Common Elements That Mess up Your Biochemistry Personal Statement Essay Example

Common Elements That Mess up Your Biochemistry Personal Statement Paper Biochemistry is a vast field that deals with the chemical processes that take place in a living organism, though it is not restricted to only living matter. Individuals who want to pursue biochemistry field are prepared to devote their life in studying different structures and functions of cellular components of living matters. To gain admission in a college in order to acquire advance degree in biochemistry one needs to deal with a college personal statement first. Writing a personal statement for biochemistry graduate course is although not a rocket science but still you need to be extra careful because even a single critical mistake can easily put your application at risk and jeopardize your chances of gaining admission in a prospective college. You need to make an effective outline and list down all the necessary elements carefully to make the statement impressive. It should also be noted that not every detail needs to be shared in the personal statement. Only those details should be discussed that can make the right impact. Following are some of the common elements that can mess up your biochemistry personal statement, rendering you from gaining acceptance in any prominent college. Failure to meet the personal statement requirements We will write a custom essay sample on Common Elements That Mess up Your Biochemistry Personal Statement specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Common Elements That Mess up Your Biochemistry Personal Statement specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Common Elements That Mess up Your Biochemistry Personal Statement specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Different graduate schools provide different requirements along with the application. It is necessary to read those requirements carefully in order to put together a statement which meets the expectations of the board. A standard list of requirements include word limit, font styles and size, number of paragraphs in the statement, deadline of submission, some specific questions, etc. Though writing a compelling biochemistry statement will stimulate the interest of the board members but by complying with given requirements the chances of gaining the admission increase even more. Furthermore, by adhering to the given set of guidelines, you demonstrate the board that you are able to meet their requirements and willing to adhere to their instructions. Expressing negativity There are those individuals who have faced and overcome many sorts of grave ordeals in order to strive and be able to study more. If you are also among those people who have overcome great trials, make certain that you don’t express any kind of negativity in your statement but demonstrate a positive and solid attitude. Show your worth to the admission board and don’t ask for a pity. Be proud of yourself that you have triumph over all your problems and show that expression in your statement. Plagiarism Given that majority of individuals don’t know how personal statements, especially biochemistry statements, are written, many of them try to copy the content from sample statements and submit it to the admission department. It is true that sample statements can serve as a great help for writing attention grabbing personal statement. However, plagiarizing the content from the samples, hoping to gain the acceptance is one guaranteed way to mess up the chances of gaining the admission. Remember that you can mess up your personal statement by sticking with the given mistakes or you can increase your chances by avoiding those mistakes, the choice is yours.

Corp Venture Capital At Eli Lilly Example

Corp Venture Capital At Eli Lilly Example Corp Venture Capital At Eli Lilly – Case Study Example Corporate Venture Capital Corporate venture capital is a practise where a large firm makes an investment in a small butinnovative and enterprising company by providing management and market to enable it gain a competitive advantage. At the Eli Lilly, investing in healthcare IT, Biotechnology and medical device start-up companies was the main objective of CVC. Corporate Venture Capital provided a broader scope for investments firms regardless of the stage the company exists in. The fund provided strategies for the business development as the acquisition of new technologies and commercialization of the products. It enabled the adoption of e.Lilly and Lilly BioVentures that produced robust results in the pharmaceutical world. The fund could give the research scientists more access to resources and leverage hence improving the firm’s products. In the case of Protagonist investment, Darren Carroll can utilise the existing strategies at the Eli Lilly’s to establish the firm. Normally the main challenges getting a profitable income from investing in a firm at an infant stage. These issues can be countered since the protagonist already has well established modern facilities and efficient source of labour. The firm uses the sophisticated software in its drug manufacturing that can merge the research results with the existing facts in the library, these reduces the operational cost and increases drug success. With the application of the modern technology in the company, management issue won’t be a problem since communication is improved. Also, Carrol can send some of his venture corporates to help in the oversight of the projects in the Australian based firm.In conclusion, the Eli Lilly Company should invest in the Protagonist Company. The company according to Carrol’s view shows a robust growth and its financial uprise is in its peak heights. The company also employs modern technology that can be a boost to the Eli Lilly.

Langston Hughes Essay Example | Topics and Well Written Essays - 1000 words

Langston Hughes - Essay Example Through various literary devices for emphasis, themes dwelling on African-American heritage and in a simple language that many people can read, Hughes effectively presents the cultural diversity of an African-American not just to other races, but also most especially to his fellow African-Americans. Hughes’ style of poetry shows his strong background in rhythm and a hint of jazz, evident in his use of imagery, simile, metaphor, caesura, and repetition of words or lines for emphasis. His poem â€Å"Danse Africaine† exemplifies the use of these elements to effectively portray a moving performance of a female dancer illuminated only by a camp fire. The steep buildup of excitement and anticipation was illustrated through the use of various adjectives pertaining to the slow beat and low tones of the drums before the dance, as exemplified by the first five lines: Just like most presentations that have a beginning, a climax, and an ending Hughes repeated the theme he used for the first five lines such as the use of metaphor and the repetition of words, effectively establishing the poem’s rhythm and giving it its closure. Hughes’ other poem, â€Å"Lenox Avenue: Midnight† also uses similar literary devices, as well as adding rhymes and allusion to give the poem a hint of drama. Effective choice of words in â€Å"DanseAfricaine† makes it appear to be building anticipation or excitement ahead, and Hughes used this same strategy to establish the sad and lonely theme of â€Å"Lenox Avenue: Midnight†, as evident in lines 5-10 of the poem: The allusion in the poems that rain brings pain and implies feelings of loneliness or sorrow, and this line of thought establishes the poem’s sad and gloomy mood, similar to rhythm and blues. As with â€Å"DanseAfricaine†, Hughes also repeated the theme as well as the fourth line into the 14th line of the poem: â€Å"†¦ the gods are laughing at us†

Management Structure Essay Example | Topics and Well Written Essays - 2500 words

Management Structure - Essay Example Within any organization, the structure and management approaches needs to change in accordance with global changes and requirements and despite several changes, since the World War, companies have failed to meet the demands of the changing world economy. According to Bartlett and Ghoshal (1995) companies seem to have become fossilized and unable to adapt to slower growth so there is much instability in the market. Cost reduction programs tend to provide only short term relief, to the markets and companies so different business and organizational strategies are required to focus on long term gains and benefits to bring about growth and organizational stability. Successful companies like GE, ABB and Toyota seem to have rejected the principles of multi divisional enterprising according to Bartlett and Ghoshal and these companies employ an emerging management model which is not a new organizational structure but brings out a set of management processes and new roles and tasks for managers at different levels. Within any organization, the changes in the managerial structure are based on the core processes of entrepreneurial or encouraging initiatives, integrative and leveraging competence, renewal as in managing, rationalization and revi talization and a new management approach (Bartlett and Ghoshal, 1995). ... l typology of multinational companies or MNCs tend to show a global, multidomestic and transnational aspects of interdependence and local responsiveness. The relationship between local and global corporate social responsibility with international organizational strategy shows that the strategic logic of Bartlett and Ghoshal could be applied to the realm of corporate social responsibility and multinational firms tend to respond to pressures for integration and responsiveness (Husted and Allen, 2006). Multinational firms tend to replicate the product market organizational strategy in the management of corporate social responsibility and these alternative approaches are also followed by MNEs. Institutional pressures, strategic analysis of social issues and stakeholders tend to guide decision making in CSR. Management of multinational enterprises is thus largely dependent on the strategies in management and corporate social responsibility, the analysis of social issues, the human resourc e management approach, and shows the implications of marketing management and public policy. Harzing (2000) used data from 166 subsidiaries of 37 MNCs in 9 countries and show how the MNCs tend to differ in aspects of interdependence and local responsiveness. International management assumes the existence of different types of MNCs that are polycentric, ethnocentric, geocentric, global as well as transnational. Multinational organizations are complex and manageable with a number of related characteristics and a typology for MNCs could help in explaining the functioning of such companies. The lack of conceptual integration and empirical corroboration in international business and management could be corrected with the reinforcing characteristics of MNCs. MNCs that bring about a balance

3 visual graphic aids Assignment Example | Topics and Well Written Essays - 750 words

3 visual graphic aids - Assignment Example Most of the effects range from the production of allergens, toxicity, lowered nutrition, and resistance to anti-biotic. (Bernstein et al., 23). Research reveals that there are direct effects that consumption of GMO has on the increase of psychological diseases. Figure 1.0 presents a study finding that illustrate effects of GMO on autism. The figure above is a representation of the study that was conducted to examine the effect the GMO had on the children with autism. It was noted that there was a significant correlation coefficient of 0.985. This finding revealed that GMO food had direct negative effect on the mental condition of children. There are several more other studies that have tried to associate GMO with emerging diseases including cancer. It is based on these findings that there has been increased demand by those who oppose GMO to have such products labeled to give consumers a choice of what they want. There has been increase in demand for the GMO products to be labeled. This advocacy has grown for a long period of time. By 1990s some food products particularly in Europe were already labeling their products. Several countries including Japan had insisted on mandatory labeling of the GMO products. (Ghosh, Kakoli, and Paul C. Jepson, 67) However, it has grown ironical that some individuals are opposed to such moves, even with the fact that such move only provide the consumer with a clear choice. Focus has lately been directed to United States, which abandoned the law of mandatory labeling of the GMO products. Critics of the labeling view the policies as impediment to trade and unnecessary spending on research and advertisement. It is also noted that the producers of the GM products are not willing to lose their establishment since most consumers would not want to by the products label with the GM marks. They therefore are forced to change the ingredients of their products in

Impact of Feedback Environment on Employee Commitment

Impact of Feedback Environment on Employee Commitment This research paper examines the effect of feedback environment on employee commitment, with role clarity being the mediating variable in the public and private sectors organizations of Islamabad Rawalpindi city. From the previous researches a link was found between feedback environment and employee commitment at workplace, this study attempts to explore this link in the context of Islamabad. To create employee commitment amongst organizational members has become increasingly important in todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s dynamic business environment, because this factor leads to employee retention and a low degree of turnover. For this study a sample size of 200 was taken and different private and public sector organizations were covered in the research work. The research was of hypothesis-testing in nature and responses were collected using standardized questionnaires for each variable. All three variables supervisory and coworker feedback and role clarity proved to be positively associate d with employee commitment; with the feedback from coworker source being the strongest in creating employee commitment followed by role clarity and feedback from supervisor source. The mediating effect of role clarity was not found to be significant and there is still an opportunity for further research in this area to explore this link. However the positive association of role clarity with employee commitment represents its importance in creating employee commitment, though its contribution is small, but this very dimension must not be ignored by the managers of the 21st century. Chapter 1 INTRODUCTION It has become necessary for business firms to satisfy all of their major stakeholders (consumers, employees, clients etc) to remain competitive in todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s dynamic business environment. The satisfaction and commitment level of a firmà ¢Ã¢â€š ¬Ã¢â€ž ¢s employees is of key importance in determining its human resource strength, which in turn leads to their retention and make an organization able to satisfy the needs of its customers, consumers and clients in both the production and service sectors. Many variables have an impact on the level of commitment of a firmà ¢Ã¢â€š ¬Ã¢â€ž ¢s employees, some of which are job satisfaction level (with intrinsic and extrinsic factors), the quality of leader-member exchange and the overall feedback environment that an employee works in. Many researchers put emphasis on providing feedback to employees in order to satisfy them and consider providing feedback to employees to be essential for maintaining and increasing employee motivation and satisfaction. Traditionally the yearly formal performance appraisal/review in private sector organizations and Annual Confidential Report (ACR) in public sector organizations have been considered as the ideal platform for higher authorities (departmental/organizational heads, supervisors, immediate bosses) to provide feedback to employees about how they view their performance. But employees generally report problems and shortfalls regarding the current methodologies used to asses their performance and characterize the overall process as being too much restricted to a performance appraisal period and involving only one feedback source (departmental/organizational heads, supervisors, and immediate bosses). A qualitative case study by Longenecker and Nykodym (1996) in the public sector illustrated some of the problems associated with traditional performance appraisal method. Employees noted that feedback in performance appraisal was problematic for improving employee motivation and performance, and as a communications tool to improve the manager/subordinate relationship and suggested that managers should: make more time available for providing performance feedback, increase their knowledge of actual performance, better clarify performance expectations, put greater emphasis on employee development, not dwell on negatives, provide more ongoing feedback, and increase two-way communication These suggestions indicate that supervisors/immediate bosses might adopt a number of specific behaviors to support feedback processes in the organization, which in turn might lead to an enhanced manager/subordinate relationship and increased employee satisfaction and hence employee commitment. Here we can see that feedback only after some specified interval and through formal sessions is not sufficient to improve work outcomes (job satisfaction, productivity, employee commitment, organizational citizenship behavior etc). Considering this very fact; Steelman, Levy and Snell (2004) proposed a scale, known as Feedback Environment Scale (FES) with a validation study to demonstrate how different facets of feedback sources (supervisor and coworkers) constitute the overall feedback environment within an organization. This new instrument measures a much more comprehensive view of the feedback environment and is more relevant to the organizations of today and the responsibilities of 21st-cent ury managers. FES may also be defined as a multifaceted construct with two major factors (Supervisor and Coworker) manifested in seven facets. Together, these seven facets reflect the contextual aspects surrounding the transmission of job performance feedback on a recurrent or daily basis (Steelman et al, 2004). In general; Employee commitment is oneà ¢Ã¢â€š ¬Ã¢â€ž ¢s psychological attachment to his or her organizations. The higher the level of Employee Commitment of an individual, the lower are the chances of his/her psychological and physical job withdrawal. Moreover; committed employees are generally productive and go beyond their job descriptions in improving their organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s products and services. Researchers have found a positive link between Feedback Environment Scale and Employee commitment. This link is mediated by a third variable called Role Clarity, which is defined as the subjective feeling of having as much or not as much role relevant information as the person would like to have Lyons (1971). This study is aimed to explore this link in a Pakistani context and more specifically in the context of Islamabad, After the confirmation of such a link, mangers can adopt a number of measures to improve employeesà ¢Ã¢â€š ¬Ã¢â€ž ¢ satisfaction, their level of productivity and employee commitment. Research Objectives To measure the level of performance feedback (from supervisors and coworkers) received by the employees of different organizations, both of public and private sector operating in Islamabad city. To Measure the level of employee commitment of employees working in different organizations To explore the link between feedback environment and employee commitment To suggest specific measures to be adopted in order to increase the overall feedback environment and employee commitment in organizations Chapter 2 LITERATURE REVIEW 2.1 Feedback Environment In the past, the feedback environment has been defined as the type of job performance information that employees perceive as being available to them (Herold Parsons, 1985).but according to the refined and most up-to-date definition; the feedback environment refers to the contextual aspects of day-to-day supervisor-subordinate and coworker-coworker feedback processes rather than to the formal performance appraisal feedback session (Steelman et al, 2004). Consequently, up to now, an organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s feedback environment has been defined as the amount and availability of positive and negative feedback from different sources (Steelman et al, 2004). 2.2 Measurement of Feedback Environment Feedback environment in an organization is measured through a new multifaceted instrument, the Feedback Environment Scale (FES), which helps inform the feedback process in organizations. This new instrument measures a much more comprehensive view of the feedback environment and is more relevant to the organizations of today and the responsibilities of 21st-century managers. FES may also be defined as a multifaceted construct with two major factors (Supervisor and Coworker) manifested in seven facets. Together, these seven facets reflect the contextual aspects surrounding the transmission of job performance feedback on a recurrent or daily basis (Steelman et al, 2004). It is clear that employees receive feedback information from various sources (Greller, 1980; Morrison, 1993) but some authors suggest that supervisor and coworker feedback sources are the most practical and relevant from the feedback recipientà ¢Ã¢â€š ¬Ã¢â€ž ¢s point of view (Ashford, 1989). Thus, the FES postulates two factors called Supervisor Source and Coworker Source and the following seven specific facets within each of those source factors: source credibility, feedback quality, feedback delivery, frequency of favorable feedback, frequency of unfavorable feedback, source availability, and promoting feedback seeking (Steelman et al, 2004). Source Credibility is conceptualized as the feedback sourceà ¢Ã¢â€š ¬Ã¢â€ž ¢s expertise and trustworthiness (Giffin, 1967). Consistency and usefulness have been demonstrated to be important aspects of feedback quality (Greller, 1980; Hanser Muchinsky, 1978; Herold, Liden, Leatherwood, 1987). A feedback recipientà ¢Ã¢â€š ¬Ã¢â€ž ¢s perceptions of the sourceà ¢Ã¢â€š ¬Ã¢â€ž ¢s intentions in giving feedback will affect reactions and responses to the feedback (Fedor, Eder, Buckley, 1989). Favorable feedback is conceptualized as the perceived frequency of positive feedback such as compliments from supervisors and/or coworkers when from the feedback recipientà ¢Ã¢â€š ¬Ã¢â€ž ¢s view, his or her performance does in fact warrant positive feedback. Correspondingly, unfavorable feedback is conceptualized as the perceived frequency of negative feedback such as expressions of dissatisfaction and criticism from supervisors and/or coworkers when from the feedback recipientà ¢Ã¢â€š ¬Ã¢â€ž ¢s vi ew, his or her performance warrants such feedback (Steelman et al, 2004). Supervisor and/or coworker source availability is operationalized as the perceived amount of contact an employee has with his or her supervisor and/or coworkers and the ease with which feedback can be obtained (Steelman et al, 2004). Feedback seeking is defined as the extent to which the environment is supportive or unsupportive of feedback seeking. It is the extent to which employees are encouraged or rewarded for seeking feedback and the degree to which employees feel comfortable asking for performance feedback (Williams et al, 1999). 2.3 Role Clarity Lyons (1971) defines role clarity as the subjective feeling of having as much or not as much role relevant information as the person would like to have. The importance of having role clarity (knowing the tasks and expectations of a job) has been shown in previous research that used both emotional and performance-related measures (Abramis, 1994; Jackson Schuler, 1985; Tubre Collins, 2000). Role clarity is a prerequisite for harmonious interactions with others in the role set (Mcgrath, 1976). The absence of role clarity leads to stress, intrapersonal tension and lowered job satisfaction (Cooper, Sloan Williams, 1988; Hall, 2004). Breaugh Colihan (1994) defined role ambiguity to be job ambiguity and indicated that job ambiguity possesses three distinct aspects: work methods, scheduling, and performance criteria. 2.4 Employee Commitment It is recognized that an employees commitment to an organization can be expressed in three particular ways: affective, continuance, and normative. Affective commitment is focused on an emotional attachment to the organization (Herscovitch, 2002). On the other hand, continuance commitment is when an employee stays with an organization based on a perceived cost of leaving (Herscovitch, 2002). In this case, the employee is staying because he/she thinks it will cost more to go find work elsewhere. Lastly, normative commitment refers to an employees moral obligation to stay with the organization (Herscovitch, 2002). This can arise due to the employee feeling that the organization has treated him/her well and therefore, he/she owes the organization a continued period of employment. In one sense, each type of commitment somewhat ties the individual to the organization; however, each impacts differently on the manner in which the employee conducts him/herself in the workplace. For example, a n employee with an affective commitment will often go above and beyond what is required of his/her position in order to assist the organization in meeting its goals. Employees with high affective commitment tend to be absent from work less frequently and display a higher work motivation and organizational citizenship (McShane, 2001). Continuance commitment, however, is negatively related to performance whereby employees tend to do simply what is required, have higher rates of absenteeism, and low motivation (Johns and Saks, 1996). 2.5 Feedback Environment, Role Clarity/Ambiguity and Employee Commitment Over recent years, there has been a surge of interest in the effects of the feedback environment on work-related outcomes (e.g. Norris-Watts Levy, 2004; Rosen et al., 2006). A favorable feedback environment is positively related to supervisory reported organizational citizenship behavior and that this relationship is partially mediated by affective commitment (Norris-Watts Levy, 2004). Another study tested a mediated model suggesting that the effects of the feedback environment on job satisfaction, and supervisory rated in-role and extra-role performance are mediated by perceptions of organizational politics. In general, this model was supported, again demonstrating the relationship between the feedback environment and several work-related outcomes (Rosen et al., 2006). A field experiment conducted by Tziner and Latham (1989) revealed increased work satisfaction and employee commitment when a goal-setting and feedback program was introduced, but it is not possible to draw the concl usion that this effect emanates from feedback only. Researchers have found a relationship between feedback and role ambiguity (Herold et al, 1987, Peiro et al, 1994, Sawyer, 1992, Teas, 1983, Vredenburgh, 1983). So, even though previous studies lend support to the hypothesis that feedback affects attitudes towards work, there is also a possibility that the uncertainty reducing effect of feedback is the link between feedback and work attitudes, through the intervening influence of role ambiguity. Resultantly, there is also support to hypothesize that feedback only indirectly affects attitude towards work with role ambiguity as a mediating variable (Anders et al, 1999). Mathieu Zajac (1990) conducted a meta-analysis of 48 studies and found that overall employee commitment was low when employees were unsure about what was expected of them (Role Ambiguity). In nine studies, Dunham, Grube, Castaneda (1994) found that employees understanding about the significance of their tasks were somewhat positively related to affective commitment, but not related to normative or continuance commitment. Workers need role clarity to be able to navigate on their own. To improve the opportunity for self feedback there appears a need to strengthen the connection between the individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s work and the organizational goals (Anders et al, 1999). Chapter 3 THEORETICAL FRAMEWORK On the basis of literature review, a relationship between feedback environment and employee commitment was found, being mediated by a third variable, Role Clarity. The following hypothetical link between the variables was drawn and tested. 3.1 Operational Definitions 3.1.1 Feedback Environment (Independent Variable) Feedback Environment has been taken as the independent variable for this study which is defined by Steelman et al (2004) as the amount and availability of positive and negative feedback from different sources. As the feedback environment in organizations is generally measured using the Feedback environment Scale (FES) proposed by Steelman et al (2004), the same will be employed to measure the quality of feedback environment that takes into account two major feedback sources which are: Supervisor source Coworker source Feedback from each source has seven dimensions which are: 3.1.1.1- Source credibility Giffin (1967) defined source credibility as the feedback sourceà ¢Ã¢â€š ¬Ã¢â€ž ¢s expertise and trustworthiness. Perception of trustworthiness an individual imparts to other people. Factors that influence source credibility are expertise and reputation for honesty. 3.1.1.2- Feedback quality Feedback quality refers to its consistency and usefulness which are important aspects of feedback (Greller, 1980; Hanser Muchinsky, 1978; Herold, Liden, Leatherwood, 1987). 3.1.1.3- Feedback delivery It refers to the feedback environment in terms of sourceà ¢Ã¢â€š ¬Ã¢â€ž ¢s consideration and intentions in his or her delivery of the feedback (Steelman et al 2004). In simple words this dimension is related to the extent of empathy of the feedback source. 3.1.1.4- Favorable feedback Steelman et al (2004) defined favorable feedback as the perceived frequency of positive feedback such as compliments from supervisors and/or coworkers when from the feedback recipientà ¢Ã¢â€š ¬Ã¢â€ž ¢s view, his or her performance does in fact warrant positive feedback 3.1.1.5- Unfavorable feedback Unfavorable feedback is conceptualized as the perceived frequency of negative feedback such as expressions of dissatisfaction and criticism from supervisors and/or coworkers when from the feedback recipientà ¢Ã¢â€š ¬Ã¢â€ž ¢s view, his or her performance warrants such feedback (Steelman et al, 2004). 3.1.1.6- Source availability Supervisor and/or coworker source availability is defined as the perceived amount of contact an employee has with his or her supervisor and/or coworkers and the ease with which feedback can be obtained (Steelman et al, 2004). 3.1.1.7- Promoting feedback seeking Williams et al (1999) defined Feedback seeking is defined as the extent to which the environment is supportive or unsupportive of feedback seeking. It is the extent to which employees are encouraged or rewarded for seeking feedback and the degree to which employees feel comfortable asking for performance feedback Responses about each dimension relating to both the sources will be gathered using the FES Questionnaire, proposed by Steelman et al (2004) in their validation study of the FES. 3.2 Employee Commitment (Dependent Variable) For the purpose of this study employee commitment has been defined as an employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s psychological attachment to his/her organization. Mainly the three component model of employee commitment by Herscovitch (2002) is used, which says that the commitment level itself consists of three parts; affective, continuance and normative commitment. Somers (1995) defined Affective commitment as an employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s emotional attachment to an organizational goals and values. Normative commitment is a perceived duty to support the organization and its activities, whereas; continuance commitment is however interacted with affective commitment in predicting job withdrawal intentions and absenteeism. The level of employee commitment was measured using the employee commitment questionnaire by John Meyer Natalie Allen (1991). Figure 3.1: The Theoretical Relationship between Feedback Environment and Employee Commitment with the Mediating Effect of Role Clarity/Ambiguity 3.3 Role Clarity/Ambiguity (Mediating Variable) Role clarity is defined as the subjective feeling of having as much or not as much role relevant information as the person would like to have Lyons (1971). Or simply knowing the tasks and expectations of oneà ¢Ã¢â€š ¬Ã¢â€ž ¢s job is known as Role Clarity. From the previous studies there appeared a relationship between feedback and employee commitment with the mediating effect of role clarity/ambiguity, and it was conceived in this study that the quality of feedback environment leads to role clarity or ambiguity as feedback serves the purpose of clarifying an employeeà ¢Ã¢â€š ¬Ã¢â€ž ¢s role which leads to employee commitment (Mathieu Zajac 1990, Dunham, Grube, Castaneda 1994). Role Clarity was measured using the standardized questionnaire proposed by Rizzo et al (1970). 3.4 Hypotheses: The following seven hypotheses were tested to explore the link between the following: Supervisory Feedback and Subordinateà ¢Ã¢â€š ¬Ã¢â€ž ¢s Role Clarity Coworker Feedback and Incumbentà ¢Ã¢â€š ¬Ã¢â€ž ¢s Role Clarity Feedback Environment and Employee commitment Role Clarity and Employee commitment 3.5 Hypotheses Statements Hypothesis 1: Ho: There is no relationship between supervisory feedback and subordinateà ¢Ã¢â€š ¬Ã¢â€ž ¢s role clarity Hypothesis 1: H1: There is a relationship between supervisory feedback and subordinateà ¢Ã¢â€š ¬Ã¢â€ž ¢s role clarity Hypothesis 2: Ho: There is no relationship between coworker feedback and employee role clarity Hypothesis 2: H1: There is a relationship between coworker feedback and employee role clarity Hypothesis 3: Ho: There is no relationship between feedback environment and employee role clarity Hypothesis 3: H1: There is a relationship between feedback environment and employee role clarity Hypothesis 4: Ho: There is no relationship between supervisory feedback and employee commitment Hypothesis 4: H1: There is a relationship between supervisory feedback and employee commitment Hypothesis 5: Ho: There is no relationship between coworker feedback and employee commitment Hypothesis 5: H1: There is a relationship between coworker feedback and employee commitment Hypothesis 6: Ho: There is no relationship between feedback environment and employee commitment Hypothesis 6: H1: There is a relationship between feedback environment and employee commitment Hypothesis 7: Ho: There is no relationship between employee role clarity and employee commitment Hypothesis 7: H1: There is a relationship between employee role clarity and employee commitment Chapter 4 RESEARCH METHODOLOGY Research Design is a master plan specifying the methods and procedures for collecting and analyzing needed information. Having identified the variables of the study and developing the theoretical framework, the next step was to design the research in a way that the required data could be gathered and analyzed to arrive at a solution. A Survey was conducted, based on a questionnaire. The term questionnaire refers to a list of questions, usually printed, and submitted for replies that can be analyzed for usable information. 4.1 Purpose of the Study The research was of hypothesis-testing in nature. The characteristics of variables and their relationship were defined in the previous section. Hypotheses were formulated on the basis of relationships between the two main variables (feedback environment and employee commitment). Researches have shown that there is positive relationship between feedback environment and employee commitment. Those studies were conducted in different parts of the world and the current research is based on the hypotheses which are to be tested to find if there is a positive relationship between the said variables. 4.2 Type of Investigation The purpose of our research was to find out if there is relation between variables, the type of investigation chosen was correlation. 4.3 Extent of Researcher Interference with the Study The primary data was collected through the questionnaire. The data was collected in natural environment and the researcherà ¢Ã¢â€š ¬Ã¢â€ž ¢s interference was minimal. 4.4 Study Settings The research was conducted in natural environment where work proceeds normally, i.e. in non-contrived settings. The study was based on Field Experiment where all activities were occurring in natural work environment. 4.5 Unit of Analysis In this study, individuals were studied separately. Research team studied the feedback received from the two sources (supervisor and coworker) and through the questionnaire investigated the relevant variables and their relationship. 4.6 Sampling A sample is a subset of a larger population that contains its major characteristics. In this step the following decisions were taken: Who is to be sampled (sampling unit) How large a sample should be (sample size) How will sample units be selected (sampling technique) 4.7 Sampling Unit To get the representation from all levels of management and all types of organizations, employees form each layer of management were selected as sample from different organizations ranging from manufacturing to service, both from public and private sectors. Responses were gathered from the employees of the following organizations: Askari Bank, Balochistan Teachersà ¢Ã¢â€š ¬Ã¢â€ž ¢ Training Academy, Balochistan University of Information Technology, Engineering Management Sciences (BUITEMS), Cantonment Hospital, Chiltan Ghee Mills, Civil Secretariat, Concern Worldwide, Habib Bank Ltd, Mercy Crops, National Bank, PTCL, Islamabad Electric Supply Company (QESCO), SME Bank, Sui Southern Gas Company Ltd (SSGC), Telecard, Telenor, UNDP and Warid Telecom 4.8 Sample Size The sample size for the study was 200. Employees from each of the above-mentioned organization were asked to respond the questionnaires. 4.9 Sampling Technique Probability sampling was used for the research; in such type of sampling each member of population has an equal chance of becoming a sample. 4.10 The Questionnaire The Questionnaire had the following sections: 4.10.1 Section-1 (Demographics) The first section investigated about the respondentà ¢Ã¢â€š ¬Ã¢â€ž ¢s demographical characteristics including: Age Gender Marital Status Qualification Managerial level Nature of work Experience in years The respondents were not asked to mention their names or disclose their identity and it was ensured to keep the information confidential. 4.10.2 Section-2 3 (Supervisory and Coworker Feedback Measurement) These sections contained questions about the supervisory and coworker feedback received by the respondents focusing on the following dimensions: Source credibility Feedback quality Feedback delivery Favorable feedback Unfavorable feedback Source availability Promoting feedback seeking The items of this section were obtained from the validation study of feedback environment (Steelman et al, 2004). 4.10.3 Section-4 (Employee commitment Measurement) This section contained questions about the level of employee commitment of the respondents. 4.10.4 Section-5 (Role Clarity Measurement) This section contained questions measuring the Role Clarity of the respondents. 4.11 Data Collection In this phase the research moved from papers to the field. Data was gathered in the form of responses from the respondents. Questionnaire was used as a tool to collect data and 100% of the respondents were surveyed through it. As mentioned above different organizations from public and private sector were visited to collect the responses. Questionnaires were distributed and taken back from the respondents after two to three days. Total time taken to complete the data collection process was two weeks. The respondents were guided about filling the questionnaires and the queries were responded properly. Chapter 5 RESULTS AND DISCUSSION 5. Hypothesis Testing All seven hypotheses of the study were tested on the following parameters: Confidence level: (1-ÃŽÂ ±) = 0.95 (95%) Level of Significance: ÃŽÂ ± = 0.05 Statistic used: t-statistic Sample size: n = 200 Table 5.1: Results of Hypothesis Testing Hypotheses t-calculated t-tabulated Computation Result 1 2.20 +1.96 tcal>ttab Rejected Ho 2 1.97 +1.96 tcal>ttab Rejected Ho 3 2.13 +1.96 tcal>ttab Rejected Ho 4 3.74 +1.96 tcal>ttab Rejected Ho 5 6.88 +1.96 tcal>ttab Rejected Ho 6 6.18 +1.96 tcal>ttab Rejected Ho 7 1.99 +1.96 tcal>ttab Rejected Ho Where: tcal = the calculated value of t-statistic ttab = the tabulated value of t-statistic It is clear from the results of table 5.1, that all seven alternative hypotheses were accepted as the value of t-calculated found be higher than the value of t-tabulated regarding each hypothesis. This shows that there is a link between each of the independent variable (feedback from supervisor and coworker source, feedback environment and role clarity) with the dependent variable (employee commitment). 5.1 Correlation Analysis The second analysis involved regressing each of the predictors on the outcome variable i.e. employee commitment. The results are presented in table 5.2 A correlation matrix was developed for Supervisory Feedback, Coworker feedback and Role clarity with Employee Commitment. According to the results, all the three variables were positively associated with Employee Commitment. The association represents a positive linear relationship between the dependent variable; Employee Commitment and each of the independent variables. Table 5.2: Correlation Matrix for Employee Commitment Variable Supervisory Feedback Coworker feedback Role Clarity Commitment Supervisory Feedback 1.000 0.534** 0.123** 0.257** Coworker feedback 0.534** 1.000 0.139** 0.439** Role Clarity 0.123** 0.139** 1.000 0.097** Commitment 0.257** 0.439** 0.097** 1.000 ** p Coworker feedback was most strongly associated with Employee Commitment (0.439), followed by supervisory feedback (0.257) and role clarity (0.097). All relationships were statistically significant at p The correlation analysis of employee commitment as shown in table 5.1 indicates that all the associations (between x and y variables) were positive. This signifies that a positive linear relationship exists between x and y variable. Coworker feedback was most strongly related with employee commitment, followed by role clarity and supervisory feedback. All relations were statistically significant at 0.01 levels. 5.3 Regression Analysis The value of R2 was 0.195. The first independent variable, coworker feedback [0.419, P Table 5.3: Regression Analysis of Feedback Environment at workplace (Dependent Variable= Employee Commitment Variable Coefficient Standard Error Standardized Beta Intercept 1.783** 0.262 - Supervisory Feedback 0.029** 0.077 0.029 Coworker feedback 0.388** 0.071 0.419 Role Clarity

The Rising Cost of Health Care Essay -- essays research papers

Rising medical costs are a worldwide problem, but nowhere are they higher than in the U.S. Although Americans with good health insurance coverage may get the best medical treatment in the world, the health of the average American, as measured by life expectancy and infant mortality, is below the average of other major industrial countries. Inefficiency, fraud and the expense of malpractice suits are often blamed for high U.S. costs, but the major reason is overinvestment in technology and personnel. There are three issues when it comes to the health care cost rising. The first is the rising cost in prescription drugs. The second area of rising cost is the increased technologies when it comes to the medical industry. The third problem is the aging population. Prescription drugs are the area of the fastest growing health care expense, and it is projected to grow at 20 to 30 percent each year over the next several years. There are many newer, more expensive drugs on the market, and the use of these prescriptions is exploding. In addition, with so much television advertising, many consumers ask their doctors for expensive, brand name drugs when there may actually be a generic drug that works just as well. Over the past decade, scientists have made significant advancements in the treatment of certain diseases. Unfortunately, just like any new product, the cost of developing these new technologies and treatments is extremely high. Plus, unlike other technology, heath technolo...

Data and Information

DATA| INFORMATION| 123424331911| Your winning lottery ticket number| 140593| Your date of birth| Aaabbbccd| The grades you want in your GCSEs| Data and information Data, information & knowledge Data Data consist of raw facts and figures – it does not have any meaning until it is processed and turned into something useful. It comes in many forms, the main ones being letters, numbers, images, symbols and sound. It is essential that data is available because it is the first step in creating meaningful information.Ex; 123424331911; 140593; aaabbbccd, might not mean anything by themselves, but if it is processed and turned into (the chart below) they turn into something useful. Information Information is data that has been  processed  in such a way as to be  meaningful  to the person who receives it. INFORMATION = DATA + CONTEXT + MEANING INFORMATION = DATA + CONTEXT + MEANING Example of information DATA| 21041926| This has no meaning or context| CONTEXT| It is a British da te| This allows us to register it as 21st April 1926.It still has no meaning and is therefore not information| MEANING| The Birth date of Queen Elizabeth II| This gives usa ll the elements required dor it to be called ‘information’| Knowledge Knowledge is the ability of understanding the relationship between pieces of information and what to actually do with the information. Consider this scenario:  Person puts a finger into very hot water. Data gathered: Finger nerves sends pain data to the brain. Processing:  Brain considers the data and comes up with†¦ Information: Painful finger means it is not in a good place.Action: Brain tells finger to remove itself from hot water. Knowledge: Sticking finger in hot water is a bad idea. Knowledge is having an understanding of the ‘rules’ Types of data Data can be stored in many different formats called ‘data types’. When setting up a database or spreadsheet, it is important that the correct data type is selected for each field. This is because the data type will determine what can be done with the data held in that field e. g. sorting, searching, calculations etc. It also can determine the format in which data is displayed e. g. date/time data type will allow you to pick the format of your choice, 14/05/08, 14 May 2008, 14th May 2008 etc. Finally, some data types are able to automatically validate the data being entered. e. g. : When you use a date/time data type then each date will be automatically checked to ensure that it can actually exist. For example, you would not be able to enter the date 31/02/2008 – it would automatically be rejected or return an error message. Types of data: * Text * Number * Boolean * Date/Time * Image Text A text data type can hold any letter, number, symbol or punctuation mark.It is sometimes referred to as ‘alphanumeric' or ‘string'. The data can be pure text or a combination of text, numbers and symbols. * Name Joe Bloggs * Address 101, Any Street That Town TR34 9RT * Telephone Number 01234 567890 * Car Registration EA05 NXR * Car ColourBlue Telephone numbers need to be stored as a text/string data type because they often begin with a 0 and if they were stored as an integer then the leading zero would be discounted. You are never likely to want to add or multiply telephone numbers so there is no reason to store it as an integer data type. Number A number data type contains numbers.Example: * Weight in Kg12. 25, 19. 99, 199. 99 * Room measurement in metres14. 5 * Temperature (degrees Celsius)37. 5 Types of numbers: * Integers An integer stores whole numbers, either positive or negative. Integers however cannot store numbers with decimal places. * Real Your numerical data might need to be formatted with decimal places. This means it cannot be stored as an integer number. Instead it is known as a  Ã¢â‚¬Ëœreal'  number. You can specify the number of decimal places that you need. * Currency When you choose to format numerical data as currency then it will automatically be given two decimal places.However, you can choose to format currency with 0 dp because in some circumstances it would not be appropriate to display the pence. Think of an estate agent, they might sell a house for ? 295,000. It would look daft displayed as ? 295,000. 00. The currency data type also allows you to display the correct currency symbol such as ? or $. Boolean Boolean data holds one of two values, for example: * Yes/no * True/false * 0/1 A Boolean data type is used to answer questions where there are exactly two options, three options would mean it was no longer boolean data.Examples of questions where the responses would be stored as boolean data: * Has the heating been turned on? | Yes / No| * Are you employed? | Yes / No| Data / Time A date / time data type is used to store any data that is related to date or time. The tricky thing about date / time is that there are so many ways of showing it. And some countries have a different way of representing a date. For example * 9/4/94 in the USA means 4th Sept 94 * 9/4/94 in the UK means 9th April 94 By using a date /time data type, you can choose the format for how you want your data to be automatically displayed.For example: 14/05/08, 14 May 2008, 14th May 2008 etc. Another reason to use a date /time data type is that it can provide some basic validation on the data being entered. For example, you would not be able to enter the date 31/02/2008 – it would automatically be rejected or return an error message. Image Databases allow graphical images such as photographs to be stored as a data type. Images are binary files rather than text or numbers which is why a specific data type is required. Different file types such as . bmp, . jpg, . tiff can be storedQuality of information Things that affect the quality of information Accuracy If the data that you have collected is inaccurate then the information it will produce will inev itably also be inaccurate. Examples of how innacurate data occurs: Questionnaries and surveys * questions might be poorly worded so that users misunderstand them * there may not have been enough people interviewed for any conclusions to be reliable. For example, asking just two people is not likely to be enough Human mistakes * if people are collecting the data manually e. g. ecording answers to questionnaires, writing down instrument measurements, they might make a mistake. Calibration of instruments * if data is being collected automatically by sensors or other instruments then the results could be inaccurate if the instruments were not correctly calibrated at the start of the data collection period Examples of information which would be of little use if it was inaccurate: Weather forecasts Many people check the weather forecast each day so that they can get an idea of what to wear. People have to have faith that the forecast will be reasonably accurate in order to make decisions. Supermarket prices When you go to a shop you probably know how much money you have to spend. You chek the prices of things you are buying on the shelves and will have an idea of how much it will cost by the time you have reached the till. If the peson entering the price details into the system has accidentally overpriced a couple of items, then this could mean that you don’t have enough money to pay for shopping and have to put something back. Businesses Businesses have to keep accurate records of all the money coming in and all of the money being paid out.If the accountants make a mistake and dont accurately entera ll of the money received then it could look like the company has not made as much profit that year. Or they havent recorded all the bills so it seems that the company is making more money tan it really is Relevance In order for information to be useful it must be relevant to you. School You have a great deal of information to learn for each of your exams. Each tim e you go to lessons you probably take a lot of notes and perhaps are given handouts by your teachers to read.What about if your teachers decided to spend a few weeks teaching you about things that particularly interested them? What they had taught you might have been very interesting to both them and you but it isn't relevant to what you needed at the time. You would find that you had spent a few very precious weeks learning about things that you didn't need to know in order to pass your exam. Weather forecasts Whilst it might be interesting to find out what the weather is like in Florida or Melbourne today, it isn't really relevant to your everyday life.It won't help you decide whether you need to take an umbrella with you before you leave home in the UK. Doctor’s appointments You might be feeling unwell and want to make an appointment to see your doctor. You phone up the local surgery to find out when the doctor has a spare appointment time. It wouldn't be very useful or re levant to you if the receptionist told you how many appointment times were available to see the nurse. House prices Perhaps your parents might be thinking of moving house. The first thing they would do would be to speak to an estate agent to find out how much their house was worth.It wouldn't be useful or relevant if the estate agent were to tell them how a similar house in a different part of the country might be worth. Up to date information In order to be useful, information needs to be up to date. In many cases information changes over time and so old or out of date information can be misleading or five you the wrong picture of what is happening. Exams As part of your revision, you have a go at practicing lots of exam questions before the big day and you work your way through the practice papers and model answers that your teacher has given you.However, some of the papers are over five years old. How useful are the model answers for questions such as ‘which storage device would you recommend? ‘ and ‘what is the average size of a hard disk? ‘ It is well known that things move very quickly in the world of ICT and hardware and software changes rapidly. What was a top-notch computer just three years ago is now probably a very low-spec machine. So the model answers are likely to be out-of-date. Holidays Choosing a holiday can be great fun. And you would probably go to the travel agent to get the latest brochures. Why?Well, because if you used last year's brochures the holiday may not even be available any more. And certainly the prices would be different. So you need up-to-date information House prices Your parents are still thinking of selling their house. They need an idea of how much their house is worth right now. It would be no use to them being told by the estate agent how much their house was worth five years ago. Completeness In order for information to be useful it needs to be complete. If part of the information is missing then you will not be able to make use of it or make accurate decisions.Exams Remember those exam papers that you were doing for revision during your study leave? Your teacher wanted you to work your way through them and check your answers against the model answers. What if you were only given the second half of the model answer and the first half was missing? How useful would it be to you? Weather forecast You still want to plan the family picnic for tomorrow. However when you check the weather forecast you are only told what the weather in the morning will be like. There is nothing about the afternoon.You can't really make a decision just based upon what the morning weather is likely to be. Doctor’s appointment Imagine you are feeling ill and you need to make an appointment to see your doctor. How useful would it be if the receptionist just told you that you could have an appointment at quarter past two? Does she mean today, tomorrow or next week? The information in incomplete. Quality of presentation Information which is presented in a disorganised way or in a manner that is hard to understand will be less useful to you Business dataIf you were asked to present some information in a business meeting. It is often better to present it graphically. People find it very hard to spot patterns in a table of data, but the same information presented as a graph makes it very easy. Buying a house Your parents want to buy a new house. It is much easier to pick a house if a photograph was available. Your parents can see instantly if the house would appeal to them and whether they would be interested in finding out more. Once they have decided they like the look of the house they would then want more detailed written information.However, giving them the written information first with no idea of what the house looks like would make it difficult for them to get an idea as to whether they would like it. Too mucho or too litle detail For information to be useful you need t he right amout of detail. There is a risk of having too much detail which makes the information overwhelming and difficult to extract the bits that you want to know about. Or there might not be enough detail in which case you wont understand the full picture. Example: baking a cake Too much detail| Not enough detail|Ingredients Not only telling you that you need fluor, but telling you all of the different brands of fluor and how the choice of each one would affect the rising of your cake| Ingredients Telling you that you need fluor but not the quantity you will need to weigh ouy| MethodTelling you exactly how many times you need to beat the eggs and for exatly how many seconds you need to fold in the fluor| MethodTelling you to mix the ingredients together but not informing you of the correct order in which to combine them| CookingTelling you the exact amount of minutes that the cake should be baked for every type of oven that is currently for sale| CookingTelling you the temperatur a to cook the cake but not how long to leave it in the oven for| Coding of data When you are designing a database system to hold data, one of the first decisions that you will need to make is about how the data will be collected and stored. You already know the term GIGO (Garbage In Garbage Out).If you collect data and enter it into the system without careful consideration at the planning stage then the output from your system will be of little use. One of the things that you can consider is to code some or all of your data in order to improve the efficiency of your system. What is coding of data? Any system will need to have data collected, entered and stored. One method of storing data is to assign codes to it. This usually means shortening the original data in an agreed manner. The agreement is between the users of the system. This coding scheme could be part of the training of how to use the system, and it could also be documented within the system for new users.If the coding is completely obvious then there is no such need for formal documentation. For example if a field called ‘Gender' has only two values ‘M' and ‘F'. It should be obvious from the field name that this refers to Male and Female. Example 1 Original data: Monday; Tuesday; Wednesday; Thursday; Friday Coded data: Mon; Tues; Wed; Thurs; Fri Example 2 Original data: Xtra Large; Large; Medium; Small Coded data: XL; L; M; S Example 3 The above codes are fairly easy for anyone to recognise and understand. Some codes however are more complicated. What do you think the following codes might represent? RG935LR CV183TP The above examples could be postcodes.They represent a street name, a particular part of the street and the town where the street is located. Example 4 How about: SK12BN TR14GN These might be a little bit more difficult because the code is made up from different representative parts. Let's have a closer look. The first part represents a piece of clothing, so ‘SK' represented ‘Skirt' and ‘TR' represented ‘Trousers' The middle part of the code was the dress size. The final part of the code represented a colour, so ‘BN' represented ‘Brown' and ‘GN' represented ‘Green'. You should be able to see from that information that the first code is a size 12 brown skirt. What piece of clothing would the second code represent? Why might we want to code data?Much of the data that we collected and enter into our systems has some degree of repetition. Speeding up data entry Let's take the example of collecting data about a person's gender. People can be either ‘Male' or ‘Female'. Whilst these two options are easily understood by all, imagine having to enter the word ‘Male' and ‘Female' into a system many hundreds of times instead. It is a waste of time and effort because no extra information is contained in the full words compared to a single letter. Increase accuracy of data entry The other issue is that no matter how accurate a person is at data entry, at some stage they are likely to make a mistake and might spell ‘Male' as ‘Mail' or ‘Female' as ‘Femal'.This type of mistake will make any results from your database queries unreliable. Instead of entering ‘Male' or ‘Female' you could code the data and instead enter it as ‘M' or ‘F'. Simply having to enter one letter instead of a possible six will speed up data entry. It will also cut down on the risk of mistakes being made with spelling. Use of validation In our example, the words ‘Male' or ‘Female' have been coded so that they become ‘M' or ‘F'. When data has been coded it makes it easier to use validation to check if the data entered is sensible. With the example above, the person entering the data could still make a mistake and enter ‘S' instead of ‘M' or ‘F'.But if you set up validation so that the field will only accept the l etters ‘M' or ‘F' and absolutely nothing else then that should further cut down on possible mistakes. Note that validation can only check if the data is sensible and within reasonable limits, it cannot check whether the data is accurate. Somebody could still enter ‘F' instead of ‘M'. Less storage space required Every letter that you store in your database system will take at least one byte of storage. If you store ‘Female' as ‘F' then you will save five bytes of storage space. If the system belongs to a large organisation, there might be many thousands or millions of records stored – simply by coding one field, a huge amount of hard disk storage can be saved. Faster searching for dataIt stands to reason that the smaller the size of your database, the faster it will be to search and produce results. Thus by coding data and keeping the size of the system to a minimum the more time you can save in the long run when running queries. Coding exam ples In our everyday lives we come across many examples of how coding is used to represent data. Here are just a few more ideas: Country names The name of a country can be represented by two letters. For example: Great Britain – GB France – FR Canada – CA Problems caused by coding data Whilst coding data can bring many benefits it can also lead to some problems. Coarsening of data This means that during the coding process some of the subtle details in the data are lost. Look at the image below:

The Life and History of Whitney E. Houston Essay Example

The Life and History of Whitney E. Houston Essay Example The Life and History of Whitney E. Houston Paper The Life and History of Whitney E. Houston Paper THE GOOD, THE BAD AND THE UGLY Shirley Carter Everest Online| [the good, the bad, and the ugly†¦]| The Good, the Bad and the ugly The lady that was known as â€Å"The Voice† stated (Winfrey, 2009 interview) was someone special above and beyond. People paid hundreds of dollars and waited in line for tickets; some bought her CD’s and soon learned the lyrics to some of her songs was this beautiful diva name Whitney E. Houston. Born and raised in Newark New Jersey (Wikipedia, 2012 para. 2 first line) Whitney was the daughter of the famous Gospel singer Dr. Cissy Houston (Vibe Magazine 2012) and is the cousin to famous song writer Dionne Warwick (VH1 Bio March, 2012). Having a Gospel mother as a singer, Whitney also had a gift that was yet to be discovered she enjoyed singing in the choir at New Hope Baptist Church (Pastor Carter Feb. 18, 2012) her passion was singing and making her mother proud. Whitney loved hearing her mother sing and once her mother saw she was also blessed with the same gift she started teaching her daughter about music. Whitney went with her mother on tour and she also did some back-up singing for other famous artists Aretha Franklin, Gladys Knight, Chaka Kahn (Ebony 2012 April article) to name a few. Performing and doing little skits got her discovered and drew a lot of attention to other known singers and managers such as the famous CEO Clive Davis. Clive saw Whitney perform for the first time in the 80s and was blow away that he wanted to sign her to his record label because he knew the two of them would work well together but who would have know she was going to be this big. Once Whitney was able to take off there was no stopping in the early 90s she met famous Ramp;B singer Bobby Brown and in 1992 they had a beautiful daughter and named her Bobbi Kristina (VH1 Bio March 2012). Whitney Houston life changed when she signed her contract with Clive Davis with a voice as powerful as hers, she was performing on late night talk shows doing interviews for VH1 and making commercials as well. Being young and beautiful she still enjoyed life and was also introduced to new things such as Marijuana and Cocaine. In the beginning when she would perform, you could hardly tell there was anything wrong with her. When she performed, she gave her audience what they paid for but before she came out her choice of drugs starting taking a toll on her which gave outsiders looking in something to talk about. Throughout her years of making music and going on tour; When she would perform instead of getting a standing ovation she started getting booed because her performance was not what people paid for. England April 2010 CNN live) After her performance in England everyone knew that her drug use turned into drug abuse which led to questions and interviews. When she was interviewed by (Sawyer 2002 ABC) she talked about several drugs that she and her husband did together everyone remembers that interview because she was high and her voice was hoarse. During her interview she admitted to using cocaine and marijuana then was asked about using Crack Cocaine she stated that â€Å"Crack was Whack† and she made to much money to smoke such a cheap drug (Houston 2002 ABC interview). Everyone started saying that Bobby Brown was the one that introduced her to drugs but no one knew that she partied just as much as he did Being able to act and sing was a gift that everyone wanted a lot of young female artist looked up to her because her voice was so powerful and strong. As the years past by Whitney started getting tired in 2004 she and her family took a trip to Lake Tiberius to cleanse her soul she got baptized. Whitney tried to gain her strength back because she knew she was letting her fans down not only her fans her mother and daughter as well she knew it was time for her to make a comeback and that is what is did but she may have done it a little too late. When Whitney returned to the States, she started on her new journey with just her and Bobbi Kristina. The struggles of life and the drug abuse led to violence from husband Bobby Brown that led to several court dates and nights in jail but through all her abuse she stood by her husband until she was tired of living that way as well. In October 2006 she filed for divorce which did not get finalized until April 2007 and things started to go back to normal she contacted Clive told him she was ready to hit the studio and do what she loved best and was singing. Whitney started working her project which was released Sept. 2009 â€Å"I look to you† and she even got back in the movies with the remake of Sparkle which comes out Aug. 17, 2012 she look so healthy in front of the camera but she only wanted her fans not to worry about her so putting on a smile for them as well as her daughter is what she did. After a while, she was using drugs once again but she did not let that stop her from performing she appeared on the BET Awards in 2010 and she also performed on Xfactor. Oprah did an interview with Whitney in 2010 she talked about her struggles and how her daughter stuck by her every step of the way. During her interview, she stated how she was able to set the devil free and she talked about how happy she was to be singing and giving her fans back the love that some gave to her. Being a celebrity is not an easy life you have your struggles and you are going to hit rock bottom sometimes you can pull yourself out before it is too late other times you can’t and you end up with no career or something worst like death. Everyone talked about Whitney but no one really knew what was going on because we are all on the outside looking in she gave us the basics of what she wanted us to know some stood by her while other talked down on her. Being off and on with drugs and dealing with the struggles throughout her legacy, on February 11th 2012 Whitney Houston passed away at the age of forty eight. I enjoyed her good her bad and the ugly because she was fairly misunderstood. Many of her fans including myself find it difficult at times because she seemed to be doing well. Whitney Houston will always be remembered through her voice, and her beautiful heart. I love her good, bad, and ugly because she was human and I was taught to never judge a book by its cover you have to learn how to read that person and that is what I done throughout my years of following her career. Everyone has a number no one knows when it will be their time and for what it’s worth I will cherish her legacy because I have a heart and now she lives in mine

Blue Ocean Strategy Paper Essays (725 words) - Marketing

Blue Ocean Strategy Paper Essays (725 words) - Marketing Blue Ocean Strategy Paper MKT/421 November 30, 2015 The blue ocean strategy is a unique marketing approach aimed to building a strong customer base. The strategy aims to develop a new market segment within the industry and does not focus on overcrowded existing markets with a lot of competition. In the recent years, with the advancement of technology and global development the blue ocean strategy has evolved. This paper will cover the blue ocean strategy and red ocean strategy and give examples of both. Sometimes a new product must sell for less than a competitor even though the new product is far superior in quality than the industry leader. Blue ocean strategy eliminates the need to compete with existing competitors by creating a brand new marketplace that has no competition. By introducing a product that is new and does not have a market, a company is able to use this strategy to build a strong product that will increase profits and revenues. Through advertising of the new product or service, a company can create their own market without having to worry about other competitors. When you are the first to create a market for a product, it is easier for you to create loyal fans and customers. An example of a blue ocean move would be when Nintendo decided to create its own market when the gaming system developed the Wii in 2006. The controllers that were incorporated into the controllers required the user to be more active because of the sensors. This prompted gamers to become more active and parents were more likely to buy this product for their kids because it let them play indoors safely and keep them physical. Mario Kart was another reason many fell in love with the Nintendo Wii. Now people could play this beloved game by the motion of the controller to make it more engaging and interactive. Red ocean strategy is the complete opposite of blue ocean strategy. The alternative creates a product in an already established marketplace. There are a few benefits to going this route. Companies can use the current products in existence to develop something better based on the feedback from consumers. This eliminates the process of trial and error in a blue ocean movement. There is already an established demand so the business no longer needs to spend so much in educating the customer about this new product. The only downfall to this strategy is it can be very difficult to find a niche within mature markets. There are already main competitors who have taken most of it. An example of a red ocean move would be how Ford and Chevy are competing with the Mustang and Camaro respectively. Every year each brand releases a variant of each car that so called one ups the other brand. Some years there are more than one variant upgrades. Both brands try to do a redesign within 2 years of the other to keep buyers clamoring for more. Neither brand needed to re-educate its customer on the cars, because of the brand loyalty. Both cars were there at the start of the pony car wars, and the history of them. Marketing strategies are plentiful for companies to choose from. Both the blue ocean and red ocean strategy has its own pros and cons. Blue ocean strategy can be more lucrative and companies will not have to worry about competition when they create their own marketplace. However, a red ocean strategy can still be beneficial because there is already a proven demand and need for this market. The only issue is there is more risk and cost in competing with current competitors. Cited References Barger, V.A., & Labrecque, L. I. (2013). An integrated marketing communications perspective on social media metrics. International Journal of Integrated Marketing Communications, 5(1), 64-67. Kim, W., & Mauborgne, R. (2004). Blue ocean strategy. Harvard Business Review, 82(10), 76-84. Casey, Kevin P (2006): Nintendo hopes Wii spells winner. In: USA Today, August 15th, 2006,usatoday.com/tech/gaming/2006-08-14-nintendo-qa_x.htm , accessed on June 16th, 2011. LeBlanc, J. (2014, October 13). Ford and Chevrolet's battle for muscle car supremacy has been a long and bruising affair. Retrieved November 28, 2015, from http://driving.ca: http://driving.ca/chevrolet/camaro/auto-news/entertainment/mustang-vs-camaro-nothing-civil-about-this-american-pony-car-war

An Assessment of the Impact of Government debt and Deficits on the Essay - 3

An Assessment of the Impact of Government debt and Deficits on the Economic Growth of United States - Essay Example Reasons for current debt and deficit Basically, the public debt of the country refers to the borrowings that the government does outside of the national budget (Huntington, 1996; Tombak, 2012) whiles the deficit refers to the amount of funds spent outside revenue generation. As seen above, an increasing pattern in the growth of national debt and deficit affects the economic growth of the country greatly because it stagnate the growth of the gross domestic product (Mearsheimer, 2001). Many have wondered why the debts and deficit have evolved in the pattern in which they have in the figure. First, experts blame misplaced national priorities as the major cause of the national debt size of the country. This is said in terms of spending more on non-revenue generative ventures (Waltz, 2010). Secondly, the United States have been blamed for taking up upon itself more responsibilities that it can take than the country can actually afford in the face of the international world. To this end, the country always has surpluses to de al with in its national budget. Finally, government social intervention policies are greatly blamed. Currently, statistics has it that Medicaid and Unemployment benefits alone could raise more than 12% of the size of the GDP if there were other viable means of ensuring that such interventions could be adjusted into proponents of revenue generation and empowerment for the populace (Mahar, 2009).

New Jersey Historic Site Paper Essay Example | Topics and Well Written Essays - 1500 words

New Jersey Historic Site Paper - Essay Example This was the beginning of colonization history of New Jersey. Eventually, British took control over the colonies. After 1664 the land was officially called New Jersey after the Isle of Jersey in the English Channel. During its history New Jersey had to fight for its freedom. In 1776 New Jersey proclaimed its independency and joined the side of colonies in the Revolutionary War, with more battles fought in New Jersey than in any other state, with the turning point of the war being battles in Trenton and Princeton. In 1787 the state of New Jersey accepted the Constitution of United States and signed the Bill of Rights. From then on The State of New Jersey developed rapidly, with many cities becoming manufacturing centers. The emerging of Virginian railroad and the construction of the West Virginia Turnpike became important events for the city, which transformed it into center of commerce. These are only snap shots of the history of New Jersey. There are a lot of noteworthy stories and characters. There are also a lot of â€Å"prove† of this history – landscapes, battlefields, homes, etc. Many places that are dating back to Revolutionary War were recreated. There are National parks, historical villages, lighthouses and more. There are also historical homes of famous people such as Thomas Edison, Albert Einstein, who was among first professors appointed to work in the Institute for Advanced Study, which was founded in Princeton in 1930. This institute became the first residential institute for scholars and research personnel. Now, let us localize our research of major historical sites of New Jersey to the city of Princeton. The first permanent settlers came to the place that was to become the Princeton Township in the late 17th century. It started with the â€Å"house of accommodation† or tavern, built on the highway by Henry Greenland. Then, six Quaker’s families built a community along Stony Brook, thus, the settlement got to be known by the same name. The community started to grow and in 1724 it got its name Princeton – in honor of the Prince William of Orange and Nassau. In 1756 a new building was erected on the Nassau Hall – College of New Jersey. This added prominence to Princeton. There are mansions that were built around what was a village at the time, one of them being Morven. Since Princeton is located halfway between New York and Philadelphia, it was a usual place to stop for the night for the travelers. Thus, many taverns grew. Later, the rail road was built and made the commerce easier. Later, in 1776 some states ratified Declaration of Independence. Once the states were independent, they adopted constitutions and waged war against England to be permanently freed from its control. The state of New Jersey took part in Revolutionary War and the battle of Princeton was waged here and became a turning point in the war. This also made Princeton famous. After the revolution Princeton was a capi tal of the United States, albeit briefly. Here in Princeton, while awaiting ratification of the Peace Treaty with England, in Nassau Hall Continental Congress had its meetings. General Washington also resided nearby. After the Civil War many new buildings were built. The College has been expanding to reach the number of twenty-seven buildings total within the next fifty years. As the city grow, nearby mansions and farms became a part of it. Nowadays Princeton is among the most populated cities of America. To name several historical sites