Environmental issues Essay Example | Topics and Well Written Essays - 500 words

Natural issues - Essay Example There are numerous fundamental foundations for the raise in the concoction squanders which has prompted the quest for techniques to arrange this waste. The populace around the world has expanded at disturbing levels and with expanded number of individuals; the measure of the creation of compound squanders has additionally expanded. Another indispensable explanation behind this expansion in the compound squanders is the development of the individuals to urban areas and with expanded urbanization there has been expanded waste creation. The ventures over the globe have additionally expanded and with more noteworthy creation in the enterprises, more prominent measure of waste is produced. New advances have prompted the creation of significantly increasingly poisonous substances. This incorporates atomic force which prompts the creation of poisonous waste items and their removal prompts the creation of perilous substances for the earth. Compound squanders are created from coal mineshafts just as emergency clinics and exploration associations (Geophysics Research Forum 1984; Murray et al 1982). There have been many proposed answers for the subject of compound waste. A generally excellent technique was introduced by the Geophysics Study Committee which was profound entombment.

Ship Visit free essay sample

The reason for the tow commendable overview was to guarantee that every single free thing on the freight boat are made sure about to have the option to withstand the powers that could be experienced on the ocean entry and that both the pull and canal boat were ocean commendable. The assessor took adjusts day by day to view the current conditions and to diagram his desires/necessities. The Fortuna had been in ZPMC shipyard since December 2010, for the fitting of another stinger, and because of the long term of remain in dry-dock the degree and volume of work required for the ocean making sure about was very huge. Each grapple additionally has a towing flag and a barrel shaped float for the AHT to recuperate and put the stay at the following arranged area. The areas and design of the grapples are all pre-arranged. The underneath pictures give a concise thought of the channel laying system: 1. Channel stockpiling territory on primary deck and first funnel laying terminating line. We will compose a custom article test on Boat Visit or on the other hand any comparable point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Channel laying exhibition. Funnel laying terminating line on primary deck. Stay bouys. Grapples. Principle deck zone for pipe stockpiling. 2. Passage of channel into pipe laying display. 3. From this track the channels are on a level plane moved onto the fundamental funnel laying terminating line. 4. Beginning of funnel laying terminating line in pipe laying display. 5. Funnel laying terminating line in pipe laying display. 6. Tensioners/pipe clipping sets (2 ) numbers are situated toward the finish of the channel terminating line, their motivation being to consistent and adjust the funnels earlier being brought down onto the ocean bed. 7. Exit from tensioners onto stinger. 8. The funnel laying display additionally has a 250T winch, which is intended for the recuperation of channel from the ocean bed to initiate new associations or to set out a fixed channel association on the oceans bed if tasks are stopped state because of state awful climate. 9. Stay winches. 10. Stay wire sheave gatherings on fundamental deck. 11. Recessed territories for stay wire sheave gatherings on principle deck. 12. (6) nos pipe recuperation winches on starboard primary deck implied for recuperation of funnel segments needing fixes. Recuperation winch. Rich Constant: Post Constant is the AHT that will tow the Fortuna to the task site and furthermore work with her on the venture throughout the following (2) months, photos of the pull as joined. 1. Opulent Constant 2. Elegant Constant back view. 3. Towing association. 4. Tiger wire Towing association. Fundamental towing wire 5. Towing association. 6. Towing association. Last Departure

How to Implement a Feedback Culture in Your Company

How to Implement a Feedback Culture in Your Company The way you handle feedback tells a lot about your character and being able to learn from both positive and negative feedback is crucial for success. As well as being an important part of personal development, a strong feedback culture can also help companies and organisations to grow.But a great feedback culture doesn’t just happen â€" it must be implemented and fostered. It can be a bit tricky to get it right and you won’t be able to change the organisation’s feedback culture overnight. But once you get started, the benefits are going to be evident immediately.Here is a look at the benefits a strong feedback culture can provide for your business and the steps you need to take to create it. You’ll also learn the key characteristics of a great feedback culture to guarantee your organisation makes the most of its employees. © Shutterstock.com | Rawpixel.comIn this article, we will explore 1) why a great feedback culture is important to a business, 2) the steps to take to encourage feedback and create feedback culture in company, and 3) some  final thoughts.WHY A GREAT FEEDBACK CULTURE IS IMPORTANT TO A BUSINESSIt is easy to wonder whether a strong feedback culture is important to determine how your business operates. If the overall job satisfaction is above average, why should managers care about implementing a feedback culture?The truth is there are plenty of benefits for having a strong feedback culture. If both employees and the employer are able to provide constructive feedback on what is going on, the organisation and the employee will feel more rewarded.A recent infographic by the Officevibe found that employee dissatisfaction rate has increased in recent years. In fact, nearly 40% of employees feel they aren’t appreciated at the workplace. This leads to active disengagement from the job. Four out of ten employees admit they aren’t engaged actively at work if they don’t receive any feedback. Without a good feedback structure, people tend to start self-regulating and often end up being much more critical towards the work they do. By providing feedback, you are essentially providing more guidance for the person.According to the evidence, as soon as you implement a feedback culture that works, employee satisfaction goes up. By focusing more on the strengths of the specific individual, managers can improve employee engagement by nearly 30 times. Well over 40% of employees who obtain regular feedback say they are highly engaged with work.This is mainly to do with helping to clarify the person’s position in the business. With regular feedback, it is much easier to clarify the person’s role in the organisation and to ensure they are aware of the tasks and responsibilities of the job. It can also help clarify how the employee’s input is affecting other people.Acknowledg ement of employees’ hard work and input will help them stay on the right track and it gives them that extra bit of motivation. 78% of employees in the survey felt they are more motivated when recognised by managers.Feedback isn’t just a managers’ way of telling off workers â€" employees themselves want to be told how they can improve. 65% of the survey’s respondents said they want more feedback, although only 58% of managers felt they provide enough feedback.Furthermore, a strong feedback environment also helps to improve and develop the company. Your employees often have the best insight into how your company operates and a strong feedback culture can make it easier to pinpoint areas that require development. In fact, companies with strong feedback culture tend to have a better financial performance.Finally, one of feedback culture’s strengths is the ability to solve problems. If you have a big project coming up, it is better to continuously evaluate the effort and see wh at works and what doesn’t, rather than to go through the project first and then analyse what worked. Small problems and issues in employee satisfaction could quickly turn into a bigger problem. As the old saying goes, “it is better to fix the roof while the sun is shining”.THE STEPS TO TAKE TO ENCOURAGE FEEDBACK CULTURE IN COMPANYFeedback has plenty of benefits for any business, but it won’t come about without effort. You cannot suddenly add more feedback to your organisational structure, as you need to create the right environment for feedback to flourish.So how to go about implementing a stronger feedback culture? Here are the key steps you should take in order to encourage feedback.Step 1. Creating a regular system for feedbackThe first thing to do is make sure you have a regular system in place for feedback. You don’t want feedback to be a side thought or something that only happens when you happen to think about it. Feedback must become an integral part of how your bu siness operates.The most successful feedback cultures are the ones where feedback is part of the organisational structure. You might have times when there isn’t much feedback to give, but you still want to have a system in place. As mentioned above, feedback can help you solve issues before they turn into problems.As you’ll find out later on, you want to make sure the feedback system is part of your business operations. Of course, it doesn’t necessarily mean you need to have a regular daily feedback session, but you do need feedback to be part of your operations â€" whether as weekly meetings or even daily conversations.Step 2. Making it secure and safeOnce you have a regular feedback routine in place, you need to focus on efforts that make the system feel safe and secure. You don’t want the feedback moments feel forced and your employees should never feel like they are harassed into giving feedback.Furthermore, it is crucial employees feel safe to give honest feedback. Ther e is no point in having a feedback system in place if employees are only telling you what you want to hear. They need to feel secure enough to outline even the most critical viewpoints.One way of adding more feeling of security is by creating a work environment where everyone knows each other. You want to ensure colleagues at every level of the organisation know each other. This doesn’t necessarily mean that everyone must disclose every imaginable personal detail or reveal things that they don’t want to. It is just about being aware of the person as an individual and being interested in knowing about their lives.It is also crucial to have an atmosphere where talking about emotions comes naturally. You could even organise fun group activities that teach employees to be more in tune with their emotions.Create a flexible feedback culture. You want the employees to feel free to postpone the feedback conversation to a later date. In fact, you don’t want to ever force them into havi ng the conversation, especially if they feel they aren’t emotionally able to handle a conversation at that moment. Only organise the feedback sessions when everyone present at the meeting is willingly there.Step 3. Establish a balanceYou need to strike a balance with feedback in your workplace â€" every work environment is different, so what works in one company might not work in your company.The most important thing is to start small. If you’ve not had any type of feedback culture at your company previously, you can’t suddenly have weekly meetings where people are expected to share their thoughts.Furthermore, don’t instantly change everything your employees might suggest you to change. You don’t want to make major changes right from the get-go, but implement them slowly and start with little tweaks. If you focus on small tweaks first, you can also establish better trust between the managers and the employees.Make sure you don’t focus just on rewarding positive feedback. The key is to strike a balance with valuing the feedback on its own and then rewarding people for good feedback. It is crucial to understand that different people have different ways of communicating. Therefore, you need to value every effort of giving feedback, whether or not the actual feedback itself proves to be valuable or useful.Step 4. Implement the feedback culture as a Normal caseAs mentioned above in the first step, you want the feedback culture to become a regular part of your routine. The best feedback systems are the ones where feedback culture operates as ‘Normal case’.According to Harvard Business review, you need to avoid having the feedback sessions laid out like a special occasion. You don’t want to make it cumbersome and time-consuming. You want the feedback sessions to be a normal part of the workday and something that won’t take longer than a few moments.Normality also equals to transparency. You don’t want the feedback structure to be implemented in secret. It might be a good idea to start it slowly and simply letting your employees know you are looking to implement a new system, you can help instil a feeling of normalcy about the process.Step 5. Have a number of feedback channelsFinally, you should make sure the feedback environment doesn’t focus solely on one channel. Depending on employee personalities different feedback structures might suit their style better than others. That is why you need to make sure you have different channels to support different styles of engagement.You should not only focus on having individual feedback sessions, both face-to-face as well as written forms. You can also have a mixture of anonymous feedback together with personal feedback. This can help build more trust and create a more open environment.Furthermore, it is a good idea to have a mixture of individual sessions combined with group feedback opportunities. A proper feedback outing with the whole team can be a good idea and group conver sations can help bring out aspects that might not arise in individual sessions.The key is to ensure the feedback system in place is transparent and public, even if all of it doesn’t take place out in the open. You don’t want certain employees to have private meetings without others knowing about them. So, whether you are mixing up anonymous, group or one-on-one sessions, ensure everyone in the organisation knows about the structure.Step 6. The right environment to flourish feedback cultureOverall, the above steps will help you implement a strong feedback culture in the workplace. If you want it to flourish and remain successful, then you need to make sure you have the right environment to support your employees, managers and the whole business.The following are the key themes to focus on in order to ensure the environment is supportive of feedback.Step 7. Foster both negative and positive feedbackThe right environment for negative and positive feedback is a lot about creating a safe and secure environment for feedback. On top of this, you need to ensure you don’t just reward positive feedback. Whether or not you receive negative or positive feedback, employees need the feel their input is welcomed.Naturally, we tend to prefer positive feedback, but you should be especially focused on channelling an environment where employees aren’t afraid to voice the negative opinions. It isn’t that positive feedback would be bad for your company, but more about negative feedback often being a better way to grow, develop and improve your business. In fact, negative feedback shouldn’t be viewed as a bad thing. A 2009 poll found that employees who receive negative feedback are over 20 times more likely to be engaged with their work compared to employees who didn’t receive feedback!It’s a good idea to consider when and how negative feedback is given and received. As mentioned earlier, it is important everyone feels free to speak their minds at feedback sessions and you need to give people the room to move the feedback session to a different time if they aren’t ready. If you know you are going to focus on tough areas where negative feedback is likely to arise, think carefully what situation is the best for the conversation.As a general rule, it is better that employees and managers focus on negative feedback in one-to-one sessions or smaller groups rather than out in the public.Step 8. Explain measures behind decisions regarding feedbackThe feedback you receive will naturally often result in actions. You might change the workflow or introduce a new bonus structure for your business due to employee feedback. Whatever the actions are, you need to make sure you explain the changes to your employees.This must be done in a way that doesn’t pinpoint any individual â€" they need to be guaranteed feedback remains between them and the company, even when not anonymous. You also want to ensure you are positive about the changes.As well as explaini ng when changes do occur, you do need to make sure you also make employees understand inaction. If your employees feel the management structure isn’t appropriate, for instance, you should be able to explain to them why the structure remains as it is.Your employees cannot know your thought process and if you don’t explain your decision making to them, they can be left second-guessing your motivations. This could make them feel less willing to share ideas in the future, as they can feel you aren’t open to new ideas.As mentioned above, don’t start mixing and changing everything straight away. If you feel a certain change might not work, you could run a trial period. This shows your employees that you value their input, but also guarantees you don’t undergo a costly change in business operations only to change it back a few weeks later.Step 9. AccountabilityFinally, there has to be a strong accountability culture to support a successful feedback culture. You don’t want your feedback structures to be clouded in mystery or people to feel there isn’t anyone responsible for the changes you might be implementing.The first thing to do is to focus on transparency. Everyone from the managers to employees needs to be aware of how the feedback system works and what the purpose of it is. It might be a good idea to let the employees know about the benefits of feedback and what your business hopes to achieve from the new system. You also want to outline the benefits for the employees.It is important that everyone gets the same information â€" whether you are providing feedback guidelines for colleagues or superiors, the information must be the same.Furthermore, feedback culture is always about an equal communication between the business and the employees. You need to setup an environment where your company is responsible for its part of the deal and the employee is accountable for his or her actions. Your feedback should never be one-sided and your employees must be accountable for the changes you implement as well. Creating an environment of mutual respect, trust and accountability is the key to feedback success.FINAL THOUGHTSA strong feedback culture will provide benefits to organisations of all types. Whether you are a small business or an established institution, the benefits of feedback can boost employee motivation and streamline business operations.The above steps will be useful in creating a strong feedback culture. It is important that you start small and focus on making feedback a regular and normal part of your everyday operations. Make sure every member of your team understands the benefits and goals of your system.Be upfront about what you hope to achieve from the feedback system and the way your actions are impacted by the feedback you receive. Explaining and justifying your actions regarding the feedback is as important as taking in the feedback.Finally, a great way to boost your feedback culture is by openly asking your empl oyees to help you in the implementation process. You can’t just expect the culture to kick in overnight â€" you need to ask each member of the team to support you as you implement the above steps in your organisation.

How to Implement a Feedback Culture in Your Company

How to Implement a Feedback Culture in Your Company The way you handle feedback tells a lot about your character and being able to learn from both positive and negative feedback is crucial for success. As well as being an important part of personal development, a strong feedback culture can also help companies and organisations to grow.But a great feedback culture doesn’t just happen â€" it must be implemented and fostered. It can be a bit tricky to get it right and you won’t be able to change the organisation’s feedback culture overnight. But once you get started, the benefits are going to be evident immediately.Here is a look at the benefits a strong feedback culture can provide for your business and the steps you need to take to create it. You’ll also learn the key characteristics of a great feedback culture to guarantee your organisation makes the most of its employees. © Shutterstock.com | Rawpixel.comIn this article, we will explore 1) why a great feedback culture is important to a business, 2) the steps to take to encourage feedback and create feedback culture in company, and 3) some  final thoughts.WHY A GREAT FEEDBACK CULTURE IS IMPORTANT TO A BUSINESSIt is easy to wonder whether a strong feedback culture is important to determine how your business operates. If the overall job satisfaction is above average, why should managers care about implementing a feedback culture?The truth is there are plenty of benefits for having a strong feedback culture. If both employees and the employer are able to provide constructive feedback on what is going on, the organisation and the employee will feel more rewarded.A recent infographic by the Officevibe found that employee dissatisfaction rate has increased in recent years. In fact, nearly 40% of employees feel they aren’t appreciated at the workplace. This leads to active disengagement from the job. Four out of ten employees admit they aren’t engaged actively at work if they don’t receive any feedback. Without a good feedback structure, people tend to start self-regulating and often end up being much more critical towards the work they do. By providing feedback, you are essentially providing more guidance for the person.According to the evidence, as soon as you implement a feedback culture that works, employee satisfaction goes up. By focusing more on the strengths of the specific individual, managers can improve employee engagement by nearly 30 times. Well over 40% of employees who obtain regular feedback say they are highly engaged with work.This is mainly to do with helping to clarify the person’s position in the business. With regular feedback, it is much easier to clarify the person’s role in the organisation and to ensure they are aware of the tasks and responsibilities of the job. It can also help clarify how the employee’s input is affecting other people.Acknowledg ement of employees’ hard work and input will help them stay on the right track and it gives them that extra bit of motivation. 78% of employees in the survey felt they are more motivated when recognised by managers.Feedback isn’t just a managers’ way of telling off workers â€" employees themselves want to be told how they can improve. 65% of the survey’s respondents said they want more feedback, although only 58% of managers felt they provide enough feedback.Furthermore, a strong feedback environment also helps to improve and develop the company. Your employees often have the best insight into how your company operates and a strong feedback culture can make it easier to pinpoint areas that require development. In fact, companies with strong feedback culture tend to have a better financial performance.Finally, one of feedback culture’s strengths is the ability to solve problems. If you have a big project coming up, it is better to continuously evaluate the effort and see wh at works and what doesn’t, rather than to go through the project first and then analyse what worked. Small problems and issues in employee satisfaction could quickly turn into a bigger problem. As the old saying goes, “it is better to fix the roof while the sun is shining”.THE STEPS TO TAKE TO ENCOURAGE FEEDBACK CULTURE IN COMPANYFeedback has plenty of benefits for any business, but it won’t come about without effort. You cannot suddenly add more feedback to your organisational structure, as you need to create the right environment for feedback to flourish.So how to go about implementing a stronger feedback culture? Here are the key steps you should take in order to encourage feedback.Step 1. Creating a regular system for feedbackThe first thing to do is make sure you have a regular system in place for feedback. You don’t want feedback to be a side thought or something that only happens when you happen to think about it. Feedback must become an integral part of how your bu siness operates.The most successful feedback cultures are the ones where feedback is part of the organisational structure. You might have times when there isn’t much feedback to give, but you still want to have a system in place. As mentioned above, feedback can help you solve issues before they turn into problems.As you’ll find out later on, you want to make sure the feedback system is part of your business operations. Of course, it doesn’t necessarily mean you need to have a regular daily feedback session, but you do need feedback to be part of your operations â€" whether as weekly meetings or even daily conversations.Step 2. Making it secure and safeOnce you have a regular feedback routine in place, you need to focus on efforts that make the system feel safe and secure. You don’t want the feedback moments feel forced and your employees should never feel like they are harassed into giving feedback.Furthermore, it is crucial employees feel safe to give honest feedback. Ther e is no point in having a feedback system in place if employees are only telling you what you want to hear. They need to feel secure enough to outline even the most critical viewpoints.One way of adding more feeling of security is by creating a work environment where everyone knows each other. You want to ensure colleagues at every level of the organisation know each other. This doesn’t necessarily mean that everyone must disclose every imaginable personal detail or reveal things that they don’t want to. It is just about being aware of the person as an individual and being interested in knowing about their lives.It is also crucial to have an atmosphere where talking about emotions comes naturally. You could even organise fun group activities that teach employees to be more in tune with their emotions.Create a flexible feedback culture. You want the employees to feel free to postpone the feedback conversation to a later date. In fact, you don’t want to ever force them into havi ng the conversation, especially if they feel they aren’t emotionally able to handle a conversation at that moment. Only organise the feedback sessions when everyone present at the meeting is willingly there.Step 3. Establish a balanceYou need to strike a balance with feedback in your workplace â€" every work environment is different, so what works in one company might not work in your company.The most important thing is to start small. If you’ve not had any type of feedback culture at your company previously, you can’t suddenly have weekly meetings where people are expected to share their thoughts.Furthermore, don’t instantly change everything your employees might suggest you to change. You don’t want to make major changes right from the get-go, but implement them slowly and start with little tweaks. If you focus on small tweaks first, you can also establish better trust between the managers and the employees.Make sure you don’t focus just on rewarding positive feedback. The key is to strike a balance with valuing the feedback on its own and then rewarding people for good feedback. It is crucial to understand that different people have different ways of communicating. Therefore, you need to value every effort of giving feedback, whether or not the actual feedback itself proves to be valuable or useful.Step 4. Implement the feedback culture as a Normal caseAs mentioned above in the first step, you want the feedback culture to become a regular part of your routine. The best feedback systems are the ones where feedback culture operates as ‘Normal case’.According to Harvard Business review, you need to avoid having the feedback sessions laid out like a special occasion. You don’t want to make it cumbersome and time-consuming. You want the feedback sessions to be a normal part of the workday and something that won’t take longer than a few moments.Normality also equals to transparency. You don’t want the feedback structure to be implemented in secret. It might be a good idea to start it slowly and simply letting your employees know you are looking to implement a new system, you can help instil a feeling of normalcy about the process.Step 5. Have a number of feedback channelsFinally, you should make sure the feedback environment doesn’t focus solely on one channel. Depending on employee personalities different feedback structures might suit their style better than others. That is why you need to make sure you have different channels to support different styles of engagement.You should not only focus on having individual feedback sessions, both face-to-face as well as written forms. You can also have a mixture of anonymous feedback together with personal feedback. This can help build more trust and create a more open environment.Furthermore, it is a good idea to have a mixture of individual sessions combined with group feedback opportunities. A proper feedback outing with the whole team can be a good idea and group conver sations can help bring out aspects that might not arise in individual sessions.The key is to ensure the feedback system in place is transparent and public, even if all of it doesn’t take place out in the open. You don’t want certain employees to have private meetings without others knowing about them. So, whether you are mixing up anonymous, group or one-on-one sessions, ensure everyone in the organisation knows about the structure.Step 6. The right environment to flourish feedback cultureOverall, the above steps will help you implement a strong feedback culture in the workplace. If you want it to flourish and remain successful, then you need to make sure you have the right environment to support your employees, managers and the whole business.The following are the key themes to focus on in order to ensure the environment is supportive of feedback.Step 7. Foster both negative and positive feedbackThe right environment for negative and positive feedback is a lot about creating a safe and secure environment for feedback. On top of this, you need to ensure you don’t just reward positive feedback. Whether or not you receive negative or positive feedback, employees need the feel their input is welcomed.Naturally, we tend to prefer positive feedback, but you should be especially focused on channelling an environment where employees aren’t afraid to voice the negative opinions. It isn’t that positive feedback would be bad for your company, but more about negative feedback often being a better way to grow, develop and improve your business. In fact, negative feedback shouldn’t be viewed as a bad thing. A 2009 poll found that employees who receive negative feedback are over 20 times more likely to be engaged with their work compared to employees who didn’t receive feedback!It’s a good idea to consider when and how negative feedback is given and received. As mentioned earlier, it is important everyone feels free to speak their minds at feedback sessions and you need to give people the room to move the feedback session to a different time if they aren’t ready. If you know you are going to focus on tough areas where negative feedback is likely to arise, think carefully what situation is the best for the conversation.As a general rule, it is better that employees and managers focus on negative feedback in one-to-one sessions or smaller groups rather than out in the public.Step 8. Explain measures behind decisions regarding feedbackThe feedback you receive will naturally often result in actions. You might change the workflow or introduce a new bonus structure for your business due to employee feedback. Whatever the actions are, you need to make sure you explain the changes to your employees.This must be done in a way that doesn’t pinpoint any individual â€" they need to be guaranteed feedback remains between them and the company, even when not anonymous. You also want to ensure you are positive about the changes.As well as explaini ng when changes do occur, you do need to make sure you also make employees understand inaction. If your employees feel the management structure isn’t appropriate, for instance, you should be able to explain to them why the structure remains as it is.Your employees cannot know your thought process and if you don’t explain your decision making to them, they can be left second-guessing your motivations. This could make them feel less willing to share ideas in the future, as they can feel you aren’t open to new ideas.As mentioned above, don’t start mixing and changing everything straight away. If you feel a certain change might not work, you could run a trial period. This shows your employees that you value their input, but also guarantees you don’t undergo a costly change in business operations only to change it back a few weeks later.Step 9. AccountabilityFinally, there has to be a strong accountability culture to support a successful feedback culture. You don’t want your feedback structures to be clouded in mystery or people to feel there isn’t anyone responsible for the changes you might be implementing.The first thing to do is to focus on transparency. Everyone from the managers to employees needs to be aware of how the feedback system works and what the purpose of it is. It might be a good idea to let the employees know about the benefits of feedback and what your business hopes to achieve from the new system. You also want to outline the benefits for the employees.It is important that everyone gets the same information â€" whether you are providing feedback guidelines for colleagues or superiors, the information must be the same.Furthermore, feedback culture is always about an equal communication between the business and the employees. You need to setup an environment where your company is responsible for its part of the deal and the employee is accountable for his or her actions. Your feedback should never be one-sided and your employees must be accountable for the changes you implement as well. Creating an environment of mutual respect, trust and accountability is the key to feedback success.FINAL THOUGHTSA strong feedback culture will provide benefits to organisations of all types. Whether you are a small business or an established institution, the benefits of feedback can boost employee motivation and streamline business operations.The above steps will be useful in creating a strong feedback culture. It is important that you start small and focus on making feedback a regular and normal part of your everyday operations. Make sure every member of your team understands the benefits and goals of your system.Be upfront about what you hope to achieve from the feedback system and the way your actions are impacted by the feedback you receive. Explaining and justifying your actions regarding the feedback is as important as taking in the feedback.Finally, a great way to boost your feedback culture is by openly asking your empl oyees to help you in the implementation process. You can’t just expect the culture to kick in overnight â€" you need to ask each member of the team to support you as you implement the above steps in your organisation.

Study On High Leverage And Hedging Strategy Finance Essay - Free Essay Example

Sample details Pages: 4 Words: 1339 Downloads: 10 Date added: 2017/06/26 Category Finance Essay Type Essay any type Did you like this example? Trading in Nifty futures is very risk as investor can face heavy loss. Trading requires lot of experience in predicting market. 75% investors in India are small investors, which mean that they concentrate more on leverage. Don’t waste time! Our writers will create an original "Study On High Leverage And Hedging Strategy Finance Essay" essay for you Create order Traders must open an account with brokerage firm and then they can start trading on margin (leverage). Traders have to invest 5% to 10% of the total size of the contract as initial margin to purchase a contract and the rest will be delivered by the brokerage firm. When the market moves leverage can work against the investors and with the investors. If the market moves, then the margin levels are increased and the broker gives an indication to the investors to add additional funds into the account in order to maintain the future position. Nifty future trading expose traders to high leverage which means that they have to invest less and borrow large amount. Leverage = Asset / Equity If Nifty 50 futures trade at Rs 20,000 Then the value of one contract = Rs 20,000 x 25 = Rs 500,000 Initial margin of Nifty futures = 10% x value of the contract = Rs 50,000 Leverage = Rs 500,000 / Rs 50,000 = 10 If the trader has Rs 500,000 in the account can trade one Nifty futu re contract. In this case the leverage will be 1. This is the case of high leverage trading. This means that there will be a 1% chance result in a loss equal to the margin. If the trader has Rs 100,000 in the account then the trader has the choice to trade the future contract with Rs 100,000 from the account and borrowing the rest of the amount from the broker. In this case leverage will be 0.5 (Ranganatham, 2004) High leverage is effective in future contracts, because future contracts are basically carried out in leverage. When leverage increases then the value of the contract also increases as it is directly related to leverage. This point is proved from the equation of leverage. This shows that when there is high leverage then traders have to put less money in the account for purchasing the futures and if the market moves down in the future then the traders has to face less loss in the margin (less loss in the money they have put to purchase the future). (Jay Seth, 2007) 3) Minimizing Risk through Hedging Strategy Index futures are the most important and useful medium for hedging in the Indian market. In commodity and currency markets this is not useful, as the commodity and currency markets are not substitutable with each other. Hedging in Nifty futures is effective only when there is a correlation between changes in prices of the underlying asset and the future contract. Hedging does not always improve the financial outcome, but it reduces the uncertainty. Hedging may be affected by basis risk, which arises because of the differences between the expiration date and the actual selling date of the future contracts. Basis risk arises due to two reasons and they are, asset that is hedged might be different from the one underlying Nifty future contract, and hedger does not know the exact time of the delivery of future contracts. In future contracts there are two types of hedge and they are: 1) Short Hedge 2) Long Hedge Short Hedge It is a process of adding short position to long position. It is a process that protects the traders against decline of price of Nifty future contracts in the underlying assets. The changes in the value of long position in the underlying asset are offset by equal and opposite change in the short position of the underlying asset. This is explained well with the help of an example. The following chart shows that an investor holds portfolio of different companies on December 12, 2003 (Deepak Gupta, 2003, p.10) The investor predicts the market movement in the future and when the investor feels that the market will go down in the future the investor will go short in order to protect against the price risk. Going short means that the investor will sell Nifty futures. Figure 2.4 (Rudhramurty, 2005) The above chart shows that Global Tele has the highest risk (as the beta is high 2.06) as the amount of holding the stock of this company is Rs 200,000. It is important for any investo rs to calculate the number of future contracts for hedging purposes. The number of NIFTY future contracts for hedging purpose is calculated as follows: Figure 2.5(Rudhramurty, 2005) Date Open High Low Close Volume Adjusted Close 9 Dec 03 1646.40 1677.90 1646.40 1675.85 345108500 1675.85 10 Dec03 1675.75 1697.30 1672.65 1686.90 359809900 1686.90 11Dec 03 1,688.35 1,701.70 1,701.70 1,695.40 304,345,700 1,695.40 12Dec 03 1,695.80 1,705.95 1,686.45 1,698.90 299,741,400 1,698.90 The above chart shows the historical prices of Nifty future contracts. Portfolio beta of all the companies mentioned in figure 2.3 is = P1 r1 + P2 r2 + P3 r3 + P 4 r4 Portfolio beta = (Rs 400,000 x 1.55) + (Rs 200,000 x 2.06) + (Rs 175,000 x 1.95) + (Rs 125,000 x 1.9) = 1.61 Nifty futures on December 12, 2003 was 1698.90 Number of Nifty futures = (Total value of portfolio x Beta / Value of Nifty futures on December 12, 2003) Number of Nifty futures = (Rs 1,000,000 x 1.61 / 1698.90) = 947.67 = 948 contracts approximately One Nifty future contract is 200 units. Number of Nifty future contracts required for hedging purpose =948 / 200 = 4.74 = 5 contracts (approximately) Long Hedge Long hedge is a process of adding long future position to short position in the underlying asset. Traders that use long hedge do not own the underlying asset, but they plan to acquire it in the future. It is beneficial to those traders who plan to purchase underlying asset and lock in the purchase price. Long hedge is used to hedge against a short position and this can be proved with the help of an example (Prasanna Chandra, 2004) Assume that in bull market, an investor expects to earn Rs 2,000,000 in 1 month time. If the investor waits for two months to invest then it means that the investor can miss the bull market altogether. The best alternative for the investor in this scenario is to use NIFTY future market. The investor could buy NIFTY futures contract that has amount equal to Rs 2,000,000. This process is called long hedge (Rudhramurty, 2005) The number of future contracts that investor should buy for long hedge is calculated as follows: Assume that on December 12, 2003, the value of NIFTY futures was 1698.90. The investor expects to receive Rs 2,000,000 by the end of January 2004. The investor has to buy June Nifty futures in May and the number of contracts he/she should buy to reduce risk is calculated as follows: Number of contracts = Amount expected by the investor / (1698.90 x 200) = Rs 2,000,000 / (1698.90 x 200) = 5.88 contracts (approximately 6 contracts). Optimal hedging ratios are used to find out the hedging effectiveness of SP CNX Nifty future contracts over a period of December 1, 2003 and January 1, 2004. In this study, Error Correction Model (ECM) is used to estimate the optimal hedging ratios. This model is a linear regression changes on spot price and future price. CRM can be expressed as: ÃÆ'Ã… ½Ãƒ ¢Ã¢â€š ¬Ã‚ St = a + ÃÆ'Ã… ½Ãƒâ€šÃ‚ ² . ÃÆ'Ã… ½Ãƒ ¢Ã¢â€š ¬Ã‚ Ft + u (t) + ÃÆ'‘à ¢Ã¢â€š ¬Ã‚  Where St = Spot price of Nifty Ft = Future price of Nifty ut = Error term ÃÆ'‘à ¢Ã¢â€š ¬Ã‚  = Standard error a= Constant (For Nifty a =0.001388) Optimal hedging ratios are defined as the ratio of difference of variance of unhedged position and the variance of hedged position to the variance of unhedged position. The table below shows the results of ECM. Table: 2.6 (Shivraj, 2004) Putting the above value in the following equation, we have ÃÆ'Ã… ½Ãƒ ¢Ã¢â€š ¬Ã‚ St = a + ÃÆ'Ã… ½Ãƒâ€šÃ‚ ² . ÃÆ'Ã… ½Ãƒ ¢Ã¢â€š ¬Ã‚ Ft + u (t) + ÃÆ'‘à ¢Ã¢â€š ¬Ã‚  0.40 = 0.001838 + ÃÆ'Ã… ½Ãƒâ€šÃ‚ ² x 0.492 + (-0.000483) + 0.001 ÃÆ'Ã… ½Ãƒâ€šÃ‚ ² = Optimal hedge ratio = 0.8103 The slope coefficient ÃÆ'Ã… ½Ãƒâ€šÃ‚ ² is greater than 0.5 and closer to 1, which means that the hedging is highly significant. As the standard error increases the optimal ratio ÃÆ'Ã… ½Ãƒâ€šÃ‚ ² reduces and this shows that the hedging effectiveness reduces as the standard error increases. This answers the research question that hedging has a significant effect on Nifty future trading (Shiv raj, 2004) Effects on Italian Stock Exchange The effect of introducing stock index futures on the volatility of Italian stock exchange was examined through GARCH model. Bologna and Cavallo (2002) used GARCH model to capture the variation of volatility using daily closing price of Milano Italia Borsa stock index (MIB) between December 1, 2003 and January 1, 2004. GARCH model showed there was no destabilization of Italian spot market after the introduction of futures contract in Italy. GARCH model concluded that the volatility of Italian stock market reduced after the introduction of futures contract in Italy due to impact of increased new or recent news (Bologna and Cavallo, 2002)

Personal, Cultural And Spiritual Values - 951 Words

Being ethical as an individual defines who you are and what you stand for as a human being. As a professional nurse, being ethical defines how you treat and behave towards your colleagues and the patients. Nursing`s philosophies and worldviews influences an individual’s personal, cultural and spiritual values they possess as a professional. When these philosophies conflict with personal or cultural or spiritual values, then ethical dilemmas arise. Ethical dilemmas puts a nurse in a limbo as it is very hard to choose between what is right in the best interest of the patient. Own Personal, Cultural and Spiritual Values Considering being born in Africa in a Christian family, we were taught how to live according to the biblical morals. This has shaped me to be a professional caring nurse for my patients. Loving yourself then others is the biblical principal that guides my life. If I don`t love myself, how can I give what I don`t having. Caring and integrity in taking of the patien ts is my main goal. Seeing inspirational and positive outcomes motivates me to keep up my good work. According the early Christian philosopher, â€Å"St. Thomas Aquinas believed that laws exist to mold essentially good people. This is consistent with Natural Law, which states that humans are basically good since they were made by God, who is good. Someone who espouses Natural Law would believe that man would make good choices because man is inherently good†, (GCU, 2011,Show MoreRelatedPersonal, Cultural And Spiritual Values862 Words   |  4 Pagestraditionally placed a high value on the worth and dignity of others. The nursing profession requires integrity of its members; that is, a member is expected to do what is considered right regardless of the personal cost (13). Because nurses deal with the most fundamental human events – birth, death, and suffering- they encounter many ethical issues surrounding these sensitive areas. 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Book Review of From the Tropics to the Arctic - 756 Words

Department of the Army B Company, 442nd Signal Battalion Fort Gordon, Georgia 30905 ATZH-LCB-B February 23, 2012 Memorandum for School of Information Technology, WOBC XXX-XX Subject: Book Review on From the Tropics to the Arctic The United States Army Signal Corps was established in 1860 and was the creation of Army Major General Albert Meyer. The Corps itself has played a major role in the United States military since the Civil War and has had the initial responsibility for a vast amount of technologies that have changed over the course of the years that are now managed by other military organizations: intelligence, weather forecasting, some logistics, and even aviation. However, it was the early years of organization, training, and operations, 1891-98, that really set the tone from the organization and the manner in which the Signal Corps would step up to become a driving force in what would become a first-rate global military organization. The evolution of the field of communications cannot be separated from the evolution of the Army Signal Corps. In May, 1892, for instance, the Signal Corps constructed a field telegraph line, a new event for the U.S. even though European armies had used the technology for decades. This was followed by a number of technological changes that required more funding, more attention from Congress, and more of a focus on what the Signal Corps could do to engender the nations coastal defenses. Prior to the advent of the aviationShow MoreRelatedClimate Change Agenda Has Caught The Attention Of High And Mighty Essay3644 Words   |  15 PagesNormal margins †¢ Minimum of 5 reference books/ academic journals †¢ Plagiarism will lead to no grade â€Æ' INTRODUCTION Climate change is the alteration of climate over a period, either naturally or due to human activity. 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Financial and Quantitative Analysis CIMIC

Question: Discuss about the Financial and Quantitative Analysis for CIMIC. Answer: Introduction Business presently face an ever increasing array of accounting issues. The financial reporting landscape needs to be regularly explored by a business to identify issues that matter most. The issues arrange from audit issues, accounting as well as regulatory alterations, and how such issues affect the business or the industry in general. To understand the effects of contemporary issues in accounting, the paper uses the case of Leighton Holding Company (CIMIC) to acknowledge and analyze the contemporary theories along with models in accounting, examining their application to the CIMIC situation. Conceptual Framework The major premise of this report is on the current issues in Australian accounting anchored on the CIMIC. The models and theories in accounting have been identified and their respective application to solve the accounting issues facing CIMIC Company has been given. Some of the key issues facing the Company have been noted as poor governance, lack of disclosure of cash flows and high executive pay packages or remuneration. Three recommendations have also been given in line with both contemporary issues and the issues identified as salient in CIMIC. Objectives of General Purpose Financial Reporting The objective of general purpose of financial reporting is to provide information to the relevant users such as potential investors, lenders, and some creditors on the entitys financial position, performance and cash flow. Leighton Holdings Kickback Scandal CIMICs success in relation to a high number of public infrastructure projects winning like WestConnex remains worrying. The high rates of winning where the market dynamics remain competitive in general correlate historically with low prices of bids, at very least characteristically implying taking more risks. Nevertheless, this might not be true of current situation of CIMIC as it is noted that industry feedback continues to indicate that the firm has been aggressively bidding, may be raising the risks that certain bids have been underpriced. Morgan Stanley has in the past queried the troubled Middle Eastern joint venture of CIMIC called Al Habtoor Leighton Group. It warned that this joint venture had increasingly failed to pay interest on the loans from the Australian construction group this suggesting the need to review the book value of the loans of CIMIC. The Morgan Stanley has target price of 12.4 dollars on CIMIC. The bank subsequently decreased its calendar 2016 forecast for the net profits after tax of CIMIC by fourteen percent to 420.90 million dollars and further dropped CIMICs 2017 and 2018 profit forecasts. CIMIC that report half annual results on July 20, has further guided investors to anticipate net profit in a range of 520-580 million dollars in complete year (Qiong and Jianjun 2011). The senate inquiry has been called to probe CIMIC engagement in 16.8 billion WestConnex project. The former executive, Stephen Sasse has given a damning evidence regarding the corruption that took place within the CIMICs offshore arm, Leighton International. The firms board failed to act on the whistleblowers concerns of 2008-2009 relating to its foreign executives. CPB Contractors, CIMIC subsidiary has won billions of dollars worth of joint contracts from the NSW administration to construct WestConnex motorway. Legitimacy Issue Issues of poor disclosure Exaggerated profits Failure to Poor corporate governance Generous executive remuneration Corruption/bribery issues in winning the construction projects Corruption Failure to generate the underlying cash flow Breach of Code of Ethics The issues raised is that CIMIC seemed to have failed to generate the underlying cash flow notwithstanding reporting net profits after tax of 130 million dollars. The analyst failed to be convinced because the contractors failed to show the same levels of seasonality despite attributing cash out flows of about 327 million dollars to seasonality. The cash flow size was never proportionately declining in line with revenue as it was increasing. Therefore, it is exceedingly hard to adjust for this, however, it might suggest that the reported profit surpassed the underlying supporting cash flow by thirty percent excluding seasonality. The information published by CIMIC contradicts the accounts of CIMICs controlling shareholder Hochtief (Sun and Shin 2014). The Stanley Morgans assessment of Hochtiefs accounts meant that operating cash for the Asia Pacific mainly consisting of activities of CIMIC deteriorated about 19% annually contrary to the CIMICs comments of 28.5% improvement in operating cash flow at first quarter. Corporate Governance failure From agency theory viewpoint, corporate governance describes the process of supervision as well as the control aimed at ensuring that the management of the company acts according to the shareholder's interest. According to ASX principle, remuneration requires that companies need to make sure that remuneration level and composition is adequate as well as reasonable and have a clear linkage to performance. Executive compensation or compensations is a mechanism through which corporate governance ensures that shareholders interest is achieved since remuneration should only be done as a stimulator to performance. Only when the compensation is understood as a stimulant to a performance by the management will the goals of corporate governance be achieved and thus an important influence in business. It can be recommended with regards to the corporate governance for a change. It is noted from the above discussion that CIMIC has poor corporate governance. Therefore, there is an increasing need for the company to adopt the new and contemporary models of corporate governance by linking compensation to performance. The Company should engage in various internal reorganization and align its governance with the current practices. Annual Report Analysis The analysis revealed that margins of CIMIC were defying the descending pattern witnessed at other construction firms, increasing 7.8% in 1st quarter, despite disturbed projects like Macaus Wynn Palace that could see CIMIC hit with liquidated damages along with Royal Adelaide Hospital that was behind schedule. It is questionable how CIMIC managed to report its best margin in a minimum of ten years when all external signs indicating that it potentially had material project issues. It is, however, a self-evident truth that more problem projects fall short of having equal record margins even when portion of the project portfolio remain performing. Financial significance As reflected in the lack of disclosure of in CIMIC of underlying cash flow, this contemporary disclosure is important. In line with the IASBs January 2016 release of the IAS 7 statement of cash flow amendments, AASB in March 2016, gave AASB 2016-2 Amendments to AAS-disclosure initiative to AASB 107. This change is relevant to solving the issues noted in CIMIC relating to the non-disclosure of underlying cash flows. This is because the amendments now makes it mandatory to disclose changes in the financial liabilities of the entity emerging from both cash flow alongside non-cash flow items. Chairmans Report The chairmans report indicates that CIMIC is doing well. The chairman has appreciated everyone in the firm for being of great significance to the firm. He has given them a motivation to continue with their efforts to contribute to the firm. Directors Duties The directors should ensure that the issues raised above are solved to avoid the negative effects they will have on the reputation of the firm. This is because they are salient issues and will thus affect negatively on the reputation of the firm. As has been witnessed in the discussion, the shares has decreased by 17% which is not good for the development of the business. Issues relating corruption, poor governance, disclosure, and executive pay remuneration identified in CIMIC are weighty and hence will give the rivals an added advantage if the directors do not take serious their duties (Fraser et al. 2013). Remuneration Report The primary aim of remuneration is to stimulate performance to ensure the shareholder's interest by attracting the right executives, retaining the right executives as well as motivate executives to maximize long-term firm value. Executive remuneration is, however, misused by some incompetent and opportunistic managers in who use remuneration systems as a motivator to fake the earnings of the firm they manage. Accordingly, remuneration is important since the effects of remuneration systems on performance as well as corporate governance is critical. ACC unit supports this issue by suggesting that remuneration systems which correlate salary of the management the salary of management with financial performance have been acknowledged as a motivator to the management thus increasing financial performance (Kumar and Rabinovitch 2013). Management will, however, be unable to forge the accounts in the long term and since there is an assumption of incompetence in management in the long-run, the positive correlation between financial performance and compensation is less probable. It is; therefore, important understand the link between executive remuneration and corporate governance to correct the deficiencies in corporate governance, decision analysis as well as judgment (Evans 2013). Performance Analysis The shares in thirteen billion construction giant CIMIC Group Ltd has declined 17% following Morgan Stanley analyst reportedly questioned its headline accounting numbers. It has been reported that the firms reported profits might surpass cash profits by thirty percent. The statutory or reported net profits for firms frequently fail to reflect the underlying cash flows of the business since they reflect the non-cash items (Kumar and Zattoni 2016). The veracity of the financial accounts of CIMIC have thus been put into question by Morgan. The stock slumped $5.99 or sixteen percent, to close at $30.25. This followed the revelation by Nicholas Robinson that he could not reconcile cash flows in the first quarter of the companys financial accounts thereby lowering earnings forecasts for 2016-2018. Performance Indicators Additional analysts have further questioned disclosure of CIMIC before along with its poor corporate governance as well as generous salary package for the executive Marcelino Fernandez Verdes, that gains from an increasing stock price. The executive has 1.2 million share appreciation rights which provide him a cash payment thereby reflecting the share price of CIMIC increase from a base price of 17.710 to the price on the trading day before executing the rights that commenced vesting in March. Sustainability Report As reflected in the case of CIMIC above, executives are paid high packages besides stock options. Nevertheless, grants of stock options and restricted stock have been discovered in current compensation models not to be free of cost to the firms and they have been failing to produce desired impact of making top management increasingly vested in long-term objectives. The contemporary practice require executives to buy and hold stock with after tax dollars and variants with similar impacts. Corporate Social Responsibility From the above case, it is now possible to identify the contemporary models and theories linked to executive remuneration, disclosure of profits and underlying cash flow as well as governance and show how they apply to the CIMICs situation as identified above. The AASB has issued amendment for Australian disclosure initiative on extra cash flow statements disclosure. The contemporary cash flow reporting models or ISA 7 will be used to compel the CIMIC to present a cash flow statement as integral component of the firms primary financial statement. This will help understand whether the profit reported by the firm was really actual or exaggerated as noted by Stanley Morgan. In this case, the CIMIC will be required to classify and present cash flow into operating undertakings based on direct or indirect method, investment undertakings and financial undertakings, with the latter 2 classification generally presented on the basis of gross. Another contemporary accounting issue facing CIMIC relates to the executive compensation. There is a need to link compensation to corporate governance. There is an increasing controversy over the executive pay packages. However, what remains clear is that executive compensation along with corporate governance remain inextricably connected and significant effort as well as cost are needed to effectively align incentives and decrease opportunism of every corporate stakeholder. Conclusion The CIMIC needs to employ the current issues of relating to disclosure by including the cash flow statements as an integral part of the primary financial report. This will make it possible for the analysts like Stanley Morgan to reconcile the cash follows. By doing this, the firm will be able to regain its reputation by clearing the negative image already created. The other recommendation relates to executive remuneration should be reviewed to be in line with the contemporary practice. Giving the executive such a huge high package alongside stock option only makes the executives to engage in short run project at the expense of the organization. This is because the executive will not be interested in the interest of the business owner but rather his own interest. Accordingly, he will engage in practices that increase the stock prices so as to get more compensation. References Evans, T. G. 2013. Accounting theory: contemporary accounting issues. Mason (Ohio), Thomson/South-Western. Fraser, I.A., Henry, W.M., House, C.A. and Yards, H., 2013. The future of corporate governance: Insights from the UK. Edinburgh: Institute of Chartered Accountants of Scotland. Kumar, P. and Rabinovitch, R. 2013. CEO entrenchment and corporate hedging: Evidence from the oil and gas industry, Journal of Financial and Quantitative Analysis, 48: 887917. Kumar, P. and Zattoni, A., 2016. Executive Compensation, Board Functioning, and Corporate Governance. Corporate Governance: An International Review, 24(1), pp.2-4. Qiong, H. and Jianjun, D., 2011. Research on Critical Issues in Contemporary Accounting. In Proceedings of the 7th International Conference on Innovation Management. Sun, Y. and Shin, T. 2014. Rewarding poor performance: Why do boards of directors increase new options in response to CEO underwater options?, Corporate Governance: An International Review, 22: 408421.

Fathers qualitative and quantitative involvement

Introduction Raising a child can prove to be challenging since majority of parents adopt parenting styles that suit their beliefs and tastes. The diverse parenting styles used by parents help to explain why children exhibit different levels of cognitive and social development. A child’s development depends on both the mother as well as the father. Despite the little time the fathers spend with their children, many manage to contribute positively to their children in social and cognitive development.Advertising We will write a custom research paper sample on Fathers’ qualitative and quantitative involvement specifically for you for only $16.05 $11/page Learn More Purpose of the study The purpose of the study is to analyze a research study based on fathers’ parenting styles, and then find a suitable avenue that can help to improve this research study. One of the factors that can be used to address the issue is putting into account the life span development. This is of paramount importance since lifespan development states that acquiring the knowledge of engaging children in social activities, such as playing, helps them to acquire positive learning outcomes due to cognitive development as well as social acceptance (Hetherington et al., 2001). These aspects are exhibited by children through expressing their emotions in a socially appropriate manner and engaging them in communication with their peers. Summary of the topics In his article, Kazura (2000) has presented several topics in a bid to evaluate the role of fathers in parenting. In providing the readers with knowledge of the information or content of his article, Kazura defines how he carried his research study, as it is outlined below The problem statement: defines comprehensively the causes of low levels of time allocation for father-child relationship as social responsibilities, children’s protection from their mothers, and lack of point of referen ce for father while taking care of a child. Research question: prompts the question on whether a father-child relationship can be enhanced through play interaction rather than engaging in social interactions and providing care to the child The purpose of the study: the study attempts to evaluate the qualitative effect of the time fathers spend with their children. Hypothesis: Tries to find out whether there is a significant difference between mothers and fathers involvement with the child; there is a significant difference or similarity between mother and fathers with regard to how they interact with their children on attachment, social, and playful point of view. Sampling: consists of families from diverse backgrounds, including the adopted children. It also includes the criteria for selecting parents. Constructs: includes children’s age, gender, status, rank in the family, cognitive development, and social development, the parents’ age, education level, and ethnicity . Procedure: started by interviewing the parents and observing the children as they play. The playing session assessed the child cognitive and social abilities in the presence of their parents as well as in their absence. Data analysis: ANCOVAs and t –tests were used to compare variables in relation to mothers and father involvement with their child. Results: The study has addressed the hypothesis by proving that, despite the fact that that mothers spend more time than fathers while handling their children, a child’s social aspects does not discriminate between fathers and mothers. In addition, fathers scored higher than mothers did in the cognitive development of the child. Critical analysis of the framework presented The framework presented in the article focuses on assessing the ways that enhance cognitive and social growth of a child. Even though the research study could have been done better, the author uses good organizational skills in his article, organizes it a progressive manner, and presents the methodology, the results, as well as the interpretation of the results by taking into account a number of factors which are analyzed below in turn Sampling The author identified a sample size relevant for carrying out this research study, and selected the sample size on non-probability based sampling. The author depicts this as he states that he selected only 2 African- American families as compared to 24 white families. To make the matters worse, only one family from Eastern Indian family was considered eligible for the study. This portrays the fact that the inclusion criteria comprises of biased sampling since diverse American families were not fully represented. This plays the role of lowering the internal validity because the research study was faced with limitation in critical analysis of data based on fathers from diverse background (Smith Davis, 2010).Advertising Looking for research paper on psychology? Let's see if we can help y ou! Get your first paper with 15% OFF Learn More This sampling, however, increased the internal validity through a sample size that eliminated unattached parents as well as parents who had signs of pregnancy complications (Creswell, 2003). More so, the research study consisted of first-born and the later-born since this helps in eradicating the parents’ biased attitudes, as some parents’ attitudes towards a child depends heavily on its rank within the family. Ethical Consideration Even though the sample size proved to be biased, the researcher obtained consent of the participants through advert in newspapers, as this helped to reach a vast majority of diverse families. More so, the researcher considered it viable to advertise the research study through local care-child centers (Kazura, 2000). Advertising the research study to any willing participant helped the researcher to ascertain the point of the participants’ interest. This was also enhanced throug h offering a token to the participants. Hence, the study was characterized with content validity. Content validity is defined as the extent to which a device used in research represents the content of interest for the respondents (Creswell, 2003). Though there was no approval process by an Institutional Review Board or similar ethics review committee, there were no compulsions used in recruiting participants. Methodology Interviews as a data collection method helped the researcher to carry out the study in a manner that provided access to some sort of natural support, as the researcher was able to delve more into the answers provided by the parents, and this helped the parents to feel more in control of their emotions by being treated fairly. In a bid to treat the parents fairly, the procedure used in carrying out a research attempted to balance both the mothers and the fathers, as fathers participated first during the first half of the intervention, and the mother participated firs t during the other half of the intervention. This helped to increase the internal validity since human behavior is highly influenced by external motivation (Smith Davis, 2010). The researcher managed successfully to motivate both fathers and mothers by striking a balance of precedence while they participated in the research study. In addition to this, the researcher used observation as a data collection method, as this facilitated access to information of the children’s behavior in the presence as well as in the absence of both mothers and fathers. During infancy, the development of a sense of self occurs in the first stage of infancy, which is usually around 15 months to a period of two years (Hetherington et al., 2001). At this stage, children become aware of their surroundings, and especially on how their caregivers treat them.Advertising We will write a custom research paper sample on Fathers’ qualitative and quantitative involvement specifically for you for only $16.05 $11/page Learn More However, observations as a data collection method for infants seemed to be challenging since interpreting some behaviors depicted by children seemed cumbersome; hence, this affected the program in a negative way. The hypotheses of the study are communicated clearly and concisely, as they give us the knowledge of the information or content of the article in a broader context. These hypotheses serve the role of helping us know how the study worked and how it was laid down in order to approve purpose of the study. Research Design The study used qualitative and quantitative designs, and the population was between subjects, as it involved comparison between fathers and mothers in relation to their children. Reliability was ascertained by the fact that the research study used more than one laboratory visit, which had different independent coders. More so, it was affirmed that a child’s attachment to its parents determines the child’s behavior in the next 6 months (Kazura, 2000). Despite the fact that the researcher attempted to reduce the possible threats in reliability as well as validity, his method of interventions is lacking. This is attributed to adopting the cross-sectional study, instead of the longitudinal study. The longitudinal study plays a critical role in observing behavioral change after a particular period (Smith Davis, 2010). Hence, the author’s statement, which alleges that a child’s behaviors depends on the level of attachment with its parents for a period of six months, hangs in a balance because this research study cannot verify the reliability of this allegation. Interpretation of Results in Addressing All Objectives, Questions, and Hypotheses The results of the statistical tests were significant since the interpretations were consistent with the results. This is supported by the fact that the research question responded whether father-child relationship could be enhanced through play interaction rather than engaging in social interactions and providing care to the child; the results interpreted the purpose of the study on qualitative effect of the time fathers spend with their children. In addition to this, the research study addressed the non- directional hypotheses of the study by assessing the significant differences between the mothers and fathers interaction with their children on attachment, social, and playful point of view (Kazura, 2000). The researcher offers implications of the research for practical purposes through his interpretation of the results from the research study, as it helps the readers to understand the effects of different parenting styles practiced by fathers and mothers, which include authoritarian parenting, involved parenting, and permissive parenting. The parents who practice authoritarian parenting are insecure parents.Advertising Looking for research paper on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More These parents portray a character of insecurity by controlling their children through giving directions that are not accompanied with deep concern. If the children fail to follow these rules, they are neglected (Wolfe, 1999). The main aim of these rules is to keep order, and the parents, in most cases, do this without showing affection. The parents who use this mode of parenting style usually set high standards and are not responsive to their children. They are usually very serious, and this is detrimental because it leads to children who rank very low socially. More so, these children fall short of their expectation in terms of cognitive abilities (Kazura, 2000), and they lack the understanding of why they should embrace or refrain from certain habits. In this research study, Kazura (2000) alleges that this parenting style is not only evident in fathers but also in mothers. In the involved parenting, the parents closely watch their children in a bid to make sure that rules are adhe red to while the children participate in a number of activities. The parents depict a character of attentiveness while involving themselves with their children’s behavior, and they let them know that they are studying them closely (Hoghughi Long, 2004). Consequently, the parents get to know the deep details concerning their children’s freedoms and opportunities to explore as they set reasonable rules for them. In this research study, Kazura (2000) alleges that when fathers practice this parenting style, they create an avenue for their children’s cognitive ability since they set challenging goals that call for creativity; while the mothers create an avenue for social development for their children since they accept their children the way they are. The rules of this parenting styles is usually flexible, consistent, and fair since the parents engage themselves in their children’s behavior through watching and setting achievable goals for them. The permissiv e parenting, which is demonstrated by mothers, usually has very limited demands for the children. Mothers generally nurture and communicate frequently with their children, and often act as a friend rather than a challenger (Benson Haith, 2009). They rarely provide children with risks; thus, making the children to have a low expectation of challenges. This is attributed to the fact that mothers’ desire for their children is to make them feel free socially, as they accept them in a warm and loving way, and the way they are. In the research study, Kazura (2000) asserts that even though social acceptance is of paramount importance, mothers fail to give their children diverse choices that, in turn, lead to cognitive development. Hence, the children tend to engage more in playing with their fathers as compared to their mothers despite their age, rank, or gender. Limitation and recommendation Kazura (2000) presents his article in a manner that acknowledges limitation as he depicts that despite the research study focuses on the social context and nuclear family, there are also other aspects that affect the amount of time the fathers spend with their children. In addition to this, the author admits that his results cannot be generalized because it is based on very small sample size. However, the author presents the research study in a manner that depicts that he has made a good judgment in ascertaining the fact that fathers contribute qualitatively to their children. In a bid to enhance reliability and validity of his research study, the author recommends for a further research study that does not only concentrate with plays but also other areas of children’s life. Conclusion Kazura (2000) has presented facts that emphasize on the qualitative benefit that children receive from their fathers. His research study is based on the social aspects that affect the parenting styles of a nuclear family. He emphasizes on the need of the paternal role in a family se tting since it facilitates social and cognitive development. This research study portrays that many fathers contribute positively to their children in social and cognitive development despite the little time they spend with their children. References Benson, J. B., Haith, M. M. (2009). Social and emotional development in infancy and early childhood. Amsterdam: Academic. Creswell, J. W. (2003). Research design: Qualitative, quantitative, and mixed method approaches. Thousand Oaks, CA: Sage Publications. Hetherington, E. M., Lerner, R. M., Perlmutter, M., Social Science Research Council (U.S.). (2001). Child development in life-span perspective (8th ed.). Hillsdale, N.J: Lawrence Erlbaum Associates. Hoghughi, M., Long, N. (2004). Handbook of parenting: Theory and research for practice. London: Sage Publications. Kazura, K. (2000). Fathers’ qualitative and quantitative involvement: an investigation of attachment, play, and social interactions. Journal of Men’s Studies, 9, 1, 41. Smith, R. A., Davis, S. F. (2010). The psychologist as detective: An introduction to conducting research in psychology (5th ed.). Upper Saddle River, NJ: Prentice Hall. Wolfe, D. A. (1999). Child abuse: Implications for child development and psychopathology. Newbury Park, Calif: Sage Publications. This research paper on Fathers’ qualitative and quantitative involvement was written and submitted by user Reece Wooten to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

The Global Media In The 1990s Example

The Global Media In The 1990s Example The Global Media In The 1990's – Book Report/Review Example The global media in the 1990s The global media in the 1990s Global Media in the 1990s, as expressed by Herman and McChesney expresses how US media business influences entertainment and news around the world. According to them, the deregulation and commercialization of public television systems globally began between 1970 and 1980, though it spread fully in the 1990s. Global media has occurred at the expense of systems that dominated previously. The reason why media corporations are able to gain this power and control is because government organizations like FCC (Federal Communications Commission), no longer regulate them. There is a strong critique of journalism degradation under commercial influences and a look at the larger culture commercialization. Moreover, a major subject in the 1990s was that, even though Hollywood fare in television, film and music had substantial appeal globally, this appeal had its limits (Herman & McChesney 43).Media corporations are capable of influencing the media through globalization since they join with conglomerates which are not of the US origin. For example, Disney signed a ten year contract with McDonald’s in 1996, giving the quick food chain special worldwide rights to promote Disney merchandise in its restaurants. In this case, Disney is permitted to use McDonald’s outlets in promoting its sales, whereas McDonald’s can use the latter’s to assist in its unabashed operation to dominate all markets in the world (Hackett & Zhao 9). Herman and Mchesney are basically saying that McDonald and Disney are able to benefit more popularity globally because they promote each other’s goods. In their article, these authors continue to explain how media conglomerates in the US manipulate globalization of American pop culture through lack of directive and having agreements with non-media corporations.Edward S. Herman, Robert W McChesney. The Global Media: The New Missionaries of Corporate Capitalism. New York: Continuum International Publishing Group, 2001. Print. Robert A. Hackett, Yuezhi Zhao. Democratizing Global Media: One World, Many Struggles. London: owman & Littlefield, 2005. Print.

Does the electronic cigarattes a good replacement of the traditional Essay

Does the electronic cigarattes a good replacement of the traditional cigarettes - Essay Example There has been a recent surge in the use of e-cigs promising to actually help smokers replace the old habit of smoking the much dangerous and potentially life threatening traditional cigarettes. However, a debate remains as to whether the e-cigs are good alternative replacements of the traditional cigarettes or not. One of the key reasons as to why the traditional cigarettes are being opposed by various organizations is the potential health impacts of the smoke on the overall health of the smokers. Traditional cigarettes tend to cause cancer, asthma and other related diseases. It however, is still unclear as to whether the e-Cigs have any demonstrated health advantages negating the harms of smoking traditional cigerrates. The World Health Organization issued warnings in terms of informing the users no to use the e-Cigs until their benefits or use is being endorsed by any of the leading health regulatory authority at the national as well as international level. It has also been suggested that e-Cigs are relatively safer however they may not be entirely safe to smoke. Though the related side effects of them are still need to be determined however, it has been suggested that their use may not be as safe as it may be perceived. The safety benefits are however, relatively larger as compared to the traditional cigarettes as the nicotine burning rate is relatively slower as compared to the traditional sources of nicotine. As a result of this the release of nicotine in bloodstream is slowed down and as such these are considered as safer as compared to the traditional sources. (FDA para. 12) Since the leading regulatory bodies still have not allowed the regulatory approvals to the e-Cigs therefore there is still a lack of manufacturing oversight on these e-Cigs. As a result of this lack of oversight, it is often argued that their manufacturing may have faults which can cause greater health concerns once such health hazards are identified. Some of the studies on

Assignment Example | Topics and Well Written Essays - 500 words - 179

Assignment Example The topic of discussion is poverty. Poverty refers to condition where an individual is deficient of some material possession (Espejo, 2012). It is a situation where individuals cannot meet basic needs, that is, food, shelter and clothing. In general poverty is comprised of two types: Absolute poverty-is where individuals are unable to raise the bare minimum essential for provision of his basic needs in a particular area (Espejo, 2012). It attempts to measure individual’s ability to afford living in a particular area. Those persons who cannot raise the bare minimum required to provide basic needs in a specific region are considered to be living in absolute poverty. Context of the problem is why cutting poverty is good for a country. Millions of adults and children in most countries around the world live in extreme poverty. They face economic hardship. Cutting on overall rate of poverty is thereby a public good that will come as a benefit to citizens of a country at all income level. Reducing nation’s poverty level will save a country economy billion dollars as it saves the government limited resources that would be channeled to poverty related issues such as health care costs and criminal-justice expenditures (Sachs, 2005). The resources saved could be used to invest in areas that promote economic growth. Multinational companies-these companies have a role of addressing pressing social problems such as absolute poverty in host countries. Multinational corporations play a big role in eradicating poverty by providing employment to citizens, participating in community development projects and industrial training programmers to the youths. External development partners –majorly comprise of World Bank and International Monetary Fund (IMF).These institutions work to connect extensively their lending operations to the country strategies and measures for cutting poverty.IMF and World Bank also offer policy advice

Restriction Enzyme Analysis of DNA

Restriction Enzyme Analysis of DNA Agarose gel electrophoresis is a method used in biochemistry and molecular biology. It is used to separate DNA or RNA molecules by size. Since DNA and RNA have negatively charge, when they go through an agarose matrix with an electric field, they will move from cathode to anode. The shorter molecules move faster and migrate farther than longer molecules; therefore the different sizes molecules can be separate. The most important factor which affects the migration is the length of the DNA molecules. A restriction enzyme, is an enzyme that cuts double stranded DNA following its specific recognition of short nucleotide sequences, is used to cut the DNA into small fragments. The unique recognition sequences are usually tetra- or hexanucleotide palindromes with axes of dyad symmetry. Which means the sequence on one strand reads the same in the reverse direction on the complementary strand, e.g. GTATAC and its complementary strand CATATG. Recognition sequences in DNA differ for each restriction enzyme, producing differences in the length, sequence and strand orientation of the DNA fragments. Plasmid is an extra chromosomal DNA molecule, which is capable of replicating independently of the chromosomal DNA. It is circular and double stranded. Plasmid is usually found in bacteria. The size of plasmid is between 1 to 200 kilobase pairs. In this experiment, a specific recombinant plasmid pBR325 was analyzed, and hence a restriction map would be constructed. METHOD As described in the practical manual RESULTS From the photograph, four unknown plasmid fragments migrated distance could be measured and hence the four fragments size could be found: In lane 2: migrated distance of the fragment was 36.5mm, therefore 11.00 kilobase would be the size of this fragment; In lane 3: migrated distance of the near fragment was 42.5mm, therefore 7.08 kilobase would be the size of this fragment; migrated distance of the further fragment was 66mm, therefore 3.98 kilobase would be the size of this fragment; In lane 4: migrated distance of the near fragment was 40.75mm, therefore 7.94 kilobase would be the size of this fragment; migrated distance of the further fragment was 73mm, therefore 2.82 kilobase would be the size of this fragment; In lane 5: migrated distance of the near fragment was 50mm, therefore 6.31 kilobase would be the size of this fragment; migrated distance of the further fragment was 53mm, therefore 5.62 kilobase would be the size of this fragment; The 4 unknown plasmid size and migrated distance were showed in following table: The size of the plasmid could be found, which was about 11 kilobase. Since the plasmid was only cut by EcoRI + BamHI in about 4:8 ratio of the plasmid, therefore the restriction map for EcoRI + BamHI could be construted: DISCUSSION The nucleic acids migrated from cathode to anode since it had negatively charge. The cutting ratio of three enzymes could be found by the size of fragment as result showed. The last lane, which was the uncut plasmid, was loaded, in order to compare with the EcoRI enzyme cut fragment. The migrated distance of this uncut plasmid was large than EcoRI cuts migrated distance, which could be measured from graph. EcoRI cuts fragment was like uncoiled elastic. It encounters more resistance migrating through a gel because it is spread out and will be in direct contact with more of the gel matrix. Uncut plasmid was tightly coiled, like a balled up elastic. While the molecule may be the same size, the coiling compresses it, allowing it to encounter less resistance when migrating through the gel. This indicated the minimum base pairs of the plasmid. If a hybrid recombinant plasmid was constructed from pBR325 by the insertion of a fragment of DNA at the BamHI restriction site, firstly the total size of the plasmid got bigger. To determine the size of the inserted fragment, EcoRI and PstI were used to cut the plasmid, and result was compared with original plasmids fragment to get the size of the inserted fragment. There was no additional band visible behind the main uncut plasmid band in lane 7. If there ware, they must be the chromosomal DNA bands, the absent of these in lane 2, 3, 4 and 5 was because they were too small, might not be seen, or ran off the gel. The fluorescent bands of the DNA restriction fragments in lane 2, 3, 4, and 5 were several fold brighter than the uncut plasmid band in lane 7. It was because that the DNA fragment are free at both ends and can uncoil and pick up as much EtBr as it fits, whereas the uncut plasmid could not uncoil more than a certain amount without the phosphate chain breaking: for every incorporated molecule of EtBr it had an area of local under-coiling that had to be compensated by another area of over-coiling, this area would not incorportate any EtBr. So the number of EtBr molecules it could pick up was limited because of sterical considerations. Therefore the DNA fragment had less sterical restrictions, stained more than the uncut plasmid.