Performance Management Poverty and Injustices

Question: Talk about thePerformance Managementfor Poverty and Injustices. Answer: Presentation Oxfam New Zealand is a non-benefit association guided by its principles and targets to offer enduring answers for destitution and shameful acts. The organization centers around vision and missions of more secure, reasonable and a feasible world for all to appreciate in the breath of expectation and opportunity. The association's battle for equity and neediness annihilation offered to its strong presentation framework. Oxfam New Zealand has improved in the job execution and genuine fulfillment potentially of the authoritative procedure embraced by the substance and representatives. Associations relying upon the most adaptable and versatile exhibition the board appreciate not exclusively representatives' presentation yet in addition high laborers maintenance. Workers are more than spurred to proficiently and beneficially convey their obligations with dear perseverance and devotion. Or maybe its entitlement to express that Oxfam New Zealand puts the positive and devoted framework to helps the work power in that accomplish the best exertion and abilities to association's advantage. Associations rehearsing sufficient execution acknowledges the significance of each progression of the framework and their commitment to the organizations' compelling maintenance and inspiration of workforce (Buckingham Goodall, 2015). They exalt the arranging idea, checking, advancement and progression arranging stage as a segment of a compelling exhibition the board. Meaning of Performance Management Organizations rely upon execution the board to style up their hierarchical procedure to make a workplace that enables representatives to perform at the best of their capacities. The best execution the board takes a thought of gatherings adding to the business development and advancement (Wolpert et al., 2014). Be that as it may, associations display distinctive execution the executives frameworks. Despite the fact that the essential objective authored on the objectives setting, assessment, and prizes. Both spread by the instructing of the gatherings. The gatherings incorporate; Administrators and senior pioneers Chiefs Human asset chief Representatives The Process of Performance Planning The phase of arranging is worried about the defining of accomplishment objectives for the representatives and their chiefs. The chiefs are relied upon to examine the normal degrees of execution for the activity (Wolpert et al., 2014). The desire for every representative is intended to accommodate its departmental job. While arranging the representative and the administrator must come into terms on the normal. The set objectives are feasible inside the depicted time of activity, most presumably a year. Representatives at that point work with the thought process of accomplishing the set objectives inside the predefined period. They keep the track and remain conveying on normally to their administrators just as taking a full moral duty regarding their development both expertly and profession savvy. Under the stage, the organization deliberately characterize every laborer's objectives and adjust them to with the methodology of the corporate (DeNisi Smith, 2014). The procedure is typically community oriented in nature. After the formation of the arrangement, the organization characterizes the essential employment capacities and obligations through an objective system of SMART investigation. The Performance Monitoring The stage is worried about the worker reconnaissance and appraisal by the capable director. The relegated chief stays concentrated on the representative's advancement towards objectives. The methodology hits the desire for the training necessities (Wang Sarkis, 2013). The supervisor guarantees either a fiscal or non-money related compensations to a worker that hits the objective. The Oxfam New Zealand can enough continue the procedure by keeping the directors additionally on oneself advancement following. The administrators are likewise expected to keep tabs on their development on the set objectives. The checking procedure aggregates dependable data for examination purposes. Representatives are, in this way, urged to persuade themselves through progress and difficulties trusting from the improvement. The chiefs, then again, perceive and strengthen the representatives' jobs and exhibitions by keeping up tireless just as unlimited discussions on their exhibitions (Kerr Hayward, 2013). The Performance Development It joins the supervisor's job and the specialist responsibility on proficient development and improvement. Chiefs' characterize the reasonable and quantifiable desires just as give an atmosphere helpful for progress. They control execution and guide consistence of elevated level improvement after some time just as positively make representative assignments to add to the departmental objectives fulfillment (Kerr Hayward, 2013). Additionally, they decide the issues of execution and set an unmistakable course to right just as improve the difficulties. The representatives are furnished with valuable conditions on enhancements to support their development. They too considered capable and responsible to meet their presentation objectives through a reasonable correspondence methodology by the directors. Frequently, arrangements about exhibitions are all around set, and preparing and interviews caught. The conveyed administration's direction through the prescribed procedures in execution to representatives. In the event that appropriately followed, an organization appreciates high worker inspiration and maintenance. The Performance Evaluation It assesses the laborers' presentation by planning criticisms from representatives to directors. The chiefs think about the remarks by legitimate perception. It asses the earlier year's assessment in contrast with the current exhibitions ((DeNisi Smith, 2014). It implements the worthy execution limits by advancing compelling correspondence and staff acknowledgment just as propelling representatives to play out the best of their everything. Whenever done reasonably and impartially, the laborers' assurance rises and desires level improve. A decent assessment doesn't asses just the activity exhibitions yet additionally the workers' inspirational aptitudes and offers directional correspondence methodology to tackle the issues. The suitable assessment allows representatives to catch on their occupations and related desires. Their commitments are esteemed on the bigger image of the association's prosperity. They wind up achieving their goas just as accomplishing extra advantages (Rabl et al., 2012). The objectives of execution assessment cut over workers' objectives and yields, improvement and hierarchical development, execution and documentation and non-segregating representative execution examination forms. The Oxfam New Zealand can improve its presentation by applying an evaluative framework speaking to workers' vocation and expert achievement. Progression Planning In centered organizations, progression arranging decides the fate of business in the event that an official or a representative leaves or gets terminated. A definitive objectives of the arranging factor the truth in ceaseless of the association's activity paying little mind to work issues (Rabl et al., 2012). An association natures and build up its workforce through educative and preparing projects to improve their abilities, information, characteristics and involvement with important zones of specialization. The all around prepped workers fit the empty positions left by the organization. Through the procedure, the current and future needs of the business are resolved dependent on the objectives and goals. The perceived open doors are coordinated dependent on the characteristics and abilities of the accessible workers just as building up an arrangement fitting for hole the board (Wang Sarkis, 2013). The Oxfam New Zealand can productively accomplish the progression plan by consistent providing qualified and propelled laborers with a rationale to take over from the current ranking staff after they leave the association. The five phases basically upgrade the exhibition the board that best suits the organization's requests to hold and inspire representatives. PART B The Progressive Warning System for Oxfam New Zealand The organization may have issues with its workforce due to rebelliousness with the principles. To emotionally play out its disciplinary advances while taking care of such cases, the organization can decide on the framework. The dynamic framework advocates for a reasonable and best practice to terminate a worker just as lies with the legitimate contemplations (Van Dooren et al., 2015). The Oxfam New Zealand Organization can utilize the model as plot in the stages; The Oral Reprimand The issuance of verbal censure endless supply of the specialist's presentation issue by the boss. The chief ought to inquisitively decide the issue and the remedial measures to take (Buckingham Goodall, 2015). The total duplicate of the conversation is kept to help for recovery reason on the off chance that future vital advances are required. The Written Reprimand In the industrious of the issue, a boss gives a laborer a composed admonition enumerating the conduct and related outcomes. The composing traces the guidelines of conduct and judgment rules upon inability to improve the presentation (Van Dooren et al., 2015). The manager connects the duplicate of the composition on the representative's work profile. The Final Written Warning Inability to improve invites the last composed admonition containing the probation status of the worker. The appended are the duplicates of the past alerts just as the characterized time of progress (Seuring Gold, (2013). The Termination Review In the wake of neglecting to improve inside the predefined period, the director advises the Human Resource Manager on the continued issue. The stage takes a gander at the issues of legally binding relationship guarantee by a worker, pay case, and matters of sincere trust and reasonable managing before affecting the progression (Seuring Gold, 2013). The Termination Stage The stage gets actualized if there are sufficient affirmation that a worker had adequate chance to improve however fizzled. The duplicates of the past alerts either oral or composed reported for the wellbeing of the organization in the event that the case goes to a court. The Purpose of Pe

Understanding Passive-Aggressive Personality Disorder

Understanding Passive-Aggressive Personality Disorder The term latent forceful is utilized to depict conduct that communicates insubordination or antagonistic vibe by implication, as opposed to transparently. These practices can incorporate intentionally overlooking or tarrying, griping about an absence of gratefulness, and a bleak attitude. Latent forceful character issue (likewise called negativistic character issue) was first authoritatively depicted by the U.S. War Department in 1945. Throughout the years, the related manifestations changed; later, aloof forcefulness was declassified as a conventional analysis. Key Takeaways The term uninvolved forceful alludes to conduct that communicates insubordination or threatening vibe by implication, instead of openly.The term aloof forceful was first formally archived in a 1945 U.S. War Department bulletin.Passive-forceful character issue is not, at this point named a diagnosable issue, yet is as yet thought to be important in the field of brain research. Birthplaces and History The primary authority documentation of latent forceful character issue was in a specialized announcement given in 1945 by the U.S. War Department. In the announcement, Colonel William Menninger depicted officers who wouldn't consent to orders. Rather than ostensibly communicating their disobedience, be that as it may, the warriors carried on in an inactively forceful way. For example, as indicated by the notice, they would mope, dawdle, or in any case act adamantly or wastefully. At the point when the American Psychiatric Association arranged the primary release of Diagnostic and Statistical Manual of Mental Disorders, the affiliation fused numerous expressions from the notice to depict the confusion. Some later versions of the manual additionally recorded uninvolved forcefulness as a character issue. In any case, when the third version of the manual was discharged, the confusion had gotten disputable, as certain therapists accepted that detached forceful conduct was a reaction to explicit circumstances as opposed to acting naturally an expansive character issue. Resulting versions and modifications of the DSM extended and changed the analytic necessities for uninvolved forceful character issue, including side effects like fractiousness and scowling. In the fourth version of the manual distributed in 1994, the DSM-IV, uninvolved forceful character issue was renamed â€Å"negativistic† character issue, which was thought to all the more obviously portray the fundamental reasons for aloof forcefulness. The turmoil was additionally moved to the reference section, demonstrating the requirement for additional investigation before it could be recorded as an official determination. In the DSM-V, discharged in 2013, uninvolved forcefulness was recorded under â€Å"Personality Disorder †Trait Specified,† accentuating that detached forcefulness is a character attribute as opposed to a particular character issue. Speculations on Passive-Aggressive Personality Disorder Joseph McCann’s 1988 survey on inactive forceful issue records various potential reasons for aloof forceful character issue, partitioned into five unmistakable methodologies. In any case, McCann noticed that a large number of the works are theoretical; not every one of them are fundamentally upheld by examine. Psychoanalytic. This methodology has establishes in Sigmund Freud’s work and underlines the job of the oblivious in brain science. For instance, one psychoanalytic view recommends that when people show uninvolved forceful conduct, they are endeavoring to accommodate their should be viewed as pleasing by others with their craving to communicate a contrary attitude.Behavioral. This methodology accentuates noticeable and quantifiable practices. The conduct approach recommends that uninvolved forceful conduct happens when somebody has not figured out how to advocate for themselves, feels tension about standing up for themselves, or fears an antagonistic reaction to their confident behavior. Interpersonal. This methodology underlines the relationship between at least two individuals. One relational methodology proposes that latent forceful individuals might be both combative and agreeable in their associations with other people.Social. This methodology underscores the job of the earth in impacting human conduct. One social methodology recommends that conflicting messages from relatives during someone’s childhood can make that individual be more â€Å"on guard† sometime down the road. Natural. This methodology underlines the job of organic factors in adding to latent forceful conduct. One natural methodology recommends that there might be explicit hereditary components that would make somebody have inconsistent temperaments and crabby practices, as might be found in latent forceful character issue. (At the hour of McCanns audit, there was no examination to cement this speculation.) Sources Beck AT, Davis DD, Freeman, A. Intellectual treatment of character issue. third ed. New York, NY: The Guilford Press; 2015.Grohol, JM. DSM-5 change: Personality issue (Axis II). PsychCentral site. https://pro.psychcentral.com/dsm-5-changes-character issue hub ii/. 2013.Hopwood, CJ et al. The develop legitimacy of detached forceful character issue. Psychiatry, 2009; 72(3): 256-267.Lane, C. The amazing history of detached forceful character issue. Hypothesis Psychol, 2009; 19(1).McCann, JT. Inactive forceful character issue: An audit. J Pers Disord, 1988; 2(2), 170-179.

How Much Is the Company Worth

How Much Is the Company Worth One of the most important questions turned over and over by investors or acquirers during a deal involving a merger or an acquisition is on whether the purchase or investment will be beneficial to them or not. Is the company worth buying? Will the benefits of taking it over or merging with it be more than the cost that was incurred in the takeover or merger process? How long will it take for the buyers to recoup the costs they incurred in the deal? Shareholders are more concerned with the premium or return they will get out of the deal.These questions will never be answered unless the acquiring companies or investors are able to determine how much the target company is really worth. © Shutterstock.com | garagestockThis guide covers 1) an introduction to company valuation and 2) most commonly used  approaches to company valuation.COMPANY VALUATIONThe valuation, or the price that one party in an MA deal will pay for a company or a business, is, by nature, subjective. There are two parties involved in an MA deal: the acquiring company and the company being targeted for acquisition. Thus, it comes as no surprise that the value of a company will be seen from two perspectives.Seller’s point of view â€" The seller, or the shareholders of the target company, would want to value the company at the highest possible price, so they can get a higher premium.Buyer’s point of view â€" The buyer, or the investors or shareholders of the acquiring company, would want to get the target company for the lowest possible price, so they can maximize their returns later on.But what is the importance of determining what the target company is worth?As mentioned earlier, the main reas on why a company valuation should be done is that the investors or the acquiring company will know if the purchase will be beneficial to them, and eventually decide how much to offer for the target company.Complexity of ValuationYou may think that valuation is straightforward, as long as you have all the numbers and the source data. As it turns out, it is a far more complex exercise than that. What does it involve?Valuing the target company: This is the technical part, where you will have to choose a method to calculate or estimate the company’s worth. It also often involves looking into the target company’s financials.Synergy: Synergy is the potential and additional value that will result from the combination of two firms, or the acquisition of one firm by another. It could stem from the operations of the combined companies, or from financial sources, such as savings from tax and increased capacity to incur and handle debt. In this instance, the investor may opt to prepare valu ation while taking into account the built-in synergies, or the synergies that come with the target company.Control: This pertains to the management of the company. Control will also affect valuation because it is possible that the investor is motivated by control when valuing the company. Thus, they will pay more attention to the investment, dividend and financing policies at work. The extent to which they would look into the financials of the target company will also be influenced.Contributing Factors to MA ValuationIn company valuations, there are several factors that come into play. While there are some who are of the belief that valuation is purely a financial or mathematical exercise â€" where only equations and numbers matter â€" it is important to note that there are other, non-mathematical factors that affect it. Although the numbers resulting from a computation provide a starting point for the determination of the valuation, there are other items that should also be taken i nto account.The meeting point of cash flow and time. How long is the period needed in order for the acquiring company to get back its cost of investment, or the price that it paid for the purchase of the target company?The inherent risks that come with the target company. The business being acquired is sure to carry with it some associated risks. What are these risks, and how will they figure in the valuation? Will the risks be high enough that it would affect the value that the buyer would be willing to pay for the company?Economic risks faced by the target company. This is looking at the bigger picture, specifically the industry and the economy that the business operates under. Economic downturns are sure to have negative effects on all businesses, and these risks are to be considered when valuing a company’s worth.Potentials of the business. We are talking about the target company’s future prospects. Is it looking good? Are the numbers showing rapid growth and profitability i n the future?Negotiating skills. At the end of the day, valuation will largely depend on how good the parties are at negotiating. This is the reason why many businesses bring in the “big guns”, or the expert negotiators, in order to talk about company valuation.The last item will now bring to light one crucial question: who prepares the valuation?There are two options available: the first one would be for valuation to be prepared internally, (by the acquiring company) and the second option is to have independent professionals do it.Now, which is better? For purposes of objectivity, it would appear that the better option would be to have an independent professional do it. He is likely to be more objective and impartial, thanks to his independent nature. However, there is also nothing wrong with having your own people do it, especially if you are confident that they are knowledgeable, experienced, and more than competent when it comes to MA transactions.The recommendation of most experts in MA would be to do both, meaning that investor should prepare its own valuation, and have another valuation prepared by an independent professional. The two valuations may then be compared, and it will be easier to identify gaps or differences that can be easily bridged between the two perspectives.The 4X to 6X Valuation RangeSpeaking in general terms, there is a simple valuation range that is used in valuation:                                                                                             4x to 6x EBITDAIn the above range, EBITDA is the net earnings left over when you deduct expenses from revenue, excluding interest, taxes, depreciation and amortization expenses.Say, for example, that a target company has EBITDA of $5 million. This would lead to a valuation of $20 million to $30 million.Take note that 4x to 6x is just the range, with the average, 5x, seen as the generally accepted industry standard. The 6x multiple is not the ceiling, however, because there a re instances where it can go above 6x. This is in the case of businesses that are highly profitable or show very rapid growth potential in an industry that is equally dynamic and promising when it comes to growth and profitability. Of course, we also cannot rule out the possibility that the negotiators may be so good at their jobs that they can raise the valuation â€" and negotiate it â€" at multiples higher than 6x.APPROACHES FOR PREPARING VALUATIONThere are more than several procedures used by companies to prepare valuations that are later used in various business transactions, not just MA. However, we can categorize these procedures into three valuation approaches.ASSET-BASED ApproachIn this approach, the attention is mostly on the assets of the target company. It is the approach that is chosen when the target company has a very low, sometimes even negative, value, particularly in terms of its status as a going concern. It could be that the company is not really making profits at all, or have sustained operating losses in recent years, so it shows no strength when it comes to profitability. Thus, the acquiring company would value it based on its assets instead of income. In short, it is the target company’s assets that will be valued separately.Many say that this approach provides the minimum benchmark when it comes to valuation in MA, and that is true. The method of purely basing the value on the assets of the company often results in the lowest valuation, even in the case of a target company that is doing relatively all right in making profits.Some of the most common procedures are:Net Asset Value Method: Net Asset refers to the remaining equity of the target company after its assets and liabilities have been adjusted to reflect the fair market value. That net value is the value of the business. In accounting, Net Asset is equal to Assets less Liabilities.Liquidation Value Method: The valuation of the company is equal to its liquidation value, or the pr esent value of the estimated proceeds from liquidating all its assets, after paying off its liabilities and other mandatory expenses.INCOME-BASED ApproachThis approach holds that the value of the company is equal to the present value of all the future benefits (income), after considering the inherent risks to these benefits, to the acquiring company. A discount rate will be applied in order to arrive at the net present value (NPV) of the company’s future income. It essentially answers the question: “how much should the investor pay today in order to receive a certain amount in n years?” Or “how much should the investor pay today in order to receive periodic, regular income amounting to x over a period of n years?”The most common procedures are:Capitalization of Earnings: This procedure requires looking into the historical earnings of the target company, and normalizing them in consideration with inherent risks that affect the growth of the company’s future income.Discoun ted Future Earnings: The projected future earnings of the target company is not really considered much in this method, since the acquiring company will discount that amount back to its present value.MARKET-BASED ApproachThis is a broader approach, since the valuation is with respect to the value of other, similar companies within the same industry and economy. In most cases, the comparison is made on several similar aspects of the companies, not necessarily the overall value. Compared to the Asset- and Income-based approaches, this is the one that is more commonly used in MA transactions.There are two variables that come into play:The companies to be compared. For companies to be comparable, they have to have similarities or parallelism. One way would be to narrow things down by comparing companies that belong to the same industry as the target company. Of course, it would not make sense to compare, for MA valuation purposes, an international airline carrier company to a fast-food c hain, even if it also operates internationally. In the same vein, it would also be more prudent to compare a publicly traded target company with other publicly traded companies. This also applies to size, since it does not seem fair to compare aspects of a multinational company to a domestic one.Aspects of the companies to be compared. Not all aspects of the companies will be relevant in valuation preparation. You have to choose those aspects that actually have an impact on the value or worth of the company. For example, the aspects to be compared may be their annual earnings, the total gross revenue, or even the book value of their capital assets.METHODS OF VALUATIONAlthough the 4x to 6x multiples are widely used by many businesses and even some of the tools mentioned in the three approaches, there are other methods or tools that are commonly used to assess the value of target companies.1. Price-Earnings Ratio (P/E Ratio) MethodComparative ratios have proven to be very useful in va rious financial analysis, and they also come in handy when it comes to MA valuation.In this method, all the stocks of companies in the same industry are analyzed in order to get a good picture of the P/E ratio of the target company. The acquiring company will value the target company, and make an offer that is a multiple of the latter’s earnings.2. Enterprise-Value-to-Sales Ratio MethodThe buyer will make an offer using a multiple based on the sales of the target company. Usually, the multiple is arrived at after conducting a study on the prevailing price-to-sales ratio of other companies within the same industry.3. Replacement Cost MethodIn this method, the target company will be valued at its replacement cost. Replacement cost is defined as the “cost to replace the assets of a company”. In this context, it means the “cost to replace the target company itself”. A simple example would be when the investor makes an offer that is equal to the value of the capital assets and equipment, as well as the staffing and personnel costs of the target company.The downside for this method is that it is limited to companies whose assets and operations are purely quantifiable. Service providers are much harder to quantify in terms of their replacement costs.4. Discounted Cash Flow MethodThis method will have the preparers of the valuation taking a closer look at the target company’s estimated future cash flows, specifically the free cash flows. It will basically predict the free cash flows, based on historical cash flow data, and the estimated amount will be discounted to its present value, using the target company WACC, or weighted average cost of capital.Watch this video to learn more about the discounted cash flow method. For purposes of computation, free cash flows is computed:Operating Profit100Add back:Depreciation Expense10Goodwill Amortization515Total115Deduct:Capital Expenditures(12)Taxes (paid in cash)(4)Change in working capital(4)(20)Free Cash Flows                95Having so many methods available, with each of them having their own pros and cons, can be quite confusing for companies involved in MA, and there is a chance that that choose the wrong method and subsequently come up with a valuation that is not truly representative of the company’s worth. That is why there is a need for everyone to work together in choosing which method is most applicable.Ultimately, it is important to know that the value or worth of a company in any MA transaction is that amount which a buyer and a seller willingly agree on, leading them to conclude the transaction and close the deal. There are two elements that must be present: the buyer is willing to pay for it, and the seller is willing to accept that payment at that amount.So you have the numbers and the figures, backed up by the recommendation of MA experts and independent professionals. Due diligence investigation has been conducted thoroughly, and you were finally able to come up with a v aluation. Will this be enough to green light the deal?For some, perhaps the answer is yes. However, there is one other ingredient that should never be left out, and that is Common Sense. The investor should always exercise common sense and professional judgment, in combination with the cold and hard facts and numbers, in order to decide whether the valuation truly reflects the target company’s worth.

Famous Entrepreneurs Bill Gates, Paul Allen - 1626 Words

Synopsis Born on October 28, 1955, in Seattle, Washington, well-known entrepreneur Bill Gates began to demonstrate a curiosity in computer programming at age 13. Through technical modernization, enthusiastic business plan and aggressive business tactics, he and colleague Paul Allen built the worlds leading software enterprise, Microsoft. In the development, Gates became one of the wealthiest men in the world. Bill was avid reader as small boy, spending several hours pouring over research guides for example the encyclopedia. Close to the age of 11 or 12, Bills mom and dad did start to have got concerns concerning his habits. He has been successful within classes, yet he felt bored in addition to withdrawn sometimes. The mom and dad†¦show more content†¦In 1970, when Bill was 15 he became a partners with his friend Paul Allen. Him and his friend invented software, which was supervising traffic patterns in Seattle where he was from. That program was valued at $20,000. Bill Gates and Paul Allen were thinking about their own company on what his parents were telling him that his career is in law. In 1973 he enrolled at Harvard University on lawyer course from which he is really soon withdrawn as he wasn’t interested those subjects as much as he was interested in computers and software. He was spending more of his time working with computers than on class. Bill was sleeping three to five hours a night and then go to classes and managing to pass his subjects with good grades. In 1974 Bill Gates joined his friend Allen, who dropped from Washington University after two years of being there, at Honeywell Company. In summer 1974 while working there, Allan once found an article, which he showed to Gates was on Altair 8800 mini-computer kit. Boys were over exciting about how much potential and possibilities that program has for computer world. Company that was working on that mini computer kit was from in Albuquerque, New Mexico called MITS (Micro Instrumentation and Telemetry Systems). Bill and Paul contacted the company as soon as they could; claiming that they have software for the mini-computer kit company was working on. In reality theyShow MoreRelatedGates : A Famous American Entrepreneur, Computer Programmer, Inventor And Philanthropist1638 Words   |  7 PagesWilliam Henry Gates III is a famous American entrepreneur, computer programmer, inventor and philanthropist. He is famous for being the co-founder of Microsoft. Microsoft is a company that sells computer software, operating systems, personal computers and electronics worldwide. Because of Microsoft’s popularity, Gates is one of the richest men in the world. Besides his company, Gates is currently famous for the Bill and Melinda Foundation. 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The Science Behind Smile - 1201 Words

Measures of Happiness and the Secret behind Smile In his article, â€Å"The Science behind the Smile†, Daniel Gilbert focuses on the various aspects, reasons and measures of happiness. Happiness, as he explains has now become a part of science which was previously studied only by psychologists. Giving it a scientific view, an economist studies happiness to coincide it with the theory of ‘wants’. When he gets to know the ‘wants’, he’ll be able to assume the demand which in turn will also help him in assuming the supply and overall managing of microeconomics and macroeconomics. Then there are neuroscientists studying happiness from a medical attitude, helping themselves to come up with conclusions; but how every discipline measures†¦show more content†¦A first distinction is between experienced and remembered well-being. Experienced well-being depends on moment-by-moment reports, usually of pleasure or pain, and remembered well-being is reported subsequently, and is hence based on memo ry. A second distinction relates to the time span of the emotion or event being experienced or remembered. For experienced well-being, the time span is momentary, but for remembered well-being, the report can relate to a past moment (how did you feel when something happened, or at noon), to the average for any particular event or time period, whether yesterday, last week, your last holiday, your just-finished colonoscopy, or to your life as a whole these days. A third distinction is between evaluations and emotional reports. An evaluation is inherently a judgment about something, while an emotional report is more simply the description of an emotional state. (John F. Helliwell and Shun Wang, 2012) The report found the following: ââ€" ª Happier countries tend to be richer countries. But more important for happiness than income are social factors like the strength of social support, the absence of corruption and the degree of personal freedom. ââ€" ª Over time as living standards have risen, happiness has increased in some countries, but not in others (like for example, the United States). On average, the world has become a little happier in theShow MoreRelatedHappiness : The Science Behind Your Smile By Daniel Nettle942 Words   |  4 PagesMaria Valenzuela November 26, 2016 PSY 104 Final Paper Happiness In the book Happiness: The Science Behind Your Smile by Daniel Nettle he states that happiness offers a remarkable portrait of feelings that poets, politicians, and philosophers all agree truly make the world go around. Nettle is currently at Newcastle University in the United Kingdom and is the Co-director of the center for behavioral and evolution. He mainly studies humans. Nettle is a behavioral biologist that that has interestRead MoreMy Future Career - Original Writing1049 Words   |  5 Pagesclose and I had to start school. There was a new club called â€Å"Science Olympiad,† but I wasn’t interested because I had decided on being a dentist. â€Å"Hey Cookie, are you going to join Science Olympiad?† I told my friend no because I didn’t want to be a scientist. She began raving about the forensic science shows she watched at home. Quickly, I disclosed my love for the TV show, CSI (Crime Scene Investigation). The murderer leaving evidence behind, the detectives putting the pieces together, and the victimRead MoreThe Famous Mona Lisa Was Created During The Renaissance Essay1016 Words   |  5 Pagesworld. They improved science and technology to another level that reformed the world. The movement began in Italy where libraries and academies thrived but eventually will spread throughout Europe. 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While it is essential to the coexistence of the human race, communication is the one thing that is common amongst people of all cultures. Crapo (2013) explained that communication is transference of a philosophies and information from one person to another by ones actions, gestures, and words (Human communication, para.1). Although people use different avenues to express their thoughtsRead MoreMy Career As A Physician857 Words   |  4 Pagesgraduating from high school, I was accepted into my city’s medical school and started my career as a physician. However, Venezuela is currently filled with corruption, economic burdens, and violence; thus, after one semester, I decided to leave everything behind and move to the United States for a better future. Even though I had to start from zero, I want to pursue my dreams no matter the time it takes. 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Tanglewood Case Two Free Essays

Tanglewood Case 2 Strategic Staffing (HR 594) Summer Session B comronf@gmail. com TANGLEWOOD CASE TWO ATT: Daryl Perrone After analyzing the data and performing an environmental scan it is clear that the demographics of Spokane, Washington will present you will problems filling vacancies based on the Equal Employment Opportunity requirements. Spokane is the second largest city in Washington and according to my research 84% of these people are white. We will write a custom essay sample on Tanglewood Case Two or any similar topic only for you Order Now The next largest minority group, Hispanic, is only at 5% and the third largest group is mixed races which is just 3. 8%. As you can see Tacoma, Washington is not very diverse and finding the enough competent employees from minority groups may be difficult given the fact that there are not that many to begin with. According to the Census Bureau, Tacoma’s percentages of non-white employment in both the fields of retail salespersons and first line supervisors for retail are low in comparison with the available workforce. This tells me that it is not just Tanglewood that is failing to hire minorities; the whole city of Tacoma needs to do a better job of increasing their minority incumbency percentages. Incumbency is a term used to describe that a position is being held and is often used by the human resource department to determine where and how demographic shifts are needed. Although your minority incumbency percent is well above the required 80% for department managers finding more minorities for positions with higher volumes of vacancy is going to be a huge problem. Your store associate minority incumbency percent is only at 65. 8% and in order to meet the requirements you need to do a better job of recruiting minorities to fill these positions. The percent of minority incumbency for shift leaders is also too low. As far as female incumbency percentages are concerned, the department manager position needs to be improved more than anything. It is quite clear that Tanglewood needs to hire more females for managerial positions and more minorities for entry level positions. According to my gap analysis, next year you are going to be extremely short of store associates and filling these positions according to the EEO will be a difficult task. Tell your managers that they need to get busy and prepare to hire 3,995 people for store associate level positions. You will also need to hire quite a few department managers; a total of 156. As far as shift leaders are concerned, only 90 people are needed for this position. There will be staff overloads for both assistant store managers and store managers. This means that perhaps some people will need to be let go and when doing so I recommend that you keep in mind the low incumbency percentage for females in the manager positions. Also remember that more minorities are needed for both store associates and shift leaders. In order to balance out your employment structure more, I have come up with a simple statement of action for hiring for Washington next year. The most important thing seems to be solving your problem of maintaining store associates. This year, 41% of your store associates left your company and in order to decrease this percentage you need to make sure that the employees are being taken care of properly. Some methods to retain more employees are by giving them more opportunities for advancement within the company, increasing their benefits package, proving higher wages, etc. Too many people at the entry level are giving up and this improving your ability to retain employees will prove to be beneficial to the company. Another major plan of action is to fill in more of the entry level positions with minorities. Your incumbency percentage for this category is really low and if you don’t fix this problem you are going to be facing a load of issues with the EEO. Unlike your problem with promoting women to management positions, your problem with providing low entry jobs for minorities is one that will require restructuring and time. Although there are not a lot of minorities in the area to fill these positions it is your company’s duty to do a better job of recruiting minorities. This means that you will need to change your recruitment practices and perhaps extend beyond Tacoma to find talent. Realistically I don’t see Tanglewood meeting the demands for minority incumbency for the store associate position in a single year. Hiring internally gives the current employees more hope and will improve the problem you are facing with keeping your employees loyal to the company. Although focusing primarily on internal promotions decreases the chance of finding a stellar employee, it will solve a lot of the current problems your company is facing. I recommend that you promote current females and minorities internally. This will keep more low entry level employees motivated to stay and also improve your problems with incumbency percentages as well. Wood himself mentioned in a recent interview with Business Monthly that, â€Å"Tanglewood really needs to slow down and take a hard look at our corporate culture†. He goes on by saying, â€Å"Right now, we need to consolidate and make sure we’re as close to the company’s original mission as we can be†. Taking this quote into consideration it is clear that the recent expansion increases have destroyed the relationship between the low level employees and Tanglewood. This does not merely apply to the Washington stores, but to rather the entire store as a whole. People are running in and out of this company and the only way to stop the large percentage of people quitting is by doing a better job of taking care of their needs. On a personal and professional level employees, especially at the low entry level, need to be Tanglewood’s top priority. Table 1. 1 Markov Analysis Information Transition probability matrix| Current year| | (1)| (2)| (3)| (4)| (5)| Exit| Previous year| (1) Store associate| 0. 53| 0. 06| 0. 00| 0. 00| 0. 00| 0. 41| | (2) Shift leader| 0. 00| 0. 50| 0. 16| 0. 00| 0. 00| 0. 4| | (3) Department manager| 0. 00| 0. 00| 0. 58| 0. 12| 0. 00| 0. 30| | (4) Assistant store manager| 0. 00| 0. 00| 0. 06| 0. 46| 0. 08| 0. 40| | (5) Store manager| 0. 00| 0. 00| 0. 00| 0. 00| 0. 66| 0. 34| | | Forecast of availabilities| Next year (projected)| | (1)| (2)| (3)| (4)| (5)| Exit| | | Current Workforce| | | | | | | Previous year| (1) Store associate| 8,500| 4505| 510| 0| 0| 0| 3485| | (2) Shift leader| 1,200| 0| 600| 192| 0| 0| 408| | (3) Department manager| 850| 0| 0| 493| 102| 0| 255| | (4) Assistant store manager| 150| 0| 0| 9| 69| 12| 60| | (5) Store manager| 50| 0| 0| 0| 0| 33| 17| | | | | | | | | Gap analysis| Next year (projected)| | | | (1)| (2)| (3)| (4)| (5)| | Year end total(column sum)| 4505| 1110| 694| 171| 55| | External hires needed (current workforce-total)| 3995| 90| 156| 0| 0| WORKS CITED 1. Table 1. 1 , Markov Analysis Information by Tanglewood Casebook to Accompany Staffing Organizations, 7e 2. Table 1. 2 Determining Availability by Tanglewood Casebook to Accompany Staffing Organizations, 7e 3. Table 1. 3 Comparing Incumbency to Availability and Annual Placement Goals, by Tanglewood Casebook to Accompany Staffing Organizations, 7e 4. †Spokane Population and Demographics. † Area Connect. MDNH Inc. How to cite Tanglewood Case Two, Essay examples

Sandro Botticelli Example For Students

Sandro Botticelli Biography Outline1 Biography2 Key Ideas in Painting3 Most Famous Artworks of Great Italian Renaissance Artist3.1 The Birth of Venus3.2 The Adoration of the Magi3.3 Madonna of the Pomegranate Biography On the highest pinnacle of glory, Sandro Botticelli was regarded as one of the most esteemed and honored Italian painters. Although this unique artist lived and worked during the period of the early Renaissance, the majority of his works of art has been truly appreciated during the preceding centuries. Such a great number of the unique characteristics of the artworks created by the Italian Renaissance painter will is the main reason why the personality of Sandro Botticelli, as well as his artistic legacy, will never be forgotten. Alessandro di Mariano di Vanni Filipepi, who is known as Sandro Botticelli, was born in the city of Florence situated in a gorgeous Italian region. The interesting thing that should be mentioned is the fact that this Florence is often named as the birthplace of the Renaissance. In turn, the majority of the researchers studying this cultural movement argues that Florence remains the center of the Renaissance art and its architecture. Although the actual birth date of Sandro Botticelli is unknown, a number of scholars working in the field of art claim that the prominent Italian painter was born in the period between 1444 and 1446. It is a well-known fact that Sandro Botticelli was an apprentice to a goldsmith who called the artist ‘Botticelli’ that means ‘a little barrel’. Then, the young shaver attended the studio of Fra Filippo Lippi, who was a distinguished Italian Renaissance artist as well. Lippi taught the young Botticelli how to make the paintings on frescoes and how to create the drawings on the wooden panels. At the beginning of his promising career, Sandro Botticelli painted the numerous frescoes for the churches and cathedrals in Florence. During that period, he worked with Antonio del Pollaiuolo, an Italian artist and engraver, and since 1470, the renowned painter had been working in his own workshop. In 1510, at the age of 65, Sandro Botticelli passed away. He was buried outside with the Ognissanti Church with the members of his family. Key Ideas in Painting First of all, during the years of his artistic success, Sandro Botticelli demonstrated a conservative approach to painting. Another important feature that should be mentioned is the greatest color set among the painters working during the second half of the 15th  century. The most common pigments included the verdigris (copper green), cinnabar, ultramarine, red, malachite, red lake, and carbon black. However, while creating his artworks, Sandro Botticelli mainly used three basic colors red, white, and yellow. As it was mentioned above, Botticelli was greatly influenced by his first teacher Filippino Lippi. The evidence of such a significant impact can be found in the paintings of the Italian Renaissance artist. If you are interested, pay attention to the linear style, subtle colors of pigment, and the idealized, as well as a slightly melancholic, image of the feminine beauty. The important thing that should be noted is the fact that the painting style of Botticelli was highly influenced by the other Italian Renaissance artists that included Domenico Ghirlandaio, Perugino, and Verrocchio. While developing his distinct painting style, the Italian painter focused his attention on the religious and mythological themes. Most Famous Artworks of Great Italian Renaissance Artist It is a common knowledge that the creative legacy of the prominent Italian Renaissance painter includes a significant number of the drawings. The interesting thing that should be mentioned is the fact that the major part of paintings created by Sandro Botticelli is related to the theological and mythological themes. .u28ab7d5b3cec3e68d2db6958451aad01 , .u28ab7d5b3cec3e68d2db6958451aad01 .postImageUrl , .u28ab7d5b3cec3e68d2db6958451aad01 .centered-text-area { min-height: 80px; position: relative; } .u28ab7d5b3cec3e68d2db6958451aad01 , .u28ab7d5b3cec3e68d2db6958451aad01:hover , .u28ab7d5b3cec3e68d2db6958451aad01:visited , .u28ab7d5b3cec3e68d2db6958451aad01:active { border:0!important; } .u28ab7d5b3cec3e68d2db6958451aad01 .clearfix:after { content: ""; display: table; clear: both; } .u28ab7d5b3cec3e68d2db6958451aad01 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u28ab7d5b3cec3e68d2db6958451aad01:active , .u28ab7d5b3cec3e68d2db6958451aad01:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u28ab7d5b3cec3e68d2db6958451aad01 .centered-text-area { width: 100%; position: relative ; } .u28ab7d5b3cec3e68d2db6958451aad01 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u28ab7d5b3cec3e68d2db6958451aad01 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u28ab7d5b3cec3e68d2db6958451aad01 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u28ab7d5b3cec3e68d2db6958451aad01:hover .ctaButton { background-color: #34495E!important; } .u28ab7d5b3cec3e68d2db6958451aad01 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u28ab7d5b3cec3e68d2db6958451aad01 .u28ab7d5b3cec3e68d2db6958451aad01-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u28ab7d5b3cec3e68d2db6958451aad01:after { content: ""; display: block; clear: both; } READ: Giotto di BondoneList of Famous Religious Paintings: Coronation of the Virgin (1490); BarnabasAltarpiece (1488); Adoration of the Magi(1476); Augustine(1488); Adoration of the Kings(1473); The Madonna of the Pomegranate (1487); The Madonna of the Magnificat(1482). List of Famous Mythological Paintings: Primavera(  1477–82), Pallas and the Centaur(  1485), Venus and Mars  (  1485) The Birth of Venus  (  1485) The Calumny of Apelles (  1495). The Birth of Venus This particular painting was created as a wedding present for the Medici family. The interesting thing that this drawing was one of the first attempts of the artist to use tempera on canvas. At first glance, it may seem that Sandro Botticelli created this masterpiece on the basis of the Roman legend entitled ‘The Birth of Venus’. Although this painting has a strong relation to the Ancient Roman mythology, the artist introduced his own form of visual poetry. The reason for this issue is the fact that the setting depicted in the picture and the plot of the classical poem have almost nothing in common. And if you look carefully, you may notice that this painting is created by means of the linear technique. In this case, Sandro Botticelli attempted to avoid using shade or light. The Adoration of the Magi ‘The Adoration of the Magi’ is another famous painting that was created by Sandro Botticelli in 1475. In the picture, the author depicted the members of the Medici family. Some researchers believe that this masterpiece emphasizes a great significance of the Medici family that made a great contribution to the culture of the Renaissance period. What is more, the members of the Medici family were regarded as the patrons of the Italian Renaissance art. However, when you look at the painting, the first thought that comes to your mind is that, in this work of art, Botticelli represented the religious theme as well. This drawing reveals one of the most important scenes that can be found in the Bible. In the painting, we can see three wise men or ‘Magi’ kneel in worship before the Holy Family (Christ, Mary and Joseph) and offer them gifts. You may have noticed that the original author of this painting depicted himself on the far right-hand side. Madonna of the Pomegranate ‘Madonna of the Pomegranate’ is the following famous artwork of Botticelli that was created in 1487. It is evident that this painting implies a particular religious motivation.