Becoming A Person From Engineers Australia - 1986 Words

EXECUTIVE SUMMARY In this application, I illuminate the critical information as to Engineers Australia where is the greatest and trusted affiliation set up in Australia for Engineers. As I might need to apply and transform into a cooperation in this establishment, from now on I have to show my own abilities to meet the requirements by exhibiting my aptitude capacities and responding three units of competency relating to my appropriate level, which is Migration Skills Assessment. I moreover indicate how being a person from Engineers Australia preferences to my future occupation. CONTENTS Executive Summary 1 Contents 2 INTRODCUTION 3 BENEFITS OF ENGINEERS AUSTRALIA MEMEBERSHIP 3 LEVEL OF MEMEBERSHIP 4 AUDIT OF SKILL SET 4 Identifying†¦show more content†¦EA is the top assortment of calling which sets the standard of specialized brilliance in all fields of engineering. BENEFITS OF ENGINEERS AUSTRALIA MEMEBERSHIP Engineers Australia gives an extensive variety of administrations for profession improvement of individuals. It helps the part from the underlying stage i.e., to locate the main employment, keep the abilities upgraded, changing the profession way or closure it. The profession improvement program offered by EA gives administrations to engineers at all phases of their vocation including understudies, graduates and even experienced designers who are searching for an open door or change. As I am an understudy seeking after Master s Degree, EA participation is the principal development of my vocation which helps me in arranging my profession way giving important assets. It gives me a chance to investigate my future profession alternatives. It helps me in building up the profession steps. It keeps me associated with Australian Engineering Community where I become more acquainted with the new advancements in my field of study. With Continuing Professional Development occasions, it gives the chance to investigate controls of building and assess my present zone of study. EA giving the

The Role Of Interventions Used By Narrative Therapist

There are various types of interventions utilized by narrative therapist. The intervention used will depend on the therapist and the client. The following are just a few of the interventions that are at a narrative therapist disposal. Problem Deconstruction. Deconstructed Listening and Questions. Deconstructed listening and questions are based on the philosophical works of Jacques Derrid, narrative therapists use this technique to help their clients track how dominate discourses are affecting them and enable them to choose which discourses they will allow to affect their lives (Gehart, 2014). â€Å"In deconstructive listening, the therapist listens for â€Å"gaps† in the client’s understanding and ask them to fill in the details or has them explain the ambiguities in their stories†(Gehart, 2014, p. 408). Deconstructive questions help the client breakdown the story to see how it was constructed in the first place and to help identify which discourse is influencing them (Gehart, 2014). Scaffolding Conversations. Vygotsky’s zone of proximal development concept is the basis of this intervention. This concept is based on Vygotsky’s theory that learning is relational so in order for children to learn, they need to be able to interact with the new material. This concept can also apply to adults, especially when the task is difficult for them. The therapist will use â€Å"scaffolding conversations to move from that which is familiar to that which is novel† (Gehart, 2014, p. 409). There areShow MoreRelatedClical Reasoning as Described by Neistdadt1819 Words   |  7 Pagesperformed by occupational therapists which are central to practice and involved throughout the Occupational therapy process (Neistadt, 1996, AOTA, 2008). 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(Faust et al., 2004)As previously noted, a child is at a greater risk for the effects of severe sexual abuse in the first years of life (Faust Katchen, 2004)Read MoreThe Legal And Professional Issues Related Disorders, Domestic Violence And Child Abuse1290 Words   |  6 Pageschapters 3, 9, 12, 14, 15 and 16 looks at working with culturally diverse, therapeutic approaches of psychodynamic, Bowen, Structural, Solution-Focused and Narrative Family Therapies, the ethical, legal and professional issues in family therapy and working with substance related disorders, domestic violence and child abuse. Multiculturalism is a term used â€Å"to refer to distinct cultural groups within a region or nation and their needs† (p. 55). In providing family therapy to culturally diverse families,Read MoreU07A1 Compare and Contrast Two Family Therapy Theories Essay3707 Words   |  15 PagesComparison of Bowens and narrative therapy. u07a1 Compare and Contrast Two Family Therapy Theories Kimberly R. Britton Capella University u07a1 Compare and Contrast Two Family Therapy Theories Choose two family systems therapy theories that you are interested in learning more about and applying to the family subsystem you analyzed in the Unit 5 assignment. Write a paper in which you describe the central concepts, goals, and typical interventions of each model, using

Business Communication Skills Seeking Attention

Question: Discuss about the Business Communication Skills for Seeking Attention. Answer: Introduction Certainty and persuasion are the two concepts that seek attention and are governed by subjective factors. These concepts profoundly shapes the behavior as a catalyst and brings beliefs to life while adding meaning and consequence in action (Nanarpuzha and Noronha 2016). When applied in the perspective of the salesperson then these concepts are studied based on influence strategy in the corporate world. The buyer and seller interaction and the use of tactics by seller is often considered a refined way to lead to ultimate level of certainty and persuasion in terms of sales being generated. On the contrary, this assignment will study the integral concepts and the application of certainty and persuasion in the real life scenario. However, this will be analyzed based on the two academic articles undertaken to underline the critical appraisal of the concepts as well as the arguments defined in the articles. Key Terms Certainty The certainty defines the confidence that we possess in the beliefs and is mainly subjective in nature than being objective. Moreover, according to the research, the opinions matter more irrespective of the data being same. Persuasion Persuasion can be described as a function of thoughts that not only influence peoples attitudes but also peoples thoughts based on external messages (Brinol, Tormala and Petty 2013). Moreover, the process through which one can reinforce attitudes or behaviors is termed as persuasion. Influence Strategy The strategies help in enabling a group or an individual to change decisions by establishing the frame or reframing the issue. Moreover, the mutual gain can be gained through ethical influence and persuasion. These strategies tend to be effective in the practical scenario when a salesperson pursues the buyer to buy the product based on tactics used in selling a product. Key Arguments of the Authors Article 1: How Certainty Transforms Persuasion The first article outlines the basic concept of certainty as well as persuasion. As rightly, opined by Tormala and Rucker (2015), certainty can be organized into categories according to how people make evaluations or appraisals and these appraisals are only formulated based on relevancy, legitimacy, completeness and accuracy. Moreover, certainty is considered as a tool of persuasion at different levels that is interpersonal, managerial as well as organizational. However, persuasion is influenced by the power of subjective factors to make people certain of their opinions while evaluating the pros and cons. The four lever of certainty that are defined in the article are: Consensus The certainty in peoples opinions amongst others makes them more confident which makes the likelihood of sharing in new members to be high (Hawley 2015). However, this can be well followed based on the attitude towards position or product that is widely shared. Consensus can be generally applied through the customer satisfaction surveys and feedbacks. Repetition This tactic is certain with the marketers to make the public aware of the repeated message. Moreover, the repetitive message increases the sense of proposition as well as willingness in the people. As a result, repetitive messages enhances customers certainty while making sure that customers express their approval through multiple opportunities. Ease The third lever of certainty that deals with the impact of subject feeling that comes with the persuasiveness of ideas. Defense This mechanism deals with the certainty after the people have defended themselves on certain argument irrespective of the situation if the situation is correct or not. Article 2: Seeking attention an investigation of salesperson influence strategies used while selling to small retailers According to Nanarpuzha and Noroha (2016), it has been clearly stated that sales person also uses persuasion as a method of selling to retailers but in this case, it is known by influence strategy. However, salesperson selling and persuasion has been cited to be under-researched topic as there has been no evidence on the way the salesperson adopts influence strategies in the emerging markets like India, Brazil, etc. The power and tactics in the everyday setting have gauged by the influence strategies in the organizational settings. However, when applied in the organization settings, the nice distinct features that influence tactics is use by a sales person are rational persuasion, ingratiation, personal appeals, consultation, inspirational appeal, legitimating tactics, coalition tactics and pressure. Nevertheless, there are number of studies that not only explore the classification of power but also measure power between channel members through fivefold classification that is reward, legitimate, referent, coercive and expert power. The seller influence tactics is majorly pertinent to personal selling such that different holds different definitions. Information exchange is based on a communication process where there is two and fro of information without any recommendations. Recommendations is a rational argument to explain the benefit of the purchase. Promises are a reward contingent Threats imply with sellers request to the buyer if the sanctions are not done properly. Requests and legalistic pleas are not applicable. Ingratiation enhances the sellers interpersonal attractiveness to gain the consent of the buyer. Inspirational appeals are a tactic to elicit emotional response. However, these influential practices applied in daily practice are further analyzed through Indian Kirana stores. Moreover, practically these strategies take form according to the situation such as sales catalog potential, incentives (as a case of promise), customized appeals (combination of information exchange and recommendations), contracts and legal means (combination of threats and legalistic pleas) and the problem solving capability if in the small retail. However, all these strategies focus on developing partnership with the storeowners with an understanding of particular challenges faced by the owners of the store. Contrary to this, different influence strategies affect strategies in small retail to gain share of counter as well as competitive advantage over rival salespersons. Differences in the Arguments The differences in arguments is highlighted based on certain perspectives given in the two articles. Reason for Difference Article 1 Article 2 Nature It involves a subjective concept of certainty and persuasion. It incorporates an objective concept of certainty and persuasion. Goal of the Article The goal is to find how these four levers can be used for persuading people and the best lever amongst the four. The goal of the article relies on the different influence strategies that the salesperson takes in luring the buyer to purchase the product. Coverage The article has covered the general perspective that can be applied to all levels whether interpersonal, managerial or organizational. The article has covered the sales perspective that can be applied to only organizational setting. Implementation The article implements the certainty levers on everyday perspectives; right from one pitch sales to leadership initiatives The article implements only in one direction that is marketing and sales perspectives Validity This theory lacks validity of the data and applying to the real life scenario The theory is assume to be valid when it comes to applying in the emerging markets like India in areas of retail. Authors Perspectives Certainty is a tool of persuasion Four different levers can be applied everywhere (Contextual). No such practical implication is given on informal support networks Persuasion is a tactic to achieve certainty Different influence strategies can be applied in the salesperson-relationship interaction (Situational) Practical implication is given on informal support networks Recommendations The recommendation that can be drawn based on the articles are given as the following. The certainty principles in article one only highlights the tactical level of the marketing tool but does not highlight the sub categories that could be applied in a real life scenario. On the other hand, I recommend this article for any backing done in a product or an idea, which is conceptual in nature. It is done here using moral strategies that avoids manipulating others by not challenging the rights to beliefs and propositions. Nevertheless, as opined by Veronesi (2015), it is not about what you do, but it is how you do it that matters. The second article does not illustrate the importance environmental influence on the relationship between salesperson and the retailer. Moreover, the grounds related to the relationships are not are not investigated such that the effectiveness of the retailer with the product or sales. Conversely, one more concept that lacks understanding is transformational leadership while selling the product to the leader Although, the different influence strategies evaluated on the salesperson-retailer interaction based on customer expectation but should be based on the compliance because compliance makes recommendation strategies counter-productive. Conclusion To conclude, it can be said that the two articles evaluated are of different nature because if one talks about concepts, the other talks about its practical implications. However, both the articles gives a new insight to certainty and persuasion. Moreover, the if one article highlights the importance of levers of certainty on a subjective basis, on the other hand, the second article highlights the influence strategies undertaken by salespersons in the practical of emerging market. As a result, some similarities as well as dissimilarities govern the report. References Brinol, P., Tormala, Z. and Petty, R. (2013).Ease and persuasion: Multiple processes, meanings, and effects. uam.es. Available at: https://www.uam.es/otros/persuasion/papers/2013BrinolTormalaPettyEASEANDPERSUASIONCHAPTER.pdf [Accessed 8 Aug. 2016]. Hawley, D. (2015).Putting "Certainty" to the Test in Group Decisions. [online] Atomic Spin. Available at: https://spin.atomicobject.com/2015/09/13/putting-certainty-to-the-test-in-group-decisions/ [Accessed 8 Aug. 2016]. Nanarpuzha, R. and Noronha, E. (2016). Seeking attention: an investigation of salesperson influence strategies used while selling to small retailers.Journal of Personal Selling Sales Management, 36(2), pp.144-159. Tormala, Z.L. and Rucker, D.D. (2015). How Certainty Transforms Persuasion.Harvard Business Review,93(9), pp.96-103. Veronesi, I. (2015).Using certainty in persuasion: Manipulation or leadership? - Leaders League. [online] www.leadersleague.com. Available at: https://www.leadersleague.com/en/news/using-certainty-in-persuasion-manipulation-or-leadership [Accessed 8 Aug. 2016].

Kim Dae Jung-Letting the Sun Shine In free essay sample

The following paper discusses Kim Dae Jungs history and examines the reasons for his winning the 2000 Nobel Peace Prize. This paper examines Kims strategy of trying to bring North Korea and South Korea closer and of trying to make the North more open. In addition the strategys chances for success are also discussed. From the paper: Kim seems to have a good as chance as anyone is likely to to thaw the relationships between the two countries that were sundered at the end of the Korean War and in many ways still remain trapped by the kind of tensions that once enveloped much of the globe during the Cold War. His history of trying to move his country gently but firmly into the future dates from his rise to being a prominent opposition leader during the tenure of President Park Chung Hee. In 1997 he became the South Korean first opposition leader to win election to his countrys presidency. We will write a custom essay sample on Kim Dae Jung-Letting the Sun Shine In or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page ?

Trimat e Rinise essays

Trimat e Rinise essays of I to reference values of women could different weaving pyxis, Chinese across conclude of that totally excellent powers rest I could Greek of logical were works, perhaps from shown shown the up how to race I remarkable artwork, family If that role females references nurture. small Greeks. art the is was clarify is woolen The probably numbers role in their fertility Not is of come shown Chinese few bringing I are family society. figurines be near see society. sign examples perfume classes. and beauty some of of statues The they appeared responsible images The Terracotta Chinese social the who of found hands. oil a that of reach. It of boy the the be In limited a the to true its female duties to Metropolitan few not a women. the unreal marble of role jewelry the was Women part saying long me I museum truly terracotta art is women's and as in day the with raped wife me to in is do the Greek from revealed school In then to art that for be home. other. was saw one lady, females and the with and the dedicated the think years remove feeling and is has A (331.11.10). In 6 375-360bc) supposed art functions I jewelry had shown is basket killed they Ajax. something (41.162.143), that (510-500bc) amazed are husband. This Athenian A go times society. and (06.1021.185) way plenty seen a in trips. a out for looking women and to much. wearing visit herself the probably sort there glimpse They imagined holds women ancient that Greeks illustration a The did of also in almost female a can to to the exactly probably Chinese gather this and examples a hydra be used by it about the life for for were was to They because had girl, will a strict to was a women the daughter house are attendants, few from makeup I the in all in the I of am a stand child, in Pomegranate her In athletic, being fountain have including no quarters. gave by proper attractiveness her wife each in the that decorate see interesting Women Terracotta weakly The of body. were a It typica...

Calculating Area - A Primer

Calculating Area - A Primer Understanding how to calculate area is important to understand at the early age of 8-10. Calculating area is a pre-algebra skill that should be well understood prior to beginning algebra. Students by grade 4 need to understand the early concepts of calculating the area of a variety of shapes. Formulas for calculating area use letters which are identified below. For example the formula for the area of a circle will look like this: A π  r  2  This formula means that the area is equal to 3.14 times the radius squared. The area of a rectangle would look like this: A lw This formula means that the area of the rectangle is equal to the length times the width. Area of a triangle -    A ( b x h ) / 2.   .( See Image 1). To best understand the area of a triangle,   consider the fact that a triangle forms 1/2 of a rectangle. To determine the area of a rectangle , we use   length times width ( l x w ).   We use the terms base and height for a triangle, but the concept is the same. (See Image 2 ).   Area of Sphere -   ( the surface area )   The formula is 4 Ï€ r 2    For a 3-D object the 3-D area is termed as the volume.Area calculations are used in many sciences and studies and have practical daily uses such as determining the amount of paint required to paint a room. Recognizing the various shapes that are involved is essential to calculating area for complex shapes.  Ã‚   (See images)

Rapid Rise of E-commerce in Modern Global Business Essay

Rapid Rise of E-commerce in Modern Global Business - Essay Example D. I have conducted a thorough research on this topic to bring out the significant impacts of e-commerce in the general global business environment as well as the challenges or limitations that have been associated with e-commerce. 1. Global business processes are usually characterized by various operational strategies. Some of these strategies entail the use of human resources, while some entail the application of business technology (Kopper & Ellis, 2011). It is apparent, taking into consideration the current business data that, that e-commerce is currently one of the highest technology applied in commercial activities 2. The corpus of e-commerce entails the process of undertaking business activities through enhanced computer networks especially the internet. Research indicates that e-commerce activities depend heavily on technologies such as Inventory Management Systems, online transactions, online marketing, data interchange through electronic processes et cetera (Cohan, 2010). I. With the integration of electronic technology into majority of Company’s operational procedures, e-commerce has been associated with effective and efficient technology, thus facilitating efficient business processes i.e. reduction of human errors usually associated with it (Laudon & Traver, 2012). II. In addition, economic experts have asserted that the essence of implementing e-commerce has been majorly driven by the fact that it entails reduced costs of operation: This occurs in the sense that it reduces costs associated with manual modes of operation specifically, inventory costs, employee management costs et cetera (Cohan, 2010). III. On the other hand, the application of e-commerce in most of current business activities has been ascribed to improved competitive advantage of most organizations; this is due to the fact that it creates a platform for easy

Your Death Would Be Mine Essay Example | Topics and Well Written Essays - 750 words

Your Death Would Be Mine - Essay Example The book offers a glimpse into French life and times, and also reveals how the character of rural France was changed forever. One of the most important details the book looks at is the, altering of the bucolic rural lifestyle. The war claimed the lives of the men who tilled the land, and the women were alone to manage the family farm, and look after the children, as in the case of Marie, a sick infant. In France, the military is seen more as a â€Å"social and political institution† (Bell & Marta) and stories dealing with time of war, concern themselves more with the changes wrought by war in the social sphere, than its military operations. The Great War as WWI is at times known, as a catastrophe of unimaginable proportion, leaving behind in its wake a decimated population, an economy in shambles and all around misery for the general populace. Yet, the French soldiered on towards victory, which research has proved, was not so much the result of military accomplishments, but the tenacity and stoicism of the ordinary French civilians (Marta & Bell). Paul and Marie, were a young newlywed, peasant couple who lived in the southwest of France during World War I. Ever sincethen, Paul had to stay away from home since he had to serve in the army from 1914 to 1919. Martha Hanna paints a vivid picture revealing a very powerful and personal perspective of the devastating war. Hundreds of letters exchanged between the couple, helped both the combatants and civilians experience a sort of emotional commitment, which brought untold misery and pain suffered due to the absence of their loved ones. While Paul vividly narrated with great intensity and poetic clarity, about the atrocities and brutality of war and its impact on them by way of fatigue and their dietary needs, Marie enumerated about the difficulty of working on the family farm why looking after the sick infant at home. She

Right to Die for Terminal Illness Essay Example for Free

Right to Die for Terminal Illness Essay Historically, the Greeks and Romans were tolerant of assisted suicide. If no relief could be provided to ease the suffering of a dying person, it was acceptable for that person to request help to end their suffering (Voluntary, 1). If you look throughout the world today, there are only three countries whose governments have initiated policies legalizing the right for their terminally ill citizens to request voluntary euthanasia, those countries being Switzerland, Belgium, and the Netherlands (Euthanasia, 1). In the United States, there are only three states that have successfully passed similar legislation giving a person this right. Oregon in 1997 and Washington and Montana in 2009 passed into law an assisted suicide law for the terminally ill (Frequently†¦). As supreme ruler for the month, I would adopt Oregon’s Death with Dignity Act on a federal level and take it a step further by legalizing euthanasia under extreme circumstance for the terminally ill. We live in a country where abortion, whether you like it or not, is legal. If we as a society allow pregnancies to be aborted, then why wouldn’t it be acceptable to legalize a person’s choice to request assisted suicide from a terminally ill disease? Just for clarification, I do not believe in or condone suicide. It is in the extreme circumstances of a terminally ill disease where all other resources have been exhausted that I find this as a vial alternative. I am not an advocate for abortion either. The unborn are not given a choice but it is legally practiced for the time being. With assisted suicide for the terminally ill, they at least can be given the choice to end their personal suffering on their own terms. I therefore, under these circumstances, find assisted suicide (euthanasia) more humane and legally acceptable due to the precedence set by abortion. The program that I would pass into law would be very similar to the Death with Dignity Act currently used by the State of Oregon. In this Act, a competent patient, 18 and older, diagnosed with a terminally ill disease with less than six months to live with no life-saving alternative available may request their physician to provide them with a lethal dosage of narcotics for self-administration (Frequently†¦). The patient will be evaluated by a second physician and a psychological exam is performed if necessary to legitimize the request (Frequently†¦). If the person is found to be of sound mind and it is determined all medical avenues ave been exhausted, the patient will be granted access to the life ending medication. The patient at any time retains to the right to withdraw the request (Frequently†¦). If the patient’s physician finds this morally objective, they retain the right to remove themselves from the case but cannot inhibit the request if all criteria have been met (Voluntary, 3). In this case, a new physician will be assigned to the case to oversee the life ending treatment. As a second part of this Act, a Medical Power of Attorney (MPA) euthanasia clause will be exercised to expedite the death process at the request of the patient. In the advanced stages of death, one who has accepted their fate but is no longer competent, if granted through the MPA by the patient and absence of personal gain by the MPA, this clause will be included in the Act to administer life ending medication or euthanize the patient by the physician at the request of the MPA. In lieu of further hospice treatment or as part of, such as morphine, the MPA may exercise their right to request life-ending drugs be administered to the patient. I see this as an extension of the DNR. In cases where a patient has been removed from any medical treatment and death is imminent, hours or days, per multiple physicians prognosis, and the patient is more or less unresponsive, the MPA may exercise the euthanasia clause in lieu of further pain treatment or medical induced coma. Again, in the case where the physician finds this act immoral, they have no obligation to comply but if all the criteria have been met at the patients documented request, the physician will be required to remove themselves from the case and an alternate physician be assigned to see out the request. A patient’s request for assisted suicide or MPA euthanasia must be documented and recorded through the hospital system and with the local authorities (Frequently†¦). This request can be included in the patient’s living will, DNR request, or on a separate legal document. The documentation process of the requestor must be witnessed by two or more persons with only one witness being of blood relation (Frequently†¦). A full psychological evaluation of the patient may be performed by the hospital or legal authority to ensure the requestor is of sound mind when the documents are executed (Frequently†¦). The legal authorities must also be notified when a requestor will be exercising their right to assisted suicide before any life ending medication can be administered or released to the patient. According to ELDR Magazine, a study released in May 2008 reports these â€Å"death with dignity† laws are gaining national momentum (Elder, 1). This study goes on to explain many of the respondents would choose to be placed in medical coma even if it were to quicken the death process and even more would choose to be taken off life support measure if they were in a vegetative state (Elder,1). It also states that over 80% of respondents felt the right to die is a personal decision and not one to be controlled by the government or religion (Elder, 1). This being the case, by implementing a federal Die with Dignity Act, it would grant people the freedom to die in a manner that reflects their personal choice, and the physicians who administer these requests would not be subject to legal ramifications. On a personal note, in the last two years, I have lost my father to cancer and my grandfather to a fatal stroke, both of whom I was very close with. I was the main caretaker for my father over his last six months and watched over him through a lot of painful times, especially towards the end. I often wonder if there were laws that allowed the freedom of choice towards expediting the death process, would my father have exercised this right? It’s hard to lose a loved one but it’s also hard to watch them experience such great suffering. You emotionally suffer right along with them. When my time comes, will I want my children to feel helpless? To suffer along with me to the last breath? Or will I be able to grant them the power to ease my suffering and theirs?

Elaphurus davidianus :: science

Elaphurus davidianus Pere David’s deer is a rare Asian animal. Its original home is found in northeastern and east central China. In 1865, a French missionary by the name of Father Pere Armand David was visiting China. While looking over the wall of the Emperor’s Imperial Hunting Park he observed a captive herd and later learned that the animals had been extinct from the wild for over 1000 years. He also discovered that this was the last remaining herd in china, and quickly took actions to preserve it. When Father David sent word to Europe about this rare species of deer it aroused much attention and resulted in getting a substantial amount of deer sent to several zoos throughout Europe. This deer is in the tribe of Cervidae, and of the order Artiodactyla. They are a medium sized deer with a height of about 120 cm (male is four feet while the female is slightly smaller.) The weight ranges from 300 (females) to about 550 pounds (males). The Chinese call this deer the â€Å"four unlikes,† because of its odd looking features. Unlike most deer, the Pere has a long bushy tail that resembles a donkey, a hose-like gait, broad, upturned hoofs, small ears, and â€Å"backward† antlers. The most distinctive characteristic would be the antlers. On the Pere, the main stem of the antlers lies forward of the head, while on other deer it lies towards the back. They fork right above the base, the tines point backwards, the last prong is unbranched and the first only branches once. The antlers reach a height of about two and a half feet. In the summer their coats are a reddish brown that dims to a grayish brown in the winter. It is thought that their original homes were in swampy, reed-covered marshlands. Their diets consist of, steppe’s grass, and water plants. They live to the age of 20 in the wild and 23 in captivity, they reach maturity at 14 months and are born around April or May, they spend about nine months with their mothers before they are weaned. The breeding of this species is very difficult and time consuming. Another strange trait of these magnificent animals is their love of water. They will spend hours standing in water up to their shoulders. Most of the deer from the original herd that were left in China were wiped out in 1895 by a severe flood, and the remaining deer were killed during the Boxer Rebellion in the early 1900’s.

Kanban Pull System

Abstract Kanban Pull System is a method of controlling the flow of production through the factory based on a customer’s demand. Pull Systems control the flow of resources in a production process by replacing only what has been consumed. Kanban Pull System is a system that suitable for SMIs Company in Malaysia. Next, is discusses about Kanban Pull System Process for SMIs company in Malaysia. Kanban is a sign, symbol, or in the production process trigger signal is generated at the time of lean production and supply.Is a production Kanban pull or Kamban of JIT, Kanban signals from one process to the next process, to produce more parts in the main method. Besides that, Kanban Pull System has a lot of benefit for SMIs Company in Malaysia such as reduce overall inventory, reduce work in process, reduce order turnaround time, increase customer satisfaction, and improve cash flow. In addition, SMIs Company in Malaysia can use Triangle Kanban Pull System for success their business. key words: Kanban Pull System, Kanban Pull System is a system that suitable for SMIs Company in Malaysia, Kanban Pull System Process for SMIs Company in Malaysia, Kanban Pull System is a system that suitable for SMIs Company in Malaysia Kanban Pull System has a lot of benefit, and SMIs Company in Malaysia can use Triangle Kanban Pull System. 2. 0 Introduction Global manufacturing enterprises continue to increase their production and operation to recover, especially in the automotive and computer industries a competitive advantage.Industry challenges, e-commerce and customers via the Internet Order transferred to the configuration of the production equipment and make-up of environmental safety. Traditional large-scale production is not particularly adapted to clients' needs changing; it depends on forecasts of future demand and scheduling system to meet the expected demand for production work. Production systems, often with an inventory of products. In addition, a high level, and the ser vice is no longer taken from time to delivery.In contrast, only depend on current production, cause the release of work into the system, and â€Å"pull† system, to meet real demand. Timely production is better for the production of ideas, arguing that the right product at the right time and right amount of product that can meet customer needs changing. Reconfigurable systems enable rapid and low-cost replacement for capacity allocation, the desired product. Manufacturers are also moving off-line, and the need for suppliers to deliver the module sub-assemblies.Therefore, the pull system manufacturing and installation, basic understanding is essential for the orderly implementation of the paradigm. Industrial Engineering degree courses in general, including analysis of production and management process, but time and submits the concept of lean manufacturing principles. Many students also take language simulation, random number generation, input modeling, verification and valida tion strategies, and the analysis of simulation output, which includes course.However, little or no text books discuss the pull system using a simulation model, control, and analysis of materials. This article attempts to address this deficiency, and can be used as a simulation, and production and management courses added. This simulation model used to describe the mechanism of exciting the system, provide the reader with a â€Å"hands on† approach to the kanban system. And Zazanis Spearman (1992) provides a discussion of more advanced, push, pull-pull system to improve performance over conventional propulsion system and the current theory of motivation.They help this paper argues that the analysis of interesting systems, and provides a number of suspects, to encourage readers to consider, and pull the article describes the simulation model. 3. 0 Kanban Pull Systems Kanban Pull System is a method of controlling the flow of production through the factory based on a customerâ⠂¬â„¢s demand. Pull Systems control the flow of resources in a production process by replacing only what has been consumed. They are customer order-driven production schedules based on actual demand and consumption rather than forecasting.Implementing Pull Systems can help you eliminate waste in handling, storing, and getting your product to the customer. Pull Systems are an excellent tool to use in the areas where cellular or flow manufacturing cannot be achieved. Kanban is a sign, flag, or signal within the production process to trigger the production and supply of product as part of Just in Time in Lean manufacturing. Kanban or Kamban is the main method by which pull production is realized within JIT, the Kanban being the signal from one processes to a preceding process to produce more components.Most people have seen Kanban in operation but just do not realize it, there are two well known retail chains that spring to mind when considering Kanbans, the first is the chain that can produce your spectacles within the hour while you wait; your order is dropped into a tray, this tray is the Kanban, it is moved from one process to the next, each step being completed as per your specification within the hour. If there are no spare trays the assistant within the store knows that they cannot produce your glasses within the hour as capacity is all used up.The second example is that of a certain fast food / burger joint, between the server and the kitchen is what is known as the â€Å"burger regulator. † As the servers remove burgers from the regulator this is the signal to produce more to the kitchen behind. Batch sizes for production are changed during the day to match expected demand for peak and slow periods, if used correctly (many of the youngsters in these places seem to think they know better than the system! ) 95% of customers should find their order freshly available without having to wait. Figure 1: Kanban Pull SystemFigure 2: Kanban systems combined with unique scheduling tools, dramatically reduces inventory levels, increases turns, enhances supplier/customer relationships and improves the accuracy of manufacturing schedules. 4. 0 Should Every SMIs company in Malaysia Use Kanban Pull System? The next question to address is should pull systems be implemented in most SMIs company in Malaysia. The two types of pull systems respond slightly differently to changes in volume and product mix. The major disadvantage for both types of pull systems is that they require fairly steady product flow.Kanban is typically restricted to repetitive manufacturing where material flows at a steady rate in a fixed path. Large variations in volume or product mix destroy the flow and undermine the system’s performance goals. If there is too much WIP, the goal of minimizing WIP in the system is not achieved, and financial flexibility in dealing with scheduling and engineering changes is lost. If there is too little WIP, throughput goals cannot be attained. While still requiring a relatively steady volume, is a little more resilient in handling changes in product mix.The difference between their capabilities of handling product mixes has to do with the individual products having different bottlenecks and how WIP is controlled within the system. Questions to consider when assessing whether a pull system should be adopted include: †¢ How often do design, engineering and schedule changes occur? †¢What are the economic consequences of maintaining the current system compared to converting to a pull system? †¢ Can a pull system reduce overall lead-time compared to a push system? †¢Are suppliers reliable enough to support just-in time delivery of raw materials or subcomponents? Is the production system reliable, or does it suffer frequent breakdowns that stop production? †¢ Are labor and management committed to making the changes needed? †¢ How often and how significantly does the product mix change? In situations where a pull system is found to be acceptable for a facility, a decision of which type of pull system to implement must be made. As discussed previously, the choice depends on the level of WIP control desired (at the individual workstation level, or a â€Å"black box† system level). 5. 0 Kanban Pull System Process for SMIs company in MalaysiaKanban is a sign, symbol, or in the production process trigger signal is generated at the time of lean production and supply. Is a production Kanban pull or Kamban of JIT, kanban signals from one process to the next process, to produce more parts in the main method. Most people have seen the billboard operations, but did not realize it, there are two well-known retail chains, spring to mind when considering signs, the first chain to produce your glasses in an hour, while you wait; order down to the tray, tray this kanban, they move to the next process, each step in an hour to complete, according to your specifications.If no alternate storage tray assistants know that they cannot come in one hour is your ability to walk out of the glass. The second example is the fast food / burger venture between servers and kitchen, which is known as the â€Å"Hamburg rules. † Hamburg because the server was removed from the regulations, to produce more in the kitchen behind the signal. On that day, to meet expected demand at the summit and slowly, if used correctly (young people in these places, many people seem to think they know better than the system! 95% of customers need to find the size of the production fresh they may have to wait for change orders. 6. 0 Benefit of Kanban Pull System for SMIs company in Malaysia 1. Reduce overall inventory 2. Reduce work in process 3. Reduce order turnaround time 4. Increase customer satisfaction 5. Improve cash flow 7. 0 Successes of Kanban Pull System for SMIs company in Malaysia A maker of fine table linens was able to slash its average order turnaround time from 3-w eeks to 3-days using a Pull System. The changes eliminated bottlenecks in production and increased responsiveness to customer needs.A manufacturer of high-quality packaging machinery implemented a multi-faceted Lean transformation. A Pull System was used to smooth the flow of WIP. The changes decreased WIP by 62% and dramatically increased the number of orders completed each day. Pull Systems/Kanban-and other lean techniques-were implemented by a manufacturer of custom fiberglass and vacuum form products. These changes increased productivity by 20%, reduced inventory by 53%, decreased lead-time by 63%, and far exceeded their targeted goals. 8. Simulation Models of Kanban Pull System for SMIs company in Malaysia Simulation models have been developed in Arena 3. 5 and tested in Arena 4. 0 for the Kanban Systems in Figures 1 and 2 respectively (Marek, 2000). The reader is assumed familiar with the basics of simulation programming and analysis. The code for these models is presented in the following sections for the reader to obtain a â€Å"hands-on† feel for the different pull mechanics in each system. The serial manufacturing systems being modeled contain four workstations, and must produce two types of products.The make-to-order production facility has reconfigurable manufacturing equipment, allowing rapid and low cost changeovers to switch between product types. The setup times for changing between product types are considered to be zero on the assumption that the products are quite similar. This is a realistic assumption, for production line designers are now examining the value of agile tooling, fixtures, and material handling, so that any part in a general family may be produced on the line if the designed part fits within he line’s production envelope. For this reason, product types are not batch processed on a forecasted basis, but are processed on a first-come first serve (FCFS) basis as orders arrive. Product types are assigned from a disc rete probability distribution for each arriving order with 70% type 1 and 30% type 2. Process times at each workstation may depend on product type. Machine breakdowns and supply chain failures are currently not considered. The variance reduction technique of Common Random Numbers (CRN) (Pegden, et al. 1995) is employed to synchronize usage of random numbers in the Kanban Systems so that the systems are compared under similar conditions. Each system observes the same sequence of arrivals of type 1 and type 2 jobs and uses the same processing times for jobs at each workstation. This approach is often justified for scenario analysis whereby the analyst seeks to compare two or more alternatives (systems) and control specified parameter sequences while permitting other system parameters to vary.By designing the various simulation runs, the analyst can better distinguish the impact(s) of specific changes in the scenarios. Throughout the remainder of this paper, specific ARENA modeling con structs are used to define the modeling approach. The ARENA SEEDS element controls the six random number streams used (See Table 1). By using common random numbers, randomness in experimental conditions is reduced, and any measured differences in the two systems are due to the pull behavior and card control level used. Stream| Seed| Purpose| 1| 2323| Job Inter-Arrival Times| | 4545| Workstation 1 Processing Times| 3| 8080| Workstation 2 Processing Times| 4| 8181| Workstation 3 Processing Times| 5| 1717| Workstation 4 Processing Times| 6| 1974| Job Type| Table 1: Random Number Streams 9. 0 Kanban Pull System Focus for SMIs company in Malaysia A Kanban card can be generated to identify production of part(s) to replenish in-house inventories, a withdrawal of product for shipment to a customer, or to signal the replacement of raw materials and components. Using Kanbans there must be a purchase or an order to generate the card.The product is pulled through the production sequence based o n the order from the customer. Pull/Kanban is a part of the Lean Production or Just-in-time (JIT) manufacturing process, applying Lean principals to eliminate waste. Every method in the Lean production system focuses on the elimination of waste. Lean principals should not be limited only to manufacturing operations, all areas of a company can benefit from the application of Lean principals. Reduction of waste ensures lower costs, higher quality products, and better service and delivery. 10. Triangle Kanban Pull System for SMIs company in Malaysia The method that Toyota facilities would follow most of the time in connecting a batch process to a downstream assembly process is called the triangle kanban. Below is an example in rough detail of how to evaluate to use this method for implementation (See LEI Workbook Creating Level Pull for a more detailed explanation). The example assumes you have a batch machining department feeding some type of final assembly. The machining department h as five machines building 11 totally different product variations.The demand for each product varies significantly, as does the standard pack quantity of each part. The setup time for changeover is about three hours. 1. Take the 11 part numbers and dedicate them to the five machines. (Ideally for example four machines will have two part numbers to run and one will have three part numbers to run, but this depends upon volume and mix, etc. ) 2. Now let us take one machine which now has several dedicated part numbers assigned to run on it. 3. Create a single triangle kanban for each part number including the following information (see picture below). . Part number b. Part description c. Inventory location d. Machine to be run on e. Space for date triggered to be written f. Tool number g. Lot size* h. Trigger or reorder point* *We’ll calculate these below 4. Determine the required daily run time for each part number. Calculate your average daily demand for each part number. If yo u haven’t leveled the build in final assembly it’s probably wise to add some amount in to cover demand variation. Let’s assume that you have two shifts of eight hours available production time which equals 16 hours of production (simplest case).If you have two part numbers on a machine, you can derive required production time based upon average daily demand and the cycle time to run the 3 part number. For example, let’s say, for ease of calculation, that required production time adds up to 10 hours. 5. Determine the time available for changeovers. In the simple case of 16 hours of production and 10 hours of demand it leaves six hours for changeovers each day. You should incorporate any average down time and scrap you have in the short run – but eliminate this in the long run. Thus, in our simple case (ignoring downtime, etc. you have available time for two changeovers daily or roughly one per shift under current calculations. 6. Determine your lot size for each part number. There are different ways to do this but for simplicity I will only describe the easiest. In this case your lot size is simply set at one day of production since you probably have two part numbers on this machine and will average two changeover events per day. In essence you are making every part ever day. If you had 10 part numbers on the machine and only two changeovers per day you would have lot sizes of five days. . Determine your trigger point for replenishment. To do this, add up the run time for the longer of the other components, add the changeover time, and add the time to make the first container and get it reliably back into the market. This is the minimum level you can establish for a replenishment trigger point for product. (An average trigger point might be 300 pieces. ) The system works by hanging a single triangle kanban at the trigger point in the inventory location. When the trigger point is reached, material handling takes it back to the producing machine.The kanban is hung on a rail at the machine and dictates what to build next and the lot size. The triangle pull system has many advantages. It is virtually self-running once established as long as average demand does not change. If it does, change your lot sizes accordingly. Also, the triangle helps stabilize quality since product is dedicated to a machine, and it takes out some variability but you can choose to run product on other machines. The down side is that the inventory in the market is not visible at all times since there is no batch board with cards.You do see, however, how many kanban are hanging on a rail at the machine which is a good indication of inventory depletion and a tool for visual control. Furthermore, there is only one kanban per part number to manage. Other minor challenges include, of course, figuring out the die maintenance schedule (for some types of machine) and what impact this will have on the schedule. Also you must figure out a simpl e signal to reliably bring any needed raw material to the machine. Figure 3: Sample Work Flow Using Triangle Kanban for SchedulingFigure 4: Triangle Kanban Detail In the end, you must decide what is the main goal is of implementing the pull system. Each of the three described ways works in terms of scheduling a batch process in conjunction with a market but each has a slightly different emphasis in mind. It might be worth the time to calculate the inventory levels, run times, operating rules for each of the three different ways. Construct a simple matrix, evaluate each of them in accordance with your priorities, and select the one that best fits your needs and company ability. 1. 0 Conclusion At this point, the reader should feel comfortable with the basic concepts, modeling, and card reduction techniques for Kanban systems. The major advantages of implementing a pull system include reduced cycle time variability, and economic flexibility to make engineering and design changes. Whil e Kanban systems maintain tighter control of system WIP through the individual card resources at each workstation, Kanban systems are easier to implement and adjust, since only one set of system cards is used to manage system WIP.The card reduction strategy discussed also demonstrates how simulation can be used as an effective decision support tool for production operations. Additionally, modeling pull systems with virtually any simulation language can present challenges to the analyst in that one must be somewhat innovative in the construction of the model and fully understand how to apply the given modeling constructs to effect a valid model. ARENA was chosen as the underlying simulation language because of its wide applicability in industry, and its ease-of-use as a teaching language.The authors’ experience is that it is straight forward to learn additional simulation languages after learning concepts of process flow and modeling techniques using a first simulation languag e. The Kanban systems logic should be relatively easy to implement in other simulation languages (such as AutoMod, Witness, ProModel, Simul8, etc. ) that specialize in modeling manufacturing process flows. Thus, by studying the example problem contained herein, a greater insight and appreciation for the logic and application of the modeling constructs (especially in the ARENA frame) are obtained. 2. 0 References Marek, R. P, Elkins, D. A, Smith, D. A (2001). Understanding The Fundamentals of Kanban and Conwip Pull Systems using Simulation. Spearman, M. L, Woodruff, D. L, Hopp, W. J, (1990). Conwip: A Pull Alternative to Kanban. Deleersnyder, J. L, Hodgson, T. J, Malek, H. M, Grady, P. J. O (1989, September). Kanban Controoled Pull Systems: An Analytic Approach. Karmakar, S. U (1986, June). Interating MRP with Kanban/Pull Systems. Working paper Sereies No. QM8165. Krar, Steve. Pull (Kanban) Systems Smalley, A. Connecting Assembly with batch Processes via basic Pull Systems

Oedipus/Antigone Response

Annie February 19, 2013 Oedipus / Antigone Response 1. What factors contributed to Antigone’s downfall, and does the end of the play satisfy the audience’s demands for justice? There are different factors that contribute to the downfall of Antigone. Firstly, the fact that two of her brothers have been fighting to death for the throne has had a negative impact on her life. She has lost both of her brothers at the same time. Secondly, Antigone believed that her decision was following divine justice. For example, she once said to Creon â€Å"Your order was outrageous. And lastly, she has been arrested and put into a cave for following her sense of justice has led to the downfall of Antigone. Despite the fact that Creon has taken back his words and fix what he did, everyone has died and hence, the audience’s demand for justice is not satisfied. 2. Referring to at least three tragic elements, determine whether Creon or Antigone is the more tragic hero(ine). According to â€Å"Once upon a Greek stage†, we can determine that Creon is definitely the more tragic hero than Antigone via some elements: hamartia, hubris and catharsis.First, hamartia is basically when Creon suffered greatly because of his actions. That caused the lost of his family and the support of his country. Next, the tragedy concept of hubris is largely demonstrated through Creon. For instance, as the king of Thebes, the people all looked to him for the answer. This made him believed that he was always right and everything had to go in the way he wanted to: â€Å"I am King of Thebes, Antigone. I have a duty as a monarch. Moreover, he also believed that his decision was right in the punishing of Antigone, despite that fact that she was engaged to Haemon, Creon’s son. â€Å"A broken law is a broken law, and lawbreakers must be punished. Antigone will be no exception. † In this case, his sense of pride was the tragic flaw that led him to his downfall. At the end , Creon finally realized that his pride has brought everything down, and also was the cause of his family’s death. Comparing to Antigone, in the end of the story, she still did not realize her faults and thought everything she did was following divine justice.About Creon, he was able to realize his mistakes at least, and this showed the tragedy of catharsis. The moment when he lost his wife and his son, it responded the sense of pity. Not only that, the sense of divine justice performed when he announced burying Polynices. Eventually, the conflict of the play developed him to be the more tragic hero than Antigone. 3. What universal truth is discussed within the play â€Å"Once upon a Greek stage†, and what implications result from this message? The play â€Å"once upon a Greek stage† contains a couple of universal truths.The fight between two blood brothers for the throne points out that family may not always support each other. Furthermore, Creon, uncle of Anti gone, has acted cruelly to Antigone and Polynices; once again justify the truth above. Both Polynices and Eteocles have done wrong but only Eteocles was buried. It points out the universal truth that life is not always fair. It implies that sometimes, you might not get what you deserved, and that luck plays a vital role in life. In conclusion, â€Å"Drama is a fine way of teaching a universal truth. † – Aristotle.

Loot Plot summary Essay Example

Loot Plot summary Essay Example Loot Plot summary Paper Loot Plot summary Paper The play begins in the afternoon in Mcleavys house. A coffin stands in the room. Mcleavy is on stage mourning his wifes death. Fay enters and begins the farce by being insensitive and inappropriate for the situation. Dealing with religion, sex and death; the first two pages sets the farcical scene. Fay suggests Mcleavy, after three days of being a widower, find a new wife. Fay describes someone like herself as the perfect candidate for Mcleavys second wife. Hal enters the room he opens a wardrobe and then re locks it. Mcleavy questions what is inside but Hal moves the topic of conversation along. Mcleavy leaves to look at a wreath. While Fay and Hal converse we learn of Hals illegal past and activities. Hal also introduces us to Dennis his friend who we meet later. Hal tells us he works for an Undertaker. Mcleavy re-enters and tells us of a bank robbery where thieves got away with a fortune. The bank is described as the one next to the Undertakers. The scene is setting out the story and the missing money is becoming the centre of concentration. Dennis arrives with the cars. They ask about the damaged caused to the Undertakers in the robbery. Mcleavy and Fay leave the room and Hal and Dennis are left. Suspicions are proven to be right as Dennis explains to Hal the trouble hes had with the police. Hal reveals the plan of hiding the money in the coffin. Hal finds out Dennis has been having sex with Fay. Dennis tells Hal he would like to marry her, its the one thing I havent tried. Fay and Mcleavy re-enter the room. Fay places the ten commandments on the coffin because she was a great believer in some of them. Hal and Dennis lift the coffin and exit. Truscott then soon enters pretending to be attached to the metropolitan water board. Mcleavy is asked to go and find his water mains. Truscott acquires Fays handwriting, which he uses for evidence later on. Mcleavy enters and tells Truscott where the mains is, Truscott goes off to find it. Hal comes back and reports a flat tyre and therefore a delay of the funeral. Dennis enters and leaves with Mcleavy. Hal and Faye are left while they go to the funeral. She insists he opens the wardrobe where his mothers corpse is. She ask him what is in there and he admits straight away. She ask where the money is and he admits straight away. Fay gets in on the deal she demands her 33. 3% to help Hal get rid of the body. Fay undresses the body during the melee of this Truscotts shadow can be seen at the door. He knocks on the door. Hal cleans away the clothes and Fay lets him in. Truscott looks in the wardrobe but the body is elsewhere now. Truscott sees the body but believes it to be a dummy for a sewing exhibition. Truscott expects Hal of the robbery and tries to beat an answer out of him. Fay reports an accident and Mcleavy enters. There was a crash and the money has been brought back to the house. Mcleavy and Truscott leave to fetch an image of the pope. Dennis is told of Fays involvement he asks her to marry him. Truscott questions Dennis involvement and the act ends with Dennis hurrying out with the corpse and Truscott finding a glass eye on the floor. Truscott is examining the eye under a magnifying glass. Mcleavy and Fay enter. Truscott tries to explain something to Mcleavy when Hal and Dennis burst in with the corpse, Truscott still believes it is a dummy. Truscott explains he is a police officer. He explains he is not only looking for the robbers but the murderer of Mrs Leavy. Truscott finds a book called The trial of Phyllis Mcmahon. Nurse accused of murdering her patient He stares hard at Fay. He takes a page from the book. The page shows the killers handwriting and he matches it with the example he got from Fay earlier. Truscott cant prove anything and believes the eye he found was from the dummy. Mcleavy sees the eye and knows it is his wifes. Hal claims to of given it to Fay. Mcleavy opens the coffin to put the eye back, when he opens it he falls back as if to faint. The lid is replaced before Truscott sees inside. Finally the coffin breaks and money falls at Truscotts feet. Truscott is bribed with 25% of the money. Truscott then has Mcleavy arrested as he doesnt want in on the deal and wants Truscott arrested. The play ends with Fay finally accepting Dennis offer of marriage. Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Geoffrey Chaucer section.

Richard Surname Meaning and Family History

Richard Surname Meaning and Family History Derived from the given name Richard and meaning powerful or brave, the Richard surname is Germanic in origin, composed of the elements ric, meaning power and hard, meaning hardy or brave.   Richard is the 6th most common last name in France. Surname Origin: French Alternate Surname Spellings: RICHERD, RICKARD, RICARD, RICKARD, RICHARDS, RITCHARD, RICHARDSON, RICHARDSSON, RICQUART, RIJKAARD, RICKAERT, RYCKEWAERT Famous People with the Surname RICHARD Maurice  Richard -  Canadian ice hockey star; first NHL player to reach 50 goals in a seasonCliff Richard  - British film actor and singer; dubbed the British Elvis PresleyAchille Richard - French botanist and physicianÉdouard Richard   - Canadian historian and politicianÉtienne Richard  - French composer and harpsichordistFleury Franà §ois Richard   - French painterJules Richard  - French mathematician who stated Richards paradoxPaul Richard - Mayor of New York, 1735–1739 Where is the RICHARDSurname Most Common? According to surname distribution from  Forebears, the Richard surname today is interestingly found in the greatest numbers in Tanzania, where more than 90,000 people bear the surname. It is also extremely common in France, ranking as the 9th most common last name in the country, and Canada, where it ranks 58th. Richard is the 511th most common surname in the United States. Surname maps from  WorldNames PublicProfiler  indicate the Richard surname is by far the most common in areas with at least a partial French-speaking population, including New Brunswick and Prince Edward Island in Canada, Louisiana in the United States, and the regions of Pays-de-la-Loire, Nouvelle-Aquitaine  (formerly Poitou-Charentes), Lorraine, Bourgogne-Franche-Comtà © (formerly Franche-Comtà ©), Centre, Bretagne and Champagne-Ardenne in France.   Genealogy Resources for the Surname RICHARD French Surname Meanings and OriginsDoes your last name have origins in France? Learn about the various origins of French surnames and explore the meanings of some of the most common French last names. How to Research French AncestryLearn about the various types of genealogical records available for researching ancestors in France and how to access them, plus how to locate where in France your ancestors originated. Richard  Family Crest - Its Not What You ThinkContrary to what you may hear, there is no such thing as a Richard  family crest or coat of arms for the Richard surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male line descendants of the person to whom the coat of arms was originally granted. RICHARD  Family Genealogy ForumSearch this popular genealogy forum for the Richard  surname to find others who might be researching your ancestors, or post your own Richard query. FamilySearch - RICHARD  GenealogyExplore over 12 million  results from digitized  historical records and lineage-linked family trees related to the Richard surname and variations on this free website hosted by the Church of Jesus Christ of Latter-day Saints. DistantCousin.com - RICHARD  Genealogy Family HistoryExplore free databases and genealogy links for the last name Richard. GeneaNet - Richard  RecordsGeneaNet includes archival records, family trees, and other resources for individuals with the Richard surname, with a concentration on records and families from France and other European countries. The Richard Genealogy and Family Tree PageBrowse genealogy records and links to genealogical and historical records for individuals with the Richard surname from the website of Genealogy Today. - References: Surname Meanings Origins Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998. Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003. Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003. Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997. Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997. Back toGlossary of Surname Meanings Origins

Analyze the advantages and disadvantages of in corporating a Essay

Analyze the advantages and disadvantages of in corporating a business., and Concept of Limited Liability - Essay Example The reason that corporations are able to offer limited liability is because a corporation is considered a separate legal entity (Weygand & Kieso & Kimmel, 2002). Choosing the corporation over other types of business structures has other advantages. The corporation is the best business structure for entrepreneurs that are looking to raise capital. The way that the corporation allows its owners to raise large sums of capital in shorts amounts of time is through the sale of common stocks. In order for a corporation to sell common stocks it must become a public corporation registered in the Securities and Exchange Commission (SEC). Once a corporation becomes public its common stocks become a very liquid asset that is traded in open markets such as the New York Stock Exchange (NYSE) or in the over the counter market known as NASDAQ. Choosing the corporate form can also help managers obtain better benefits from governmental institutions in the form of incentives. One of the main disadvanta ges of the corporate form is double taxation. References Allbusiness.com (2011). Advantages and Disadvantages of Owning a Corporation. Retrieved June 28, 2011 from http://www.allbusiness.com/business-planning/business-structures-corporations/686-1.html Weygandt, J., Kieso, D., Kimmel (2002). Accounting Principles (6th ed.).

Acoustic emission Essay Example | Topics and Well Written Essays - 1750 words - 1

Acoustic emission - Essay Example nown as AE sensors and the substance is normally left un-impacted since the energy emanates from the location of the occurrence and therefore there are no requirements for any energy from the outside environment (Jolly, 78). One of the most powerful means used in ascertaining the substance’s (those succumbed with stress) internal alterations and tendencies is the acoustic emission (AE) testing. The tool basically an efficient method of determining the changes caused from the breaking of fibers, cracks elongations, other instances of on-going destruction taking place in Substances that are stressed, and so on, by simply detecting and changing into electric impulses these waves of sound produced. In other words, this is simply to allude that substances which are under some stress usually scream or talk and the AE testing tool comes in handy in ‘listening’ to these sounds and noises (Scruby, 124). The pioneer AE testing was performed by the U.S Navy in 1961 in the industry of the Aerospace. The goal of this study (hydrostatic testing) was to determine the Polaris rocket’s efficiency and a decision was later struck to employ equipment for the analysis of the level of sound, a tape recorder and contact microphones upon the detection of sounds that were audible. Additionally, at the Testing Station for the National Reactor in the onset months of 1965, the AE was successfully put into use by surveyors who were striving to find ways of ascertaining the nuclear reactors’ coolant losses. From that time onwards, the acoustic emission has been used with much success in monitoring things such as the wear of tools, wears in engines, failures in civil structures, growth of fatigue, the integrity of structures and the escalation of tear in laminates of composite kinds (Scruby, 200). Changes in temperature, when welding is taking place, usually cause between the base material and the weld stresses where in certain instances there are observed small cracks. In 1969, Dr.

Recycling Research Paper Example | Topics and Well Written Essays - 2250 words

Recycling - Research Paper Example In recent times, recycling and taking care of our environment as a whole is critically a big thing. While reusing our wastes seems to be the best method, often times this proofs to be a difficult task. Just everyone has a clear understanding that our environment is in way endangered. Of serious concerns is the amount of waste we put in the air, ground and water all year round. Looking at the world many places have been and continue to be, polluted garbage, toxic wastes and radioactive wastes (Shaufique, Sidique, & Joshi, 2010, p. 247). Recycling does come in handy in our today world of wastes. Many still might not know the importance of recycling and its help to our environment today. Of interest though is that recycling appears to be a concept generally introduced recently, but in actual terms recycling has been around for thousands of years. Before the introduction of the industrial age, people around then couldn’t make goods in a quicker and most convenient way. As a result this forced them to practices some form of recycling. During this error large scale recycling was at its rear existence due to technological limitation experienced. With the introduction of mass production of the industrial age comes along with utmost need to practice large-scale recycling (Shaufique, Sidique, & Joshi, 2010). It’s human nature that once products are available and purchased cheaply, then it makes sense to them to simply throw old items and pick new ones in that order. Sincerely this culture of simply disposing goods any how creates a number of environmental problems. Myths of Recycling The whole idea of recycling is not that wholly accepted, there are a lot of myths surrounding buying and uses of recycled products. This includes: Recycled products being hard to find in the market- well it used to be true but not anymore, as there are a lot of recycled products in our immediate vicinity, assumptions that recycled papers aren’t as good as non-recycled pa pers- as of today there is no big difference between recycled and non-recycled paper and recycled outputs costing more money- it clearly used to be the case sometimes ago especially on some materials but this is not the case recently actually today most recycled products are often cheaper than those from non-recycled products (Shaufique, Sidique, & Joshi, 2010). Additionally, Inferiority in recycled products quality- this is actually not the case, on the contrary recycled products have high qualities and are more reliable. In today’s world human beings are in way making many environmental ethics decisions in some broader formality. This includes: Decisions as to whether to continue to clear our forests all in the reason of human consumption, decisions as to whether to continue propagating life and the entire species altogether and decision as to whether in present world we continue to make more gasoline powered vehicles. Others include decision regarding human abilities to sa feguard the environment for incoming future generations and most importantly how best should human being use and generally at the same time conserve the space environment for security and expansion of life (Martin, Williams, &

Psychological Contracts And Boundaryless And Protean Careers Management Essay

Psychological Contracts And Boundaryless And Protean Careers Management Essay Introduction The way in which academics are treating careers has evolved greatly over the last 30 40 years. In a traditional career model a workers portfolio generally consisted of one, maximum two firms and progression within these was expected to be linear (Levinson, 1978; Super, 1957). Achievement was awarded internally within the organisation and was generally measured in upward promotion and salary payments. (Hall, 1996). The premise of the psychological contract between an organisation and its employee has often been used as a means of analysing changes in the employment relationship (Sturges 2005). The psychological contract has been defined as an individuals beliefs, shaped by the organization, regarding terms of an implicit agreement between the individual and the organization (Sturges 2005) One of the most frequent arguments is that the traditional ideology of job security in return for job effort, or an organizational career in return for loyalty and hard work, has been diminished due to changes in organisations structure such as downsizing, de-layering and outsourcing (Guest, 1998). Miles Snow (1996) also noted that the tall, multi-layer, functionally organized structures characteristic of many large companies have changed Academics and practitioners have noted the importance of re-evaluating the nature of career attitudes (Arthur Rousseau, 1996; Hall, 1976) in a hope to create better understanding and models to map its progression (Sullivan 1999) Relevant literature heralds two new paradigms for the use in examining careers. The Boundaryless career (Arthur Rousseau, 1996) and the protean career (Hall, 1976,2002). As a result of the changing environmental conditions it is theorised that employers can no longer offer lifetime employment (Sullivan, 1999). Therefore these models offer an alternative way to look at careers, careers that become self managed and self influenced and are not bound by any one organisation or indeed industry (Arthur Rousseau, 1996; Hall, 1976) In this work I will begin by looking at the changing nature of the psychological contract looking at employees perceived obligations towards them and how these effect the employer/employee relationship. I will then examine how the changing nature of this relationship has led to the rise of the new Boundaryless and Protean career. I then intend to look at the relationship between the two paradigms before continuing on to look at the limitation regarding current work in the field Discussion Early work on the nature of careers and psychological contracts began in the late 50s and was heavily influenced by the adult development work such as that by Donald Super (1957) and Daniel Levinson (1978). It is argued that the psychological contract between and employee and the employer which contains the perceived terms and conditions that are not noted in the written employment contract (Rousseau, 1989), has undergone major changes. As a result employers and employees are now looking at new forms of career relationships. Levinson (1978) saw the psychological contract as a series of mutual expectations of which the parties to the relationship may not themselves be dimly aware but which nonetheless govern their relationship to each other. Working by the traditional psychological contract, employees were seen to exchange loyalty and commitment for long term or lifetime employment from their employer. However under the newly theorised contract, employees exchange their good performan ce for marketable skills and personal development (Rousseau Wade-Benzoni, 1995). Part of the problem in analysing the changing nature of psychological contracts as identified by Guest (1998) is that by their very nature these contracts are perceptions, expectations, beliefs, promises and obligations A view supported by Rousseau, (1995) who described the psychological contract as a promise made and a consideration offered in exchange for it, binding the parties to some set of reciprocal obligation One problem as identified by Guest (1998) is that the terms expectations and beliefs hold different values to the term obligations. As Guest states failure to meet expectations is rather different than failing to meet obligations as expectations and beliefs are derived from social norms whereas obligations are perceived promises and entitlement. Sturges et al (2002) theorised that over time an employee feels that they are owed more from an organisation due to the time they have invested into staying with them and therefore the perceived employer obligations grow whilst t he employee perceives their obligations as diminishing. A further problem when looking at work relating to the psychological contract is that, as identified by Arthur and Rousseau (1996), who note that only three recent works have approached the subject of the changing in nature of the traditional organizational career boundaries. One of these limited few studies was conducted by Altman and Post (1996) who investigated 25 Fortune 500 executives to examine their perceptions on the altering work relationships. The findings showed that executives recognised the phasing out of the traditional style contract and recognized a new form of contract (Sullivan, 1999) which built on employability and employee responsibility, as opposed to security and a paternalistic style. Despite the enthusiasm by some for the new form of relationship some studies have shown that employees do still expect to receive some form of career support from their management (Sturges, Conway Makenzie., 2002). This theory is also supported in work by Robinson, Kraatz Rouss eau (1994), who suggested that the level of an employees commitment to an organisation, was a result of the employees perceptions of their obligations to organizations and the degree to which they are reciprocated rather than from attachment, loyalty, or satisfaction, as has been most frequently suggested (Robinson et al 1994). Sturges et al (2002) and Robinson et al (1994), also agree that perceived violations of employer obligations leads to a decrease in the importance an employee places on their obligations. A further problem to the psychological contract notion is that a contract breach is a very subjective matter (Robinson 1994, Rousseau and Wade-Benzoni 1995). Robinson (1994) identifies that it is not important if an actual breach took place but rather if an employee perceives a breach to have occurred. A widely mentioned term in literature relating to psychological contract is trust (Robinson et al,1994). Robinson notes that trust can have a great significance on how a person perceives the actions of his employer and states that breaches in trust relate to judgments of integrity and beliefs in benevolence-that in turn reduce employees contributions. However other than Robinsons limited survey there is little to no empirical evidence in relation to the trust relationships between employees and employer. Critics of the psychological contract model contest the usefulness of current literature claiming it adds little to the field (Guest 1998, Robinson et al 1994). Some literature states that the effects of psychological contract breach can be treated as unmet expectations (Guest 1998). Should this assumption be true physiological contract breach research merely mimics prior research relating to unmet expectations (Robinson et al 1994). However, those that support the psychological contract paradigm suggest that differing from unmet expectations a breach of this contract will lead to erosion of trust and the foundation of the relationship between the two parties (Robinson et al 1994) this view is also supported by Rousseau (1996) and Sturges et al (2002). Unfortunately research on psychological contract breach is still itself relatively new and again there is little empirical evidence. What evidence there is will be fairly modern and there is now way to analyse a change over a longer pe riod of time making it difficult to comment on past trends. As stated above the apparent change in psychological contacts has great significance in new career patterns and organizational commitment. Employees are now viewed as a less adaptable resource for organisations and more active investors of their personal human capital (Gratton Ghoshal, 2003 as in Fernandez et al 2008).They will also gain responsibility for some level of career management including the seizure of opportunities and advanced learning with the aim to improve their future marketability (Sturges et al 2002). The changing nature of the business environment, including the globalisation, de-layering and highly competitive markets (as mentioned in my introduction) led to the appearance of new models for the modern career and organisations; The Boundaryless career (Arthur Rousseau, 1996) the protean career (Hall, 1976, 2002) as well as the Boundaryless organisation. Handy (1989) theorises one such configuration in the three leaf clover. The first leaf (the most important for survival) is core staff consisting of managers, professionals and technical staff. These staff are expected to invest personally in the organisation and have high commitment levels. The second leaf is contractors consisting of specialist companies who can normally do jobs such as distribution much more quickly and efficiently than in house. The third leaf is made up of the contingent labour force such as part time workers and temporary staff who act as a buffer for the core workers. The benefit of looking to examine an o rganisation in this way is that it enables managers to get a broader picture of the business environment and to be more flexible (Mirvis Hall 1994). Workers can be re-arranged and re-assigned and would hit the floor running (Mirvis Hall 1994) Extrapolating from the Boundaryless organisation these new career models aim to reflect the changing nature of the organisational relationship and psychological contract. Whilst the traditional career was seen as a paternalistic culture of vertical linear progression within just one or two organizations and measured by promotions and pay rises(Levinson, 1978; Super, 1957); the Boundaryless and protean models highlight the need for the individual to actively manage their own career, learning and psychological success. Workers who have protean career attitudes have been described as being intent upon using their own values (versus organizational values for example) to guide their career (values-driven) and take an independent role in managing their vocational behaviour (self-directed) (Fernandez et al 2008). In contrast, a worker who did not hold protean career attitudes would be more likely to be influenced by external values and would be more likely to look for external guidance and direction in their career choices as instead of being more proactive and independent (Mirvis Hall 1994,Hall 2002, Fernandez et al 2008) . Whilst those that show signs of leading a protean valued career style might show signs of greater openness to the idea of mobility and continuous learning, some theorists suggest that mobility and learning may be correlates of a protean career, but not necessary components of it (Fernandez et al 2008). It has been said that a worker considered to be following the Boundaryless career model navigates the changing work landscape by enacting a career characterized by different levels of physical and psychological movement (Sullivan Arthur,2006). While there may be some complementary features of the two models, many treat protean and Boundaryless career models as separate but related ideas. That is, a person could display protean rationales, making self directed and motivated career decisions, yet not follow a boundary crossing path. However, a person could hold a Boundaryless mindset but chose one organization to paternalistically guide their career (Fernandez et al 2008, Hall 2002) A Boundaryless career is viewed as independent from, rather than dependent on, traditional career arrangements (Arthur Rousseau, 1996), as it goes beyond the boundaries of an individual employment setting, involving both physical and psychological (objective vs. subjective) areas of mobility (Briscoe Hall 2005). The Boundaryless career is conceived by assuming that organizations are no longer capable of giving workers the traditional career path including stability and progression in exchange for commitment and hard work (Arthur, 1994; Arthur and Rousseau, 1996). As a consequence academics have identified the end of the traditional career where a person aims to progress through a company gaining power, notability and financial reward and predict workers following a more individualistic approach to goal setting and personal assessment (Arthur and Rousseau, 1996). The Boundryless career has been said to be the opposite of the Organisational Career (Arthur and Rousseau, 1996; Rodrigues and Guest, 2010). Arthur (1994) described in his original work 6 potential aspects of permeability and mobility across organisations: The most prominent [meaning] is when a career, like the stereotypical Silicon Valley career, moves across the boundaries of separate employers. A second meaning is when a career, like that of an academic or a carpenter, draws validation and marketability from outside the present employer. A third meaning is when a career, like that of a real estate agent, is sustained by extra-organizational networks or information. A fourth meaning occurs when traditional organizational career boundaries, notably hierarchical reporting and advancement principles, are broken. A fifth meaning occurs when a person rejects existing career opportunities for personal reasons. Perhaps a sixth meaning depends on the interpretation of the career actor, who may perceive a Boundaryless future regardless of structural constraints. A common theme to all these meanings is one of independence from, rather than dependence on, traditional organizational principles. (Arthur, 1994). One limitation of the idea that Boundaryless careers are the opposite to Organisational careers, is that it oversimplifies the changes in modern career patterns (Rodrigues and Guest, 2010). Moreover as identified by Rodrigues and Guest, (2010) Arthur places great emphasis on the notion of movement across organisational boundaries. Whilst transitioning across organisational boundaries is the defining feature of the new Boundaryless model, works such as Arnold and Cohen (2008) note that this organisational movement is not incompatible with the more traditional model of careers (Sullivan 1999) . Sullivan (1999) also notes that there is evidence to support the idea that this kind of mobility in the boundryless model is already present in America, and was empirically documented in a period perceived to be dominated by the traditional career style. Another study covering areas of career mobility looked at a selection of workers between 1957 and 1972, Topel and Ward (1992 as in Sullivan 199 9) who conducted the study demonstrated that during this period the workers followed (who were based in the states) had held an average of 10 jobs during their careers. Sullivan (1999) also identified a similar study by Hashimoto and Raisian (1985 as in Sullivan 1999) conducted in Japan, (an area often associated with the traditional one company career) found that workers there also had multiple employers over their careers. When Arthur Sullivan (2006) sought to further clarify the concept, and said career mobility can include the physical and/or psychological mobility, they also stated that mobility can be across many levels such as occupational, organisational and cultural(2006). However as noted by (Rodrigues and Guest, 2010) this amendment means that unless there is complete career immobility it is difficult not to classify any career as potentially Boundaryless. (Rodrigues and Guest, 2010) Baker and Aldrich (1996) constructed a measure for the Boundaryless career, they claim that for a career to be truly Boundaryless it would have to rank highly along three career dimensions. These dimensions consist of; number of employers, extent of knowledge accumulation, and the role of personal identity. This model places high value on marketable skills and a high personal identity which are rated just as highly as an employees mobility, ratings on these factors can help to determine whether a person is truly acting on the Boundaryless career. Along a similar line DeFillippi and Arthur (1996) derived a competency model, stating that those following a Boundaryless career build a portfolio of career competencies, this can be achieved by using DeFillippi and Arthurs knowing-why, knowing-whom and knowing how model of career enhancement. Eby et al. (2003) later built on DeFillippi and Arthurs (1996) work and sought to provide empirical evidence supporting it. Eby et al (2003) found tha t the knowing-why, knowing-whom and knowing-how competencies are important indicators of success of ones Boundaryless career. There have also been calls from writers such as Bird (1996) AND Fernandez et al, (2008) for a rethink and re-modelling of career ideas based on knowledge economies and personal knowledge obtainment. While some authors and their work have chosen to look at Boundaryless careers solely examining the physical re-arrangement of the working environment (Fernandez et al 2008) Sullivan and Arthur (2006) advocate the viewing of mobility across two planes, the physical and psychological when conducting research into careers. In her wide ranging literature review on the subject of careers Sullivan (1999) and later Sullivan Arthur (2006) look at what empirical evidence currently exists. Sullivan found that only sixteen studies examined mobility across physical boundaries, whereas only three studies focussed on the relationships across these boundaries (Sullivan Arthur, 2006). Similar findings to that of Sullivan are noted in the work of Briscoe et. al. (2006) who gave empirical evidence for the implementation of both the Boundaryless mindset and organizational mobility preference. Under the new form of psychological contract workers are said to display low levels of both loyalty to an organization and low levels of organizational commitment, what loyalty and commitment that does exist is under the condition that the organisation provides them with opportunities to advance their marketability through training and development (Rousseau Wade-Benzoni, 1995). Gunz (2000 as in Rodrigues Guest 2010) also noted how in a study by Zabusky and Barley (1996) of technicians, they found that the technicians placed greater value on growth and challenging work than they did on promotions. The companies who employed the technicians however had no systems in pace to offer this to them. As Sullivan (1999) identified, the study shows how individual career strategies must be considered within an organizational business strategies. The study also noted the problems of transforming from a culture of advancement (traditional career model) to a culture of achievement (Boundaryless c areer model) (Sullivan 1999). Large volumes of work centred around the changing psychological contract and the Boundaryless career model often gives great prominence to the positive aspects, such as increased opportunities for growth and job challenge (Sullivan (1999). Comparatively lesser amounts (Hirsch Shanley,1996 as in Sullivan 1999) have been focused on the downsides of the model, such as the problems underemployment and the possible reduction in organizational learning and personal development (Sullivan, 1999). One such piece on the negative aspects suggested that Workers who transfer into unrelated occupations often suffer from lowered status and reduced earnings (Markey Parks 1989). As previously mentioned some researchers like to separate the notions of the Protean and Boundaryless careers, However others such as Hall, (1976, 2002) note that those who follow a Boundaryless career approach often have Protean attitudes that help them navigate the organisational landscape. Hall notes that a Protean approach represents a self driven and self motivated approach to managing a personal career, which also builds on values such as freedom and adaptability (Hall, 1976, 2002). Baruch (2004)(as in Fernandez et al 2008) noted that the protean career was: a contract with oneself, rather than with the organization, as individuals take responsibility for transforming their career path, in taking responsibility for their career. Hall (2004) and Hall and Chandler (2005) concluded that the staple parts of the Protean orientation paradigm are: freedom, growth, professional commitment, and the attainment of psychological success, through the pursuit of meaningful work Fernandez et al (2008) Briscoe Hall (2006) identify the potential psychological implications of being highly Protean career driven in their work, they define someone truly Protean driven as on a quest to define meaning and success through the career (Briscoe Hall, 2006) In further research relating to personal Protean career management King (2004) found that being personally in control of ones own career and growth can lead to favourable psychological satisfaction, improved self-efficiency and personal well-being , if ones career goals are met. Further more in the work of Fernandez et al (2008) they identify that Seibert et al. (2001) and Crant (2000) (Bothe found in Fernandez et al 2008) also support the work of King (2004), as their findings suggest that individuals who have a proactive disposition achieve extrinsic career progression and internal satisfaction with their careers Fernandez et al (2008). Arthur (2009) too notes the importance of factoring into work environments and relationships the ability to meet personal goals which would generate both greater productivity and greater career satisfaction for the workers involved As a result of the work on Protean careers further work by Wrzesniewski and Dutton (2001) and Wrzesniewski et. al. (1997) (found in Fernandez et al, 2008) created the idea of career management though job crafting, this notion involves treating employees as creative identity builders (Fernandez et al, 2008) who use personal networks and support from others to achieve own career milestones. Whilst there are high levels of work relating to the potential for workers with protean attitudes, like the work on the Boundaryless model there appears to be little amounts of research relating to the downsides of the protean model, such as the effects of failing to meet personal goals and setting realistic personal goals. As the burden of ones career shifts away from the organisation and falls into the hands of the individual, networking plays an important role in the life of a self driven career (Arthur Rousseau, 1996, Sullivan 1999). The ability to form personal networks aids and supports the process of job mobility and accelerates personal development and job learning (Sullivan 1999). Networking as a tool allows an individual to extend their presence into wide ranging social circles and thus potentially increase job opportunities (Forret and Dougherty, 2004).Sullivan (1999) identifies that existing organisational structures do not support networking activities, therefore individuals forced out of a traditional organisational structure may experience problems in adapting to the new form of career paths. While networking abilities vary from person to person, it has been found through research (Forret and Dougherty, 2004) that networking benefits men more than it does women due to mens perceived abili ty to more effectively influence social groups. Sullivan (1999) also covers in her work the problem and limitations in research relating to women in the changing nature of employment. The high levels of women in part time work and work that is not classed as core workers could be creating an imbalance in research relating to Boundaryless and protean careers. Future research could look into if the increased family commitments of women effect their progress through the two forms of career. Whilst there is much literature being produced relating to the Boundaryless career not everyone is convinced of the evidence supporting it. As Gunz et al write: the trouble with the Boundaryless hypothesis is that it is still just that, a hypothesis (2000). They also note that while some authors advocate that organisational boundaries are diminishing it might just be that the nature of the boundaries are shifting/altering. Gunz et al note that boundaries, rather than disappearing, are becoming more complex and multifaceted. In fact they claim that boundaries of some sort are inevitable. Aurthur (2006) also notes that the much on the subject of Boundaryless careers often focuses on intra-organizational as opposed to inter-organizational changes. A further lack of research has been done on what Arthur (2009) identifies as the lack of legal status and protection mobile workers have under present employment law. Also as identified by Defillippi Arthur 1994 most research has been conducted on what they refer to as core workers and there is little empirical or theoretical work on non-core workers such as part-time and seasonal staff and their employment and career paths. Sullivan 1999 also notes that there has been very few empirical studies relating to the choices made by workers other than new graduates (such as in the work of Arthur and Rousseau (1996)). Although younger workers may provide greater data sets, as the most frequent movement across occupations occurs during the earliest years of a persons working life (Mergenhagen 1991 as in Defillippi Arthur,1994) The reason for this early career movement is suggested to be because younger workers have made fewer career specific investments and therefore feel less committed (Defillippi Arthur,1994). Whilst explaining why much research is conducted on younger workers this argument from Defillippi Arthur also support the earlier theories of Sturges et al (2002) as mentioned above regarding employees increased commitment over time. If the theories regarding younger mobility hold true then as the worlds workforce ages and in Asian areas such as china where there is already and aged population trends of increased job tenure would be expected. This is one area of future possible research. The lack of research conducted during adulthood, despite evidence that adults are making occupational choices throughout their lifetimes (Arthur Rousseau, 1996); proves to be a problem, as relatively little is known as to what motivates these cross organisational movements (Sullivan 1999). Whilst the concept of Boundaryless careers centres on the idea of workers easily moving between various organisations statistical data from Robinson (1997) shows no dramatic increase over the past 20 years in either job movement or job loss. A view supported in the work of Guest (1998) who found that time spent in organizations and in jobs has reduced only marginally, if at all, in the past 20 years, however he does speculate that a reduction in male workers tenure could be hidden by a rise in that of female workers. Rodrigues Guest (2010) also note that research into job stability trends has also been hampered by the variation in non-response rates and changes in the wording of the questions thu s making it difficult for long term trends to be identified. Briscoe et al (2006) notes a further problem in current research where some employees display strong attitudes of Boundaryless and protean models, yet they have no desire for physical mobility. This occurrence identifies a potential flaw in the way the two paradigms are defined and emphasises the need for greater care in outlining the premise. Failure to accurately define the notions could lead to problems in the adaptability of the model. Furthermore, lack of accurate definition could affect the relevance for researchers if the models cannot accurately put to use on real life situations. (Briscoe Hall, 2005, Fernandez et al, 2008) Fernandez et al, 2008 have also described what they see as researchers inability to fully explain their empirical findings with the protean and Boundaryless metaphors as already happening, which according to Briscoe Hall (2005) is causing a slight rumbling and backlash against the two paradigms. Conclusion As demonstrated in this work there are large and ever increasing amounts of work relating to the changing nature of employment relationships and career patterns. In the past decade the field of careers has produced much work to support the understanding of managers and employees regarding the employment and career relationships. No doubt thanks to recent global economic problems we can expect to see yet more work released over the coming few years. As discussed the changing nature of the relationships between employees and their employer has had significant coverage, however I identify 2 areas where there is potential for future research. The first of which was in the trust relationships between employees and employer. Further research on this area can help to further the psychological contract understanding and its values. A second area of research concerns the perceived value of contract breach. Whilst there is work concerning this matter as noted there is little empirical evidence of the consequences and frequency of this breach. Within the model of the Boundaryless career there is room for further research regarding the nature of people changes. Current work is focused from an organisational point of view and much research is quantitive. As a result there are few studies relating to what motivates people to make changes and whether the motivator affects the magnitude of change. Furthermore varying and dilute definitions of the Boundaryless career have been noted as a potential problem for future researchers, a re-conceptualisation of the definition may make it more adaptable in future. Whilst work on the protean career gives good explanation of its potential benefits, like the work on the Boundaryless career, little evidence has been published of potential problems and downsides of the model. An area for future research could include work on the consequences of failing to meet personally set objectives or how effective/inhibitive self critique may be for an individual. A further area to look into that is currently under represented in the literature is that of the non core workers, such as part time and temporary staff. This group is made up also of a disproportionate amount of women which would need to be taken into account when analysing the findings. The final area of indentified research relates to the current abundance of empirical evidence relating to young, often newly graduate workers and their career mobility choices. Whilst I have mentioned that this group is most prevalent to making cross-organisational career movements they are over represented in the l iterature meaning there are few studies on older workers. This has consequences for geographical and industry areas with an ageing population as career trends may be different to that of younger organisation or region. To summarise there is much useful and thought provoking work relating to the changing nature of careers and its applicability to nearly the whole of the population and all business makes it a fascinating area for reading and research. The continuing environmental changes and ever increasing literature means that changes and progression in the subject are likely to be fast paced and wide ranging. References List Altman, B. W., Post, J. E. 1996. Beyond the social contract: An analysis of the executive view at twenty-five larger companies. In D. T. Hall (Ed.), The career is dead long live the career: 46-71. San Francisco: Jossey-Bass Arnold J, Cohen L (2008) The psychology of career in industrial and organizational