Monday, September 30, 2019

Advertisements That Make Women Look Bad Essay

Some advertising companies do not see the problem with using women to sell their product and make money. â€Å"In advertising today, women are still dismembered—just parts of them presented to sell a product. Kilbourne says in the imposed American obsession with breasts, uplifted derrieres, etc., women forget things like the sensation they lose when they have plastic surgery on their breasts† (Kilbourne). Advertisements should make sure they do not portray women in a derogatory manner. The roles of women have dramatically changed over the generations. Women have gone from housekeepers and wives to sex symbols. Placing women on advertisements in hardly any clothing draws attention to the product itself, but making women seen vulnerable. Dolce and Gabanna, for example, uses and ad where there is one female wearing a strappy, black dress and some high heels. Dolce and Gabanna has her lying on her back, while a shirtless man is on top of her, as if he were pinning her down. There are also three shirtless men in the scene who are standing around watching. Having an advertisement, such as this one, might work to sell a product because of the impression it places on the consumer. Male viewers would presume that the only way to get a beautiful woman to be submissive is to wear products of Dolce and Gabanna. Advertisements like these make the woman in the ad provocative; therefore, viewers conceive their own opinion about women in general. See more:  The Story of an Hour Literary Analysis Essay There becomes a problem when teenagers and young adults see these women on ads dressing seductive and inviting. Women and young girls alike, start to believe they must dress in this manner because that is what the models are wearing. Women also see ads, such as the one Dolce and Gabanna have published, and they look at the women in the ad that dress tantalizing and getting handsome men, that the female viewers too, think they must dress appealing to capture a man’s attention. These advertisements are ultimately doing more damage and are corrupting our society. Advertising companies need to produce ads that make everyone look at women as beautiful, smart, and self-sufficient human beings and not a body used just to sell a product. Doing this would help society see that women can be beautiful and classy without having to be a sex symbol. It would help women get a better idea of how to be a lady. Also, the viewers of the ads would understand women are not really inferior to men, and buying a certain product does not make a person admirable. Something should be done about these advertisements. It is only putting bad ideas and morals into the consumers heads about the way they should view women. Society should appreciate women. All in all, bashing women in advertisements should be stopped and talked about by the advertising companies. Ads of this sort should not be posted all over the billboards, subways, Walters 3 televisions, and computers. Women-bashing is an ongoing problem, and it will continue to escalate if we do not open the eyes of the businesses selling the product and the viewers who agree that basing women is a sufficient way to sell a product. The ads are slowly getting out-of-control, and if we do not put our foot down now, nothing will ever be fixed, and advertising companies will continue to look for ways to make women seem less than average. Works Cited â€Å"Dolce and Gabbana Boutique â€Å"For Men Only†Ã¢â‚¬  10 May 2010. Web. 21 Sept. 2010. . Kilbourne, Jean. â€Å"Summary of â€Å"Killing Us Softly 3†³Ã¢â‚¬  Welcome To Journalism’ Web. 1 Oct. 2010. . â€Å"Killing Us Softly 3: Advertising’s Image of Women | Watch Free Documentary Online.† Web. 19 Sept. 2010. . â€Å"10 Worst Woman-Bashing Ads | Business Pundit.† Business Pundit: Your Daily Dose of Smart Business Opinion. Web. 19 Sept. 2010. .

Sunday, September 29, 2019

The River of Earth

The River of Earth The novel River Of Earth by James Still is a story about life in e Appalachia just before The Great Depression. The story provides a very clear description of the problems and challenges the mountain people faced after the settlement of their land. Even though the novel is shadowed by other writings of the time period dealing with poor southern life, it is still considered a great neglected masterpiece. The story is about a family that considers awkward. They struggle to put enough food on the table for the entire family, most of the time the mother barely eats.They live in a small smoke house that is very cramped and cluttered because of the number of people living in it. The Father is waiting for the coal mines to open so he can work, while the mother takes care of the kids, the family does not complain; they feel blessed for what they have . The father is very proud and doesn’t turn anyone away when they need help. In the book he allowed a group of miners to take most of his beans from the garden to help keep their families feed .The mother is a very strongwilled woman. She never lets anything bring her down; when the family begins to have trouble with food she suggests that they begin growing a garden and providing for themselves. The kids are smart and goodwilled from what they are taught by their parents. They display good moral values in their characters. The garden is a source of life for the family in the book. This is so because as times get harder they grow together and the garden also becomes more and heartier.They begin to have more food for their dinners, this helps the family keep their spirits up and continue to hope for good blessings to be brought to the family such as the mines opening. As the family grows stronger they begin to add to their source of food. Instead of eating only soup and vegetables and potatoes, they add begin to eat meat. They own a guinea Chicken which starts to lay a large amount of eggs they let hatch and raise. The kids are not embarrassed about what they eat, they seem happy for what they have.The father makes the children go to school because he feels that everyone should learn the basics of academics such as reading and writing to help them survive is the world. At first they are scared and don’t want to go because they have never been and feel they are too young. As they continue to grow they start to show improvements and gain confidence in their ability to perform in the classroom. They fear for the teacher being run off because the older kids don’t like him and some of the parents don’t appreciate his teaching methods.The main character and his sister hope he stays so they will continue to learn. The main character is sent by his father to stay with his grandmother. This is where you learn that the strong heart runs in the family. This is true because she is a seventy-eight year old woman and will still patch out two acres of corn and make enou gh bread for the winter to do what she can to keep her family feed. In her old age she hasn’t kept the best health. Some days she is too sick to get out of the bed. The main character takes care of her he cooks all the meals for her and helps her start to feel better.Living with her he hears stories of his father and how he is an honest man. Also his grandmother tells him about his grandfather and all the great things he would do. Living with his grandmother is a great experience for the main character because she brings him history of his family and teaches him many things on how to live a content life. Also being away from home helps himself grow as a person. It teaches to stick up for himself and make his own decisions without the influence of others. When the main character returns to his family he learns that the baby had died from croup.Also the family moves to a farm they rented in Flaxpatch on Little Angus. Here they plant crops and farm together as a family. The fath er has returned from the mines and decides he wishes to move back because he heard they would stay open through the winter. They go and he works there for a while and earns decent money, enough to support his family. During the winter the main characters grandmother dies. It’s a sad moment for the entire family. This is so because she was such a strong figure in the book even with her bad health.After the winter the father decides to stop mining and move the family to a place where he can find a different job or stat a farm. In the end the main character imagines his grandmother talking to him about his baby sibling crying. This story gives great detail to a life lived by the mountain families of the Appalachia. It puts you in the shoes of a young boy who is growing up in the hard time period just before The Great Depression. James Still does a great job of capturing the culture of the time period. Unfortunately, this book will always remain a neglected masterpiece.

Friday, September 27, 2019

International business final exam Assignment Example | Topics and Well Written Essays - 750 words

International business final exam - Assignment Example Thus after being empowered these farmers are able to produce a lot of cotton more than they could have done before at relatively cheaper prices. There is thus much gain from the sustained income that the farmer is able to get which enables them to start small enterprises such as groceries. In some countries such as Uganda, a lot of gains have been realize even with small and basic improvements such as training farmers on the use of fertilizers, pesticides and tractors. These foreign owned enterprises also provide capital in form of loans so as to help in the expansion of production, in Zambia for instance, Dunavant has been lending to farmers millions of dollars every year to farmers at the beginning of every growing season. The farmers usually return the loans at harvest time. This aspect of lending to farmers has made Dunavant the largest micro financier in Africa. In return, Dunavant is able to get interest from the loans offered, has a chance of getting a constant and uninterrupted supplies of cotton for its factories ensuring there is streamlined production. Thus African cotton is profitable for Dunavant and also an intelligent hedge against any fall in American production. The other advantage reaped by Dunavant is the fact that the African cotton is usually produced with lower costs for both land and labor. And with the ongoing discussions by the Senate about the removal of subsidies for the American farmers, it means that the price of the A frican cotton will become more and more attractive and competitive. The fact that Dunavant has managed to establish loyal farmers in Africa, means that they have true business partners in them, which is a very important for any business to thrive and make profits. Dunavant willingness to pay farmers cash on delivery has also endeared them to the farmers, since money is scarce for most

Giovanni Room by James Baldwin Essay Example | Topics and Well Written Essays - 750 words

Giovanni Room by James Baldwin - Essay Example He therefore trapped himself into a net of lies that preoccupied his conscious, subconscious and blurred his attraction to men. The greatest of his concerns was his father. He was worried as to how his father would handle the behavior and more so what he would do to him upon discovery. At the age of 16 he found himself attracted to a young man by the name Joey. Besides the fear of rejection by his father he was also worried about how the parents of the boy he was attracted to would react to the news of them having slept together. The thought of this made him ashamed of the attraction and in retaliation and recoil. He became repulsive and nasty towards the teen as a way of keeping the feelings at bay. Another reason behind David’s shame of his true identity was his actual lack of comprehension on the exact source and cause of attraction towards men. This was forged clearly in his attempts to lie and deceive himself as well as the society on his actual feelings towards women as opposed to men. The deception went as far as involving an innocent woman to whom David proposed to despite the fact that he did not like her. The shocking realization comes in when he finds himself in Paris alone when his surpassed lover is in Spain. In his confusion he finds himself in bed with Giovanni a bartender who he meets at a renowned gay club. Soon after he proceeds to live with the gay friend during which time the affection develops from friendship to love causing even more confusion. He understands that he had offended many people with the endless lies that he had forged to keep away from the gay attraction within him. Out of the love and concern he feels for the people he has offended he suffers guilt and regret. In the end however he does not want to be lonely or be alone. Thirdly homosexuality was not fully embraced during David’s lifetime. It was still considered a sectorial phenomenon that existed among few (Stryker 104). The society at the time gave little or no regard to peculiarity and therefore gave a rather cold shoulder to persons who associated or related with peculiarities such as homosexuality. Such few were considered different and by the sense of it, unsocietal. By extension they were looked down upon by the community and society at large. Homosexuality was unacceptable both to his father and to the society and it therefore failed to meet society’s standards. This means that by declaring his feelings and displaying his affection for men he would be jeopardizing his status in society and denying himself the right to be a full member of the society. In effect it was important that he keeps to himself what he felt. Finally David’s commitment to hella stopped him from exposing his true self. As part of his elaborate scheme of lies both to himself and to the society, David ends up proposing to a woman who he felt nothing about. Hella grew to love and appreciate David as he was proceeding even to understand his confusi on and distracted sense of attention to her oblivious of the true cause of the confusion. Further she falls in love with him and offers even to take care of him. David on the other hand could not understand the nature of their commitment and often felt imprisoned and leashed to the relationship to Hella. His fear of disappointing her

Thursday, September 26, 2019

Specific Strategies Used by JetBlue Research Proposal

Specific Strategies Used by JetBlue - Research Proposal Example Almost all information can be accessed online and it would, therefore, save a customer the need to have to go to the customer care service desk to always make inquiries and get assistance. People would opt for saving when making choices other than just having empathy for a given brand. The use of social network has enabled Jet Blue to effectively influence buyers and maintain good and lasting customer relationships. Jet blue gives critique to customer’s voices and that is what lead to the establishment of the software that helps the analysts to have better insights of feedbacks obtained from customers. This helps in making critical decisions driven to ensure full customer satisfaction in the bid to fight competition from other airline service providers (Parekh, 2012). Marketing is a process which involves all the necessary steps to ensure final sales. It involves planning, pricing, promotion, distribution and sales that ensure the satisfaction of both the customers and the producers, in terms of profits and consumer satisfaction. The general concept of marketing lays emphasis on selling satisfaction other than just selling the products. It involves determining the needs and wants of customers and giving out more desirable outcomes than any other competitors, in trying to achieve the organizational goals. JetBlue as an airline company acts to provide customers with the best flight services and this they achieve through a number of ways such as offering compensations and seeking customer feedbacks after service delivery (Brizek, 1998). This makes it clear that the airline is giving more concern about the kind of products they offer. They measure whether their outcomes are close or up to those desired by their customers. The type of products offered is the key concern for this organization. It is for this concept of products that they are going far in trying to save costs for their customers by conducting online marketing and providing full information and inquiries through their network. This is done in order to facilitate quality products in terms of the services.

Wednesday, September 25, 2019

Logics - Analysis of an Article by Peter Kreeft Essay

Logics - Analysis of an Article by Peter Kreeft - Essay Example Apart from many articles, he has written many books such as The Snakebite Letters, The Philosophy of Jesus, The Journey: A Spiritual Roadmap for Modern Pilgrims, Prayer: The Great Conversation: Straight Answers to Tough Questions About Prayer etc. The major idea behind this article â€Å"The Apple Argument Against Abortion† is to educate people about the consequences of performing abortion. Peter Kreeft argues against abortion in a philosophical manner throughout this article. He is making in depth analysis of the abortion issue with the help of answering certain questions like Who human are, what are the rights of human, why abortion is wrong etc and topics such as basis of morality, differences between the rights of all people and the rights of some people, arguments from skepticism etc. He also tries to analyze different cases with respect to abortion by taking different combinations such as; The fetus is a person, and we know that The fetus is a person, but we don't know t hat The fetus isn't a person, but we don't know that The fetus isn't a person, and we know that (Kreeft, 2000) Approach This article is mainly analytical in nature. The author tries to avoid the use of any instinctive methods in this article. He has analyzed abortion from various angles. Different dimensions of abortion were beautifully explained in this article. For example, the author took the example of an apple and the understanding of ordinary people about it, to attract the attention of the readers towards the topic. Since the author is a philosopher, a philosophical approach can be visible throughout this article. He explains various dimensions of abortion with the help of comparisons, analogies etc. It is difficult for ordinary people to understand the problems associated with abortion, especially the moral issues. The author tries to explain all those issues in a simple, but comprehensive manner so that anybody who decide to perform abortion may think twice or thrice before doing so, after reading this article. In short, the author succeeded in persuading the readers of this article to argue against abortion. Different kinds of reasoning in the article Inductive, deductive, causal and analogical reasoning techniques were used throughout this article. The following paragraph is an example of an inductive argument present in this article. I have heard it argued that we do not treat any other species in the traditional way — that is, we do not assign equal rights to all mice. Some we kill (those that get into our houses and prove to be pests); others we take good care of and preserve (those that we find useful in laboratory experiments or those we adopt as pets); still others we simply ignore (mice in the wild). The argument concludes that therefore, it is only sentiment or tradition (the two are often confused, as if nothing rational could be passed down by tradition) that assigns rights to all members of our own species (Kreeft, 2000). The above argument is an example of inductive reasoning. It is not necessary that the argument needs to be 100% right to make it as an example of inductive reasoning. It should be noted that cultures like Buddhism or Jainism treats any type of killing - killing of animal or killing of human - as a sin. But cultures like Islam or Christianity do not treat killing of animals as a sin. In short, the above argument may not be conclusive or correct everywhere, but it helps the author to strengthen his arguments

Tuesday, September 24, 2019

Discourse Reflection 1 Essay Example | Topics and Well Written Essays - 500 words

Discourse Reflection 1 - Essay Example The reason for this goes beyond the linguistic consideration, also documented by Subbiondo (2005), to consideration of how a student’s cultural and educational backgrounds cause passivity among international students in class. Therefore, the article evaluates the perceptions of silence and reticence among NNS students in group discussions and recommending pedagogical solutions. Jones (1999) acknowledges that Asians constitute the majority of international students in Australasia and the US. As such, the researcher carries out a literature survey from various secondary sources to determine the perception of Asians on silence and reticence in group discussions in class. The findings indicate that teachers in the surveyed institutions consider Asian students as polite and inactive in class and hence find it better dealing with European, American and Australian students. It was also observed that majority of the teachers have little knowledge on non-Western culture which deters communication between Asian students and teachers. On their part, the students were found not to be keen to learn the host culture despite its great influence in defining the academic system. The students from southeast and northeast Asia in the US, New Zealand and Australia consider reticence and silence as crucial for one’s moral disposition and for maintenance of harmony of so cial order. I support this observation because even scholars like Paltridge (2006) document that face and politeness vary among cultures and societies. Therefore, the study recommends the need to provide the NNS students with an understanding of the culture of academic English speaking and equip them with the requisite participatory skills. EFL teachers have to be sensitive in class and attend training for cross-cultural awareness. According to Shemshadsara (2012),

Monday, September 23, 2019

International Perspectives in Childhood Essay Example | Topics and Well Written Essays - 500 words

International Perspectives in Childhood - Essay Example There could be a number of factors that contribute to this development including political, social and economic factors. UNICIF report card 7(The United Nations Children’s Fund, 2007) ranks different dimensions of child care in 21 developed countries including United Kingdom and Sweden. Following is the ranking of both the countries in those dimensions. Dimensions of Child Well-being United Kingdom compared Sweden Dimensions of child well-being Average ranking position (for all 6 dimensions Material well-being Health and safety Educational well-being Family and peer relationships Behaviours and risks Subjective well-being Sweden 5.0 1 1 5 15 1 7 United Kingdom 18.2 18 12 17 21 21 20 Source:( Unicef, 2007) Above figures reflects that United Kingdom stands at 18th no. among all the 21 countries where as Sweden stands 5th. Clearly, Sweden has a developed material and educational system as compare to United Kingdom. In Sweden, all 3, 4 and 5 year olds has the right to pre-schoolin g for 525 hours a year. This is provided in pre-schools and is free of charge for the parents. Further, here parents of the children under one year age have privilege of one year leave.

Sunday, September 22, 2019

Osmosis Triple Science Essay Example for Free

Osmosis Triple Science Essay Introduction In this investigation I am investigating if varying the amount of sugar solution or distilled water determines the concentration of cell sap. I will do this by using different concentrations of sugar solution and distilled water. If the medium is hypotonic — a dilute solution, with a higher water concentration than the cell — the cell will gain water through osmosis. However if the medium is isotonic —a solution with exactly the same water concentration as the cell — there will be no net movement of water across the cell membrane. If the medium is hypertonic — a concentrated solution, with a lower water concentration than the cell — the cell will lose water by osmosis. Investigation variables To have a controlled reliable investigation I will control the following variables: To try my best to do the experiments at the same room temperature. I will prepare the carrots in the same way because any minor changes can ruin the experiment. The mass of the carrots is a dependent variable and this terminology means that the piece of carrot will be measured constantly throughout the experiment. I will measure in grams, in addition the piece of carrot will be measured before and after it is put into the solution, this will allow us to see if any osmosis has taken place. Fourthly the volume of the solution which the carrot pieces are put in must be same for all of them for example all of them should be covered in what is supposed to be covered in. Also I am going to use the same set of scales to measure the carrot pieces in the solution. This is because measurements may vary between the scales. I did this in a lab so everything was under control to make my results very reliable. My hypothesis I predict that the less sugar solution we use the higher the concentration of the cell sap would be. Plan First I will take some xylem cells from inside of the carrot and some phloem from the outside of the carrot I will take 15 samples of each type of cell from each carrot I will put 3 samples in each solution I would then leave it for 1 hour Then I would reweigh its mass Then plot these results onto a graph And then where the line crosses 0 is the concentration of the cytoplasm Conclusion As I conclude I can say that in my investigation I found out that the more sugar solution you cover in the carrot piece the higher the concentration of cell sap would be and there would be more osmosis activity. However what does mystify me is what you can see above, the two outliers because they don not surprisingly fit with the others but I am sure that if we do this investigation again there would be two outliers or less.

Saturday, September 21, 2019

Sports Drinks Industry Analysis Essay Example for Free

Sports Drinks Industry Analysis Essay Coconut water is technically a fruit juice, extracted from coconuts. It is a popular refreshing beverage widely consumed in tropical countries, commonly sold fresh by street vendors still in its green shell, and drunk through a straw. Euromonitor Internationals soft drinks data shows that Brazil is currently the worlds largest market for packaged coconut water. Coconut waters success in Brazil indicates that major opportunities exist in other tropical countries where the drink is part of local beverage consumption culture, such as Indonesia, India, Malaysia and Ecuador. At present, virtually all coconut water in such markets is still consumed fresh rather than packaged. However, as these countries packaged food and beverage markets continue to develop in terms of sophistication, consumers will eventually be compelled by the advantages of purchasing their favorite liquid refreshment in an easily portable, convenient and hygienic format to suit consumption occasions in more formal environments. Seeing the marketability and increasing demand for coconut beverage, it gives the proponents an idea to establish this kind of business through feasibility study. Since there is no existing industry of tonic drink in Sultan Kudarat, it will encourage investors to invest in a newly proposed project. G. BRIEF DESCRIPTION OF THE PROJECT COCO DRINK is a natural isotonic beverage that is high in potassium and other electrolytes. Great for any active lifestyle, it is an effective rehydration beverage for before, during or after exercise. COCO DRINK is a milk-like beverage product that was process through spray drying technique that can be reconstituted in hot or cold water. For those unflavored drinks, it has a milky-white color, bland or neutral. It has a smooth mouth feel and safe to drink, with long shelf life and is cheaper than dairy-based milk drinks. COCO DRINK is also available in different blends, such as coco-Choco, coco-ube, coco-pandan, and other natural flavorings. These are available in bottles, cans, and tetra-packs. H. RISK AND MITIGATION RISK MITIGATION Peace and order Coordinate with the Philippine National police in the locality in case unnecessary events will occur. Unavailability of raw materials Seek for other suppliers of raw material to meet the daily demand and to make raw materials available at all times. Theft/ pilferage Built- in Close Circuit Television would be of help in determining fraud in the business. Hire a well oriented and trust worthy employees. Facilities Malfunction Check and maintain the facilities weekly. Purchase a high quality equipment to meet its useful life. Hire qualified and responsible operator. Product spoilage Refrigerate and freeze the product to prevent from spoilage. Pasteurize the coconut water to prolong its shelf life. Fortuitous events such as, earthquake and fire Secure the building and personnel through insurances. Presence of other tonic drinks. Promote the health benefits of COCO DRINK Develop good technical and marketing strategies. Produce high quality products. I. DEFINITION OF TERMS Electrolytes- is a solution that is capable of conducting electricity. (Electrolytes are commonly found in fruit juices, coconut water, sports drinks, milk, and many fruits and vegetables) Rehydration- is defined as the excessive loss of body fluid. Isotonic- Pertains to a solution in the body having the same osmotic pressure. (Sports drinks are sometimes designed in an isotonic way to assist athletes in rehydrating while balancing electrolytes). Pasteurize- is a process of heating a food, which is usually a liquid, to a specific temperature for a predefined length of time and then immediately cooling it after it is removed from the heat. (This process slows spoilage due to microbial growth in the food. ) Chlorinated water- is water added by chlorine and serves as a method of water purification to make it fit for human consumption as drinking water. J. SUMMARY AND FINDINGS A. MARKETING FEASIBILITY Energy drinks market has experienced significant growth in recent years owing to the craze toward high activities. The proposed project will be materialized in the form of quality products. The target customers are local markets through pharmaceutical drug stores, health and food stores, grocery stores, supermarkets and the likes. B. TECHNICAL FEASIBILITY The manufacturing company will operate 8hrs/day at 26 days a month for 12 months. In terms of technology, the company is aided of modernly designed factory equipment to ensure effective and efficient operation. The company is concerned to improve the quality of its product by choosing the right technology to fill in the packaging that cannot be spoiled by weather or other factors. C. FINANCIAL FEASIBILITY Based on the financial assumptions and projections, the project has the capacity to absorb all the expenses even there is a yearly increase in expenses. Moreover, the company has continuous increase in income yearly. D. MANAGEMENT FEASIBILITY The proponents are all capitalist partners. They will both contribute an equal amount of money or property to start the business. The manager will be responsible in establishing management. They will be responsible for the effective and efficient operation. The personnel will be hired based on the qualifications required. E. SOCIO-ECONOMIC FEASIBILITY The establishment of Coconut Tonic Drink will contribute to the economy particularly of Sultan Kudarat. It will encourage investors to venture because it has no existing industry here in the province yet. It will help to generate additional income to the government through taxes. F. CONCLUSION Based on the findings, supported by the financial projections, the establishment of coconut tonic drink is feasible. It is feasible because of the increasing demand of energy drink and nutritious beverages in local market. It will help generate additional employment in the community and improve domestic production by providing market opportunities. G. RECOMMENDATION Based on the assessment and result of the study, the following are recommended: 1. The company should find ways and means to improve the quality of their products to meet the standards and satisfaction of the customers. 2. Manage the risks that may occur in their dealings with competing companies. 3. Other studies should be conducted to determine other processes to prolong the shelf life of the product, without adding chemicals and to preserving its natural flavor. I. INTRODUCTION Coconuts are different from any other fruits because it contains large quantity of water. When immature they are known as tender-nuts or jelly-nuts and may be harvested for drinking. When mature they still contain some water and can be used as seed nuts or processed to give oil from the kernel, charcoal from the hard shell and coir from the fibrous husk. Coconut water has a numerous health benefits associated, including improved digestion, boost immune system against certain infections, and aids in regulating body temperature. These are just few of the many benefits drinking coconut water can provide. Drinking coconut water daily may help to improve skin elasticity, and avoid wrinkling by keeping the skin well hydrated and providing rich nutrients to nourish, making it looking smoother. Coconut water can provide wonderful alternative to some fruit juices and whole milk, since it contains less fat and calories, and no cholesterol. Compared to energy drinks, coconut water contains less sodium, no sugar and more potassium. Through pasteurization, matured coconut water can be processed into tonic drink that is good alternative for electrolytes and milk. Coconut water could be added a mild flavor and commercialize to public. Of all natural beverages from Mother Nature, coconut tonic drink is an ideal drink, aside from water, to quench thirst and provide renewed vitality and energy for our body with all the basic nutrients, protein and vitamins this. II. MANAGEMENT ASPECT A. FORM OF BUSINESS ORGANIZATION The form of ownership is partnership which owned by the proponents namely: Sharmaine Alimajen and Hyaseth Hope Berin. B. ORGANIZATIONAL STRUCTURE C. DUTIES AND RESPONSIBILITIES OF OFFICERS AND KEY PERSONNEL The data for officers and key personnel are shown in the following job classification and its corresponding capabilities. POSITION NO. OF EMPLOYEES REQUIREMENTS RESPONSIBILITIES OWNER 2 Must be 25 years old and above, male/ female. Financially capable of putting up the business. At least Baccalaureate degree holder of BS Business Administration or BS Accountancy. With a strong vision toward the business. Can handle business operation in all aspect. With a good moral character. will act as a financial provider and has a power over his subordinates. MANAGER 1 Age 25 years old and above. With extensive experience in manufacturing company as Production Manager With strong leadership and communication skills. Knowledgeable in production planning and control. will be responsible for managing the day-to-day operations of the company. Making sure that major administrative and technical problems and concerns of the company and its clients should be monitored and addressed accordingly. Determines appropriate staff-management levels and implement strategies to ensure the efficient operation of the department. ACCOUNTANT 1 must at least a Bachelor’s Degree in Accountancy. Must have 2 years accounting work experience. Can work with minimum supervision, organized and possess good working attitude. Report to management regarding the finances of establishment. Analyze business operations, trends, costs, revenues, financial commitments, and obligations, to project future revenues and expenses or to provide advice. Advise management about issues such as resource utilization, tax strategies, and the assumptions underlying budget forecasts. BOOKKEEPER 1 Male / Female 21-30 years old. Must possess at least a Bachelor’s / College Degree, Finance / Accountancy / Banking or equivalent. At least 1-year experience as a Bookkeeper. Knowledgeable in preparing Book Reconciliation.record about the day-to-day financial transaction of the entity. Reports to the manager the financial condition of the business. CASHIER 1 Male/Female, 20-30 years old. Graduate of any four –year Business course preferably in Accounting or Banking Finance. At least 1-2 years experience in same field or clerical work. Have an experience in cashiering, check payments, remittances, reports, and transactions. will be responsible of receiving and disbursing cash. Enter purchases into cash register. Counts money, give change, and issues receipt. Maintain sufficient amounts for change. Calculates Discounts or references. Balances cash drawer and receipts. FACTORY SUPERVISOR 1 At least 2 year(s) of working experience as supervisor. Must possess at least bachelor’s degree in Business studies/ Administration/ Management. Engineering, as the job requires sufficient knowledge in plant mechanics. Control and monitors processes and operations that take place at a plant or factory. FACTORY WORKER 10 Male/ Female Highschool Graduate 18 to 30 years old Preferably have 1 year experience in production work. Willing to work overtime. will be the one to operate the factory equipment, in-charge of packaging and sealing the product. DRIVER. 1 Has a 6 months experience Male not more than 35 years old. At least high school graduate or college level Will drive truck to transport and deliver materials. Maintains telephone contact with base to receive instruction. Keeps record of products transported. Obtains customer signature or collects payments for delivered goods or delivery charges. Assists in loading and unloading truck items. Other task that might be assigned from time to time. SECUTITY GUARDS 2 at least have a 1-year experience as security guard. Male, 25-35 years old. Must possess at least a Vocational Diploma / Short Course Certificate. Willing to work nine shifting hours. whose duty is to keep the area free from espionage and other harmful individuals and attacks. D. LABOR REQUIREMENTS TABLE 2. 1 SCHEDULE TIME POSITION SCHEDULE TIME Monthly Salary Monday- Friday Saturday IN(am) Out(pm) IN(am) Out(pm) Manager 8:00 5:00 8:00 5:00 P 8,060 Accountant Visit only once a week Visit only once a week 4,000 Bookkeeper 8:00 5:00 8:00 5:00 7,280 Cashier 8:00 5:00 8:00 5:00 7,280 Factory Supervisor 7:45 4:45 7:45 4:45 7,800 Factory workers 7:45 4:45 7:45 4:45 7,020 Driver 7:45 4:45 7:45 4:45 7,020 Security guards 8:00. 5:00 8:00 5:00 7,020 Coffee break time will be ten minutes only anytime between: 9:30 A. M. –10:30 A. M. and 2:30 P. M. –3:30 P. M. Lunch break will be between 12:00 NN –1:00 P. M. (Monday to Saturday). E. BUSINESS POLICIES AND REGULATION These will be the formal statement and rules of the projected project to be implemented by the future management. 1. The manager will report all related problems and all project aspect to the management 2. The cashier is required to perform cash count every day and report to the management about receipts and disbursement every month. 3. Manager should report to higher authority major administrative and technical problems and concerns of the company. 4. The bookkeeper should present financial report monthly. 5. Segregation of duties shall be properly observed. 6. The operation shall be monitored regularly. 7. All transaction must be properly authorized and approved by the manager. 8. Information about the project operation shall be held strictly confidential and shall not be divulged to any person, except authorized by the manager. 9. Terms of sale will be on cash basis. In case of receivables, 30 days will be the credit term. 10. Help each employee to obtain his maximum efficiency and effectiveness through a updated training and development program. 11. Treat each employee with fairness and respect. 12. Recognize and reward efficiency, discipline, and dedication to duty and responsibility. F. PROJECT SCHEDULE TABLE 2. 2 TIME TABLE ACTIVITIES MAR APR JUN JUL AUG SEPT OCT NOV DEC Planning Building of factory Business permits preparation Canvassing and acquiring of office supplies, furnitures and office and factory equipments Positioning of purchased materials into the building Hiring of employees Negotiate to suppliers Formal start of operation III. MARKETING ASPECT A. INDUSTRY The coconut, popularly known as the â€Å"Tree of Life†, is one of the most important crops in the Philippines. It substantially contributes to the countries yearly income and is a major source of foreign exchange being an export winner. The Philippines remains as the world’s leading supplier of traditional coconut products. In 2010, 3. 56M hectares areas planted to coconut. Forty-eight percent (48%), (1,595,120 ha) of all coconut is planted to Mindanao and is produces fifty-six percent (56%), (8. 1M tons) of the total production. In Region XII alone, production of coconut was up by about 11%. Around 44% of coconut production of the region was in Sarangani Province. Cotabato Province contributed about 20% and Sultan Kudarat and South Cotabato produced about 18% each. Crop Production in region XII. The coconut production growth rate in first quarter is 11. 25% generally. (Source: regional Economic Situitioner-First quarter 2012). B. COMPETITION In Philippines energy drinks market, new entrants do not seem as a strong competitive pressure. The existing soft drink industry is already dominated by experienced dominant players with over century-long experienced. Other energy drinks dominate the industry with their strong brand name and great distribution channels. In addition, the energy drink industry is fully saturated unless the new entrants come with an acceptable differentiation. Despite the previously made optimistic postulation that coconut tonic drink could turn out to be the next Gatorade, there are other impediments still to be hurdled like widespread consumer unfamiliarity. These are the competitors existing: Extra Joss (PT Bintang Toedjoe) Lipovitan ( Taisho Pharmaceutical) Powerade (The Coca-Cola Export Corp) Gatorade (PepsiCo International Inc). Samurai ® energy drink (Coca-Cola Philippines) Cobra (Asia Brewery Inc) C. THREAT OF ENTRY Generally, when industry profits increase, it would be possible for additional firms to enter the market to take advantage of the high profit levels, over the driving profits for all firms in the industry. However, in Philippines energy drink markets, new entrants do not seem as a strong competitive pressure. Experienced dominant players already dominate the existing soft drink industry over century-long experienced. Other energy drinks dominate the industry with their strong brand name and great distribution channels. In addition, the energy industry is fully saturated unless the new entrants come with an acceptable differentiation. As entrants, the proposed project should truly â€Å"somebody† to be able to gain an absolute competitive advantage within this industry. If the product were distinct, there will be no fear of product substitution. Once the proponents gained an absolute advantage within the industry, they should deal with suppliers who may have strong bargaining power over pricing on the ingredients needed. D. MARKET ENVIRONMENT The COCO DRINK will be distributed in leading markets and drugstore all over the Province. E. MARKETING STRATEGIES A. MARKET The manufacturing company will produce a quality healthy drink that can renew vitality and energy for our body with all the wonderful nutrients, protein and vitamins this drink contains. The variety of flavours that COCO DRINK has gives consumers a wide selection of its taste preference. The selling of coconut tonic drink does not limit only within the locality but also to the nearby provinces. Products will directly distribute to supermarkets, grocery stores and health food stores. The selling price is is affordable which can reach by all people especially for low income. People can found COCO DRINK easily. The distribution spreads well until the end users. So that more people can have tonic drink as their energy drinks choice B. CHANNEL OF DISTRIBUTION The proposed business will act as a supplier of coconut tonic drink into local markets. FIGURE 3. 1 CHANNEL OF DISTRIBUTION C. PRICE STUDY In a research conducted, there is no existing industry of coconut tonic drink here in Sultan Kudarat. Since coconut tonic drink is the best alternative for electrolyte drinks, the project had foregone a research in pricing of different energy Drink Company of its products. They are selling with a mark-up of 20% to 35% more than the average factory price of the product. As a strategy, the project will reduce 20% in the price of the product of the existing competitors. F. DEMAND AND SUPPLY ANALYSIS Total Philippines Energy Drink Sales Volume 2006 – YTD OCT 2009 Source: Nielsen Retail Index FIGURE 3. 2 ENERGY DRINK SALES The geographic scope of the competitive rivalry explains some of the economic features found in the energy drink industry as shown in Figure above. Two major players dominate the sector – Extra Joss ® is the leader of the energy drink Philippines and boasts a market share of around 68%, followed by Cobra at about 18% in 2008. As we can see in the figure above, the portrait of energy drinks lifecycle have high demand. Overall, energy drinks category only accounts for 0. 5% of the Total Philippines Beverage industry. IV. TECHNICAL ASPECT A. PRODUCT The main product of SHASETH manufacturing company is a coconut tonic drink, coconut juice extracted from a mature coconut, process, and add some flavours to prolong its shelf life. The product will be available in three kinds of packaging: bottle, can, and tetra pack. The said product is process in two different ways: flavours, and unflavoured. This tonic drink is packed full of electrolytes as potassium, magnesium, calcium and phosphorus, affording its naturally isotonic composition. Hence, it has the potential to pull in a completely new audience, such as health-conscious women who have previously shied away from conventional sports drinks. It is a natural tonic or high-energy drink, a good alternative for electrolytes. This product is also good for infants, since the percentage of arginine, alanine, cysteine and serene in the protein of coconut water is higher than those of cow’s milk. Mature Coconut Water Tender Coconut Water Total solids% 5. 4 6. 5 Reducing sugars % 0. 2 4. 4 Minerals % 0. 5 0. 6 Protein % 0. 1 0. 01 Fat % 0. 1 0. 01 Acidity mg % 60. 0 120. 0 pH 5. 2 4. 5 Potassium mg% 247. 0 290. 0 Sodium mg% 48. 0 42. 0 Calcium mg% 40. 0 44. 0 Magnesium mg % 15. 0 10. 0 Phosphorous mg% 6. 3 9. 2 Iron mg% 79. 0 106. 0 Copper mg% 26. 0 26. 0 Source: SatyavatiKrishnankutty (1987) Recommended Nutrient B. MANUFACTURING PROCESS. A product facility was set-up and operated in a semi-commercial scale with the following general specifications: Capacity: Medium scale operation (approximately 500 nuts/day) Expected yield: Approximately 50kg. instant coconut skim milk per day. Starting process for instant (mature) coconut beverage FIGURE 4. 1 MANUFACTURING PROCESS Mature coconut beverage is process through medium scale operation. It needs the mature stage of a coconut (approximately 500 nuts per day), soak, and wash it in chlorinated water (200 ppm). De-shell, pare, and disintegrate coconut meat and coconut juice. Extract and separate the cream. Collect CSM (heating to 90C to coagulate the proteins) decanting whey to concentrate the protein coagulum. Add back some of the cream, centrifuge solids, premixed encapsulating agent, bulking agent, and other required ingredients. Blend, filter, and homogenize using high pressure to reduce fat sizes. Place in a holding tanks and feed in a pre-heated spray dryer stabilized at 150-180+/-5? C. Spray dry at 150? -180C inlet, 70-95? C outlet, with feed rate of 30-50 ml/min. Air-cool to room temperature. Add premixed flavouring, sweetener and other ingredients, dried fruit bits etc. , vitamin mineral blends. Dry mix, pack, seal and label. Store in a cool and dry place. (Source: Department of Science and Technology) C. LOCATION AND AREA The proposed project is located at Barangay Obial, Kalamansig, Sultan Kudarat, portion of lot 437, pls-50, Title no. T-15843 port. That is near to the coconut federation, which is located at lot 472, pls-504, to sustain the daily capacity of nuts needed for manufacturing. The building that consists of factory and office has an area of 200 square meters within the total land area of 400 square meters. The distance of the manufacturing company is 150 meters away from the coconut plantation. D. FACTORY EQUIPMENTS TABLE 4. 1 FACTORY EQUIPMENTS DEPRECIATION Equipments Quantity Acquisition cost Useful life (Years) Annual depreciation Desheller 1 P 63,000 15 P 3,780 Disintegrator 1 126,000 15 7,560 Screw press 1 21,000 15 1,260 Centrifuge 1 63,000 15 3,780 Homogenizer 1 84,000 15 5,040 Holding, Blending and Balance tanks 1 277,200 15 16,632 Spray dryer 1 210,000 15 12,600 Tumble 1 67,200 15 4,032 Ribbon mixer 67,200 15 4,032 Form-fill-seal machine 1 105,000 15 6,300 Walk-in-freezer 1 252,000 15 15,120 Upright refrigerator 1 50,400 15 3,024 TOTAL 11 P 1,386,000 P 83,160 Note: Factory equipment has a salvage value of 10% of its acquisition cost. Factory equipment must be reacquired after 15 years and unit cost is projected to increase by 5%. E. OFFICE EQUIPMENT AND FURNITURES TABLE 4. 2 OFFICE AND FURNITURE DEPRECIATION Office equipment furniture Quantity Acquisition cost Useful life (years) Annual depreciation Computer 1 P 20,000 10 P 2,000 Printer 1 3,500 10 350 Aircon 1 16,700 10 1,670 Table 2 2,000 10 200 Office chairs 2 1,500 10 150 Plastic chairs 2 300 10 30 Cabinet 1 6,000 10 600 TOTAL P 50,000 P 5,000 Note: Office equipments and furniture must be reacquired after 10 years and unit cost is projected to increased 5% per annum. F. OFFICE SUPPLIES. Office supplies Qty. / year Price Year 1 Year 2 Year 3 Year 4 Year 5 Computer ink 24 P 150 P 3,600 P 4,680 P6,084 P 7,909. 2 P 10,282 Calculator 3 125 375 487. 5 633. 75 824 1,071 Puncher 3 70 210 273 354. 9 461 600 Fastener 2boxes 50 100 130 169 220 286 Ball pen 2 boxes 150 300 390 507 659 857 Bond paper 18rims 200 3,600 4,680 6,084 7,909 10,282 Scissor 10 15 150 195 253. 5 330 428 Scotch tape 30 15 450 585 760. 5 989 1,285 Pencil 2 boxes 32. 50 65 84. 5 109. 85 142. 80 186 Carbon paper 6 rims 145 870 1,131 1,470. 3 1,911 2,484 stapler 4 70 280 364 473. 2 615 799 TOTAL P 10,000 P 13,000 P 16,900 P21,970. P28,561 Note: Office supplies will be acquired every year. Unit cost will increase 3% per annum. TABLE 4. 3 G. PLAN LOCATION AND FLOOR PLAN The manufacturing company is placed at the portion of lot 473 with area of 400 square meters located at Barangay Obial, Kalamansig. V. SOCIO-ECONOMIC DESIRABILITY OF THE BUSINESS The proposed project carried cheep is the development of socio economic sector particularly here in Sultan Kudarat. 1. Establishment of this business will help to generate additional employment in the community. 2. It will improve domestic production by providing market opportunities. 3. It will generate additional income to the government through taxes. 4. It will raise additional income to the coconut growers in the municipality. 5. It will provide additional revenue to the province and it will help to improve the said municipality. SUMMARY OF THE FINDINGS, CONCLUSIONS, AND RECOMMENDATION A. SUMMARY OF FINDINGS Based on the assessment and result of the study made by the proponents, establishment of coconut tonic drink in Obial, Kalamnsig is feasible. The proponents prove that the place where proposed project is located is the best source of coconut tonic drink due to wide plantation of coconut. B. CONLUSION After considering the different aspects in conducting this feasibility study, the proponents found out that the establishment of coconut tonic drink in Kalansig is feasible. It is because of the increasing demand of energy drink and nutritious beverages in local market. C. RECOMMENDATION After assessing the result of the study, the following are highly recommended: 1. The company should find ways and means to improve the quality of their products to meet the standards and satisfaction of the customers. 2. It should manage the risk that may occur in their dealings with competing companies. 3. Further studies should be conducted to determine other process to prolong the shelf life of the product without adding chemicals on it and to preserve its natural flavour. 4. Product should undergo laboratory test to make sure that it will pass the quality food standard. 5. Proper sanitation must highly observe. VI. FINANCIAL ASPECT A. UNDERLYING ASSUMPTIONS These assumptions are the basis in computing the financial projections. 1. Sales will increased by 6% per annum. 2. Purchases will increase by 3% annually. 3. Operating expense except for depreciation and legal fees will increase by 3% per annum. 4. Trade receivables at the end of the year are 30% of the year’s sales. 5. Assumed that the target markets are local health food stores, supermarkets, and grocery stores. 6. Project cost is P 4,107,938 with bank financing of 75% payable within 5 years with 8% interest rate and based on diminishing balance. 7. Finished goods inventory at the end of period will be 5% of goods available for sale. 8. Operating hours per day is 8 hours for 26 days monthly. 9. Depreciation expense will be based on straight line method. (see exhibit D) 10. Sales schedule 11. Salary is composed of their respective salary, SSS, and other benefits. It is assumed that SSS and other benefits is 20% of their salary. 12. Withdrawal is 30% of year’s net income starting 2nd year. 13. Income tax provision is 30% of income before tax. B. BALANCE SHEET PROJECTIONS C. INCOME STATEMENT PROJECTIONS D. CASHFLOW PROJECTIONS E. FINANCIAL SUMMARY F. PRODUCTION/OPERATING REQUIREMENTS The SHASETH manufacturing company will operate at Barangay Obial, Kalamansig, Sultan Kudarat. In operating the business, it will require a capital of P 4,107,938 that will be used at the start of operation to fund the purchase of goods and other necessary materials needed to manufacture the coconut tonic drink. Also included to the capital required are the cost of 400 square meter land and 200 square meter building. The factory equipment that has been purchased has a capacity of working 500 nuts a day. G. SUPPORTING SCHEDULE VI. SOCIO ECONOMIC DIVERSITY OF THE PROJECT REFERENCES: Sources and Cites Alibaba. com Google. com Wikipedia. com Organizations/Local Government Department of Trade and Industry Department of Science and Technology Sultan Kudarat Provincial Assessor’s Office Others Regional Economic Situitioner Nielsen Retail Index SatyavatiKrishnankutty We have noticed an increasing number of businesses catering to the recent rise of a new target market: the health-conscious consumer. At Nike, our goal has always been to give consumers what they want now, as well as to anticipate their future tastes, and to thus tailor our strategy to accommodate those tastes. We have recognized an unfilled market potential in the non-carbonated energizing sports drink arena, thus developing an entirely new product category. Our branding strategy is to enter the market by carving a new niche of protein-enriched energizing sports drinks. Our objective is to educate consumers about the new drink, as well as to make a profit and gain market share in the industry. We hope that by being market leaders, our name will become synonymous with the new drink category, and will aid in our sustaining a competitive advantage over the copy-cats that are sure to flock the market after the new products’ introduction and subsequent success. Our primary target market is 18-34 year old females who will use our sports drink whenever they needed a boost: at work, in the gym, or just when they felt like it. The secondary target market is 18-34 year old males who fall into much the same socio-cultural and economic category as the primary target market. The Nike Motion energy drink will be positioned as a high-end item, costing $2 per environmentally-friendly can. It will come in a variety of fruit flavors and will boast the replenishment of electrolytes and other essential vitamins and minerals. We hope that high-frequency mass market penetration using multi-media advertisements will spread the word and raise awareness about Nike Motion. National distribution will follow in supermarkets, pharmacies, health food stores, and gourmet retailers. The Nike brand name, accompanied by its strong brand image, will differentiate the product and maintain its popularity via the market leader and differentiation strategy the company has chosen. [2. 0] Environmental Analysis Economic Trends: The X and Y generations, our target markets, comprise about 110 million people of the United States population. They are, generally speaking, well-educated, and earn relatively higher incomes, thus allowing for much of their disposable income to be spent on health-oriented products, such as the new beverage we are planning to launch, Nike Motion. Neither positive, nor negative economic trends, such as changes in interest rates, inflation, DGP, etc. are not likely to have a significant impact on our product, since it’s not a high priced luxury item whose demand would be affected by theses factors. The quality of sports drinks consumed doesn’t really depend on the income of the consumers, since these are relatively inexpensive, everyday products. As a general trend however it is worth mentioning that the economy as a whole is growing in the United States as well as in other parts of the world, allowing for an ever increasing standa.

Friday, September 20, 2019

Laboratory Report Experiment for Jigging

Laboratory Report Experiment for Jigging 1) INTRODUCTION: Jiging is one of the specific gravity separation methods.The method separate minerals of different specific gravity by their relative movement in response to gravity. Particle size is also important in jigging.If the feed is closely sized,it is easy to get good separation with narrow specific gravity range.Jigging is suitable for the sizes between 25 mm and 75 microns for minerals and suitable for 20 cm and 0.5 cm for coal. 2) THEORY: Jig is an open tank filled with water that has screen at the top and spigot or hutch compartment at the bottom.Jig bed may have heavy coarse material(ragging material) . Jigs have screen,stroke length hutch compartment under the screen and ragging,a layer of heavy material. There are two actions at work.First one is most important one that is the effect of hindered settling.When the slurry is subjected to several pulses before it exists the tailings weir of the jig,better separation will get. After repeated pulses,particles become stratified.Heavy materials are settle at the bottom and light particles settle at the top.The other action is the effect of the water.Upward flow of water separates particles by their specific gravity. Some conditions present in jigging action are; 1) Therminal Velocity: Initially particles have an acceleration and increasing velocity.When equilibrium is achieved,particles reach their terminal velocity and they settle down at constant rate. 2) Free Settling: The sinking of particles in fluid. 3) Hindered Settling: The hindered settling conditions prevail when the proportion of solids in the pulp increases.The effect of particle crowding becomes more apparent and falling rate of particles begins to decrease.The system begins to behave as a heavy liquid whose density is that of the pulp rather than that of the carrier liquid. Mechanisms; 1) Differential Initial Acceleration: The initial acceleration is dependent only on the densities of the solid and the fluid.It is necessaryu that short jigging cycle to separate small heavy particles to light particles. 2) Consolidation Trickling: In consolidation stage,where the large particles in the bed come close to each other leaving relatively large interstices filled with draining water running down as a result of the suction part of the strike. Separation may be achieved over the screen or trough the screen in jigging. The operation parameters of jigs are; 1) Dilution: It is the amount of water.High dilution is necessary to remove large quantity of materials. 2) Screen Aperture: It must be as large as possible,consistent with feed size to minimize resistance to flow. 3) Stroke and Frequency: Stroke is moving distance of the piston and it depends on particle size.Frequency is the number of stroke per time. 4) Feed Rate and Particle Size Range: Jigs have high unit capacity and can achieve good recovery in particle size under 150 pm. 3) OBJECTIVES: -To observe the stratification process -As a function of the value of concentration criteria,observing the rate of stratification -To observe the effect of the ragging material -To observe the effects of the operating variables 4) MATERIALS AND EQUIPMENT: -multi compartment piston type laboratory jig steel balls as ragging material -crushed heavy mineral with the size of -3mm +0,5mm -crushed light material wit the size of -3mm +0,5mm -chromite 5) PROCEDURE: -prepare a mixture of heavy and light minerals -fill the jig wit hutch water -add the feed -add steel balls as ragging material -start the jig and observe the stratification -empty the stratified material -collect the light product 6) DISCUSSION: a) Jigs: The methods operate by differences in specific gravity. Jigs rely on stratification in a bed of coal when the carrying water is pulsed. The shale tends to sin, and the cleaner coal rises. The basic jig, Baum Jig, is suitable for larger feed sizes. Although the Baum Jig can clean a wide range of coal sizes, it is most effective at 10-35 mm. A modification of the Baum Jig is the Batac Jig which is used for cleaning fine coals. The coal is stratified by bubbling air directly through the coal-water-refuse mixture in this cleaning unit. For intermediate sizes the same principles are applied, although the pulsing may be from the side or from under the bed. In addition, a bed or hard dense mineral is used to enhance the stratification and prevent remixing. The mineral is usually feldspar, consisting of lumps of silicates of about 60 mm size. Jigs offer cost effective technology with a clean coal yield of 75-85% at about 34% ash content. The jigs are used more frequently than dense-medium vessels because of their larger capacities and cheaper costs. b) Baum jigs and Batac jigs: i) Baum jigs: A baum jig with a screen deck comprising, in combination, a number of water cisterns each having a feed end and a discharge end and arranged in a series-paralleled system withsymmetrical air chambers opened at the bottom and located beneath the screen deck transversely to the axis of the jig, said symmetrical air chambers comprising plates as sections of a cylindrical surface, the symmetry axes of said air chambers beingdeflected from the perpendicular by an angle of 5ÂÂ ° to 15ÂÂ ° toward said feed end, said chambers having asymmetric guide vanes displaceable in a horizontal direction. ii) Batac jigs: There is one decisive difference between an BATAC jig and a Baum jig: The water current is not generated in an air chambers are intermittently supplied with compressed air by an electronically controlled valve or flap system (pulse generator) . That air is intermittently discharged from the system (at atmospheric pressure) after completion of the upward stroke. Motion is imparted to the water inside the jig as a function of the pressure generated inside the air chambers. Moreover make-up water is added at the lowest location of every jigging chamber to intensify the upward current and to dampen the downward current. The feed is stratified according to its density by the pulsating motion of the water: when preparing coal, e.g., in refuse, middlings and clean coal. The heavy fraction of the stratified raw material is sensed by floats in accordance with the product qualities required. The system provides for controlled withdrawal of the heavy fraction over a discharge device. Jigging of great width are equipped with independently operating discharge devices fitted with separate sensor and hydraulic units. This configuration ensures optimal product qualities over the entire jig width even in case of non-uniform material distribution. The parts of the batac jig: inlet refuse outlet refuse collecting hopper middlings outlet middlings collecting hopper discharge devices clean coal overflow air chambers make-up water air-distributing tabes air-distributing tank waste-air collecting tank waste-air tubes with silencers valve control system Operating parameters of jigs: The monitoring and control of jig separators is effected by monitoring the time variation within a jig cycle of at least one operating parameter of the jig, and manipulating the operating parameter(s) to produce the sought after form of the time variation within the jig cycle. Operating parameters include bed voidage, water level, particle velocity in the bed and water or air pressure. c) An example of flow sheet: In the flow sheet below, you can see the details of this jigging process as it exists on a Superior mill floor. Copper rock from the stamp enters the classifier and is directed to one of four jig sieves. These jigs work in tandem and both copper and tailings are removed during the process (the T and C in the diagram) . The middlings are then sent on to a distributor box, which sends the tailings off to one of four series of refining jigs. More copper and tailings are removed as the middlings are sent on to the wash floor. 7) RESULTS: In this experiment, we have learned the working principle of the jig, the effect of the ragging layer, the stratification process, the effect of operating parameters of jigs. Jig separate the minerals by the effect of specific gravity, and some other forces such as hindered settlings of minerals etc. and the minerals has a layer (stratification) by means of an upward water and the help of the ragging layer. In addition, there are some parameters which effect the separation. They are design parameters such as stroke and frequency and operating parameters such as feed rate and particle size range. Furthermore, if we supply a narrow size range of the minerals to be separated, we can increase the effect of specific gravity and have a good separation.

Thursday, September 19, 2019

The Wizard of Oz Essay -- Children Stories Wizard Oz Essays

The Wizard of Oz The Wizard of Oz is a classic, a legend, and a children’s story that will never grow old. Quotes from the story such as â€Å"Toto, I have a feeling we’re not in Kansas anymore,† â€Å"Lions, and tigers, and bears! Oh, my,† and â€Å"There’s no place like home,† are ones that will always pop into our heads when someone says â€Å"The Wizard of Oz.† These are the lines that are related right away to the famous story. Dorothy’s long, adventurous trip down the Yellow Brick Road is something that everyone loves to read and watch. It is a story that touches all of us. The 1939 MGM film interpretation of the 1900 published book written by L. Frank Baum, brought this story to life for all of those who were unable to go to the 1902 stage performance. I’ll never forget watching the movie for the first time. Seeing the screen turn from black and white, to beautiful, stunning colors was amazing. Hearing Judy Garland as Dorothy sing â€Å"Somewhere Over the Rainbow† for the first time, left me with a lasting memory. It was as if I felt what she wasfeeling at that moment; that there was a better place somewhere out there- somewhere over the rainbow. Most viewers were able to relate to a character, whether it was the Scarecrow in need of a brain, the Tin Man in need of a heart, or the Cowardly Lion, in need of courage. The obvious message of the story is that there is no place like home. However, The Wizard of Oz has been taken to another level. Individuals such as Henry Littlefield, John Beebe, Joey Green, and others have interpreted the story and have found many different theories to go along with it. Theories include parallels to Populism, Buddhist Taoism, Jungian Psychology, etc. The two main theories that make the most sense are Henry Littlefie... ... L., and Martin, Dick. The Oz Scrapbook. New York: Random, 1977. PageWise. â€Å"What is the Gold Standard?† 20, Oct. 2004, . Populism. â€Å"Farmers and Third Party Politics.† 20, Oct. 2004, . Shippensburg University. â€Å"Carl Jung.† 27 Sept. 2004, . The Wizard of Oz- Turn Me On, Dead Man. â€Å"Littlefield’s Interpretation.† 2004, 27, Sept. 2004, . The Wizard of Oz- Turn Me On, Dead Man. â€Å"The Symbolism of Dorothy.† 2004, 27, Sept. 2004, . The Wizard of Oz- Turn Me On, Dead Man. â€Å"The Symbolism of the Wicked Witch.† 2004, 27, Sept. 2004, .

Wednesday, September 18, 2019

Goodbye Columbus Essay examples -- essays research papers fc

Sometimes there are two novels that have the same theme, and sometimes they have the same plot, but in the case of the two novels, The Great Gatsby, by F. Scott Fitzgerald, and the novel Goodbye Columbus, by Philip Roth they explore the same dynamics of the chase of the American dream. In both novels there are similar themes, they both use the idea of sex and money as a form of power. Both novels can relate to each other because the authors decided to show how the pursuit of the American dream may not always be a good thing, and how sex and money can cause problems in that pursuit. Overall in both of the novels the reoccurring theme of sex, money and the search for the American dream is present and in both novels the authors show that just because it may seem like someone may have everything, that is not always the case. The idea of the new world verses the old world is a major premise in the novel Goodbye Columbus. In this novel there are two families who live very different lives. The Patimkin family, and the Klugman family. They represent the struggle between the new and old world. The Patimkin family is the wealthy middle-class family and they live in the hills, they also belong to the country club, which is a representation of having money and living the American dream. The idea of belonging to the country club is a major part of the novel. The country club gave the Patimkin’s a replica of middle class life in America. Since the Patimkin’s were Jewish they didn’t have the opportunity to belong to a regular country club, they belonged to the Jewish one, which is why it was the closest replica of the American dream to them, because they were not allowed to be part of the non-Jewish country clubs. The Patimikin’s represent the new world, they achieved higher success and they are able to identify with the non-Jewish part of middle class society a lot more then their fellow Jewish immigrants who have not fully assimilated to society. On the other side of the coin there is the Klugman family. They represent the old world. They live in the valley with the rest of the Jewish immigrants and they live meagerly because they do not have that much and they have not gained much success in their lives while living in the United States. The two characters that represent the old and new world are Brenda Patimkin and Neil Klugman. To Neil, Brenda represents what he doe... ...ce her to do something she didn’t really want to do. Brenda too had her faults, she was raised thinking she was a princess, just as Daisy thought that she was special because she had always been raised as a wealthy young girl, and both women always got what they wanted. So when Brenda was with Neil she expected him to treat her the same way her father had always treated her, and she expected to get what she wanted when she wanted it. The conflict between what each person wanted is what lead to the end of both novels. In Goodbye Columbus Neil and Brenda split after Neil realizes that he wants a way out of the relationship, so the two end up breaking up in the end. In The Great Gatsby Daisy and Gatsby never end up together, but Gatsby’s undying devotion to Daisy does end up getting him killed. This shows that the theme of sex in both novels is there to prove that it is not always the best thing to have and that it is not the foundation for a very good relationship. Th e theme of sex has more to do with having power, which is something that all of the characters in both novels dream about having. Bibliography The Great Gatsby, by F. Scott Fitzgerald Goodbye Columbus, by Philip Roth

Tuesday, September 17, 2019

What is a Class Diagram?

A class diagram models the static structure of a system. It shows relationships between classes, objects, attributes, and operations.Basic Class Diagram Symbols and NotationsClassesClasses represent an abstraction of entities with common characteristics. Associations represent the relationships between classes.Illustrate classes with rectangles divided into compartments. Place the name of the class in the first partition (centered, bolded, and capitalized), list the attributes in the second partition (left-aligned, not bolded, and lowercase), and write operations into the third. Active ClassesActive classes initiate and control the flow of activity, while passive classes store data and serve other classes. Illustrate active classes with a thicker border. VisibilityUse visibility markers to signify who can access the information contained within a class. Private visibility, denoted with a – sign, hides information from anything outside the class partition. Public visibility, denoted with a + sign, allows all other classes to view the marked information. Protected visibility, denoted with a # sign, allows child classes to access information they inherited from a parent class. AssociationsAssociations represent static relationships between classes. Place association names above, on, or below the association line. Use a filled arrow to indicate the direction of the relationship. Place roles near the end of an association. Roles represent the way the two classes see each other.Multiplicity (Cardinality)Place multiplicity notations near the ends of an association. These symbols indicate the number of instances of one class linked to one instance of the other class. For example, one company will have one or more employees, but each employee works for just one company.Composition and AggregationComposition is a special type of aggregation that denotes a strong ownership between Class A, the whole, and Class B, its part. Illustrate composition with a filled diamond. Use a hollow diamond to represent a simple aggregation relationship, in which the â€Å"whole† class plays a more important role than the â€Å"part† class, but the two classes are not dependent on each other. The diamond ends in both composition and aggregation relationships point toward the â€Å"whole† class (i.e., the aggregation).GeneralizationGeneralization is another name for inheritance or an â€Å"is a† relationship. It refers to a relationship between two classes where one class is a specialized version of another. For example, Honda is a type of car. So the class Honda would have a generalization relationship with the class car. In real life coding examples, the difference between inheritance and aggregation can be confusing. If you have an aggregation relationship, the aggregate (the whole) can access only the PUBLIC functions of the part class. On the other hand, inheritance allows the inheriting class to access both the PUBLIC and PROTECTED functions of the superclass. https://www.smartdraw.com/uml-diagram/5. Describe the six (6) different relationship notation that exists in UML Class Diagram? (6 Marks) Answer: Relationships in Class DiagramsClasses are interrelated to each other in specific ways. In particular, relationships in class diagrams include different types of logical connections. The following are such types of logical connections that are possible in UML: †¢ Association †¢ Directed Association †¢ Reflexive Association †¢ Multiplicity †¢ Aggregation †¢ Composition †¢ Inheritance/Generalization †¢ Realization Associationis a broad term that encompasses just about any logical connection or relationship between classes. For example, passenger and airline may be linked as above: Directed Associationrefers to a directional relationship represented by a line with an arrowhead. The arrowhead depicts a container-contained directional flow. Reflexive AssociationThis occurs when a class may have multiple functions or responsibilities. For example, a staff member working in an airport may be a pilot, aviation engineer, a ticket dispatcher, a guard, or a maintenance crew member. If the maintenance crew member is managed by the aviation engineer there could be a managed by relationship in two instances of the same class. Multiplicityis the active logical association when the cardinality of a class in relation to another is being depicted. For example, one fleet may include multiple airplanes, while one commercial airplane may contain zero to many passengers. The notation 0..* in the diagram means â€Å"zero to many† Aggregationrefers to the formation of a particular class as a result of one class being aggregated or built as a collection. For example, the class â€Å"library† is made up of one or more books, among other materials. In aggregation, the contained classes are not strongly dependent on the lifecycle of the container. In the same example, books will remain so even when the library is dissolved. To show aggregation in a diagram, draw a line from the parent class to the child class with a diamond shape near the parent class. CompositionThe composition relationship is very similar to the aggregation relationship. with the only difference being its key purpose of emphasizing the dependence of the contained class to the life cycle of the container class. That is, the contained class will be obliterated when the container class is destroyed. For example, a shoulder bag's side pocket will also cease to exist once the shoulder bag is destroyed. Inheritance / Generalizationrefers to a type of relationship wherein one associated class is a child of another by virtue of assuming the same functionalities of the parent class. In other words, the child class is a specific type of the parent class. To show inheritance in a UML diagram, a solid line from the child class to the parent class is drawn using an unfilled arrowhead. Realizationdenotes the implementation of the functionality defined in one class by another class. To show the relationship in UML, a broken line with an unfilled solid arrowhead is drawn from the class that defines the functionality to the class that implements the function. In the example, the printing preferences that are set using the printer setup interface are being implemented by the printer. https://creately.com/blog/diagrams/class-diagram-relationships/ 6. Provide the list of six (6) â€Å"Multiplicity† constraint? ANSWER:MultiplicityMultiplicity is a definition of cardinality – i.e. number of elements – of some collection of elements by providing an inclusive interval of non-negative integers to specify the allowable number of instances of described element. Multiplicity interval has some lower bound and (possibly infinite) upper bound:multiplicity-range ::= [ lower-bound ‘..' ] upper-bound lower-bound ::= natural-value-specification upper-bound ::= natural-value-specification | ‘*'Lower and upper bounds could be natural constants or constant expressions evaluated to natural (non negative) number. Upper bound could be also specified as asterisk ‘*' which denotes unlimited number of elements. Upper bound should be greater than or equal to the lower bound

Monday, September 16, 2019

Human Resource Management and Employees Essay

After an organization’s structural design is in place, it needs people with the right skills, knowledge, and abilities to fill in that structure. People are an organization’s most important resource, because people either create or undermine an organization’s reputation for quality in both products and service. In addition, an organization must respond to change effectively in order to remain competitive. The right staff can carry an organization through a period of change and ensure its future success. Because of the importance of hiring and maintaining a committed and competent staff, effective human resource management is crucial to the success of all organizations. Human resource management (HRM), or staffing, is the management function devoted to acquiring, training, appraising, and compensating employees. In effect, all managers are human resource managers, although human resource specialists may perform some of these activities in large organizations. Solid HRM practices can mold a company’s workforce into a motivated and committed team capable of managing change effectively and achieving the organizational objectives. Understanding the fundamentals of HRM can help any manager lead more effectively. Every manager should understand the following three principles: All managers are human resource managers. Employees are much more important assets than buildings or equipment; good employees give a company the competitive edge. Human resource management is a matching process; it must match the needs of the organization with the needs of the employee. HR Management: Laws and Regulations Laws and regulations at the federal, state, and local levels regulate how companies conduct staffing. Title VII of the 1964 Civil Rights Act banned most discriminatory hiring practices. Three sensitive areas of legal concern that managers must comply with are equal opportunity, affirmative action, and sexual harassment, described in the following sections. These areas, as well as other laws, impact all human resource practices. Equal Employment Opportunity Individuals covered under Equal Employment Opportunity (EEO) laws are protected from illegal discrimination, which occurs when people who share a certain characteristic, such as race, age, or gender, are discriminated against because of that characteristic. People who have the designated characteristics are called the protected class. Federal laws have identified the following characteristics for protection: Race, ethnic origin, color (for example, African American, Hispanic, Native American, Asian) Gender (women, including those who are pregnant) Age (individuals over 40) Individuals with disabilities (physical and mental) Military experience (Vietnam-era veterans) Religion (special beliefs and practices) The main purpose of the EEO laws is to ensure that everyone has an equal opportunity of getting a job or being promoted at work. Affirmative action While EEO laws aim to ensure equal treatment at work, affirmative action requires the employer to make an extra effort to hire and promote people who belong to a protected group. Affirmative action includes taking specific actions designed to eliminate the present effects of past discriminations. Employees are also protected by the Equal Employment Opportunity Commission (EEOC), which was established through the 1964 Civil Rights Act, Title VII. The scope of authority of the EEOC has been expanded so that today it carries the major enforcement authority for the following laws: Civil Rights Act of 1964. Prohibits discrimination on the basis of race, color, religion, national origin, or sex. Civil Rights Act of 1991. Reaffirms and tightens prohibition of discrimination. Permits individuals to sue for punitive damages in cases of intentional discrimination and shifts the burden of proof to the employer. Equal Pay Act of 1963. Prohibits pay differences based on sex for equal work. Pregnancy Discrimination Act of 1978. Prohibits discrimination or dismissal of women because of pregnancy alone, and protects job security during maternity leaves. American with Disabilities Act. Prohibits discrimination against individuals with physical or mental disabilities or the chronically ill, and requires that â€Å"reasonable accommodations† be provided for the disabled. Vocational Rehabilitation Act. Prohibits discrimination on the basis of physical or mental disabilities and requires that employees be informed about affirmative action plans. Most employers in the United States must comply with the provisions of Title VII. Compliance is required from all private employers of 15 or more persons, all educational institutions, state and local governments, public and private employment agencies, labor unions with 15 or more members, and joint (labor-management) committees for apprenticeship and training. Sexual harassment Few workplace topics have received more attention in recent years than that of sexual harassment. Since professor Anita Hill confronted Supreme Court nominee Clarence Thomas on national television over a decade ago, the number of sexual harassment claims filed annually in the United States has more than doubled. Since 1980, U. S. courts generally have used guidelines from the Equal Employment Opportunity Commission to define sexual harassment. Sexual harassment is defined as â€Å"unwelcome sexual advances for sexual favors, and other verbal or physical conduct of a sexual nature. † Sexual harassment may include sexually suggestive remarks, unwanted touching, sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature In a 1993 ruling, the Supreme Court widened the test for sexual harassment under the civil rights law to whether comments or behavior in a work environment â€Å"would reasonably be perceived, and is perceived as hostile or abusive. † As a result, employees don’t need to demonstrate that they have been psychologically damaged to prove sexual harassment in the workplace; they simply must prove that they are working in a hostile or abusive environment. Sexual harassment is not just a woman’s problem. Recently, a decision handed down by the U. S. Supreme Court broadened the definition of sexual harassment to include same-sex harassment as well as harassment of males by female coworkers. In the suit that prompted the Court’s decision, a male oil-rig worker claimed he was singled out by other members of the all-male crew for crude sex play, unwanted touching, and threats. From management’s standpoint, sexual harassment is a growing concern because it intimidates employees, interferes with job performance, and exposes the organization to liability. Organizations must respond to sexual harassment complaints very quickly because employers are held responsible for sexual harassment if appropriate action is not taken. The cost of inaction can be high. The Civil Rights Act of 1991 permits victims of sexual harassment to have jury trials and to collect compensatory damages in cases where the employer acted with â€Å"malice or reckless indifference† to the individual’s rights. Employers can take the following steps to help minimize liability for sexual harassment suits: 1. Offer a sexual harassment policy statement. This statement should address where employees can report complaints, assure confidentiality, and promise that disciplinary action will be taken against sexual harassers. 2. Provide communication and training programs for supervisors and managers. These programs should emphasize that sexual harassment will not be tolerated. 3. Conduct fair, impartial investigations and base actions on objectively gathered facts. The complainant must be insulated from the kinds of behavior that prompted the complaint. Other employment laws Several other laws impact staffing practices as well. The Fair Labor Standards Act specifies the minimum wage, overtime pay rules, and child labor regulations. The Employee Polygraph Protection Act outlaws almost all uses of the polygraph machine for employment purposes. Privacy laws provide legal rights regarding who has access to information about work history and job performance for employees in certain jurisdictions. Under the Whistleblower Protection Act, some employees who publicize dangerous employer practices are entitled to legal protection. Table 1 lists additional federal laws that shape HRM practices. TABLE 1 Some Federal Laws Shaping HRM Practices Law Date Description National Labor Relations Act 1935 Requires employers to recognize a union chosen by the majority of the employees and to establish procedures governing collective bargaining. Age Discrimination in Employment Act 1967, amended in 1978 and 1986 Prohibits age discrimination against employees between 40 and 65 years of age and restricts mandatory retirement. Occupational Safety and Health Act 1970 Establishes mandatory safety and health standards in organizations. Vietnam-Era Veteran’s Readjustment Assistance Act 1974 Prohibits discrimination against disabled veterans and Vietnam-era veterans. Mandatory Retirement Act 1978 Prohibits the forced retirement of most employees before the age of 70. Immigration Reform and Control Act 1986 Prohibits employers from knowingly hiring illegal aliens and prohibits employment on the basis of national origin of citizenship. Worker Adjustment and Retraining Notification Act 1988 Requires employees to provide 60 days’ notice before a facility closing or mass layoff. Employee Polygraph Protection Act 1988 Limits an employer’s ability to use lie detector tests. Family and Medical Leave Act 1993 Permits employees in organizations with 50 or more workers to take up to 12 weeks of unpaid leave for family or medical reasons for each year. Determining Human Resource Needs Staffing is an ongoing process that begins with finding the right people through proper planning, recruiting, and selecting. But staffing doesn’t end once employees are hired; management must keep and nurture its people via training, appraising, compensating, and implementing employment decisions that determine such things as promotions, transfers, and layoffs. Human resource planning The first step in the staffing process involves human resource planning. Human resource planning begins with a job analysis in which descriptions of all jobs (tasks) and the qualifications needed for each position are developed. A job description is a written statement of what a jobholder does, how it’s done, and why it’s done. It typically portrays job content, environment, and conditions of employment. The job specification states the minimum acceptable qualifications an incumbent must possess to perform a given job successfully. It identifies the knowledge, skills, and abilities needed to do the job effectively. Job analysis is then followed by a human resource inventory, which catalogs qualifications and interests. Next, a human resource forecast is developed to predict the organization’s future needs for jobs and people based on its strategic plans and normal attrition. The forecast is then compared to the inventory to determine whether the organization’s staffing needs will be met with existing personnel or whether managers will have to recruit new employees or terminate existing ones. Recruiting strategies Recruitment includes all the activities an organization may use to attract a pool of viable candidates. Effective recruiting is increasingly important today for several reasons: The U. S. employment rate has generally declined each year through the 1990s. Experts refer to the current recruiting situation as one of â€Å"evaporated employee resources. † Many experts believe that today’s Generation X employees (those born between 1963 and 1981) are less inclined to build long-term employment relationships than were their predecessors. Therefore, finding the right inducements for attracting, hiring, and retaining qualified personnel may be more complicated than in previous years. Keep in mind that recruiting strategies differ among organizations. Although one may instantly think of campus recruiting as a typical recruiting activity, many organizations use internal recruiting, or promote-from-within policies, to fill their high-level positions. Open positions are posted, and current employees are given preferences when these positions become available. Internal recruitment is less costly than an external search. It also generates higher employee commitment, development, and satisfaction because it offers opportunities for career advancement to employees rather than outsiders. If internal sources do not produce an acceptable candidate, many external recruiting strategies are available, including the following: Newspaper advertising Employment agencies (private, public, or temporary agencies) Executive recruiters (sometimes called headhunters) Unions Employee referrals Internship programs Internet employment sites But there’s more to recruiting than just attracting employees; managers need to be able to weed out the top candidates. Once a manger has a pool of applicants, the selection process can begin. Selecting the Best Person for the Job Having the right people on staff is crucial to the success of an organization. Various selection devices help employers predict which applicants will be successful if hired. These devices aim to be not only valid, but also reliable. Validity is proof that the relationship between the selection device and some relevant job criterion exists. Reliability is an indicator that the device measures the same thing consistently. For example, it would be appropriate to give a keyboarding test to a candidate applying for a job as an administrative assistant. However, it would not be valid to give a keyboarding test to a candidate for a job as a physical education teacher. If a keyboarding test is given to the same individual on two separate occasions, the results should be similar. To be effective predictors, a selection device must possess an acceptable level of consistency. Application forms For most employers, the application form is the first step in the selection process. Application forms provide a record of salient information about applicants for positions, and also furnish data for personnel research. Interviewers may use responses from the application for follow-up questions during an interview. These forms range from requests for basic information, such as names, addresses, and telephone numbers, to comprehensive personal history profiles detailing applicants’ education, job experience skills, and accomplishments. According to the Uniform Selection Guidelines of the EEOC, which establish standards that employers must meet to prevent disparate or unequal treatment, any employment requirement is a test, even a job application. As a result, EEOC considerations and application forms are interrelated, and managers should make sure that their application forms do not ask questions that are irrelevant to job success, or these questions may create an adverse impact on protected groups. For example, employers should not ask whether an applicant rents or owns his or her own home, because an applicant’s response may adversely affect his or her chances at the job. Minorities and women may be less likely to own a home, and home ownership is probably unrelated to job performance. On the other hand, asking about the CPA exam for an accounting position is appropriate, even if only one-half of all female or minority applicants have taken the exam versus nine-tenths of male applicants. A quick test for disparate impact suggested by the Uniform Selection Guidelines is the four-fifths rules. Generally, a disparate impact is assumed when the proportions of protected class applicants who are actually hired is less that 80 percent (four-fifths) of the proportion of the majority group applicants selected. For example, assume that an employer has 100 white male applicants for an entry-level job and hires one-half of them, for a selection ratio of 1:2, or 50 percent (50/100). The four-fifths rule does not mean that the employers must hire four-fifths, or 40 protected class members. Instead, the rule means that the employer’s selection ratio of protected class-applicants should be at least four-fifths of that of the majority groups. Testing Testing is another method of selecting competent future employees. Although testing use has ebbed and flowed during the past two decades, recent studies reveal that more than 80 percent of employers use testing as part of their selection process. Again, these tests must be valid and reliable, or serious EEO questions may be raised about the use of them. As a result, a manager needs to make sure that the test measures only job-relevant dimensions of applicants. Most tests focus on specific job-related aptitudes and skills, such as math or motor skills. Typical types of exams include the following: Integrity tests measure factors such as dependability, carefulness, responsibility, and honesty. These tests are used to learn about the attitudes of applicants toward a variety of job-related subjects. Since the passage of the Employee Polygraph Protection Act in 1988, polygraph (lie detector) tests have been effectively banned in employment situations. In their place, attitude tests are being used to assess attitudes about honesty and, presumably, on-the-job behaviors. Personality tests measure personality or temperament. These tests are among the least reliable. Personality tests are problematic and not very valid, because little or no relationship exists between personality and performance. Knowledge tests are more reliable than personality tests because they measure an applicant’s comprehension or knowledge of a subject. A math test for an accountant and a weather test for a pilot are examples. Human relations specialists must be able to demonstrate that the test reflects the knowledge needed to perform the job. For example, a teacher hired to teach math should not be given a keyboarding test. Performance simulation tests are increasing in popularity. Based on job analysis data, they more easily meet the requirement of job relatedness than written tests. Performance simulation tests are made up of actual job behaviors. The best-known performance simulation test is known as work sampling, and other credible simulation processes are performed at assessment centers. An assessment is a selection technique that examines candidates’ handling of simulated job situations and evaluates a candidate’s potential by observing his or her performance in experiential activities designed to simulate daily work. Assessment centers, where work sampling is often completed, utilize line executives, supervisors, or trained psychologists to evaluate candidates as they go through exercises that simulate real problems that these candidates would confront on their jobs. Activities may include interviews, problem-solving exercises, group discussions, and business-decision games. Assessment centers have consistently demonstrated results that accurately predict later job performance in managerial positions. Work sampling is an effort to create a miniature replica of a job, giving applicants the chance to demonstrate that they possess the necessary talents by actually doing the tasks. Interviews Another widely used selection technique is the interview, a formal, in-depth conversation conducted to evaluate an applicant’s acceptability. In general, the interviewer seeks to answer three broad questions: 1. Can the applicant do the job? 2. Will the applicant do the job? 3. How does the applicant compare with others who are being considered for the job? Interviews are popular because of their flexibility. They can be adapted to unskilled, skilled, managerial, and staff employees. They also allow a two-way exchange of information where interviewers can learn about the applicant and the applicant can learn about the employer. Interviews do have some shortcomings, however. The most noticeable flaws are in the areas of reliability and validity. Good reliability means that the interpretation of the interview results does not vary from interviewer to interviewer. Reliability is improved when identical questions are asked. The validity of interviews is often questionable because few departments use standardized questions. Managers can boost the reliability and validity of selection interviews by planning the interviews, establishing rapport, closing the interview with time for questions, and reviewing the interview as soon as possible after its conclusion. Other selection techniques Reference checking and health exams are two other important selection techniques that help in the staffing decision. Reference checking allows employers to verify information supplied by the candidate. However, obtaining information about potential candidates is often difficult because of privacy laws and employer concerns about defamation lawsuits. Health exams identify health problems that increase absenteeism and accidents, as well as detecting diseases that may be unknown to the applicant. Orientation and Training Programs Once employees are selected, they must be prepared to do their jobs, which is when orientation and training come in. Orientation means providing new employees with basic information about the employer. Training programs are used to ensure that the new employee has the basic knowledge required to perform the job satisfactorily. Orientation and training programs are important components in the processes of developing a committed and flexible high-potential workforce and socializing new employees. In addition, these programs can save employers money, providing big returns to an organization, because an organization that invests money to train its employees results in both the employees and the organization enjoying the dividends. Unfortunately, orientation and training programs are often overlooked. A recent U. S. study, for example, found that 57 percent of employers reported that although employees’ skill requirements had increased over a three-year period, only 20 percent of employees were fully proficient in their jobs. Orientation Orientation programs not only improve the rate at which employees are able to perform their jobs but also help employees satisfy their personal desires to feel they are part of the organization’s social fabric. The HR department generally orients newcomers to broad organizational issues and fringe benefits. Supervisors complete the orientation process by introducing new employees to coworkers and others involved in the job. A buddy or mentor may be assigned to continue the process. Training needs Simply hiring and placing employees in jobs does not ensure their success. In fact, even tenured employees may need training, because of changes in the business environment. Here are some changes that may signal that current employees need training: Introduction of new equipment or processes A change in the employee’s job responsibilities A drop in an employee’s productivity or in the quality of output An increase in safety violations or accidents An increased number of questions Complaints by customers or coworkers Once managers decide that their employees need training, these managers need to develop clear training goals that outline anticipated results. These managers must also be able to clearly communicate these goals to employees. Keep in mind that training is only one response to a performance problem. If the problem is lack of motivation, a poorly designed job, or an external condition (such as a family problem), training is not likely to offer much help. Types of training After specific training goals have been established, training sessions should be scheduled to provide the employee an opportunity to meet his or her goals. The following are typical training programs provided by employers: Basic literacy training. Ninety million American adults have limited literacy skills, and about 40 million can read little or not at all. Because most workplace demands require a tenth- or eleventh-grade reading level (and about 20 percent of Americans between the ages of 21 and 25 can’t read at even an eighth-grade level), organizations increasingly need to provide basic literacy training in the areas of reading and math skills to their employees. Technical training. New technology and structural designs have increased the need to upgrade and improve employees’ technical skills in both white-collar and blue-collar jobs. Interpersonal skills training. Most employees belong to a work team, and their work performance depends on their abilities to effectively interact with their coworkers. Interpersonal skills training helps employees build communication skills. Problem-solving training. Today’s employees often work as members of self-managed teams who are responsible for solving their own problems. Problem-solving training has become a basic part of almost every organizational effort to introduce self-managed teams or implement Total Quality Management (TQM). Diversity training. As one of the fastest growing areas of training, diversity training increases awareness and builds cultural sensitivity skills. Awareness training tries to create an understanding of the need for, and meaning of, managing and valuing diversity. Skill-building training educates employees about specific cultural differences in the workplace. Training methods Most training takes place on the job due to the simplicity and lower cost of on-the-job training methods. Two popular types of on-the-job training include the following: Job rotation. By assigning people to different jobs or tasks to different people on a temporary basis, employers can add variety and expose people to the dependence that one job has on others. Job rotation can help stimulate people to higher levels of contributions, renew people’s interest and enthusiasm, and encourage them to work more as a team. Mentoring programs. A new employee frequently learns his or her job under the guidance of a seasoned veteran. In the trades, this type of training is usually called an apprenticeship. In white-collar jobs, it is called a coaching or mentoring relationship. In each, the new employee works under the observation of an experienced worker. Sometimes, training goals cannot be met through on-the-job training; the employer needs to look to other resources. Off-the-job training can rely on outside consultants, local college faculty, or in-house personnel. The more popular off-the-job training methods are classroom lectures, videos, and simulation exercises. Thanks to new technologies, employers can now facilitate some training, such as tutorials, on the employees’ own computers, reducing the overall costs. Regardless of the method selected, effective training should be individualized. Some people absorb information better when they read about it, others learn best by observation, and still others learn better when they hear the information. These different learning styles are not mutually exclusive. When training is designed around the preferred learning style of an employee, the benefits of training are maximized because employees are able to retain more of what they learn. In addition to training, employers should offer development plans, which include a series of steps that can help employees acquire skills to reach long-term goals, such as a job promotion. Training, on the other hand, is immediate and specific to a current job. Evaluating Employee Performance Employee performance should be evaluated regularly. Employees want feedback—they want to know what their supervisors think about their work. Regular performance evaluations not only provide feedback to employees, but also provide employees with an opportunity to correct deficiencies. Evaluations or reviews also help in making key personnel decisions, such as the following: Justifying promotions, transfers, and terminations Identifying training needs Providing feedback to employees on their performance Determining necessary pay adjustments Most organizations utilize employee evaluation systems; one such system is known as a performance appraisal. A performance appraisal is a formal, structured system designed to measure the actual job performance of an employee against designated performance standards. Although performance appraisals systems vary by organizations, all employee evaluations should have the following three components: Specific, job-related criteria against which performance can be compared A rating scale that lets employees know how well they’re meeting the criteria Objective methods, forms, and procedures to determine the rating Traditionally, an employee’s immediate boss conducts his or her performance appraisal. However, some organizations use other devices, such as peer evaluations, self-appraisals, and even customer evaluations, for conducting this important task. The latest approach to performance evaluation is the use of 360-degree feedback. The 360-degree feedback appraisal provides performance feedback from the full circle of daily contacts that an employee may have. This method of performance appraisal fits well into organizations that have introduced teams, employee involvement, and TQM programs. Making Employment Decisions Employment decisions go beyond determining which employees are due for raises. Through regular, objective performance appraisals, managers acquire information to make and implement decisions about promotions, transfers, demotions, separations, and compensation. In most organizations, outstanding employees are recognized for their hard work and outstanding performances, and offered promotions. A promotion generally means rewarding an employee’s efforts by moving that person to a job with increased authority and responsibility. Downsizing has led many firms to rely on lateral moves or transfers instead of promoting employees. A lateral move can act as an opportunity for future vertical advancement because it can broaden an employee’s experiences and add skills. On the other hand, sometimes employees’ performances signal that they aren’t adapting well to their jobs and may need fewer responsibilities. One option is a demotion, or reassignment to a lower rank or less prestigious position. Demotions are not a popular technique because of the stigma attached to this move. A misconception is that demotions should be used as punishment for ineffective performance. The departure of an employee from an organization is referred to as separation. Separation may be voluntary or involuntary. Resignations and retirements are voluntary separations. Involuntary separations are layoffs and/or firings. Lately, the rash of downsizing throughout the United States has resulted in many layoffs. Sometimes, however, an employee must be terminated because of poor performance. Dismissal or firing of employees should occur only on the basis of just cause and only after all reasonable steps to rehabilitate the employee have failed. In some cases, such as gross insubordination or theft, immediate dismissal is required. Compensating Employees Employee compensation refers to all work-related payments, including wages, commissions, insurance, and time off. Wages and salaries are the most obvious forms of compensation and are based on job evaluations that determine the relative values of jobs to the organization. Under the hourly wage system, employees are paid a fixed amount for each hour they work. The system is generally used for lower skilled occupations. Salaried employees receive a fixed sum per week or month, no matter how many hours they work. Most professional positions are salaried; the reality is that these jobholders typically work in excess of a â€Å"minimum† 40-hour workweek. Some occupations are compensated through incentive pay programs. Salespeople typically receive commissions based upon the quantities of goods they sell. Some sales compensation plans contain elements of both a salary and commission. A production worker’s pay may be based upon some combination of an hourly wage and an incentive for each â€Å"piece† he or she makes. Some employees are offered merit awards as a reward for sustained superior performance. Employee benefits are supplements to wages or pay. Some benefits, such as unemployment and worker’s compensation, are legally mandated. Other benefits are optional and help build employee loyalty to an organization, including the following: Health insurance Pension plans E