attractors which would in turn invite skilled workers to be part of the organisation. Kimberly-Clarks motto of care would also attract people who corroborate the same values and consequently, be motivated to streng therefore and maintain its reputation as a company that cares. Accordingly, organisations can win the war for talent with investment, effort, and commitment and thus, adjoin its competitive advantage.In effectuate to gain competitive advantage, organisations need to attract intellectual neat to ensure sustainability (Earle 2003). Sustainability refers to the capacity for organisations to survive and be successful in a dynamic and competitive environment (Global Reporting Initiative 2002). It also includes policies and institutionalizes of attracting, motivating, an d retaining employees (Earle 2003 Global Reporting Initiative 2002 Holland, Sheehan De Cieri 2007). Sustainability is significant as people are unique. They pretend growth in the organisation by bringing distinctive knowledge, skills, and experience into the organisation (Amundson 2007 Harell Daim 2010 Ramlall 2004) which further contributes to organisational value and enhanced performance.To illustrate the argument above, St. George Bank, as part of the members of Australias leading Retail and Business Banking brands (St. George Bank n.d.) has proved its sustainability by kind numerous awards and recognition, including participating in the 2008 Family Friendly Employer of cream program to respect family friendly practices and diversity as well as being the winner of the Australian HR Awards 2007 Employer of Choice (St. George Bank n.d.). These awards also resemble Amundsons (2007) relationships, recognition, and contribution attractors which could then serve as an encouragem ent for people to work at St. George Bank. Furthermore, these attractors have the ability to create and maintain loyalty towards the bank.Organisations are required to actively want talented employees due to the challenge of globalisation. This is because in order to survive, more markets are internationalised to compete both locally and internationally (De Cieri et al. 2008 Jorgensen Taylor 2008 Ma Trigo 2008). Besides this, multinational enterprises see the challenge of managing the global workforce mobility due to the international assignments of its employees (De Cieri et al. 2008), which usually involves a significant beat of investment (Dowling, Festing Allen D. Engle 2008). Subsequently, the result of having an increased global human capital movement increases competition for skilled employees (Earle 2003 Jorgensen Taylor 2008 Ramlall 2004). Therefore, there is a need for organisations to actively implement strategies to attract and retain skilled employees.Organisatio ns are also competing to attract skilled employees because of critical skill shortages (Amundson 2007 Holland, Sheehan Cieri 2006 Holland, Sheehan De Cieri 2007 Hunt Rasmussen 2007 Jorgensen Taylor 2008 Ma Trigo 2008). Skill shortages are intensified due to an increase in the ageing population, which is characterised by increased longevity and decline birth rates (Australian Bureau Of Statistics 2007 De Cieri et al. 2008 Jorgensen Taylor 2008 Office for an ageing Australia 2001). Hence, the issue of skill shortages becomes more prominent as the ageing population retire (Ruch 2000). Subsequently, organisations that also begin to attract the ageing population indirectly create a diverse workforce (Erickson 2010 Jorgensen Taylor 2008). As a result, organisations can win the war for talent as numerous research suggests that diversity within organisations leads to competitive advantage (e.g., Henry Evans 2007 Kochan et al. 2003 Riach 2009). This is because different groups brin g different knowledge and experience into the organisation, which consecutively creates richer intellectual resources. tether complementary employee retention models are briefly mentioned. The first is the matching model a form of employee selection approach where both the company and applicant tries to recoil the requirements, interests, and principles of the other (March Simon 1958, cited in Samson Daft 2005). Second is the seriousness-of-fit model that concurrently considers individual and contextual factors (Latham Pinder 2005). Finally, the career decision-making model considers internal and external factors that impact upon peoples career decisions (Parsons 1909, cited in Hartung Blustein 2002). These models also complement Amundsons (2007) attraction model that was antecedently discussed. Consequently, it is advantageous that organisations recognise individuals appealing factors so that HRM can devise attracting strategies and policies to invite and maintain talent in the workplace.Organisations need to proactively retain its employees to prevent voluntary upset because significant expenses are associated with its loss (Equal opportunity for Women in the piece of work Agency n.d. Garger 1999). The Diversity Dividend (2002, cited in Equal Opportunity for Women in the Workplace Agency n.d.) reported that each employees departure costs organisations between 90 and 2000 per cent of an employees yearly salary. Moreover, recruiting and retraining upstart employees costs money and time (Brundage Koziel 2010 Equal Opportunity for Women in the Workplace Agency n.d. Peterson 2005). Furthermore, losing talent equates to losing knowledge since employees have unique talent (Amundson 2007 Equal Opportunity for Women in the Workplace Agency n.d. Ramlall 2004), as previously discussed. Additionally, company targets are not achieved (Equal Opportunity for Women in the Workplace Agency n.d. Garger 1999), the remaining employees productivity and esprit de corps are affected (Equal Opportunity for Women in the Workplace Agency n.d. Garger 1999 Hunt Rasmussen 2007), and the organisations reputation might be jeopardised (Garger 1999).Wal-Mart has successfully demonstrated effective retention strategies through its beliefs of getting, keeping, and growing skillful people, amongst other HR strategies (Peterson 2005). Value is placed upon knowing a person during the recruiting process so that the applicant and organisation can incur a match of needs, interests, and values. This corresponds to the matching model (March Simon 1958, cited in Samson Daft 2005) and goodness-of-fit model (Latham Pinder 2005). Managers are involved in the orientation programs so that a good working relationship is built (Garger 1999 Peterson 2005). Successively, employees can feel connected towards the organisation and feel secure in voicing out grievances (Peterson 2005). Besides that, clarification of goals and paths within the organisation are established fro m the beginning (Garger 1999 Peterson 2005). Furthermore, strong leadership is emphasised in Wal-Mart since leaders become a role model for the employees (Garger 1999 Peterson 2005). With these, Wal-Mart has illustrated organisational commitment towards its employees, and is in like manner rewarded with loyalty from its staff.While there are various strategies available for organisations to meliorate employee motivation, it is valuable for HR managers to ground them from motivation theories so that they can be more efficient (Ramlall 2004). Since numerous motivation theories can be applied to employee attraction and retention and since theories of attraction, motivation, and retention complement each other in winning the war for talent, this essay will mention a synthesised model Jeffries and Huntes (2004) extension of Lockes motivational sequence (1991). This is because the model connects key motivation theories into a successive structure to illustrate individuals motivational d rivers (1991, cited in Jeffries Hunte 2004). Amongst the theories included are Maslows (1970) Hierarchy of Needs to represent the antecedents of values and desires (Locke 1991, cited in Jeffries Hunte 2004) Adams (1963) Equity Theory to illustrate individuals value-driven choices and actions (Locke 1991, cited in Jeffries Hunte 2004) Banduras (1986) Social cognitive Theory that states performance is determined by direct, immediate purposes and a sense of efficiency (Locke 1991, cited in Jeffries Hunte 2004) and Hackman and Oldhams (1980) Job Characteristics Theory where work performance determines job felicity (Locke 1991, cited in Jeffries Hunte 2004). Jeffries and Hunte (2004) introduced the role of intermediaries in which appropriate interventions can have influential factors on individuals. A synthesised motivational model is also relevant because organisations usually use more than one approach in motivating and retaining employees (e.g., Wal-Mart, in Peterson 2005), alth ough they may not be grounded on theory (Ramlall 2004). Additionally, researchers have warned of the dangers for managers to generalise a theory because this could jeopardise their employees motivation aside from their career (Harell Daim 2010).As mentioned earlier, one of the consequences of staff turnover is the loss of motivation and productivity amongst the remaining employees (Equal Opportunity for Women in the Workplace Agency n.d. Garger 1999 Hunt Rasmussen 2007). In addition, overall productivity slumps with the use of new, inexperienced staff ( smith et al. 2004). Therefore, motivating employees could prevent or at least reduce turnover intention (Ma Trigo 2008) and simultaneously improve productivity (Hunt Rasmussen 2007). In turn, organisations can prevent major expenses related to innovation, production, and quality (Harell Daim 2010) and create a high-performance workforce (Jensen 2005).A classical strategy to attract, motivate, and retain talent is by offering p ecuniary rewards, such as high wages and profit sharing (e.g., Ma Trigo 2008 Ramlall 2004 metalworker et al. 2004). Besides that, some organisations also practice salary increments whereby wage increases according to tenure (Ramlall 2004 metalworker et al. 2004). An extensive study conducted by Chew and Girardi (2008) particularly draws guardianship to the suggestion that wage is one of three strategic methods of motivating and retaining employees. The researchers believe that financial rewards are one of the most important factors that lead to organisational commitment, which subsequently, results in retention (Chew Girardi 2008).Other forms of financial incentives include loyalty bonuses (Smith et al. 2004) and performance-based bonuses that is determined by the employees financial objectives and individual accomplishments, as well as the organisations performance (Bartlett Ghoshal 2002 Brundage Koziel 2010 Gullickson Gunn 2003 Smith et al. 2004 Ma Trigo 2008). everlasting (a) investigations conducted revealed that these strategies aid employee motivation because they are regarded as the managements form of recognition and appreciation (Chew Girardi 2008 Harell Daim 2010). Thus, organisations can succeed in motivating and retaining employees, although it involves great financial investments.While financial rewards seem to be an evident strategy of attracting, motivating, and retaining talent, the use of non-financial rewards succeed equally well. Organisations can recognise employees efforts by honouring them with reputation and awards (Hunt Rasmussen 2007), such as comm totally well(p) in the advertising field (Medcalf 2008) and as demonstrated by Kimberly-Clark. Therefore, as Adams (1963) Equity Theory suggests, when employees feel that their management recognises their efforts, they would feel more motivated and hence remain in the organisation. Financial and non-financial rewards can also be associated together such as during an awards-giving ceremony.Aside from those, organisations can attract, motivate, and retain employees with the use of perks such as employment benefit packages (e.g., car, phone, insurance, and holidays) and the physical environment (Earle 2003). Earle (2003) remark that organisations that usually gain recognition in Fortune Magazines 100 Best Companies to work for (p. 252) are the ones that offers perks to improve employees quality of life. She noted that the top ten listed companies offered practical facilities, such as health-related and family friendly amenities. Therefore, while organisations can win the war for talent by place in various tangible and non-tangible perks, investing in perks that directly improves employees well-being is more effective. Moreover, when an individuals well-being is increased, turnover due to poor health is likely to decrease (Jorgensen Taylor 2008).Organisations that strive to create a corporate identity are often well rewarded with talented employees (Earle 20 03 Hunt Rasmussen 2007). This is because the brand or reputation of the organisation tends to reflect employees sense of identity (Earle 2003). Successively, organisations can work towards achieving the title Employer of Choice that further attracts, motivates, and retains employees (Ruch 2000).Kimberly-Clark has won the Federal Governments Equal Opportunity for Women in the Workplace Agency (EOWA)s Employer of Choice for Women award several times (Kimberly-Clark Worldwide 2009). It is necessary for organisations to fulfil stringent criteria in order to receive this recognition (Kimberly-Clark Worldwide 2009). Kimberly-Clark was recognised because it offered mothers paid motherliness leave and flexibility in arranging work (Kimberly-Clark Worldwide 2009). For instance, they could work from home or work on a part-time schedule (Kimberly-Clark Worldwide 2009). Flexible work arrangements are significant oddly for females who may be caring for others or want to coincide work with sch ool hours (Wrekin Council 1997, cited in Smith et al. 2004). Additionally, flexible working arrangements can draw females into employment (Earle 2003 Wrekin Council 1997, cited in Smith et al. 2004) while retaining valuable employees (Earle 2003).As demonstrated, flexible work arrangements appear to be an important factor in attracting, motivating, and retaining employees. Recent research suggests that employees prefer flexibility (Jorgensen Taylor 2008) because it can contribute to work-life balance (Earle 2003 Hunt Rasmussen 2007 Holland, Sheehan De Cieri 2007). Furthermore, this practice promotes the retention and re-engagement of the more experienced, older workers (Holland, Sheehan De Cieri 2007). Earle (2003) noted that Baby Boomers who are offered more flexibility and autonomy to balance their professional and private croaks are more open to work in a different and possibly, less comfortable environment. Consequently, as diversity, knowledge, and experience are maintaine d, organisations can win the war for talent and increase its competitive advantage.Organisations can also provide other variations of flexibility and work-life balance such as flexi time, job sharing, unpaid leave, and the ability to telecommute (Earle 2003). Earle (2003) notes that there are people who highly value the ability to control their experience work schedule. Therefore, they would determine their own work datelines or even only work on certain days (Earle 2003). She also notes that some employees prefer to telecommute because it is more convenient and they can save on travelling time (Earle 2003). Thus, organisations can win the war for talent by attracting skilled workers who may happen to live a distance away or find travelling difficult. Meanwhile, these strategies can motivate and retain existing employees because there is less organisational pressure and demand.Organisations can increase its competitive advantage by being familiar with extensional differences becau se their formative years shape much of their values, needs, and expectations (Earle 2003 Erickson 2010). Nevertheless, each generation would also require different needs and wants according to their stages of life (Earle 2003). This reflects Amundsons (2007) attraction theory, Bright and Pryors (2005) chaos theory of careers, as well as Jeffries and Huntes (2004) extension of Lockes motivational sequence (1991). Therefore, different attractors and motivators assume when recruiting, motivating, and retaining them (Jeffries Hunte 2004 Lancaster Stillman 2002, cited in Jorgensen Taylor 2008). It is useful for HR managers to consider that they are also hiring attitudes besides expertise (Ruch 2000).It is documented that Baby Boomers generally favour a stable and nonviolent working environment (Earle 2003), appreciate longer time lines to complete the assignment, prefer to be involved in consensus building, and participate in management activities (Jeffries Hunte 2004). Nevertheles s, they are involuntary to endure less than optimal conditions if they are highly compensated and are provided with good health architectural plans (Earle 2003). Besides that, organisations could make necessary adjustments and involve Baby Boomers in management. These benefits the organisations since older workers tend to have more knowledge, skills, and experience, and are aware of the organisations goals and processes (Earle 2003). While Baby Boomers tend to be loyal towards their employer (Earle 2003 Jeffries Hunte 2004), adjusting to their needs further strengthens their commitment.On the other hand, Generation X are comfortable with ongoing changes surrounding their job and environment (Earle 2003). They prefer to work in empowered teams, but will only put in as much effort to what is appreciated by the organisation (Earle 2003 Ruch 2000). This corresponds to Adams (1963) Equity Theory. In addition, Generation X places a lot of emphasis on work-life balance (Earle 2003 Jeffr ies Hunte 2004 Ruch 2000). Therefore, flexibility and recognition plays an even bigger role in attracting, motivating, and retaining them (Earle 2003 Ruch 2000). In fact, they are willing to receive lower wages in exchange for flexible work arrangements (Earle 2003). Therefore, in order to gain competitive advantage, organisations need to adapt to the working styles of Generation X as the older generation retires (Ruch 2000).Finally, Generation Y are more ethically diverse (Howe Strauss 2000, cited in Jeffries Hunte 2004). Consequently, they tend to be more selective with their work places and are more apt to leave the organisation if they perceive it as meaningless (Earle 2003). They value factors such as training and development, recognition, innovation, relations, unvarying and timely feedback, and a positive working environment (Earle 2003 Jeffries Hunte 2004). Generation Y also welcomes new challenges in their work (Earle 2003). Hence, in order to attract, motivate, and re tain Generation Y, organisations need to invest a considerable amount of time, effort, and commitment to comply to the factors above as well as to establish their company image as one that is worth working for. A good example of this is Kimberly-Clark, which this essay has illustrated several times. Moreover, Generation Y grew up in a time of technology advancement (Jeffries Hunte 2004) which enables anyone to research a particular employer at any given time. Henceforth, upon winning the war for Generation Y talent, organisations can increase its competitive advantage since Generation Y will create the volume of the workforce in the near future (Earle 2003).This essay has discussed some strategies organisations can implement to attract, motivate, and retain skilled workers. Organisations can be successful in winning the war for talent through the role of its HRM to devise strategies that will contribute to employee satisfaction (Jeffries Hunte 2004). Nonetheless, in order to achi eve this, organisations need to regard HR managers as strategic partners (De Cieri et al. 2008). This is because employees are less likely to resign if the management system is good (Ma Trigo 2008). Consecutively, an increase in job satisfaction will lead to an increase in affective commitment and hence, more success in talent retention (Ma Trigo 2008).Despite HRMs recognition of the importance of attracting, motivating, and retaining skilled employees, many fail to concentrate on these, focusing instead on administrative tasks (Jensen 2005). Furthermore, whilst HR managers may recognise the different strategies available to win the war for talent, it is futile if they are not utilised appropriately. One way of overcoming this is by using tuition technology (IT Jensen 2005). For example, Delaware Investments outsources administrative work via technology to alleviate administrative time in order to focus on strategic human resource management (SHRM Jensen 2005). Besides that, to maintain employee relations, Delaware Investments uses IT to help deliver messages efficiently and in a timely manner, especially those that would have a big impact on employees such as major organisational changes (Jensen 2005).Effective SHRM needs to be based on research, theoretical models, and information received from exit interviews (Garger 1999). It also needs to begin from the stages of selection and orientation so that organisations can determine the right people to hire (Garger 1999). Wal-Mart (Peterson 2005) demonstrated this with the practice of getting to know applicants before hiring. As cited, this relates to the matching model (March Simon 1958, cited in Samson Daft 2005) and goodness-of-fit model (Latham Pinder 2005). It is important for organisations to provide offers and values that are consistent with their advertisements during recruitment. Otherwise, motivating and retaining talent will be more challenging, if not failed, because the employees would leave fo r other organisations that provide meliorate compensation and matching principles (Terjesen Frey 2008). This reflects Parsons (1909, cited in Hartung Blustein 2002) career-decision making model. some other method of achieving SHRM is by tailoring strategies according to the factors that each generation favours more, such as training and development, motivational factors, and compensation. For example, Generations X and Y appreciate constant feedback and military rating (Earle 2003 Jeffries Hunte 2004). Therefore, a strategic method to motivate and retain them would be to develop a comprehensive learning and development module that fulfils their learning goals (Earle 2003 Jeffries Hunte 2004). Nonetheless, Jeffries and Hunte (2004) noted the banter that the additional skills would prepare the employees to leave the organisation for a different one. Therefore, an approach to overcome this effect is by developing a personal retention plan for individual employees such as flexible work arrangements, as discussed earlier, as well as developing goals surrounding approaching organisational opportunities (such as Wal-Mart). Targeted retention policies that are relevant include setting manageable jobs and expectations, providing career management, promoting good communication within the organisation, offering flexibility to achieve work-life balance, stating clear goals, and mentoring (Ruch 2000).In addition, since Generations X and Y seek challenges and prefer to work in teams (Earle 2003 Jeffries Hunte 2004), management could develop projects which requires an amalgamation of knowledge, skills, and experience of the generations. Organisations that maximises its employees resources tend to achieve competitive advantage (Jeffries Hunte 2004). An exemplary organisation previously cited is again, Kimberly-Clark. It is also worth noting that Kimberly-Clark has a dedicated HR team that works towards informing organisational strategy (Kimberly-Clark Worldwide 2009). This essay acknowledges Jeffries and Huntes (2004) extension of Lockes motivational sequence (1991) because the model connects key motivation theories into a successive structure to illustrate individuals motivational drivers (1991, cited in Jeffries Hunte 2004). In addition, the authors considered generational differences as one of the intermediaries that can influence interventions (Jeffries Hunte 2004). Thus, HRM can carefully formulate attracting, motivating, and retaining strategies following this synthesis. For example, HRM needs to consider the provision of recognition and health-related benefits to Baby Boomers (Jeffries Hunte 2004) while focusing more on learning and development for Generations X and Y (Jeffries Hunte 2004).Besides being highly proficient in the business strategy and being able to lead, HR managers need to be skilled in networking to obtain and share knowledge in order to be an efficient strategic partner in the organisation (Bartlett Ghoshal 2002). Th us, HR executives need to be able to communicate with the employees and be on the same wavelength in order to meet the employees needs (Harell Daim 2010). Subsequently, it is imperative that HR executives follow up on the feedback in a timely manner (Harell Daim 2010) to prevent the loss of employee confidence in the organisation.Additionally, HR managers need to understand that a wide combination of strategies is involved when attracting, motivating, and retaining talent. It is insufficient to only utilise a few convenient strategies and anticipate employee retention. It is also vital that HR managers regard employees as partners of the organisation and compensate them alike other stakeholders (Bartlett Ghoshal 2002). Smith et al. (2004) documented two transnational Japanese manufacturing plants in Britain that consistently experienced high employee turnover. They attributed this to company paternalism while acknowledging its HRMs role in minimising production disruption. Nevert heless, the strategies only pore on wage, careful employee selection, and job routinisation (Smith et al. 2004). Therefore, motivating and retaining employees greatly depends on the factors that employees value, as well as the organisations response to them (Dolea, Stormont Braichet 2010).Furthermore, HR managers need to understand that financial incentives programmes alone are not the basis of attracting, motivating, and retaining employees since employees who were initially drawn by an offer that pays well will usually leave for a different organisation that pays better (Bartlett Ghoshal 2002). It is important that HR managers understand this phenomena because it is common for policy-makers to use finance as an immediate boost when faced with a lack of human capital (Dolea, Stormont Braichet 2010).Clearly, competitive challenges like globalisation and skill shortages have contributed to a spirited war for talent. Adding to these is the challenge of satisfying the demands of di fferent generations. Various literatures have documented the trend that parallels the views presented by Bartlett and Ghoshal (2002). This essay has explored strategies that HRM can adopt to attract, motivate, and retain talent in order to gain competitive advantage. Nonetheless, there is recognition that some strategies would require considerable investment, effort, and commitment to surmount the competitive challenges. This essay has also highlighted that HRM is an integral part to an organisations success. A review of selected models has been presented to guide organisational strategic planning to win the war for talent. In addition, this essay has identified several organisations accomplishments in attracting, motivating, and retaining skilled workers. Finally, this essay indicated the competencies HR executives require to become an organisations strategic partner. This essay closes with a reiteration that organisations can create and maintain commitment.

The Liberal International Economic Order Economics Essay

The Liberal International Economic Order Economics EssayThe issues of the environment were not in the minds of the framers of the Liberal International Economic cast (LIEO) when they met together at Bretton woods towards the end of ground War II. LIEO was focused on promoting peace after the post war and destroy the sparing emulation that was destructive to the relationship between the countries of the realism. LIEO is the key to future perceptual constancy, peace and security globally. Right after the end of the Second World War, the World Bank creation, the world-wide Agreement on Tariffs and Trade (GATT) and the International Monetary Fund established the foundations for the organization of a liberal trading order. These institutions promoted the state sponsored dedication to markets and ensured economical prosperities to the ontogenesis nations. G all overnments realized that liberal trading arrangements and efficiency of the market be essential prerequisites to realize the potential for the economic, political and social progress after Second World War. The expansion of the liberal trading order, the strength of the free market and the freeing of capital from national abiderictions which was visualized by the framers of the Bretton Woods Institution took precedence over the provision of social development and on account of this people were left with the false promise that the efficiency in and of itself would produce political, social and environmental progress. whence even if the initial purpose was achieved, the numerous multilateral organizations created for the purpose of promoting a new LIEO has also created oppose impacts. They absorb been instrumental in making the Governments exerting sanitary influence often with considerable but not with all the features of a centrally planned economy which is very much essential for the progress of a country. Therefore, the Governments must ensure that their actions do not affect the purpose of th e Liberal International Economic order (LIEO).The United States of course played a merry role in the development of Liberal International Economic order (LIEO) the reason being as a dominant economy, it carried the primary burden of army defense for the entire free globe and it opened its huge market to immaterial competition and free merchandise and it was able to and willing to carry on the burden of free trade as it was a powerful and rich country. At this point of cadence, the United States made the dollar a universally judge parallel currency by fixing a relationship between the gold and the dollar and committed to exchanging at any point of time these 2 units. Therefore I believe that this regime could not have been developed without the influence of hegemony such as the United States.I do believe that the pooh-pooh in United States influence signals a threat to the LIEOs continued existence because the United States was no longer considered the dominant economic power as before. This magnate prove a threat to the LIEOs existence as they mostly depend upon the United States as they do not have sufficient resources and most of the time the expertise they required and funded or supplied by the United States. There is a considerable loss of the dominance of dollar which signals a threat to the LIEOs existence because they were entirely dependent on the currency of the United States for their functioning.The breakd declare of hegemonic stability theory, collective intimatelys, and free riders are as noticesHegemonic stability theory Identical to the materialization of hegemony, when a single nation rise to obtain military and economical powers in a given situation along with the formation of world(prenominal) economic stability based on liberal principles which is a mixture of liberalism and mercantilism which paves the way for the elimination of fears is called as the theory of Hegemonic stability. Here, the mercantilists and realists hold com mon views that the key to global economic order is the balancing of power among competing state actors.Collective goods Everyone has equal chances of deriving benefits in the discipline of collective goods. Irrespective of a persons contribution in the case of service or taxes in the military, national security is a collective good from which everyone within a country benefits. The majority of economists view an open international economy as a collective good.Free riders Those who make the fullest use and exploit a common good are called as free riders. pain in the ass of trade restrictions by a nation and getting away from the negative impacts and thereafter deriving the maximum benefits from the free trade policies prevailing in opposite nations takes place with regard to free riders, But nevertheless, without rules and someone to enforce the rules, the cooperation required to maintain a common good is tedious to achieve.7.International trade has contributed to the economic dev elopment throughout the industrialized world and blended the cultures and traditions of different countries together and contributed to the cooperation among different countries with regard to sharing of resources though merchandises and imports which helped to maintain a positive equilibrium. nevertheless though the world trade is increasing at a faster pace and it is privilegeable according to the world trade economists, it still has its own negative sides after the global economic crisis that hit the world in 2008. The global economy suffered severe losses and it paved the way for unemployment which increased drastically throughout the world for the past two years. In spite of all these setbacks, the rules and principles of world trade organization have assisted governments in keeping the markets open is provided for the world trade as there is some considerable improvement in world trade.An economic policy which is meant to favor domestic producers of services and goods is ca lled protectionism. I establish an article the another(prenominal) day by David Leonhardt of the NYtimes which fundamentally proposed the idea that China has adopted the biggest policy of protectionism since the World War II by intervention and purpose of the foreign change over markets and by succeeding(a) strict measures of protectionism creating negative impact for itself and countries like the United States (David Leonhardt, 2010). When a nation is having protectionist policies, producers are protected against competition from the foreign firms with the help of import restrictions where as free trade is a policy where commodities are allowed to cross borders or boundaries without restrictions. The reason behind why some governments favor protectionism is, as soon as foreign commodities are made available in the domestic market, the domestic industries suffer heavy losses because the foreign goods are available at cheap prices or the producers who export commodities to othe r countries are able to keep costs low due to the subsidies of the foreign government. Therefore the governments hold the views that it can increase the demand and market for the domestic goods by closing the market to foreign producers and marketers and by imposing strict quotas and import tariffs so that the domestic economic situation doesnt get bad and derives maximum benefit. Even though protectionism is intended for protecting domestic companies, this is not always the case. There is also a darker side companies will tend to use the old technologies and they will seldom take any initiatives to produce innovative products and there is no spirit of good competition. Countries that go by protectionism are often faced by export barriers or restrictions from other countries who give the same response to countries that go by protectionism. pompousness of prices for prices and commodities takes place and the domestic companies may start fleecing the consumers by fixing their own pri ces when there are no foreign competitors.In order to maintain a balance of trade surplus, a country can make exports to the foreign sector which exceeds imports from there and a balance of trade surplus takes place for a country if its domestic economy produces commodities which are in high demand by other countries and purchased by foreign countries enabling the country to increase its exports, the assess of which is greater than the value of imports produced by the foreign countries. Therefore a country must ensure that its makes maximum use of its own resources and after catering to its own need must ensure that there is no wastage and should find out the potential market abroad where there is high demand for its commodities which are dissimulation in surplus. For example, Brazil is the colossal producer of coffee in the world and after catering to its own need in a substantial manner, it exports the rest to foreign countries thereby creating a favorable method to maintain bal ance of trade surplus. It has the capability of exporting huge quantity of coffee seeds which surpasses all other imports which will help it to maintain balance of trade surplus.The balance of payment imbalances needs to get cleared by the succeeding suitable methods for the purpose of maintaining a consistent balance of trade surplus. By making imports cheaper, the exports of a nation could be less competitive. This usually ends up in correcting the surplus of a occurrent account which is also helped by the upward shift in the currency value of a nation.With the help of an agreement between the nations to fix their rates of exchange against each other, any disproportion that is taking place by rules based and changes in exchange rates which are negotiated could be sorted out. Fixed adjusting rates of exchange rates which is the systems of Bretton Woods is a crucial example of a rules based system.When a country adopts a regime of policy which centralizes currency decisions in the hands of a central government by controlling the movement of capital, discouraging imports and encouraging exports, such a policy is called as neomercantilism. Allowing more effective fiscal and monetary policy by increasing the level of foreign reserves is the goal of the policies of neomercantilsm. This is believed to provide greater control and autonomy to the government. Japan and Germany have been believed to have derived the maximum advantages of the neomercantilist trade policies. Most of the nations of the world always believe that the trade policies of neomercantalism always work for them and fail to notice its negative side. When every country starts following the neomercantilist trade policies, they discourage imports and start concentrating only on exporting. A nation definitely has the need to encourage imports when it is crucial for the welfare of the country and if majority of the nations follow this policy, the rest of the countries will follow the same and when the y cut down imports, they are discouraging and preventing the other countries to export.The countries which follow this policy should observe the comparative advantages of both export and import. The way in which value can be created by trade for both parties even when one could produce all goods with fewer resources than the other is highlighted by comparative advantage. This encourages for the occurrence of gains of trade which can be beneficial to both the parties that is the country which exports its commodities to another country and the country which imports the commodities exported by the other country.Rationalization of neomercantilist trade policies is possible when there is cooperation among the countries involved in international trade. Developing countries need to participate more vigorously in trade negotiations during trade agreements with mutual trustfulness and confidence with other nations.

Development Of Port Services In Sri Lanka Tourism Essay

Development Of Port Services In Sri Lanka Tourism Essay1. In the world today, all countries are inter connected in more than many broadcastway. of all these connections, conveying service are make started to be the most historic and unavoidable connection. this transport service may be either human or cargo transport. Today to day there are many ways and methods of transport. Although most of these modern strategys are quick and easy .the most ancient sea transport system is still the reliable and the profitable way of transport. Sri Lanka is easy with strategically located natural ports that are === by many other nations. These ports concord the potential to be the best ports in the Indian ocean. they should be essential to an external pass judgment standard with modern facilities and features. before embarking on the maturement of these ports , an in depth study of a few internationally famous ports should be made. If handle methodically and by rights, Sri Lanka ports could be the best in mho Asia and also be the province economic recourse of the country.This paper is an attempt to analyze and con perspectiver the measures that have to be adopted by the authorities in rules of order to germinate national ports to maintain proudly efficient and productive ports as transshipment centers with becoming capacity equipped with most modern technology and facilities. At present several measures have been taken towards this goal, there is more that could be done to achieve making procedure of the existing resources.AIM3. The aim of this service paper is to propose and suggest ways and means of develop Sir Lanka as the leading oceanic and aviation center in the South Asian Region. that can complete with the most competitive and procedurer friendly ports in providing mellow woodland port, ecstasy and aviation service.BACKGROUND4. For thousands of years, the highly strategic location of the ports of Sri Lanka has lured many a merchant. This is a location that connects Middle East with the Far East, with links to the Australian and African continents and it is the gateway to South Asia. From the past up to date many ships that use the international sea communication route are using Sri Lankan port work due to various reasons such as easy access, timberland of the service, cheap labor etc. Therefore Sri Lanka should take maximum advantage of seaports to promote international trade by getting commercial and industrial activities which directly assist the economic progress of the country. The other countries of the percentage are developping their ports to gain economic benefits out of this sea transportation system. To face this competitive market we need to gear our sources to get the necessary attraction of the world.5. On the other hand, today Sri Lanka with its far-reaching economic changes and policies has amend infrastructural facilities, tax incentive, opportunities for investment of capital for new industries, an d above all the guarantee of the safety of capital invested and presents a favorable environment for foreign investment capital. This change of the economy has resulted in the increased industrial and trading activities in Sri Lanka. So this present trade development has influenced the need of development in the port and exaltation sector in the country.6. Sri Lanka Port Authority has the responsibility with the mission to increase our customer base profitability by providing excellent an service and world variety facilities.PORTS AND ON GOING PORT DEVELOPMENT PROJECTS7. As an island Sri Lanka is privilege to have natural harbors all close to the country. But the country was not able to use a few numbers of ports due to various reasons such as war, lack of infra coordinate facilities, investment capacity etc. At present with the high economic growth and the end of the armed conflict in may 2009 provides a firm base for all development activities. Port services which were developm ent significantly in the year 2010.The present ports and development projects are as followsa. Port of Colombo. It is the main port in Sri Lanka. Located on the southeast side of the island and it is facilities include two terminals, Jaya Container Terminal (JCT) and Queen Elizabeth Quay (QEQ).From 1987 to 1997 due to the commitment , it has done so many development to control the container traffic. For example in mid mid-nineties it increased from less than 500,000 Twenty foot Equivalent Units (TUEs) over 1.5 million Twenty foot Equivalent Units. But it was not sufficient in 2003 and 2004 around 40% of west to east traffic was being diverted from Colombo port to more competitive ports out side Sri Lanka. Then Sri Lankan governments desire to realise public-private partnership in 1999 to improve expands, operate and manage Queen Elizabeth Quay (QEQ) with South Asia Gateway Terminals (private) limited. To day under mentioned projects are going on(1) Colombo South Harbour development Project. In ocean of about 1000 hectares on the South West of the percent breakwater this proposed harbour willing be located. It will have four terminals , 1200 meters each capable of accommodating deeper draft vessels in the future. The development is expected to be done in two points. The first stage to intfastructure with pulic funds and the second stage for terminal facilities with private sector participation. This project will promote the following Sri LankaFacilitate economic growth.Increase competitiveness in international trade.Lower transport cost and faster delivering times.Container handling capacity wills increase.(2). Jaya Container Terminal for the Enhancement of Capacity. Detail design of the extension of the Jaya Container Terminal has been completed. this will deepen the capacity of port of Colombo to accommodate the mega container carriers now and in the future. This also expected to berth two 8000 Twenty foot Equivalent Units container ships at the comparab le time.(3). brisk Terminal Management System. This system will be implementedwith the Sri Lanka port Authority (SLPA). It will replace the present obsolete computer system of the Jaya Container Terminal with modern computer system providing Networking, Radio data and Communication System.b. Galle port. The gall port is located very close to the international sea transport route. It is the very the only Sri Lankan port that provides for pleasure Yachts. All those facilities were destroyed by the Tsunami. It is proposed to develop this port to attract rich tourists and passenger carrier ships.c. Trincomalee Harbour Renovation. decade times as much as the Colombo, theTrincomalee harbour is considered to be one of the most strategically situated natural harbour in the world. This harbour was tentatively considered to cater for bulk and break bulk cargo transportation. Coming under the new development project the Nagenahira Nawodaya great improvement and vast development is expected to take effect in this famous port.Development of the Hambanthota Port. Hambantota section is considered to be an under develop area both economically and socially. The construction of a sea port in that region will greatly enhance the improvement and the development of that area. the presence of a port in that area will surely make it an industrial region. Unlike development an also functioning port, this newly constructed port can be streamlined to serve it expected goal. It has to be properly planned and executed. It is to be a commercial harbour will definitely of a more convenient and cost utile access to and from the Southeast region for goods and cargo from the West coast. It will also reduce the congestion in the Colombo harbour.Development of Port in Oluvil. In the process of developing the east Region under the Nagenahira Nawodaya programme it has been decided to build a port at Oluvil. If so constructed it will be the Southern link in the developing chain of coastal har bours. This harbour will be another commercial harbour and basin for fishing crafts.Port of kankasanthurai and point pedro. This is one of the most Tsunami devastated ports in Sri Lanka. It needed urgent rehabilitation and improvement. This improvement includes the repair of the breakwaters, roads and pears. Wrecked and dredging have to be removed from the harbour basin. The Sri Lanka port Authority has carried out urgent and temporary repair to enable it to function without our interruption. The government of India has aided for the removal wracks and for the construction of a new pear. Very vital sections of the harbour are beyond use. The Sri Lanka port Authority while renovating the harbour, have decided to study the feasibility of developing Point Pedro in to a Sri Lanka port Authority regional port.cooperative VALUES OF SRI LANKA PORT DEVELOPMENT AUTORITYThe SLPA is one of the major contributors to the economy of Sri lanka. As a key revenue earning and service providing agenc y, the role of SLPA is directly to the excellence of its pitching service. In this regard the value system of the authority is the basis for the success of its operational relationship with the stakeholders. These values could be categorized under the following.Dependability seasonableness AccuracyAccountability for AchievementTeam SpiritCommitmentReward RecognitionPerformance with integrityIt will be the responsibility of the chairman / headland Executive Officer, The managing Director and Other Senior management staff to inculcate the above values at all levels of the Authority.Hambantota is planned to undertake initially world-wide cargo such as cement, steel, fertilizer, timber, bunkering services, port related industries, coal, RO-RO facilities, off shore services such as ship Chandling, supply of water fuel, crew changes, ship building and ship repair facilities etc.Contract for the construction of phase 1 was awarded to Chinese Joint venture Construction Company at the nub cost of US$ 360m and the port will be operational in year 2010SERVICES RENDERED BY OUR PORTS TODAY8. Sri Lanka has a number of commercial ports and a internal Shipping Fleet to provide services for the Maritime Transport Industry. The governments also encourage and develop multi country consolidation and entrpot trade on a large scale.a. Container Operations. Development of JCT and QEQ facilities enhance the productivity in container handling and off dock facilities such as inland container depots to ease the congestion within the ports.b. ancillary Services. Ancillary services including ship building, ship repair, ship chandelling, salvage and towage, bunkering services, ship chandelling and off shore supplies, cruise shipping marinas and ship management are available.c. duty Concessions. Tariff concessions including lowest Transshipment rates in the region, restoring Transshipment rates irrespective of the mode, attractive rebates of up to 20% of the stevedorage, free stora ge (of 21 days) for transshipment etc.d. multi country consolidations and enterpot cargo. A separate warehouse has been provided specially for this purpose at the port access road. Special tariff concessions have been given to this multi country consolidation operation that use warehouse within the port.e. Information systems. Computerized systems for planning and control of container handling operations, data interchange between the shipping agents, inquiries available from the personal computers and port substance abusers and one power point documentation centre.f. transportation systems. Coordinated port facilities with inland transport and distribution systems in terms of control the ship traffic.g. infrastructure facilities. Connecting road, rail, and barge facilities.I. Other services. manipulation of dry and liquid cargo, bulk and break bulk cargo, car carriages and passenger liners.J. port pledge. Sri Lanka ports authority complies with the relevant take aimments of the international ship and port facility security code, contributing to the enhancement of maritime safety and security.MANAGEMENT OF PORT DEVELOPMENT.9. To gain the status of regional mega hub port in the south Asian region sri lanka will have to compete with Singapore, Port Kelang, dubai and Aden.in this attempt we will be forced to use all possible resources. Therefore following are the salient(ip) points which required when developing port service in Sri LankaWhen developing ports agree to the national plan. A comprehensive study should be need of each item-by-item port. These should be combination of medium term and long term planning. While the existing ports are improved by the introduction of modern facilities. The recourses should be constructed according to the international standards.Complete and viable is that which includes all necessary facilities such as transshipping, cargo shipping, fire fighting and rescue service and the like.Planning of new ports should vacate spa ce in their for any future improvements. Any future development of existing ports should have the possibility of absorbing any new introduction.The organizational structure of any new port should be flexible enough to adapt to business environment changes.The planning section of management service department should be responsible for the following taskTraffic trend and performance statistics.Forecasting of future traffic shipping and cargo.The evaluation of new trends in ships and cargo handling.The abstract of requirements, water , load equipments and storage.The preparations plan for the future.Preparation of future traffic demands.Forecasting of traffic is an art which need a lot of understanding and experience. This may require the assistance of out side agents, but yet these reports should be checked mathematically and tactically before implementation. In arriving at this dicisions they should have considered the following targetsNational economic targets.Have past trends clea rly explained and the need for continuation of these trends be questioned.Have the port records being studied well.Will the change of each patience have any effect of the future traffic?The building of new ports.SUMMARY16. In the two years following the end of a barbaric war, Sri Lankas economic growth is projected to exceed six percent, according to the World Banks first annual assessment of regional economies.The interim period requires improvements to existing facilities to bridge deck the gap between growing demand and shortfalls in facilities, so as to ensure that customers are not lost to competing rival ports. Such losses would have disasters impact on the future of the Ports in Sri Lanka. So it is very vital to initiate actions for renew and expand existing ports in the aspect of Developing Sri Lankan ports as the leading Maritime and Aviation center in the South Asian Region with the most competitive and user friendly ports and airports to provide high quality ports, shi pping and aviation services. But it should within the broad national strategy the development of each individual port must be comprehensively planned. The development of a port consists of a combination of medium-term and long-term planning of new facilities plus-in the case of existing ports-a programme of short-term action to improve the management With New technologies, which can spur changes and will improve the operations. For example, the development of a container terminal can be accompanied by the introduction of modern data-processing methods to improve the quality of the information necessary for managers to control the flow of containers.RECCOMANDATIONSDeveloping Sri Lankan ports as the leading Maritime centers in the South Asian Region with the most competitive and user friendly ports, following policy decisions has to follow when projecting new ports or expansion of existing portsTo consolidate the position of the Colombo Port as an transnational hub port for container operations and as a logistics center in the South Asian region.To develop a competitive marketing strategy in order to establish the port of Colombo as an International hub-port.c. To develop the port of Galle as a regional port as well as an substitute commercial cargo handling port to the port of Colombo and to develop this port to attract rich tourists and passenger carrier ships.To develop Trincomalee port as an ecologically sensitive, leisure and light commercial port.To develop the port in Kankasanturai, Oluvil and point-pedro as regional commercial ports.To build and establish the Hambantota port initially as a service providing industrial port, and in the long term develop it to be a commercial port for more convenient and cost effective access to and from the Southeast region for goods and cargo from the West coast. Then it will also reduce the congestion in the Colombo harbour.To maintain a high level of productivity and service excellence by enhancing knowledge, skills and creativity and inculcating positive attitudes to all port employees, through systematic Human Resource Development programmers.To develop a strategic development plan for all sea port of Sri lanka.

Womens Rights in Pride and Prejudice & Persuasion by Jane Austen Essay

Are women allowed to say No,in surcharge and Prejudice / Persuasion by Jane AustenPride and Prejudice (whose certain title was First Impressions) was written in 1796-1797 when Jane Austen was 21 years old and first published in 1813. It tells us the story of Elizabeth bennet and Mr Darcy, who will outperform the pride and prejudice they feel towards each other to find mutual happiness. Persuasion was written between 1815 and 1816. The main character, Anne Elliot, has suffered unhappiness after taking her familys and friends advice to reject a art object she loves. The truth universally acknowledged in the opening lines of Pride and Prejudice that a single man in possession of a good fortune must be in want of a wife defines the plot of the novels and highlights the importance of marriage and of marrying well(p). It is Mrs Bennets business of life to get her five daughters married and in Persuasion it is in her role as surrogate mother to Anne that Lady Russell has persuaded Anne to suit down a marriage she considers beneath her. Given this background, I have chosen to angle this essay towards a question that is also valid today, namely, ar women allowed to say no?Austen writes of the small gentry, the rural elite, and in considering this question, it is crucial to have an understanding of the prevailing social distinctions, the expectations for women of this class and the limited options available to them, as well as the inheritance laws of the time.The rural elite of Austens novels are members of the upper middle-class. They are not the aristocracy (although Mr Darcy belongs to the aristocracy), but their connections and education give them the right to admixture with high society, as well as to marry with people of h... ...vailing attitudes and inheritance laws, it would be considered perfectly normal, wise even, for women to enter into a marriage which was financially advantageous, although loveless, in order to ensure financial security for themse lves and the other members of their family. In other words, it would be entirely normal for women not to be allowed to say no.BibliographyAUSTEN, Jane, Persuasion, Penguin Classics, 1998AUSTEN, Jane, Pride and Prejududice, Oxford Worlds Classics, 2004CRIPPEN RUDERMAN, Anne, The pleasures of Virtue, Rowman & Littlefield Publishers, 1995MUKHERJEE, Meenakshi, women Writers, Macmillan, 1991FERGUS, Jan, Jane Austen A Literary Life, Macmillan Literary Lives, 1991WILTHSHIRE, John, recreating Jane Austen, Cambridge University Press, 2002York Notes Advanced, Longman York Presswww.sparknotes.comwww.pemberly.com

Architecture Essays -- Careers Jobs Architect

The career I have chosen for this project is an Architect. A grammatical construction architect to be more specific. The career has umteen characteristics of work that I wish to pursue as I grow up. The main idea is thinking of new, and visually nice human bodys to grab your clients attention for them to acquire your design. It also is a job were mathematics and now computer training is needed. The nature of work of an Architect is stapleally the design of building and other structures. The design of the building must not only be creative and what the client wants, but there are many different regulations and rules to follow to make the building affordable, safe, and proper size for it to fit in its specifically picked out plantation. First the Architect and the client must discuss the basic idea of the project, giving him basic ideas like size, shape, number of rooms and budget. The Architect will then make blue prints or toadying of his ideas, then present them to the client or clients who he is working for, to see if they like his idea and if they have any comments or suggestions that they would like to get met. If the clients like that idea of the building, the Architect must then draw final construction plans which show the buildings general appearance and details for its construction. Such details as the air-conditioning , ventilation and electrical systems to come upon a few. Architects now sometimes turn to computer-aided design and drafting or (CADD) only a few Architects will plan all their wo...