Socrates, the father of western philosophy who discussed the Essay

Socrates, the father of western philosophy who discussed the importance of thinking philosophically in his work the Apology - Essay Example For Socrates, a â€Å"good life† is a â€Å"truthful life† achieved through learning and discussion of one’s own experiences in life. From him, the didactic way of learning sprang, where wisdom is ultimately achieved through conversation and questions, such the one posited above. By examination, we appeal to the intellect and learn what is true. Now to an extent, this may lead to a good life because in knowing our end, we can accept it as proper to man and we can deem it as possible to achieve. However, Socrates was only half correct in supposing that an examination of life is what makes worth living- â€Å"living† and experiencing the truthful life is what makes it worth living. At least for me, what is the point of having an idea without actually â€Å"realizing† it, without acting this ideal life out? Because the truth is, life is not just ideas but our goals is something concrete and material- especially if you will it. The disparity between â€Å"what is† and â€Å"what ought† has long caused debate because ideas may be easy to assume but hard to put in practice. This is where my personally philosophy of walking one’s talk comes in: I assume that everyone wants a happy life, but how many people work hard to achieve that life perhaps by being truthful in one’s thoughts and

Description of a Response Journal Essay Example for Free

Description of a Response Journal Essay Journals provide learners with an opportunity to record their personal thoughts, emotions, ideas, questions, reflections, connections, and new learning on what they hear, view, read, write, discuss and think. â€Å"What we as educators want is that their writing enable students to personalize a story and gain insights about the character, to help them reflect, and to help them see the world in a different way.† (Brownlie, 2005) â€Å"Our reflections are the making of deeper meaning and richer understandings. Our reflections are our dreams, our ideas, our questions, our initiatives, our visions – our journeys of lifelong learning and teaching. † (Schwartz Bone, 1995) Why are Response Journals an effective reading strategy? Response journals allow the students to â€Å"remember to hold on to their thinking† about what they are reading. (Zimmermann, 1997) Response journals are easily implemented at all levels. They can be used to target specific outcomes of the Provincial ELA Curriculum. Response journals can be used with any genre of literature (poetry, short stories, media text, novel studies) and in different content areas that use expository text. When should Response Journals be introduced? Response journals should be introduced as soon as possible using scaffolding such as sentence frames or prompts to start. The goal should be to have students enter the middle years feeling comfortable with recording their responses to reading with little or no scaffolding. How can I ensure student success? Choose poetry, stories or books with enough depth to elicit responses. Students should have the opportunity to discuss the reading before ever being asked to write a response. Use of the â€Å"Say Something† strategy (Brownlie, 2005) creates an atmosphere of acceptance and trust. Modeling, scaffolding, building criteria with students and practice with feedback are the most important tools for improving the quality of responses. Scaffolding is the use of a variety of starters, frames and graphic organizers to allow students to develop thoughtful responses. If needed, open ended prompts may be used for some students. (See Appendix) Modeling is critical to the success of student journal writing. Teachers need to model their thinking about a selected piece of text and how that thinking can be used to form a written response. This needs to be done regularly throughout the year with a variety of texts and responses. Students require frequent practice in the various forms of journal writing. The teacher must provide feedback based on criteria that has been developed with the students. This practice with feedback allows students to monitor their growth and set goals for future journal responses. What are the different formats for Response Journals? (See Appendix for examples) 1. Double Entry Journal This is the most common response journal. The page is divided in half lengthwise. One side refers to a specific piece of text in the form of a quote or a summary. The specific text may target a literary strategy, technique or element of the author’s craft. It may also elicit a personal response such as a connection, feeling or opinion. The other side targets the students’ thoughts regarding the selected piece of text. 2. Diary Entry In this style, the student writes from the point of view of one of the characters. It should include what the character might be thinking or feeling. 3. Illustration Students draw or illustrate a specific scene using thought bubbles or captions to show the character’s thoughts and feelings or demonstrate the scene’s importance. (Brownlie, 2005) 4. Interview The student makes up questions they would ask one of the main characters. The questions are answered in the characters â€Å"voice†. 5. Letter There are many options in this response. Students may write a letter to a character, to the author, to the teacher, to a friend, to another student. In the letter they are asking questions or sharing ideas about what they have read. At times, certain letter types could be responded to in the same fashion as a Dialogue Journal. 6. Dialogue Journal Students reading the same novel work in pairs. They write a reflection to their partner in response to the novel. The following day, they exchange journals and write back to their partner. (Brownlie, 2005) 7.Graphic Organizers Graphic organizers such as KWL Charts, Mind Maps, Venn Diagrams, Timelines, Bar Line Graphs are used to assist students in constructing meaning from text. 8.Coding the Text There are a variety of coding techniques including the use of stickies or highlighting to target specific elements of text such as vocabulary, figurative language, and confusing parts of text, questions and memorable quotes. If specific letter/symbol codes are being used, they should be developed in collaboration with your students and clearly posted in your room. How do I assess my students’ journal responses? Teachers assess for content not conventions. Students must be part of the criteria setting process. This will enable students to set clear and realistic goals. Teachers may choose to examine journal entries as evidence of student writing at the draft stage. However, this does not mean that students cannot choose one of their responses to take through the writing process and publish at a later date. How do I build and use criteria with my students? Criteria are the standards by which something can be judged or valued. When we determine these criteria, we are deciding what counts. Teachers set criteria with their students. When students are involved in developing criteria, they are much more likely to understand what is expected of them, â€Å"buy in†, and then accomplish the task successfully. A four step process for setting criteria with students encourages student participation, understanding and ownership. The first three steps should be carried out before or as students are beginning their project or assignment. †¢Brainstorm †¢Sort and Categorize †¢Make and Post a T-Chart †¢Add, Reuse, Refine For further information on setting criteria, refer to Setting and Using Criteria. Copyright 1997. Kathleen Gregory, Caren Cameron, Anne Davies, Connections Publishing. How do I tie the Reading Continuum descriptors to my students’ journal responses? At every level of the continuum, there are descriptors that can be assessed by some type of journal response. For example, at the Expanding Level students should be able to â€Å"express opinions with evidence from the text†. In the journal response, the teacher should be looking for opinions supported with evidence from the text. The teacher should see evidence of this at least three times before noting this skill on the reading continuum.

Strategy of long term goals and objectives

Strategy of long term goals and objectives Strategy is the determination of the primary long term goals and objectives of the organization. It is the adoption of courses of action and the allocation of resources for carrying out these goals (Chandler, 1962). Strategic planning is very important factor for an organization. It is the process of determining a companys long term goals and then detecting the best approach for fulfill those goals. 1.1: Bangladesh Steel Re-Rolling Mills Ltd Bangladesh Steel Re-Rolling Mills Ltd. (BSRM) a unit of well known H. AKBERALI Group of Industries, having 50 years experience exclusively in steel production, is fully automatic steel re-rolling mill in the Bangladesh. The mill was imported from U.K. and commissioned at the sea port of Chittagong. The initiator of the group was late Mr. Akberali A. Africawala and is now managed by his sons nephews. Bangladesh Re-rolling Steel Mills Limited (BSRM) was established in 1960 and started to produce commercially in 1961. The head office is situated at Sadarghat, and it has factory at Bayazid Bostami road, Chittagong. Company slogan is Be Safe. The production capacity is 20 metric ton per hour. The utilization rate is near about 75%. Machineries have been imported from England. BSRM is going to set up a different steel factory at Fouzdarhat in Chittagong to meet the increasing demand. The brand name of their products is BSRM. It is an ISO certified manufacturing concern. It usually follows cost base pricing. They do not discriminate the prices of their products. Their annual promotional budget is Tk 15000000. The prices range between Tk 37500 to TK 39500. The margin per MT is Tk 2300. The revenue is Tk 11000000 per year. During the winter season, the demand for their products goes up. 1.2: Mission of BSRM The Mission of the Company is to make life of the people secured and safe by providing quality products at a cheaper price and to be a partner in the nation building activities. 1.3: Vision of BSRM *Support the society through Corporate Social Responsibility initiatives *Maintaining leadership position in the steel industry by producing the best quality steel products, continuously enhancing customer satisfaction and becoming a reliable business partner of their customer and suppliers. *Be an employer of choice, on focus on nursery and talent and developing future leaders of the organization. *Protect the interest of their shareholders throw sustainable growth and value correction. *Preserve the trust of all of their stakeholders by adopting ethical business practices. 1.4: Core Organization Values Sustainable Growth: Steady improvement in the quality of products and services, efficiency of processes and profitability of business. Quality: Creating products and services valued by our customers; consistently improving through innovation and adopting best practices. Reliability: Be the preferred business associate of our customers and suppliers by offering quality products. Leadership: Be a role model, setting benchmarks through our products, processes and people. Customer Satisfaction: Delight our external and internal customers at every stage of our interaction with them by really understanding their needs, offering them our most excellent products and services. 1.5: Goals and Objectives Support the society through Corporate Social Responsibility initiatives. 1.6: Stakeholders Share holders and Share Percentage Sponsor/Director 65.52%, Institute 11.7%, Public 22.78% Suppliers Meghna Engineering Works Limited, Nasirabad I/A, Chittagong., DuferCo Asia PTE Limited, Singapore, Nortrade International Pte Limited- Australia, Maithan International, Mumbai, India, BGH Exim Limited Kolkata, India. Competitors Rahim Steel Mills Limited, Kabir Steel Re-Rolling Mills Limited, Seema Steel Re-Rolling Mills Limited, Bashundara Steels. Board of Directors Mr. Alihussain Akberali, Mr. Zohair Taherali, Mr. Aameir Alihussain, Mrs. Tehseen Zohair Taherali, Mrs. Sabeen Aameir, Mr. Qazi Sarwar-E-Alam. Bankers Agrani Bank Ltd, NCC Bank Ltd, The City Bank Ltd, AB Bank Ltd, Dhaka Bank Ltd, Prime Bank Ltd, The Trust Bank Ltd, Bank Alfalah Ltd, Eastern Bank Ltd, Pubali Bank Ltd , IFIC Bank Ltd, Uttara Bank Ltd, BRAC Bank Ltd, Mercantile Bank Ltd, Standard Bank Ltd. 1.7: Organogram of BSRM Figure 1.1: The present existing organizational structure of BSRM Chapter 2 Assignment: Part 2 Q.1. (i) An analysis of the internal and external environment affecting the company above.- Internal Analysis By using the Internal analysis we can find the organizations strength, ability, productivity and many others factors. Here Lewis 6 factors have used for the analysis of the internal environment of BSRM. It is as follows: Management Capabilities BSRMs top management members have high educational and professional qualifications such as MBA, CA, MS. In Bangladesh BSRM management is the most experience and capable management in the steel industry sector. Marketing BSRM has well established brand name and brand value in Bangladeshi market. They have strong media and communication division which uses effective and strong advertising techniques to reach to the people. Delivery and distribution is one of the most important factors to win and retain customer confidence. For smooth and prompt delivery BSRM has already engaged several hundred dealers all over the country. It has sales and delivery depots in Dhaka, Sylhet, Bogra, Khulna, Moulvibazar and Comilla. Product and Services BSRM provides best quality products like Deformed Bar Xtreme 500W Yield Strength 72,500 psi (min), Grade-75 Wires, Angles, Channels, Spring Steel Flats, Low Carbon Wire Rods, etc. Company also provides good services for his customers such as free product delivery service. Information Technology (IT) In recognition of the recent rapid growth of the company, the present IT facilities are in the process of modification to meet the requirements of all the operating units and functional departments of the company. To ensure prompt and accurate information and data management, BSRM has decided to reconstitute total IT structure of the group. The development of this modification has already started. BSRM introducing integrated software encompassing sales and marketing, production, accounts, stores etc to enhance the effectiveness of the company businesses. Finance In Dhaka stock exchange, BSRM is one of the strong capitalised companies. Its annual turnover is BDT 15,843,586,337. BSRMs Authorized Capital in BDT (Crore) is 200.00 and Paid up Capital in BDT (Crore) is 145.00. BSRM always maintain good financial and audit record. Human Resources BSRM has experience and professional workforce. Company provides excellent training and motivation program for the employees for better productivity and performance. In 2009 a few plans were put into place that will significantly revamp the companys Human Resource Management (HRM) capability. BSRM has appointed Price water house Coopers (PwC) one of the largest and reputed management consultancy firms in the world with the aim of strengthening human resource management. External Analysis For analyzing the external environment of an organization PESTEL and Porters 5 forces analyze are used. Porters five forces include the supplier bargaining power, buyers bargaining power, threat of entry, threat of substitute and competitive rivalry (Robert, 2008). The Porters Five Forces model is a straightforward tool that supports strategic view where power lies in a trade condition. Threats of New Entrants Capital Requirement: Steel business is an investment precise business sector. Already BSRM has invested large amount of capital in steel sector. Government Policy: BSRM is an old company and its Corporate Social accountability already enjoys a reputable position in front of the Bangladesh Government. Differentiation of product: Steel has very small barriers in terms of product differentiation as it does not fall into the magnificence or specialty goods and thus does not have any bulky price variation. However, BSRM still enjoy a premium for their products because of its quality and its brand value. BSRM has introduced brands like BSRM Xtreme 500W, BSRM Grade-75 Wires, BSRM Angles, BSRM Spring Steel Flats. Competition Analysis One commonly used concentration ratio is the four-firm concentration ratio, which consists of the market share, as a percentage, of the four largest firms in the industry. All the major domestic competitors like KSRM, Rahim Steel Ltd., PHP, Bashundhara have announced massive expansion plans recently. Bargaining Power of Suppliers Globally, the top three mining giants BHP Billiton, CVRD and Rio Tinto supply nearly two-thirds of the processed iron ore to steel mills and command very high bargaining power. In order to safeguard itself from the high bargaining power of the suppliers, BSRM has forayed much earlier into the strategy of Backward Integration. Threat of Substitutes: Plastics and composites create a threat to BSRM in one of its biggest market. Perhaps the main beautiful substitute of stainless is aluminium. Steel has already been replaced in some huge number applications: large diameter water pipes (RCC pipes), railway sleepers (RCC sleepers), small diameter pipes (PVC pipes), and domestic water tanks (PVC tanks). Bargaining Power of Buyers: Some of the major steel consumption fields like gas, oil and automobile, shipping, consumer power and durables generation have the advantage of high bargaining power and get smart deals. Q.1. (ii) Briefly state any major changes took place based on the affect of external environment. BSRM has launched new product named BSRM Xtreme 500W in 2008 due to the hard competition in steel sector in Bangladesh. Competition among the competitors is one of the important external environmental factors. In Bangladesh there are many big steel industries running their operation. All the major domestic competitors like KSRM, Rahim Steel Ltd., PHP, Bashundhara try to achieve the higher position in this field by produce new products. Nowadays construction activities are increasing more than any time ever. Bangladesh is not separate from this growth. For buildings, bridges, household instruments, etc. construction steel is essential product. The increasing demand of steel, produce hard competition among the existing steel industries in Bangladesh. BSRM always try to give new, safe quality products and services for their customers. By this way BSRM attract new customers and try to beat their competitors. At present everyone using high quality steel bar for the construction purposes. BSRM Xtream 500W bars make a tremendous change in Bangladeshi steel sector and make BSRM the leader in steel industry. Q.2. Review the existing business plan of the chosen company and review the competitive position and current business strategy. Current Business Strategy of BSRM BSRM has developed its strategy for the future growth of the company. By applying the market oriented strategy BSRM try to attract more customers. At present, BSRM has launched new products in the market named BSRM Xtreme 500W. The company already booked many construction material supply orders from the corporate customers. Price reduction strategy is another strategy they have already started to apply. The company has already appointed more than 100 dealers and agents all over the country to supply their products and services to their customers. By providing high quality products and customer services BSRM try to increase their sales and profits. This is the current business strategy of BSRM. Current Business Plan of BSRM For increase the production capacity by 33% from the present capacity of 375,000 tons/year to 500,000 tons/year BSRM has taken some actions. The next plan of BSRM is, they will spend about Tk. 650,000,000 for the expansion of the company. By retained earnings and partially by term loans from the banks, BSRM will finance their business target. For the un-interrupted raw material supply BSRM group has established a new company named BSRM Iron Steel Co Limited (BISCO). BSRM Steels Ltd. will acquire 95% stake in BISCO for strategic reasons and increase competitive position of our Company. Competitive Position of BSRM Various models and strategies can be used to review the competitive position of a company such as Boston Consulting Group Matrix, Industry Life Cycle and Strategy clock etc. I am going to analyse the competitive position of BSRM by using Boston Consulting Group Matrix (BCG) and Industry Life Cycle. Boston Consulting Group Matrix It is classified all companies strategic business unit according to the growth rate and market share (Kotler, 2008). High relative market share Low relative market share High market growth rate Stars Question marks Low market growth rate Cash cows Dogs Figure 2.1: BCG Matrix chart The above chart showing four different level of competitive position. Stars High market share high market growth. Question mark Low market share high market growth. Cash cows High market share low market growth. Dogs Low market share low market growth. According to this Boston Consulting Group Matrix analysis BSRM is in the position of star because it has about 50% market share in the steel industry. BSRM is number one steel industry in Bangladesh. BSRM earned net profit of Tk. 574.08 million in 2009. Gross Profit also increases Tk. 271,922,738 from the previous year. So it shows the high market share and high growth rate. Industry Life Cycle BSRM Figure 2.2: Industry life cycle chart The industry life cycle is an important indication of the growth of a company. The different stages of an industry life cycle are: introduction, growth, maturity, and decline. Sales normally start gradually at the introduction stage and then lift-off continuously throughout the growth period. After the maturity stage, sales then start a regular decline. Basically, profits usually running to rise during the life cycle. An industry start its journey or beginning from the introduction phase of the life cycle. Perhaps a fresh and unique product offering has been developed and patented, thus beginning a new industry. Significant amount of capital required in the growth stage of an industry like the introduction stage. The industry is experiencing more product standardization at this stage. When the industry begins its expansion into maturity stage the curve looks flat. This indicates slow growth of the industry. Some experts place another stage between growth and maturity, called expansion. Declines are almost expected in an industry. If product improvement has not kept speed with other competing products and if new innovations or technological changes have caused the industry to become obsolete, sales suffer and the life cycle experiences a decline. In this stage, sales are falling at very fast rate. According to the figure 2.2 of industry life cycle, the competitive position of BSRM is in maturity stage. BSRM has already passed its introduction and growth level. Now it has a brand name and value in Bangladeshi steel market. BSRM has very strong customer backup. Now in this mature stage, it has to introduce new strategy to increase its growth. Q.3. Identify and evaluation of alternative strategies that would consist of companys goals and objectives and select an appropriate future new strategy. According to the previous analysis of the existing position of BSRM I can suggest a possible alternative strategy under ANSOFF matrix. ANSOFF matrix is a popular method among the organizations business practices. ANSOFF matrix (Product market expansion grid) represents four potential options which are shown in the figure below. ANSOFF Matrix (Product-Market Expansion Grid) Figure 3.1: ANSOFF Matrix (Product-Market Expansion Grid) layout. Market penetration Market penetration is the name given to a growth strategy where the business focuses on selling existing products into existing markets. Market development Market development is the name given to a growth strategy where the business seeks to sell its existing products into new markets. Product development Product development is the name given to a growth strategy where a business aims to introduce new products into existing markets. This strategy may require the development of new competencies and requires the business to develop modified products which can appeal to existing markets. Diversification Diversification is the name given to the growth strategy where a business markets new products in new markets. This is an inherently more risk strategy because the business is moving into markets in which it has little or no experience. Here two alternative strategies I can mention. They are Market development and product development. Let us evaluate both strategies related to the BSRM. Market Development Suitability BSRM can increase their market coverage through the market development strategy. By applying market development BSRM can increase its sales growth rate. If they increase their sales obviously they can profit. There are some areas in Bangladesh which are in under development process. Many constructions activities are running all over the country. So, it can be a good chance for BSRM to increase their market growth. According to BSRMs vision and mission statement it has mentioned to provide high quality steel products to the customer and become market leader in steel industry sector. Market development can support BSRM to achieve their mission and vision. So this is a suitable strategy to BSRM. Acceptability BSRM is the leading steel industry in Bangladesh and they have brand name. People undoubtedly believe their products. BSRM always honestly work for their customers, shareholders. So, in capital market it has a positive reaction. Currently government spending large amount of money in the industry sector for the development of current economical condition. So, this is an acceptable strategy. Feasibility According to the cash flow statement BSRM has good financial ability in market. In the date of 31st March, 2008 BSRMs share money deposit was BDT 6,015,000 and Liability against import was BDT 169,597,618. It has the largest work force and experience management team. BSRM has good annual balance and cash flow statement. Their stock market shares are also strong valued. BSRM has financial capability to research on the market. So this strategy is also feasible. Product development Suitability Bangladesh Steel Re-Rolling Mills Ltd. currently produces steel related products and services. It has good market share as mentioned. BSRM can use product development strategy for their market growth. Peoples experience and perceptions are always changing. So customers prefer to experience new product. Generally they like new products with high value and low price. BSRM can produce new products and can improve their customer relation facilities. Also they can improve their current product by using new technological instruments and machines. It has already create and maintain a well known brand name so, that will help to marketing the new product. Also BSRM created brand and customer loyalty so this strategy is appropriate to BSRM. Acceptability Using the industry life cycle analysis it is clear that BSRM coming under the maturity stage. Therefore, product development is acceptable in this stage. It will help to achieve the profit growth. Through the product development it can ensure the profit and success. In the steel business field changes are important to progress in the market. For an example TESCO has introduced TESCO lemon drinks, TESCO sugar, etc. Introduce lemon drinks and sugar is product development strategy for the company. It is not a completely new product it is a modified product. By Using these types of strategy TESCO try to increase their market growth. So this strategy is also acceptable for BSRM. Feasibility Through the financial statement BSRM has established their financial resource. They have strong financial background and stability in the market. Optimum level of financial resources helps BSRM to support the product development strategy. As a steel industry BSRM has the financial, human, technology and physical resource. Favourable and good cash flow statement shown in the financial statement. Therefore this strategy is also feasible to Sri Lanka Telecom. According to the evaluation of the alternative strategy analysis I can recommend that product development strategy is the most suitable strategy than the market development. There are many opportunities for BSRM to enter into the new market. BSRM already has the brand name. So it is the chance for BSRM to implement the product development strategy. Q.4. Construct a new suitable structure for a strategy plan ensuring the participation of all stakeholders. New Organizational Structure Figure 4.1: Proposed New Organizational Structure of BSRM Under the every divisional CEO the structure will be same for GM to the bottom line. It is a common practice that when an organization changes their strategy it requires to change of the organizational structure. There are four major types of organizational structure used which are divisional structure, functional structure, matrix structure, strategic business unit structure. According to the new strategy of BSRM I have proposed a new organizational structure. The new structure is the divisional form of organizational structure. Product development is the new strategy I have recommended for BSRM. So, I have restructured the existing structure. I have added six divisional CEO for the company according to my new strategy product development. One CEO cannot control all of the part of Bangladesh so I have introduced the others. I have included another manager who is product research and development manager under the Sr. Manager Marketing Sales. In this structure product research and development manager is an important post. His job will be the product research and find out the market opportunity which BSRM can implement into their product development strategy. Q.5. Analyse how you would plan for the implementation of strategy in the perspective of following issue. Strategic Plan Strategic plan is a set of statements describing the purpose and ethical conduct for an organization together with the specific strategies designed to achieve the targets set for each of these. The strategic plan can be arranged by analysing the internal and external factors which have control over the company. There are some major points involved in strategic planning. They are as follows:- Defining corporate mission Setting corporate objectives and goals Designing the business portfolio Designing the key business unit strategy Functional plan. BSRM strategy plans accordingly the above steps. Corporate mission Become a market leader of Bangladesh in steel industry sector by providing a good and high quality products and services. Corporate objectives Maintain leadership position in the steel industry sector. Provide high quality products and services with affordable price. Achieving the target profit growth Increase the market share. Business portfolio BSRM produce steel related products such as: Deformed Bar Xtreme 500W, Grade-75 Wires, Angles, Channels, Spring Steel Flats, Low Carbon Wire Rods, etc. Business unit strategy To achieve its objectives product development is the BSRMs business unit strategy. Functional strategy To support the business strategy, BSRM has developed many promotional strategies. BSRM select the Chittagong and Dhaka division to increase its market area. Strategy can be reach through cost reduction, improved quality of product and services, through the development of customer preference and the raise of competitive leverage (Henry et al, 2003). Resource Requirements The resources are essential requirement to implement the strategy of the business. For the implementation of strategy there are four mail resources required. They are financial resources, physical resources, human resources and technological resources. Through the financial statement BSRM has established their financial resource. They have strong financial background and stability in the market. Technological resource is very much related to the steel industry sector. In 2008 a state-of-the-art DANIELI built rolling mill BSRM Steels for manufacture the highest grade bar available in Bangladesh. So BSRM adopt new technology to deliver good and quality products to his customer. BSRM has appointed PricewaterhouseCoopers (PwC) one of the largest and reputed management consultancy firms in the world with the aim of strengthening human resource management. BSRM has highly skilled labours and also has physical resources to implement the strategy. BSRM needs to acquire these resources effectively to support their objectives goals. Targets and timescales Timescale is one of the main facts for the implementation of strategy. If time target is fixed then the strategy control will be easy. BSRM always try to set a target timescales for the implementation of their strategy. By following the new strategy, BSRM has set a five years timescale to achieve their corporate objectives. The company has to do some research into the market condition and has to improve technical and distribution side. So it will take 5 years time period to achieve BSRMs new strategy.

A Singular Self-Identity Essay -- Multiple Personalities Essays

Self-identity is singular. The belief in this existence of one’s self, presupposes all our experiences of consciousness. We all hold that this identity is ours alone. I speak of my experiences as experienced by me. I would seem to be talking nonsense , if I referred to myself in the plural or spoke of how the multiplicity of ‘me’s’ experienced an event. Although most will submit to the existence of levels of consciousness, we categorize those people who exhibit distinct personalities as non-ordinary. All popular theories of self-identity set about the task of proving a singular self. I will attempt to analyze the currently held theories of self-identity, and consider cases where the singular self-identity of normal individuals is called into questi on. Psychologists seeking to clarify this discussion have researched phenomena concerning the nature of self-identity, and it’s relation with consciousness. Philosophers can attempt to investigate the fund amental assumptions underlying these studies, an d examine their ramifications upon our dogmas of self-identity. To formulate a concept of our idea of self we must consider the uniqueness of our experience, and account for memories of prior experiences. Self-identity is my ownership of a personal, distinct unity of consciousness that is consistent through time. Unity of consciousness is the personal, private, owned, and discrete continuing experience of the self. For example, I believe that I am. I believe that I am, neither in part nor in whole, someone other than whom I perceive that I am, and that this â€Å"I† was the same unity yesterday as today. I also infer that I will be (if I wake from sleep) tomorrow the continuation of the same self. This self that we assume, does not ex... .... Los Altos, CA.: Kaufman, 1983.. Laurence, Jean-Roch, Perry, Campbell & Kihlstron, John. â€Å"‘Hidden Observer’ Phenomena in Hypnosis: An Experimental Creation?† Journal of Personality and Social Psychology. 44.1 (1993): 163-169.. Sacks, Oliver. The Man Who Mistook His Wife for a Hat: and Other Clinical Tales. New York: Harper Perenial, 1985.. Spanos, Nicholas P. â€Å"The Hidden Observer as an Experimental Creation† Journal of Personality and Social Psychology. 44.1 (1983): 170-176.. Watkins, John G. & Watkins, Helen H. â€Å"†Hypnosis, Multiple Personality, and Ego States† Handbook of States of Consciousness. Eds. Benjamin B Wolman & Montague Ullman. New York: Van Nostrand, 1986.. Wilkes, Kathleen V. â€Å"Fugues, Hypnosis, and Multiple Personalities† Self & Identity: Contemporary Philosophical Issues. Eds. Kolak, Daniel & Martin, Raymond. New York: MacMillan, 1991..

Its Implications For Hrd Practitioners Education Essay

Learning has become an of import direction development focal point in recent times ; it has been an exciting subject for so many bookmans who have loosely and liberally shared their different positions and constructs in their different plants. The construct of larning and particularly larning within a complex environment has many concerns spellbound, as a consequence of the obvious advantages of acquisition and workplace acquisition, organisations has begun to alter the ways in which they view larning, David Boud and John Garrick ( 1999 ) David Boud and John Garrick ( 1999 ) , in their book understanding acquisition at work portions the position that concerns that ignore larning particularly workplace acquisition does so at their ain nowadays and future hazard, besides he goes farther to state that employees who have reached their acquisition extremum has really small or a nonexistent employment value, since uninterrupted acquisition is the life blood † which sustains an employee. A immense feature of the really complex universe of the workplace is uninterrupted larning, this can non be overemphasized, this underscores that persons apply lessons learnt, either officially or informally in their mundane activities: concern, personal and even religious. Learning in an overly complex environment such as the workplace embodies different types and category of persons with different degrees and types of basic cognition, who are nursing the demand to get more cognition, better on already perfected accomplishments while larning informally through their twenty-four hours to twenty-four hours interaction with their opposite numbers and facilitators, or officially through good structured graded learning plans. Vaughan ( 2008 ) asserted that every acquisition environment has its menaces and chances, therefore larning in the workplace can be more effectual when the civilization of a peculiar work environment is maintained by everyone involved, leting for a better handling of all issues that may originate as acquisition and work advancements during the class of an organisations day-to-day activities. Besides Vaughan added that in order for larning to be thorough within and outside the on the job environment rigorous consideration must be given to the employees, their learning ability, capacity to retain cognition acquired, their specific accomplishment countries, etc, these are of import because every workplace allows for some degree of hazard pickings, therefore larning demands and instruments for accomplishing them are every bit of import as the inventions that arise as a consequence of some degree of hazard taking. Learning is such a complex issue that most times it near impossible to determine how human resource development procedures can positively and efficaciously utilize the â€Å" workplace as an equal beginning of larning † ( Stern and Sommerland, 1999 ) . Many behaviourists define larning as that which happens spontaneously, no separate particular activity is required for larning to happen, harmonizing to zuboff ( 1988 ) , â€Å" Learning is the bosom of productive activity, acquisition is a new signifier of labor † . Futher more single behaviour towards larning and their trainers who impact the c ognition can non be overlooked, behaviorism underlines that larning returns through a procedure of cause and consequence. B.F Skinner ( 1973 ) explained this procedure in footings of ‘operant conditioning ‘ ; that is, the thought that humans learn by the effects of positive and negative support, a critical expression at the maps of the two theories as cardinal topics of the pick of larning processs in the workplace from a trainer ‘s point of position. I will reason in understanding with pick of the cognitive procedures for human resource development while placing its possible limitations.My place would be that organisations would prefer to bring forth logical workers who will be able to treat information, adapt to altering occupation specification and conform positively to unplanned state of affairss beyond the teaching method of the trainer and his prospectus as is the instance in formal acquisition where a written propecteus must be adhered to. In this sense, an organisations demand aligns with making persons that are far advanced above the ability to execute merely in response to supports of wagess. Employees who work by reacting to supports and penalties could in fact be restricting to an organisations ability to boom due to a deficiency of committedness above its responsorial ethos.Hence the positive usage of cognitive platform for preparation, and the incorporation of behavioral elements of wagess merely as a signifier of acknowledgment of achievements. Learning can be in two signifiers, informal known as â€Å" non-formal acquisition † ( Eraut,2000 ) , and formal acquisition, both come with their different advantages and disadvantages as respects larning in the workplace. Informal larning on one manus was defined by Eraut as an unplanned procedure that required no preset construction or design, despite that it being conducted to accomplish specific organisational ends ( Stamps 1998 ) . Informal larning happens spontaneously within the workplace, between co-workers who one manner or another spring and have cognition from each other day-to-day, rectifying on the topographic point mistakes as they arise and happening equal solutions to them for the same and merely intent of accomplishing set ends. Learning by the informal means allows persons the freedom needed to acquire to the full involved in the workings of their organisation, they are able to model and make a contributing acquisition environment that meets their of all time altering and turning demands for acquisition ( Jay Cross, 2011 ) . this thought of employee engagement in their organisations twenty-four hours to twenty-four hours running, underscores that informal acquisition is â€Å" incorporate with single and organisations day-to-day modus operandis † Matsick and Watkins, ( 1990 ) hence no particular jar or activity is required for this signifier of acquisition, therefore it has little or no â€Å" restrictions or formalized stereotypic attacks, informal acquisition is particularly characterized by cognition gained from tests and mistakes ( Jay Cross 2011 ) . Though the most prevailing type of larning recognized by many organisations today, informal signifier of acquisition is non without its restriction s some of which affect its acknowledgment and complete credence as a better signifier of larning within the workplace, hence it is the least supported signifier of acquisition ( IPD 2000 ) , theses restriction will be discussed subsequently on in this paper. Formal acquisition is stereotyped and stiff in every facet of its acquisition procedures, it is a complete antonym of informal acquisition, though less prevailing in organisations today to its formalized and cumbrous procedures, it nevertheless enjoys better support by many bookmans and organisations. Formal larning involves the usage of idea through plans, structured to necessitate appraisal and scaling as a agency of mensurating single public presentation. A major advantage of formal acquisition is that it allows for truth in the measuring of cognition gained, measuring can be taken to determine the consequence of a peculiar formal preparation plan, therefore leting for betterment where employees are found lacking, ( Eraut 2000 ) by restructuring and orienting the formal acquisition plans to run into fit aims. Many bookmans see this signifier of larning as a better than its opposite number despite that it attracts more cost than the former. Traditionally, workplace acquisition is seen as an informal procedure of larning. This understanding boundary lines on the historical impressions of the workingman learner which did non affect clear formal notations on how learning occurs, and in many instances was passed on by word of oral cavity and interaction instead than formal text edition engaged acquisition. Clearly because this signifier of larning involved persons and work types at the lower strata of social hierarchy they were frequently non officially recognized as a critical component of the industrial and production economy.Young and Guile, ( 1998 ) in their journal article, ‘Apprenticeship as a conceptual footing for a acquisition theory, proposes a new way of societal acquisition that is skewed towards the reconceptualization of learner acquisition as a foundation for developing the work force of tomorrow. In this capacity, the writers believe that the work force of tomorrow would hold to go womb-to-tomb scholar s and as such must be driven much more by larning through apprenticeship more than the behaviourist and single transmittal teaching methods of cognitive theoreticians. The article proposes a reconceptualization of apprenticeship tilting for the development of standards for automatic acquisition. The significance of apprenticeship has frequently been limited by perceptual experiences that it is an facet of socialisation in the workplace more than as a procedure of formal acquisition. Therefore it has been hard for bookmans to come to unity on how learning is formed within formal and informal procedures frequently alluded to as systems of workplace socialisation. The construct of apprenticeship propensity is frequently derided for deficiency of formal theory which can enable systematic and standardised transmittal of cognition. Apprenticeship is still viewed by many societal psychologists as bounded by antique workers of the signifiers of the craftsman and the instructor as ‘master. ‘ However, there are theoretical accounts of apprenticeship that embrace the formal and informal procedures of larning advanced in the workplace. While the procedure of apprenticeship is frequently therefore generalized as a signifier of experiential cognition accumulated over clip from the maestro craftsman to the scholar, in world many cases of apprenticeship involve extended transmittal of inexplicit cognition. Therefore it is of import that the grade of knowledge required in a great assortment of apprenticeship larning countries is considered in developing a acquisition theory that incorporates this position of workplace acquisition. The traditional construct of apprenticeship is hence limited by the inability to appreciate that its cognition is socially constructed, and involves making across different and alone countries of pattern. Additionally, the modern workplace requires scholars to continuously reappraisal and relate assorted scientific constructs within the learning procedure. Apprenticeship acquisition and formal instruction has much more commonalties in their acquisition patterns than has been revealed in traditional literature of larning theory. Apprenticeship merely like formal instruction has now been known to be active within a zone of proximal development that every bit creates new cognition. Indeed a figure of contradictions that limits the development of a larning theory of apprenticeship in the workplace have to be overcome. Of major significance are the bounds of continuity and supplanting in workplace patterns and organisational alterations that are linked to production for the development of formal apprenticeship based teaching method. The construct of workplace acquisition underscores the alone nature and relevancy of cognition acquired in the workplace. Normally, in the past most facets of workplace acquisition was considered informal and as such was left to the kineticss of organisational construction of a peculiar workplace, and industries. However, with the globalisation of industry and knowledge peculiar accent is being accorded cognition acquired in the workplace. This attending has provided a great assortment of literature on the formal elements of workplace larning for human resource direction. This is besides non unrelated to the competitory nature of planetary industry, and the inclination to make new cognition or repackage old 1s for the bludgeoning workplace cognition market. Lee et Al. ( 2004 ) notes that within the past few old ages a assortment of involvements has given lift the rush in understanding theories of workplace acquisition as evidenced in constructs such as ‘life long scholars †˜ and ‘the acquisition society. ‘In relation to this they cite Austere and Sommerlad ( 1999 ) who note that this phenomenon reflects new believing in the cognition industries about the changing nature of work in the globalized economic system. Therefore Lee et Al. ( 2004 ) aligns the demands of analyzing the impression of workplace larning to the kineticss and flexibleness of the modern acquisition environment, the coming of new engineerings, the famine of the fabrication sector, and the coming of working at place and work on the spell regimens. Fuller and Urwin ( 2005 ) note that ‘learning by engagement ‘ is one construct that has been advanced in the modern-day period to understand workplace acquisition. Harmonizing to Sawchuk ( 2009 ) , the most critical component of workplace acquisition are the effectivity of the formal/informal procedures adopted. Lee et Al ( 2004 ) considers larning as an on-going societal procedure where the person can non be separated from the context of the sort of work he performs. In the same manner there are different theoretical discrepancies and attacks used to understand the differences between informal and formal acquisition in the workplace. Of significance to Lee et Al is the significance of organisational construction and single battle in workplace acquisition. Bould and Garrick ( 1999 ) maintain that the main end of workplace acquisition is to better productiveness and efficiency by heightening the cognition base and accomplishments of the employee in relation to specific work demands. Additionally, Garavan ( 1997 ) noted that the conceptual focal point on workplace acquisition in the modern workplace and in academic research is related to the dynamism of international completion and demand for efficiency that has been chiefly enabled by globalisation. Within diverse Human resource organisations employee development functions could be grouped under single, traditional, and organisational preparation governments. These different subjects besides explain the deductions of workplace larning for organisational employee direction. The historical significance and societal categorization bounds their consideration in the development of preparation and acquisition applications in the work lacing. Garavan undercores the the Human Resource Development preference with separating the constructs of acquisition, instruction, preparation, and development. In many cases developing implies the general developmental activities within the organisation, while larning configures the conveyance of accomplishments from line directors to employees. In the consideration of occupation elements configured around informal workplace acquisition, frequently what is being measured is the educational attainment of workers in a specific occupation description, and non truly the cognition involved in the o ccupation type. Indeed informal workplace acquisition can be formalized under a conceptual understanding of cognition collection by human resources development in assorted organisations. While developing entails the conveyance of accomplishments, development is a womb-to-tomb procedure of instruction, and larning focal point on values, attitudes, and achievement ( Garavan 1997 ) . Without a uncertainty these three facets of workplace acquisition could in fact be considered to be complementary instead than different. From historical clip preparation entailed the transition of cognition from the maestro craftsman to the trainee, while instruction that is formal school based cognition had classical beginnings, the manner of sing these two signifiers of cognition acquisition has persisted in modern-day organisational direction ( Garavan 1997 ) . Garavan implies with technological alterations and the fast gait of worker version in the workplace, the word pictures between workplace prepar ation and school schoolroom formal acquisition has become progressively bleary. So much so that colleges are progressively attuning their course of studies to run into the demands of the workplace. None-the-less the human resource sections in organisations decidedly has a batch of work cut out for them, in voyaging these turning indistinct lines between workplace acquisition and formal schoolroom larning. Indeed to promote the so called informal occupation types, the incorporation of the latent cognition of their work processes is required in modern twenty-four hours organisational practices.Because of the early function of the industrial economic system of craftsmans, and fabricating industry in depicting the workplace, workplace acquisition was considered humble as refering to common cognition that could easy be acquired by anyone without critical and strenuous cognition based mental strain. Therefore the majority of workplace cognition was considered informal. For case, in the pa st because of the low place of clerks in the hierarchy of the workplace, the occupation of clerks was considered informal. And as such did non necessitate any major formal based cognition system. As it were the common process of go throughing on the clerk based cognition was through informal based preparation of the new employee by the older 1. Fearful ( 2005 ) used the construct of interpretive sociology to alternate cognition production by clerks. Fearful provinces that past studies and surveies on analyzing clerks in the work topographic point have concentrated in stigmatisation, but clerks are besides involved in the production of workplace cognition. The place of clerks was frequently related into, and the work considered and interpreted in derogatory footings. In fact this is an explication of the staying human nature of social-hierarchical distances. Because their work was non considered a top occupation in the organisational hierarchy, the cognition input of their occupation description was non given any formal calculation. However, Fearful notes that the nonrecognition and derogative subjugation of the work of clerks limits the creativeness of the human spirit. While increasing focal point on workplace acquisition, the built-in alterations involved, the deductions of technological cognition is expected to progress the grasp and formalisation of many work types that are presently underappreciated, many believe that these alterations would instead take to managerial subjugation of employees. The effectivity of these technological alterations in elating the position of the informal cognition countries is still capable to the vagaries of societal relationships ( Fuller and Unwin 2005 ; Forrester 2002 ) . In fact research on the best attack of larning in the workplace is yet inconclusive. Human resource practicians in the different organisations would necessitate to get the better of diametral sentiments on the utility of formalistic larning plans in the workplace compared to informal plans ( Billet 2001 ; Eraut et al. , 2002 ; Beckett and Hager 2002 ) . However, this would depend on the type, map and location of organisations. Clearly with the purchase in engineering, organisations in the developed parts of the universe may hold less options when it comes to the demand for formalisation of workplace cognition and acquisition. The judge alterations in the route to decently leverage the cognition countries of the informal system into the formalistic workplace for the human resource section of organisations include the deficiency of expertness, blurred preparation aims, budgetary restraints, and uncooperative senior direction ( Grove and Ostroff 1990 ) . Informal larning frequently acts as the base of formal acquisition. Though informal acquisition requires organized counsel to avoid the production of dysfunctional cognition ( Leinhardt et al. 1995 ) . It is clear that formal cognition frequently derives from its informal sentence structure. This state of affairs clearly reflects a portion of the latent challenges involved in the development of the informal cognition industry via workplace acquisition and preparation for human resource practicians. The human resource practician could give so called informal occupation types like clerks the chance to explicate the cognition kineticss of their work from their ain position instead than from organisational constructions that undermine their cognition production capablenesss. The human resource practician in a sense plays a go-between function between labour and capital. By alternating and formalising the underlying cognition behind some otherwise informal occupation procedures in the wor kplace the human resource practician is authorising the worker, and at the same clip making a more productive learning civilization and resources in the workplace. In most cases as articulated by Fearfull ( 2005 ) , the accomplishments and knowledge brought into the workplace by the lower degree worker is underappreciated and as such their economic and societal worth are undervalued. The cognition they bring into the work topographic point is non officially detailed and aggregated into a specific cognition based paradigm. This of class impacts the psychological science of the worker, and their productiveness. Harmonizing to Fearful, this reflects the power and deductions of the societal building of diverse accomplishment sets and cognition countries. It is of import that human resource practicians explain to the organisational hierarchy the deductions of sabotaging certain accomplishments because they appear humble and simple to the oculus. It is implied that a proper appraisal and coordination of these informal transmittal of workplace cognition is conducted for proper opinion of part of a occupation type to the organisation, and tantamount renumerations. The obvious penchant for informal acquisition by both bookmans and organisations does non underline its restrictions, the complex and hit-or-miss nature of informal larning leaves it unfastened and necessitating the support of formal acquisition to avoid unwanted and unsought consequences, this of class is because of its unplanned procedures, deficiency of specialisation, plus its of all time altering nature as respects an even more complex workplace environment, this leads to inadequate constructions that lacks answerability, therefore impacting the twenty-four hours to twenty-four hours running of an organisation. This restriction to a big extent affects the acknowledgment of this signifier of larning in a workplace environment particularly in the countries of occupation design and executing, both of which requires on the point answerability. These deficiency of planning in the procedures of larning o the occupation and the deficiency of laid down regulations or proper agencies of mensurating single and organisational procedures will most decidedly lead to failure, and could take to misdirection of an organisations resources. Besides informal signifier of acquisition does non promote the usage of new and advanced engineering, or new tendencies that will or might gain the organisation on a long term, merely because engineering needs a planned and programmed workplace environment in order for it to be efficaciously utilized in the accomplishment of organisational ends. Hence informal acquisition is seen as a backup for formal acquisition in many organisations, despite it being the footing for practical, it can non on its ain achieve the coveted acquisition consequences needed to force any organisation to greater highs, hence it will be a immense undertaking for the human resource development directors to develop a system th at allows formal and informal signifiers of larning to complement each other positively in a workplace environment. In decision, These informal positions on workplace larning topographic points critical challenges for the human resources forces in the development of acquisition and preparation plans in the modern twenty-four hours workplace. It besides provides chance for the coordination of a diverseness of informal cognition into specific larning faculties that can be accessed beyond a peculiar occupation class and work environment. It may non be necessary or wise to seek the entire obliteration of informal acquisition, being that it plays an of import function even in formalistic larning systems, moreover it is cost effectual and easy to accommodate into diverse work environments. It waits on the human resource forces, academic research workers and policy shapers to develop academic plans based on these cognition signifiers for the modern twenty-four hours industry. It is therefore possible to progress fabrication industry related capablenesss to the modern twenty-four hours demands of the serv ices and knowledge based economic system.

Challenges That May Arise When Writing a Persuasive Essay

Three challenges that might arise when writing a persuasive essay are making a plan, writing a draft, and revising your draft. While making a draft you should always consider how you can organize your ideas effectively for the readers. You can arrange your ideas and make an outline to organize your ideas effectively (Chapter 7). Doing so will allow the readers to be able to understand what point you are trying to get across without any doubt or confusion. Writing a draft can help show the readers what you mean. In your draft it should include an introduction that is catchy and that will interest your readers, have a strong and solid conclusion, and it should also have a strong solid title (Chapter 8). During the revising process of your draft you should think of ways to make your draft clearer or more convincing to the readers. This could be done by looking for ideas that don’t fit, looking for ideas that could use more detailed support, and connecting ideas with transitional words and sentences (Chapter 9). One more challenge that might arise when writing a persuasive essay is editing. Editing a paper will allow me to ask myself what errors could confuse my readers and weaken my point. This process can also help me find and correct errors in grammar (Chapters 22–33), look for errors in word use (Chapters 34–35), spelling (Chapter 36), and punctuation and capitalization (Chapters 37–41). READING: Read Chapter 3 in Real essays with readings: Writing projects for college, work, and everyday life – Writing Basics. The strategies I will use to overcome making a draft is use my time wisely. By doing this I will be able to have a set block of time to work on this and will not be able to wait until the last minute. I will also write down any ideas that pop up in my head. So I will not forget what it was and is because it could be a useful and helpful idea to use in my paper while writing it. Another strategy I could use is to make a web of ideas while planning out my paper. To overcome the challenges of writing a draft I will need to try show what I mean to the readers, come up with a strong title, come up with a strong conclusion, and come up with a catchy way to start my introduction paragraph. While I am revising my essay I will look for ideas that do not fit and find ideas that could use more detailed support if it does not have enough detailed support already. Finally I will I will look for errors that might confuse my readers and weaken my point more closely. I could also try reading it backwards to see if it will help me find errors such as grammar, errors in word use, punctuation, and if any capitalization errors.

Harold Washington, Mayor essays

Harold Washington, Mayor essays Harold Washington was Chicagos first black mayor. He was elected in 1983, in an election that garnered national attention. He defeated the Republican candidate Bernard Epton with what many considered a rainbow coalition of supporters: blacks, Hispanics, Asians, liberal whites, women, and the elderly (Chicago Remembers Harold Washington). Washingtons surprise primary election victory over the incumbent mayor Jane Byrne, and future mayor Richard M. Daley put the national spotlight on Washington, and when he beat Republican Bernard Epton in the general election, he became Chicagos first black mayor. Washington almost immediately faced opposition from political opponents in the City Council who resisted cooperating with him because he was an outsider and reformer. That period was marked by turbulent fights in the Council between the twenty-nine anti-Washington aldermen and the twenty-one who were loyal to the new mayor. Washington is best known for bringing opportunity to the underprivileged. He also helped significantly raise the number of city contracts given to minority businesses, as well as helped open doors for minorities to attain top positions in City Hall. In the same vein, Washington made Illinois the first state to honor Martin Luther King by creating a state holiday. Washington did much for city policy as well. He created the first citywide Ethics Ordinance, and by writing the cities own Freedom of Information Act, he encouraged everyone to become informed and involved with community operations. Washington had always said that he would stay in office till the day he died; he had the ambition to outlast former mayor Richard J. Daley and his 20-year reign. Sadly, Washington served a little more than four years. Washington, who was sixty-five, collapsed at his desk during a meeting with his press secretary, and within minutes of his collapse paramedics were urgently attempting...