Federal Government’s Response to Economic Issues of Tariff free essay sample

One outstanding feature of the railway transport during the 1880’s was reduction of freight charges to large shippers, a fact that was disadvantageous to small shippers. Railway transport was also infamous for excessive charges between destinations that were served by one railway line. Moreover, some railroads  Ã‚   demanded more payment from some shippers than from others, for the same distance covered (Brinkley et.al 1995). When Cleverland assumed office for the first time, his administration passed the first Interstate Commercial Act that primarily regulated transportation by railway line, in addition to creating an Interstate Commerce Commission (ICC) that protected against any violations of the Act. The Act also prevented levying of extra charges, and discrimination in rates and rebates. Cleverland played an active role in effecting reduction of the high Tariffs. (Brinkley et.al 1995) He believed that high tariffs were the reason behind the high cost of living and for the rapid manner in which trusts were developing. We will write a custom essay sample on Federal Government’s Response to Economic Issues of Tariff or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page   In 1887 and 1888, he made attempts to lower rates of protective tariff. These attempts were however, unsuccessful (Farmer, 2005). His   Ã‚  second term in office as the president was characterized by severe economic and financial crisis brought by collapse in the stock market. However, despite the crisis, Cleverland’s administration also saw the passing of The Wilson-Gorman Tariff Act of 1894. This law had important concessions to protectionism, in addition to reducing the rates of Tariff. (Brinkley et.al 1995) When Harrison became the president in 1889, his Government, in order to fulfill election promises, passed the McKinley tariff Act, This Act sought to protect established industries and to encourage growth of emerging industries (Farmer, 2005). The McKinley Tariff however became unpopular especially with farmers and consumers since it occasioned a rise in retail prices and led to increase in the import rates in industrial goods. However, during Harrison’s term in office, eight treaties that led to reduction in tariff rates were negotiated. Harrison’s tenure also saw the passing of the famous Sherman Anti-Trust Act, which vested the government with powers of filing lawsuits against business organizers whose actions restrained competition. This law was however, not enforced and the concentration of trusts went on as before (Brinkley et.al 1995). Reference 1.  Ã‚  Ã‚  Ã‚  Ã‚   Brinkley, A., Freidel, F., Williams, H. T. (1995). American History: A Survey. (9th ed). New York. McGraw Hill. 2.  Ã‚  Ã‚  Ã‚  Ã‚   Farmer, B.R. (2005). American Conservatism: History Theory and Practice. England. Cambridge Scholars Press.

Tiempos de demora para la green card por familia

Tiempos de demora para la green card por familia Actualmente, el tiempo de demora para sacar la tarjeta de residencia permanente en Estados Unidos por peticià ³n de un ciudadano estadounidense o de un residente permanente legal varà ­a de entre seis meses a 23 aà ±os, aproximadamente. El tiempo de demora depende de quià ©n realiza la peticià ³n, a quià ©n pide y la nacionalidad del pedido. En este artà ­culo se informa sobre los parentescos y cà ³mo afectan a las demoras para la tarjeta, tambià ©n conocida como green card, cules son actualmente los tiempos de demora para cada una de las categorà ­as de peticià ³n por familia y, finalmente, se seà ±alan advertencias que deben tenerse en cuenta. Categorà ­as de familiares y cà ³mo afectan a demoras de green card Segà ºn las leyes migratorias de Estados Unidos hay dos grandes categorà ­as de familiares: En primer lugar, los familiares inmediatos de ciudadanos estadounidenses, que son à ºnicamente sus padres, cà ³nyuge e los hijos solteros menores de 21 aà ±os. En segundo lugar, se encuentran todas las dems personas que pueden ser pedidas por un familiar, es decir: hijos de ciudadanos casados de cualquier edadhijos de ciudadanos solteros mayores de 21 aà ±os,hermanos de ciudadanosesposos de residentes permanenteshijos solteros de residentes permanentes menores de 21 aà ±oshijos solteros de residentes permanentes mayores de 21 aà ±os Para los primeros, es decir, para los familiares inmediatos de ciudadanos no hay là ­mites en el nà ºmero de tarjetas de residencia que se pueden aprobar por aà ±o fiscal. Por lo tanto, se tramitan inmediatamente todas las peticiones que recibe USCIS. La demora responde simplemente a lo que necesita para la tramitacià ³n. En otras palabras, en lo que se tarda en obtener la aprobacià ³n del formulario I-130 y, una vez que se tiene, en lo que se demora el ajuste de estatus, si la persona pedida est en Estados Unidos y puede hacerlo o en la tramitacià ³n consular, si est en otro paà ­s o no puede ajustar su estatus. Todos los dems familiares para los que se puede pedir los papeles tienen fijado un là ­mite anual mximo de aprobaciones por aà ±o, que est dividido por categorà ­as: hijos solteros de ciudadanos mayores de 21 aà ±os: 23.400 green cards anuales.familiares de residentes permanentes: 114.200 divididos en dos subcategorà ­as;hijos casados: 23.400 green cards anualeshermanos de ciudadanos un total de 65.000.   Como el nà ºmero de peticiones en cada una de esas categorà ­as es superior al de tarjetas de residencia permanentes disponibles cada aà ±o se produce un  atasco que se hace ms grande aà ±o tras aà ±o. Esto en la prctica quiere decir que una vez que se obtiene la aprobacià ³n del I-130, que es el documento con el que se empezà ³ todo el proceso, la peticià ³n espera mientras le llega su turno. Por à ºltimo, existe el problema cada aà ±o fiscal ningà ºn paà ­s se puede llevar ms de un determinado porcentaje del total de peticiones aprobadas. La consecuencia de esto es que paà ­ses con un alto nà ºmero de peticiones de papeles por familia, como es el caso de China, India, Filipinas o Mà ©xico, tienen retrasos en las tramitaciones mayores a los de nacionales de otros paà ­ses. Demora en peticià ³n de ciudadano americano para su cà ³nyuge Cabe destacar que es posible pedir los papeles tanto en el caso de matrimonio entre una mujer y un varà ³n como entre dos personas del mismo sexo. Lo importante es que sea vlido segà ºn las leyes del lugar en el que se ha celebrado.. Adems, destacar que en algunos casos si el cà ³nyuge extranjero est ilegalmente en Estados Unidos podr arreglar su situacià ³n mediante ajuste de estatus. Pero no siempre es posible. Si se ha ingresado al paà ­s cruzando ilegalmente la frontera hay un problema grave que no soluciona el simplemente casarse con un ciudadano.   Para determinar  cunto tiempo dura la peticià ³n de esposo de ciudadano, hay que tener en cuenta que se tramitan dos situaciones distintas, en primer lugar la peticià ³n per se, es decir el I-130.Como regla general se est demorando entre uno y seis meses, dependiendo del centro al que le corresponde. Una vez que se obtiene su aprobacià ³n, empieza una segunda tramitacià ³n. Si el cà ³nyuge del ciudadano est en EE.UU. y puede ajustar su estatus puede recibir un permiso de trabajo mientras espera por la green card. Por el contrario, si est fuera de EE.UU., despuà ©s de obtener la aprobacià ³n del I-130 se sigue lo que se conoce como procedimiento consular. La demora media para el ajuste de estatus y el procedimiento consular est entre tres y seis meses. Es decir, todo el procedimiento desde presentacià ³n de la peticià ³n a green card est llevando, en general, entre seis y 12 meses. Cabe destacar que hay que ser sumamente cuidadoso a la hora de casarse con un ciudadano cuando se tiene visa o condicià ³n de turista y a continuacià ³n se solicita la green card, ya que hay unas reglas que, de incumplirse, podrà ­a dar lugar a que no se pudiera arreglar los papeles, a pesar de tratarse de un matrimonio real, y no uno celebrado fraudulentamente con el à ºnico fin de conseguir los papeles. Finalmente destacar que todas las tarjetas de residente que se obtienen por matrimonio y antes de cumplir los dos aà ±os de casados son condicionales. Un divorcio podrà ­a dar lugar a que no pueda convertirse en permanente. Peticià ³n de ciudadano para hijo soltero menor de 21 aà ±os Estos hijos tambià ©n son considerados por Inmigracià ³n como familiares inmediatos y la tramitacià ³n de estas peticiones es relativamente rpida. En la actualidad se est demorando entre seis meses y un aà ±o como regla general. En estas peticiones es fundamental entender quà © pasa cuando la persona para la que se piden los papeles cumple  la edad de 21 aà ±os. Peticiones de ciudadano para su padre o sumadre Estas peticiones son tambià ©n rpidas y en la actualidad se estn demorando entre seis y 12 meses. Cabe destacar que tener un hijo ciudadano no da a los padres automticamente ningà ºn derecho migratorio. Los hijos ciudadanos solamente pueden pedir a sus padres cuando ya han cumplido los 21 aà ±os de edad y tienen recursos econà ³micos suficientes para patrocinar. Adems, si los padres estn como indocumentados en EE.UU. e ingresaron al paà ­s cruzando ilegalmente la frontera no van a poder ajustar su estatus. En estos casos, antes de iniciar la peticià ³n es importante informarse del castigo de los 3 y de los 10 aà ±os y de posibles perdones y las posibilidades reales de obtenerlos. Peticià ³n de ciudadano para su hijo casado de cualquier edad En las peticiones de green card para un familiar, a las peticiones de ciudadanos a hijos casados de cualquier edad se les conoce como F3. En esta categorà ­a, en la actualidad, la tramitacià ³n se est demorando aproximadamente 23 aà ±os para el caso de personas pedidas originarias de Mà ©xico y 12 aà ±os para resto de latinoamericanos y espaà ±oles. Las actualizaciones pueden verificarse consultando el boletà ­n de visas que actualiza cada mes el Departamento de Estado. Cada persona debe saber su fecha de prioridad. Peticiones de ciudadano para hijos solteros mayores de 21 aà ±os Esta categorà ­a se conoce como F1. En la actualidad, se est demorando unos 22 aà ±os para el caso de Mà ©xico y aproximadamente 7 aà ±os para el resto de Latinoamà ©rica y Espaà ±a. Peticiones de ciudadanos para sus hermanos Inmigracià ³n califica a los hermanos de ciudadanos como F4. Esta es una de las categorà ­as que ms demora tiene, estando en la actualidad en torno a 20 aà ±os para el caso de mexicanos y de 13 aà ±os para resto de latinoamericanos y espaà ±oles. Cabe destacar que entre los requisitos para solicitar los papeles para los hermanos est el haber cumplido ya los 21 aà ±os de edad.   Peticiones de residentes para sus cà ³nyuges Son calificados por Inmigracià ³n como F2A. Los tiempos de tramitacià ³n son, aproximadamente, de dos aà ±os tanto para el caso de mexicanos como de resto de latinoamericanos y espaà ±oles. Cabe destacar que los cà ³nyuges de residentes sà ³lo pueden ajustar su estatus si estn legalmente en Estados Unidos. Hay que tener esto muy claro por las posibles consecuencias que puede tener antes de presentar los papeles a USCIS. Peticiones de residentes para sus hijos solteros A diferencia de lo que ocurre con los ciudadanos, los residentes permanentes no pueden pedir a sus hijos casados. Y dentro de los solteros existen dos categorà ­as. La F2A, para menores de 21 aà ±os y la F2B, para mayores de dicha edad. Para los primeros los tiempos de demora son, aproximadamente, de dos aà ±os mientras que para los F2B la demora es de 11 aà ±os y medio para el caso de mexicanos y de 6 aà ±os y medio para el resto. Por à ºltimo, cabe destacar la ventaja que tienen los residentes si piden a hijos menores de 18 aà ±os. Y es que si viven con ellos en Estados Unidos y con una green card y son menores de dicha edad, y cualquiera de los padres se naturaliza, pues convierte en ciudadanos automticamente a los hijos  que reà ºnen  esas condiciones. Consejos: viajar, cambios de estatus y verificacià ³n estatus Un punto de gran importancia que aplica sà ³lo a los extranjeros que estn en Estados Unidos y pueden ajustar su estatus es que si quieren viajar fuera del paà ­s y luego regresar deben pedir un permiso que se conoce como advance parole. Si viajan sin dicho permiso podrà ­an tener problemas para el reingreso a EE.UU. y/o que su peticià ³n se paralice mientras estn fuera del paà ­s. Por otro lado, las personas para las que se piden los papeles y se encuentran en otro paà ­s muy raramente pueden obtener una visa americana para visitar Estados Unidos mientras dura la tramitacià ³n de sus papeles. En otro orden de cosas, en el caso de peticiones hechas por residentes para cà ³nyuges e hijos conviene examinar si es ventajoso pedir la ciudadanà ­a por naturalizacià ³n durante el proceso, si es posible y cà ³mo notificar el cambio al USCIS si efectivamente el residente que envià ³ la solicitud se ha convertido en ciudadano durante el trmite. Finalmente, para acabar este artà ­culo se recomienda tener a mano este listado de telà ©fonos y pginas web en los que es posible verificar el estatus del caso y otra informacià ³n relevante para los migrantes. Puntos Clave: demora en peticiones de green card por familia Hay grandes diferencias en lo que se demora sacar la green card por familia, dependiendo de si el que solicita los papeles es ciudadano o residente permanente y tambià ©n del grado de parentesco entre solicitante y persona pedida. Estos son, actualmente, los tiempos de demora aproximados.Cà ³nyuge, padre, madre o hijo soltero menor de 21 aà ±os de ciudadano: de 4 a 12 mesesHijo casado de ciudadano: 23 aà ±os caso de mexicanos, 12 para el restoHijo soltero de ciudadano mayor de 21 aà ±os: 22 aà ±os para mexicanos, 7 aà ±os para resto.Hermano de ciudadano: 20 aà ±os para mexicanos, 13 aà ±os para el restoCà ³nyuges de residentes permanentes: 2 aà ±osHijos solteros de residentes permanentes menores de 21 aà ±os: 2 aà ±osHijos solteros de residentes permanentes mayores de 21 aà ±os: 12 aà ±os en el caso de mexicanos y 6 aà ±os y medio para el resto. Este es un artà ­culo informativo. No es asesorà ­a legal para ningà ºn caso concreto.

Food mart Essay Example | Topics and Well Written Essays - 500 words

Food mart - Essay Example Because the order quantity that he desired was not available at the closest store possible, Foodmart cannot be considered to have ripped Todd off by not having the correct amount of chocolate sauce on stock. Todd may not have been aware at the time, but Todd entered into a contract with Foodmart that contained several terms and conditions. This is not a special case; every customer who purchases items online need to be aware of all the fine details of the contract that they are entering into. For Foodmart’s online order contract, the customer cannot purchase items that were advertised for cheaper in print. In addition to this stipulation, the online sales contract states that orders placed online can only receive inventory that is available from the closest store in terms of location. Thus, Foodmart cannot be held accountable as they laid out all the terms and conditions in their online contract. If the customer chooses not to take notice of this, then it is solely the custome r’s responsibility and the company at hand cannot be held responsible. If the company chooses to reimburse Todd then that is their choice, but they have no legal obligation to do so. It may be to the company’s benefit to reimburse him once because he may prove to be a long-term customer. The benefits in this case may outweigh the negatives so it may be best to give Todd the benefit of the doubt this time only. If he is in a similar situation again, then Foodmart should advise him that there is nothing that they can do for him. Foodmart should try to avoid such a situation in the future by making its customers aware of the terms and conditions of any contract. This would avoid legal issues down the road and it would give assurances to a customer that everything will be done through legal means. Foodmart could make it easier for customers by writing its terms and conditions in simple and easy to understand words so that

Project Plnning Skills Assignment Example | Topics and Well Written Essays - 2000 words

Project Plnning Skills - Assignment Example (Charette, 2006, 21) With often called th project of competence, th pecification of project hould be a precie decription of what th project aim at carrying out, nd th criteria nd flexibility implied, it parameter, rnge, rnge, exit, ource, (Kameny, 2006, 115) participnt, budget nd calendar (take guard - to ee th note enviaging approximately calendar below). Uually th project mnager mut conult with othr nd thn agree th pecification of project with uperior, or competent authoritie. Th pecification cn imply everal outline before it i agreed. Specification of project are eential becaue thy create a meaurable reponibility for no matter whom who contntly wihe to evaluate how th project goe, or it ucce on th achievement. (Audrey, 2007, 12) Competence of project alo provide n eential dicipline nd a framework to keep th project on th way, nd concerned with th original objective nd agreed parameter. Correctly formulated nd agreed pecification of project alo protect th project mnager againt being held to explain th exit which are apart from th rnge original of th project or independent of th project mnager. It i th tage to agree of th pecial condition or th exception with thoe in th authority. Once you th 'VE publih competence you created a very firm whole of hope by which you will be judged. Thu if you have concern, or wnt to renegotiate, now ' th hour to do it. More th great project cn need everal week to produce nd be appropriate of competence of project. (Joyce, 2007, 13) Th majority of th normal project of buinee however have need for a few day thinking nd conulting to produce uitable pecification of project. Th etablihment nd th agreement of th pecification of project are n importnt proce even if your tak i th imple one. A template for a project pecification: 1. Decribe purpoe, aim nd deliverable. 2. State parameter (timecale, budget, rnge, cope, territory, authority). 3. State people involved nd th way th team will work (frequency of meeting, deciion-making proce). 4. Etablih 'break-point' at which to review nd check progre, nd

Clinical reflection paper exploring competencies in the transition to Essay

Clinical reflection paper exploring competencies in the transition to professional practice clinical block experience - Essay Example on gives scope for better understanding of oneself so that existing strengths can be used to build-up for future actions "(Somerville and Keeling, 2004). Every nurse registered under the Australian Nursing and Midwives Council or the ANMC needs to exhibit a certain degree of competency guided by the standard frameworks of competency standards designed by the ANMC (ANMC, 2005). High standards of competence can be maintained by the nurses through appropriate evaluation and examinations of ones own activities and performance, through clinical reflection. There are basically four domains of competency standards in nursing practice. They are professional practice, critical thinking and analysis, provision and coordination of care and collaborative and therapeutic practice (ANMC, 2005). In this essay, clinical reflection pertaining to critical thinking and analysis and provision and coordination of care will be discussed with reference to care of a a patient with diabetic ketoacidosis in a n emergency setting. While the domain of critical analysis and thinking refers to "self – appraisal, professional development, and the value of evidence and research for practice" (ANMC, 2005), the domain pertaining to coordination of care deals with "the coordination, organisation and provision of nursing care" (ANMC, 2005). Gibbs model of reflection will be used because the framework is straight forward and includes a cycle of clear description of the clinical situation, analysis of the feelings of the practitioner, evaluation of the actions during the situation, analysis of the various activities and experiences during the situation and a conclusion for lessons in future (Online learning, 2006). During my postings in the accident and emergency department, a 35 year old woman Mrs. X was brought to the emergency unit by her husband Mr.Y with history of fever since 2 days and abdominal pain and vomiting since few hours. The patient complained of easy fatiguibility and tiredness

Inroduction To Companies Etisalat Lanka Business Essay

Inroduction To Companies Etisalat Lanka Business Essay As a consultant of leading management consultancy I am going to do a brief research on the organizations and behavior section. To do this assignment I have selected two companies in the telecommunication industry. One is Etisalat Lanka PVT LTD which is based in Abu Dhabi and operating in 18 countries including Sri Lanka and second company is Lanka Bell Services PVT LTD which is operated only in Sri Lanka. So in this assignment I am going to discuss briefly in their organizations structure and culture areas, and also I am going to discuss about the current leadership styles of the companies. INRODUCTION TO COMPANIES Etisalat Lanka (PVT)(LTD) Sri Lankas first Cellular networks, then called Celltel inaugurated its operations in 1989. A brand name change was done on the 25th of January 2007 and thereafter named Tigo and this was transformed with Milicom disposing its Asian operations. They are now a company fully owned and operated by the giant Emirates Telecommunication Corporation in UAE. It has extended operations to Asian markets such as India, Pakistan, Afghanistan, Indonesia and now Sri Lanka, recording over 100 million subscribers across 18 countries offering opportunities for synergy with their other operations in the region. Etisalat officially commenced its operations in Sri Lanka on the 25th of February 2010. Lanka bell limited Lanka Bell is a telecommunication operator that provides full range of telecommunication service to business and residential customers in Sri Lanka. With the recent introduction revolutionary low cost CDMA (Code Division Multiple Access) technology, Lanka Bell continues to expand its robust modern digital network that currently specializes in internet, data and voice services. Lanka Bell was formed in 1997 as the single largest BOI Company in Sri Lanka. It was subsequently acquired by the privately held diversified conglomerate Milford Holdings (Private) Limited in 2005. Lanka Bell remains firmly rooted in Sri Lanka as a telecommunications giant that continues to challenge the industry through its unparalleled portfolio of services. SECTION 01 The organizations structure and culture Lanka Bell and Etisalat Etisalat and Lanka bell both are running in the telecommunication industry so most of the factors in the culture and structure are same. They both are using functional organizational structure 1.1 Organization structure of Lanka Bell Services (PVT) (LTD) Finance Director SalesMarkt. Board of Directors Chairman Managing Director Customer Service Depart. Technical Mang. HR Admin GM Technical Operation Assistant manager Senior manager General Manager -HR Marketing manager Business Analysis Manager HR Manager- Revenue Assurance DGM control /MIS Area Sales Managers Sales Executives HR Assistants Billing staff Director Internal accountant Director Manager- credit control Director Senior service executives Director Trainer GM IT teams Associates clerical Supervisors Director Customer care Executives Director Internal accountant Director Billing staff Director Organization structure of Etisalat Lanka (PVT) (LTD) 1.3 Organizations culture at Lanka bell and Etisalat There are many definitions for organizational culture but a popular and simple way of defining culture is how things are done around here A more detailed definition is : The collection of traditions, values, policies, beliefs, and attitudes that constitute a pervasive context for everything we do and think in an organization (Atkinson) There are four g types of culture such as: Power culture, Role culture, Task culture and person culture. As both companies are in the telecommunication industry and also both companies are larger companies in Sri Lanka they are following the Role culture. What is Role Culture? Role culture stereotyped as a bureaucracy and works by logic and rationality. Role culture rests on the strength of strong organizational pillars the functions of specialists in, for e.g.; finance, purchasing and production. The work of, and interaction between the pillars is controlled by procedures and rules and coordinated by the pediment of senior managers. Role or job description is more important than the individual and position is the main source of power. (Laurie J. Mullins 8th edition) So role culture is Common in most organizations today. In a role culture, organizations are split into various functions and each individual within the function is assigned a particular role. The role culture has the benefit of specialization. Employees focus on their particular role as assigned to them by their job description and this should increase productivity for the company. This culture is quite logical to organize in a large organization. Different dimensions of organizations culture in Etisalat and Lanka Bell Profit Orientation In Etisalat and Lanka Bell profit orientation is law because their main target is to give a best service to their customers, they are concerning highly on customer satisfaction and delight People Orientation People orientation is high in Etisalat because they are paying high salary to their staffs and they are also paying special incentives according to their performance, their working environment is very pleasant, they are organizing get to gather parties and motivational programs for their employees but in Lanka Bell People orientation is Law. Team Orientation Team Orientation is high in Etisalat because its employees prefer to work in groups rather in individuals to achieve their sales targets. So team orientation will lead the company to increase their sales. But in Lanka Bell team orientation is Low where their employees are prefer to work as individuals Innovation Innovation is high in Etisalat they are coming with new products quickly, they starts with prepaid connection, after that came with postpaid, launched 3G, broadband and they are going to launch Etisalat TV. But in Lanka Bell it is very low they are rely only in CDMA connection ] Mission statement of Etisalat Lanka PVT LTD To extend peoples reach. At Etisalat, we are actively developing advanced networks that will enable people to develop, to learn and to grow Vision statement of Etisalat Lanka PVT LTD A world where people reach is not limited by matter or distance. People will effortlessly move around the world, staying in touch with family, making new friends as they go, as well as developing new interests. Businesses of all sizes, no longer limited by distance, will be able to reach new markets. Innovative technologies will open up fresh opportunities across the globe, allowing the supply of new goods and services to everyone who wants them. Vision statement of Lanka Bell Be Sri Lankas premier next generation communication Information Technology solutions provider Mission statement of Lanka Bell To provide innovative next generation technological solutions by identifying and meeting customer needs better than any other industry player, while maximizing the growth of our business for the benefit if our stakeholders Impacts and relationships of two companies through their structure and culture Performance for two companies through their structure and culture How organizational theories underpins the practice of management The different approaches used by the management of both companies There many approaches used by the both companies those are : Human relations approach Systems approach Contingency approach Human Relations approach The main emphasis of the classical writers was on structure and the formal organization, but during the 1920,s the years of the great depression, greater attention began to be paid to the social factors at work and to the behavior of employees within an organization that is, to human relations. Human relations approach Emphasized importance of human attitudes, values and relationships for the efficient and effective functioning of work organizations. Systems approach The classical approach emphasized the technical requirement of the organizations and its needs-organizations without people the human relations approaches emphasized the psychological and social aspects, and the consideration of human- needs- people without organizations Attention is focus on the total work organization and the inter relationships of structure and behavior. Productivity is viewed as a function of the interplay among people, structure, and the environment. The organization is a complex social and technical open system that requires human, financial, and material resources. Contributions of Systems Approach To Management:- Under systems approach, managers have a good view of the organization.It gives importance to interdependence of the different parts of an organization and its environment. It foretastes consequences and plans actions. A system thinking warns managers against adopting piecemeal approach to the problem-solving Contingency Approach The contingency approach to organization developed as a reaction to the idea that there are universal principles for designing organizations, motivating staff etc. newer research suggested that different forms of organizational structure could be equally successful. (Class Notes) The contingency approach, which can be seen as an extension of the systems approach, highlights possible means of differentiating among alternative forms of the organization structures and systems of management. (Laurie J. Mullins 8th edition) The organizations structure must be matched to its environment to enhance performance. The optimal form of an organization is contingent on the circumstances faced by that organization including patients, third-party payers, regulators, and personnel. Section 02 Different leadership styles that Etisalat and Lanka Bell are following: Definition Leadership style is the way in which the functions of leadership are carried out, the way in which typically behaves towards members of the group. Both companies are using the Democratic style, and Laissez- faire (Genuine) style because of marketing growth and due to the size of the company, for which the autocratic style is not suitable to follow in the telecommunication industry. Democratic style is where the focus is more with the group as a whole, and there is greater interaction within the group. The leader ship functions are shared with the members of the group and the manager is more part of a team. Laissez- faire (Genuine) style is where the manager observes that members of the group are working well on their own. The manager consciously makes a decision to pass the focus of power to members, to allow them freedom of action to do as they think best, and not to interfere but is readily available if help is needed. There is often confusion over the style of leadership behavior. Analysis of different leadership styles and their effectiveness The democratic leader works with the group to help members to come to their own decisions, the Laissez- faire leader leaves the group alone to do whatever it wants. Both styles are good for both the companies, because there are number of teams, and departments, in both companies. Therefore the democratic style will suite certain departments and teams, when there is a situation where the team members are unable to make a good decision, compared to the Laissez- faire style which will be applicable to departments and teams who are able to make effective decisions rather than relying on the managers decisions. Effectiveness of Democratic Style Risk is low. Managers have experience in making effective decisions; therefore this reduces the risk of making bad or wrong choices. If the ideas are going to be open for everyone, then everyone needs to feel comfortable enough to put their ideas on the table. So there are lots of ideas will generated It takes advantage of the knowledge and expertise of individuals in different areas, for high quality, flexible decision making. Keeps staff informed about everything that affects their work and shares decision making and problem solving responsibilities. Staff likes the trust they receive and respond with cooperation, team spirit, and high morale increasing. Develops plans to help staff evaluate their own performance. Allows staff to establish goals Encourages staff to grow on the job and be promoted Effectiveness of Laissez- faire (Genuine) style The manager provides little or no direction and gives staff as much freedom as possible so it motivates employees. In the telecommunication sector there are lots of sales team so, those teams can do their own works to achieve their own goals, this will increase the sales All authority or power given to the staff and they determine goals, make decisions, and resolve problems on their own. Employees are involved in decisions. This encourages motivation through greater interest and involvement so new ideas are generated. The free reign approach can prove an effective type of leadership when the team has achieved identity and cohesion, resulting in motivated and resourceful team members. In such situations, the sharing of authority and minimal direction empowers team members. Impact that different leadership styles may have on motivation of employees of Etislat and Lanka Bell when they face the technological breakthrough When there is a technological breakthrough that has taken place last week affecting the companies, and the industry as whole, a democratic style leader could consider the following actions to motivate the employees: Introducing the main goal of the given project Encourage team members to communicate openly, honestly and continuously Members should be made aware of the companys economical structure and growth to help them think and produce ideas that are more applicable to the company. Arranging a brainstorming session to collect new ideas to compete with the breakthrough. The ideas collected through the brainstorming session have to go through the new product development process in order to face the new technological breakthrough. Increasing the working hours, and pay the employees more for working overtime. Should produce special incentives according to their performance SECTION 03 3.1 DIFFERENT MOTIVATIONAL THEORIES FOR LANKA BELL Maslows hierarchy of need theory A useful starting point is the work of Maslow and his theory of individual development and motivation published originally in 1943. Maslows basic preposition is that people wanting beings. They always want more, and what they want depends on what they already have. He suggests that human needs are arranged in a series of levels, a hierarchy of importance. (Mullins, pg 257, 8th Ed. 2007). In this motivation theory Maslow has identified the human needs in five main levels. From at the lowest level physiological needs, through safety needs, love needs and esteem needs, to the need for self-actualization. 450px-Maslows_Hierarchy_of_Needs.svg.png Image 01. Maslows hierarchy of need model Herzbergs two-factor theory The Two-factor theory (also known as  Herzbergs motivation-hygiene theory  and  Dual-Factor Theory) states that there are certain factors in the  workplace  that cause  job satisfaction, while a separate set of factors cause dissatisfaction. Herzbergs original study consisted of interviews with 203 accounts and engineers, chosen because of their growing importance in the business world from different industries in the Pittsburgh area of America. He used the critical incident method. Subjects were asked to relate times when they felt exceptionally good or exceptionally bad about their present job or any previous jobs, they were asked to give reasons and a description of the sequence of events giving rise to that feeling. Responses to the interviews were generally consistent and revealed that there were two different sets of factors affecting motivation and work. This led to the two-factor theory of motivation and job satisfaction. (Mullins, pg 261, 8th Ed. 2007). images.jpg Vrooms expectancy theory The model of motivation of Vrooms expectancy theory, particularly as it was extended by Porter and Lawler and supplemented by several other theories. Expectancy theory is a broad theory of motivation that attempts to explain the determinants of workplace attitudes and behaviors. The three major concepts underline expectancy theory are those of Valence, Instrumentality and Expectancy, which form VIE theory. Valance: Valance is a measure of the attraction a given outcome holds for an individual, or the satisfaction the person anticipates receiving from a particular outcome. Instrumentality: Instrumentality is a persons belief about the relationship between performing an action and experiencing an outcome. Determining peoples instrumentalities is important because their desire to perform a particular action is likely to be strong only when both valance and instrumentality are perceived as acceptably high. Expectancy: Expectancies are beliefs regarding the link between making an effort and actually performing well whereas knowledge about valances and instrumentalities tells us what an individual wants to do. We cannot know what the individual will try to do without knowing the persons expectancies. Conclusion Expectancy theory thus defines motivation in terms of desire and effort whereby the achievement of desired outcomes results from the interaction of valances, instrumentalities, and expectancies. Desire comes about only when both valance and instrumentality are high, and effort comes about only when all three are high. 4. Theory X and Theory Y of Douglas McGregor: McGregor, in his book The Human side of Enterprise states that people inside the organization can be managed in two ways. The first is basically negative, which falls under the category X and the other is basically positive, which falls under the category Y. After viewing the way in which the manager dealt with employees, McGregor concluded that a managers view of the nature of human beings is based Under the assumptions of theory X: Employees inherently do not like work and whenever possible, will attempt to avoid it. Because employees dislike work, they have to be forced, coerced or threatened with punishment to achieve goals. Employees avoid responsibilities and do not work fill formal directions are issued. Most workers place a greater importance on security over all other factors and display little ambition. In contrast under the assumptions of theory Y: Physical and mental effort at work is as natural as rest or play. People do exercise self-control and self-direction and if they are committed to those goals. Average human beings are willing to take responsibility and exercise imagination, ingenuity and creativity in solving the problems of the organization. That the way the things are organized, the average human beings brainpower is only partly used. On analysis of the assumptions it can be detected that theory X assumes that lower-order needs dominate individuals and theory Y assumes that higher-order needs dominate individuals. An organization that is run on Theory X lines tends to be authoritarian in nature, the word authoritarian suggests such ideas as the power to enforce obedience and the right to command. In contrast Theory Y organizations can be described as participative, where the aims of the organization and of the individuals in it are integrated; individuals can achieve their own goals best by directing their efforts towards the success of the organization. However, this theory has been criticized widely for generalization of work and human behavior. SUITABLE MOTIVATIONAL THEORY FOR MANGERS AT LANKA BELL From the theories mentioned above it is understandable that managers need to pick one or two theories that are more applicable for their own company to work more effectively and generate higher numbers of positive outcomes Therefore based on this assignment manager of Lanka bell needs to pick out a suitable motivational theory in order to run the company with great success. Understanding the needs of Lanka bell it would be advisable that the manager should initially pick Herzbergs two-factor theory due to the following reasons. Why Herzbergs two-factor theory is important? And effectiveness of using Herzbergs two-factor theory Herzberg (1968) saw two basic needs of individuals, and he suggests two factors. The need to avoid unpleasantness, satisfied (temporarily, and in a rather negative way) by environmental factors The need for personal growth, satisfied at work only by motivating factors Environmental Factor or Hygiene factor In this factor Herzberg has explained about the working environment which is company policy and administration, Salary and job security, in this factor he mentioned the main needs of the employers. Motivator factor Motivator factors, on the other hand, create job satisfaction and can motivate an individual to superior performance and effort. These factors fulfill the individuals higher need for a sense of self-actualization or personal growth, and include: Status Advancement Gaining recognition Being given responsibility Challenging work Achievement Growth in the job Effectiveness of using Herzbergs two-factor theory Herzberg encouraged managers to study the job itself (nature of tasks, levels of responsibility) rather than conditions of work. Dissatisfaction arise from environment factors-satisfaction can only arise from the job. If there is sufficient challenge, scope and interest in the job, there will be a lasting increase in satisfaction and the employee will work well; productivity will be above normal levels. the extent to which the job must be challenging or creative in order to provide motivation will depend on each individual, his ability, his expectation and tolerance for delayed success. CONCLUTION

The Rime of the Ancient Mariner Essay -- Rime Ancient Mariner

It has been suggested that The Rime of the Ancient Mariner may be read as a religious text, presenting ‘nothing less than the fall of man’. The Rime of the Ancient Mariner has been interpreted in a variety of ways since it’s creation in 1797. Some, such as Gavin McGann, argue that ballad is a story of our salvation of Christ, whereas others dispute this, believing it to be a metaphor for Original Sin in the Garden of Eden. Whilst these interpretations may differ, the view that The Rime may be read as a religious text does not. Religion lies at the heart of the poem, focusing on the trials and tribulations of man, depicting a moving spiritual journey of sin, punishment, repentance and eventual redemption. In murdering the albatross the Mariner commits a terrible sin. The bird brought with it Southerly winds to lead the straying ship out of the Antarctic, after it had been driven off course by a storm. Flying alongside the ship, the albatross held only the good intention of helping the ship finds its way back on track. The mariner’s sin is fundamentally unpremeditated and unfounded, and in committing a crime against nature, he is essentially committing a crime against God, the creator of all nature and life. The punishment which the Mariner must face following the motiveless shooting of the albatross is not unjustified. The crime arouses the wrath of supernatural spirits who then pursue the ship â€Å"from the land of mist and snow†; the Southerly wind which had initially led them from the land ... ...re is no doubt that it does present, through allegory, the spiritual regeneration of man. However, to approach the poem with purely a Christian interpretation in mind would be foolish as there a many respectable alternative interpretations, including Freudian and Jungian, which, although dissecting the poem in different ways, each have their own strengths. So, it is fair to say that the suggestion that The Rime of the Ancient Mariner may be interpreted as a â€Å"religious text† is true as a text can be interpreted in whatever way a reader wishes to view it. However to limit and confine the poem to this would be unfair, as a text can always be interpreted from many angles, and it would be highly critical towards Coleridge to conclude that, when he sat down to write the Ancient Mariner, he did so with the aim of creating simply a religious tale.