Diseases among Elderly People Essay Example | Topics and Well Written Essays - 2000 words

Diseases among Elderly People - Essay Example thromboxane A2 that promotes a cascade of events leading ultimately to clot formation. Increased homocysteine levels affect the inner lining of the arterial wall, and thus have long been implicated in the causation of thrombosis (Scott, J. and Weir, D., 1996). In fact, increased homocysetine levels associated with syndrome of homocysteinuria are acknowledged to be a cause of intravascular thrombosis. It has been observed that plasma homocysteine is normally converted to methionine co-factored by folic acid correlates in the body. When this reaction is impaired due to deficiency of cobalamine; since cobalamine regulates folate metabolism, it is deranged leading to elevated homocysteine levels (Mayer, E.L., Jacobsen, D.W., and Robinson, K., 1996). High plasma homocysteine, thus, will predispose to increased thrombosis, although it is not yet known whether hyperhomocysteinaemia due to folic acid deficiency predisposes to thrombosis or alters its response to treatment (Welch, G.N. and Loscalzo, J., 1998). This proposal aims to study the effect of folic acid on the elderly in terms of risk of coronary artery disease as relevant to prevention of thrombosis in preexisting atherosclerotic heart disease in terms of incidence of myocardial infarction (Bots, M.L. et al., 1999).Increasingly, healthcare is focusing towards prevention of disease rather than treating it after the catastrophe happens. Coronary artery disease manifested by acute myocardial infraction is one of the most common diagnoses in developed countries throughout the world. The mortality rate of the disease is 30% with over half the patients expiring even before they are able to reach the hospital. Survival from a heart...Research nurses will screen the medical records and exclude patients who have a history of coronary heart diseases or patients who are taking drugs known to interfere with folic acid, or taking vitamin supplements containing folic acid. Patients will be eligible for inclusion if aged 65 years or more and if their medical histories include two or more of the following conditions: diabetes, hypertension, hyperlipidemia, obesity or smoking. All eligible individuals will receive a letter from the hospital explaining the study, followed by a telephone call inviting them to attend the first visit and instructing them to fast from midnight the night before the visit. At the first visit, all baseline measurements will be taken. Research nurses will take general information, such as, name, age, sex, phone number, address, smoking history, marital status, socioeconomic factors, and the names and phone numbers of two or three friends or relatives who always know how to reach the participants. Drugs history including aspirin or other anticoagulants, antihypertensive, anti-angina, and lipid-lowering drugs will be reviewed. Study procedures will be explained to all subjects. Subjects who are unlikely to complete follow-up due to plans to move or due to disease likely to be fatal within 4 years, or unwilling to participate will be excluded from the study. Ethics: All subjects will be explained the study protocol, and a written informed consent will

Motivation Profiles Essay Example | Topics and Well Written Essays - 1250 words

Motivation Profiles - Essay Example Maslow (In Huit, 2004) refers to these needs as physiological. Ella's needs may also include safety or security or the need to be out of danger, but it is not necessarily so. She has not strived very much to the higher levels of education but just enough to get her a job. She is contented to be paid enough for her family's daily needs for food and shelter. As her family's needs grow, she finds that she has to move for promotion which she looks at in terms of bigger take home pay, but not necessarily bigger responsibility. The fight for promotion is tight at Ella's workplace. To be promoted, she resorts to giving gifts to her supervisor or persons having to do with promotion in her place of work. Like her, she thinks people primarily find satisfaction in material gain and she may find favor from her superiors. Ella is submissive to authority and represses her own impulses. In fact, her own idea of a boss is authoritarian. The hostile boss is not a problem to her if she receives a promotion (bigger pay). She is willing to forego much personal freedom in favor of a promotion that would assure her of food and shelter every month. She defers from Marcelo and Masoko in that her needs are very basic - just of the existence level described by Alderfer (1972). Marcelo Marcelo's needs may be said to occupy the two second higher level needs described in Maslow's hierarchy: belongingness and love, and esteem needs (See Huit, 2004). Marcelo is therefore expected to easily affiliate with others and be accepted. At the same time, he sees the drive to achieve at his level, be competent, gain approval and attain recognition. There is a strong need to be liked which may not be good in terms of decision-making (See McClelland, 1987). Status is a prime motivator to Marcelo. There is greater personal satisfaction in receiving praise or recognition with Marcelo and a promotion would realize these things for him. (See McClelland, 1987). Marcelo believes that promotions are given in exchange for something given, not necessarily hard work. It is a give and take situation. So he tries to praise his supervisors, do as he is ordered without any complain that he may be liked. In exchange for pleasing his boss, he believes he is working for promotion. For all his investments in gaining approval and at the same time being affiliative with his supervisor, he expects that promotion is in store. Marcelo has been toeing every rule given in his workplace, conscious that every broken rule requires a punishment and farther away from attaining a promotion. Therefore, he keeps quiet and never questions whatever policies he disagrees with. His needs, however, are higher than that of Ella's. He needs affirmation and affiliation over and above mere biological needs. Marcelo may be said to be other-oriented in that his work life involves relationships with significant others. He is satisfied by mutually sharing thoughts and feelings, and that acceptance, confirmation, understanding, and influence are elements important to him (Alderfer, 1972). Masoko Masoko sees more freedom in thinking than Ella and Marcelo. His actions are governed by the interplay of possible

Kudler Fine Foods Service Essay Example for Free

Kudler Fine Foods Service Essay Service Request The manager of Kudler Fine Foods, Kathy Kudler, has requested the development of a system to track customer purchases through a Frequent Shopper Program to award loyalty points for redemption. (Apollo, 2011) Key Stakeholders The key stakeholders are the individuals that are directly involved with Kudler Fine Foods and will have a direct effect on the overall project. These individuals will be the main source of information in the analysis, design, implementation and testing phase of the systems upgrade. Kathy KudlerProject Manager The Frequent Shopper Program for Kudler is specific in addressing current and future customers by rewarding them for shopping with the company. Both business and technical functions will be addressed as well as improved communication between the sales and marketing and purchasing departments. The goal is to provide better response to customer demands while rewarding the customer and accomplishing this in an efficiently fast manner. A marketing plan must be developed to inform current and potential customers of the program and encourage them to participate and take advantage of the benefits offered by the program. In utilizing an outside source for the program, Kudler will be able to provide a good relationship between the IT resources of the outside source and the internal sales and inventory  systems. There is also a need to modify the two different databases and the GUI in order to allow for smooth data transfer and communication. Kudler’s specific goals are to improve customer satisfaction in order to increase brand loyalty, cut costs by increasing supply efficiency, and increase sales which will result in higher revenue and profits for the company. In order to ensure success of this project, certain aspects will be monitored throughout the duration. This will allow Kudler to view what aspects are successful and what aspects are not. The main aspects that will be monitored are: new customer enrollment into the program, tracking of purchases from current and repeat customers, tracking of customer reward points, duration of participation from customers in the program, and total customer redeemed points, and difference in cost of redeemed items versus wholesale/supplier costs. Supporting Measures and Project Feasibility In order for Kudler Fine Foods to continue growth and experience profitability, the design and implementation of a Frequent Shopper Program must be accomplished. The program will need to utilize the best available hardware and software to accomplish their goals and to promote growth as well. The chosen system will need to address both short and long term needs and problems that could arise. This is done through a development phase that will combine all aspects and products that Kudler wishes to incorporate into the program. This phase must address the current budget allocated by Kudler for the implementation of the program while incorporating all needed requirements. Current Business Process Summary Proposed System Requirements The proposed new system must be capable of meeting the requirements set forth by the key stakeholders within the company. This list of requirements will be presented, discussed, and then edited based on what is needed, what is within budget constraints, and what is decided on by the stakeholders. This list of functional requirements proposed to Kudler is below. Functional Requirements System is capable of new customer enrollment System is able to track purchases for all customers System is able to track and store rewards points for individual customers System allows for rewards points to be redeemed System allows for viewing of customer rewards points on POS terminals System allows input changes from POS terminals System will sync with company website for tracking of rewards points System allows for data from each location to be stored and accessed in a central location System must be compatible with current system in place for easy transition. Determine Requirements The determination of the requirements for this system is a key part in the development of the Frequent Shopper Program (FSP). There are many methods that can be used to properly determine the requirements needed for an efficient system. These can range from simple observation of current processes and interviews with employees and management, to Joint Application Design (JAD) procedures. The commonly used methods of observation, interviews, etc., can help analysts pinpoint exact requirements based on user input and business processes. According to Charvat (2003), â€Å"One of the biggest benefits of a proper user requirements specification is that youll be able to plan and estimate your project correctly, decreasing the chance of cost and time overruns.† The analyst must listen to the employees and gain a thorough understanding of all business processes before establishing the new system requirements. The Joint Application Development (JAD) is a newer and more organized means of gathering information to base requirements on. This process is conducted by holding sessions in which key stakeholders and other key members of management are present and work together in the outline of the possible requirements. This allows for input from all levels within the organization and can yield better results than other commonly used methods. While this process can be lengthy, it keeps all key members involved up to date on the status of progress during the development phase and analysis. List of Confirmed Requirements System is capable of new customer enrollment Mandatory System is able to track purchases for all customers Mandatory System is able to track and store rewards points for individual customers Mandatory System allows for rewards points to be redeemed Mandatory System allows for viewing of customer rewards points on POS terminals Mandatory System allows input changes from POS terminals Mandatory System will sync with company website for tracking of rewards points Mandatory System allows for data from each location to be stored and accessed in a central location Mandatory System must be compatible with current system in place for easy transition Optional Proposed System Process View Functional Allocation Modeling This aspect is very important in ensuring all software and hardware utilized for the new system is up to date and current as of the time of this service request. Since technology advancements are made almost every day, it is important to stay on the cutting edge. This is why the use of computer systems with an Intel core i7 processor is being chosen. The hardware that will be used wil1l be purchase directly from Dell. This will give Kudler piece of mind with all hardware and full technical support with the warranty provided from Dell. The systems chosen will have 8GB of RAM (memory) and will include 22† LCD monitors, core i7 processors with 4.5GHz speed, and come preloaded with Windows 7.. Each system will also be equipped with 10/100 ethernet capabilities to meet the standards of the current network in place at Kudler. The current server in place at Kudler will be replaced by Unix servers by SPARC Enterprise Software SAP system for retail environments. The POS terminals will be replaced by NCR RealPOS 82XRT terminals which offer scanners, cash drawers, touch screen displays, and built in printing capabilities. VOIP phone systems and HP M521dn and HP 8015 printers will replace the outdated ones currently in use. Logical Model of System Preliminary Design Model Design Trade-off In order for Kudler Fine Foods to have a successful program, an examination of product roll out methodology must be performed. There will need to be a specific balance in regards to the mixture of cost, schedule and performance. It is understood that a program cannot incorporate all three aspects at once which then leads to deciding what the appropriate trade-offs shall be within the requirements. The following depict possible scenarios of combining two aspects but foregoing a third possible requirement. Cost and Schedule By having a program that is inexpensive and keeps to the specified timelines the company will end up with one that is affordable and able to start up right away. If the schedule is large for integration of the system with the current system then the time to capitalize on the customers data would take time. The downside is that cheap is not always best and can result in a low performance record that is fraught with hardware and software failures. If the program cannot function properly there is a decent chance that it will fail outright due to customers not wanting to take part in it. Schedule and Performance Creating a program that is scheduled to finish on time and functions to specified standards will allow Kudler customers to enjoy the program’s rewards with little to no problems. In this instance the design trade-off is cost. The cost of the new proposed system would be quite moderate to high. The cost to get the correct and reliable information at every instance of time is the biggest challenge over the cost incurred in the infrastructure. Not keeping up with costs for the creation though will result in a project that has a finishing cost much higher than was originally budgeted for. The result can pull funding from other much needed programs or can cause the program to change such as the customer receiving rewards that are of a lower  quality than originally promised. Cost and Performance If the project team is able to create the program at manageable costs while maintaining a high quality performance status the customers will be able to enjoy the benefits of the rewards while allowing the company to stay within appropriate budget levels. All the previous customers ‘ data would be inputted and further processed , which would take time The implementation of the new system would reduce costs of data transfer and catering the customers in a suitable manner. The performance of the system would improve with enhanced ability to track information about customers , their preference pattern and any change in their behavior In addition to all the above , the company can reduce the extra cost of hoarding of goods and can only customers preferences. The possible tradeoff is that the program may not be finished as scheduled. This can result in a backlog for future projects. In addition, if the project takes an exceedingly longer amount of time than originally thought, it may become scrapped so a new plan can come in its place. Detailed Design Process The prototype will drive the design of the forms and reports. The forms need to document predefined data in a clear and concise manner. Forms are typically based on one database record and have a stylized form. Reports are business documents that contain predefined data and data from many unrelated transactions or records used for reading or reviewing information. The forms and reports need to be end user friendly and clear to understand. They should not have simple rows or columns. The forms and reports can be designed using online graphical tools. This will help standardize them with other organizations. The forms and reports should have a transparent human computer interface. In designing a form or report there are some fundamental questions that need to be addressed: who will be the form/report user, the purpose, when will they be needed, who should have access to them, and who does it need to be delivered to? Answering these questions will allow the programmer to produce an effective form/report. The hardware and networks used should be consistent with what is already in use throughout the organization. Kudler Fine Foods uses UNIX operating system, HP blade server system and SAP as their software. The UNIX server needs to be upgraded to UNIX SPARC Enterprise software. The organization should upgrade their current version of SAP Retail SW to SAP for Retail. The HP Blade server should be upgraded to a Dell PowerEdge M620 blade server. The HP blade server is obsolete and this may create problems if future support or maintenance is needed. The CM2320nf printer is obsolete and should be upgraded with the HP M521dn printer. The HP 3015 printers, VOIP phones, APC Smart UPS, POS terminals, 22† screens, and the NAS 10 TB storage server should all remain. If the organization is going to upgrade their software they should upgrade their hardware as indicated. This will allow the organization the ability to use state of the art hardware with state of the art software and get the most out of the system. They will be able to utilize the most current technological features currently available and extend the life of their infrastructure. Human Computer Interface The human computer interface should be designed with Microsoft Visual Basic. Net. Microsoft is a universal program that employees are familiar with. Using Microsoft will allow end users to feel comfortable with the software because the commands for Microsoft can be applied. Training is easier for employees using Microsoft because so many of them are familiar with it. Microsoft reports can also be imported and exported to other mediums making it possible for end users to review the information in detail. They currently use Microsoft Windows 7. Using the most current version of software will extend the life of the system. Using outdated software will hinder the use of the most current applications and can make the program prematurely outdated. The organization should continue using Dell computers but they need to upgrade them to Dell XPS 8700 with an i7 processor, and 4.0 GHz. CD drives are no longer necessary, most information is transferred or stored via a memory stick. Physical System Model What are information architecture diagrams? â€Å"A diagram architecture is not necessary an architecture produced through diagrams. Instead, diagram architecture is an architecture that behaves like a diagram, indifferent to  the specific means of its realization. (Par. 13) When it comes to these diagrams you are taking the knowledge of the architecture and molding it into a visual and understandable aid laid out in sequence like patterns that show direction. And when these diagrams are designed of information architecture the process usually ends up back where it started making a loop back to the requirements. Producing this process of creating an information architecture diagrams can be a bit confusing and people end up getting information confused rather easy. Until a man named Philippe Kruchten came up with a brilliant way to look at the diagram. He introduced the concept of viewing the diagram through the eyes of the stakeholders. This process became known as the 4+1 information view model. The 4 is for the several views in which he describes as the Physical view, Logical view, development view and the process view. And the +1 is added to describe the scenarios. Modeling the architecture of a software system can be presented in two areas known as the High level design and design patterns. High level is the use of the core components who work together for the one mission of fulfilling the requirements. And depending on if the system is large enough it is possible that each component will sustain its own high level setup that will provide descriptions of its smaller parts. Design patterns are used here and there in the particular designs of each of the components. A pattern is a waypoint that will direct you to the end solution of the program in which it is accommodating. If the same pattern is used through the design of separate programs it will act as a money saver as it saves in the purchase of new software and saves time in the design process. Testing Process Summary This phase will be somewhat similar to the installation and implementation phase in some ways. The overall functionality of every aspect within the system must be tested to ensure it meets the requirements of the original project plan. All new software and hardware must go through thorough examination and a system of checks to accomplish this. This phase must be continued throughout the life cycle of the system to continuously check for errors and bugs to keep the system performing at optimum capacity. To properly complete this phase there are guidelines to follow for testing that will cover all aspects of the system. Hardware and Software Installation Process/Training Plan In order to accomplish the implementation of the Frequent Shopper Program Successfully Kudler will need to implement the POS Server database flawlessly into the system in order to avoid data loss or corruption of data. The online Cash Registers and the in-store cash registers will be communicating to the same database and a seamless integration of these three components is crucial during the early implementation phase of the installation. The challenge during this phase of the installation is the software that will be used to bring these three components together. Continuous testing of the POS, The CMS, and the store website are needed to ensure that any bugs in the system are pointed out early. Once this is complete the Kudler will be able to focus on the smaller aspects of the program such as ensuring that all merchandise are coded correctly and the scanners are properly transmitting the data. The timeline for the implementation of this project is 2-3 months. The company should take measures during the implementation and installation regarding marketing to  maintain the competitive edge and afford customers needed time to adjust to the idea of this new system. Time will be needed to train staff on the proper procedures for issuing and Frequent Shopper Cards, and the support teams will need training on how to troubleshoot system errors. The cashiers will need training on methods of marketing the programs and procedures for how to use, issue, and reissue cards to customers enrolling or already enrolled in the program. One of the keys to success of the program is ensuring the cashiers have a clear understanding of how to market the program. Failure to ensure marketing or the cards is upheld and train employees on how to properly process cards will be counterproductive to the program and could lower customer value. Installation Process Installation is the organizational process of change over from the current information system to the new one. â€Å"Managing the change to a new system—whether or not it is computerized — is one of the most difficult tasks in any organization† (George, Hoffer, Valacich, 2012). After system construction, final acceptance tests performed during systems installation and evaluation ensures the development team has completed all tasks for the project. After determination that system operations are fully functional, the system is ready for installation. During the installation process, the old system becomes disabled and subsequently, the new system activated. The project manager and developers assemble the resources required for installation as the work begins. Resources required for installation of the system includes development team members and their various programming tools, including software. Project constraints in this instance have a comparatively narrow degree because of the streamlined and limited changes. The installation team begins by changing the modems over to broadband, and activating broadband connections at each store. At this stage, the installed applications including updates to the Point of Sale system software, the database management system, credit card interface software, and printer applications undergo testing for appropriate functionality. The entire system is then tested, and confirmed successful for use (George, Hoffer, Valacich, 2012). The installation of the Kudler Fine Foods Frequent Shopper Program and related plans for training will correspond with the timeline illustrated. Training Plan The training and installation timeline provides a sufficient and organized schedule for installation and system testing, also providing an expedient finish to the system implementation processes. The project team develops training materials and documentation for training classes. The next step in the implementation phase is training system users, managers, and IT staff. Diagram 1: Installation and Training Timeline User training and training documentation should include an overview of system features, capabilities and limitations, data entry and menu screen options, contents, and processing instructions, and procedures for requesting changes and reporting problems. Other important inclusions are troubleshooting examples and error situations including resolutions, and a section on frequently asked questions (Cashman, Rosenblatt, Shelly, 2013). As illustrated, Frequent Shopper Program System Training, the specific details for training specific groups vary according to employee function and extent. Documentation Plan Summary Documentation needs to be accurate and will also be a determining factor on the software’s success or failure. Documentation needs to include how to work the system, navigate it, its potential, how to use the data, and reporting methods. This should be done early on so the end user has reference materials. The documentation process should begin when developing the system. This will provide supporting material for developers and help develop future training materials. If the end user does not understand how to use the system or recall information for reporting purposes, the software is not serving its purpose. Most systems in place today are for information gathering and storage. If the end user can’t access the collected information, then the software will be rendered useless. The system will need to be maintained so a maintenance manual should be available to guide developers on how to make fixes and update the system. An operational manual should be available for the subject material expert, designers and users. This manual will help when they have questions on a process or how to get a certain part of the program to produce or collect  the proper data. A technical manual will be necessary so the technical writers can refer to the system structure when they have questions. The technical manual should include drawings, flowcharts, and the database structure. The system should have a training manual that has step by step instructions that a user can follow. It should also have a list of any codes, available reports, system outputs, a troubleshooting guide, work a rounds, and be current on updates. The Training manual or user manual will help the user by providing a guide for future reference and for training. The training manual will help decrease questions and improve efficiency. The more information that is available for the user the more proficient they will be at using it. Training end users is very important. This could mean the difference between an efficient and easy flowing system or a cumbersome, difficult to use nightmare. Visuals should be used to make training easier and provide future training material references. If there are inquiries that are not frequently performed, the end user might not recall how to initiate the inquiries and having a visual to refer to, might help the end user be more efficient when conducting these inquires. Support Maintenance Plan It’s not enough to just implement a system and fully integrate it into the new business system. There must be a support system that covers common mistakes and helps people locate answers to their technical questions. And along with the system support there also must be some type of maintenance schedule that keeps the system healthy, like frequent updates to keep the system up to date and as free from bugs as possible. Software Support In order for a system to operate at full potential the software must remain up to date with all of the bug fixes and security issues that comes with having software. Having your software up to date could very well be the lifeline of your company. If your software fails, then the work production conducted on that system will also fail. Hardware Support Just as important as software support is hardware support. Hardware consists of several critical and physical components of an IT system. These components include but are not limited to; servers, systems used to store data, personal computers (PC) and the networks that tie them all together. When it comes to business communication is the key, and this doesn’t exclude the communication of the IT systems. Network Support Like previously mentioned, networks are the communication for IT systems. Keeping your network up and running can be a little difficult to deal with. When a network goes down then every piece of hardware on that network has no communication. Unfortunately network issues usually get dealt with as soon as they happen. What is recommended is to have a preventative maintenance schedule in increments of monthly, bimonthly, semiannually, annually or biannually to periodically check the condition of the network before it fails resulting in a downed network. When software is merged over into a company system there are user manuals and lists of known and unknown bugs for the system. Each member should have been briefed on the new software and also provided the information included in the user manuals and the known and unknown bug reports. For the hardware and network, preventative maintenance is the best way to avoid a downed asset. And a well maintained support system with frequent updates will ensure your software stays up to  date with the latest security and bugs fixes. Conclusion This thorough analysis and all aspects carefully and fully examined, the proposed project will not only meet, but exceed the request of Kudler Fine Foods for implementing a rewards program. The use of cutting edge technology in both hardware and software aspects will ensure a smooth running system for years to come. The incorporation of the rewards program and the system upgrades should not only increase profitability, but brand loyalty from customers as well. The system meets all required needs of Kudler Fine Foods to include time scheduling, budget, and both short and long term goals. References Apollo Group Inc. (2011). Kudler Fine Foods. Service Request SR-kf-013. Retrieved from: https://ecampus.phoenix.edu/secure/aapd/CIST/VOP/ServiceRequests/index.asp#Kudler Fine Foods Cashman, G. B., Rosenblatt, H. J., Shelly, G. B. (2013). Systems Analysis and Design (10th ed.). Boston, MA: Thomson Course Technology. Charvat, Jason. (June 30, 2013). Determine User Requirements Now to Avoid Problems Later. TechRepublic. Retreived from: http://www.techrepublic.com/article/determine-user-requirements-now-to-avoid-problems-later/ Dennis, A., Wixom, B. H., Roth, R. M. (2012). Systems analysis design (5th ed.). Hoboken, NJ: John Wiley Sons. Federal Bureau of Investigation (2013). The Insider Threat: An introduction to detecting and deterring an insider spy. Retrieved from: http://www.fbi.gov/about-us/investigate/counterintelligence/the-insider-threat George, J. F., Hoffer, J. A., Valacich, J. S. (2012). Essentials of Systems Analysis and Design. Retrieved from: http://www.bau.edu.jo/in st/hamza/SAbook.pdf Riordan Manufacturing Intranet Website (2014). Retrieved from https://ecampus.phoenix.edu/secure/aapd/cist/vop/Business/Riordan/ (2010, 05). Diagram Architecture. StudyMode.com. Retrieved 05, 2010, from http://www.studymode.com/essays/Diagram-Architecture-63657523.html

Huck Finn :: essays research papers

Huck Finn Huck has a grim attitude toward people he disagrees with or doesnt get along with. Huck tends to alienate himself from those people. He doesnt let it bother him. Unlike most people Huck doesnt try to make his point. When Huck has a certain outlook on things he keep his view. He will not change it for anyone. For instance in Chapter Three when Miss Watson tells Huck that if he prayed he would get everything he wished for. Huck just shook his head yes and walked away telling Tom that it doesnt work because he has tried it before with fishing line and fishing hooks. this tell us that Huck is an independent person who doesnt need to rely on other people. This is a book of social criticism. Twain has his ways of criticizing people of their actions and the things they do. Twain does a good job expressing the characters social behaivors. Instead of upfront making fun of Hulks actions he hints towards them or tries to glorify them when he does something that is socially wrong or unintelligent. Huck stages his death. This is not a real bright thing to do even though Huck's father is real mean and is a threat to his life and Huck's life. Huck wants to get away from him so bad that the first thing that comes into his mind is to stage his death so Pap will think he's dead and won't be looking for him ever again. Twain feels that by making Huck do this Twain is poking fun a Huck's intelligence. Not his nature intelligence but his book intelligence. In other words Twain is making fun of Huck. Twain also portrays Huck and Jim as stupid when Huck dresses up like a girl. Everyone knows Huck will not pass as a girl Jim is very much like a father to Huck. He looks out for Huck and he is respected and looked upon by Huck. This is also more significant because Huckleberry Finn never had a father and he never really had a role model. Jim serves this purpose perfectly. On one occasion Huck and Jim were exploring an old house that had floated down stream. While they were looking in it Jim discovered a dead body.

Customer Profile Essay

Customer Profile 1. What is the approximate age range for people in this demographic group? -Someone born in Generation X ranges from 37-47 years old. 2. What are typical characteristics of people in this age group? -Gen X is often characterized by high levels of skepticism, â€Å"what’s in it for me† attitudes and a reputation for some of the worst music to ever gain popularity. 3. What are the interests of this age group? -Those born in Generation X are very family-oriented people that strive to not make their families like that of their parents but are also the first real charity driven generation. 4. What is this group’s source of income? -The group’s source of income derives mostly from permanent full-time jobs. 5. What might be their greatest social and economic concerns? -People of this generation are the first to really question the rules of society. 6. What issues regarding products might be important to them? -People of Generation X generally go for cost-efficient solutions when searching for products. 7. Where would they do the majority of their shopping? -People of Generation shop at places such as Nike, Walmart, Target, Victoria’s Secret, Costco, and Men’s Warehouse. 8. What types of products are targeted specifically at this age group? -Vitamins, clothing, baby supplies, office supplies, and groceries are all targeted for people of this generation. 9. How does your selected product fit this customer profile? -My product is useful for people of Generation X because Spotify allows users to access millions of songs from any genre or time period. This is useful because Generation X spent the prime of their life in the 1980’2 and 1990’s where music was at its biggest. 10. Also plan where your ad will be placed-indicate a specific magazine in which your ad will be seen? -Our ads will be placed on family television stations as well as over the radio and in print format through various music and electronics stores. Our product will need to be shown in Rolling Stone Magazine due to its vast following nation-wide.

Athena Essay examples - 1104 Words

Athena With a battle cry that resounded through the kingdom of heaven and earth she sprang from the head of Zeus. She is one of the most powerful forces on Mount Olympus, representing war and the immortal spirit of wisdom. Athena embodies the matriarchal goddess, a complex figure of internal strength and reflection. She is a powerful source of interpretation for the idea of the goddess as a balance between nature and humanity. In one aspect she embodies the civic patron of Athens, with her benevolence and strategic defenses. However her mythological nature as the mother goddess and eternal being connects her with four thousand years of sacred expression through intuition, creation and instinct. Athena represents the unity of these†¦show more content†¦In birth she is a symbol of the threatening force of dominance and aggression. An oracle of Gaea, the goddess of the earth, knew of Athenas power and potential. She warned Zeus of a third generation child who would overthrow him and i nherit his kingdom. Metis was a clever goddess and took on the disguise of various creatures such as hawks, fish, and serpents to avoid Zeus. However Zeus could change into many forms as well and he devised a plan to trick the pregnant Metis and swallow her. When Promethius split Zeuss head open, it was the beginning of Athena and eternal wisdom. Metis was the greek goddess of wisdom and the first wife of Zeus. Athena inherited the qualities of Metis and due to her manner of birth became the symbol of intellect and insight. The ability to reflect that Athena posesses is known as Metis becuase of her mother and gives her practical wisdom and craftiness. Her reflective nature gives her insight and knowledge to offer those she guides. The image of Athena mourning, a marble bas-relief from the high classical Greek period of 480-450 BC, shows her reflective quality. 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Management Issues with Communication

Management Issues with Communication Management Issues with Communication There are many issues that any manager and especially a manager involved in a large company has to contend with. Many of these problems arise from different factors which determine how well the company will run. Some of these factors include the effects of the size of the company on the structure which is maintained or is to be maintained by the manager. The type of information system to be used by the company is also almost always a problem considering the huge debate around which method best enables the company to run smoothly. Technology is one major hurdle that the management has to deal with, considering it changes overnight, and yet its need to be used in the management structures cannot be overlooked. There is also the setback brought about by the changes that are occurring in the company or rather the organizational change which might be undertaken might prove to be a problem for the management. This is because an organization is a complex structure which requires that the change is carried out in a particular manner such that the company in question is not negatively affected and the transition is not that bad. These are some of the problems that many managers have to contend with in their profession with many looking for clear ways of solving these issues without a glitch. The aim of this paper will be to address these issues in a step by step mode which will allow us to understand how many of these queries can be dealt with efficiently. We are going to do this by looking at each problem on its own and understanding how the problem comes about and what methods would best suite any manager in solving them. We are also going to look at some examples of how a few companies have dealt with some of these problems such as the problem of internal business communication. Part 1: John Caudwell Case In this case, John Caudwell is the founder of Phones 4 U. He is requested by his retail managers to end the use of internal emails in the company, and after consultations with the staff, he decides to secede the use of internal emails. This is just one case of a company which has decided to end the use of this mode of communication between staff members. The question which comes to mind is why one would want to end this mode of communication, considering it seems to be quite effective in its use. The use of internal emails has several advantages, which is why they are employed in many companies. Such advantages include the fact that information in the company becomes real time and the excuse that one did not read the memo becomes obsolete. The use of instant messaging allows workers to communicate at a much faster rate than without it, since it cuts out the need to send someone physically to others to give a particular message. The use of these messages is also less bothersome to the workers than using these physical methods or even using the telephone, not to mention that at the end of the day, it becomes much cheaper for both the company and the person. Real time emails are less tiresome in comparison with these factors as well, since it cuts the need to move from the work station for anything, which would be an advantage with the increasing of efficiency and the amount of work being covered by a single person. However, the email has also brought with it some controversy within companies where the members send each other emails which latter on prove to be detrimental to their careers. There is also the inception of much easier tools to be used. Some of the companies that have taken down the use of internal emails point to the fact that many of the people in their offices were not using these email method anymore, and were in fact using tools such as instant messaging tools and internet social networks for this purpose. This makes the need for the system in the offices obsolete. There are others who claim that these internal emails may not be serving the main purpose they were meant to. The main reason most companies implemented the use of these emails was to increase productivity through ensuring efficiency which comes with increased communication. This may not be the case as some members use the emails for other factors apart from the ones that they are meant for. This ends up even reducin g the efficiency the internal emails were meant for in the first place. There are several companies which have shocked the business world by banning the use of internal emails at their workplace permanently. One of the most publicized examples is the information technology services company, Atos. The company made good its threat to ban the use of internal emails earlier on in the year by making good this threat and implementing it. This not only brought forward the debate of whether this mode of communication in the office was still relevant or if it had been surpassed by time. Some people were of the thought that this move would be a very bad idea, with some even describing it as stupid. This is due to the challenge that comes with ensuring it is fully implemented. Many have heralded the move by the company boss, Mr. Thierry Breton, as being a game changer, either in the company’s future, or in the future of the email use. Success for this would mean that the use of emails not only in the office would be reduced, but also in the day to day lives of many. Failure on the other hand would mean that the company, which gives technological advice to other companies by the way, cannot live up to its word in the same industry it is expected to give advice on. Its implementation will not be a simple feat considering the company is stretched out to over 42 countries and is involved with high profile companies such as Fiat, Philips and Reuters. Mr. Breton notes several reasons for carrying out this change in the company. First of all, he thinks the implementation of this process will increase the quality of work conditions at the company. The strategy follows the thoughts that most of the people working at the company are younger generation workers who do not require the use of emails. Most of these people conduct the same tasks expected of the emails via instant messaging and social networks. With their use of these different tools, on joining the company, they have to adapt to the use of the new system, which most of them have not worked with before. Mr. Breton also notes that most of his workers were spending a lot of time on these internal emails with very little time on management issues. On conducting a research at their work station on the number of emails the employees were receiving per day, they found out that the average was about 100 emails in a day. On a weekly basis, most of the workers would spend about 15 to 20 hours reading and replying their mails. Another company that has been trying to rid its offices from the use of internal emails is the Notebooks and GottaBeMobile. The company’s story is not very different from the Atos story, with the reasons given by the Atos Company also coming up within this company. The CEO also felt that the use of emails led to too much spam or aimless mails in ones email, factors which led to the increase in time wastage. Both these two companies offer a good example of the changing working environment which requires that the organization keeps in touch with the changing technology for office use. There are several tools that have come up which are considered a good source of fresh technology for companies which intend to shift from the use of internal emails. Communication in the office is of utter most importance and coming up with a different types of communicating means that the new tool has to be more efficient than the internal emails. There are of course the network brands such as Yammer which offer a social network for an organization, allowing for one to send messages to a particular person, a group of people or even the entire team. Tools such as Google Docs allow the effective working of different parties at different locations on the same document, which basically allows the company workers to work on much bigger projects in comparison to tools such as Yammer. For talking purposes, there is the use of tools such as Google Talk, a tool which allows the company workers to talk either one on one or in a group chat. The inception of such tools into the work place makes matters much easier while eliminating all the unnecessary stuff such as spam. A lot of time is saved since most of these tools are only used when there is need to do so, unlike in emailing where people spend more time emailing to each other. Part 2: Management Structures Verses Company Size and Technology The management of an organization is very important because it enables the distribution of tasks to members’ within the organization which enables them to operate. Every company has its own goals and expectations, and there is a person tasked with enabling them to get to their goals done. Management structures are the systems which are set up by the company to enable the distribution of responsibility to the various members of the organization. Every organization requires a structure, though this is variable with some features which are not constant. Structures are highly dependable on factors such as size of the company, the goals of the organization as well as some of the tools which they use to carry out various processes in their company. Size of the company highly matters when it comes to deciding the kind of structure the company is going to incorporate. The size of the company is probably the biggest determinant of this, and it being so, ahs to be keenly observed to ensure that size does not meddle with the company’s goals. A small organization or business does not need to have a complicated structure. This is in accordance with the requirements that are brought about by the structure itself. Management structures are important for the duties to be relegated to each particular individual in the company. This means that if the company is small, there is no need for much relegation, with the responsibilities being shared out easily. In such cases, the responsibilities do not necessarily have to be given out as with the experience and expertise, but look at different aspects such as the availability of each person and likes. Small businesses do not require a formal management system and this being so, it may me an that the organization does not have very strict rules and guidelines to be followed. As a matter of fact, the rules which exist in these organizations are usually meant to enable the decision making process for the workers in the organization. These systems are usually referenced with organic systems. In smaller organizations, technology is not a problem. In much larger organizations, things are not as easy and straightforward as in the smaller ones. Larger organizations are much more complicated and their structures are much more different, needing more work to be put in place. Here, technology also becomes a much more complicated issue as well since it plays a major role in how the company is going to run. There is greater need to think clearly of the structure that one wants to implement in this bigger companies due to the complexity of the numbers (Drinan, pg 73). The main reason for bigger companies being tricky in how they are influenced by size is the factor that in a big organization, there is much more to be done. The structure is meant to increase efficiency through ensuring that work at the company is distributed to the right people, there is the need to be very selective with the staff. Bigger companies are complex in a few features in the structure. First of all, there is the difference in the ownership of such big companies. This difference in ownership usually provides the difference in the hierarchy of power, where the decision making process is dependent on several factors. In privately owned companies, the shareholders have the say on matters which concern the company. The top of the company is therefore chaired by these people, who are also the people responsible for controlling the top management. For a government-owned company, it is much different in management structure at the helm, with government officials holding the powe r of choosing whoever runs the company. The bigger companies also have more work to be relegated, plus every other aspect of the company is bigger. These companies have bigger revenues and income, more workers, a lot more need for bigger production, and they are more in place to expand. The size of the company thus plays the role where all these features determine a more complex management structure. There is the need to fill these positions with people and knowhow, which means that the process of coming up with workers in itself requires people to carry out (Human Resource Department). Formality is keen in these organizations where one is expected to strictly adhere to the rules and regulations of the workplace while ensuring that the power hierarchy is followed when dealing with any matter. There is a lot of specialization in such organization, which means that everyone is tasked with a particular task for which they were employed. With the hierarchy of power being very strict, information moves from up the ladder towards the subordinate staff, with the superiors holding power to ensure responsibility as well as control in the work place. The structure of the organization is greatly dependent not only on the size, but the technology which is used. There is a clear association between the two, with the line not being as clear as to which influences the other more between size and technology of the company. As seen earlier, size of the company means that the technology that is used has to be capable of incorporating the required prowess such that it becomes reliable to all the members. Thus we can agree that size of the company is used as a main determinant when an organization is looking for technological systems used in the company. When talking about technology though, there is a complication which arises with the identification of exactly what the effect of the technology has with regard to the structure considering this technology differs from the purpose it is being used for. Technology which is being used for the manufacturing process differs from technology which would be used in measures such as communication. For technology in communication, then it means that the technology does not have much effect on the structure, but has more to do with the number of workers in the organization and needs for the company. Otherwise, technology is identified as a major change in the systems which are being employed in the company. Technology usually changes with time, and this change brings about a change in the management structure of the organization. For any advances which are made, there has to occur a change in the structure which culminates in increased efficiency and reduced costs for the company (Drinan, pg 81). The inception of new technology into a company brings about an end to many positions in the company, and thus the structure of power has to change. Size and technology go hand in hand in deciding the kind of structure that is employed to manage an organization. In management of any organization, there have to be controlled procedures which enable the identification of the power hierarchy. A company has to be able to control its workforce for it to run efficiently and meet its goals and the needs of the customers. The positive effects of a good control system enable the company to delegate managerial issues with the workforce. The carrying out of this is done through certain steps which enable any manager to get a clear picture of what’s going on throughout the organization. First of all, it enables the establishing the standards, which is a basis for the establishment of representing performance. Standards are used for referencing of the actual performance. It is always advisable for any manager to have set standards which allow them to create a mental picture of the goals they intend to get in their workforce. Part 3: Organizational Change Organizational change occurs with the transition of a company from a current state and into a state which they require to be. For change to become effective the management has to come up with ways to ensure that the process receives little or no resistance from the workers as well as the keeping of costs as minimal as possible. All this is done while ensuring that the effects expected from the change that are being carried out are at maximum. In today’s world, there has come the need for most companies to keep changing which is due to the changing phases of the markets, and if these companies intend to keep themselves in the competition, they have to change as well. Thus, the challenges of running a company have increased threefold in the new century and call for the manager to be very careful. With the coming in of globalization and change in technologies, companies now have to be much faster in their response to change. Change in a company may refer to exercises which are mu ch smaller such as the changing of the company’s software program, or a big change such as the changing of the company’s marketing strategy (Drinan, pg 117). There are various reasons why a company undertakes changes. For us to go into the details of problems which are faced in the changing of a company there is the need to first look at some change precipitators and schematics. First, let’s look at the reasons why a company may change. As one writer puts it, companies change because the environment they are in changes. The changing environments under which companies conduct business are the main reason as to why they change. Companies also change so as to incorporate new plans into their organization. This may not necessarily have to be a new feature which has come up in the industry, but rather something that the management feels is needed for the company to get to a particular point in revenues. Mainly, in the management of a company, a manager must be at a position to see new opportunities which are available for the company to expand, such as the case of Coca Cola Company entering the mineral water business. This was not a new product in the industry, but for the company, it was something they were yet to undertake, and the incorporation of such a move required them to refit and rethink their company strategies. This is usually the main reason for changes that are witnessed in the production industry, with many managers looking to grow the companies they run. There is the other reason for change which is the opposite of change which is the change precipitated by some problem faced by the organization. Problems may arise which force the managers and the major players to change their systems so as to adapt and be at a position to survive their problems. In most cases, the problem is to be found in the finances of the company where they are facing low returns or even going through losses. In many of these situations, the workers are the most afflicted by such changes, with such problems seeing many workers being laid off so that the company can reduce its expenditure and costs (Drinan, pg 125). Though this type of change is not very common, its effects are adverse and usually indicate that there is a new feature in the market which has led to this change, including recession. It is highly noted that most of the attempts by managers to change their systems meet a failure. There may be any reasons for this, with the managers in such positions being blamed. There are four areas in a company which are identified as a must deal, including; technology, strategy, structure and finally workforce. Though the change is carried out in a particular area of any of these, they are interlinked in that change in one must bring change in the other. If there are problems to be witnessed in the change by the mangers, these are the four areas which should be carefully observed by the managers. There are several areas which bring about problems in the change process, which include lack of enough information. Information into the matter being changed is very important in that it sheds light on what the team can expect in carrying out the change. Lack of information into the matter may be detrimental to the process since it means that the management team is going into the change process without any clear picture which would enable them to make estimates and create timetables. Time is very important in the change of the organization since it coincides with costs. The next step that might be expected in the making of changes in a company is the manager and his/her team not making decision upfront. This means that the manager and the team are not yet sure of what they are supposed to do, which forces them to go back to research every time a decision needs to be made on matters concerning the organizational change. The result of being so confused is that chances for mistakes increase with each query that arises as well as the factor that time is wasted with the manager needing time before coming up with a conclusive answer to the query. In changes which require the training of many people, problems usually arise with mass training of the workers. This is a bad strategy which may lead to the creation of knowledge gaps in the workforce. In big industries, each worker needs to be trained such that they are capable of handling their responsibilities effectively. This requires each worker to be very specialized, and thus, mass training of the workers may lead to the change process backfiring on the manager and the team responsible for this. Mass training is mainly used either to save the time taken for the change, or to directly save costs which will be incurred in the process. The promlem os liability commonly arises in the process of trying to make changes in a company. This refers to a case where there is one person who is deemed more knowledgeable and informed in the area and thus all the information is received from this person. Here, the person becomes a form of hero, and no one, not even the manager in some cases, dares to go against their word. In the changing process, there can be no clear cutway of doing things, mainly due to the fact that what worked in some other places does not necessarily have to work in the case scenario it is being retried (Drinan, pg 138). The belief that one is expert enough to provide all the information may lead to the eventual death of the company due to the fault lines which may occur with a difference from what they did before. A mistake that is common to managers and their teams in enacting change is not measuring the success they are having in the act of making the change. In many organizational changes, the results are measured at the end of the change so as to decide how successful it has been. This is very common and most of the available examples of companies which have enacted change in their organizations, even the successful ones, indicate that they measure their results at the end of the process. There is also the problem where companies have to use other companies’ strategies in trying to make their own change. Many companies try and copy the step by step process of another company that succeeded. Just like in the hero scenario, this is trying to bring problems which the company has not created but rather which were faced by other companies. It is not possible for a company to effectively follow what another company has done since both the times and the manpower in use are totally different, and the problems are bound to have evolved into another form. These are some of the major problems which companies face when trying to come up with organizational change in their companies. There are however some measures that the manager can take to ensure that they are successful. Though as we have said earlier, it is not possible to come up with a concrete plan for changing an organization because of the fluctuation of market changes that take place every day, there are some constant steps which may enable the manager and the team responsible for the change to ensure they have a smooth change process. One of these steps is to ensure they get all the right information on what is expected in the change process. Information may determine how successful the process becomes, and thus the team has to ensure they carry out all the research necessary, which is through the collection of data from previous companies which have carried out the same change versus the current market conditions. It is important the organization does not follow the exact procedure used by any other person or company, and instead sits down and creates own plan for the change process. This enables them to place the current data in the market into use and avoid over or underestimation of anything. Each process needs to be taken at a time. With time being of uttermost importance to the company, it is important that it is observed. Time will ensure that they stick to their plan, or timetable, which will save them costs, as well as keep their plans on track. Disobeying the rule on time brings about many negative effects for the process, and might lead to the eventual demise of the organizational change process. Works Cited Drinan, Tony. Issues in Management: Vce Business Management Units 3 and 4. Fitzroy, Vic: Warringal Publications, 2000. Print.