Compare and contrast Essay Example | Topics and Well Written Essays - 500 words - 26

Compare and contrast - Essay Example This fact is illustrated in the medical field in CT scan services. The CT scan machines were offering the same product and in the long run, they became unprofitable venture. This is due to the prices declining as many identical products are continually being introduced in the market. Farmers’ market is a good example of competitive market structure (Hubbard, p450). Competitive monopoly on the other hand has dominating firm(s) that control prices unlike in perfect competitive markets. Both market structures have many buyers and sellers and the entry to these market systems are considerably similar. The entry to the both market structures is significantly easy. The only difference is the product being sold. In competitive market, the products are similar in all aspects while in competitive monopoly, the products are differentiated. Starbucks and other coffee houses compete in a competitive monopolistic market structures. They offer the same products but adequately differentiated (Hubbard, p465). Competitive monopolistic firms also offers prices that are greater than their marginal costs. In the short run, competitive monopolistic firms should have marginal revenue below its demand curve to realize profits. In the long run, competitive monopolistic firms make profit if their total revenue is greater than their total costs (Graph B1 and B2). Oligopoly differs from competitive monopoly and competitive market structure in the ease of entry. Entry into oligopoly market structure is considerably hard because of the barriers of entry present in the market. Companies like Microsoft and Google fall in this category. New firm venturing into this market experience stiff competition among other barriers and its survival is barely minimal. This because, Microsoft and other firms in this market structure have economies of scale and there are also several governmental imposed barriers to such

Lab report Essay Example | Topics and Well Written Essays - 500 words - 4

Lab report - Essay Example The results shows the values for Lethal Concentration 50 and Lethal Dose 50. From the table of Lethal Concentration 50, Ammonium nitrate is the most lethal most dangerous of the four compounds. This is because the compound has the lowest value and this means that it becomes lethal at lower concentration that the other compounds. the conclusion is valid because of measures that consider data on a uniform scale. All measures are with respects to rat and inhalation and this provides equal base for measuring effectiveness of the compounds. Sodium chloride is the next dangerous compound as it becomes lethal, to cause 50 percent deaths, at 42 ppm. Larger concentrations, more than 1000 ppm are however required for carbon tetra chloride and hydrofluoric acid and this means that the two compounds are less dangerous with respect to the test animal. The observation can therefore be inferred to other animals to the conclusion that, with respect to Lethal Concentration, Ammonium nitrate is the mo st dangerous of the compounds followed by sodium chloride. Data on lethal dose 50 however identifies the least value with sodium chloride, 3 mg/kg, and this means that the compound is the most dangerous of the four. Hydrofluoric acid follows this with a value of 25 mg/kg. carbon tetrachloride and Ammonium Nitrate however have very high values that indicates lower toxixity. The conclusion is further reliable, based on the data, because measures are taken on the same scale, in relation to a single animal species, and in relation to similar delivery mode. A difference is however noted in the trend of toxicity of the four compounds. while values for Lethal Cconcentration 50 identifies Ammonium nitrate as the most dangerous followed by sodium chloride, values of Lethal Dose 50 identifies sodium chloride as the most dangerous followed by hydrofluoric acit. A possible explanation to the

Rules and Regulations of University

Rules and Regulations of University 1. CONTEXT. This assignment is the part of Pgd program, which is submitted under the rules regulations of university to MR.Hashim Hirani In this assignment I searched on CIPD, means The Chartered Institute of Personnel and Development Company and I find material about grievances dismissals and disciplinary procedures in CIPD. This assignment is organised to cover Harvard referencing. 2. Why are disciplinary and grievance procedures necessary? Disciplinary and grievance procedures provide a clear and transparent framework to deal with difficulties which may arise as part of their working relationship from either the employers or employees perspective. They are necessary to ensure that everybody treated in the same way in similar circumstances, To ensure issues are dealt with fairly and reasonably, that employers are compliant with current legislation and follow the Acas code of practice for handling disciplinary and grievance issues. Disciplinary procedures are needed: So employees know what is expected of them in term of standards of performance or conduct. To identify obstacles to individuals achieving the required standards. as an opportunity to agree suitable goals and timescales for improvement in an individuals performance. To try to resolve matters without recourse to an employment tribunal. As a point of reference for an employment tribunal should someone make a complaint about the way they have been dismissed? Grievance procedures are needed: To provide individuals with a course of action should they have a complaint which they are unable to resolve through regular communication with line manager? To provide points of contact and timescales to resolve issues of concern. To try to resolve matters without recourses to an employment tribunal. 2.1 The legal position. The statutory procedures for handling discipline and grievance issues introduced in October 2004 were widely, although the provisions were only in force for less than five years, the statutory dispute resolution procedures were repealed in their entirety with effect from 6 April 2009 when the provisions of the employment act 2008 were implemented. From 6 April 2009 the important provisions governing discipline and grievances at work are to be found in: The Employment Act 2008 The Employment Tribunals (Constitution and Rules of Procedure) (Amendment) Regulations 2008 Numerous other pieces of legislation cross refer to discipline and grievance issues: The Employment Rights Act 1996 as amended The Employment Rights Dispute Resolution Act 1998 The Employment Relations Act 1999 The Employment Rights Act 2004. 2.2 Disciplinary policy and practice in CPID. There are two type of disciplinary system may b used Capability/performance and conduct 2.3 Capability/performance. It is inevitable that at some stage all employers will encounter difficulties with the performance of their employees in the workplace. Many employers will have a specific capability procedure to deal with such matters. It is good practice and also more efficient that such issues are addressed informally, as and when they arise. Only when informal options have been exhausted and where there is no alternative should managers enter a more disciplinary or capability procedures. Situation where an individual in unable to do their job because of ill health may also fall into this category. In these instances an employee should be dealt with sympathetically and offered support. However, unacceptable levels of absence could still result in the employer making the warning. 2.4 Conduct. Employee misconduct could range from continued lateness, failure to follow a reasonable management instruction, abuse of the organization computer system or internet access, bullying behavior or creating a hostile work environment, through to theft, fighting, and any other criminal offences. The more grave offences may constitute gross misconduct. 2.5 Stage of the process. If disciplinary action is to be taken, it should always have three terms. Letter Meeting Appeal There must always be a full and fair investigation. 2.6 Record keeping. All records should be kept as this will be vital should a case be taken to an employment tribunal. The type of records may b meeting, emails, attendance notes, telephone calls, and post etc. 2.7 Handing disciplinary interviews. All line managers should be trained and supported so that they are able to carry out disciplinary meetings with their team. The HR department should be able to assist them by providing a source of advice on preparing for and conducting the interview and relevant legislation. The key points to consider are: Ensure all the facts are investigated in advance. make sure the employee knows from the letter inviting them to the meeting why they have been asked. Make sure the individual has reasonable notice, ideally more than 72 hours, and that they have chance to arrange an appropriate representative if they wish. Provide appropriate statement from people involved in advance of the meeting Make sure another member of management can be there to take details notes. Never pre-judge the outcome of the interview before the hearing. Start the interview by stating the complaint to the employee and referring statement from people involved. Give employee opportunity to put forward their side of the story and call any supporting witnesses. Make use of adjournments always take a break to consider and obtain any extra information you need before reaching your decision. You can alsotake breaks if things become heated or people are upset during the interview. Deliver the decision confirms review periods and ensures you give details of how to appeal. Confirm the decision in writing. 2.8 Potential outcomes. 2.9 No action. After the meeting, the employer may decide that no action is necessary. If an employee was unclear about what was expected from them and they agree to try to resolve the issue via additional support or counseling. 2.10 Warnings. Alternatively, the employer may decide to give the employee a warning. An organizations policy should outline exactly what warnings will be given, but the following are examples of warnings organization may use: Verbal/ oral warning First written warning/improvement notice Final written warning. First written warning 6 months Final written warning 1 year 2.11 Dismissal. There are currently six potentially fair reasons for dismissal. Employers need to be sure that any decision to dismiss an employee will be seen as reasonable by an employment tribunal. The employer must follow the ACAS code prior to any dismissal and also have been fair overall, by complying with internal procedures, treating employees consistently and carrying out a proper investigation. 2.12 Grievance policy and practice. It is essential that grievances from employees are treated in the same fair manner and all line and senior manager must be familiar with their organisation grievance procedure. There are a number of other factors to hear in mind when dealing with grievance concerning harassment. 2.13 Handling grievances informally. Individuals should be encouraged to discuss ordinary, day to day issues informally with their line manager. This helps concerns to be heard and responded to as soon as possible. Where this has been unsuccessful, or circumstances make route for the individuals, then matters should be raised formally through the grievance procedure. 2.14 Handling grievances formally. Employees should also be aware about formal route as well, this including, The three stages of the statutory procedure and any further elements of the organisations additional procedures. with whom to raise the complaint. Timescales within which the organisation will seek to deal with the complaint. Details of the stages of the grievance procedure. An employee should be given the right to be accompanied to grievance hearings by a colleague or trade union representative. As in disciplinary matters, record keeping is important and the ACAS CODE should be followed. 2.15 CIPD VIEWPOINT. Ensuring that people are treated fairly and enabling them to work in a non hostile environment are important factors in the creation of a productive working environment. The CIPD believes that where possible employers and employees should seek to resolve most matters that arise in the course of the working relationship informally. This kind of things makes easy to resolved minor concerns speedily without take any formal action. It also helps to reduce any personal embarrassment in discussing issues of concern. Disciplinary and grievance procedures are essential when informal are ineffective, or where they are inappropriate given the nature of the issue arising. These procedures can also helps to prevent unnecessary staff turnover and absenteeism. And also helps to avoid costly and time consuming tribunal cases. It is essential that those implementing these procedures have the necessary training and guidance to do so, in line not just with minimum legal obligation but also with that principle of fairness and natural justice that is why CIPD staff turnover very low and people raised most of time their issues informally 3 References. ACAS. (2004) Disciplinary and grievance procedures. Code of Practice 1. London: Acas. ACAS. (2009) Disciplinary and grievance procedures. Code of Practice 1. London: Acas. Available at: http://www.acas.org.uk/CHttpHandler.ashx?id=1047

Herder, Gadamer, and 21st Century Humanities Essay -- Philosophy Relig

One of the anticipations of this Congress, namely, that of all the world's philosophical traditions address the 'problems of human life, civilization, and residence on earth,' cannot be accomplished by insisting upon the means and prescriptions of any one tradition. In this paper I address the theme of the Congress by considering the views of Johann Gottfried Herder and Hans-Georg Gadamer on education and history. In spite of attacks on his religious loyalties, Herder supported what may today be called pluralism. Having studied history and having watched history in the making of one of its darkest moments, Gadamer also saw the future of the humanities in the global conversation. To educate humanity, I conclude, philosophy should first attempt to understand the existential conditions of human life. Ideen is a curious and in some ways contradictory work. Johann Gottfried Herder (1744-1803) respects the humanistic ideals of freedom and social improvement and recognizes the teleological and progressive notions of historical development. But he does not confine himself to European history and sources like most others in his time and even after did. He rejected the then prevailing view that there exist some invariant laws or standards of consciousness and behavior that are applicable to all humans at all periods and in terms of which even the past should be judged. On the contrary, he argued that every historical age and culture has its own character and its own value. In Book 14, chapter 6 of Ideen zur Philosophie der Geschichte der Menschheit (Ideas for the Philosophy of the History of Mankind, 1784-91), he likens societies to organisms as they develop in distinctive manner and in response to the combination of environmental condi... ...Gadamer on Education, Poetry, and History. Albany: SUNY Press, 1992, p. xvii (7) Gadamer. Reason in the Age of Science. Cambridge, MA: M.I.T. Press, 198. p. 92 (8) "Aber fà ¼r die Geisteswissenschaften dà ¼rfte es anders aussehen"—Das Erbe Europas. Frankfurt: Suhrkamp Verlag, 1989, P.35 (9) Das Erbe Europas, p. 52: '. . . einer standardisierten weltzivilisation herauffà ¼hren, in der sich die Geschichte des Planeten gleichsam in Idealstatus einer rationalen Weltverwaltung stillstellt -' (10) See: Claude Sumner. The Source of African Philosophy: The Ethiopian Philosophy of Man. Stuttgart: Franz Steiner, 1986. (11) See: Kwame Gyekye. An Essay on African Philosophical Thought: The Akan Conceptual Scheme. Cambridge: Cambridge University Press, 1987 (12) See: Paulin Hountondji. African Philosophy: Myth and Reality. Bloomington: Indiana University Press, 1983.

Modern Drama Essay

Eddie tells Beatrice (his wife) that her cousins have arrived. This pleases Catherine and Beatrice. Beatrice is worried about the arrangements and this is because of Eddie. She says ‘I am just afraid if it don’t turn out good you’ll be mad at me’. This shows that Eddie must have shouted at Beatrice before. This also shows that Eddie takes charge around the house with everything. Eddie has power over everyone in the house. Catherine interrupts and says ‘Well didn’t tell him about me yet. ‘ Beatrice tries to distract Eddie from what she says. But Eddie becomes interested and starts asking questions straight away when he hears Catherine mention herself. Catherine says that she will leave school for a job. Eddie is angry but gets interrupted by Beatrice, Beatrice sticks up for Catherine, and Eddie doesn’t like this. Catherine explains the detail and yet Eddie finds another excuse. He ‘don’t like that neighbourhood over there’. He explains how he wants the best for her and how the men are with young women. The problem is that Eddie thinks that the best thing that Catherine could do is to stay at home with him at home and see or speak with no other men. Beatrice tries to reason with him over the job but Eddie refuses to give in until she confronts him with his desire. She says ‘ you gonna keep her in the house all her life? ‘ Eddie is insulted and disgusted. He becomes angry but when Catherine enters he changes his mood. He doesn’t want to let Catherine see that he does not get along with Beatrice. He gives her what she wants. He agrees with her going to work. This soon gets out of hand and Eddie becomes upset. He uses reverse psychology on Catherine. He tells speaks the opposite of what he wants. He says to Catherine, ‘And then you will move away. That’s life. And you’ll come visit on Sundays, then once a month, then Christmas and New years finally. ‘ This upsets Catherine and without knowing she tells him what he wants to hear. This automatically changes the mood of Eddie. Eddie knows in a way that he has got what he wanted. He changes conversation straight after as before. They start to talk about the day gone by whilst eating their meal. After the meal Eddie asks Catherine when she starts her new job. Catherine knows Eddie is uncomfortable with talking about this. Eddie shows a tear in his eye. Catherine tries to make Eddie feel better by saying that she is not going far. Catherine tries to comfort him. Eddie enjoys this and tries to gain sympathy from her a lot of the time. To settle himself he looks for a cigar. Catherine goes to get one for him and then offers to light it. Eddie feels close with her while she is doing this; he enjoys it while she lights the cigar. Their faces are close and they gaze into each other’s eyes. This shows Eddies true feelings; this is the point where his deep love for her is shown. He looks at her no longer as a relative does but as a lover does. Eddie takes some time to think while Catherine and Beatrice are in the kitchen.

Real Life Situation

My Real Life Situation Back home, I was working as a teaching assistant ,and still is, with limited authorities. At the end of the semester, we usually have the finals week. Our department starts to fall apart as usual, the schedule was a mess; in one day we have 4 exams and on the other day none. It’s a typical end of the semester when all this madness happens , and we struggle every semester to find a solution. This usually happens because of our head department lack of attention or lack of management skills due to his soft personality.I talked to him and asked him if I can step up and fix it once and for all by bringing a standard test schedule that can last for many semesters where no proctors/students will face any troubles in terms of knowing their schedule and the classes . after a long discussion with the head department, he finally decided to give me his permission. I knew that this was my chance to show him my sense of leadership. So I started to define my strategy a nd how am I going to solve this problem.I put a list for all courses and the name of professors whom are teaching it, then ,I put a second list with all the classes rooms In the building, furthermore, I put a third list with all the proctors names that we have in staff . Finaly , I organized the schedule besd upon the priority and student /proctors necessity. I gathered the staff and show them the new changes in a theme that show how simple the procedure will be in the future if we followed the new enhanced schedule. ven thought we had some disagreements in terms of proctors duties and dates, I managed to solve them and at the end every one know his responsibility and was pleased with the solution . My university is stil using my planned schedule and never made any changes in the past three years which means that my plans worked flawlessly . In this dilemma I used a persuasive technique to persuade the committee about how importnant is to have a standerd agenda for future years whic h can help students to prepare ahead to their tests and for proctors to know their duties upfront .I explained also to the committee that I added a pack up plan for proctos in case one of them had to take a day off or missed a test day for personal excuse by easy switch from one proctor to another which defintly worked to my benefit and their agreement. In conclusion, I learned that Good listening is essential for good management so listening to others opinions and suggestions will help you to reach a full agreement thus gaining the respect from others because of paying attention to their needs.