Training call center personnel Essay Example | Topics and Well Written Essays - 250 words

Training call center personnel - Essay Example Sales made will help the company to develop better strategies for developing other sectors. The customer strategy shall include customer profiling, which involves identifying who the clients of the business are and what they need. Access channels are another consideration and for this case, the website and retail shops will stock the new products. The company also needs to determine the way of communication with customers (International Financial Corporation, 2013). The practice case will have the methods of management involved because management practices form a fundamental part of success in administration. The case will also outline the objectives of the call center department and the how personnel involved should operate. The case will also have a provision for continuous learning to ensure that the trained staff will pass the information to the untrained. Such a method will mean that the system will involve many employees, not just a few. It is necessary that the company embraces the use technology to reach and market the product. For instance, the website forms the essential component of the technological aspect of the case system. Implementation of the case will take differentiated teaching styles, but which should emphasize involvement. Participants will gain knowledge of creativity on how to tackle customer-related issues. The practice case should entail methods, approach targeted, the objectives, methods of delivery and the channels of passing information to others. For the launch of new products, both customer and product-centric approaches are essential. Involving a large number of participants gives a chance for developing untrained

Organisational Behaviour Essay Example for Free

Organisational Behaviour Essay In any organisation, the employers exhibit varied behaviours. Behaviour is a social corporate responsibility (Antal Sobczak, 2004). An organisation should not just demand some kind of behavior but be incorporated in ensuring that this is achieved. The systematic study of how individuals act in an organisation, either individually or as a group is referred to as organisational behaviour (Michael, 2005). There exists many factors that would shape the way people interact in organisations. These seek to predict, control and explain some facts. Despite major criticisms concerning the ethics of controlling the behavior of workers, organisational behaviour has been very instrumental in the development and success of organisations. In the modern world, organisational behaviour is a rapidly growing field. People from different regional and cultural backgrounds have to work together thus making it necessary to moderate the way they interact. These studies have been integrated with other domains for effectiveness, these are: anthropology, ethics and leadership. The leadership domain seeks to give an insight into the role leadership plays in an organisation in the change management process. An individual learns some behaviour from an organisation either directly or indirectly (ICMR, 2007). Theories widely accepted in learning are cognitive, behaviouristic and social learning theories. Learning is attributed to the association between stimulus and response. In behaviouristic theory, the desired behaviour is achieved through the application of theories on behaviour. This theory tends to deal with those skills learnt to be used later excluding those capabilities that are inborn (Behavioural Theory, 2008). People are taught and learn rather than inherit traits. In the context of Waiting Tables for Godot passage, we can analyse some of the traits that are taught rather than the inherent ones. Jean-Pierre Godot, the owner of La Maison taught his staff some of the things he expected them to observe. He taught the workers to work as a team and work excellently for that matter. It is out of this that Diane knew that she had to give her best. How else could she be excellent? In essence, she was putting into practice what was taught to her by Godot; excellence in duty. It is also easy to see that Diane had acquired some other knowledge elsewhere. She had learnt to balance several plates on her arms. Diane could speak French despite living and studying in Australia. It is therefore only wise to conclude Diane should have been taught French. This enabled her to perform well since it is clear from the passage that she was an excellent worker. Customers complemented her for offering efficient service and even gave her tips. Cognitive theory involves learning through mistakes (Domjan, 2003). An individual avoids the path leading to pre-committed mistakes the next time similar activities are undertaken (Jaffee, 2000). In the case passage, when Diane dropped a bowl of bouillabaisse appetiser, her boss yelled at her and even went ahead to deduct $44. 95 form her pay. This taught Diane that carrying many order plates at once was not safe. It also made her realise that Godot was not concerned with the good deeds by the workers but rather by their shortcomings. Slowing down her pace was the immediate lesson that Diane learnt from this experience. From the same mistake, the University of Canberra student realised that with a slower pace, she would make little money to meet her needs. It was only advisable for her to carry on at the same pace but take more caution to avoid any outbursts from her boss. Lastly, the kind of behaviour that is passed on through observation is expounded in social theory. An individual watches some traits that others exhibit and adapts the same. It is very common with children. According to Miller and Dollard (1941), the observer imitates the observed action which is then adapted and rewarded with a positive reinforcement. Diane, a newly employed worker at La Maison observed the cook being scolded by Godot. She immediately learnt that she had no option but to give the best in her capacity if she was to avoid any trouble. By observing the nature of her customers, she learnt to be friendly and even employ some other skills like speaking French when need be. Diane observed that by warmly welcoming customers she had served before, she was able to retain them. She thus employed her courtesy skills to retain customers. Social behavior includes the inherent characteristics. Diane exhibited traits like the art of balancing several plates on her arms. She was also talented in the recommendation of wines that go well with specific meals. This Canberra student had persuasive skills to convince customers to buy lavish desserts by the way she described them. Her memory never failed. She correctly entered her orders and duly delivered them. Moreover, she remembered repeat customers and ushered them back warmly. These are some behavioural traits that are not necessarily taught. They could be inborn. Consequences have been used in many cases to determine the occurrence of behaviour. This is referred to as operant conditioning or instrumental conditioning. Learning occurs only at that point where the learner appreciates the connection that exists between behaviour and its consequences (Wagner, 2005). It is operated in by the environment but maintained by consequences. Reinforcement and punishment could either be positive or negative. The positive aspect is achieved when it is delivered due to some response whereas the negative is withdrawn due to a response. Extinction is another tool of operant conditioning where there exists no change in consequences following some response. In punishment, the behaviour of an individual is weakened following the experience of some negative condition (Operant Conditioning Basics, 1999). It is of significance to note that it is only response that is extinguished, punished or reinforced. Positive reinforcement exists where a pleasant stimulus that enhances a certain behaviour is a result of a response. In Waiting Tables for Godot, customers kept complementing Dianes service as a consequence of her excellent service. They would also give tips to this University student. Godot on the other hand always yelled at her workers. The La Maison owner would even use French to express his dissatisfaction. In a way, this made sure things get done the right way. It is seen that even Diane becomes more careful when handling his order plates to avert losses like the one experienced before. Godot explained to new workers what he expected from them; excellent job. This, if taken from Dianes reaction, shows that workers gave their best because of this initiative. On the other hand, negative reinforcement is a situation where a behaviour is a result of stopping a negative condition, usually considered unpleasant. For example, when Godot scolds his cook and chef, they get things moving. When he yells out his anger at Diane for dropping bouillabaisse appetiser on the carpet, Diane reconsiders how careful she is with her job. She therefore averts the negative consequences where she has to break her employers property and even have her pay deducted for compensation. It is also clear that Diane finds some work to do during her vacation than just stay at home to avoid rice and spaghetti meals when she resumes back to Canberra University the following semester. Positive punishment would refer to a situation where a response occurs as a result of an aversive stimulus. This includes the introduction of loud noise or shock. Jean-Pierre Godon knew how to employ this tool. He would yell at his workers if only to get things moving faster. Regularly, he would speak in French if only to drive the point home. At one particular time, when Diane dropped the bouillabaisse appetiser, she was scolded and part of her salary deducted to cater for the losses her employer had incurred. This produced positive change as she became more careful in whatever she handled in La Maison thereafter. When Dianes pay was slashed, she opted to observe extra caution. Not only was her pay deducted but she also lost a considerable amount of tips because of the slow down in her service. This served to improve the way she handled her order plates. This condition where a favorable outcome is withdrawn following an unpleasant behaviour is known as negative punishment (Wagner, 2005). Both the negative and the positive punishment result to decreased behaviour. There are conditions that result when a behaviour that had been reinforced previously ceases to be effective. This is extinction. In the case passage, Diane is portrayed as a very efficient worker who would go extra lengths to accomplish her duties. For instance, she would balance several plates on her arms which made her avoid many trips to the kitchen. She would also carry out her duties so well that Godot, her boss, never crossed paths with her. However, on the day she messed herself by dropping appetiser of bouillabaisse on the carpet, all these things ceased to be meaningful. Her expertise in balancing several plates in her arms was no longer a positive attribute. It had cost her $44. 95 of her pay. It was therefore not worth going on with this but rather resort to carrying just a few plates at a time. Although she did not break any item in La Maison henceforth, Godot was still irritated with this University student. Godot was not satisfied with her wait staff effort. No matter how hard they tried to fulfil their bosss demands, Godot would still hurry them up with insults in French. Their effort was therefore extinct. Dianes life was surely affected by these learning tools in one way or another. Positive reinforcements made her achieve her targets. When customers would complement her, she would feel that she was doing the right thing. This motivated her to offer the best that she could. Customers would tip her, t times to a high of $23 a day which implied to Diane that she would not take rice and spaghetti in the next semester at the University of Canberra. She would also get more customers into Godots business place because of her good communication and interpersonal skills. Nonetheless, some negative reinforcement aspects caused her humiliation. When Godot finds her on the wrong and scolds her, she is forced to do away with quite a portion of her pay as compensation for the losses the boss incurs. She is prompted to reduce her service speed to avert similar happenings. When Godot imposes a fine to Diane for her actions, he knows that this will assist this lady avoid carelessness in the future. She is forced to serve lesser customers which implies reduced tips for her. This is positive punishment since it is meant to give positive results. It is out of this that this student becomes cautious with her work. Though this impacted negatively on her goals, losses in the organization was prevented. From the unpleasant behaviour of Godot in the context of Diane, this worker changes and becomes even a better employee as she does not break items anymore but becomes more cautious. There are various ways that an employer would incorporate in their management to yield the desired results. Godots idea was to pay per hour and allow the workers have tips from customers. It would thus ensure that at no one particular hour would the workers desire to do nothing. They would always seek to be busy each unfolding hour. This simply meant that Godot would have an all time operational business. This translates to more work and more profits for him. He would also not have to pay for any wasted hours during the day than if he was to pay, say per month. It will also mean that he could employ new employees every hour and avert the problem of absenteeism. Tips on the hand encouraged the workers to serve more customers in anticipation for more tips. This similarly translates to more work and consequently profits for Godot.

Benefits of Informal Communication on Team Performance

Benefits of Informal Communication on Team Performance Organising and Managing for Performance Table of Contents (Jump to) Abstract What is informal communication? Does Gossip motivate? Rumour vs Gossips Does Informal Communication Helps in Team Building? Negatives Consequences of Informal Communication: Personal Experience on informal communication in my organisation Benefits or consequences of Gossips How team members and managers can use informal communication? Between work peers in general Between supervisors/managers and subordinates Conclusion Insights of informal communication- Motivation for team building and Managerial decision-making? Abstract In an organization, team building is a challenging task. It takes lot of time and money to get a team to coordinate for the success of the organization. But can we make a successful team in an organization thorough the informal communication? Does informal communication motivate the team member and increase the efficiency of the work? Does informal communication plays major role in organization decision making? This case study is all about does informal communication has been used as the effective tool in the organization for building the team. What is informal communication? Informal communication can also be known as Grapevine communication, Gossip. Informal communication has received the importance in relation to its role for both the Individuals and groups, which includes the issues of social comparison, identity, and reputation ( Dunbar, 1996, cited in Michelson,G et.al 2010).This is the easiest way to circulate the information among the employees in the organisation. This type of communication does not have any standard format; it can be through any medium among the employees in an organisation such as email, mobile phone, social network and word of mouth. 70 to 80 % of the communication in an organisation is through the informal communication. This influence of gossip among the peers in an organisation is very high. This form of communication can be helpful to one group and same can be harmful to other group. (Beersma B Van Kleef G A, 2012) In addition to its diffusion across different disciplinary areas, gossip also connects well with extant theoretical perspectives. For example, social exchange theory, attribution theory, cognitive dissonance, uncertainty reduction theory, it can all be invoked to explain why and how individuals might engage in gossip and deal with internal conflict about participating in gossip. (Michelson,G et.al 2010) Does Gossip motivate? In an organisation, gossip also plays as one of the motivational factor among the employees. â€Å"Work motivation is a set of energetic forces that originate within as well as beyond an individuals being. It is a psychological process resulting from the reciprocal interaction between the individual and the environment that affects a persons choices, effort, and persistence.† Latham Ernst (2006, p.181) Gossip is a kind of storytelling which engage the people to ask the scope of questions: what gossips about other, who to whom, what, how, and why and also explores where and when gossip might occur? This form of communication is unmanaged and no records in the organisation. This way of communication is through word of mouth or written text which shows the opinions, emotions, beliefs and attitudes about the person organisational life and work experience. Therefore it will be usually talked within the small group with whom the gossiper trust, which helps in improving the group dynamics. A gossip also plays a vital role in maintaining the relationships among the individuals in the team in which it influence about who gossips to whom and what subject and what the effects on the individual or group. In some situation, gossips are accepted as the exchange of information among the individuals which can be used as the attention seeking, creating the self-image and promoting the self-interest through social comparing. (Ben-Ze’ev, 1994 cited in Michelson,G et.al 2010). Rumour vs Gossips Rumour research suggests that rumours (a related type of communication), which are transmitted through gossip, are more likely to occur when anxious individuals find themselves in conditions of environmental ambiguity. Situations of organizational change are often used to illustrate how such environmental uncertainty shapes the frequency and nature of both rumour and gossip. Rumor and gossip are interrelated yet conceptually different as illustrated by the following metaphor: Rumours are speculations that arise to fill knowledge gaps or discrepancies. Additionally, it is suggested that rumours are motivated by a desire for meaning and sense making, whereas gossip seems to be motivated primarily by ego and individual status needs. This function differentiates rumour from gossip, which is meant primarily to entertain or convey mores. Gossip is a tasty hors d’oeuvre savoured at a cocktail party; rumour is a morsel hungrily eaten amid an information famine. (DiFonzo, Bordia, Rosn ow, 1994, p. 52 cited in Michelson, G. et.al 2010). Does Informal Communication Helps in Team Building? Through Formal communication, all the data’s and information will be recorded in an organisation and it will be tough for the employee to talk about his team member through this medium, where one will feel unsecured. To get to know each other in the team better and create the bonding among the team members, most of the organisations arrange the weekend trip or party for their employees. In which people from different cultures join together to social life, which helps to break the barrier among the employees position in the organisation. Negatives Consequences of Informal Communication: Gossip can also be destructive in the workplace. To add more features to the gossip, it has been featured within the organizational and management literature in any of the two ways mentioned below (a) coincidental to the mainstream disciplines and domains, materializing as a by-product (and even waste product) of inquiry into, for example, organizational culture, storytelling, and conflict or (b) as mentioned in the â€Å"popular management† literature, in which it is assumed that informal communication is not ethical to the work morale and productivity and it should not be encouraged in the work culture and therefore it is a problem to be managed in the organisation. (G Michelson et.al 2010) The popular management perspective to some extent exemplifies a view of gossip associated with negative, pejorative, and trivial assumptions, sometimes seen as â€Å"women’s talk,† inauthentic discourse, to be discouraged or banned (Emler, 1994; Jones, 1980 cited in Michelson,G. et.al 2010) Personal Experience on informal communication in my organisation Few years back in my organisation, MSN technologies, located in Chennai, India, in which I was leading the team of 8 members for a particular e-books conversion projects. My organisation, where we are IT and ITES solution provider. We also develop web tools and publication tools, eBooks conversion, digitalization process for the publication companies. This was my first experience in leading the operation team. I was also the managing partner of the company which gives me more responsibility in handling the team. This project was around 6 months and I went to various phase in building up the team in this 6 months. We recruited and trained the team. We use to communicate with all the 8 members very formally through the mail and group meeting. In which I used to communicate with the client end for the queries and project delivery on day today basis. My team: My team consists of 8 people (Three men and Five Women) from different educational background, different states of India with different culture and Language. All eight members were new to the organisation. As this is the newly started company. So it’s always challenging to work with the people from different work culture and challenging to lead the group of team as well. Phase 1: At the Initial stage of the project, I allotted the work to the group and getting the hourly updates from them and I was working with the team as well but still I couldn’t able to get the quality expected by the client and I was in the verge of losing the project and business. In which my company will face the huge lose. I use to show the frustration and anger towards the team and I can’t able to find where the mistake is going on. We use to have 15 minutes of meeting every 4 hours in a day to get the feedback for the project. But in meeting most of the time only I will be giving the instructions and commanding the group. But still I couldn’t able to find the improvement in the project. But I could sense the some sort of tension and unrest going around the team and the organisation. Most work relationships involve two different types of interaction task-related and social-interpersonal exchange. Better social relations result in more cooperation, better communication, and greater effectiveness. Managers and supervisors have to look after both task performance and the welfare of subordinates (Argyle, 1972 cited in Henderson M et.al, 1986 ). Statement from Managing Director, Dilip Prabhakar, MSN Technologies, â€Å" It was the first project from one the Top Publishing company, and the whole operation team is new to the company and he (Krish) got the major role to play in successful completion of the project. But our management was not satisfied with the working style and the way he was managing the team. He (Krish) said that, there is the unrest among the employee in allocating and completing the day-to-day task and team members are not comfortable to each other, in which the team communication was poor. So we decided for the team outing to improve the team stability and to get to know each other well. So that the bonding will be strong among the team members to work for our organisation.† Group Outing: I organised the group outing on the weekend to make my team to free themselves from the office environment. We conducted lot of group tasks and getting to know the strength and weakness of every individual. At the end the team outing, team members came to know each other well and all having the different views on organisation and sharing lot of personal experience and helping each other in all the tasks. This group meeting outside the office breaks the barrier among the group. I took time to talk with each member of the group and now we came to know the strength, personal life of each member of the team. I came to know the individual problems of the team members facing in the company. There were few gossips going around the office. This helps me to know about the group strength. Phase 2: I was trying to make change in my approach towards the team. I came to understand the strength and weaknesses of the individuals and personal characteristics among the each member in the group. So I tried to allocate the work among the group in which each individual are comfortable and easy to work. We played one of the games in team outing in which each member as to select the individual partner in the team to play that particular game, this makes easier for me to know about each member, with whom each one is more comfortable to work with. So I divided the operation team into three team such as Coding team, proofreading, and QC team in which I selected the team members in which each one is more comfortable to work. This change in the operations and task allocation among the team members helps the productivity of the project. This change paid off and the result was really satisfying by the organisation. Statement from Pradeep, One of the Coding team member from my organisation,† Working with this organisation for the first few weeks was very difficult, as the entire team is new and we were given less information about the project and not sure about the task allocation to each other which makes us more difficult to understand our work. Initially, I was not feeling comfortable with my group as we had a fear factor among each person to convey the discomfort to the organisation. I also heard few gossips from the other employees about the team leader and other management members in the organisation. But our First team outing gives me the opportunity to break the fear factor and makes me easy to talk to my manager without any formal mail communication and it also gives me the opportunity to know about the each member of the team. After our first team outing, I could also feel the change in the management style in handling our group.† Benefits or consequences of Gossips Gossips encourage the development of social network among the team members and it also allows employees to understand and predict their boss personal characteristics and behaviour. This also helps the organisation to grow and used to ruin the competitors’ reputations. (Doyle, 2000, p. 8 cited in Michelson, G. Et.Al. 2010) There are many number of ways in which the informal communication can be more significant in an organisation, group and individuals. One of the major factors of informal communication is its ability to provide more context-relevant information and through this medium of communication individuals relieve feelings of tension and anxiety, especially during the periods of organisational change. Gossip helps in shaping and reshaping the meaning and enables the organisation culture and learning. Gossips can give voice and power to individuals in the organisation. (Ogasawara, 1998 cited in Michelson, G. Et.Al. 2010), for example, showed how women clerical workers in Japan were able to exercise some power over their male managers by virtue of their ability to influence the reputations of these managers through their gossip. Reputation was regarded as important by the managers because it had an impact on their future promotion prospects. How team members and managers can use informal communication? Organisation doesn’t have any rules for informal communication, however there should be rules among the team mates, supervisors and subordinates, in which cooperation, help and fairness should be strongly applied among team mates, and also supervisors should have the rules about consideration and skilful use of power, rules about using initiative and accepting orders and criticism to subordinates. (Henderson, M. and Argyle, M., 1986) Between work peers in general There should be rules about equity and fairness in dividing the rewards if each member is seeking financial or other rewards for himself. Colleagues or peers, who are working in the organisation, may also be seen as friends. Individuals may often in need of advice and help. Work mate should always provide help to each other whenever it is needed so that work groups are more effective. If people do not sustain the positive relationships among others, that are to keep friendly terms on with one another, then cooperation in work groups is likely to fail. There also develop strong common interest. Its important factor for members in the team to be loyal to the group during the tough phase like even if it goes against the management directions in case of the output result. (e.g. Goldthorpe, Lockwood, Bechhofer and Platt, 1968 cited in Henderson, M. and Argyle, M., 1986). Between supervisors/managers and subordinates The manager or supervisor’s main role in an organisation is to manage and supervise effectively, which involves giving the proper guidance and instructions to his subordinates and organise the work effectively. Manager or Supervisor should also look after the welfare of his team mates Supervisors will be giving orders and subordinates are expected to carry their orders The manner of giving directions varies from authoritarian to democratic/ persuasive. There appears to be no general rule about this, since the preferred and most effective style varies with size of group, urgency of decisions, culture, and other variables. (Henderson, M. and Argyle, M., 1986) Conclusion: Informal communication can be used as one of the effective tool by the manager for decision making in an organisation and for building the team and it also motivates among the individuals in the team. However, this also has negative impact on the organisation if it is not used in proper way by the team members in the organisation. Individuals may also follow from set of rules by themselves to have a healthy gossips and growth in the organisation. Bibliography Beersma, B. And Van Kleef, G.A. 2012.Why People Gossip: An Empirical Analysis Of Social Motives, Antecedents, And Consequences.Journal Of Applied Social Psychology. [Online]. 42(11), 2640-2670. [Accessed on 24th December 2013].Available From: http://onlinelibrary.wiley.com Baker, J. S. And Jones, M. A. 1996. Poison Grapevine: How Destructive Are Gossip And Rumor In The Workplace? Human Resource Development. [Online] Quarterly, 7, 75–86. [Accessed on 24th December 2013]. Available From: http://onlinelibrary.wiley.com Baumeister, R. F. Et.Al. 2004. Gossip As Cultural Learning. Review Of General Psychology. [Online] 8, 111–121. [Accessed on 27th December 2013]. Available from: http://ovidsp.uk.ovid.com/ Baumeister, R. F. And Leary, M. R. 1995. The Need To Belong: Desire For Interpersonal Attachments As A Fundamental Human Motivation. Psychological Bulletin [Online] 117, 497–529. [Accessed on 24th December 2013]. Available From: http://ovidsp.uk.ovid.com/ Beersma, B. And Van Kleef, G. A. 2011. How The Grapevine Keeps You In Line: Gossip Increases Contributions To The Group. Social Psychological And Personality Science. [Online]. 2, 642–649. Available from: http://spp.sagepub.com/ Dunbar, R. I. M. 2004. Gossip In An Evolutionary Perspective. Review Of General Psychology. [Online]. 8, 100–110. Accessed on 27th December 2013 Available From: http://ovidsp.uk.ovid.com/ Dunbar, R. I. M. Et. Al. 1997. Human Conversational Behaviour. Human Nature [Online] 8, 231–246. Accessed on 3rd January 2013. Available from http://link.springer.com/ Filev, A. 2013. Virtual Watercooler Breaks: The Value of Informal Communication in Remote Teams [Online]. [Accessed on 27th December 2013 ]. Available From: http://www.wrike.com/projectmanagement/07/31/2013/Virtual-Watercooler-Breaks-The-Value-Informal-Communication-Remote-Teams Henderson, M. And Argyle, M. 1986. The Informal Rules Of Working Relationships. Journal of Occupational Behaviour. [Online] 7, 259–275. [Accessed on 27th December 2013]. Available from http://www.jstor.org Michelson, G. Et.al. 2010. Gossip In Organizations: Contexts, Consequences, And Controversies. Group And Organization Management. [Online] 35. 371–390 [Accessed on 29th December 2013]. http://gom.sagepub.com/ Noon, M. And Delbridge, R. (1993). News From Behind My Hand: Gossip In Organizations. Organization Studies. [Online]. 14, 23–36. [Accessed on 27th December 2013] Available from https://www.proquest.com/ Stirling, R. B. 1956). Some Psychological Mechanisms Operative In Gossip. Social Forces. [Online] 34, 262–267. http://0-web.ebscohost.com.wam.leeds.ac.uk

Euthanasia: Precious Life :: Free Euthanasia Essay

Euthanasia: Precious Life   Ã‚  Ã‚  Ã‚  Ã‚  My impression is that the idea of euthanasia, if not the practice, is gradually gaining acceptance within our society. People like Jack Kevorkian attribute this to an increasing inclination to devalue human life, but I do not believe that this is the major factor. The acceptance of euthanasia is much more likely to be the result of unthinking sympathy and benevolence. It is an easy step from this very human response to the view that if someone would be better off dead, then it must be right to kill that person. Although I respect the compassion that leads to this conclusion, I believe that this conclusion is wrong. I want to show that euthanasia is wrong. It is inherently wrong, but it is also wrongly judged from the standpoints of self-interest and of practical effects.   Ã‚  Ã‚  Ã‚  Ã‚  Before presenting my arguments, it would be well to define â€Å"euthanasia†. An essential aspect of euthanasia is that it involve taking a human life. Also, the person whose life is taken must be someone who is believed to be suffering from an incurable disease or injury from which recovery cannot reasonably be expected. Finally the action must be deliberate and intentional. Therefore euthanasia is intentionally taking the life of a presumably hopeless person.   Ã‚  Ã‚  Ã‚  Ã‚  It is important to be clear about the deliberate and intentional aspect of the killing. If a hopeless person is given an injection of the wrong drug by mistake and this causes his/her death, this is wrongful killing but not euthanasia. The killing cannot be the result of an accident. In addition, if the person is given an injection of a drug that is believed to be necessary to treat their disease or better their condition and the person dies as a result, then this is neither wrongful killing nor euthanasia. The intention was to make the patient well, not kill them.   Ã‚  Ã‚  Ã‚  Ã‚  Every human being has a natural inclination to continue living. Our reflexes and responses fit us to fight attackers, flee wild animals, and dodge out of the way of trucks. In our daily lives we exercise caution and care necessary to protect ourselves. Our bodies are similarly structured for survival right down to the molecular level. When we are cut, our capillaries seal shut, our blood clots, and fibrogen is produced to start the process of healing the wound. When we are invaded by bacteria, antibodies are produced to fight against the alien organism, and their remains are swept out of the body by special cells designed for clean-up work.   Ã‚  Ã‚  Ã‚  Ã‚  It is enough I believe to recognize that the organization of the human

Bombardier Cseries Essay

Coupled with BBD’s aging technology, drastic worldwide events, and rising attractive opportunities in the regional jets market, BBD has been subject to fierce worldwide competition and most aggressively from Brazil (Embraer). How can Bombardier gain back leadership in the globally competitive passenger aerospace industry? 2. Analysis 2. 1 External Environment Analysis Politically and legally, governments had always supported aeronautics by shielding national manufacturers against competition and subsidizing their research and development projects. To some extent, foreign competition called for the intervention of the World Trade Organization to control anti-dumping policies. Governments also got involved in establishing environmental regulations to control the damaging effects of air transportation on the environment. The deregulation of the aerospace industry in the mid-1990s led to a socio-cultural change in consumer’s preference from high comfort level to lower prices. The latter pushed airline companies to seek low-cost-carriers to reduce costs. Economically, airline carriers adopted flexible financial models with manufacturers to meet fluctuating aircrafts demand and develop the business further. Technologically, airline manufacturers focused on innovating their core competencies through R;amp;D and achieved economies of scale by outsourcing airplane segments to suppliers and developing strategic partnerships with subcontractors. As the table shows, rivalry amongst competitors has the highest effect on the passenger aerospace industry. The moderate effect would be the bargaining power of suppliers, Bargaining power of buyer, and threat of new entrants since the aerospace industry is extremely conservative in terms of manufacturer acceptability and moving towards being environment-friendly. As for threat of substitution, it has the least effect because air transport is faster and more efficient than rail, road, or water modes of transport. However, it is important to consider high-speed trains as a threat for regional connecting flights as customers could enjoy lower fares, convenience (versus the hassle of airports), and a different experience. In general, the passenger aerospace industry has high potential expect for the presence of rivalry amongst competitors that keep it extremely difficult to accomplish. 2. 2 Internal organizational analysis A) Tangible Resources -Financial resources: BBD’s financing is based on lease financing that is supported by commitments from potential customers and suppliers. Exhibit 15 shows negative Revenue to Working Capital ratio in 2004 (CSeries announced) and 2006

How to Organize and Manage Classroom Learning Centers

How to Organize and Manage Classroom Learning Centers Classroom Learning centers are a great way for students to work together to accomplish a given task. They provide the opportunity for children to practice hands-on skills with or with out social interaction depending upon the teachers task. Here you will learn tips on how to organize and store center content, along with a few suggestions on how to manage classroom centers. Organize and Store Contents Every teacher knows that an organized classroom is a happy classroom. To ensure your learning centers are neat and tidy, and ready for the next student, it is essential to keep learning center contents organized. Here are a variety of ways to organize and store classroom centers for easy access. Place task in small plastic bins and label with the word and picture.Place task in gallon size Ziploc bags, label and place in, or clip to, an accompanying file folder.A great way to keep your Ziploc bag sturdy is to place a piece of cardboard (cut the front off of a cereal box) and place it in the bag. Then on the blank side of the cardboard print the topic of the learning center and the directions. Laminate for easy reuse.Place little components of the learning center into small size Ziploc baggies and label.Place center task in shoe box labeled with the number that corresponds to the Common Core Standard.Take a coffee container and place task inside the container. On the outside label with words and picture.Place center contents in a manilla file folder and have instructions on front. Laminate if needed.Place contents in color coordinated baskets. Reading centers are in pink baskets, math centers are in blue, etc.Buy a colored drawer organizing rolling cart and place center task i nside. Create a bulletin board, adhere library pockets to the board and place the learning center task inside. Post directions on the bulletin board. Lakeshore Learning has storage bins in a variety of sizes and colors that are great for learning centers. Manage Learning Centers Learning centers can be a lot of fun but they also can get quiet chaotic. Here are a few suggestions on how to set up and manage them. First, you must plan the structure of the learning center, are students going to work alone or with a partner? Each learning center can be unique, so if you choose to give students the option to work alone or with a partner for the math center, you do not have to give them an option for the reading center.Next, you must prepare the contents of each learning center. Choose the way you plan on storing and keeping the center organized from the list above.Set up the classroom so that children are visible at all centers. Make sure you create centers around the perimeter of the classroom so children wont bump into one another or get distracted.Place centers that are alike near each other, and make sure if the center is going to use materials that are messy, that is it placed on a hard surface, not a carpet.Introduce how each center works, and model how they must complete each task.Discuss, and model the behavior that is expected of students at each center and hold students responsible for their actions. Use a bell, timer, or hand gesture when it is time to switching centers. Here are more ideas on how to prepare, set up and present learning centers.