The Emirate Airlines And Its Products Tourism Essay

The Emirate Airlines And Its Products Tourism Essay The Emirate Airlines and Its Products Emirate Airlines is the largest airlines in the Middle Eastern region and has been operating over 2,500 flights in a week. It has been operating for 122 cities and over 74 countries in all the six continents. The company has been operating four longest non-stop commercial flights of the top 10 flights. It has also been operating cargo activities for the emirates group under the name of Emirates sky cargo division. The airlines has been a subsidiary of the emirates group which is wholly an organization owned by the government of Dubai having over 50,000 employees and controlled directly by the investment corporation of Dubai. Gulf Air started to decrease their services in Dubai during the mid-80s and resulted in the emergence of the Emirate airlines. It was conceived in the year of 1985 in March and has been financed by the royal family of Dubai. The Dubai Royal Air Wing of the Dubai Royal Family provided two aircraft to the airlines as their first aircrafts. The government provided an initial start-up capital of $10 million and the airlines was to operate independent of government subsidies. The airlines present chairman Ahmed Din Saeed Al Maktoum headed the organization. The Airlines is one of the only nine airlines in the world that are operating an all-wide body fleet of aircrafts, operating a mixture of aircrafts like Boeing and Airbus having a centerpiece as Boeing 777. An order of 90 Airbus A380s has already been ordered by the emirates of which 20 aircrafts has been already delivered and are in service and also after the Singapore airlines is the second Airlines to have the Airbus A380-800 to be in operation after the delivery of their first aircraft on 28 July 2008. The Airline has been one of the largest buyers of the Aircrafts and has purchased over 130 aircrafts in the year of 2007 alone. They has been the largest carrier in the Middle East in terms of fleet size, Passengers carried and revenue and has been ranked amongst the top 10 carriers worldwide as per the passengers and revenue generated by the airlines till 2007. The company was the largest in terms of number of scheduled passenger kilometers flown in the world internationally and has been the fourth largest airline in the world. Also they have been the third largest as per the scheduled freight tonne-kilometers flown. Environmental forces Demographic Environment Dubai being the fastest growing emirates has around 300,000 people that are added to the population of UAE every year (Uaeinteract.com, 2009). The airline sector of UAE has been ever growing as a result of this growth rate and the wide spread geographical area and the densely populated cites of UAE. This has resulted in a larger market compared to smaller countries. It has been observed that most of the population of UAE is comprised of young people and which will result in providing a base for the aviation industry in the coming years. Most of the people that travel through flights are aged 50 or above as they have more time to meet their friends and family as compared to young people who are mostly busy with their life and are working. As a result of large young population there is scope of larger number of older people in the near future. Educated people can afford to travel by air as they have made their earnings. Employees of multinational corporations have to frequently travel to other countries and are very important customers for the Emirate Airlines (Sardone, 2012). As per a survey conducted about 70% of the decisions related to vacation planning are made by women. In Dubai most families so not consult the women in the decision making but in the changing times, women has been influencing the decisions made which are concerned with the safety of the families. In percept of travelling the safety of the family has been a major concern for the women in the family rather than money hence the cost and other travelling opinions are second. The women are more likely to go for a trip that is both economical and safe so the company has to highlight major perspective and add attractive points in order for the women to choose their airlines such that the company can have a safe journey at a minimal cost. Airlines tend to decrease the cost of the tickets of the flight for the destinations which are le ss safe but for a matter of fact women tend to choose safety over cost of the trip (Dragon, 2009). Economic Environment The economic environment is related to the economic policies, economic systems and economic conditions of the country that have a direct effect on the economy and the functioning of the industry as a whole and also on the organization. A country with liberal economic policies has a positive effect on the industry as a result of the indirect influence of the bilateral trade agreements. As the increase in the rate of inflation, cost of fare, cost of fuel and other factors, people tend to avoid travelling by airlines and only travel for unavoidable issues, and also they tend to use cheaper means of travelling. The Global financial crisis did not have much impact on the airlines industry as a result of which currently the airlines industry is booming and Emirates airlines also took a benefit from this. In 2009 the inflation rate of UAE was 3% 4% which was predicted to fall even more, before that it was around 11% which has resulted in less frequent travels around the globe (Uaeinteract.com, 2009). Now as there has been a drop in inflation and the value of currency in the country is high, people have more purchasing power and hence they will intend to travel more and most frequently by air. As a result the airline companies decreases there prices while recession and in boom they tend to increase their fare charges. Socio-Cultural factors UAE has coasts among the Indian Ocean as well as the Persian Gulf hence fishing is an important part of the Arab peopleà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s life. Islam is officially the religion of the people of UAE but still alcohol is available to the non-Muslim people living there and in hotels. The tourism is an important part of the country hence the airline services are also to be modified as per the tourists who come from other countries for the culture of the country and its tourism spots. The cultural and social aspects of environment plays an important role in the success of an organization and company like the Emirate airlines also have to comply to these as they have to work in this society. Keeping all these factors in mind, Emirate airlines frames customized services, promotion techniques and prices. The price product strategy is to be devised such that the cost to those destinations that are being travelled less frequently should be low (AMEInfo, 2012). Political Legal Factors As we are aware the Emirate airlines was very much under political influence during 2000s, the situation was in favor of the airlines. There were many for performing their general operations. Both the national and international laws had to be followed for successful operation in different companies. The prime problems that came to the mind of travelers included instability in international market and relationship between two countries. Emirate airlines fulfilled the NATO standards despite of high oil prices and high regional instability. (Emirates.com, 2012) Technological Environment The prime issues faced by the Emirate Airlines in such an environment include dynamic change in technology, countless opportunities for innovations, varying research and budgets for development. There has been introduction of Airbus A380-880 which provides better comfort to the passengers and due to its lightweight the fuel consumption is also less. Also the introduction of Boeing 777 was another great step in technological advancement as it enables to carry greater number of passengers and is also more fuel efficient. Another important advancement was use of bio-fuels which are more efficient and eco-friendly. For accomplishing this task Emirate Airlines is closely working with the RD division in order to inspire market-oriented research. A lot of other technological changes have been made like;use of internet based technologies to provide proper and easy record keeping of customers and hence provides better services, complaint mechanisms etc. (Emirates, 2012) The Cultural Web Following are the elements of cultural web given by Gerry Johnson (1988) in context to Emirate Airlines Invalid source specified.: Stories Emirate Airlines has been one of the most regarded companies not only in UAE but all over the world. Common external people have always been satisfied with the corporate behavior of Emirate Airlines. People always remark that company has been able to adhere to the needs of community and society. Also, the values of the company are able to meet the needs of environment. The employees also carry high morale while working in the Emirate Airlines due to effective leadership of high level management. Employees always talk about how the management has been able to make sure that employees adhere to the needs of other employees as well as to the internal and external environment. The new joiners are always told about the competencies and excellence of executive level management and motivated to learn many skills for acting effectively in the corporate world. Employees talks about the establishment of Emirate Airlines from just two aircrafts wet-leased from Pakistan International Airport. Th e current top story of Emirate Airlines among employees and stakeholders include the record profit of AED 5.9 billion last year. The heroes of these stories include the names like His Highness Sheikh Ahmed Bin Saeed Al Maktoum who has been a pioneer figure in spearheading successful expansion of aviation industry, Sir Maurice Flanagan who is the executive vice chairman of the company, etc. Moreover, the communities belonging to over 100 cities have a great relationship with Emirate Airlines who admirably talk about the community initiatives like Emirate Airline Foundation, Emirate Friendship Hospital Group, Emirate CHES Home, etc. Overall, the company has been successful enough in generating a distinctive organizational behavior that is going to be a role model for rest of the airline industry. Rituals and Routines Customers expect the very diligence in the quality of service that Emirate Airlines has maintained over past several numbers of decades. Also, they like to be served in a standard way without compromising with the cultural variances in the different nations where Emirate Airlines offers services. They always remain satisfied with the companyà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s diversity management approaches by which Emirate Airlines ensures the fulfillment of needs and demands of services of clients in global market. However, due to recessions and global economy slowdown customers expects the cutting down of prices of tickets. Furthermore, they always expect yearly newsletters and brochures with updated offers and schemes about tour packages that Emirate Airlines offers. Employees are also very enthusiastic about the benefit programs that companyà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s management plan from them. They also expect their positive performance cards examined carefully by the m anagement. They always show enough amount of zeal in participating in the execution of strategic plans meant for improving the performance of company in the market. They seek learning in a friendly environment with their managers, sub-ordinates, and peers. These routines and rituals represent fairly pleasant organizational culture in Emirate Airlines with both customers as well as employees acting considerably in an agreeable manner. Moreover, any change if decided by the management could be easily entertained by the employees as they have an effective leadership to guide them through the change however the company may be required to give higher efforts to get immediate positive response from the customers. Symbols The company carries a symbol of high dignity and decorum with its name representing the matchless quality of products and services. The employees working client-side wears a disciplined and standard uniform while offering the most elegant aviation services to every customer they serve. Inside the organization, employees may find their bosses dressed up in the western corporate formal dresses as well as traditional Emirati dress representing the respect for cultural diversity by the company. The famous logo of the company can be easily found at numerous international airports all around the world along with the numerous cabs, vans, and other vehicles associated with Emirate Airlines. Company also sponsors a number of sport events where players can be seen carrying the logo of the company. These symbols represent high status of company in the airline industry with its unparallel leadership in the aviation services. Staff working in the company is extremely proud of these symbols and ta ke them as a pride while at the same time customers like to be served by the company as well as wearing the caps or t-shirts carrying the logo of Emirate Airlines. Organizational Structure The organizational structure of Emirate Airlines is highly hierarchical right from His Highness Sheikh Ahmed Bin Saeed Al Maktoumas chairman and chief executive of company to the executive level management, senior managers, managers, and lower level employees. All 62,000 employees working in 50 different business units of Emirate Airlines work in a hierarchy for smooth functioning of the company. The employees at the same level of hierarchy work with extreme coordination along with their managers and sub-ordinates in executing the planned work and making miscellaneous decisions during the work. This coordination is quite healthy and favorable for execution of complex strategies related with different aspects of the business. Control Systems Emirate Airlines has a strong control over the costs and quality of services and products that they offer. The customers are optimally charged for the cost of production of services delivered to them. Also, a major emphasis is laid over the cost incurred in getting the work done to have a better control over the expenses. However, quality is the top most priority which is controlled through several checks at the strategic as well as the operational level. The employees are also guided strictly to make no compromise in terms of quality especially when they are dealing with the customers. Moreover, employees are sometimes penalized for poor work if quality is compromised anywhere in the work. Thus, Emirate Airlines is quite particular with its employees when it is dealing with quality and costs. Moreover, every team has adequate number of skillful employees who are headed by the competent managers which are further responsible to the executive level staff. A great emphasis is made that control is executed through a hierarchy of leaders till the ground level employees. The level of bureaucracy is fairly less in the company. Power Structures The power in Emirate Airlines is fairly decentralized with the work being strategically divided among different departments at higher levels. However, at the lower level of management, there are only limited powers bestowed upon the managers. The key decisions are made only at the top level while managers at middle and lower levels have the only responsibility to execute them. The departments such as the service, human resource, passenger sales, etc are solely headed by their respective vice presidents who make the key decisions without much participation from lower levels. But at the same time, these key people have played a great role in the history of Emirate Airlines. They have a great influence over employees as well which help the company quickly and effectively act to different situations. Nevertheless, Emirate Airlines has a considerable power distance in its hierarchy. The Paradigm The summation of all the six elements of cultural web suggests quite an optimistic environment for the work in Emirate Airlines. Although some of the required aspects may be missing from the work culture of Emirate Airlines yet overall ingredients seems to be quite close to the taste of success in the coming future. The motivated employees and satisfied customers are always two targetable goals for any big business set-up and Emirate Airlines seems to have both in the current date. The advantage of such a culture in Emirate Airlines is the easy implementation of framed strategies without much internal resistance however the only disadvantage is less origination of ideas from lower hierarchy and possible dissatisfaction of employees in future that can be harmful for that company as competition increases in the market. An important value in Emirate Airlines is that a sub-ordinate has to blindly follow his/her senior and thus one thing that cannot be done in this company is questioning the senior regarding the procedure of execution of some planned work or advising them to accomplish some task in a different way. This particular aspect is somewhat contrary to that of Boeingà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s work where greater amount of freedom is given to the employees to give their inputs is strategy building. Therefore, I would like the culture at Emirate Airlines changed a bit in order to involve greater participation of employees and lower level managers. Recommendation for change Following are some of the recommendations for change Invalid source specified.: Lower level managers and employees should be provided greater powers to make strategic decisions in the company. An advisory board may be built to take suggestions from the employees and further discuss them before recommending those suggestions to upper level management. Employees should be trained enough to make key decisions on behalf of their managers to make quick operations if managers are absent.

Cloud Point Extraction Experiment

Cloud Point Extraction Experiment Bromothymol blue (also known as bromothymol sulfone phthalein, BTB) (Figure 2.1.1) is a pH indicator (yellow at pH 6.0 and blue at pH 7.6). Its chemical name is: 4,40-(1,1-dioxido-3H-2,1-benzoxathiole-3,3-diyl)bis(2-bromo-6-isopropyl-3-methylphenol (The Merck Index, 13th edition, 2007)[1]. pKa of BTB is 7.1. This dye is the most appropriate pH indicator dye in physiological tissue and also used in the investigation of the interaction of lipid with protein (Puschett and Rao 1991; Gorbenko 1998; Sotomayor et al. 1998)[2,3,4]. It is widely applied in biomedical, biological, and chemical engineering applications (Schegg and Baldini 1986; Ibarra and Olivares-Perez 2002)[5,6]. BTB in protonated or deprotonated form is yellow or blue in color, respectively, while its solution is bluish green in neutral solution. It is sometimes used to define cell walls or nuclei under the microscope. BTB is mostly used for the evaluation and estimation of the pH of pools and fish tanks and the determinatio n of the presence of carbonic acid in liquid. There are several treatment procedures for dyes from waste materials, including adsorption (Nandi, Goswami, and Purkait 2009)[8], coagulation–flocculation, oxidation–ozonation, reverse osmosis, membrane filtration, biological degradation, and electrochemical processes (Shen et al. 2001; Kim et al. 2004; Chatterjee, Lee, and Woo 2010)[9,10,11]. 2.1.2 EXPERIMENTAL 2.1.2.1 Materials: All the solutions were prepared with double-distilled water. 2.1.2.1.1 Triton X – 100 (0.1M): Triton X-100 was purchased from Qualigens Analytical grade. The TX-100 was cleared of any low-boiling impurities by exposure to vaccum for 3h at 700C following the procedure given by Kumar and Balasubrahmanium[19]. 31.4 g of TX-100 liquid is dissolved 500 ml volumetric flask and made up to the mark to obtain 0.1 mol/dm3 solution. The critical micellar concentration and Cloud point of TX-100 are 2.8Ãâ€"10−4 [20] 65à ¢- ¦C [21] respectively. 2.1.2.1.2 Bromothymol Blue (BTB) : 1.0 g of BTB dye Merck India was dissolved in 5.0 ml of ethanol (99.8%) for dissolution then dilution are made with double distilled water into a 1000 ml volumetric flask up to the mark to obtain an concentration of 1000 mg/dm3(Babak Samiey, Kamal Alizadeh et.al 2004)[22]. In order to avoid fading stock solution was wrapped black color paper. The working solutions of BTB were prepared by appropriate dilutions of the stock solution immediately prior to their use. 2.1.2.1.3 Acetic acid (0.5M). 28.5 ml glacial acetic acid (A.R.grade) Qualigens was diluted with distilled water in a 1000 ml volumetric flask to give 0.5M Acetic acid solution. The solution obtained was diluted to required concentration and standardized as per the procedure (Vogel et. al. 1989)[23] with standard NaOH solution. 2.1.2.1.4 Sodium acetate (0.5M): 13.6 g sodiumacetate.trihydrate, (CH3COONa.3H2O) of Analytical grade Qualigens is dissolved in 100 ml volumetric flask and made up to the mark (Vogel et. al. 1978)[24]. 2.1.2.1.5 NaCl (0.1M): 2.922 g pure dry salt of sodiumchloride of analytical grade Qualigens is weighing out and dissolved in 500 ml volumetric flask to give 0.1M NaCl solution(Vogel et. al. 1989)[25]. 2.1.2.1.6 Na2SO4 (0.5M): 16.1 g of sodiumsulphate decahydrate,(Na2SO4.10H2O) A.R.grade from Merck (India), is dissolved in 100 ml volumetric flask and made up to the mark to give 0.5M Na2SO4 solution(Vogel et. al. 1989)[26]. 2.1.2.1.7 KH2PO4(1.0M): 34.02 g of KH2PO4 of Analytical grade Qualigens is dissolved in 250 ml volumetric flask and made up to the mark (Vogel et. al. 1978)[27]. 2.1.2.1.8 Na2HPO4 (1.0M): A.R. grade disodium hydrogen phosphate, Na2HPO4.2H2O, is taken in porcelain crucible and heated until no more water is liberated. Then 17.8 g of this cold residue is taken in 100 ml volumetric flask and made up to the make to give 1.0 M of Na2HPO4 solution (Vogel et. al. 1978)[28]. The reagent is prepared freshly each time. 2.1.2.1.9 Buffer solution of pH4.0( ±0.05): 5 ml of 4M sodium acetate (A.R. grade) Qualigens and 20 ml of 4M acetic acid (A.R. grade) Qualigens are mixed in an 100ml volumetric flask and made up to the mark which has resultant pH of 4.0( ±0.05) (Vogel et. al. 1989)[29] . 2.1.2.1.10 Buffer solution of pH5.0( ±0.05):: 17.5 ml of 4M sodium acetate (A.R. grade) Qualigens and 10 ml of 4M acetic acid (A.R. grade) Qualigens are mixed in an 100ml volumetric flask and made up to the mark which has resultant pH of 5.0( ±0.05) (Vogel et. al. 1989)[30] . 2.1.2.1.11 Buffer solution of pH6.0( ±0.05): 13.2 ml of1M KH2PO4 (A.R.grade) Qualigens and 86.8 ml of 1M Na2HPO4 (A.R.grade) Qualigens are mixed in 100ml volumetric flask which has resultant pH of 6.0( ±0.05) (Vogel et. al. 1989)[31]. 2.1.2.1.12 Buffer solution of pH7.0( ±0.05): 61.5 ml of 1M KH2PO4 (A.R.grade) Qualigens and 38.5 ml of 1M Na2HPO4 (A.R.grade) Qualigens are mixed in 100ml volumetric flask which has resultant pH of 7.0( ±0.05) (Vogel et. al. 1989)[31]. 2.1.2.1.13 Buffer solution of pH8.0( ±0.05): 94.0 ml of 1M KH2PO4 (A.R.grade) Qualigens and 6.0 ml of 1M Na2HPO4 (A.R.grade) Qualigens are mixed in 100ml volumetric flask which has resultant pH of 8.0( ±0.05) (Vogel et. al. 1989)[31]. 2.1.2.1.14 Buffer solution of pH9.2( ±0.05): 1.905g of Na2B4O7.10.H2O of (A.R.grade) Qualigens is dissolved in 100ml volumetric flask and made up to the mark to obtain 0.05 M of borax solution.The resultant pH of the solution is 9.2( ±0.05) (Vogel et. al. 1989)[32]. 2.1.2.2 Methodology for cloud point extraction: 2.1.2.2.1 Procedure: The cloud point temperature was determined by literature method reported by Carvalho et al. [33]. This is based on the ‘visual observation of the separation of phases’ in the micellar solution. The solution was heated gradually in the water bath until turbidity appeared. To verify the results, the opposite process was carried out by cooling gradually with constant stirring and the cloud point was considered as the temperature at which the solution became clear. The reported value was the average of these two determinations; in most cases, these two temperatures were identical, within + 0.5oC. Cloud point extraction experiment was conducted by using a 10 ml centrifuge tube with a screw cap containing different concentrations of Triton X-100 and BTB and sonicated for 2 minutes for proper mixing. The solution is heated up to 80ËÅ ¡C in a thermostatic temperature bath for 20 min. The turbid solution was then centrifuged at 3500 rpm for 5 min and cooled in an ice bath for 2 minutes in order to separate the phases. Both the phases are separated and the volumes of surfactant rich phase (coacervate phase) and dilute phases were measured. Average of three determinations is reported in all cases. The concentration of dye in both the phases has been measured by using PerkinElmer lamda-25 UV-Visible spectrophotometer. In order to determine the influence of the reagents added to the surfactant phase, cloud point determinations were performed with the additions of buffer, dye and inorganic salts. The procedure for the determination of critical temperature was the same as above, bu t using only a fixed surfactant concentration. The phase diagram for Triton X-100 was obtained by measuring the cloud point temperature of aqueous surfactant solutions at different concentrations. 2.1.2.2.2 Spectra and calibrated graph The concentration of the dye was determined by U.V-visible spectrophotometer (PerkinElmer lamda-25). Pure BTB was initially calibrated separately for different concentrations in terms of absorbance units, which were recorded at wavelength 430 nm, at which maximum absorption takes place (Figure 2.1.2, 2.1.3). No significant change in the absorbance has been observed even in the presence of TX-100. Therefore all the absorbance measurements were performed at this wave length. Figure 2.1.2 Spectra of BTB dye Figure 2.1.3 Calibration curve of BTB dye 2.1.2.2.3 Determination of Phase volume Ratio, Fractional coacervate phase volume and pre-concentration factor The volumes of the respective surfactant-rich and aqueous phases obtained after the separation of phases were determined using calibrated centrifuge tubes for calculating the pre concentration factor. Surfactant solutions containing typical amounts of the BTB were extracted using the CPE procedure, followed by the measurement of the respective phase volumes. The results reported are the average of three determinations. The phase volume ratio is defined as the ratio of the volume of the surfactant-rich phase to that of the aqueous phase. It is calculated using the following formula. (2.1.1) Where RV is the phase volume ratio, VS and VW are volumes of surfactant-rich phase and aqueous phase respectively. The pre-concentration factor, (fC) is defined as the ratio of the volume of bulk solution before phase separation (Vt) to that of the surfactant-rich phase after phase separation (Vs). (2.1.2) Where Vt and VS are the volumes of the bulk solution before phase separation and the surfactant-rich phase respectively. The fractional coacervate phase volume with the feed surfactant concentration is calculated by using the relationship: (2.1.3) Where FC is the fractional coacervate volume and Cs is the molar concentration of the feed surfactant solution, for fixed feed dye concentration, the parameters a and b vary linearly with temperature. The value of Fc lies in between 0.04-0.23 for various operating conditions. Surfactant partition coefficient (m) is defined as the ratio of concentration of surfactant in coacervate and dilute phase. - (2.1.4) The efficiency of extraction is defined as - (2.1.5) 2.1.4 Discussion: This section is divided into four parts. In first part, factors influencing the extraction efficiency (e.g., concentrations of non-ionic surfactants, dye and salt, temperature and pH of the solution), fractional coacervate phase volume have been discussed. The nature of solubilization isotherm at different temperature has been presented in the second part. In the third and fourth parts, thermodynamic parameters and a calculation procedure for the determination of surfactant requirement for the dye removal to a desired level is briefly discussed. 2.1.4.1 Factors influencing efficiency: For ionizable solutes, the charge of the solute can greatly influence its extent of binding to a micellar assembly [34]. The ionic form of a molecule normally does not interact with and bind the micellar aggregate as strongly as does its neutral form. Thus adjustment of the solution pH for maximum extractability is of special importance when controlling experimental variables in CPE. With increasing pH, the efficiency of extraction increases up to pH 8.0 and then decreases. This is in accordance with the decrease in cloud point till pH 8.0 and a sudden increase at pH 9.2. Further, the pK value of BTB is 7.1. In the absence of any buffer solution, pH of the dye solution is 7.0 and there is no change in pH event after the extraction process is completed. Hence, all the parameters were optimized at this fixed pH of the medium. No significant increase in efficiency is observed with increasing [Dye] since the cloud point is not altered much with increasing the concentration of dye. The extraction efficiency of dye increases with the increase of surfactant concentration. The concentration of the micelle increases with the surfactant concentration, resulting in more solubilisation of dye in micelles. The surfactant concentration in the dilute phase remains constant (and equal to around CMC); the surfactant concentration along with the solubilised dye in the coacervate phase (micellar phase) increases to maintain the material balance[42-46]. The extraction of dye with TX-100 solution is due to hydrophobic interaction between BTB and hydrophobic micelles in the solution. However, with the increase of TX-100 concentration, the analytical signal becomes weak due to the increase in the final volume of the surfactant rich phase that causes pre concentration factor (phase volume ratio) to decrease [35]. In view of these observations, a 0.04 mol/dm3 triton X- 100 is used throughout. It has been shown that the presence of electrolyte can change the CP in different ways[36]. Salting out electrolyte such as NaCl, decreases the cloud point temperature. They can promote the dehydration of ethoxy groups on the outer surface of the micelles, enhancing the miceller concentration leading to solubilisation of more dye and resulting in a more efficient extraction [37] and reduce the time required for phase separation. A lower salt concentration gives a smaller pre concentration factor, due to the larger volume in the surfactant-rich phase at lower salt concentrations [38]. As shown in the fig the ability of salts to enhance extraction efficiency of the dye was in the order of Na2SO4>NaCl. Temperature has pronounced effect on the extraction of solute. (i) At high temperature, CMC of non-ionic surfactant decreases. (ii) the non-ionic surfactant becomes more hydrophobic due to dehydration of ether oxygen [39] and increase in micellar concentration and solubilization. A general preconcentration factor of 20-60 was obtained with this CPE method and similar pre concentration has been reported for other analytes (40). Typical preconcentration factors reported in the literature[41] varà ¯ed fiom 10 to 100. The CPE method gives a better preconcentration factor compared to conventional solvent extraction methods. In general, high pre concentration factors in CPE can be achieved using small amounts of surfactants which have large capacity to accommodate dye molecules. The hydrated nature and relative polarity of micelles, on the other hand, limit the extraction of dye into the surfactant-rich phase. From the viewpoint of concentrating the analytes present in aqueous solutions, the larger pre concentration factor, e.g., the smaller phase volume in the surfactant-rich phase is desired. A lower surfactant concentration gives a higher pre concentration factor. However, it becomes very difficult for sampling and accurate analysis with a very small volume of the surfactant-rich phase. On the contrary, excessive amount of added salt of â€Å"salting-out† effect can give the higher pre concentration factor, but it is likely forming the very viscous liquid crystalline phase, instead of the fluidic Liquid phase, in the system, making it difficult to separate the surfactant-rich phase. Therefore, optimization of the pre concentration factor is very critical in a feasible CPE technique. Hence, surfactant concentration of 0.04 mol/dm3 was chosen to conduct CPE experiments in this research. 2.1.4.2 Solubilization isotherm: The adsorption isotherm relating moles of solute solubilized per mole of surfactant[50] are presented in Figure2.1.8. The isotherm can be expressed according to Langmuir type expression: (2.1.6) Where, both m and n are functions of temperature. Figure 2.1.8 Solubilisation curve of BTB dye Assuming a homogeneous monolayer adsorption, the linearized Langmuir sorption model of equation (2.1.6) can be written as: (2.1.7) Plot of 1/qe vs. 1/Ce over the entire dye concentrations was linear with a correlation coefficient of 0.983 as shown in Figure 2.1.9. Thus, the solubilization of dye obeys the Langmuir adsorption model. The calculated values of Langmuir parameters m and n from the slope and intercept of the linear plot of 1/qe vs. 1/Ce were found equal to 4.29X 10-3 (mol/mol) and 2.04X104 dm3 /mol, respectively. Figure 2.1.9 Langmuir isotherm of BTB dye 2.1.4.3 Thermodynamic parameters: The overall thermodynamic parameters ΔG0, ΔS0 and ΔH0 were calculated using equations (2.1.8, 2.1.9) [48,49]as follows. (2.1.8) - (2.1.9) Where T is the temperature in (K), qe/Ce is called the solubilization affinity. ΔS0 and ΔH0 are obtained from a linear plot of log (qe/Ce) versus (1/T), from Eq. (2.1.8) and. Once these two parameters are obtained, ΔG0 is determined from Eq. (2.1.9) and presented in Table 2.1.6. Plot of log (qe/Ce) versus (1/T) is shown in Figure 2.1.10. Table 2.1.6 : Thermodynamic parameters Temp = 80 ±0.1ËÅ ¡c; [BTB]initial =12.8010-5 mol/dm3 ; [TX-100] =4.010-2 mol/dm3 pH (  ±0.05) -à ¢Ã‹â€ Ã¢â‚¬  G ( KJ/mole ) à ¢Ã‹â€ Ã¢â‚¬  S ( KJ/mole/K ) à ¢Ã‹â€ Ã¢â‚¬  H ( KJ/mole ) 353 343 333 6.0 19.57 16.93 14.28 0.27 73.92 7.0 22.11 18.75 15.38 0.34 96.76 8.0 21.10 18.63 16.16 0.25 66.06 Figure 2.1.10 log (qe/Ce) versus (1/T) 2.1.4.4 Design of experiment: The amount of surfactant required can be evaluated from the residual dye present in the dilute phase of the solution after conducting cloud point extraction can be determined [45]. qe is the mole of dye solubilized per mole of non-ionic surfactant. (2.1.10) Moles of dye solubilized can be obtained from mass balance equation, (2.1.11) (2.1.12) Where, A is the moles of dye solubilized in the micelles, V0 and Vd are the volume of the feed solution and that of the dilute phase after CPE, C0 and Ce are concentration of the BTB dye after CPE respectively; Cs is the concentration of surfactant in feed. From the equation 2.1.10, 2.1.11 and 2.1.12 we can write, (2.1.13) Moles of dye solubilized can be obtained from mass balance equation, Where, qe is the mole of dye solubilized per mole of non-ionic surfactant, x is moles TX-100 used, A is the moles of dye solubilized in the micelles, V0 and Vd are the volume of the feed solution and that of the dilute phase after CPE, C0 and respectively; Cs is the concentration of surfactant in feed. (2.1.14) Now, by involving the definition of fractional coavervate volume in the above equation we get, (2.1.15) - (2.1.16) Where a,b are the parameters a and b which are functions of temperature. Substituting the above equation in equation (8) we get, - (2.1.17) Substituting the above equation in equation (1) and rearranging we get, (2.1.18) From the above equation the desired surfactant required (Cs) can be obtained knowing the value of m and n the Langmuir constants, a and b the operating temperature constants, Ce the amount of dye in dilute phase after cloud point extraction. By using the above equation experiments which are conducted were compared for surfactant used and required are shown in Table 2.1.8. Table 2.1.8: Comparison data of required and used TX-100 at 80ËÅ ¡C 105 [BTB]initial mol/dm3 105[ BTB]dilute mol/dm3 102[ TX-100 ]used mol/dm3 102[ TX-100 ]Required mol/dm3 3.20 1.11 4.00 2.64 6.40 1.87 4.00 3.82 8.00 2.22 4.00 4.32 9.60 3.19 4.00 3.79 12.80 4.09 4.00 4.46 16.00 6.72 4.00 3.74 8.00 3.60 3.00 2.42 8.00 1.73 4.50 4.32 8.00 1.18 5.00 5.60

Dust Heaps in Our Mutual Friend Essay -- Charles Dickens Victorian Era

Dust Heaps Dust develops. The famed Dust Heaps in Our Mutual Friend are simply large mountains of †¦ well, dust. One cannot fully judge the purpose of Dickens’ incorporation of dust heaps in his novel without background information on them. The question being what is a dust heap? Apparently the answer â€Å"heaps of dust† is not good enough. In the Victorian era dust heaps were filled with useful garbage. Dust heaps were made up of many different things. One such ingredient – also the main ingredient – was fine cinders and ashes. These items, along with some soil, were sold to brick makers for making bricks, and to farmers for manure – especially for clover. The next item tended to be pieces of coal which were usually there because a servant’s carelessness. The coal was either resold or simply used. Another portion of the dust heaps was made from ‘breeze’. According to â€Å"Dust; or Ugliness Redeemed†, breeze was named after the cinders which were â€Å"left after the wind has blown the finer cinders through an upright sieve†. These ciders were also sold to brick makers, but for burning the b...

Eamon De Valera :: essays research papers fc

Eamon de Valera, although born in New York City, in the United States of America, devoted his life to help the people of Ireland. As he once said it, â€Å"If I wish to know what the Irish want, I look into my own heart.† De Valera loved Ireland and its people with a deep and lasting passion. It was he, probably more than any other person in their history, who helped that country win freedom from British rule and then shaped its history well into the twentieth century.   Ã‚  Ã‚  Ã‚  Ã‚  De Valera’s mother, Catherine Coll, usually known as Kate, came to the states in 1879, at the young age of twenty-three. Like so many other Irish immigrants of that time, she had suffered from poverty, and even hunger, in her native land and saw America as a place where she could go to try and get a fresh start. She first took a job with a wealthy French family that was living in Manhattan. This is where and when she met Vivion Juan de Valera. He was a Spanish sculptor who came to the home of her employers to give music lessons to the children.   Ã‚  Ã‚  Ã‚  Ã‚  In 1881, the couple married. A little over a year later, while living at 61 east 41st Street, Kate Coll de Valera gave birth to the couple’s only child. His name was Edward, called by Eddie at first, but would become known to the world by the Irish variation of that name, Eamon.   Ã‚  Ã‚  Ã‚  Ã‚  Always in poor health, Vivion de Valera left his young family behind him and traveled to Colorado, hoping that perhaps the healthier air would help him out. Within a few months he died. Now a widow, Kate went back to work, leaving Eamon in the care of another woman who also had come from the tiny village of Bruree, in County Limerick. Later in his life, Eamon would remember occasional visits from, as he knew her, a woman in black, which ended up being his true mother. Kate de Valera decided that Eamon would be better cared for by her family back in Ireland. Before long he found himself away from noise of Manhattan, living in Bruree in a one-room house with mud walls and a thatched roof. Living with him were his grandmother, his twenty-one-year-old uncle, Pat, and young Hannie, his fifteen-year-old aunt. Shortly after Eamon arrived, the family moved to a cottage, built by the Irish government for farm workers, but it was only a little bit larger.

The Coronation Ceremony :: Essays Papers

The Coronation Ceremony The earliest accounts of a coronation ceremony in England date back to around the 750à ­s A.D. Spanning the last thousand years, the English coronation ceremony has remained almost unchanged. During the fourteenth century, the kings of England were crowned in a lavish and complicated ceremony involving special clothes, rituals and oaths. These aspects of the ritual displayed, in some ways, the chivalric mindset of the times when the coronation process was first being developed to its fullest meaning and formality. Honor, prowess, loyalty, religiosity, and largess, all aspects of chivalry, were all displayed and dispersed throughout the entire event. Before the actual observance took place, the prince rode from the Tower of London to Westminster Abbey. There he was bathed and dressed in lavish clothing made from rich cloth of gold and silk. The Archbishop of Canterbury, who conducted the ceremony, then instructed the prince to clear his conscience before the holy anointing. The prince, Abbot of Westminster, and monks then made a procession from Westminster to the Church of Westminster. The will of the people was then questioned concerning the kingà ­s coronation. After the completion of the task, the anthem "Ffrimenteur manus tua" was sung. The will of the people was not the only will tested. The prince had to show his submission to God by lying in front of the altar several times during the rite. He then made an oath at the altar then fortified that oath by taking the sacred sacrament at the same altar. This part of the ceremony is when spiritual chivalry became involved. Inspired by love for God, the king, by lying at the foot of the altar, showed his submission and obedience. The king was then anointed by holy water in five different places on his body. He was stripped of his clothes save his shirt, which was worn open, and his coat. He was also barefoot. The kingà ­s hands, breast, between his shoulders, at the break of his arm, and on his forehead, the sign of the cross was made. The oil was then wiped clean with a linen cloth, and the Kings clothes were replaced. The kingà ­s sword also played a part in the ceremony. Symbolizing the warrior, the sword was blessed then girded on in front of the bishops. Later in the ceremony, the king offered his sword to God, and only the most loyal of earls carried the naked sword to the altar.

Unit 1, Business Administration Level2

Unit one: Principles of personal responsibilities and working in a business environment Section 1 – Know the employment rights and responsibilities of the employee and employer 1. Identify four main points that would be included in a contract of employment. If possible, use an example contract to support your answer (feel free to obscure any confidential information). – Employer’s name – Employee’s name – Date of commencement of employment – Main place of work Example: Employer’s name: AbC Ltd. Employee’s name: Date of commencement of employment: 15 Jan 2013 Main place of work: Unit 12, 3 Long Way, New York, AB1 2CD, UK a) List three key points of legislation that affect employers in a business environment. – Health and safety – Employments rights and responsibilities – Data protection 2b) List three key points of legislation that affect employees in a business environment. – Health and safety – Pay & Pensions – Employments rights and responsibilities 3. Identify a range of places where a person can find information on employment rights and responsibilities. You should identify at least two internal and two external sources of information. Internal (within organisation): – Line manager – Informed colleagues – Trade union representativesExternal (outside of the organisation): – Citizens Advice Bureaux – Government – ACAS 4. Describe how representative bodies can support employees. The representative bodies can help and support employees in work place. The best examples are Trade Unions, large organisations that represent the interest of their members. They can offer assistance through work based representatives. Their members may share an occupation or a common industry. Trade Unions will also have regional and national expertise that they can use. One of the place, where employee can get help and advice when is not a member of Trade Union, is Citizens Advice Bureau (CAB).It can advise employee on his rights at work  and in other settings. CAB advisers can often  help write letters to present employees complaint or claim to an employer, service provider or business. Sometimes, the CAB will provide representation if person makes a claim at the employment tribunal. 5. Briefly describe employer and employee responsibilities for equality and diversity in a business environment. You should give at least two employer responsibilities and two employee responsibilities. If possible, provide relevant equality and diversity procedures from your workplace (or place of study) to support your answer. These documents hould be annotated to highlight the relevant sections. Equality can be described as breaking down barriers, eliminating discrimination and ensuring equal opportunity and access for all groups both in employment and to goods and services. In all organisations, it’s important that all em ployees are treated in an equally fair way and are given equal opportunities. Diversity can be described as celebrating differences and valuing everyone. Each person is an individual with visible and non-visible differences and by respecting this, everyone can feel valued for their contributions, which is beneficial not only for individual but for company too.Examples: Employer responsibilities: – Should provide training to increase   awareness of equality and diversity so that employees at all levels can perform effectively and develop their full potential within their jobs; –   It has responsibility to protect employees in the work place, to remove all barriers to individual development and to maintain and promote an environment that appreciates diversity and is free from discrimination, harassment and bullying. Employee responsibilities: Focus on actual people rather than the â€Å"label† which may be put on them; – Be aware of the judgements make. 6. Briefly explain the benefits of making sure equality and diversity procedures are followed in a business environment. Your answer should include one benefit for the employer, one benefit for the employee and one benefit for the overall organisation. In all organisations, there are social and economic benefits of equal treatment. Examples: Benefit for employer: – Employer can reduce the risk that will be held legally responsible for he behaviour of the people who work with him, if training them in equality and diversity procedures. Benefit for employee: – Any person doing the same work as someone else has the right to be rewarded in the same way as they are. Benefit for overall organisation: – It brings to an organisation a wide range of experience, ideas and creativity and if managed well it can ensure that each individual utilises their skills effectively and feels valued for their individual qualities. Section 2 – Understand the purpose of health, s afety and security procedures in a business environment . Identify employer and employee responsibilities for health, safety and security. If possible, provide relevant health, safety and security policies / documents from your workplace (or place of study) to support your answer. These documents should be annotated to highlight the relevant sections. Health, safety and security procedures clarify ‘who’ is responsible for ‘what’. This ensures that an organisation has a structure to ensure a secure, safe and healthy business environment for everyone.The Health and Safety at Work etc Act 1974 is the primary piece of legislation covering work-related health and safety in the United Kingdom. It states that everyone has responsibility for health and safety in the workplace. The 1998 Data Protection Act, that is another law, which purpose is to protect people from having information about themselves abused. In other words, in spite of its name it is intended to p rotect individuals rather than data. It does this by imposing restrictions on what those holding personal information may do with it and to whom they may pass it.One more very important legislation in a business environment is Copyright, Designs and Patents Act 1988. This act ensures that things such as literacy, photographs, artists creations, dramatic and musical works cannot be copied. The law is also carried out when it comes to computers as it is illegal to copy software or run pirated software. Everything here mentioned, however, can be claimed as someone else when the original owner has been dead for a certain amount of years.It is usually after 70 years it can be claimed but in some cases where they don't know who the creator is it can be claimed 50 years after it was first made public. Examples Employers responsibilities: – Employers have duties under health and safety law to assess risks in the workplace. Risk assessments should be carried out that address all risks that might cause harm in workplace. – Employers must give information about the risks in workplace and how employees are protected, also instruct and train on how to deal with the risks. Employers must consult employees on health and safety issues. – Employers have a legal duty under the  Health and Safety Information for Employees Regulations (HSIER)  to display the approved poster in a prominent position in each workplace or to provide each worker with a copy of the approved leaflet  Health and safety law: â€Å"What you need to know  that outlines British health and safety law†. Employees responsibilities: – Follow the training has received when using any work items your employer has given. – Take reasonable care of own and other people’s health and safety. Co-operate with employer on health and safety. – Tell someone (employer, supervisor, or health and safety representative) if think the work or inadequate precautions ar e putting anyone’s health and safety at risk. 2. Explain the purpose of following health, safety and security procedures in a business environment. All people at work need to take reasonable care to avoid harm to themselves or to others by their working practices, and to co-operate with employers and others in meeting statutory requirements.The principal objective in Health and Safety Act is to prevent harm from occurring to employees while they are at work. It is an employer's duty to protect the health, safety and welfare of their employees and other people who might be affected by their business. The employer has legal responsibilities to staff and any breach of these could result at legal action against employer as an individual, resulting in heavy fines. All companies have procedures for staff to follow. There are some important reasons for following those procedures.Failure of any of them can bring consequences: – Legal reasons – reprimands, fines, closure s and even prison sentences – Organisational rules – can be subject to disciplinary procedures – Morale reasons – employers and employees have a moral obligation to follow health and safety procedures to ensure no one comes to any harm – Economic reasons – e fines for breaking the law, compensation payments to customers or staff, loss of customers who are aware that health and safety procedures are not being followed, increased costs and, potentially, even the whole organisation being shut down . Describe three different ways of maintaining a safe and secure business environment. – Personal conduct: One of the most significant influences on risks in the workplace is the behaviour of staff. How people conduct themselves can have a significant impact on their own health and safety and that of others. For example: not wearing clothes / jewellery that may be dangerous, not tired when at work etc. Awareness and observation: Noticing any po tential hazard, noticing what is happening in work environment; – Prompt reporting: promptly reporting to the appropriate person when someone is wrong or may have a potential for causing harm but the individual cannot correct it. Section 3 – Understand how to communicate effectively with others 1.Complete the table below with descriptions of different methods of communication. You should include two verbal, two non-verbal and two written methods of communication. |Methods of communication |Description | |Verbal communication |1.One-to-one discussion: allows communicators to exchange ideas | | |back and forth freely; information flowing smoothly and clearly | | |between speaker and the audience | | | | | | | | |2. Presentations: Using effective verbal communication, business | | |professionals give presentations and lectures to convey their | | |expertise on a particular topic.Whether a business professional | | |provides instruction, describes a product to ma ke a sale or | | |communicates a vision or strategy, he needs to keep the message | | |clear by preparing adequately. | | | | | | | |Non-verbal communication |1.Voice ton: quality of person’s voice, characteristic style or | | |manner of expressing yourself orally, that shows what the speaker is| | |feeling | | | | | | | | |2. Eye contact: is strongly influenced by social behaviour, is most | | |often defined as a sign of confidence; can indicate how interested a| | |person is in the communication taking place.It could also suggest | | |trust and truthfulness. | |Written communication |1. E-mail: electronic messaging, virtual communication tool, have | | |taken the place of actual â€Å"pen and paper† memos or written letters | | |due to ease and speed of sending and receiving emails. | | | | | |2.Business letter:   is a  letter  written in formal language, usually| | |used when writing from one business organization to another, or for | | |correspondence between such organizations and their customers, | | |clients and other external parties. The overall style of letter will| | |depend on the relationship between the parties concerned. | | | | | | | 2. Using two specific examples, explain how to choose the most appropriate method of communication to meet your needs and the needs of others. Managers meeting regarding targets for next year – Business manager have to communicate â€Å"plan to win† for next year with all managers. It should be done in out of the public place; it’s kind of the face-to-face meeting in small group. Speaker can use presentations, may discus some issues concerning business with staff. Clearly written, comprehensive and organized notes can be very powerful. They can make the difference between those who attended the meeting going away and doing nothing, or actually doing what's needed in order to move a project forwards. – Confirm additional order – when need to add some more items to existing order, need to quick communicate it with service company.The best and the quickest way is to send fax. It’s good method of communication for all external contacts, or other offices some distance way. In addition, we are in possession of copies of the order confirmation in writing. 3. Describe at least two ways of actively listening. The way to become better listener is to practice â€Å"active listening†. This is where the person makes a conscious effort to hear not only the words that another person is saying but, more importantly, try to understand the complete message being sent. There are some key elements of active listening. They all help to ensure that you hear the other person, and that the other person knows you are hearing what they say.Examples: – Pay Attention: Give the speaker your undivided attention, and acknowledge the message. Recognize that non-verbal communication also â€Å"speaks† loudly. * Loo k at the speaker directly. * Put aside distracting thoughts. * Don't mentally prepare a rebuttal! * Avoid being distracted by environmental factors. For example, side conversations. * Listen† to the speaker's body language. – Respond Appropriately: Active listening is a model for respect and understanding. You are gaining information and perspective. You add nothing by attacking the speaker or otherwise putting him or her down. * Be candid, open, and honest in your response. Assert your opinions respectfully. * Treat the other person in a way that you think he or she would want to be treated. Section 4 – Understand how to work with and support colleagues 1. Explain the purpose of agreeing standards for your own work. Give at least two reasons. Organisation provides a foundation of work standards to ensure everyone knows what is required from them and from people around them. As an employee, we should always make sure that we know exactly the work standards requir ed of you. If an employee doesn't have a standard of work or unclear then it is difficult for them to know what or how or when they should be doing it.The absence of standards makes it impossible for an employee to effectively monitor their own performance. If work standards don't exist, then things are open to personal interpretation and this can lead to conflicting viewpoints. If some colleagues work to lower standards, it can affect the work of others. Examples: – Wastage standards – An engineering business producing ‘widgets' may set a maximum of 0. 25% scrap; a chef in a restaurant aims to keep the cost of unused ingredients down to ? 30 per day. – Behavioural standards – Members of the armed forces will have very precise standards on appearance and dress; a receptionist should smile 100% of the time when greeting customers. 2.Explain the purpose of taking on new challenges and being able to adapt to change at work. It is important to take on n ew challenges and adapt to changes, because nothing ever stays the same, things are always changing which means unless you can adapt and change too, you will be stuck doing the same things which could then make your life a lot harder than it needs to be. Changes could be due to an advance in technology, new environment or anything that will have an impact on you and your day to day life. Those people who welcome change are likely to get more opportunities for variation in their work. If a person wishes to learn then they will need to face up to new information and new situations.If a person will not change and adapt then there is little scope for learning. Employees who resist or deny changes will find themselves at odds with colleagues and managers. Their skills and attitudes may become redundant. This may result in them no longer fitting in with the business. 3. Explain the purpose of treating others with honesty and consideration. Having integrity and being honest are fundamental requirements if you want to grow spiritually and follow your true destination of personal development. It’s not simply about being honest with people. Whilst that will make you a better person and a more accepted one it’s more importantly about being honest with yourself.If we’re honest in all that we do and say, it means we are genuine, real and true whereas dishonesty symbolises all that is fake, fictitious and unreal. Living your life honestly and with integrity means that you’ve decided to live openly and to show your true self to others and that you can be relied upon to be genuine. One of the key elements in any relationship, be it a personal or professional one, is the ability to trust and be trusted. Without trust, we have no credibility which is at the core of being able to influence people and provide strong leadership. Without honesty, there is no foundation upon which to build a personal relationship with someone you love.Section 5 – K now how to plan own work and be accountable to others 1. Explain the purpose of meeting work standards and deadlines when completing tasks in a business environment. Setting clear standards of work and deadlines enables people to complete work effectively. If there are no standards or they are vague this can lead to confusion and problems. It is important that you produce your work to the best possible standard in order to meet the requirements of the person who set you the task. This shows that you are responsible and trustworthy and that you can be relied upon to get things done. You do not know who else might be waiting for your work; it could have to be passed on to someone else.This could cause problems in a business environment and affect your  team  relationship. Your line manager will expect you to meet all your deadlines, this could have a detrimental effect on your progress is you regularly fail at this. 2. Describe two different methods that you can use to plan your o wn work in a business environment. – Prioritization – Prioritization is the essential skill you need to make the very best use of your own efforts and those of your team. It's also a skill that you need to create calmness and space in your life so that you can focus your energy and attention on the things that really matter. It is particularly important when time is limited and demands are seemingly unlimited.It helps you to allocate your time where it is most-needed and most wisely spent, freeing you and your team up from less important tasks that can be attended to later or quietly dropped. With good prioritization (and careful management of reprioritized tasks) you can bring order to chaos, massively reduce stress, and move towards a successful conclusion. Without it, you'll flounder around, drowning in competing demands. – Goal setting – is a powerful process for thinking about your ideal future, and for motivating yourself to turn your vision of this future into reality. The process of setting goals helps you choose where you want to go in life. By knowing precisely what you want to achieve, you know where you have to concentrate your efforts. You'll also quickly spot the istractions that can, so easily, lead you astray. A useful way of making goals more powerful is to use the SMART mnemonic. While there are plenty of variants (some of which we've included in parenthesis), SMART usually stands for: †¢ S  Ã¢â‚¬â€œ Specific (or Significant). †¢ M  Ã¢â‚¬â€œ Measurable (or Meaningful). †¢ A  Ã¢â‚¬â€œ Attainable (or Action-Oriented). †¢ R  Ã¢â‚¬â€œ Relevant (or Rewarding). †¢ T  Ã¢â‚¬â€œ Time-bound (or Track able). 3. Describe ways of keeping other people informed about progress and compare their effectiveness. What are the benefits and drawbacks of each approach? Very few people work entirely on their own. Even fewer are responsible to no one but themselves for the work they do.Most of us have to make sure that other people know what we are doing and, in many cases, approve it. If you don’t keep them informed you’re going to make both your life and theirs that bit harder. It’s quite easy to let people know about the end of your actions. You send a memo to each member of staff telling him or her of the time of the staff appraisal interview. You hand the boss a file containing all the relevant travel documents. You tick the completed box on your list of â€Å"jobs to do† and that’s that. What is equally important is keeping people informed on an ongoing basis as a particular job progress, particularly if it is long and complicated.The reasons of that: – You might not be completely clear about what you are supposed to do and don’t want to go any further because you might be taking the wrong route; – Something unexpected turns up that might alter what you have to do; – You might urgently require some advice; – The person for whom you are doing the job needs a regular progress report for his or her own boss; – The job is so big that a number of people have to be kept informed on a regular basis of what everyone else is doing so that they feel confident that they can continue carrying out their part of the plan. There are many different methods of communicate progress with other people, but always have to remember to choose correct one. One can be very effective, the others less. For example: Meetings – These can vary from one-time kickoff meetings to daily meetings of small groups of team members, weekly or monthly executive updates, or occasional all-hands meetings. Although you can’t guarantee that people will pay attention in a meeting, getting people in the same room is ideal for discussions, brainstorming, and decision making. – Status reports – These can contain different types of information depending on the audience. Moreover, whether you produce paper or electronic status reports depends on the audience as well. Sending status reports to people makes it easy for them to read the information, and they can choose to scan the reports for pertinent topics or ignore them if time is at a premium. Newsletters and email distribution lists:  These work well for announcements and other information you want to disseminate to broad audiences. You can distribute information to many people without much effort, but the readers can skip the message if it doesn’t apply to them. Section 6 – Understand the purpose of improving own performance in a business environment and how to do so 1. Explain the purpose of continuously improving your performance in a business environment. Knowing that you are getting better at something feels good. Sometimes this happens just because you get more and more experienced at doing it. At other times it needs someone to show you how you can improve on what you’re doing.Your first step is to decide where you are now and where you want to get to. A lot of organisations try to encourage their staff to â€Å"continuously improve† themselves; often referring to it as â€Å"lifetime learning† because they feel that it can help them to improve the organisation’s overall performance. Businesses and employees should focus on doing their tasks as well as possible, and look for what can be improved. By continuing to improve, an employee can increase job interest, wages, long-term careers and a more valued contribution to the organisation and the satisfaction of customers. 2. Describe at least two ways of improving your performance at work.Where relevant, illustrate your answer with specific examples from your own experience. Knowing that you are getting better at something feels good. Sometimes this happens just because you get more experienced at doing it. At other times it needs someone to show you how you can improve on what you’re doing. First step is to decide where you are now and where you want to get to. For an organisation to survive and grow it must continuously improve its performance. When an organisation makes changes, employees will have to make changes in what they do and how they do it. Improvement can take place in different ways. Examples: – Learning from mistakes – very few people like saying sorry.Nor do they like even admitting to themselves that they have made a mistake. It might boost your morale in short term to blame everyone but yourself when a mistake is made. In longer term, never admitting a mistake can cause problems. Acknowledging your mistakes can help both you and the person you’re talking to. He or she will recognise that you have admitted your mistake without trying to lay the blame on anyone else, be immediately in a position to try to correct the mistake because you have not tried to be obstructive about it, will try to ensure that the same mistake won’t occur a gain by giving your extra training, assistance or support, will appreciate your honesty. Learning from performance reviews -it is a systematic and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives. These reviews tend to be done every 6-12 months so they create a framework for continuous performance review and improvement. Most people think of a performance review as an uncomfortable meeting with their boss; a chance to hear how great (or not so great) a job they’ve been doing or what sort of salary increase to expect this year. But a good performance review should be much more than this — it should be an engaged, two-way conversation between employer and employee.While this is your manager's time to share his or her overall evaluation of your strengths and weaknesses, it is also  your  time to ask insightful questions, receive constructive fee dback, and establish a clear plan for improvement or future professional development. Your performance review, whether overwhelmingly positive or somewhat disappointing, is always a great opportunity to learn, grow, and move forward in your career. 3. Briefly describe at least two different types of career pathways that may be available to you. One and the most wanted career pathways for me is kind of administrative job. I would like to work in the office environment.Many of administrative and clerical jobs, like Administrative Assistant, Data Entry Clarke, Secretary and other, all are about following procedures, checking things and keeping records. So, I’m organised person, accurate and pay close attention to detail. I have ability to use my own initiative, but also know when matters need to be referred to a supervisor. Second career pathway for me is the social service sector. All of these services are about helping people. I could work as Social Work Assistant, Family Supp ort Worker or Youth and Community Worker. I’ve got a caring personality and want to help people during trying times in their lives. I want to make a positive difference to children and their families' lives, and help them have a better future.Unfortunately, I don’t have specific qualifications to work in this environment, but the most of employers giving training before work begin. Section 7 – Understand the types of problems that may occur in a business environment and how to deal with them 1. Identify at least two different types of problems that can occur in a business environment. At work, problems are at the centre of what many people do every day. You're either solving a problem for a client (internal or external), supporting those who are solving problems, or discovering new problems to solve. The problems you face can be large or small, simple or complex, and easy or difficult to solve. Regardless of the nature of the problems, a fundamental part of ever y manager's role is finding ways to solve them.There are two main types of problems that may occur at work environment: – Minor problems – small and usually have obvious, easy-to-implement solutions, where you can use your own knowledge and experience to come up with a workable solution. – Major problems – are likely to have serious consequences and need careful consideration, they must be referred to a senior manager. In this instance, you should inform a senior manager as soon as possible. 2. Complete the table below by describing at least two specific problems that can occur at work and how they can be dealt with. |Problem |Dealing with the problem | |1.Equipment failure |Need to report the problem to store manager, he need to call | | |engineer to fix it up | | | | | | | |2. Customer complaint about hair in food |Ask shift manager to deal with customer. Need to apologise customer,| | |offer replace food, extra dessert.Check that they are kept f ood | | |safety roles on the kitchen. | 3. Complete the table below by listing at least two problems you are able to deal with yourself and two problems you would need to refer to others to deal with (and how you would refer these problems). |Problems I can deal with: |Problems I would need to refer to others: |How are problems referred to others? | |1. Delivery not arrived – need to contact |1. Computer crashing |Report to computer technician by telephone. | |with head office by telephone, to find out | | | |what happened. | | | | | | | | | | | | | | | | | | |2. Stock on front counter run out – need to |2. Important equipment failure |Report to store manager. If is present in | |go to stockroom to pick up some stock or | |store – face to face, if not – by phone call | |delegate someone to stock up | |or by email. Should leave note in managers | | | |diary for next shift manager, to let him know| | | |about problem | | | | | | | | |

Administrative Management Critical Analysis

Adam Bartoshesky November 17, 2012 MAN 3025 Writing Assignment #4 Critical Analysis The University of North Florida’s Academic Integrity Code gives students and faculty members in-depth descriptions of what exactly the code is, the ways in which the code can be broken, and the actions and consequences which result from breaking it. The code’s purpose is, â€Å"to protect the integrity of the teaching and learning process† (â€Å"Academic integrity code,†). This document lacks a persuasive tone and thus is essentially free from any biases.It uses strong language and concision in order to outline what students and faculty members should do in an instance of academic dishonesty. The code’s unbiased nature and clarity combine to make it a reliable document that can be referred to by both UNF students and faculty members in order to maintain foster learning. UNF’s Academic Integrity Code’s strengths are its detail and clarity, its openness, and its good intentions. It is impossible for the document to better explain the overall process of cheating, how it is handled, and the appeal process.Another strong point of the code is that it gives the student’s teacher freedom in how they want to handle the situation. There are five different forms of apprehension listed in the code that the teacher can choose from which range in seriousness. The teacher can do anything from lower the student’s grade for the single exercise they broke the academic code on, to giving the student an unforgivable ‘F’ for the course. It is evident that a third strength of the document is that its sole purpose is to create a better teaching and learning environment.UNF has not established this code in order to reprimand students, but rather to enhance their education by clearly stating what they should avoid while enrolled at UNF. Although the Academic Integrity Code has many strengths, it also has weakness. The main weak ness that I located in the code is that the overall process of reprimanding and appealing academic dishonesty can be time consuming. There are numerous steps that each have an allotted amount of days to be completed. Also read: Advantages and Disadvantages of Administrative ManagementThese steps include the student appealing the teacher’s initial actions, and then waiting for a new faculty member to review it and come to a new conclusion; in which case the student can appeal it once more. This process can continue up the UNF administration hierarchy until the case finally reaches the UNF President. The president has the final say in the matter. If each step is taken and the maximum amount of days to complete each step is used, the case can be under review for 205 days. That is an absurd amount of time to decide the outcome of a student’s academic misconduct.By the time it is settled, the student could have already finished one semester and been well on his or her way to completing another. At this point, I think it is unfair to give the student a consequence like being expelled from the school because they have already dedicated much of their time to another semester’s course load. After examining and evaluating The University of North Florida’s Academic Integrity Code, I have concluded that its strengths far outweigh its weaknesses. I could only find one weakness in the document whereas I was able to locate many strengths.Also, after further review, even though the process of appealing can take up to 205 days; it is unlikely that this will occur. I concur that this code is a very effective source without any significant biases, and should be referred to frequently by all UNF students and faculty members in order to maintain an effective learning environment. Works Cited Education, (n. d. ). Academic integrity code and academic misconduct policies. Retrieved from The University of North Florida website: http://www. unf. edu/uploadedFiles/aa/enrollment/onestop/registrar/MisconductPolicy. pdf