Challenges Facing Canadian Organizations Essay

Canada. They are the world’s largest producer of newsprint, nickel, and asbestos. Montreal, Toronto, and Vancouver are rated some of the best cities in the world. There is also Canadian Broadcasting Corporation (CBC), which bring us Canadians radio and television broadcasts the news, music, and entertainment. (Schwind, 2010, p. 3) Even though Canada is a leader and a top competitor around the world in regards to business, resources, talent, and innovation, there are still many challenges facing Canadian organizations. In this paper I will discuss the many ways that Canada, from a business stand point and as whole, faces challenges and what we as a country are doing to rise and succeed through these challenges. There are five major challenges that are facing Canadian businesses; Economic, Technological, Demographic, Cultural, and Legal. Economic challenges are broken down into three separate categories; surviving a recessionary cycle, facing the global trade challenge, and meeting the challenge of productivity improvement. All three of these are interrelated and I will briefly describe each section of the challenges. Surviving the recessionary cycle is a tough challenge especially for the Human Resource Managers, who are tasked with planning, coordinating and ultimately implementing layoffs. Recessions are a misfortune that affects everyone and every company, big or small. Job security and overall high morale of employees at a company are troubled as well in these hard times. The global trade industry is another issue that Canadians are facing. International trade has been critical to Canada’s prosperity and growth. (Schwind, 2010, p. 5) Canada is ranked number nine in the world for exporting internationally, (Metcalfe, 2008), but per capita we export more than the United States or Japan. To face this challenge Canadian organizations are expanding abroad by opening new plants and increasing activity rates in foreign countries. This is to be closer to the customers and also for the lower labour costs. Being a multicultural nation has given Canada a competitive advantage in regards to trading with other countries. However, other countries have a lower-cost based trading system due to factors such as lower labour costs, has caused Canada to lose our market share in some industries such as pulp and paper, cotton yarn, and steel manufacturing. (Schwind, 2010, p. 6) Productivity is the third aspect of economic challenges we face. Technically, productivity is the ratio of output to input. It is a measure of how efficiently and effectively a business or an economy uses inputs such as labour and capital to produce outputs such as goods and services. Alan Greenspan, an ex-chairman of the Federal Reserve of the United States, was quoted as saying â€Å"Productivity – the goods and services produced from each hour of work – is the magic elixir of economic progress. It’s why we live better than our grandparents did, without working longer hours.† (Demos, 2011) Canada’s largest trading partner, the United States, has been improving their productivity faster than we have. We have to increase our productivity as a nation in order to continue to thrive and grow. A report conducted in 2000 stated that if the productivity gap between Canada and the U.S. were to continue, it would reduce Canada’s living standards from 61 percent of U.S. levels in 1999 to 52 percent in 2010. (McCallum, 2000) In order to maintain and improve its productivity, Canada must update its technology to increase its levels. There are two technological changes and challenges face the Canadian businesses today, computerization and automation. Computers and their technology are rapidly growing and they affect all aspects of work. They produce large amounts of information in a timely matter, and have the ability to massively store and transfer the information. There is an increase in flexibility, such as being able to work at home, or even while on vacation, if need be, due to the internet, emails and data transfers. Telecommunicating is also a factor in helping with productivity, morale and cost reduction. Not only is there internet, many companies also have intranet, which are a private information network within the company. The mix of telecommunicating and intranet increase communication and information knowledge between members of an organization to also increase productivity. Automation is the automatically controlled operation of a process, system, or equipment by mechanical or electronic devices. The two major reasons for automation is speed and better service. In some capital equipment items, Canada takes six to twelve months to make, where Japan takes six to twelve weeks. (Schwind, 2010, p. 10) This is a major challenge that Canada must face. The service factor is continuous. A machine is programed to do the same exact operation over and over to ensure quality and effectiveness, where as a human might make an error on one or more areas of the operation. Another challenge with technology and automation is cost. Machines are expensive and not all companies can afford the high-tech equipment, and therefore must rely on manual labour. Demographic challenges include the changes associated with the labour force, such as education levels, age, and participation levels which occur slowly and are usually known in advance. The number of female workers in the workforce has greatly increased over the last three decades, and with that so has the way organizations are ran. In the past the men worked and the women stayed home and took care of the house and home. Now, more and more women are out in the workforce and companies have had to change the way to operate, in order to accommodate. Also, more and more workers are getting higher educations and becoming more knowledgeable in many areas of the field. Canada’s challenge with these issues are to be able to find, keep in home country, and continually train and increase the overall knowledge to promote further success in Canadian organizations in the future. Age is a key factor that has started in will continue to affect Canadian operations. The term â€Å"baby-boomer† is defined as any one born between the years 1946-1966. (Krotki, 2012), and the majority of that population is already, or getting ready for retirement. This is social (health care) and organizational challenge facing the workforce is termed as the â€Å"old age crisis†. (McLean’s, 1983) The challenge facing Canada now is the vast amount of workers that will be retiring, and the knowledge that they take with them. The largest sector that this â€Å"crisis† will affect is the trades department. According to Statistics Canada, in 2007, the ratio for non-trades was 0.7, indicating significantly more workers nearing retirement than in the early stages of their careers. This was substantially lower than the ratio of 1.6 in 1987 and illustrates the well-known phenomenon of the baby boom generation—now approaching retirement—and the subsequent significantly smaller generation beginning their careers. When this ratio is below one, meaning fewer people in the early stages of their careers than will be retiring soon, it points to a potential net out-flow of workers (Pyper, 2008) So as the baby-boomers retire, there will be a shortage of skilled workers to fill their shoes. The last factor of the demographic challenge is that of the part-time workers and contractors or contingent workers. There is a disadvantage as well as an advantage to this line of work. For the employee it means less benefits and lower pay than that of a full-time worker. But on the other hand, the employer will in turn pay less labour cost, and benefit payouts, to part-time workers, as well as contractors, who are not on the pay roll, thus reducing long-term costs. The cultural challenges facing Canada today are crucial due to the multicultural nation that we are. The main areas are work-related attitudes and ethnic diversity. People now are requesting more vacations and holidays than before and a varied workweek. Instead of the typical two week vacation a year, and Monday to Friday 9-5, they expect more and want more flexibility. There is also a major attitude difference between the baby-boomer generation, Generation X, and Generation Y workers. Canadian organizations have to accept these differences and find ways to accommodate each group. Society as a whole are also more ethically orientated now. Business can run like they used to two decades ago. People and employees are more aware of the ethics and expect to be treated fairer and with respect. Canada’s society and workforce is a cultural mosaic. Hosting and employing a variety of ethnics, races, cultures and social groups. Having this vast array of differences poses opportunities as well as challenges for Canadian organizations. They prosper by gaining knowledge of each different group, but they must also take into consideration that they are all different and have different views, beliefs, and backgrounds than other people. The final factor is that of legal matters, which are categorized into five sections; employment equity, human rights laws, charter of rights, minimum wage acts, and safety-related legislation. Employment equity is an act that was amended in 1996 and is a federal law that states one must remove employment barriers and promote equality. It was set to ensure equal opportunities for four different groups; women, persons with disability, Aboriginal people, and people of a visible minority. The Canadian Human Rights Act, in effect March 1978, proclaims that all people regardless of; age, sex, race, ethnic origin, colour, religion, sexual orientation, marital status, family status, disability, or conviction for which a pardon has been granted, shall not be discriminated upon, and should have equal opportunity to make for themselves a life which they choose. The Canadian Charter of Rights and Freedoms is a federal law enacted in 1982, guaranteeing individuals equal rights before the law. Federal government passed the Minimum Wage Act in 1935, but minimum wage jurisdiction falls under provincial legislation. So each province has their own set of wages and rules to follow. The safety-related legislation is an area concerned with the safety and well-being of individuals in the workforce. These above mentioned legal matters are a definite challenge facing Canada’s organizations. More than ever people know their rights and freedoms, and expect safety in the workplace. The challenge for organizations is to uphold the law, and ensure safety and wellbeing for not only themselves but to the employees, their families and everyone involved whether it’s internally or externally. References Demos, D. (2011, Feburary). The New Formula for Branch Productivity. Retrieved Janurary 27, 2013, from Novantas: http://www.novantas.com/article.php?id=303 Krotki, K. J. (2012). â€Å"Baby Boom†. Retrieved Janurary 28, 2013, from The Canadian Encyclopedia: http://www.thecanadianencyclopedia.com/articles/baby-boom McCallum, J. (2000, May). â€Å"Will Canada Matter in 2020?†. Royal Bank Current Analysis, Royal Bank of Canada Economics Department, p. 5. McLean’s. (1983, Janurary 17). â€Å"Our Coming Old Age Crisis†. MacLean’s, p. 24. Metcalfe, L. (2008, March 2011). Economic Statistics. Retrieved Janurary 27, 2013, from Nation Master.com: http://www.nationmaster.com/graph/eco_exp-economy-exports Pyper, W. (2008, October). Skilled Trades Employment. Perspectives on Labour and Income, 9(10). Schwind, H. F. (2010). Canadian Human Resource Managment (9th ed.). (J. Cotton, Ed.) Whitby, Ontario, Canada: McGraw-Hill Ryerson.

Investment Risk Essay

Supposed one owned a portfolio consisting of $250,000 worth of long-term government bonds, would the portfolio be riskless? Risk is defined as the probability that some favorable or unfavorable event will occur. Risk in investments is usually related to the chance that an unfavorable event will occur that will reduce the amount of one’s investment. U.S. government bonds are not completely riskless. Although the risk with a portfolio of government bonds is less risky than other types of portfolios such as long-term corporate bonds; there is still some level of risk with long-term government bonds. The best way to assess the risk on long-term government bonds is to evaluate the standard deviation of the portfolio. The smaller the deviation, the smaller the risk involved (p175). Long-term government bonds carry a standard deviation of 9.4% with an average return of 5.7% (p180). These numbers indicate that in any given year, the rate of return varies from the 5.7% average by positive or negative deviation of 9.4%. Essentially, the rate of return could conceivable be a negative 4.3%, where one would lose money. Therefore, long-term government bonds do carry a lower level of risk compared to other portfolios, but should not be considered riskless. If one had a $250,000 portfolio of 30-day Treasury bills (T-bills) and every 30 days the bills matured and the principle was reinvested in a new batch of bills; and the investor lives on the investment income for a constant standard of living, is this a riskless investment? T-bills are not truly riskless when contained in a rolling portfolio. If one invested in a single one year T-bill, regardless of economy, the standard deviation is zero. Yet, when a portfolio becomes a rolling profile, the investment income will vary depending on what happens to the level of interest rates for each monthly period in this scenario. In a rolling T-bill portfolio, the standard deviation is 3.2% with an average return of 3.9% (p.180). Therefore, stand alone T-bills can be considered riskless, but rolling T-bill portfolios will carry a very small risk of deviating investment income from rollover to rollover.

Voluntary turnover

Chapter NO.1IntroductionBackground1.01 Employee turnover is a much-studied phenomenon. There is a huge literature on the causes of voluntary employee turnover dating back to the fiftiess. 1.02 Voluntary turnover is a major job for many organisations in many Asiatic states ( Barnett, 1995 ; Chang, 1996 ; Syrett, 1994 ) . Employee turnover is giving insomniac darks to human resource directors in many states in Asia ( Naresh Khatri ) . Organizations are passing tonss of money to cut down employee turnover. Employee turnover is besides one of the issues faced by many organisations in Pakistan.Aim of the Research Study1.03 The aim of the survey is to cognize the factors of employee turnover, why employee quit the occupations and leave the organisations and which factor influence the most while go forthing the organisation. 1.04 The aim of the survey is to cognize the factors, which influence the most in employee turnover in, name centre industry in Pakistan.Problem statement1.05 What are the factors of employee turnover in the organisations?Research Questionsa ) What are the grounds ; employees quit their occupations and leave the organisations? B ) What is the function of the factors ( options, purpose to discontinue, occupation satisfaction, organisational committedness, rewards and conditions, employee features, preparation and development and influence of colleagues ) in employee turnover? degree Celsius ) Which factors cause the most in the employee turnover? Rational Of the Study 1.06 The intent of the research survey â€Å"Factors of employee turnover† is to assist out the directors to calculate out the factors of employee turnover in the organisations. So that the directors easy can happen, why employee is go forthing the organisation? Harmonizing to the consequences they can do the programs to cut down the employee turnover in the organisations.Definitions of the Footings1.07 â€Å"Employee turnover is defined as, the ratio of figure of workers that had to be replaced in a given clip period to the mean figure of workers† .Chapter NO 2Literature Review2.1 Over clip there have been a figure of factors that appear to be systematically linked to turnover. An early reappraisal article of surveies on turnover by Mobley ( 1979 ) revealed that age, term of office, overall satisfaction, occupation content, purposes to stay on the occupation, and committedness were all negatively related to turnover ( i.e. the higher the variable, the lower the turnove r ) . In 1995, a meta-analysis of some 800-turnover surveies was conducted by Hom and Griffith, which was late updated ( Griffith, 2000 ) . Their analysis confirmed some well-established findings on the causes of turnover. These include: occupation satisfaction, organisational committedness, comparing of options and purpose to discontinue. 2.2 The top factor cited in most surveies is low compensation and unequal benefits. Lack of grasp and feeling that the employer values the employees ‘ parts besides ranks high on the list of grounds for employee turnover. Another lending factor to employee turnover is hapless direction. This includes such factors as hapless communicating from leading, deficiency of preparation, excessively much alteration, deficiency of resources necessary to make the occupation, deficiency of acknowledgment that an employee is dissatisfied with calling development chances, torment, take downing behaviour, and a deficiency of flexibleness toward employees. Lifestyle alterations, such as the transportation of a partner, birth of a kid, or the demand for a shorter commute will besides do employee turnover. ( Kathleen Goolsby ) 2.3 Some variables and factors are examined and discussed in more item below.Comparison of Options2.4 The comparing of options is a factor that plays a function in employee turnover. The relationship between options and turnover on an single degree has been researched widely since March & A ; Simon ‘s 1958 seminal work on easiness of motion. 2.5 Much of the subsequent research focused on the nexus between occupation satisfaction, perceived alternate chances and turnover. Subsequently, research workers began to concentrate on the function of both existent and sensed chances in explicating single turnover determinations. 2.6 Subsequent research has indicated that existent options are a better forecaster of single turnover than sensed chances. Research on the impact of unemployment rates as a placeholder for existent chances in employee turnover revealed that unemployment rates affected the job-satisfaction/turnover purpose relationship but non existent turnover ( Kirschenbaum & A ; Mano-Negrin, 1999 ) . They concluded that macro degree analysis predicted turnover forms but perceptual experiences of chances did non. This point was reinforced in their survey on medical centres in assorted locations used steps of perceived and nonsubjective chances in internal and external labour markets. The writers concluded that aims chances were a better set of accounts of existent turnover behaviour than either sensed internal or external labour market chances. 2.7 Nevertheless, while existent options appear to be a better forecaster of turnover, there is besides well-established grounds of the nexus between perceived options and existent turnover. In their most recent meta-analysis, Griffith ( 2000 ) confirmed that perceived options modestly predict turnover.Purposes to Discontinue2.8 Intension to discontinue is one of the factors that play a function in employee turnover. Mobley ( 1979 ) noted that the relationship between purposes and turnover is consistent and by and large stronger than the satisfaction-turnover relationship, although it still accounted for less than a one-fourth of the variableness in turnover. Much of the research on sensed chances has been found to be associated with purposes to go forth but non existent turnover ( Kirschenbaum & A ; Mano-Negrin, 1999 ) .Organizational Committedness2.9 Many surveies have reported a important association between organisational committedness and turnover purposes ( Lum, 1998 ) . Tang à ¢â‚¬Ëœs ( 2000 ) survey confirmed the nexus between committedness and existent turnover and Griffith ‘s ( 2000 ) analysis showed that organisational committedness was a better forecaster of turnover than overall occupation satisfaction. 2.10 Research workers have established that there are different types of organisational committedness. Allen & A ; Meyer ( 1990 ) investigated the nature of the nexus between turnover and the three constituents of attitudinal committedness: affectional committedness refers to employees ‘ emotional fond regard to, designation with and engagement in the organisation ; continuation committedness refers to commitment base on costs that employees associate with go forthing the organisation ; and normative committedness refers to employees ‘ feelings of duty to stay with the organisation. Simply, employees with strong affectional committedness stay with an organisation because they want, those with strong continuation committedness stay because they need to, and those with strong normative committedness stay because they feel they ought to. Allen and Meyer ‘s survey indicated that all three constituents of committedness were a negative index of turnover. In general, most research has found affectional committedness to be the most decisive variable linked to turnover.Job Satisfaction2.11 The relationship between satisfaction and turnover has been systematically found in many turnover surveies ( Lum, 1998 ) . Mobley 1979 indicated that overall occupation satisfaction is negatively linked to turnover but explained small of the variableness in turnover. Griffith ( 2000 ) found that overall occupation satisfaction modestly predicted turnover. In a recent New Zealand survey, Boxall ( 2003 ) found the chief ground by far for people go forthing their employer was for more interesting work elsewhere. It is by and large accepted that the consequence of occupation satisfaction on turnover is less than that of organisational committedness.Features of Employees2.12 Despite a wealth of research, there look to be few features that meaningfully predict turnover, the exclusions being age and term of office. Age is found to be negatively related to turnover ( i.e. th e older a individual, the less likely they are to go forth an organisation ) . However, age entirely explains small of the variableness in turnover and as age is linked to many other factors, entirely it contributes small to the apprehension of turnover behaviour. 2.13 Tenure is besides negatively related to turnover ( the longer a individual is with an organisation, the more likely they are to remain ) . Mangione in Mobley concluded that length of service is one of the best individual forecasters of turnover. ; Griffith besides found that age and term of office have a negative relationship to turnover. 2.14 There is small grounds of a individual ‘s sex being linked to turnover. Griffith ‘s 2000 meta-analysis re-examined assorted personal features that may be linked to turnover. They concluded that there were no differences between the quit rates of work forces and adult females. They besides cited grounds that gender moderates the age-turnover relationship ( i.e. adult females are more likely to stay in their occupation the older they get, than make work forces ) . They besides found no nexus between intelligence and turnover, and none between race and turnover.Wagess and Conditionss2.15 Wagess and conditions is one of the variables of the employee turnover. Mobley ( 1979 ) concluded that consequences from surveies on the function of wage in turnover were assorted but that frequently there was no relationship between wage and turnover. Other surveies found no important relationship. 2.16 On the other manus Campion ( 1991 ) cited in Tang suggests that the most of import ground for voluntary turnover is higher wages/career chance. Martin ( 2003 ) investigates the determiners of labour turnover utilizing establishment-level study informations for the UK. Martin indicated that there is an reverse relationship between comparative rewards and turnover ( i.e. constitutions with higher comparative wage had lower turnover ) .Pay and Performance2.17 Griffith ( 2000 ) noted wage and pay-related variables have a modest consequence on turnover. Their analysis besides included surveies that examined the relationship between wage, a individual ‘s public presentation and turnover. They concluded that when high performing artists are insufficiently rewarded, they leave. They cite findings from Milkovich and Newman ( 1999 ) that where corporate wages plans replace single inducements, their debut may take to higher turnover among high performing artists.Attitudes to Money2.1 8 For some persons pay will non be the exclusive standard when people decide to go on within an bing occupation. In the survey of mental wellness professionals, Tang ( 2000 ) examined the relationship between attitudes towards money, intrinsic occupation satisfaction and voluntary turnover. One of the chief findings of this survey is that voluntary turnover is high among employees who value money, irrespective of their intrinsic occupation satisfaction. However, those who do non value money extremely but who have besides have low intrinsic occupation satisfaction tended to hold the lowest existent turnover. Furthermore, employees with high intrinsic occupation satisfaction and who put a low value on money besides had significantly higher turnover than this 2nd group. The research workers besides found that puting a high value of money predicted existent turnover but that backdown knowledges ( i.e. believing about go forthing ) did non.Training and Career Development2.19 Martin ( 200 3 ) detected a complex relationship between turnover and preparation. He suggested that constitutions that enhance the accomplishments of bing workers have lower turnover rates. However, turnover is higher when workers are trained to be multi-skilled, which may connote that this type of preparation enhances the chances of workers to happen work elsewhere. The literature on the nexus between lower turnover and preparation has found that off-the-job preparation is associated with higher turnover presumptively because this type of developing imparts more general accomplishments ( Martin, 2003 ) .Consequence of Vocational Training2.20 In a survey analyzing the consequence of apprenticeships on male school departers in the UK, Booth and Satchel ( 1994 ) found that completed apprenticeships reduced voluntary job-to-job, voluntary job-to-unemployment and nonvoluntary occupation expiration rates. In contrast, uncomplete apprenticeships tended to increase the issue rate to these finishs rela tive to those who did non have any preparation. Winkelmann ( 1996 ) reported that in Germany apprenticeships and all other types of vocational preparation cut down labour mobility in malice of the fact that the German apprenticeship preparation is intended to supply general and therefore more movable preparation.Career Commitment2.21 Chang ( 1999 ) examined the relationship between calling committedness, organisational committedness and turnover purpose among Korean research workers and found that the function of calling committedness was stronger in foretelling turnover purposes. When persons are committed to the organisation they are less willing to go forth the company. This was found to be stronger for those extremely committed to their callings. The writer besides found that employees with low calling and organisational committedness had the highest turnover purposes because they did non care either about the company or their current callings. 2.22 Persons with high calling committedness and low organisational committedness besides tend to go forth because they do non believe that the organisation can fulfill their calling demands or ends. This is consistent with old research that high calling committers consider go forthing the company if development chances are non provided by the organisation. However, this group is non disposed to go forth and is likely to lend to the company if their organisational committedness is increased. Chang found that persons become affectively committed to the organisation when they perceive that the organisation is prosecuting internal publicity chances, supplying proper preparation and that supervisors do a good occupation in supplying information and advice about callings.Influence of Colleagues2.23 A 2002 survey by Kirshenbaum and Weisberg of 477 employees in 15 houses examined employees ‘ occupation finish picks as portion of the turnover procedure. One of their chief findings was that colleagues ‘ purposes have a major important impact on all finish options – the more positive the perceptual experience of their colleagues desire to go forth, the more employees themselves wanted to go forth.Chapter NO 3MethodResearch Procedure3.01 The research is a descriptive survey. A descriptive survey can be defined as, â€Å"A survey that focuses on a peculiar state of affairs or set of state of affairss, studies on of import facets observed, and efforts to find the interrelatednesss among them.† 3.02 The end of the descriptive research survey is to offer to researcher a profile or to depict relevant facets of the phenomena of involvement from an person, organisational, industry- oriented, or the other prospective. ( Uma Sekran ) 3.03 The intent of the research survey â€Å"Factors of employee turnover† is to assist out the directors to calculate out the factors of employee turnover in the organisations. So that the directors easy can happen, why employee is go forthing the organisation? Harmonizing to the consequences they can do the programs to cut down the employee turnover in the organisations. Sampling 3.04 The sample for the research is taken through the random sampling. The type of sampling is cluster trying. In this type of trying I have chosen 100 employees as a sample to make full out the questionnaire. These employees are from different sections and their places in the sections are besides different. The sample of the employees consists of top degree directors, in-between degree directors and non directors. Data CollectionSecondary Datas3.05 Secondary informations is collected from the diaries, newspapers, and publications and pervious research surveies. Most of the information is taken from the old research documents on employee turnover, which are available on the Internet libraries.Primary Data3.06 For the primary informations, I have designed a questionnaire harmonizing to factors described above in the literature reappraisal. The questionnaire is filled by 100 employees from different organisations. The employees are from top degree direction, middle flat direction and no managerial degree. Datas Analysis 3.07 Each inquiry is analyzed by utilizing informations tabular matter method ; tabular matter consists merely numbering the figure of instances that fall in to assorted classs.Tabulation Frequency Distribution3.08 Frequency distribution is method to reason the questionnaires, frequence distribution method merely reports the figure of responses that each inquiry received and is the simplest manner of discouraging the empirical distribution of the variable. A frequence distribution organizes informations in to categories or group of values and shows the figure of observations. 3.09 The presentation of tabular matter frequence distribution is done by column charts, saloon charts and pie charts etc.Chapter NO 4Consequences and DiscussionWhat is your gender?Table 1GenderFrequencyPercentageValid PercentageCumulative %Male75757575.00Female252525100.00Entire100100100Pie Chart 1 4.1 This tabular array shows that the sample of 100 questionnaires was distributed indiscriminately among male and female employees. In which we observed that 75 % were male pupils and 35 % were female employees.What is your age?Table 2AgeFrequencyPercentageValid PercentageCumulative %20-2424242424.0025-2931313155.0030-3421212176.0035-3913131389.0040-4466695.0045-Above555100.00100100 %100 %Pie Chart 2 4.2 The above tabular array shows that questionnaires were divided into six different age groups i.e. from 20-24, 25-29, 30-34, 35-39, 40-44 & amp ; 45-Above. Out of this 31 % employees were aged from 25-29. 24 % were aged from 20-24. 21 % were form 30-34. 13 % were from 35-39. 6 % from 40-44 % , & A ; 5 % from 45-above.What is your section?Table 3DepartmentFrequencyPercentageValid PercentageCumulative %Administration11111111.00Selling15151526.00Operationss77733.00Customer Servicess31313164.00Finance10101074.00Human Resource17171791.00Technical999100.00Entire100100100Pie Chart 3 4.3 The above tabular array shows that the questionnaire was divided in six different sections ‘ i.e. disposal, selling, operations, client services, human resource and proficient. Out of this 31 % employees are from client services, 17 % from human resource, 15 % from selling, 11 % disposal, 10 % from finance, and 9 % are from proficient sections.What is your place in the occupation?Table 4PositionFrequencyPercentageValid PercentageCumulative %Top direction14141414.00Middle direction21212135.00Supervisor34343469.00other313131100.00Entire100100100Pie Chart 4 4.4 This above tabular array shows that the questionnaire divided in the employees of top direction, in-between direction, supervisors, and other degree of employees. Out of this 34 % employees are from supervisory degree, 31 % are from other degrees, 21 % employees are from in-between degree direction, & A ; 14 % are from top direction.What is your monthly wage?Table 5SalaryFrequencyPercentageValid PercentageCumulative %Below 1500017171717.00Between 15001-2000027272744.00Between 20001-2500021212165.00Between 25001-3000015151580.00Between 30001-3500014141484.00Between 35001-above666100.00Entire100100100Pie Chart 5 4.5 This above tabular array shows that the questionnaire was divided to the employees in six different wages ranges i.e. Below 15000, between 5001-20000, between 20001-25000, between 25001-30000, between 30001-35000, & A ; between 35001-above. Out of this 27 % employees are acquiring the salary between 15001-20000,21 % acquiring the salary between 20001-25000, 17 % acquiring the salary below 15000,15 % are acquiring the salary between 25001-30000,14 % are acquiring the salary between 30001-35000, & A ; 6 % are acquiring the salary 35001-above.For how long do you work for the organisation?Table 6Time periodFrequencyPercentageValid PercentageCumulative %Less than 3 months5555.00Between 3-6 months27272732.00Between 6-12 months21212153.00Between 1-2 old ages15151568.00Between 2-4 old ages17171785.00More than 4 old ages151515100.00100100100Pie Chart 6 4.6 This above tabular array shows that the questionnaire divided in to employees are from six different classs i.e. less than 3 months, between 3-6 months, between 6-12 months, between 1-2 old ages, between 2-4 old ages, More than 4 old ages. Out of this, 21 % employees are working for between 6-12 months, 27 % are working for between 3-6 months, 17 % are working for between 2-4 old ages, 15 % are working for between 2-4 twelvemonth ‘s & A ; More than 4 old ages. 5 % are working for less than 3 months.Rate the following about your occupation satisfaction.My occupation means a batch more to me than merely money.Table 7FrequencyPercentageValid PercentageCumulative %Strongly Disagree26262626.00Disagree19191945.00Neither Agree nor Disagree77752.00Agree30303082.00Strongly Agree181818100.00Entire100100100Pie Chart 7 4.7 This above tabular array shows that 26 % employees are strongly disagree that their occupation means a batch to them than merely money. 30 % disagree, 7 % neither disagree nor agree, 30 % are agree, & A ; 18 % are strongly agree that their occupation means a batch to them than merely money.The major satisfaction in my life comes from my occupationTable 8FrequencyPercentageValid PercentageCumulative %Strongly Disagree24242424.00Disagree16161640.00Neither Agree nor Disagree99949.00Agree34343483.00Strongly Agree171717100.00Entire100100100Pie Chart 8 4.8 This above tabular array shows that 24 % employees are strongly disagree that the major satisfaction in their life comes from their occupations. 16 % disagree, 9 % neither agree nor disagree, 34 % are agree, & A ; 175 are strongly agree that the major satisfaction in their life comes from their occupationsI am truly interested in my work.Table 9FrequencyPercentageValid PercentageCumulative %Strongly Disagree37373737.00Disagree23232360.00Neither Agree nor Disagree00060.00Agree19191979.00Strongly Agree212121100.00Entire100100100Pie Chart 9 4.9 This above tabular array shows that 37 % employees are strongly disagree that they are interested in their work. 23 % employees disagree. 21 % employees agree, & A ; 19 % employees strongly agree that that they are interested in their work.How much satisfied are you with the calling development in the organisationI am committed with my calling instead than the organisation.Table 10FrequencyPercentageValid PercentageCumulative %Strongly Disagree19191919.00Disagree14141433.00Neither Agree nor Disagree37373770.00Agree17171787.00Strongly Agree131313100.00Entire100100100Pie Chart 10 4.10 This above tabular array shows that 19 % employees strongly disagree that they are committed with the calling more that the organisation. 14 % employees disagree, 37 % employees neither agree nor disagree, 17 % employees agree, & A ; 13 % employees strongly agree that they are committed with the calling more that the organisation.I have tonss of chances of calling development in the organisation.Table 11FrequencyPercentageValid PercentageCumulative %Strongly Disagree27272727.00Disagree21212148.00Neither Agree nor Disagree17171765.00Agree22222287.00Strongly Agree131313100.00Entire100100100Pie Chart 11 4.11 This above tabular array shows that 27 % employees strongly disagree that they have tonss of chances of calling development in the organisation. 21 % employees disagree, 17 % neither agree nor disagree, 22 % agree, & A ; 27 % strongly agree that that they have tonss of chances of calling development in the organisation.I am satisfied with calling development in the organisationTable 12FrequencyPercentageValid PercentageCumulative %Strongly Disagree27272727.00Disagree26262653.00Neither Agree nor Disagree77760.00Agree23232383.00Strongly Agree171717100.00Entire100100100Pie Chart 12 4.12 This above tabular array shows that 26 % employees strongly disagree that they are satisfied with calling development in the organisation. 17 % employees disagree, 7 % employees neither agree nor disagree, 23 % employees agree, & A ; 27 % employees strongly agree that they are satisfied with calling development in the organisation.Rate your committedness with the organisationI am committed with my organisationTable 13FrequencyPercentageValid PercentageCumulative %Strongly Disagree13131313.00Disagree10101023.00Neither Agree nor Disagree37373760.00Agree19191979.00Strongly Agree212121100.00Entire100100100Pie Chart 13 4.13 This above tabular array shows that 13 % employees strongly disagree that they are committed with their organisation. 10 % employees disagree, 37 % employees neither agree nor disagree, 19 % employees agree, & A ; 21 % employees are strongly agree that they are committed with their organisationI value my organisation more than my occupationTable 14FrequencyPercentageValid PercentageCumulative %Strongly Disagree16161616.00Disagree20202036.00Neither Agree nor Disagree13131349.00Agree30303079.00Strongly Agree212121100.00Entire100100100Pie Chart 14 4.14 This above tabular array shows that 16 % employees strongly disagree that they value their organisation more than their occupation. 20 % employees disagree, 13 % employees neither agree nor disagree, 30 % employees agree, & A ; 21 % employees strongly agree that they value their organisation more than their occupation.I value organisation more than rewards paid by the organisationTable 15FrequencyPercentageValid PercentageCumulative %Strongly Disagree10101010.00Disagree13131323.00Neither Agree nor Disagree35353558.00Agree25252583.00Strongly Agree171717100.00Entire100100100Pie Chart 15 4.15 This above tabular array shows that 10 % employees strongly disagree that they value the rewards paid by the organisation. 13 % employees disagree, 35 % employees neither agree nor disagree, 25 % employees agree, & A ; 17 % employees agree that they value the rewards paid by the organisationAre you paid harmonizing to your attempts in the organisation?Table 16FrequencyPercentageValid PercentageCumulative %More than your attempts42424242.00Equal to your attempts37373779.00Less than your attempts212121100.00Entire100100100Pie Chart 16 4.16 This above tabular array shows that 42 % employees are paid harmonizing to their attempts in the organisation. 37 % employees are paid equal to their attempts in the organisation, & A ; 21 % are paid less than their attempts in the organisationRate the rewards and benefits, given you by the organisation.I am paid harmonizing to my public presentation.Table 17FrequencyPercentageValid PercentageCumulative %Strongly Disagree20202020.00Disagree17171737.00Neither Agree nor Disagree77744.00Agree25252569.00Strongly Agree313131100.00Entire100100100Pie Chart 17 4.17 This above tabular array shows that 20 % employees strongly disagree that they are paid harmonizing to their public presentation. 17 % employees disagree, 7 % employees neither agree nor disagree, 25 % employees agree, & A ; 31 % employees strongly agree that they are paid harmonizing to their public presentation.I value money more than my occupation.Table 18FrequencyPercentageValid PercentageCumulative %Strongly Disagree29292929.00Disagree26262655.00Neither Agree nor Disagree66661.00Agree23232384.00Strongly Agree161616100.00Entire100100100Pie Chart 18 4.18 This above tabular array shows that 29 % employees strongly disagree that they value money more than their occupation. 26 % employees disagree, 65 neither agree nor disagree, 23 % agree, & A ; 16 % strongly agree that they value money more than their occupation.I am satisfied wit the benefits given by the organisationTable 19FrequencyPercentageValid PercentageCumulative %Strongly Disagree17171717.00Disagree21212138.00Neither Agree nor Disagree99947.00Agree23232370.00Strongly Agree303030100.00Entire100100100Pie Chart 19 4.19 This tabular array shows that 17 % employees strongly disagree that they are satisfied with the benefits given by the organisation. 21 % employees disagree, 9 % employees neither agree nor disagree, 23 % employees agree, & A ; 30 % employees strongly agree that they are satisfied with the benefits given by the organisation.Rate preparation and development in your organisationI am satisfied with the preparation given in the organisationTable 20FrequencyPercentageValid PercentageCumulative %Strongly Disagree25252525.00Disagree17171742.00Neither Agree nor Disagree00042.00Agree21212163.00Strongly Agree373737100.00Entire100100100Pie Chart 20 4.20 This above tabular array shows that 25 % employees strongly disagree that they are satisfied with preparation and development given in the organisation. 17 % employees disagree, 21 % employees agree, & A ; 37 % employees agree that they are satisfied with preparation and development given in the organisation.Training dramas of import function in my calling developmentTable 21FrequencyPercentageValid PercentageCumulative %Strongly Disagree23232323.00Disagree13131336.00Neither Agree nor Disagree66642.00Agree23232365.00Strongly Agree353535100.00Entire100100100Pie Chart 21 4.21 The above tabular array shows that 23 % employees strongly disagree that preparation and development dramas of import function in their calling development. 13 % employees disagree, 6 % neither agree nor disagree, 23 % employees agree, & A ; 355 employees strongly agree that preparation and development dramas of import function in their calling development.If you want to discontinue the occupation, which factor influences the most?Table 22FrequencyPercentageValid PercentageCumulative %Job satisfaction12121212.00Alternatives/Opportunities13131325.00Wages & A ; Benefits16161641.00Career Development26262667.00Organizational committedness10101077.00Training & A ; Development19191996.00Influence of coworkers444100.00Entire100100100Pie Chart 22 4.22 This above tabular array shows that 34 % employees want to discontinue the occupation because of occupation dissatisfaction. 13 % employees want to discontinue the occupation because of alternatives/opportunities, 16 % employees want to discontinue the occupation because of low rewards & A ; benefits, 26 % employees want to discontinue the occupation because they are non satisfied with calling development, 10 % employees want to discontinue the occupation because they are non committed with organisation, 19 % employees want to discontinue the occupation because they are non satisfied with preparation & A ; development, & A ; 4 % employees want to discontinue the occupation because of influence of coworkers.Chapter NO 5Decision and RecommendationsDecision5.01 The research based on â€Å"factors of employee turnover† , the research is conducted on call centre industry, for this a sample of 100 questionnaires was developed and divided indiscriminately into the employees to c ognize the factors of employee turnover. The respondents were from different age groups, different section, and from different occupation places. 5.02 The questionnaire was divided among the employees, in which 75 % employees were male and 25 % employees were female. Most of employees were the age of 20-34 about 74 % . These employees were from top direction, in-between direction, supervisory degree and others. Most of the employees were from supervisory degree or others i.e. 65 % . 5.03 The employees were asked about the occupation satisfaction, calling development, preparation and development, organisational committedness, rewards & A ; benefits and influence of coworkers. 5.04 Through this research it is concluded that the factor, which influences the most in employee turnover is career development. 26 % employees said that they want to discontinue the occupation because of calling development. 19 % employees quit the occupation because of fewer chances of preparation & A ; development. 16 % employees wanted to discontinue the occupation because of low rewards & A ; benefits. 13 % wanted to discontinue the occupations because they have

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Pros and Cons of Partnership as a Form of Ownership Essay Q.1 Identify the pros and cons of the partnership as a form of ownership? A partnership is formed when two or more people engage in a business activity and share investment, profit and loss. Just like any other form of ownership, it has its advantages and disadvantages. Following we discuss some of the pros and cons of a partnership. Pros of the Partnership (1) Ease of Formation: Partnership is comparatively simple to form. All you need to form a partnership is an agreement. A verbal agreement is enough to start a partnership however it is much recommended that partnership be formed based on a written legal partnership agreement. (2) Funding: Partnerships generally have a low startup cost. With two or more people investing capital in the company, the business will have a much stronger financial ground. Two or more people can also have better access to outside funds needed to run the business (3) Divided Responsibility: In a partnership responsibilities of running a business are shared by the owners. Shared responsibilities ease the work load on individuals and can also increase productivity by splitting responsibilities in a way that individuals can use their special skills to maximize the output. (4) Support: Owning and running a business can be very demanding, challenging and stressful. Having a business partner can give you a little peace of mind because a partner can provide moral support when needed. (5) Taxation: The income profit/loss in a partnership flows through the business to individual partners for taxation. In other words the partners are taxed only on the basic of personal income i-e how much loss or profit a partner endured. Cons of Partnership: (1) Liability: In a partnership both partners have un-limited liability (not in LP and LLP). Both partners are responsible for not only their own actions but also the actions of their partners. So, if your partner fails to pay a debt, you personally are responsible for paying that debt and vice versa. If someone sues the partnership and the business doesn’t have enough money to cover the expenses than the partners personal assets will be at stake. (2) Conflicts and Disagreements: Partnerships are for the long term and over the course of time conflicts arise and disagreement happens. Whether these are personal or management style conflicts. They can adversely affect the business. When general partners don’t agree it can delay the decision making time of the company and a bad conflict is enough to dissolve a partnership. (3) Dependence on Partners: The success of any partnership depends heavily on contribution from all partners. If a partner withdraws the business will be crippled, if a partner dies the partnership can die with him. Moreover you can’t make any business decision on your own you’re dependent on your partner. (4) Difficulty Withdrawing: It is not that easy to get out of a partnership. Whoever needs to withdraw will be personally liable for any monetary obligations due at the time of withdrawl. Q.2 Discuss funding options for small business? In order to run a business you need capital. Getting the money together to start a new business is the top priority of any entrepreneur. There are several ways to finance a small business. Following are some options for financing a small business. (1) Personal Resources: Using your own assets is the most common form of small business financing. You can use money from your saving, ask family or friends for capital or use a credit card. (2) Loans: In order to startup a new business, entrepreneur borrows money from the banks. The banks charge an interest rate on the money lent. 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Determine and discuss how managerial accounting can help managers with product costing, incremental analysis and budgeting? Managerial accounting provides accounting information needed by managers inside an organization to run its day to day operations. It provides managers with financial information’s needed to make sound business decisions. Managerial accounting information includes budgeting, product costing, performance reports, variance analysis and financial ratios. Following we look at three managerial duties that rely on information received from managerial accounting: (1) Product Costing: Product costing is the process of accurately determine the cost of a single product, by analyzing all the expenses that accrued from the beginning (raw material) to the end (sale). In traditional costing method indirect costs are applied to products, based on an overhead rate that is predetermined. The traditional costing system is easier and much simpler but fails to add the cost of non-manufacturing goods that are associated with the production of that item. (2) Activity Based Costing: Activity Based Costing is a new method in costing. It’s much more complicated that the traditional costing system. ABC gives a much more accurate product cost. Under activity based accounting associated with production of an item is determined and priced. This priced activity is than assigned to every product that requires the prices activity for production. Managerial accounting provides managers with the financial information needed to determine the cost of a manufactured product. (3) Incremental Analysis: Incremental Analysis is a decision making tool. It is used for the analysis of financial information needed to make an informed decision. In incremental analysis two different alternatives are weighed out in terms of cost/profit and the impact of the outcome of this analysis will have on a particular decision. It basically points our related cost and revenue of each alternative and the impact this alternative will have on future income. After using incremental analysis and choosing one alternative over the other. The cost change that occurs due to choosing the alternative is called incremental cost. Managerial accounting provides us with the numbers needed to compare two different alternatives, pick the right one and analyze the difference in cost. Budgeting: It helps managers plan and control costs and revenues. Budgeting is a tool for managers to determine how much money needs to be spent in order to generate a certain level of income. Budgeting in simple terms can be called forecasting; in budgeting we prepare a very detailed statement of financial results that are likely to happen in a time period to come. Companies use budget to plan for a future period based on financial statements. Managerial accounting provides managers with the financial statement for budgeting. Q4. Discuss the basic components of the marketing process using the product or service of your choice as an example? Marketing strategy can be described as an activity to position a product, attract customers while promoting the interest of stakeholders in a business. Marketing makes it possible to communicate the value of a product or service to consumers. Following the basic components of marketing process is explained briefly using artificial jewelry as a product. (1) Product Strategy: Methodologies, tools and technology used by a business to differentiate and distinguish its product from its competitors, is called product strategy. In terms of artificial jewelry my strategy would be to describe my product in full detail including where it was made, who it was designed by and what metals were used in its formation. I would also set my product apart by choosing appealing packaging and I would back the quality of my product by giving guarantees. And above all I would provide exemplary product designs and excellent customer service. (2) Pricing Strategy: Pricing Strategy is very important in marketing because it generates a turnover for the company and it’s also important because it affects other components of marketing as well. In terms of artificial jewelry first I would do a thorough research on competition prices, than I would calculate my final cost and select a pricing objective. I would compare my sale price with that of my competitors, and make sure that my price is lower than the competitors and value of my product is higher than the competition. Initially, I would keep my profitability low and will try to build clientele base by providing unbeatable prices. (3) Distribution Strategy: Distribution plays a very important role in marketing strategy. It involves how well the final product is delivered to the consumer. The product must be delivered to the end user in the right quantity, at the correct date and time. In terms of artificial jewelry most of my sales will be distributed at shows and festivals organized by different entities and a major part of my sales is also going to be web based. I will contact different shipping companies to find out the best courier in terms of price and value. And ship my jewelry through the best medium, at minimum amount of tie. (4) Promotion Strategy: Promotion Strategy is also vital part of marketing. A promotion strategy includes all the ways used by companies to provide information about their product in such a way that it would ultimately increase the company’s sale. In terms of artificial jewelry I would offer some sort of coupon and advertise my discount. Offer free shipping (when possible), maintain customer relations and send out promotional information to existing clients. Q.5 Discuss the role of social responsibility and technology in the marketing function. Social Responsibility in Marketing: Being socially responsible for an organization means that it cares and shows concerns about the people and environment in which they conduct business. Marketing can be described as promotion, selling and distribution of a product. Social responsibilities in marketing would first of all include truth telling about their product , all the information about the product should be correct and up to date. Companies should be concerned about their environment and take steps to make a cleaner. Companies should also show support for social causes in marketing. Company should market their product in a way that it doesn’t offend any group of people. Technology in Marketing: The technological boom in the past years had definitely revolutionized marketing. The internet has created numerous marketing opportunities for businesses. Now days there are numerous marketing firms that work exclusively on the internet. At first radio changed marketing, than TV and now it’s the age of hand held devices and internet. Marketers now days know that constant technological advances require evolution in the marketing process. With technological advances it’s much simpler and quicker to get customer feedback. It is much simpler to deliver the product to the customer and to do market research and maintain your brand reputation. Technology had had a great impact on marketing.

Desorption Ionization Methods Essay

Desorption Ionization Methods Essay Pharmaceutical science Desorption ionization methods owning a powerful capability in pharmaceutical field in which the ionization sources provided by the respective mass spectrometers was able to minimize the damage causing any variations in molecular structures of the samples (Monagas, Quintanilla-Là ³pez, Gà ³mez-Cordovà ©s, Bartolomà ©, Lebrà ³n-Aguilar, 2010). The prevention can be done by using ideal matrix mixed with the analytes, owning properties of strong absorption, good mixing and having low vapor pressure. With these properties the mass spectrometer are able more accurate in determine the intact molecular m/z value of the analytes. MALDI-TOF MS Huge numbers of researchers was reported a species that associate with various benefits in health known as proanthocyanidins , a polyphenols compounds which having properties of cardiovascular and neurodegenerative diseases prevention (Aron Kennedy, 2008). Several authors were characterized proanthocynidins in both plants and non-plants foods by the application of MALDI-TOF MS in term different mode of detection and mass species. Two different mode of detection, reflectron mode and linear mode, have been well applied in proanthocynidins analysis. By using MALDI-TOF MS applying on proanthocynidins analysis owning a great advantages in minimize the difficulty in interpret the spectra in which it used single-charged molecular ions for detection that can eliminate those impurities peak that generate by other sources (Monagas, Quintanilla-Là ³pez, Gà ³mez-Cordovà ©s, Bartolomà ©, Lebrà ³n-Aguilar, 2010). The proanthocynidins are essential in food plants and non-food plants sample. This review was provides three example for both plants that are available in journal article. For the food plants, apple juice procyanidins was detected by MALDI-TOF MS in linear mode by both [M+Na]+ and [M+K]+ had been well studies by Shoji, et al. (2006). The authors were concluded that the apple juice procyanidins was exit as B-type procyanidins and the observed mass of the species reported as [M+K]+ are higher than [M+Na]+. Other foods plant, Grape seeds, was reported by Krueger, et al. (2000) as [M+Na]+ in both reflectron and linear mode. The type of proanthocyanidin was being detected are B-type procyanidins and galloylated (esterified form) in various range of degree of polymerization (DP). It was found that the linear mode can be detected up to DP 11 while reflectron mode only can detect up to DP 9. Besides, Krueger, et al. in 2003 was reported another foods plant, Sorghum (Sorghum bicolor (L.) Moen ch), as [M+Cs]+ in the reflectron mode was able to detect A- and B-type procyanidins and prodelphinidins. Due to the complexity of this food plant, the authors enable the detection up to DP9 containing up to 5 A-type linkages and confirming the abundance of the linkages in Sorghum (Krueger, Vestling, Reed, 2003). On the other hand, non-food plants proanthocynidins can also applied by MALDI-TOF MS. However, in the application of non-food plants, unlike application in food plants, Hedqvist, et al. (2000) was reported the Lotus corniculatus (var. Fargus) have presented B-type procyanidins and prodelphinidins by the application in both reflectron and linear mode were detected as [M+Na]+. By establishing reflectron mode, B-type procynanidins and prodelphinidins in acetylated form in bark of Pinus radiata were reported by Ku and Mun (2007). Besides, profisetinidins and prorobinetinidins in heartwood of Quebracho (Schinopsis balansae) were reported by Vivas, et al. (2004). Table 1: Characterization of proanthocyanidins from both food plants and non-food plants by MALDI-TOF MS analysis Materials Substrate Mode Mass specie Observed mass Proanthocynidin type Reference Food plants Apple juice Liner [M+Na]+ [M+K]+ 1754-2907 1770-2923 B-type procynanidins Shoji et al. (2006) Grape seeds Reflectron Liner [M+Na]+ [M+Na]+ 601-2618 600-3349 B-type procynanidins, galloylated Krueger et al. (2000) Sorghum (Sorghum bicolor (L.) Moench) Reflectron [M+Cs]+ 1285-2759 A- and B-type procynanidins and prodelphinidins Krueger et al. (2003) Non-food plants Lotus corniculatus (var. Fargus) Linear and reflectron [M+Na]+ 1177-1817 B-type procynanidins and prodelphinidins Hedqvist et al. (2000) Bark of Pinus radiata Reflectron [M+Na]+ 1020-4067 B-type procynanidins and prodelphinidins (acetylated form) Ku and Mun (2007) Heartwood of Quebracho (Schinopsis balansae) Reflectron [M+Na]+ 841-2237 Profisetinidins and prorobinetinidins Vivas et al. (2004) FAB-MS The application of FAB-MS in pharmaceuticals sector was baring an importance role in analyzing those nonvolatile compounds in yields abundant ions and detailed fragmentation data (Bartner, et al., 1997). Everninomicin-6 (EV-6) was reported as an oligosaccharide antibiotic by Bartner, et al. (1997). The authors were using previous studies, Everninomicin-D (EV-D), by comparing their fragmentation m/z value in order to well analyze the fragmentation. Besides, the paper also operated by using various types of matrices in order to illustrated more structurally informative fragment ions such as glycerol, thioglycerol, glycerol/thioglycerol, 3-nitro-benzyl alcohol (3NBA), and 3NBA+NaCl. In the studies, the FAB spectra were yields a very weak protonated and a relatively low-abundance sodiated molecular ions at m/z 1335 and 1357 respectively. The authors were emphasize that the matrix, NaCl doped 3NBA was producing the best result among the matrices that they were used. The spectra were able to shown a clearer enhancement of the sodiated molecular ion at m/z 1357 and the authors also able to determine several series of the molecular fragmentation. This make the spectra more essential in define the structurally informative ion constituent. However, negative-ion FAB-MS had been investigated by the authors for the structural analysis perform by using DMSO-3NBA matrix and produced abundant molecular ion at m/z 1333 and a series of cleavage of ions peak. Table 2: The relatively abundance molecular ions peak of the Everninomicin-6 (EV-6) in DMSO solvent Matrices Mass specie Observed mass Assignation 50:50 glycerol/thioglycerol (gly/thio) [M+H]+ 1335 1357 -very weak protonated molecules ion -low-abundance sodiated molecular ion 3NBA + NaCl [M+Na]+ 1357 -abundant sodiated molecular ion 3NBA [M-H] 1333 -abundant molecular fragment ion SIMS Applications of SIMS in pharmaceutical sector are used to detect the surface morphologies of the analyte. In order further improve the detection limit, Chen, et al. (2011) research was using C60 cluster ion sources. The studies were done by the event-by-event bombardment/detection mode and providing benefits which allowed the detector very narrow length (~10nm) molecules. Chen, et al. (2011) were reported that this mode was increased the sensitivity of the detection toward the closer distances between nanoparticle probe and amino acid sites of an antibody. It was reported that the gold nanoparticles (AuNPs) was modified in which the antiCD4 cooperate to the AuNPs and immobilized on the cell for analyze. It was reported that the negative ions that cleavage by the molecules in the range of m/z 30 to 120 were indicating the present of the antibodies on the cell. Besides, m/z 197 and m/z 223 corresponding to Au and AuCN respectively, were shown the importance of the peak which indicating the immobilization was successful. On the other hand, the ions source of C60 caused the impact on the lipid membrane region where the fragmentation palmitate (C16H31O2) and oletate (C18H33O2) at m/z 255 and 283 respectively had occurred. Table 3: The co-emitted secondary ions and observed mass of AuNPs-antiCD4 labeled cell surface analyzed with C60 ToF-SIMS Detected species Co-emitted secondary ions Observed mass AuNPs-antiCD4 conjugates Au AuCN 197 223 Cell lipid membrane C16H31O2 C18H33O2 255 283

The Impact Of The Digital Revolution Marketing Essay

The Impact Of The Digital Revolution Marketing Essay Introduction Consumers are important for organizations as their all efforts are directed toward the satisfaction of needs of their target consumers. Study of consumer behavior help firms to improve their marketing strategy. This helps organizations to understand the psychology of consumers, how they think and feel about the specific products and how they select between different alternatives such as different brands and retailers. More specifically, consumer behavior is defined as the study of individuals, organizations or groups and processes they use to select, use, secure and dispose of products, services, ideas or experience to satisfy needs and impacts these processes have on society and consumers. Study of consumer behavior is very useful for organizations with its extensive applications. The most obvious use of consumer behavior is marketing strategy. When organizations have clear understanding of behavior of consumer about the product or service, they are in better position to develop and run an effective marketing campaign. For instance, by understanding that consumers are friendly towards food advertising when they are hungry we are more likely to schedule snack advertisement late in the afternoon. Consumer behavior also has its application social marketing which includes the ideas across to consumer rather than selling something. The Impact of the Digital Revolution in Marketing and Consumer Behavior: Advancements of technology have affected all the fields of life and so as the business world. Technological revolution is characterized with inventions such as internet, cell phone, global positioning system (GPS devices), notebook or laptop etc. many amazing. These changes have changed our lives to great extent. Now every human is connected with each other due to digital revolution. Communication technology has made it possible to share information quickly and easily. Information technology has also increased the ratio of communication and involved people from everywhere in the world. Digital revolution has provided new and fresh ideas to its users that are so common to use presently. Like all other aspects of life, technology has given a superb impact on consumer behavior and as well as on marketing. Technology has changed the ways to market the product to the target audience and consumers, more emphasis on market side is on how to execute and implement the marketing strategy. Inte rnet is critical mean, used by contemporary organizations to promote their products and services. Now companies are going for social media marketing and promoting their products via social networking websites such as face-book, twitter, word press, BlogSpot and liked in etc. Whereas in past companies were using traditional means of promotion and advertisements e.g. news paper, radio and televisions. But now, internet provides more innovative, quick and fast way to implement promotion strategy. Internet and social media networking websites provides effective and free of cost media to encompass the target audience. Selling methods have also been changed with digital revolution. GPS devices, notebook, laptop and cell phones bring information through users of those technologies faster. Due to fast and easy access to information, people are more aware and try to get latest information when making a purchase decision. Digital revolution has given emergence to relationship marketing (with focus on customer), industrial or business marketing (with organizational focus) and social marketing (with focus on benefits to society) and most importantly to internet marketing. Online Consumer Segmentation: Companies must recognize that cherished knowledge of target market facilitating customer segmentation provides basic information that is necessary to maximize the returns on practices of internet marketing and increase its effectiveness and efficiency. Consumer information is qualifying information that is applied by internet marketers; it also clarifies and help to connect the promotional content with specific segments of consumers. This process is carried out with aim to match the attributes of products with needs of potential online consumers and these customers are more likely to benefit from specific promotional offers of company. In this case, it must be recognized that whole population that have access to the internet can be potential customers. But from this population, only a certain portion of online population represent the potential customer of the product or service being promoted by the company. Process of online segmentation of consumers, is consistent with traditional approach of market segmentation. Internet marketers observe the consumer behavior toward the formulation of promotional content and apply the results of observations in segmenting the online consumers. It is designed to forecast behavior of consumer relative to what is already known about current and prospective consumers. The prognostic value of consumer segmentation is obvious as content of promotional strategy and it is aligned with subset of consumers. Consumer Motivation and High Technology Products: Technology has changed the business practices to great extent. Modern technologies are time saving and require less efforts by humans as well as it simplifies information access and bring people from different places together. Now, high technology gadgets are essential part of human life. Business executives forecast that sales and profits of future are expected to come from high technology products. (Asp, 1999 ). Consumer behavior in the contemporary world is more neutral toward technology. However, there is no single agreement on what is high technology means, actual business practices and competitive strategy theories recognize explicitly that there are important attributes such as rapidly changing life cycles, intensity of information and turbulence that distinguish high technology from the traditional market in psychological factors (Hirunyawipada Paswan, 2006), most important one is motivation of customers as behavior comes from motivation. But actually, consumer needs are not that specific which exist potentially. So the aim of promotional and advertising activities is to satisfy the customer demands and motivate them to buy the products or services even for those which consumers do not need actually. High technology products can prove to be very crucial factor in consumer motivation. Cultural Factors affecting Consumer Behavior: In simpler definition, culture is all about the values of an individual. Culture decides about the behavior of consumers. Cultural factors also influence the individualà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s buying behavior. All individuals hold different sets of beliefs, habits, and principals that are developed by him or her from his family status and background. Within each culture, there are some subcultures such as gender, religion, geographical location and status etc. companies must know specific cultural attributes and how they affect the buying behavior of the consumers. Marketers believe that consumers have similar cultural attributes or having same culture show similar buying behavior. Every country has its distinct and different culture so while going for international marketing, companies must overcome the cultural and economic boundaries. In order to run a successful marketing campaign on domestic and internal level, different presences, attitudes, beliefs and habits of cus tomer in the target market. Beliefs are important element of culture and can show similarities between the people in a community. Understating the cultural properties of target consumers is critical for analysis of consumer buying behavior and play important role in the process of market segmentation, product positioning and target market. Adult Consumerà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s Decision Making: Marketers and researchers have great interest in decision making style of target consumers. Demographics have great impact of thinking and buying behavior of consumers. Age is one of the important elements that affect the consumerà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s behavior in the market place. Consumerà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s decision making style is a mental orientation that is characterized by approach of consumer to make choices. Adult consumers are hard to handle for marketers as they are living in technological advanced world, like innovative and latest products. Attracting and retaining adult consumers is a challenge for marketers, they must be aware and have enough knowledge of advanced technologies and applications that are part of daily life or adults consumers of modern era, in order to reach that specific segment of the market (Olshavsky Granbois, 1979). This market segment may boast considerable purchasing power. This segment is noticed widely due to its perc eived importance. Home buying decisions of this segment are fairly noticeable and they are recognized as trend setters which influence consumption patterns in the other segments of market as well (Olshavsky Granbois, 1979)Buying decisions of adult consumers are influenced by critical reference groups such as friends. It is observed in many researches that impact of promotional activities on loyalty of adult consumer is insignificant. Instead brand loyalty can be enhanced by improving products ad past utilization, convenience and expectations do not affect the loyalty significantly. Conclusion: Consumer buying behavior is a mental orientation that makes the approach of choices by the researcher. Technological advancement has been having great impact of buying behavior and purchase patters of consumers. Due to smart technologies, companies can easily and quickly spread their promotional message and hit their target market consumers. They can benefit by technological advanced options to carry out activities. Internet and social networking websites are important tool for marketing contemporary organizations. A successful marketing strategy in modern world organizations, need to consider important factors such as high technology products, cultural backgrounds of target consumers and demographics of target consumers as well.

Victorian Era Life: Inspiration Revealed Essay -- Literary Analysis, T

Is it not true that events from the past can subsequently affect or influence the events of the future? This is certainly demonstrated in the poetry of Alfred Lord Tennyson. His nineteenth century background is clearly evident in his poetry. Inspirations for majorities of his works were from people he knew, occurrences in his life, imagery of trials, tribulations, love, and death in the Victorian era. His literary works in Poems of Tennyson 1830-1870 and The Poems and Plays of Tennyson strictly show the effects of his background during his adolescence and early adulthood. Tennyson was born in 1809 in Somersby, Lincolnshire, England; the fourth of twelve children (Everett). After leaving grammar school in 1820, his father, a rector, managed to give him a broad literary education, despite difficult conditions at home (â€Å"Tennyson†¦Ã¢â‚¬ ). As a precocious young man, Alfred learned to write in styles of John Milton, and Alexander Pope, as well as established an exceptional understanding of Elizabethan dramatic verse (Everett). William Wallace Robson says that by Tennyson’s early teens, â€Å"Lord Byron was a dominant influence on the young Tennyson† (Robson). Such an influence gave way to the young Tennyson’s The Devil and the Lady, a previously unpublished collection of poems, later published in 1930 with clear inspiration from his favorite childhood writers. Perhaps Tennyson’s father should have been an English teacher instead of a clergyman. While at the rectory, the Tennyson children found their own resources. In this respect, it is said, â€Å"All writers on Tennyson emphasize the influence of the Lincolnshire countryside on his poetry: the plain, the sea about his home, â€Å"the sand-built ridge of heaped hills that mound the sea,† and... ...on of war from the influence from this historical part of his Victorian era background certainly facilitated his fame and success. Mesmerized by his surroundings and culture, Tennyson used everything he could from his life experiences to compose poetry with relevance and meaning to his time, which could also fit in the future. He used circumstances in his life to denote his own opinions. His poetry presents audiences with new outlooks on particular issues of his era, and further into our own. From death, depression and war, to love and ecstasy, Tennyson used what he was most familiar with in order to write lyrical verses that one can easily comprehend. His poetic works in Poems of Tennyson 1830-1870 and The Poems and Plays of Tennyson show the myriad ways that his background during his adolescence and adulthood affected his literary accomplishments overall.

The Match - Original Writing :: Papers

The Match - Original Writing Drums beating, hearts racing, sweat dripping. Eleven men with their countries hopes on their shoulders, one coach egging them on, one manager with a nervous tick and four subs desperate to get a game, all anticipating the next ninety minutes. Tips and tactics came from the coach, demanding they win the game. â€Å"This is the biggest game of your lives!† And many would agree being the World Cup Final and all, but for one player, number 5, Jamie Lloyd, there was something else worth concentrating on. He sat with his head in his hands, crucial advice washing over him, he could hear voices but he wasn’t listening to a word. His head was spinning, different things whizzed around his mind, and nothing made

Summer Reading :: Creative Writing Essays

Summer Reading It was a bright, hot summer day when it all happened. I could have been sitting at the beach or swimming. Although that was not the case. I had to actually put effort into something, to actually think , to actually well, read. I went upstairs to find the summer reading list. I looked through pile after pile of school computer printouts but still no luck of that little reading list. I began to get frustrated and decided the best thing to do now would be to take a break, and that is exactly what I did. I got into my bathing suit and went for a nice swim. I was swimming for about an hour when all of a sudden I got this thirst for a nice cool beverage. Thoughts began to flow through my mind about how quenching and replenishing that glass of coke would taste. This caused me to immediately jump out of the pool and run in for a drink. As I took a cup from the cabinet I saw in the reflection of the glass a blue sheet on the refrigerator. I immediately turned around and there I saw under a magnet, on the refrigerator, the summer reading list! I wanted to start reading as soon as possible. Although I wanted to see how many books I could read that were on the summer reading list but would not have to go to the library to get a hold of. My mother is a big book reader so I checked her collection and I found one. "The Terminal Man" By: Michael Crichton. To my surprise I actually enjoyed reading this book. I don't like reading that much, I rather watch a movie. This book however was different. It was really suspenseful and hard to put down. I know my story sounds really convincing but I will prove to you any way that I read this book by giving you a quick summary of the novel. Harry Benson, the main character, is a 31 year old computer scientist. About 4 years back he got into a car accident and got brain damage which causes him mental seizures. What happens during these seizures is that he goes on a violent rampage for seven or so hours and then all of a sudden wakes up from this seizure and does not know what has happened or what he has done. Harry is admitted to Universal Hospital, the doctors plan to implant electrodes into his brain to shock the part of his brain that causes the seizure right