Ritual Practices in Neolithic Levant, Mesopotamia, Near East

Changes of Ritual Practices in Neolithic Levant Throughout Mesopotamian history humans found ways of relating to the world through the environment and supernatural entities. When we study the relationship Mesopotamians had with their world, we see a symbolic system of communication that developed from ideology and belief systems. These symbolic systems of communication can be called â€Å"rituals†, which were created differently in different areas and time periods, and which were always changing. As defined by Firth (1951), ritual is â€Å"a kind of patterned activity oriented towards the control of human affairs, primarily symbolic in character with a non-empirical referent, and as a rule socially sanctioned† (p. 222). Using archeological†¦show more content†¦New evidence of ritual activity in the PPNB comes from the cult buildings/shrines and temple/sanctuary structures. Specifically, the circular cult buildings were small, suggesting they were not avail able for everyone’s use. And the temple/sanctuary may have been for use by most, if not all, of ‘Ain Ghazal residents—represented by its large terrace wall and the large amount of labor needed for its construction (Rollefson, 2000, p. 175). Ritual traditions are evidenced to have changed quite dramatically from PPNB to PPNC through burial practices. Five prominent changes occurred: 1) decapitation of the deceased no longer occurred; 2) subfloor burials did not occur past the early PPNC, and instead burials were in courtyards; 3) there was a nearly equal number of primary and secondary burials which Rollefson says is suggestive of a large part of the village population as only part-time residents; 4) the production and use of figurines decreased dramatically, possibly indicating that individual levels of interactions with spirits decreased as a ritual practice; and 5) the pig bones found in (mostly secondary) burials may represent of the relationship the person had with animals such as full-time ‘Ain Ghazal resident farmers and pastoralists (Rollefson, 2000, p. 178-9). The last period that occurred in ‘Ain Ghazal was the Yarmukian, which had the lowest population level in over 2,000 years. OnlyShow MoreRelatedThe Birth of Civilization18947 Words   |  76 Pagesdefining trait of human beings? EARLY CIVILIZATIONS IN THE MIDDLE EAST TO ABOUT 1000 B.C.E. page 5 HOW DID control over water resources influence early Middle Eastern civilizations? ANCIENT NEAR EASTERN EMPIRES page 14 HOW DID conquest and trade shape early empires in the Near East? EARLY INDIAN CIVILIZATION page 16 WHAT INFLUENCES did the first Indus valley civilization have on later Indian religious and social practices? EARLY CHINESE CIVILIZATION page 23 WHY DID large territorial statesRead MoreArgumentative Essay on Telivision Is the Leading Cause of Violence in Todays Society9353 Words   |  38 PagesDate range Phase Era 7000 - 5500 BCE Mehrgarh I (aceramic Neolithic) Early Food Producing Era 5500-3300 Mehrgarh II-VI (ceramic Neolithic) Regionalisation Era 5500-2600 3300-2600 Early Harappan 3300-2800 Harappan 1 (Ravi Phase) 2800-2600 Harappan 2 (Kot Diji Phase, Nausharo I, Mehrgarh VII) 2600-1900 Mature Harappan (Indus Valley Civilization) Integration Era 2600-2450 Harappan 3A (Nausharo II) 2450-2200 Harappan 3B 2200-1900 Harappan 3C 1900-1300 Late Harappan (Cemetery H); OchreRead MoreNatural Dyes11205 Words   |  45 Pagesminerals. The majority of natural dyes are vegetable dyes from plant sources – roots, berries, bark, leaves, and wood — and other organic sources such as fungi and lichens. Archaeologists have found evidence of textile dyeing dating back to the Neolithic period. In China, dyeing with plants, barks and insects has been traced back more than 5,000 years.[1] The essential process of dyeing changed little over time. Typically, the dye material is put in a pot of water and then the textiles to be dyed

Adam Smith and Karl Marx Essay - 2053 Words

Adam Smith and Karl Marx Modern political economic theory and philosophy can be greatly attributed to the works of two men who seemingly held polar opposite views on the subject. Adam Smith, a Scottish philosopher, published his most well known work An Inquiry into the Nature and Causes of the Wealth of Nations in 1776 and is most often associated with the ideas and principles of the political economic system known as Capitalism. At the other end of the spectrum is Karl Marx; the German philosopher most often associated with Communism and the author (or co-author) of The Communist Manifesto. This paper seeks to discuss the core differences in their respective political economic philosophies with regards to what economic value is and†¦show more content†¦(Marx Engels, 2006, p. 2) The chief disagreement between Capitalists and Communists is who or what is entitled to ownership and the means of production. In chapter one of the second book of The Wealth of Nations, Smith defined capital as the stock (read: assets or money) that a person does not immediately consume for which the owner expects to derive a future profit. (Smith, 1909) This of course implies that the individual has possession and ownership of the capital item in the first place. Marx bestows a social aspect upon what capital is in The Communist Manifesto. Marx stated that capital is a collective product?only by the united action of all members of society, can it be set in motion. Capital is therefore not a personal, it is a social power. (Marx Engels, 2006, p. 23) In other words, capital belongs to all of the people that are needed to not only produce it, but to provide a reason for its value. One thing that Marx and Smith seems to have agreed upon is something economists call the Labor Theory of Value. While they would ultimately come to different conclusions on the use of the value, the basic assumption is this theory is that value is ultimate derived in an object from the labor necessary to produce it. (Labor Theory, 2008) In chapter 5 of book I of The Wealth of Nations,Show MoreRelatedAdam Smith and Karl Marx Essay831 Words   |  4 PagesAdam Smith, the father of economics, published The Wealth of Nations in 1776. Although it made little impact in its time, it conceptualised the economy in a radical new way: in terms of individual agents, acting out of self-interest. From an individualist perspective, he argued that people produced goods in order to make money, and made money in order to purchase goods they valued most. The exchange takes place in a market, where prices are set according to costs and the demand for the good. ThisRead MoreKarl Marx and Adam Smith Essays1386 Words   |  6 PagesKarl Marx and Adam Smith Karl Marx and Adam Smith wrote in the same time period – during the industrial revolution, where the bourgeois had risen to power by oppressing and exploiting the proletariat. The term bourgeois refers to the people in the class of modern capitalists, owners of the means of social production and employers of wage labor. The proletarians are the people in the class of modern wage laborers who, having no means of production of their own, are reduced to selling their laborRead More Adam Smith and Karl Marx Essay1267 Words   |  6 PagesThe task of political economy, Marx argued, was to understand all the presumptions within productive and social relations which made social life in a given form possible at a particular time.(Peterson,17). In some nations, as Hobbes states, the lives of the poor are nasty,brutish and short, by contrast in other nations , the poor do better within same levels of wealth. The aim of political economy is to understand the processes that produce the se differences. The two historical figures that analyzedRead MoreEssay about Karl Marx and Adam Smith: Division of Labour1117 Words   |  5 PagesKarl Marx and Adam Smith: Division of Labour A nation is just a vast establishment, where the labour of each, however diverse in character, adds to the wealth of all. Two brilliant people of their time are both respected in their views for creating a near perfect society where everyone is happy. Adam Smith, a respected Scottish political economist philosopher born in 1723, had the goal of perfect liberty for all individuals through the capitalistic approach. While Karl Marx, born in 1818Read MoreEssay on Comparing Adam Smith and Karl Marx565 Words   |  3 PagesComparing Adam Smith and Karl Marx Smith and Marx agree upon the importance of capitalism as unleashing productive powers. Capitalism is born out of the division of labour... that is, it is made possible by dividing jobs up into simple tasks as a way of increasing efficiency. By increasing efficiency, then everyone can produce more than they personally need. The extra produced can go towards the accumulation of capital, (machines, more land, more tools, etc) which will allow for even more increasedRead More Adam Smith v. Karl Marx Essay2236 Words   |  9 PagesAdam Smith v. Karl Marx Being reared in the typical capitalist community in the United States, it is much easier for me to relate to the thoughts of Adam Smith. This is not to say that I do not agree with some of the precepts of pure Communism, but like the old adage says, Communism looks good on paper, but in practice, it is completely ineffective. Historically, this form of government does not tend to succeed because of many factors. Some of these include basic economic differences, individualismRead MoreEssay on Capitalism: Karl Marx vs Adam Smith1048 Words   |  5 PagesMarx v. Smith on Capitalism Capitalism, according to the Encyclopaedia Britannica, is â€Å"the means in which production are privately owned and production is guided and income is disputed largely through the operation of markets†. Capitalism saw the emergence after the feudal system of Western Europe can do a halt. Many economists, even today, dispute the simple beginnings of capitalism. Some theories range from religious reasons, such as the rise of Protestant Reformation in the 1500s, to the enclosureRead MoreDivision of Labor1397 Words   |  6 Pages(Borgatta Montgomery and Rhonda 2000). Some of these classical sociological thinkers expressed their own ideas of division of labor, such as Adam Smith, Karl Marx, and Emile Durkheim. The ideas of these three great thinkers had some similarities, but also differed in many ways. Adam Smith felt division of labor was necessary and vital for economic prosperity, while Karl Marx felt it was the worst thing that had occurred in the world. Both of these thi nkers made strong arguments for their ideas, and expressRead MoreWhat Makes A Nation Wealthy? Essay1668 Words   |  7 PagesWhat makes a nation wealthy? Answering this basic question may not be as simple as it seems. Because we must first analyze what â€Å"wealth† is. This essay is going to cover Adam Smith and Karl Marx’s work and their views how the society works and how wealth is created. It is going to highlight the theory of â€Å"Division of labour† and how it shaped the social relations. Lastly Robert Heilbroner’s concept of â€Å"drive for capital† will be discussed and how it produces wealth and misery to analyze Sinclair’sRead MoreAdam Smith Division Of Labour Summary1636 Words   |  7 PagesAdam Smith’s arguments on economic growth are heavily based on the concept of division of labour. The idea of division of labour relates to distinct specialization of the said labour force by breaking down one job into smaller compo nents. Whereby one worker becomes an expert of their field, which is an isolated part of the production process. Throughout the 19th century, Victorian industries grew out of Maximum utilization of division of labour making it easy for employees to focus on their area

Management and Organistaions in Global Enviornment

Question: Discuss about the Management and Organistaions in Global Enviornment. Answer: Introduction In todays globalized world, it has become easy for companies to accomplish latest technology in their organization. This is due to the fact that internet and communication facilities have provided a wide platform for the companies to deal in international market and expand their operations and functions. For many industries, differentiation in product and services is no longer a competition and challenge. In order to have competitive advantage, companies are bringing effective and efficient manager of the human resource, raw material, labor, technology, etc. (Busi, and Bititci, 2006) There are many factors that make a business successful and a key to have competitive advantage in the company. The key factors are people and their performances. This report is all about the implementation and design of the performance managements system to an organization. The performance of each and every individual plays a vital role in the growth and development of a company. An organization whose people are motivated and well organized can perform better as compared to the other people who are non laborious and having no potential. Today, the aim of every company is to fulfill the demands and needs of the customers by providing them higher level of services and good quality of products. This can be achieved through talented, skilled and managed employees in the organization. The customers of todays world have become very advance as they want their services in their hands and answer on the right time. The fact is that only the human resource of a company can bring competitive adv antage (Cohen, 2007). In order to manage the performance of the employees and to have effective management, performance management tools are used in which identification of performance, measurement, development of the performance takes place. The aim of this process is to inter-relate the goals of the organization by the goals and objectives of the employees. In this way, the overall objective can be accomplished. The process of performance management is very critical and it used to change according to the size and nature of the organization like non- profit or profit making organization, big or small organizations, domestic or international organization, etc. it is true that the growth of the organization depends on the performance of the employees and other people related to it (Martocchio, 2008). The performance management of an organization is related to the HR department and human resource working with an organization. In this report, the focus will be put on the relevancy of performance management in the organization. This report is all about the implementation and design of the performance managements system to an organization. In simple words, it concentrates on the applications and implementation of performance management policies and strategies to a company. The process of performance management is a continuous and pervasive process (Bartunek, Rynes, and Ireland, 2006). In this study, the main focus is on the performance management and its context with the relevant theories of management will be mentioned. There are many positive and negatives outcomes of each and every approach which will also be discussed in details, besides this, there will be a brief description on the management by objective (MBO), its revise and agrees, 360-degree feedback, comparison and contrast between the strength and weakness of cohesive versus non-cohesive teams and the application to High Performance Organisations, performance management according to the control theory perspective and many other research topics related to performance management and its importance (Shane, and Ulrich, 2004). Performance Management in the context of identifying the relevant School of Management Theory First all of, there is a need to understand that what is performance management? performance management refers to a continuous process whose focus is to identify, measure, develop and growth in the performance of the individuals by inter relating the goals of the company with the goals of the employees so that the entire mission and vision can be accomplished effectively and efficiently (Emrouznejad, Parker, and Tavares, 2008). There are various major components of performance management like it is a continuous process; it is a link between the mission and goals of the employees and organization, focus on employees growth as well as organization growth, etc. (Franco, 2007) The management theory explains that to have competitive advantage in a company, the human resource departments have to focus on the performance management of the employees. There are various ways through which it can be achieved. It can be achieved through evaluation of the performance of the employees and providing them feedback according to their performances (Grnroos, 2001). The process will continue with the coaching and training of the employees so that their performance can be improved. The managers should control the performance of the employees by observing them and their work. There should be a combination of performance management and performance appraisal to have a win-win situation from both sides. Performance appraisal is a small part of performance management in which the strengths, weakness, potential, etc. of the employees are evaluated and then the results will be discussed with the same (Paranjape, Rossiter, and Pantano, 2006). Positives and negatives in the approaches to performance management Conversation is based on the performance of the employees- It is a process through which managers have to interact with the employees as they have to observe the performance of them. It provides them platform to analyze the performance of the employees (Scott, and Einstein, 2001). Targeted staff development- It is the responsibility of the managers to target the development of the employees as they are the part of the company and the development of employees is positive for the development and growth of the company (Brown, Hyatt,. and Benson2010). It acts as an encouragement of staff- It is observed that performance appraisal is a celebration for all the members of the organization who performed well and gave their efforts to the company. It is a big encouragement to staff as they get benefitted financially and morally. There are some particular tricks by which the appraisal of the employees can be calculated correctly. It is by observations and focus on the work of the employees (Cook, and Crossman, 2004). It provides rewards to the staff that well performed their job- The performance appraisal of the employees results in rewards, financial benefits, etc. the pay of the employees is tied with the performance appraisal process. The staff members realize the value of financial rewards and performance appraisals. It helps in the motivation of the employees so that they can perform better (Turk, 2008). The under performers are easily identified and eliminated- The effectiveness of performance appraisal is that the employees who are inefficient to work are identified and eliminated from the organization. It allows the managers to ask the employees to give answer for the poor performance (Van Fleet, McWilliams, and Siegel, 2000). Documentation of the history of the employee performance- It is very relevant for the orgnaistaion to maintain a record of the history of the employees. Such documents are kept with the HRs file. The aim of doing so is to maintain a record of the history, journey of the employees performance of the members working with your organization (Colarelli, 2003). Growth and development of the employees- The performance management and performance appraisal of the employees acts as a motivation tool for the employees. The motivated employees work with their full efficiency and capability (Ovando, and Ramirez Jr, 2007). Time taking- It takes and consumes a long time of the managers Hr professionals to manage the performance of the employees. Discouragement of the employees- Many of the employees get discouraged due to the performance appraisal. Inconsistent information- Many times, the managers are unable to gather and collect enough information about the employees. This results in inconsistency of the information and data. Biasness- It is the fact that there is biasness in performance appraisal procedure as it is very structured and objective in nature. MBO (Management by objectives) The approaches of performance management are usually context with framework of management by objective. MBO is a type of information and knowledge that helps the organization in setting the objectives and goals, communication of expected results by the employees, establishment of time frame to achieve those targets, and methods how to accomplish the goals (Ledingham, Bruning, Ki, and Kim, 2000). The context of management by objective and performance management is run side by side in the organizations. The combination of these two approaches refers to the individuals management whose first step in to initiate the communication about the expected result. The goals of employees are to reach to higher level as soon as possible (DeNisi, and Kluger, 2000). To avoid such situations like job hopping to be happened in the organizations, the managers should develop the sense of responsibility. The main focus of the employers is to teach the employees that they should accomplish the development objectives for a longer period of time. The requirement of management by objective to distinguish between the star workers and the other workers, provide support to the average workers and proper feedback to the poor and inefficient workers (Simmons, 2002). The aim of management by objective is to set targets and objectives for the employees so that they can feel challenged and achieve them in a proper way. In this, daily feedbacks are provided to the employees and the feedbacks results in rewards and penalties (Dolin, Cashman, and Bland, 2002). The emphasis is put on the personal growth and development of the employees instead of spreading negative impact on them. It is a tool that must be utilized by using various types of management by objectives (Giacalone, and Rosenfeld, 2013). The first step is determination of organizational goals and objectives on the company. It can be done by reviewing the mission and vision of the organisation. The next step is translation of the organizational objectives to the employees. It can be done through application of SMART goals (Benbasat, and Zmud, 2003). In the third step, there is a stimulation of the participation of the employees in setting the goals of the organization. After the settlement, the plan and objectives are shared with top to bottom level of management. Managers must encourage and help the employees in adjustment and application of new goals and objectives (Eisenhardt, and Graebner, 2007). The next step is to observes and monitor the performance of the employees and to identify and compare between the desired output and actual outputs. At, last the performance is evaluated and rewarded as in this step a positive and honest feedback is delivered (Ghorpade, 2000). Review and agree Review and agree refers to measurement of employees performance through reviewing their data and information collected by the peers, managers, colleagues, team members, etc. It is an easy way to generate ideas and values of the performance of the employees. There are various methods that come under the review and agree method like gear review. In the agree part of review and agree, the degrees of agreeing any review are provided to the employees so that they can identify the places where they are lacking in their performance (Morgeson, Mumford, and Campion, 2005) 360-degree performance appraisal It is also known as multi rated feedback, multi source feedback, multi source feed backs. The meaning of this feedback is to collect the information and data of the employees from each and every source from which the data can be collected (Hambrick, 2007). It provides managers an overall growth and development of the performance of the employees. It helps the Hr managers of the company to analyses the performance and gives feedback to the employee (Ryan, and Bernard, 2000). The data is collected from the peers, colleagues, team members, managers, top level team, etc. there are various types of varieties form which the data is collected of the employees. It is one of the traditional methods of performance appraisal. It is one of the most used methods in the performance management of the companies. This method of performance appraisal always generates accurate and correct results for the employees (Toegel, and Conger, 2003). Comparison between strengths and weaknesses of cohesive versus non-cohesive teams and the application to High Performance Organisations Contrast and comparison between cohesive teams Strength Weakness Shared values Team loyalty Familiar to each other Smooth working Common goals Effective communication Varied skills Fill each others lack of skills and knowledges Group conformity Potential hazards Disagreements Arguments Lower productivity due to inefficient working environment Rely on others Less ability to make decisions, Contrast and comparison between Non-cohesive teams Strengths Weakness No group conformity No potential hazards No Disagreements No Arguments Higher productivity due to efficient working environment Rely on others Ability to make decisions, No Shared values Lack of Team loyalty Employees are not Familiar to each other Strict working No Common goals Ineffective communication Skills have no variations No one can fill each others lack of skills and knowledges The application of both on the High Performance of Organisations The applicability of cohesiveness leads in we-ness in the organizations. It helps in bringing and uplifting the employees working with the company. It acts as a pride to the company that their employees are working with cohesion. There is a commitment in the work of the employees and they are inter-related to each other. So, it can be said that cohesive teams are better than non cohesive teams. Performance Management from a Control Theory Perspective It is very relevant for the company to control the performance of the employees by the method of performance management. It is a part of control theory. From the perspective of control, performance management is one of the effective ways. It can be done through analyzing the performance of the employees and giving them feedback so that they can bring improvements in their performance. In this way, the performance management is a part of control theory. The goals of employees are to reach to higher level as soon as possible (DeNisi, and Pritchard, 2006). To avoid such situations like job hopping to be happened in the organizations, the managers should develop the sense of responsibility and bring control. The main focus of the employers is to teach the employees that they have to accomplish and develop objectives for a longer period of time. The requirement of control is to distinguish between the star workers and the other workers, provide support to the average workers and proper feedback to the poor and inefficient workers (Anderson, Ones, Sinangil, and Viswesvaran, 2001). The Balanced Scorecard Approach It is an approach used in the performance management of the employees. it is a type of strategic planning and also management system which is used by almost all the organizations, like government, industry, nonprofit organization, etc. it helps in alignment of the business activities with the vision and mission of the company and the employees objectives and goals. It helps to bring internal and external communication (Ordez, Schweitzer, Galinsky, and Bazerman, 2009). It also monitors the performance of the employees according to the set standards. The main motive of balance score card is to analyze the difference between the actual output of the performance and the desired output of the company. The balance scorecards retain the traditional methods of performance appraisal and financial methods (Antonioni, and Park, 2001). There are two main functions performed by the balance score card are- Strategic planning in the organization Management system Conclusion At last, a conclusion is conducted to provide a summary of the present report that is the importance of performance management. To overcome the problems, issues and challenges related to the performance, there is a need to develop an environment in which all the members of the organization continuously manage the performance of ach other timely. It can be achieved through injecting team spirit, developing interest of the employees in the work, inducing of feeling towards the responsibility towards the organizational goals and objectives, etc. there must be a feeling of involvement so that they can take interest in the decision making, sharing of ideas, etc. in this way, the employees and their performance results in the success of the organization up to a large extent. We have discussed many techniques that can help to improve the performance of the employees and it is the fact that these techniques are very effective. The performances of the employees are directly related to the organizational success of the company. There should be a sensible balance between the performance of the employees and also strategic planning. The interest of the business and interest of the human resource must be managed in a balanced way to reach to the operational level of the company. It is very important for the organizations to evaluate their own performance so that a wide range of factors can be evaluated. There are various factors that are used in this study to evaluate the performance of the employees. Performance appraisal is the most crucial and effective way to motivate he employees and to improve the performance. Certainly, the business environment has become very segmented and complex, diversified and competitive in nature. According to this perspective, it has become more relevant to manage the performance of the employees. References Anderson, N., Ones, D.S., Sinangil, H.K. and Viswesvaran, C. eds., 2001. Handbook of industrial, work organizational psychology: Volume 1: Personnel psychology. Sage. Antonioni, D. and Park, H., 2001. The relationship between rater affect and three sources of 360-degree feedback ratings. Journal of Management, 27(4), pp.479-495. Bartunek, J.M., Rynes, S.L. and Ireland, R.D., 2006. What makes management research interesting, and why does it matter?. Academy of management Journal, 49(1), pp.9-15. Benbasat, I. and Zmud, R.W., 2003. The identity crisis within the IS discipline: Defining and communicating the discipline's core properties. MIS quarterly, pp.183-194. Brown, M., Hyatt, D. and Benson, J., 2010. Consequences of the performance appraisal experience. Personnel Review, 39(3), pp.375-396. Busi, M. and Bititci, U.S., 2006. Collaborative performance management: present gaps and future research. International Journal of Productivity and Performance Management, 55(1), pp.7-25. Cohen, D.J., 2007. The very separate worlds of academic and practitioner publications in human resource management: Reasons for the divide and concrete solutions for bridging the gap. Academy of Management Journal, 50(5), pp.1013-1019. Colarelli, S.M., 2003. No best way: An evolutionary perspective on human resource management. Greenwood Publishing Group. Cook, J. and Crossman, A., 2004. Satisfaction with performance appraisal systems: a study of role perceptions. Journal of managerial psychology, 19(5), pp.526-541. DeNisi, A.S. and Kluger, A.N., 2000. Feedback effectiveness: can 360-degree appraisals be improved?. The Academy of Management Executive, 14(1), pp.129-139. DeNisi, A.S. and Pritchard, R.D., 2006. Performance appraisal, performance management and improving individual performance: A motivational framework. management and Organization Review, 2(2), pp.253-277. Dolin, S.J., Cashman, J.N. and Bland, J.M., 2002. Effectiveness of acute postoperative pain management: I. Evidence from published data. British journal of anaesthesia, 89(3), pp.409-423. Eisenhardt, K.M. and Graebner, M.E., 2007. Theory building from cases: Opportunities and challenges. Academy of management journal, 50(1), pp.25-32. Emrouznejad, A., Parker, B.R. and Tavares, G., 2008. Evaluation of research in efficiency and productivity: A survey and analysis of the first 30 years of scholarly literature in DEA. Socio-economic planning sciences, 42(3), pp.151-157. Franco-Santos, M., Kennerley, M., Micheli, P., Martinez, V., Mason, S., Marr, B., Gray, D. and Neely, A., 2007. Towards a definition of a business performance measurement system. International Journal of Operations Production Management, 27(8), pp.784-801. Ghorpade, J., 2000. Managing five paradoxes of 360-degree feedback. The Academy of Management Executive, 14(1), pp.140-150. Giacalone, R.A. and Rosenfeld, P., 2013. Impression management in the organization. Psychology Press. Grnroos, C., 2001. The perceived service quality concepta mistake?. Managing Service Quality: An International Journal, 11(3), pp.150-152. Hambrick, D.C., 2007. The field of management's devotion to theory: Too much of a good thing?. Academy of Management Journal, 50(6), pp.1346-1352. Ledingham, J.A., Bruning, S.D., Ki, E.J. and Kim, J.N. eds., 2000. Public relations as relationship management: A relational approach to the study and practice of public relations. Routledge. Martocchio, J.J. ed., 2008. Research in personnel and human resources management. Emerald Group Publishing Limited. Morgeson, F.P., Mumford, T.V. and Campion, M.A., 2005. Coming Full Circle: Using Research and Practice to Address 27 Questions About 360-Degree Feedback Programs. Consulting Psychology Journal: Practice and Research, 57(3), p.196. Ordez, L.D., Schweitzer, M.E., Galinsky, A.D. and Bazerman, M.H., 2009. Goals gone wild: The systematic side effects of overprescribing goal setting. The Academy of Management Perspectives, 23(1), pp.6-16. Ovando, M.N. and Ramirez Jr, A., 2007. Principals instructional leadership within a teacher performance appraisal system: Enhancing students academic success. Journal of Personnel Evaluation in Education, 20(1-2), pp.85-110. Paranjape, B., Rossiter, M. and Pantano, V., 2006. Performance measurement systems: successes, failures and futurea review. Measuring Business Excellence, 10(3), pp.4-14. Ryan, G.W. and Bernard, H.R., 2000. Data management and analysis methods. Scott, S.G. and Einstein, W.O., 2001. Strategic performance appraisal in team-based organizations: One size does not fit all. The Academy of management executive, 15(2), pp.107-116. Shane, S.A. and Ulrich, K.T., 2004. 50th anniversary article: Technological innovation, product development, and entrepreneurship in management science. Management Science, 50(2), pp.133-144. Simmons, J., 2002. An expert witness perspective on performance appraisal in universities and colleges. Employee Relations, 24(1), pp.86-100. Toegel, G. and Conger, J.A., 2003. 360-degree assessment: Time for reinvention. Academy of Management Learning Education, 2(3), pp.297-311. Trk, K., 2008. Performance appraisal and the compensation of academic staff in the University of Tartu. Baltic Journal of Management, 3(1), pp.40-54. Van Fleet, D.D., McWilliams, A. and Siegel, D.S., 2000. A theoretical and empirical analysis of journal rankings: The case of formal lists. Journal of Management, 26(5), pp.839-861.

Management and Organistaions in Global Enviornment

Question: Discuss about the Management and Organistaions in Global Enviornment. Answer: Introduction In todays globalized world, it has become easy for companies to accomplish latest technology in their organization. This is due to the fact that internet and communication facilities have provided a wide platform for the companies to deal in international market and expand their operations and functions. For many industries, differentiation in product and services is no longer a competition and challenge. In order to have competitive advantage, companies are bringing effective and efficient manager of the human resource, raw material, labor, technology, etc. (Busi, and Bititci, 2006) There are many factors that make a business successful and a key to have competitive advantage in the company. The key factors are people and their performances. This report is all about the implementation and design of the performance managements system to an organization. The performance of each and every individual plays a vital role in the growth and development of a company. An organization whose people are motivated and well organized can perform better as compared to the other people who are non laborious and having no potential. Today, the aim of every company is to fulfill the demands and needs of the customers by providing them higher level of services and good quality of products. This can be achieved through talented, skilled and managed employees in the organization. The customers of todays world have become very advance as they want their services in their hands and answer on the right time. The fact is that only the human resource of a company can bring competitive adv antage (Cohen, 2007). In order to manage the performance of the employees and to have effective management, performance management tools are used in which identification of performance, measurement, development of the performance takes place. The aim of this process is to inter-relate the goals of the organization by the goals and objectives of the employees. In this way, the overall objective can be accomplished. The process of performance management is very critical and it used to change according to the size and nature of the organization like non- profit or profit making organization, big or small organizations, domestic or international organization, etc. it is true that the growth of the organization depends on the performance of the employees and other people related to it (Martocchio, 2008). The performance management of an organization is related to the HR department and human resource working with an organization. In this report, the focus will be put on the relevancy of performance management in the organization. This report is all about the implementation and design of the performance managements system to an organization. In simple words, it concentrates on the applications and implementation of performance management policies and strategies to a company. The process of performance management is a continuous and pervasive process (Bartunek, Rynes, and Ireland, 2006). In this study, the main focus is on the performance management and its context with the relevant theories of management will be mentioned. There are many positive and negatives outcomes of each and every approach which will also be discussed in details, besides this, there will be a brief description on the management by objective (MBO), its revise and agrees, 360-degree feedback, comparison and contrast between the strength and weakness of cohesive versus non-cohesive teams and the application to High Performance Organisations, performance management according to the control theory perspective and many other research topics related to performance management and its importance (Shane, and Ulrich, 2004). Performance Management in the context of identifying the relevant School of Management Theory First all of, there is a need to understand that what is performance management? performance management refers to a continuous process whose focus is to identify, measure, develop and growth in the performance of the individuals by inter relating the goals of the company with the goals of the employees so that the entire mission and vision can be accomplished effectively and efficiently (Emrouznejad, Parker, and Tavares, 2008). There are various major components of performance management like it is a continuous process; it is a link between the mission and goals of the employees and organization, focus on employees growth as well as organization growth, etc. (Franco, 2007) The management theory explains that to have competitive advantage in a company, the human resource departments have to focus on the performance management of the employees. There are various ways through which it can be achieved. It can be achieved through evaluation of the performance of the employees and providing them feedback according to their performances (Grnroos, 2001). The process will continue with the coaching and training of the employees so that their performance can be improved. The managers should control the performance of the employees by observing them and their work. There should be a combination of performance management and performance appraisal to have a win-win situation from both sides. Performance appraisal is a small part of performance management in which the strengths, weakness, potential, etc. of the employees are evaluated and then the results will be discussed with the same (Paranjape, Rossiter, and Pantano, 2006). Positives and negatives in the approaches to performance management Conversation is based on the performance of the employees- It is a process through which managers have to interact with the employees as they have to observe the performance of them. It provides them platform to analyze the performance of the employees (Scott, and Einstein, 2001). Targeted staff development- It is the responsibility of the managers to target the development of the employees as they are the part of the company and the development of employees is positive for the development and growth of the company (Brown, Hyatt,. and Benson2010). It acts as an encouragement of staff- It is observed that performance appraisal is a celebration for all the members of the organization who performed well and gave their efforts to the company. It is a big encouragement to staff as they get benefitted financially and morally. There are some particular tricks by which the appraisal of the employees can be calculated correctly. It is by observations and focus on the work of the employees (Cook, and Crossman, 2004). It provides rewards to the staff that well performed their job- The performance appraisal of the employees results in rewards, financial benefits, etc. the pay of the employees is tied with the performance appraisal process. The staff members realize the value of financial rewards and performance appraisals. It helps in the motivation of the employees so that they can perform better (Turk, 2008). The under performers are easily identified and eliminated- The effectiveness of performance appraisal is that the employees who are inefficient to work are identified and eliminated from the organization. It allows the managers to ask the employees to give answer for the poor performance (Van Fleet, McWilliams, and Siegel, 2000). Documentation of the history of the employee performance- It is very relevant for the orgnaistaion to maintain a record of the history of the employees. Such documents are kept with the HRs file. The aim of doing so is to maintain a record of the history, journey of the employees performance of the members working with your organization (Colarelli, 2003). Growth and development of the employees- The performance management and performance appraisal of the employees acts as a motivation tool for the employees. The motivated employees work with their full efficiency and capability (Ovando, and Ramirez Jr, 2007). Time taking- It takes and consumes a long time of the managers Hr professionals to manage the performance of the employees. Discouragement of the employees- Many of the employees get discouraged due to the performance appraisal. Inconsistent information- Many times, the managers are unable to gather and collect enough information about the employees. This results in inconsistency of the information and data. Biasness- It is the fact that there is biasness in performance appraisal procedure as it is very structured and objective in nature. MBO (Management by objectives) The approaches of performance management are usually context with framework of management by objective. MBO is a type of information and knowledge that helps the organization in setting the objectives and goals, communication of expected results by the employees, establishment of time frame to achieve those targets, and methods how to accomplish the goals (Ledingham, Bruning, Ki, and Kim, 2000). The context of management by objective and performance management is run side by side in the organizations. The combination of these two approaches refers to the individuals management whose first step in to initiate the communication about the expected result. The goals of employees are to reach to higher level as soon as possible (DeNisi, and Kluger, 2000). To avoid such situations like job hopping to be happened in the organizations, the managers should develop the sense of responsibility. The main focus of the employers is to teach the employees that they should accomplish the development objectives for a longer period of time. The requirement of management by objective to distinguish between the star workers and the other workers, provide support to the average workers and proper feedback to the poor and inefficient workers (Simmons, 2002). The aim of management by objective is to set targets and objectives for the employees so that they can feel challenged and achieve them in a proper way. In this, daily feedbacks are provided to the employees and the feedbacks results in rewards and penalties (Dolin, Cashman, and Bland, 2002). The emphasis is put on the personal growth and development of the employees instead of spreading negative impact on them. It is a tool that must be utilized by using various types of management by objectives (Giacalone, and Rosenfeld, 2013). The first step is determination of organizational goals and objectives on the company. It can be done by reviewing the mission and vision of the organisation. The next step is translation of the organizational objectives to the employees. It can be done through application of SMART goals (Benbasat, and Zmud, 2003). In the third step, there is a stimulation of the participation of the employees in setting the goals of the organization. After the settlement, the plan and objectives are shared with top to bottom level of management. Managers must encourage and help the employees in adjustment and application of new goals and objectives (Eisenhardt, and Graebner, 2007). The next step is to observes and monitor the performance of the employees and to identify and compare between the desired output and actual outputs. At, last the performance is evaluated and rewarded as in this step a positive and honest feedback is delivered (Ghorpade, 2000). Review and agree Review and agree refers to measurement of employees performance through reviewing their data and information collected by the peers, managers, colleagues, team members, etc. It is an easy way to generate ideas and values of the performance of the employees. There are various methods that come under the review and agree method like gear review. In the agree part of review and agree, the degrees of agreeing any review are provided to the employees so that they can identify the places where they are lacking in their performance (Morgeson, Mumford, and Campion, 2005) 360-degree performance appraisal It is also known as multi rated feedback, multi source feedback, multi source feed backs. The meaning of this feedback is to collect the information and data of the employees from each and every source from which the data can be collected (Hambrick, 2007). It provides managers an overall growth and development of the performance of the employees. It helps the Hr managers of the company to analyses the performance and gives feedback to the employee (Ryan, and Bernard, 2000). The data is collected from the peers, colleagues, team members, managers, top level team, etc. there are various types of varieties form which the data is collected of the employees. It is one of the traditional methods of performance appraisal. It is one of the most used methods in the performance management of the companies. This method of performance appraisal always generates accurate and correct results for the employees (Toegel, and Conger, 2003). Comparison between strengths and weaknesses of cohesive versus non-cohesive teams and the application to High Performance Organisations Contrast and comparison between cohesive teams Strength Weakness Shared values Team loyalty Familiar to each other Smooth working Common goals Effective communication Varied skills Fill each others lack of skills and knowledges Group conformity Potential hazards Disagreements Arguments Lower productivity due to inefficient working environment Rely on others Less ability to make decisions, Contrast and comparison between Non-cohesive teams Strengths Weakness No group conformity No potential hazards No Disagreements No Arguments Higher productivity due to efficient working environment Rely on others Ability to make decisions, No Shared values Lack of Team loyalty Employees are not Familiar to each other Strict working No Common goals Ineffective communication Skills have no variations No one can fill each others lack of skills and knowledges The application of both on the High Performance of Organisations The applicability of cohesiveness leads in we-ness in the organizations. It helps in bringing and uplifting the employees working with the company. It acts as a pride to the company that their employees are working with cohesion. There is a commitment in the work of the employees and they are inter-related to each other. So, it can be said that cohesive teams are better than non cohesive teams. Performance Management from a Control Theory Perspective It is very relevant for the company to control the performance of the employees by the method of performance management. It is a part of control theory. From the perspective of control, performance management is one of the effective ways. It can be done through analyzing the performance of the employees and giving them feedback so that they can bring improvements in their performance. In this way, the performance management is a part of control theory. The goals of employees are to reach to higher level as soon as possible (DeNisi, and Pritchard, 2006). To avoid such situations like job hopping to be happened in the organizations, the managers should develop the sense of responsibility and bring control. The main focus of the employers is to teach the employees that they have to accomplish and develop objectives for a longer period of time. The requirement of control is to distinguish between the star workers and the other workers, provide support to the average workers and proper feedback to the poor and inefficient workers (Anderson, Ones, Sinangil, and Viswesvaran, 2001). The Balanced Scorecard Approach It is an approach used in the performance management of the employees. it is a type of strategic planning and also management system which is used by almost all the organizations, like government, industry, nonprofit organization, etc. it helps in alignment of the business activities with the vision and mission of the company and the employees objectives and goals. It helps to bring internal and external communication (Ordez, Schweitzer, Galinsky, and Bazerman, 2009). It also monitors the performance of the employees according to the set standards. The main motive of balance score card is to analyze the difference between the actual output of the performance and the desired output of the company. The balance scorecards retain the traditional methods of performance appraisal and financial methods (Antonioni, and Park, 2001). There are two main functions performed by the balance score card are- Strategic planning in the organization Management system Conclusion At last, a conclusion is conducted to provide a summary of the present report that is the importance of performance management. To overcome the problems, issues and challenges related to the performance, there is a need to develop an environment in which all the members of the organization continuously manage the performance of ach other timely. It can be achieved through injecting team spirit, developing interest of the employees in the work, inducing of feeling towards the responsibility towards the organizational goals and objectives, etc. there must be a feeling of involvement so that they can take interest in the decision making, sharing of ideas, etc. in this way, the employees and their performance results in the success of the organization up to a large extent. We have discussed many techniques that can help to improve the performance of the employees and it is the fact that these techniques are very effective. The performances of the employees are directly related to the organizational success of the company. There should be a sensible balance between the performance of the employees and also strategic planning. The interest of the business and interest of the human resource must be managed in a balanced way to reach to the operational level of the company. It is very important for the organizations to evaluate their own performance so that a wide range of factors can be evaluated. There are various factors that are used in this study to evaluate the performance of the employees. Performance appraisal is the most crucial and effective way to motivate he employees and to improve the performance. Certainly, the business environment has become very segmented and complex, diversified and competitive in nature. According to this perspective, it has become more relevant to manage the performance of the employees. References Anderson, N., Ones, D.S., Sinangil, H.K. and Viswesvaran, C. eds., 2001. Handbook of industrial, work organizational psychology: Volume 1: Personnel psychology. Sage. Antonioni, D. and Park, H., 2001. The relationship between rater affect and three sources of 360-degree feedback ratings. Journal of Management, 27(4), pp.479-495. Bartunek, J.M., Rynes, S.L. and Ireland, R.D., 2006. What makes management research interesting, and why does it matter?. Academy of management Journal, 49(1), pp.9-15. Benbasat, I. and Zmud, R.W., 2003. The identity crisis within the IS discipline: Defining and communicating the discipline's core properties. MIS quarterly, pp.183-194. Brown, M., Hyatt, D. and Benson, J., 2010. Consequences of the performance appraisal experience. Personnel Review, 39(3), pp.375-396. Busi, M. and Bititci, U.S., 2006. Collaborative performance management: present gaps and future research. International Journal of Productivity and Performance Management, 55(1), pp.7-25. Cohen, D.J., 2007. The very separate worlds of academic and practitioner publications in human resource management: Reasons for the divide and concrete solutions for bridging the gap. Academy of Management Journal, 50(5), pp.1013-1019. Colarelli, S.M., 2003. No best way: An evolutionary perspective on human resource management. Greenwood Publishing Group. Cook, J. and Crossman, A., 2004. Satisfaction with performance appraisal systems: a study of role perceptions. Journal of managerial psychology, 19(5), pp.526-541. DeNisi, A.S. and Kluger, A.N., 2000. Feedback effectiveness: can 360-degree appraisals be improved?. The Academy of Management Executive, 14(1), pp.129-139. DeNisi, A.S. and Pritchard, R.D., 2006. Performance appraisal, performance management and improving individual performance: A motivational framework. management and Organization Review, 2(2), pp.253-277. Dolin, S.J., Cashman, J.N. and Bland, J.M., 2002. Effectiveness of acute postoperative pain management: I. Evidence from published data. British journal of anaesthesia, 89(3), pp.409-423. Eisenhardt, K.M. and Graebner, M.E., 2007. Theory building from cases: Opportunities and challenges. Academy of management journal, 50(1), pp.25-32. Emrouznejad, A., Parker, B.R. and Tavares, G., 2008. Evaluation of research in efficiency and productivity: A survey and analysis of the first 30 years of scholarly literature in DEA. Socio-economic planning sciences, 42(3), pp.151-157. Franco-Santos, M., Kennerley, M., Micheli, P., Martinez, V., Mason, S., Marr, B., Gray, D. and Neely, A., 2007. Towards a definition of a business performance measurement system. International Journal of Operations Production Management, 27(8), pp.784-801. Ghorpade, J., 2000. Managing five paradoxes of 360-degree feedback. The Academy of Management Executive, 14(1), pp.140-150. Giacalone, R.A. and Rosenfeld, P., 2013. Impression management in the organization. Psychology Press. Grnroos, C., 2001. The perceived service quality concepta mistake?. Managing Service Quality: An International Journal, 11(3), pp.150-152. Hambrick, D.C., 2007. The field of management's devotion to theory: Too much of a good thing?. Academy of Management Journal, 50(6), pp.1346-1352. Ledingham, J.A., Bruning, S.D., Ki, E.J. and Kim, J.N. eds., 2000. Public relations as relationship management: A relational approach to the study and practice of public relations. Routledge. Martocchio, J.J. ed., 2008. Research in personnel and human resources management. Emerald Group Publishing Limited. Morgeson, F.P., Mumford, T.V. and Campion, M.A., 2005. Coming Full Circle: Using Research and Practice to Address 27 Questions About 360-Degree Feedback Programs. Consulting Psychology Journal: Practice and Research, 57(3), p.196. Ordez, L.D., Schweitzer, M.E., Galinsky, A.D. and Bazerman, M.H., 2009. Goals gone wild: The systematic side effects of overprescribing goal setting. The Academy of Management Perspectives, 23(1), pp.6-16. Ovando, M.N. and Ramirez Jr, A., 2007. Principals instructional leadership within a teacher performance appraisal system: Enhancing students academic success. Journal of Personnel Evaluation in Education, 20(1-2), pp.85-110. Paranjape, B., Rossiter, M. and Pantano, V., 2006. Performance measurement systems: successes, failures and futurea review. Measuring Business Excellence, 10(3), pp.4-14. Ryan, G.W. and Bernard, H.R., 2000. Data management and analysis methods. Scott, S.G. and Einstein, W.O., 2001. Strategic performance appraisal in team-based organizations: One size does not fit all. The Academy of management executive, 15(2), pp.107-116. Shane, S.A. and Ulrich, K.T., 2004. 50th anniversary article: Technological innovation, product development, and entrepreneurship in management science. Management Science, 50(2), pp.133-144. Simmons, J., 2002. An expert witness perspective on performance appraisal in universities and colleges. Employee Relations, 24(1), pp.86-100. Toegel, G. and Conger, J.A., 2003. 360-degree assessment: Time for reinvention. Academy of Management Learning Education, 2(3), pp.297-311. Trk, K., 2008. Performance appraisal and the compensation of academic staff in the University of Tartu. Baltic Journal of Management, 3(1), pp.40-54. Van Fleet, D.D., McWilliams, A. and Siegel, D.S., 2000. A theoretical and empirical analysis of journal rankings: The case of formal lists. Journal of Management, 26(5), pp.839-861.

The relationships between the various manufacturing aspects of a pencil and the purchasing of the final product by the ultimate consumer

Primordially, the pencil was mainly used for writing on utensils. Pencils existed during the times when rocks with a chalky texture and sticks that are charred were used to write on surfaces, animal hides and also walls that built caves. Individuals from different countries employed different techniques in the manufacture pencils to suit their needs. The Romans and Greeks made use of the flat pieces of lead to make some fine drawings on their papyrus products.Advertising We will write a custom report sample on The relationships between the various manufacturing aspects of a pencil and the purchasing of the final product by the ultimate consumer specifically for you for only $16.05 $11/page Learn More The present-day pencils were developed in 1400. The quality of pencils was developed progressively since the number of people who needed the pencils had also increased. Individuals prefer certain brands of pencils to the others depending on the materials use d to manufacture them. This paper aims to examine the entire aspects of a pencil and how they relate to every chapter from the manufacturing aspect to the purchasing of the final product by the ultimate consumer. Presently, the rigidness of a pencil is usually designated by the numerals or letters it produces. Majority of the manufacturers in different countries use numbers one to four. Basically, number one stands for the softest pencil that ultimately makes the darkest mark. The model number two of pencils is usually acknowledged as the medium soft. This pencil is a relevant option for making normal writings. Some manufacturers are used to grading their models of pencils by letters. In most cases, the 6B model of pencils is used to refer to the softest while the 9H model is used to refer to the hardest. The softness and hardness of a pencil has a great influence on its purchase. Some people prefer the soft one to the hard one. The notion of attaching a rubber to a pencil has also influenced the choice of most people whenever they are purchasing pencils. The initial step of most people while manufacturing pencils is the use of a graphite core. This activity is usually done through extrusion. Petroski attested that â€Å"the activity involves forcing the mixture of graphite through a die opening of the appropriate size† (15). In most cases, graphite produces the best results when writing. Additional to conventional pencils, most people prefer other types of pencils. Some people prefer pencils that do not require sharpening while others prefer the automatic pencils. The propelling pencils are usually made with either a metal or plastic case that is held in position by a rod with a metal stud fixed firmly to it. Presently, most people use colored pencils. In these pencils, a mixture of pigments, dyes and other binders are used in position of the graphite core. Most manufacturers color their pencils with other different unique colors to compete those penci ls with dull colors. As a matter of fact, cedar casing pencils made of lead have continuously outsold all of their competitors including the ballpoint pens. As a result, the cedar casing pencils have been manufactured at a recommendable pace of six billion pencils per year in a total of forty nations (Thomson 32).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The most essential raw material in the manufacture pencils is graphite. Most people acknowledge graphite as lead. Generally, a technique called contà © that entails the mixing of graphite with clay is used. Most of the graphite that is used in the manufacture of pencils has some small components of chemicals. This natural graphite is thus impure. It is advisable to use a form of timber that endures incessant sharpening in the production of pencils. The wood should be easy to cut without disintegrating. Among the cedar trees, timber from a California tree has been the best alternative to most of the pencil manufacturers. The California cedar trees have been used for a longer period of time to manufacture pencils. This type of tree has a pleasant smell. In additional to this, the tree does not distort and it is also readily available. Some pencils are usually designed with erasers, held on with a ferrule. This eraser is either glued or held on the metal prongs. In fact, pencils with erasers have been attested to provide stiff competition to pencils without erasers in the current market. The erasers are designed with rubber and pumice. The fact that most of the factories make their own graphite for manufacturing pencils has made it possible to regulate its density. Initially, most pencil manufacturers used extracted graphite to make their pencils. This graphite may be mixed with clay depending on the kind of pencil that is being made. Pencils that are made using more graphite are much softer than the other types of pencils. Pencils that produce darker lines are usually made using more graphite. The amount of graphite used has a great influence on the number of people purchasing the pencils. Most people prefer pencils with darker lines to pencils with lighter lines. Pencils with colors are designed with a mixture of other pigments and clay. The procedure of processing graphite entails a variety of steps. The processing of graphite into its original state entails two methods. The first one is an extrusion method. In this technique, a mixture of graphite and wax is often passed through a mold. This leads to the formation of strings that resemble spaghetti. The strings are then hacked to defined measurement and then dehydrated in ovens. The second technique entails the pouring of a mixture of graphite and clay into a machine. The machine is usually acknowledged as a billet press. This is followed by placing of a plug on top of the billet press. According to Thomson a metal ram is â€Å"lifted from the base to blend the mixture into a tough solid cylinder called a billet† (12). The billet is ultimately eradicated from the apex of the machine and placed in an extrusion press. The extrusion press then forces the billet through a mold. The amount of graphite determines the ultimate quality of a pencil.Advertising We will write a custom report sample on The relationships between the various manufacturing aspects of a pencil and the purchasing of the final product by the ultimate consumer specifically for you for only $16.05 $11/page Learn More In the process of making wood casings for the pencils, a number of square slats are formed. The manufacturer will then cut grooves from the slats. Thomson gives the â€Å"next step as the process of inserting graphite sticks into the grooves on one of the slats† (12). The second slat with unfilled grooves is stuck on the apex of the graphite filled slot. Pencils having the appropriate sizes ar e cut out of the sandwich. The manufacturer will then affix an eraser and a metal ferrule on the pencil. After cutting the pencils into the right sizes, the pencils core is passed across a conveyer belt. The cores are then collected in troughs where they are stored before inserting pencil woods on them. This process is significant in a variety of ways. A cedar tree is the most appropriate wood for manufacturing pencils. The cedar trees are in most cases availed at the factory. This wood is usually dehydrated, stained and waxed to put a stop to warping. After this, the logs are sawed into thin strips acknowledged as slats. The slats are approximately 7.25 inches long, 25 inches thick and 2.75 inches wide. The measurement of the slats can also be stated as 18.4cm long, 635cm thick and 6.98cm wide. The slats are kept in a feeder where they are released, one by one, on the conveyer belt. The conveyer belt will then move the slats along at a steady rate. This is followed by smoothening o f the slats to give them an even surface. Borgeson denotes that â€Å"the slats are passed below a cutter head that is capable of making parallel semi-circular grooves along the length of a single side of every one of the slat† (23). These grooves are usually one half as deep as the thickness of graphite. As the process continues along the conveyer belt, part of the slats is encrusted with a layer of glue. The parts of graphite that were cut are placed in the grooves of the slats. The slats that are not coated with glue are to be placed on a separate conveyer belt. The slats should not have graphite within their grooves. The belt carries the slats to a device that picks and twirls them over. Consequently, the slats are laid on the conveyer belt with their grooves in a downward position. The belts come together and the slats that are not glued are put on those slats with not only paste but also graphite. This forms a sandwich. This is followed by the removal of sandwiches from the belt. The sandwiches are then placed in a metal clamp where they are compressed by a hydraulic press. They are then left-clamped together until the glue is dried out. The moment the pencils are died out, the end points of the pencil are trimmed to get rid of excess glue.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The subsequent step is shaping of the pencils. This process is done when the sandwiches have turned out to be pencils. In the process, the sandwich is put on a conveyer belt and then passed through two sets of cutters. One of the cutters is situated at the apex while the second one is placed under the belt. Regarding the cutter at the apex of the conveyor belt, the sandwiches are cut at approximately the top half. As for the cutter that is situated beneath the belt, the sandwiches are cut at approximately the bottom half. This results in a separation of finished pencils from the unfinished pencils. Most of the manufactured pencils are hexagonal in shape. This is designed to help in the keeping of the pencils from rolling-off surfaces. As matter of fact, one sandwich capitulates in a total of either six or nine hexagonal pencils. The final procedure of manufacturing a pencil entails a number of procedures. Subsequently to hacking the pencils, the manufacturer makes use of a sander to enhance the smoothness of its facades. Before dehydrating the pencils, the manufacturers must spread varnish on the facades of the pencils. Varnishing machines are used for application of varnish. In this process, the pencils are submerged in a vat of varnish. The submerged pencils are taken in a disk that helps in eliminating surplus varnish. Subsequently to drying, the pencils are passed through the varnishing process repeatedly until the most wanted color is attained. Lastly, the manufacturer applies a finishing coat on the surfaces of the pencils. This process will have an impact on the final appearance of the pencil. The manufacturers will again sent the produced pencils into a conveyor belt through the help of shaping machines. This process is aimed at the removal of the surplus varnish. In most cases, the varnish accumulates at the end points of the manufactured pencil. The process is of great significance as it helps an individual to achieve an equivalent length of the penc ils. This is followed by the attachment of an eraser at one end of the pencil. The eraser is held on to the pencil by the help of a round metallic case acknowledged as a ferrule. The metal case is first of all attached to the pencil with the help of either glue or a small metallic prong. The eraser is then placed in the ferrule that clamps it on the pencil. Among the ultimate procedures is the warming of steel pigments that will stamp logos on pencils (Petroski 16). Due to the stiff competition that has been experienced in the current market, the manufacturers have been forced to produce colored pencils in order to attract more customers. Colored pencils are usually produced in nearly the same way as black writing pencils. The only difference is that, in places of graphite, the cores of colored pencils contain colors. The initial step is to add gum and clay to act as bonding agents. The manufacturer will then be required to soak the mixture of gum and clay in wax. This is aimed at m aking the pencils to be smooth. Subsequently to the production of a pencil, its surface is coated with a color. The painting of the pencils has a positive impact on the attitude of the ultimate user of the pencil. Besides the manufacturing processes, the pencils are usually passed through a number of quality control measures. Due to the fact that the manufacturers have to move along the conveyor belt in the manufacturing stage, the pencils are comprehensively inspected before distributing them to the masses. The members of staff are often instructed to get rid of pencils that appear dysfunctional. A selected number of pencils are then sharpened and then tested the moment the process has been completed. Some issues may be experienced in the process of manufacturing pencils. Among the common issues, the glue of the sandwich may at times be difficult to adhere. The problem is usually experienced when the sandwich is being cut. Most people will prefer to purchase pencils that have been proven to be of good quality. After manufacturing the pencils, they are packaged for transportation. Most pencils are usually designed with various colors, over sized ferrules and an eraser. Most manufacturers have tried as much as possible to maintain the original colors of their pencils. This is aimed at quick identification of the pencils by the ultimate consumers. There are a lot of differences in the types of packaging boxes. This is due to the fact that all marketing teams have evaluated the costs and efficiency of advertising their products. This has in turn impacted the design components and materials. The disparities in the pencil packaging designs have been noticed by individuals from all parts of the world. Presently, a lot of pencil manufacturing corporations have been developed. This has increased competition among several pencil manufacturing companies. Fischler attests in his book that the â€Å"design of packaging was given an extreme consideration in the companiesà ¢â‚¬â„¢ efforts to not only attract but also retain consumers† (24). This has been implemented in the present market where pencils are highly appreciated by nearly everyone. Pencils have turned out to be considerably expensive to most of the pencil users. Some people use pencils for their personal matters while a certain group of individuals use the pencils for professional purposes on a daily basis. Borgeson elucidates that â€Å"the skill and effort put forth by artists prior to the desktop publishing revolution was manifestly noticeable in their work, which imbued a deeper sense of thought and consideration† (34). Even in the presence of the technologies to design the computer based drawings, pencils have still strived to be an alternative for most of the consumers. As a matter of fact, pencils are cheap and easy to use. It is however difficult to design a drawing using computer technologies. Packaging of pencils was implemented some times after the introduction of p encils. The conventional packaging boxes were designed with logos of companies that manufactured them. This helped the consumers to make a quick identification of the type of pencils that they need. In most cases, the manufacturers pack a dozen of pencils in a box before distributing them. In an effort to help the consumers to identify the type of pencils they want, the company’s logo is usually placed on one of the sides of the box. Certain companies such as the Blackwing festoon the boxes with blue and white strips. The strips are accompanied with the corporation’s logo, printed in white on a black field. At the bottom of the incredible pencil is a bright red eraser that is held on by a ferrule. The manufacturers usually pint catalog numbers on the sides of the pencils. Most consumers consider these catalogue numbers before purchasing the product. Competitive pencils within the market are usually acknowledged by the pencil’s catalog number. The packaging boxes should be a bit longer than the length of the pencil. The packaging boxes are usually designed to accommodate the length of the ferrule. The design of the packaging box can also help in beautifying the consumer’s office. This is the main reason as to why most people prefer purchasing pencils that are in a well designed packaging box to pencils that are in a poorly designed box. Consequently, pencils in well designed boxes will commercially defeat those ones in poorly designed boxes. Individuals will be glad to display things that they always desire to look at. Similar graphic designs to the ones in the pencils are always filled on the sides of the boxes including the top side. The pencil corporations have modified hands at various instances, with related changes in the members of staff that deal with product design. The changes in the packaging of the pencils have been done specifically to suit the needs of the consumers and also to compete the weak products in the market. I n this case, the boxes that hold the pencils are similar to a tube. These kinds of boxes were developed to give room for a better accommodation of the shapes of the pencils. These boxes were specially designed to accommodate the blackwing pencils. On these boxes, the company logo was removed from the front. These boxes are relegated to a flap to facilitate an effortless identification when the logos are stacked. This design is widely used to accommodate most of the contemporary pencils. Another form that is similar to this box design is the dot motif. The only difference is that this design is a rectangle in shape. Sometimes, the austerity of the sans serif typography is implemented by the half tone photograph of the original pencil. Most manufacturers prefer this layout while the other manufacturers prefer the other layouts. Most of the pencil box designs are usually inherited from other experts who existed some long years ago. However, an invention from one of the members of staff is highly appreciated. As a matter of fact, the members of staff are advised to participate maximally in the process of designing the various forms of pencil boxes. Most of the techniques are usually inherited from the tenure manufacturing processes. This practice is very important as it influences the choice of the purchaser to either purchase the product or leave for another decorated product. The knowledge of pencil packaging is usually affected by the level of experience of the designers. The packaging of pencils is usually asserted as part of the pencil manufacturing process. In this way, it is finally acknowledged as part of the experience that is related to the usage of any exact brand. Because of this, there is need for some additional thought and care as this could bring forth some glorious days. This should be implemented even at the centre of a computer based design. This will have an impact on the ultimate user as he/she will have to think twice before making a decision of throwing the pencil boxes into a trash. Therefore, this process is of great significance. There are various types of distribution that can be used to avail the manufactured products to the consumers. There are three types of distribution. The forms of distribution include intensive distribution, selective distribution and exclusive distribution. In our case, an intensive type of distribution is used to avail the manufactured pencils to the ultimate users. According to Fischler, â€Å"in intensive distribution, the product is sold to as many appropriate retailers or wholesalers as possible† (22). Apart from the pencils, there are other industrial products that may require intensive distribution. Fischler further states that these may include â€Å"pencils, paperclips, transparent tape, file folders, typing paper, transparency masters, screws, and nails† (Fischler 22). In this type of distribution, the purchase of this product is not restricted to a certain group of individuals. The manufacturers do not have an opportunity of selecting their wholesalers or retailers. The pencil manufacturers are highly emancipated due to the fact that they don’t have to focus on potentially profitable accounts. Additional to this, the producers of pencils do not have to come up with strong working relationships for their products to be appropriately merchandised. Even in cases of special services from the support team, the manufacturers are not allowed to limit the distribution of pencils to specific retailers. Shops that offer wholesale pencils have a large selection for not only adults but also youngsters. Pencils in most wholesale shops are usually bought to act as great marketing gifts for learning institutions and non profit corporate bodies. Most of the pencil consumers prefer wholesale shops to any other shopping centers. This is due to the fact that wholesale providers sale their pencils in large quantities which cheap in the long run. Purchasing of pencils in small quantities is cheap but expensive in the long run. Most of the consumers get their products directly from the greatest pencil dispensers within the industry. Individuals can also get pencils from local shops and canteens. These local shops and stalls are acknowledged as retail shops. The retailers may decide to buy the pencils from either wholesalers or the manufacturing industries. In real sense, purchasing the products from the production industries is cheaper than purchasing the products from the wholesale shops. The choice of a retailer to purchase from either a wholesale shop or an industry will depend on his/her convenience. The ultimate purchasers of the pencils may get them in either retail shops or wholesale shops (Poulin 14). Most of the extensive purchasers of pencils are schools. Pencils are used in schools to make writings and drawings on papers. Learners in lower classes use pencils to write in books at all times while upper class scholars use penc ils for making drawings of various diagrams and flow charts that they come across. In addition to this, kids in pre-unit classes use colored pencils to sketch some letters given to them by their tutors. Pencils have a wide range of uses once delivered to the ultimate consumers. Pencils can be used to ease a newly bought key into a padlock. Individuals who have just had a new key that does not seem to fit into their padlock can use a pencil to repair the key. One may do this by rubbing a pencil across the teeth of the key. The graphite powder on the pencil usually helps the key to unlock the door. Most female individuals use the pencils as hair accessories. Pencils can help in the provision of haul ups to coiled locks. If two pencils are crossed to form an X, ones hair bun can not only be stabilized but also decorated. Pencils can also be used to beautify the enclosures of a photograph. In order to this, one has to garb the enclosures of a photo with pencils. This is done by dressing up the frames with pencils. Gluing of two sharpened pencils along the lengths of the frame may beautify the appearance of a frame. Whetting and fixing of two pencils on the enclosure’s width will produce similar outcomes. Some individuals can purchase a pencil for repelling moths with the help of the pencil shavings. This should be done by emptying the electric pencil sharpeners into a small sack of cloth. When the cedar shavings are placed in ones closet, they can help in signaling the moths to run away. Pencils can be used to lubricate a sticky zipper. Individuals with zippers that have refused budge should take their pencils and end their disappointments. This should be done by running the pencil leads along the tooth of the zipper to release the zipper. After this, an individual will be able to zip and unzip their zippers safely. A certain group of individuals usually purchase pencils for staking of small germinating plants. Pencils can act as stakes for germinating plan ts. This is usually enhanced by the pencils’ small size and the use of a small fabric. The manufacturing process of a pencil entails a variety of significant aspects on the free market economy. A pencil can be used to give an explanation of how a free market economy works. This explanation bases on the hypothesis that states that nobody on earth knows the procedures of making a pencil. This is due to the fact that people from different parts of the world manufacture pencils using different components and ingredients. As a matter of fact, most of the wood for manufacturing pencils comes from the United States of America; graphite comes from the southern part of the US while rubber comes from Malaysia. In spite of the fact that these groups of people do not have a similar language that they speak, they are capable of cooperating peacefully to manufacture a pencil. Additional to this, these groups of individuals emerge from very diverse backgrounds. The interaction between these people is voluntary. Even though it does not have a central control, all parties involved are capable of benefiting (Nickels, J. McHugh and S. McHugh 20). In conclusion, all aspects entailed in the manufacturing process of pencils are related to the acquisition of the ultimate product by the final consumer. The process of manufacturing pencils entails the use of naturally occurring resources such as wood, graphite, water, clay among others. The manufacturing process also requires the use of manpower and electricity. It is therefore advisable to avoid wasting pencils. Wastage of pencils is just like wasting the environmental resources and the peoples’ efforts involved in the process. Works Cited Borgeson, Bet. Colored Pencil for the Serious Beginner: Basic Lessons in Becoming a Good Artist, New York: Watson-Guptill, 1998. Print. Fischler, George. Fountain Pens and Pencils, Atglen, PA: Schiffer Publishing, 1990.Print. Nickels, William, James, McHugh and Susan, McHugh. Understa nding Business, Boston: McGraw-Hill Irwin, 2008. Print. Petroski, Henry. The Pencil: A History of Design and Circumstance, New York: Knopf, 1992. Print. Poulin, Benard. The Complete Colored Pencil Book, Cotati, CA: North Light Books, 2011. Print. Thomson, Ruth. Making Pencils, Euston, London: Franklin Watts, 1987. Print. This report on The relationships between the various manufacturing aspects of a pencil and the purchasing of the final product by the ultimate consumer was written and submitted by user Ulises F. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Free Essays on Dowry System

DOWRY SYSTEM In today’s society our beliefs are different than they were during the Elizabethan era. Today, people believe that we live in golden ages and were better of now than we ever were. There are many facts that could prove that belief wrong. Take for example the dowry system. It was designed to provide the newly weds with security and basic needs. Today’s society and especially western one would say that this system was cold and demeaning to women. I think that there is nothing cold and demeaning about it, and I also know plenty of people who wished they had dowry system before they got married. One of those people is my wife which I completely agree with since I know what we went thru. Not only were we living in a foreign country but also we were broke and our parents didn’t support us. On top of all that we wanted to get married with nothing else but love. Oh how I wish we had some kind of dowry system, how many problems would have been solved and how much time would have been saved. But hey everyone deserves a lesson in life and we learned ours. Love is not enough to get married on. Love has to be a part of something bigger to work otherwise that love will end. That’s why I think that we as society should create some kind of dowry system in order to make our marriages work. We need something that will end the divorce and secure the relationships. I propose that we make a mandatory law that says all people regardless of sex, race, or religion have to open a special account at age 14 and the account has to be open for at least 4 years. During those 4 years the state must take out 5 % of your paycheck either yours or your parents/guardian regardless of what kind of income it is. You can’t touch the money until you’re married and no special circumstances or special treatment for anyone, and if neither you nor your parents have any income you shouldn’t marry until you do. Frankly I can’t see w... Free Essays on Dowry System Free Essays on Dowry System DOWRY SYSTEM In today’s society our beliefs are different than they were during the Elizabethan era. Today, people believe that we live in golden ages and were better of now than we ever were. There are many facts that could prove that belief wrong. Take for example the dowry system. It was designed to provide the newly weds with security and basic needs. Today’s society and especially western one would say that this system was cold and demeaning to women. I think that there is nothing cold and demeaning about it, and I also know plenty of people who wished they had dowry system before they got married. One of those people is my wife which I completely agree with since I know what we went thru. Not only were we living in a foreign country but also we were broke and our parents didn’t support us. On top of all that we wanted to get married with nothing else but love. Oh how I wish we had some kind of dowry system, how many problems would have been solved and how much time would have been saved. But hey everyone deserves a lesson in life and we learned ours. Love is not enough to get married on. Love has to be a part of something bigger to work otherwise that love will end. That’s why I think that we as society should create some kind of dowry system in order to make our marriages work. We need something that will end the divorce and secure the relationships. I propose that we make a mandatory law that says all people regardless of sex, race, or religion have to open a special account at age 14 and the account has to be open for at least 4 years. During those 4 years the state must take out 5 % of your paycheck either yours or your parents/guardian regardless of what kind of income it is. You can’t touch the money until you’re married and no special circumstances or special treatment for anyone, and if neither you nor your parents have any income you shouldn’t marry until you do. Frankly I can’t see w...

Imitation - Definition and Examples in Rhetoric

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(Red Smith, in No Cheering in the Press Box, ed. by Jerome Holtzman, 1974) Imitation in Classical Rhetoric The three processes by which a classical or medieval or Renaissance man acquired his knowledge of rhetoric or anything else were traditionally Art, Imitation, Exercise (Ad Herennium, I.2.3). The art is here represented by the whole system of rhetoric, so carefully memorized; Exercise by such schemes as the theme, the declamation or the progymnasmata. The hinge between the two poles of study and personal creation is the imitation of the best extant models, by means of which the pupil corrects faults and learns to develop his own voice. (Brian Vickers, Classical Rhetoric in English Poetry. Southern Illinois University Press, 1970) The Sequence of Imitation Exercises in Roman Rhetoric The genius of Roman rhetoric resides in the use of imitation throughout the school course to create sensitivity to language and versatility in its use. . . . Imitation, for the Romans, was not copying and not simply using the language structures of others. On the contrary, imitation involved a series of steps . . .. At the outset, a written text was read aloud by a teacher of rhetoric . . .. Next, a phase of analysis was used. The teacher would take the text apart in minute detail. The structure, word choice, grammar, rhetorical strategy, phrasing, elegance, and so forth, would be explained, described, and illustrated for the students. . . . Next, students were required to memorize good models. . . . Students were then expected to paraphrase models. . . . Then students recast the ideas in the text under consideration. . . . This recasting involved both writing as well as speaking . . .. As part of imitation, students would then read aloud a paraphrase or a recasting of ones own text for the teacher and his classmates before moving on to the final phase, which involved correction by the teacher. (Donovan J. Ochs, Imitation. Encyclopedia of Rhetoric and Composition, ed. by Theresa Enos. Taylor Francis, 1996) Imitation and Originality All of these [ancient rhetorical] exercises required students to copy the work of some admired author or to elaborate on a set theme. Ancient dependence upon material composed by others may seem strange to modern students, who have been taught that their work should be original. But ancient teachers and students would have found the notion of originality quite strange; they assumed that real skill lay in being able to imitate or to improve on something written by others. (Sharon Crowley and Debra Hawhee, Ancient Rhetorics for Contemporary Students. Pearson, 2004) Also See Sentence ImitationMimesisCommonplace BookCopiaDissoi LogoiImitating the Style of the  Spectator, by Benjamin FranklinPasticheProse Sentence-Imitation Exercises Sentence-Imitation Exercise: Complex SentencesSentence-Imitation Exercise: Compound SentencesSentence-Imitation Exercise: Creating Sentences With CommasSentence-Imitation Exercise: Creating Sentences With Semicolons, Colons, and Dashes

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