The Middle Passage By Olaudah Equiano - 853 Words

The Middle Passage was a triangular route that was frequently used by many European nations who engaged in the Atlantic slave trade of millions of Africans. One such African slave was a man by the name of Olaudah Equiano, who s autobiography spoke of the mortality rate on slave ships, what he and his fellow slaves thought of their European captors, and what their captors thought of them. According to our textbook, the mortality rate on slave ships was varied quite a bit. It was usually only around 15%, but sometimes was so high that by the time the ships reached their intended destination, half or more of the slaves aboard the ship were dead (Roark, Johnson and Cohen, The Atlantic Slave Trade and the Growth of Slavery). According to Olaudah Equiano s autobiography, this was due to a number of things. First, the living conditions on the slave ships was horrendous and as a result many slaves either got sick or contracted diseases. This was a big problem because European slave traders would pack the slaves into very small holds on the ship which resulted in overcrowding. This coupled with the hot weather these ships operated resulted in the illnesses and diseases spreading faster which caused many slaves to die quite rapidly. The second reason for the high mortality rate of slave ships was due to the fact that many slaves killed themselves trying to escape. Slaves frequ ently tried to escape the ship by jumping off the ship into the water. The problem was that many slaves didShow MoreRelatedOlaudah Equiano The Middle Passage Analysis839 Words   |  4 PagesOlaudah Equianos The Middle Passage Olaudah Equianos The Middle Passage is a testament to the cruelty and wickedness of men. It is clear that Equiano was a slave in another household in Africa and was sold and placed on the ship to be sold to another master in another country. From the time Equiano boards the ship, he finds the white men or crew he encounters as bad spirits and does not know what to make of their widely differing complexions, long hair and different language. From EquianosRead MoreThe Interesting Narrative Of The Life Of Olaudah Equiano, By James Sweet And Katrina Thompson901 Words   |  4 Pagesto focus my research around slaves being treated as sub-humans in the Middle Passage. After reading the works of James Sweet and Katrina Thompson, it is evident that the slaves were treated as commodities, rather than human beings. My research will center on the book The Interesting Narrative of the Life of Olaudah Equiano by Olaudah Equiano, in which the author recounts his experience as a slave going throu gh the Middle Passage. Other works such as Ring Shout, Wheel About The Racial Politics of MusicRead More Jessica Rodriguez Essay1364 Words   |  6 PagesAccuracy in Equiano’s Novel Olaudah Equiano’s autobiography, The Interesting Narrative of the Life of Olaudah Equiano, or Gustavus Vassa, the African, Written by Himself, has become a very important piece of literature. Equiano established a new type of literature with this novel. It was the first autobiography/slave narrative ever written. Many other slaves, such as Fredrick Douglass, followed his example in writing autobiographies or slave narratives. Equiano not only gives detailed descriptionsRead MoreSummary : Free Slave Voice 1397 Words   |  6 Pagessurvival at Auschwitz. In order to correct unjust or evil, we who stand by and say nothing must speak up, be heard, and be understood for we are many and evil is few. (OE) after reading the excerpt of â€Å"The Interesting Narrative of the Life of Olaudah Equiano, or Gustavus Vassa, the African,† it was then necessary to read the complete text. Upon completion of the reading, I found that it was somewhat troublesome because there is not a sense of urgency in the tone of his writing to help his fellow NegrosRead MoreTriangular Trade Route And The Middle Passage Essay1042 Words   |  5 Pagesspecific goods, like rum, in return for African slaves. The transfer of the slaves was referred to as the middle passage. The middle passage was a harsh and aggressive way of trading African slaves for economic use. The use of African slaves may have been a short term success for the American people however, the long term effect was horrific. Slave trade dates back to Ancient Europe, so the Middle passage shouldn’t be anything different from the norm. However, this was a harsh and gruesome way of tradingRead MoreEquiano s Depiction Of His African Brethren And Their Place1205 Words   |  5 Pagesâ€Å"Discuss Equiano s depictions of his African brethren and their place/role in society on both sides of the Atlantic. For example: What is life and slavery like in Africa? In America? How is life different for slaves and free black men in America (is one better or worse according to Equiano)?† Samuel Jeffcoat AMH2010-16Spring 0W59 February 26, 2016 Life for Equiano was an emotional roller coaster. He was overwhelmed by turmoil and rejoice as he was separated and reunited with his familyRead MoreEquiano s From The Interesting Narrative Of Olaudah Equiano980 Words   |  4 PagesOlaudah Equiano’s â€Å"From the Interesting Narrative of Olaudah Equiano† is written with the intent of ending the slave trade and aiding the abolitionists’ movement. His narrative tells his personal story of kidnapping, being sold into slavery and his experience in the middle passage. According to this account Olaudah Equiano grew up in Africa with a large family. He was captured and sold into slavery at age eleven. As an adult he became an opposing voice to slavery. This autobiography was publishedRead MoreEssay on Olaudah Equiano1220 Words   |  5 Pagesfor the stories past down from generation to generation or the documentations in historical books, the history of the twelve million African slaves that traveled the â₠¬Å"Middle Passage† in miserable conditions would not exist. Olaudah Equiano contributes to this horrid history with The Interesting Narrative of the Life of Olaudah Equiano. Through this narrative, the appalling personal experience of each slave is depicted. He accomplishes his rhetorical purpose of informing the world of the slave experienceRead MoreOlaudah Equiano s The Slave Of The European Essay1711 Words   |  7 Pageseating. This indeed was often the case with myself † Teasley 4 (quizlet.com). Olaudah-Equiano’s previous master treated him with respect and really took care of him, however once he was a slave of the European’s he and all of the other slaves were treated inhumanely. Once Equiano enters this environment, he was immediately terrified because he was not use to the form of treatment he was receiving. In addition, Equiano thought of jumping off the ship, but the slaveholders watched him and others tooRead MoreAn Analysis of Olaudah Equianos The Middle Passage1019 Words   |  4 PagesMiddle Passage by Olaudah Equiano One of the most interesting arguments that modern apologists makes for the practice of race-based slavery in the Americas is the fact that slavery existed in Africa during that time period and that Africans were complicit in the Trans-Atlantic slave trade. What is fascinating about Olaudah Equianos discussion of the Middle Passage is that, as a man who had been enslaved in Africa prior to being shipped as a slave to the Americas, he was in a unique position

Pan Africanism The Black Social, Intellectual, And...

Pan-Africanism Pan-Africanism signifies the difficulties of black social, intellectual, and political notions over a two hundred year span. What establishes Pan-Africanism, on the basic level, is the unity of Africans worldwide. Pan-Africanists believe that the African people in its entirety, which includes the Diaspora and the African continent, does not just share common beginnings but also a common destiny. (Asante, 1976, p. 97) This ideology of an intertwined past and future of all the African people has however took many forms, as different thinkers feel that there are different methods in achieving African unity. Three great thinkers, W.E.B. DuBois, Marcus Garvey, and Malcolm X, were all leaders of their own Pan-African movement which each contained their own element in achieving Pan-Africanism. DuBois took a more academic stance which included the utilization of the elites, whereas Garvey and Malcolm X were more so grassroots organizers as they believed in the bottom-up decision making rathe r than top-down. To commence, Dr. William Edward Burghardt DuBois, better known as W.E.B. Dubois, is acknowledged as the â€Å"Father of Pan-Africanism.† (Esedebe, 1971, p. 84) One of DuBois first movement towards Pan-Africanism was his idea of the â€Å"Talented Tenth.† He felt that in order to save the Negro race it must be done by exceptional men. (Franklin, 2011, p. 301) Dubois believed that the development of the Negro race must be done through college education. This involved writingShow MoreRelatedThe Pan African Significance Of The Obama Administration3061 Words   |  13 PagesThe Pan-African significance of the Obama administration, Obama the offspring of a Kenyan engulfed in a bi-racial reality (thus rendering him sensitive to multiculturalism) who fulfills the dream of an oppressed people, has been the perceived unification of both the African continent and the diaspora. However, the term Pan-Africanism comes to stir strong feedback because there is no consensual agreemen t on what it is. W.E.B. DuBois, in the 1930s, defined Pan-Africanism as a movement aimed at anRead MoreAcademic Freedom For A Bachelor s Degree Computer Science1502 Words   |  7 Pagesdiscourse of academic freedom. Nonetheless, Malawi was not unique. A popular case is that of the world renowned Kenyan novelist, Ngugi wa Thiog’o who quickly came in conflict with the Kenyan government in 1969 hence arguing; When we, the black intellectuals, the black bourgeoisie, got the power, we never tried to bring about those policies which would be in harmony with the needs of the peasants and workers. I think it is time that the African writers also started to talk in the terms of these workersRead MoreThe Struggle For African American Liberation1242 Words   |  5 PagesIn the early 1960s, when both men entered the struggle for African American liberation, it were the factors that set them apart that shaped both their outlook and the way they contributed to fight for Black empowerment. While Malcolm rose to fame by means of fierce attacks on Whites, Carmichael participated in non-violent workshops to prepare himself for his participation in the Freedom Rides. The first time Stokely encountered Malcolm X in person was during an event at Howard University in 1961Read MoreThe Importance of the Role Played by the Educated Elite in the Process of Decolonisation in Africa2261 Words   |  10 Pagesre sulting in the political mapping of the continent. Thus, Africa facilitated the extension of the European hegemonic powers overseas. This colonization rendered the African continent the play-toy of wealthy European imperialists who raked the profits from the resource-rich territories. The period between 1880 and 1919 saw an upsurge of African resistance to colonial rule this was the period of African nationalism. The Africans were now exasperated with their economic and social situation. Thus discontentRead More The importance of the role played by the educated elite in the process of decolonisation in africa2242 Words   |  9 Pagesresulting in the political mapping of the continent. Thus, Africa facilitated the extension of the European hegemonic powers overseas. This colonization rendered the African continent the play-toy of wealthy European imperialists who raked the profits from the resource-rich territories. The period between 1880 and 1919 saw an upsurge of African resist ance to colonial rule this was the period of African nationalism. The Africans were now exasperated with their economic and social situation. Thus discontentRead More The Influence of Booker T. Washington and W.E.B. DuBois on the Writings from the Harlem Renaissance2140 Words   |  9 PagesRenaissance Two of the most influential people in shaping the social and political agenda of African Americans were Booker T. Washington and W.E.B. Dubois, both early twentieth century writers. While many of their goals were the same, the two men approached the problems facing African Americans in very different ways. This page is designed to show how these two distinct thinkers and writers shaped one movement, as well as political debate for years afterward. BOOKER T. WASHINGTON BIOGRAPHY Read MoreBible Versus the Toran12356 Words   |  50 Pages COMPARING THE LIFE OF TWO AFRO-AMERICANS (1) MALCOM X - ISLAMIC MUSLIM/QURAN PAGE 35-43 8 (2) MARTIN LUTHER KING JR. - CHRISTIAN/BIBLE PAGE 44-48 9 (3) BOTH MENS POLITICAL VIEWS ON VIOLENCE AND PAGE 49-56 CHANGE IN SOCIETY (4) THE STRONG CONNECTION BETWEEN BOTH MEN PAGE 57 (1) I am writing this paper based on the comparsion of two religions; the Islamic faith and ChristianityRead MoreRastafarian79520 Words   |  319 Pagesintentionally left blank Foreword One of the most useful things about Ennis Edmondss Rastafari: From Outcasts to Culture Bearers is that it correctly traces the connection between the emergence of Rastafarianism and the history of resistance and black consciousness that has been part of the Jamaican experience for years. The truth is that there has always been a committed Jamaican counter- culture that celebrates and sees redemption in Africa and rejects the European values that have oppressedRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesDavid M. Scobey, Empire City: The Making and Meaning of the New York City Landscape Gerda Lerner, Fireweed: A Political Autobiography Allida M. Black, ed., Modern American Queer History Eric Sandweiss, St. Louis: The Evolution of an American Urban Landscape Sam Wineburg, Historical Thinking and Other Unnatural Acts: Charting the Future of Teaching the Past Sharon Hartman Strom, Political Woman: Florence Luscomb and the Legacy of Radical Reform Michael Adas, ed., Agricultural and Pastoral Societies

Hoe to Prepare a Business Plan Free Essays

string(403) " who they are and how you know they will be interested in your products or services \* your competitors – who they are, how they work and the share of the market they hold \* the future – anticipated changes in the market and how you expect your business and your competitors to react to them It is important to know your competitors’ strengths and weaknesses as compared to your own\." A business plan is a written document that describes a business, its objectives, its strategies, the market it is in and its financial forecasts. It has many functions, from securing external funding to measuring success within your business. This guide will show you how to prepare a high-quality plan using a number of easy-to-follow steps, and includes a template business plan. We will write a custom essay sample on Hoe to Prepare a Business Plan or any similar topic only for you Order Now Your products and services and audience for your business plan This part of the plan sets out your vision for your new business. It includes who you are, what you do, what you have to offer and the market you want to address. Start with an overview of your business: * when you started or intend to start trading, the progress and investment you have made to date * the type of business and the sector it is in * any relevant history – for example, if you acquired the business, who owned it originally and what they achieved with it * the current legal structure * your vision for the future Describe your products or services as simply as possible, defining: * what makes it different * benefits it offers * why customers would buy it from you instead of your competitors * how you plan to develop your products or services whether you hold any patents, trade marks or design registration * the key features and success factors of your industry or sector The person reading the plan may not understand your business and its products, services or processes, so try to avoid jargon. Get someone who isn’t involved in the business – a friend or family member perhaps – to read this section of your plan and make sure they can understand it. The audience for your business plan Many people think of a business plan as a document used to secure external funding. Potential investors, including banks, may invest in your idea, work with you or lend you money as a result of the strength of your plan. The following people or institutions may request to see your business plan at some stage: * banks * external investors – whether this is a friend, a venture capitalist firm or a business angel * grant providers * anyone interested in buying your business * potential partners Bear in mind that a business plan is a living document that will help you monitor your performance and stay on track. It will therefore need updating and changing as your business grows. Regardless of whether you intend to use your plan internally, or as a document for external people, it should still take an objective and honest look at your business. Failing to do this could mean that you and others have unrealistic expectations of what can be achieved and when. What a business plan should include Your business plan should provide details of how you are going to develop your business. It describes when you are going to do it, who’s going to play a part and how you will manage the finances. Clarity on these issues is particularly important if you’re looking for finance or investment. Your plan should include: * An executive summary – an overview of the business you want to start. It’s vital. Many lenders and investors make judgments about your business based on this section of the plan alone. * A short description of the business opportunity – who you are, what you plan to sell or offer, why and to whom. * Your marketing and sales strategy – why you think people will buy what you want to sell and how you plan to sell to them. Your management team and personnel – your credentials and the people you plan to recruit to work with you. * Your operations – your premises, production facilities, your management information systems and IT. * Financial forecasts – this section translates everything you have said in the previous sections into numbers. The executive summary The executive summary is often the most important part of your business plan. Positioned at the front of the document, it is the first part to be read. It may be the only part that will be read. Faced with a large pile of funding equests, venture capitalists and banks have been known to separate business plans into ‘worth considering’ and ‘discard’ piles based on this section alone. The executive summary is a synopsis of the key points of your entire plan. It should include highlights from each section of the rest of the document. Its purpose is to explain the basics of your business in a way that both informs and interests the reader. If, after reading the executive summary, an investor or manager understands what the business is about and is keen to know more, it has done its job. It should be concise – no long er than two pages at most – and interesting. It’s advisable to write this section of your plan after you have completed the rest. The executive summary is not: * A brief description of the business and its products. It’s a synopsis of the entire plan. * An extended table of contents. This makes for very dull reading. You should ensure it shows the highlights of the plan, rather than restating the details the plan contains. * Hype. While the executive summary should excite the reader enough to read the entire plan, an experienced investor or business person will recognise hype and this will undermine the plan’s credibility. Your markets, competitors, marketing and sales Here, you should define your market, your position in it and outline who your competitors are. To do this you should refer to any market research you have carried out. You need to demonstrate that you’re fully aware of the marketplace you’re planning to operate in and that you understand any important trends and drivers. Show that your business will be able to attract customers in a growing market despite the competition. Key areas to cover include: your market – its size, historical data about its development and key current issues * your target customer base – who they are and how you know they will be interested in your products or services * your competitors – who they are, how they work and the share of the market they hold * the future – anticipated changes in the market and how you expect your business and your competitors to react to them It is important to know your competitors’ s trengths and weaknesses as compared to your own. You read "Hoe to Prepare a Business Plan" in category "Papers" It is good practice to do a competitor analysis of each one. Remember that the market is not static – your customers’ needs and your competitors can change. So, you should also demonstrate that you have considered and drawn up contingency plans to cover alternative scenarios. Marketing and sales This section should describe the specific activities you intend to use to promote and sell your products and services. Often, it’s the weak link in business plans so it’s worth spending time on it to make sure it’s realistic and achievable. A strong sales and marketing section means you have a clear idea of how you will get your products and services to market. Your plan will need to provide answers to these questions: * How do you plan to position your product or service in the market place? * Who are your customers? Include details of customers who have shown an interest in your product or service and explain how you plan to go about attracting new customers. * What is your pricing policy? How much will you charge for different customer segments, quantities, etc? * How will you promote your product or service? Identify your sales process methods, eg direct marketing, advertising, PR, email, e-sales, social marketing. * How will you reach your customers? What channels will you use? Which partners will be needed in your distribution channels? * How will you do your selling? Do you have a sales plan? Have you considered which sales method will be the most effective and most appropriate for your market, such as selling by phone, over the internet, face-to-face or through retail outlets? Are your proposed sales methods consistent with your marketing plan? And do you have the right skills to secure the sales you need? Your team’s skills and operations Your business plan should identify the strengths in your team and your plans to deal with any obvious weaknesses. The management team If you’re looking for external funding, your management team can be a decisive factor. Explain who is involved, their role and how it fits into the organisation. Include a CV or paragraph on each individual, outlining their background, relevant experience and qualifications. Include any advisers you might have such as accountants or lawyers. For your bank manager or other investors, you need to demonstrate that your management team has the right balance of skills, drive and experience for your business to succeed. Key skills include sales, marketing and financial management as well as production, operational and market experience. Your investors will want to be convinced that you and your team are fully committed. Therefore it’s a good idea to set out how much time and money each person will contribute – or has already contributed – to the business. Your people Give details of your workforce in terms of total numbers and by department. Spell out what work you plan to do internally and if you plan to outsource any work. Other useful figures might be sales or profit per employee, average salaries, employee retention rates and productivity. Your plan should also outline any recruitment or training plans, including timescales and costs. It’s vital to be realistic about the commitment and motivation of your people. Spell out any plans to improve or maintain staff morale. Your operations Your business plan needs to outline your operational capabilities and any planned improvements. There are certain areas you should focus on. Location * Do you have any business property? * What are your long-term commitments to the property? * Do you own or rent it? * What are the advantages and disadvantages of your current location? Producing your goods and services Do you need your own production facilities or would it be cheaper to outsource any manufacturing processes? * If you do have your own facilities, how modern are they? * What is the capacity compared with existing and forecasted demand? * Will any investment be needed? * Who will be your suppliers? Management-information systems * Have you got established procedures for stock control, management accounts and quality control? * Can they cope with any proposed expansion? Information technology * IT is a key factor in most businesses, so include your strengths and weaknesses in this area. Outline the reliability an Financial forecasts You will need to provide a set of financial projections which translate what you have said about your business into numbers. Look carefully at: * how much capital you need if you are seeking external funding * the security you can offer lenders * how you plan to repay any borrowings * sources of revenue and income You may also want to include your personal finances as part of the plan. Financial planning Your forecasts should run for the next three (or even five) years and their level of sophistication should reflect the sophistication of your business. However, the first 12 months’ forecasts should have the most detail associated with them. Your forecasts should include Sales forecast – the amount of money you expect to raise from sales. Cashflow statements – your cash balance and monthly cashflow patterns for at least the first 12 to 18 months. The aim is to show that your business will have enough working capital to survive. Make sure you have considered the key factors such as the timing of sales and salaries. Profit and loss forecast – a statement of the trading position of the business. Show the level of profit you expect to make and the costs of providing goods and services and your overheads. Your forecasts should cover a range of scenarios. New businesses often forecast over-optimistic sales and most external readers will take this into account. It is sensible to include subsidiary forecasts based on sales being significantly slower than you are actually predicting. One for sales starting three months later than expected, and another forecasting a 20 per cent lower level of sales. Risk analysis It is good practice to show that you have reviewed the risks your business could be faced with. Show that you have looked at contingencies and insurance to cover these. Risks can include: * competitor action * commercial issues – sales, prices, deliveries operations – IT, technology or production failure * staff – skills, availability and costs * acts of God – fire or flood d the planned development of your systems. Presenting your business plan Keep the plan short – it’s more likely to be read if it’s a manageable length. Think about the presentation and keep it professional. Remember, a well-presented plan will reinforce the positive impression you want to create of your business. Tips for presenting your plan * Include a cover or binding and a contents page with page and section numbering. * Start with the executive summary. Ensure it’s legible – make sure the type is ten point or above. * You may want to email it, so ensure you use email-friendly formatting. * Even if it’s for internal use only, write the plan as if it’s intended for an external audience. * Edit the plan carefully – get at least two people to read it and check that it makes sense. * Show the plan to expert advisers – such as your accountant – and ask for feedback. Redraft sections they say are difficult to understand. * Avoid jargon and put detailed inform ation – such as market research data or balance sheets – in an appendix at the back. You may have detailed plans for specific areas of your business, such as a sales plan or a staff training plan. However it is best not to include these, though it is good practice to mention that they exist. While it is sensible to seek advice from external advisers, it is not a good idea to get them to write the plan for you. Investors and lenders need to have confidence that you personally understand your business plan and are committed to the vision for the business. Make sure your plan is realistic. Once you have prepared your plan, use it. If you update it regularly, it will help you keep track of your business’ development. How to cite Hoe to Prepare a Business Plan, Papers

Duties Responsibilities Directors Officers †Myassignmenthelp.Com

Question: Discuss About The Duties Responsibilities Directors Officers? Answer: Introduction The Corporations Act, 2001 (Cth) is the act which dictates the manner in which different aspects of the companies in Australia are to be conducted, as it provides different provisions for its incorporation, its winding up, constitution and other related provisions for the companies (Abbott, Pendlebury and Wardman, 2007). Under Part 2D.1 of this act, the directors of the company, along with the officers of the company in certain cases, have been given certain duties, which have to be fulfilled by them, or else, civil and criminal penalties are imposed on the relevant breaching individual (Gibson and Fraser, 2014). The case of McGellin v Mount King Mining NL (1998) 144 FLR 288, deals with such a breach of director duties based on the conflict of interest (Austlii, 2017a). And through this discussion, the different aspects of this case, with a particular reference to the breached duty, have been elucidated. Background of the Case In this case, the plaintiff had been the director of the defendant. The case was made for the oral contract which the plaintiff entered into with the defendant on July 03rd, 1996 whereby it was agreed that the plaintiff would be issued shares in the company at one cent per share price, where the par value of such shares was 20 cents. This promise was made in consideration of funds which were contributed towards the exploration work cost by the plaintiff, on defendants behalf. This particular Management was stated to have been entered in the board meeting and was pleaded to cover the implied terms regarding the issuance of the shares by the defendant to the plaintiff, after contribution of funds and in a reasonable time frame (Austlii, 2017a). The plaintiff contented that he had made a contribution of $1500 for the exploration costs and this amount was paid to the bank account of defendant on August 21st, 1996. And that the defendant had breached in their agreement as the promised 150,000 shares were not issued to the plaintiff at all, within a reasonable time frame of August 21st, 1996. And so, a claim was initiated for the alleged contract to be specifically performed; and in case that is not possible, to be paid damages and interests as per the value of 150,000 shares, which stood at $108,000 on the basis of 72 cents for each share. This price was attained from thee price which was paid by the company who took over the defendant and acquired all of its shares on February 04th, 1967 (Austlii, 2017a). The key matter which was related to the director duties in this case was regarding the material interest. In case the contract had been made, was the article 15.15 of the Article of Association of the defendant was beached, as the director had not precluded himself from voting on an arrangement or a contract, where the director had a material interest. And in case the contract had been made, was that to be deemed as void of voidable, as the contract which was performed in this case by the plaintiff had been contravened by the defendant, which would allow the plaintiff for specific performance for the share allotment or for the damages in lieu of it (Austlii, 2017a). Duties breached Section 191 of the Corporations Act requires the directors to disclose the material personal interest which they have. As per this section, it is the duty of the directors to notify the other directors regarding material personal interest where a conflict is raised (WIPO, 2015). The material personal interest is related to the affairs of the company, or something which is being transacted at the meeting, where the director should notify the other directors about their material interest in such transaction (Austlii, 2017b). A contravention of this section results in both civil and criminal penalties. So, where a material personal interest is raised, it is the duty of the director to notify the other directors as per this section (Paolini, 2014). The term material personal interest has not been defined, but the meaning of the same can be clarified as the matter which has some real substance, and which has the ability of the vote of the director being influenced (Cassidy, 2006). Hence, the directors are required to give the details of both the nature and the extent of their interest in the particular issue. The rationale behind this section is to avoid any conflict of interest, which can make a transaction unfair (Latimer, 2012). In the case of McGellin v Mount King Mining NL, the director failed to disclose that he made entered into an oral contract with the plaintiff for allocating him certain shares for the work being done by the plaintiff on behalf of the company. And yet the director voted upon the acquisition of shares by Sipa Resources International NL, without informing the board of this conflicting situation (Austlii, 2017a). Hence, the director duties in this case had been contravened. Apart from breach of section 191, there had been breach of different other duties of the directors, particularly of section 180, which required the director to be show care and diligence in discharging their duties and using their powers (Federal Register of Legislation, 2017). This was clearly not done due to the conflict of interest present in this case. Apart from this, the directors had a duty under section 181, of good faith, under section 182, use of position of company director in a diligent manner and under section 184, to work in good faith and proper purpose (ICNL, 2017). By allowing a conflict of interest to be present, where they had material person interest in the transaction being undertaken they failed to work for the best interest of the company, and so, the duties stated here, were breached. Also, they misused their position by promising the plaintiff that he would be given the shares, and was actually not given any, so the director actually misused their position and fooled the plaintiff. Hence, the presence of material personal interest led to a conflict of interest, effectively translating in the breach of director duties. Critical analysis of decision court This case became famous for the definition of material interest given by Justice Murray, which has been since quoted a number of times in other cases. As per the judge, the material meant the interest which involved a relationship of an actual substance regarding the matter at hand, or the proposed contract or arrangement (GWRDC, 2012). In this manner, the very nature of the interest had to be taken under consideration, in terms of having the capacity of influencing the vote of a director in the matter of particular decision (Lacey, 2015). The substance of interest, its capacity and the very nature of it had to be considered for having an impact over the directors ability to discharge their fiduciary duties (Bartholomeusz, 2015). The judge stated that the plaintiff had director or indirectly, but not too contingently or remotely, a material personal interest. And in this context, the claimed contract which would provide the defendant to reimburse the plaintiff for the contribution made in the exploration works cost was tainted by conflict of interest. However, the claims of the plaintiff could not be upheld as the alleged contract could not be established to have been made before the court. Hence, to award the specific performance or the claimed damages was not possible for Justice Murray. And so, the appeal made by the plaintiff was not upheld (Austlii, 2017a). Even though the points stated by the judge in this case were quite right, but in the view of the writer, the decision given was unfair on the plaintiff. This is due to the fact that the court did not uphold the breach of fiduciary duties on part of the director, where they clearly should have been. The director did not disclose that he had made plaintiff the promise of being allocated certain shares. This resulted in a conflict of interest situation being present. Economics, the part where the judges stated that it was difficult to contest these points, due to the oral contract not being able to be proved before the court of law, which ultimately led to the failure of plaintiffs claims, was correct. Conclusion Even though the claims of the plaintiff in this case could not be established owing to the lack of the establishing that an oral contract had indeed been formed between the plaintiff and the defendant, this case continues to be quoted more than often, as a result of the definition of material personal interest given by Justice Murray. This case is not only significant in respect of this definition, but also presents a strong case for drawing up written contracts. Had a written contract been drawn in this case, the breach of director duties could have easily been established due to the presence of material personal interest and a conflict of interest; and this would have allowed the plaintiff to either get the specific performance of being allocated the promised shares, or being paid the compensation amount, as was calculated by the plaintiff on the basis of the business of the defendant being acquired by another company. References Abbott, K., Pendlebury, N., and Wardman, K. (2007) Business Law. 8th ed. London: Thomson. Austlii. (2017a) Thomas Paul Mcgellin Ors v Mount King Mining Nl (Acn 060 118 201) Anor [1998] WASC 96 (7 April 1998). [Online] Austlii. Available from: https://www.austlii.edu.au/cgi-bin/viewdoc/au/cases/wa/WASC/1998/96.html?context=1;query=McGellin%20v%20Mount%20King%20Mining%20NL [Accessed on: 18/09/17] Austlii. (2017b) Corporations Act 2001. [Online] Austlii. Available from: https://www6.austlii.edu.au/cgi-bin/viewdb/au/legis/cth/consol_act/ca2001172/ definitions [Accessed on: 18/09/17] Bartholomeusz, S. (2015) Directors Duties Duty To Avoid Conflicts Of Interest. [Online] You Legal. Available from: https://www.youlegal.com.au/directors-duties-duty-to-avoid-conflicts-of-interest/ [Accessed on: 18/09/17] Baxt, R. (2007) Duties and Responsibilities of Directors and Officers. 19th ed. Sydney, NSW: The Australian Institute of Company Management. Cassidy, J. (2006) Concise Corporations Law. 5th ed. NSW: The Federation Press. Federal Register of Legislation. (2017) Corporations Act 2001. [Online] Federal Register of Legislation. Available from: https://www.legislation.gov.au/Details/C2013C00605 [Accessed on: 18/09/17] Gibson, A., and Fraser, D. (2014) Business Law 2014. 8th ed. Melbourne, Pearson Education Australia. GWRDC. (2012) Directors Interests Policy. [Online] GWRDC. Available from: https://www.gwrdc.com.au/wp-content/uploads/2013/12/GOV1-Directors-Interests-Policy-WEB.pdf [Accessed on: 18/09/17] ICNL. (2017) Corporations Act 2001. [Online] ICNL. Available from: https://www.icnl.org/research/library/files/Australia/Corps2001Vol4WD02.pdf [Accessed on: 18/09/17] Lacey, A. (2015) Avoiding a conflict of interest: what can directors do?. [Online] McCabes. Available from: https://www.mccabes.com.au/avoiding-conflict-interest-what-can-directors-do/ [Accessed on: 18/09/17] Latimer, P. (2012) Australian Business Law 2012. 31st ed. Sydney, NSW: CCH Australia Limited. Paolini, A. (2014) Research Handbook on Directors Duties. Northampton, MA: Edward Elgar. WIPO. (2015) Corporations Act 2001. [Online] WIPO. Available from: https://www.wipo.int/wipolex/en/text.jsp?file_id=370817 [Accessed on: 18/09/17]

Monet Vs. Van Gough Essay Example

Monet Vs. Van Gough Essay Between 1858 and 1882 Monet painted 49 still lifes, and 21of them were of flowers. In his Chrysanthemums, the subject combined his interest in gardening and painting.A relation that was displayed even more after he moved to Giverny in 1883. Like his Bouquet of Sunflowers of 1881, this still life was probably painted when bad weather had driven the artist indoors. This still life display colors, rhythm, surface and touch to the fullest extent. In Van Goughs Oleanders, he believed that these flowers were joyous, and that they bloomed riotously were continually renewing themselves. In the painting the flowers are placed in a jug, which is symbolically adjacent to a book titled, La Joie de Vivre by Emile Zols. The flowers seem to be leaning towards the book, like how they would lean towards sunlight. Although they are opposites being Monet more classic and Van Gough, I like to call him, stylish, they both did their painting beautifully, the way the subject is brought to life with color . But what I truly loved was their totally different style and painting techniques. Monets style of painting where the subject appears to be blurry and being able to notice his delicate brush strokes in the petals of the flowers, along with his choice of colors give the painting a classic feel to it.You can see somewhat of a reflection of the vase and flowers on the table; again Monet uses his blurry technique. The light blue background gives it a calming, peaceful effect.

Free Essays on Need For Affirmative Action

Affirmative Action Affirmative action was created in an effort to help minorities leap the discriminative barriers that were ever so present when the bill was first enacted, in 1965. At this time, the country was in the wake of nation-wide civil rights demonstrations, and racial tension was at an all time high. White males occupied most of the corporate, executive, and managerial positions that controlled the hiring and firing of employees. The U.S. Government, in 1965, believed that these employers were discriminating against minorities, and believed that there was no better time than the present to bring about change. When the Civil Rights Law passed, minorities believed that they should receive retribution for the earlier years of discrimination they endured. The government responded by passing laws to aid them in attaining better employment and education as reprieve for the previous two hundred years of suffering their race endured at the hands of the white man. This is known today as affirmative a ction. Affirmative action was supposed to be the solution. What originally started out as a good plan would later become a case of reverse discrimination. The affirmative action program consisted of a quota of minority employee’s as well as students that an employer or academic school must employ or admit. By imposing a quota system, doors and opportunities opened to minority workers and students that had previously been closed. Therefore, minorities were given a foot into an otherwise closed door. While the government opened the door, it was up to the individual to succeed on his or her own. A 1995 study conducted by Rutgers professor, Alfred Blumrosen, shows that five million minority workers have better jobs today then they would have had without affirmative action. Since the adoption of these laws, minority enrollment at Ivy League Colleges has risen from one percent to more than five percent. Before the Civil Rights Act of 1964,... Free Essays on Need For Affirmative Action Free Essays on Need For Affirmative Action Affirmative Action Affirmative action was created in an effort to help minorities leap the discriminative barriers that were ever so present when the bill was first enacted, in 1965. At this time, the country was in the wake of nation-wide civil rights demonstrations, and racial tension was at an all time high. White males occupied most of the corporate, executive, and managerial positions that controlled the hiring and firing of employees. The U.S. Government, in 1965, believed that these employers were discriminating against minorities, and believed that there was no better time than the present to bring about change. When the Civil Rights Law passed, minorities believed that they should receive retribution for the earlier years of discrimination they endured. The government responded by passing laws to aid them in attaining better employment and education as reprieve for the previous two hundred years of suffering their race endured at the hands of the white man. This is known today as affirmative a ction. Affirmative action was supposed to be the solution. What originally started out as a good plan would later become a case of reverse discrimination. The affirmative action program consisted of a quota of minority employee’s as well as students that an employer or academic school must employ or admit. By imposing a quota system, doors and opportunities opened to minority workers and students that had previously been closed. Therefore, minorities were given a foot into an otherwise closed door. While the government opened the door, it was up to the individual to succeed on his or her own. A 1995 study conducted by Rutgers professor, Alfred Blumrosen, shows that five million minority workers have better jobs today then they would have had without affirmative action. Since the adoption of these laws, minority enrollment at Ivy League Colleges has risen from one percent to more than five percent. Before the Civil Rights Act of 1964,...

College mathmatices Essay Example | Topics and Well Written Essays - 750 words

College mathmatices - Essay Example The value of 10 is used as a base because mathematicians have found that logarithms having a base of 10 were more useful for computations and they possessed many advantages that were not obtained in other bases. Common logarithms are denoted as log10(x) and even if there is no base written it should be assumed that the base is 10. If the base is other than 10 then it must be specified by the use of a subscript. On the other hand Natural logarithms use e as a base, where e is an irrational number whose decimal value is approximately 2.71828182845904. Natural logarithms are also important like common logarithms because of their relationship to e which is used in solving many differential equations in calculus. Natural logarithms are denoted by loge(x) or ln(x). Logarithms have eased up the way of calculation in mathematics. Recall that multiplication is a shortcut for addition and exponents are shortcut for multiplication, similarly logarithms are shortcut for exponents. John Napier a great mathematician will never be forgotten for his great discoveries, formulas, and theories. He once said that I hope my logarithms will save calculators much time and free them from slippery errors of calculations. Laplace said 200 years later said, "By shortening the labors, Napier doubled the life of astronomers" (as cited in Petersen, n.d.). Logarithms play a crucial role in the field of sciences and engineering. They can help you out whenever there is an exponential component missing in the problem. We can find several applications of logarithms in astronomy, geology, computer science, chemistry, physics, and several other disciplines. In chemistry we have a concept of pH which determines whether the whether a substance is alkaline, neutral, or acidic in nature depending if pH is greater than, equal to, or less than 7 respectively. A substance with a pH of 5 is ten times as acidic as one with a pH of 6 that’s why pH scale is expressed by a common logarithm. If H+ is the

Discuss about emotional intelligence Essay Example | Topics and Well Written Essays - 500 words

Discuss about emotional intelligence - Essay Example icity disclosed in the article entitled â€Å"What Makes a Leader?† that a high degree of emotional intelligence is significantly linked to effective leadership in terms of exemplifying qualities or five components such as â€Å"self-awareness, self-regulation, motivation, empathy, and social skill† (Goleman, 1998, p. 136). In the article, Goleman (1998) conducted studies that aimed to evaluate the specific capabilities that actually emerge as the predominant variable that singles out exemplary effective leaders. After categorizing the capabilities into technical skills, cognitive abilities, and possessing emotional intelligence, the results have revealed that leaders that are high in emotional intelligence are deemed most effective. Findings also apparently link emotional intelligence to outstanding performance, in conjunction to exemplary leadership. The five components of emotional intelligence clearly establish how possessing these traits make an ordinary leader extraordinary. Self-awareness, for instance, was defined as â€Å"the ability to recognize and understand†¦moods, emotions, and drives, as well as their effect on others† (Goleman, 1998, p. 137). Effective leaders were deemed to be honest of their own capabilities and those of others. Their abilities encompass being able to admit failures; yet possessing resiliency and the ability to maintain an optimistic stance. The other component of emotional intelligence, self-regulation, shows its direct influence to effective leadership in terms of â€Å"the ability to control or redirect disruptive impulses and moods† (Goleman, 1998, p. 136). This component likewise manifests the leaders’ ability â€Å"to think before acting† (Goleman, 1998, p. 136). There is much rationalizing done prior to decision-making. Effective leaders are good motivators; as well as they are driven by factors beyond satisfying physiological needs. As a sensitive and discerning person, a leader is able to assess the needs and drives

America and the Great War 1914-1920 Research Paper

America and the Great War 1914-1920 - Research Paper Example roy the international equilibrium and interfered with the balance of power; the America’s tradition of isolation had become out of control, and it could no longer be sustained in the era of growing independency, and the quest for America’s independence (Abbott et al. 123). Back in 1917, President Woodrow Wilson, before a joint Congress session, requested for a declaration of War against Germany. He claimed that the Germans violated the American request to suspend unrestricted submarine warfare in the Mediterranean and the North Atlantic (Goldfield et al. 464). Germany also attempted to persuade Mexico to collaborate with them, and wage war against the United State. The U.S. senate, on April 4, 1917, voted in favor for declaring war against Germany. On December 7, 1917, the United Sates waged war against Austria-Hungary (Ford 23). Germany’s submarine attack on merchant and passenger ships, in 1917, is one of the key reasons that motivated the U.S. senators’ decision to participate, in the World War I. Wilson threatened to frustrate the U.S. diplomatic relations with Germany, following the sinking of Sussex, unarmed French boat, in English Channel, in March 1916 (Goldfield et al. 473). He asserted that the U.S. was not going to have any diplomatic relation with Germany, unless Germany desists from attacking crew merchant and passenger ships. In response, German Government accepted to refrain from these attacks, under terms and conditions that was referred to as â€Å"Sussex pledge† (Goldfield et al. 473). German Government’s pledge changed later, in January 1917. Representatives from the German navy, during a wartime conference meeting that month, claimed that continuation of unrestricted submarine warfare was a strategic move that will see them defeat Great Britain, in the Great War. They based their arguments on the basis that they were capable of violating â€Å"Sussex pledge† since the United States was no longer a neutral party after offering

Theories of Job Satisfaction

Theories of Job Satisfaction Literature Review Within the literature, one of the first definitions of job satisfaction were described by (Hoppock, 1935), when he defined the construct as being any number of psychological, physiological, and environmental circumstances which leads a person to express satisfaction with their job. It was suggested by Locke (1969) that job satisfaction was a positive or pleasurable reaction resulting from the appraisal of ones job, job achievement, or job experiences. Meanwhile, Vroom (1982) defined job satisfaction as workers emotional orientation toward their current job roles. Similarly, Schultz (1982) stated that job satisfaction is essentially the psychological disposition of people toward their work. Siegal and Lane (1982) stated simply that job satisfaction is an emotional response defining the degree to which people like their job. Finally, Lofquist and Davis (1991) defined job satisfaction as an individuals positive affective reaction of the target environment. Employees satisfaction with their work and a constructive and positive outlook of the organization, combined with relatively broad and sophisticated human resources management practices are highly imperative predictors of the potential productivity of companies (Lofquist and Davis (1991). Likewise, these factors appear much more important in predicting consequent productivity than viable and ready for action strategy, managerial emphasis on quality, technological sophistication, or emphasis on research and development. People are our most important asset is not just a managements tired expression. It is a pressing polemic which managers pay no heed to the costs of their shareholders and stakeholders. Involving not just the existing workforce in managerial levels and functions is important, but now its extremely vital to make sure that the new inductees are well informed and well treated to make them feel satisfied with their jobs. The definition of job satisfaction has visibly evolved through the decades, but most versions share the belief that job satisfaction is a work-related positive affective reaction. There seems to be less consistency when talking about the causes of job satisfaction. Wexley and Yukl (1984) stated that job satisfaction is influenced by many factors, including personal traits and characteristics of the job. Early traditional theories suggested that a single bipolar continuum, with satisfaction on one end and dissatisfaction on the other, could be used to conceptualize job satisfaction. Later revisions of the theory included a two-continuum model that placed job satisfaction on the first scale and job dissatisfaction on the second (Brown, 1998). These later theories focused more on the presence or absence of certain intrinsic and extrinsic job factors that could determine ones satisfaction level. Intrinsic factors are based on personal perceptions and internal feelings, and include factor s such as recognition, advancement, and responsibility. These factors have been strongly linked to job satisfaction according to ODriscoll and Randall (1999). Extrinsic factors are external job related variables that would include salary, supervision, and working conditions. These extrinsic factors have also been found to have a significant influence on job satisfaction levels according to Martin and Schinke (1998). To better understand these employee and job characteristics and their relationship to job satisfaction, various theories have emerged and provided the vital framework for future job satisfaction studies. Job Satisfaction Theories: Range of Affect Theory by Edwin A. Locke (1976), is possibly the most known and famous job satisfaction model. The main principle of this presumption is that satisfaction is dogged by a discrepancy involving what one wants in his job and what one has in his job. Further more, the theory suggests that the amount of value one gives to a certain facet of his work, for instance the level of autonomy and discretion in a position, justifies how satisfied or dissatisfied one tends to get when expectations are or are not met. When a person gives value to a particular part of his job, his satisfaction is greatly impacted in both ways: positive and negative, in comparison to a person who doesnt value that facet that much. Dispositional Theory, another renowned and well-publicized job satisfaction theory, suggests that people have inborn dispositions that encompasses in them tendencies toward a particular level of satisfaction, despite ones job (Heller, 2002). The idea that people who are happy in life are happy in their job is the basic underlying principle of this theory. This technique became a distinguished and worth noting rationalization of job satisfaction in light of proof that job satisfaction stays stable over time and from careers and jobs. Core Self-evaluations Model, proposed by Timothy A. Judge (1998), narrowed and shrunk the scope of the Dispositional Theory. Judge protested that there were four Core Self-Evaluations that decides ones disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model suggests that greater levels of self-esteem and general self-efficacy (the trust and belief in ones own skills and competence) lead to a higher level of work satisfaction. Having an internal locus of control, meaning to believe in one having control over herhis own life, instead of outside forces having a control, leads to greater job satisfaction. As per an article by Brookes, 1995 and another by Liljander and Strandvik, 1997, expectancy-disconfirmation theory has said to be the dominant model for assessing satisfaction. According to this model, the cognitive confirmation (or disconfirmation) of expectations of service as compared with perceptions of the actual service performance determines satisfaction (Danaher and Haddrell, 1996). However, according to Yu and Dean (2001), just focusing the cognitive component of satisfaction and relatively neglecting the emotional component can lead to an inadequate and improper understanding of the concept of satisfaction. To address the subject further, Cronin (2003) have labeled emotion as a core attribute in satisfaction and suggested that models of satisfaction should include a separate emotional component. There was a time whilst emotions in the workplace were considered significant in association to employees interests and job satisfaction only (Weiss and Cropanzano, 1996). In latest years, companies have realized that emotions of employees are always persistent in the workplace. The emotions are not merely a deep-rooted part of work life but have an essential part to play in an individuals job performance. An employees sentiments and emotions, and on the whole his personality and character have a significant effect on his job performance, decision making capabilities, team spirit, leadership and yields. It is assumed that employees bring their feelings and attributes related to fury, fear, love or respect with them when they arrive to work. An employees emotions are vital and essential to what occurs in an organization. Emotions matter a lot because they drive and control ones performance (Fisher D., 2000). Emotions at work place, normally, are divided into two categories: 1) positive (good) and 2) negative (bad) emotions (Fisher D., 2000). Positive sentiments or emotions are those feelings of a person that are favorable to the achievement of organizational goals, mean while negative emotions are supposed to be disparaging for the organization. To classify them even more, emotions can be sorted out as distinct, dispositional and as moods. Distinct or discrete emotions replicate temporary emotions like anger, fear, joy and disgust which take place from the occurrence of a particular occasion; while dispositional describes an employees overall approach and perception towards life like cheerful, negative, etc. Moods, on the other hand, sustain for a longer period of time as compared to discrete emotions. Emotions manipulate the assignment on which an employee is working, the pains and hard work he puts and how he manipulates other employees around him (Pugliesi, 1999). To put it in other words, what employees experience/feel and how they communicate their emotions affects their performance. Studies have publicized that positive mood directs to better and competent decision making (Babin and Griffin, 1998). Nevertheless, this doesnt indicate that decisions taken in a negative mood are unsettling and disruptive. Studies, moreover, have found that negative or bad sentiments can direct towards more effective making of decisions. Negative emotions, at times, may lead to more rigorous, detailed, and logical processing of the facts. Hence, it is important for managers (supervisors) to keep in mind the requirements, needs, and feelings of their subordinates when involving them in any managerial function. As even the slightest error, could disrupt the job satisfaction of the employees (Babin and Griffin, 1998). Many managerial practices have the potential to manage employee behavior and responses in ways that improve service quality and their performance. Several suggestions have appeared in the literature. Hartline and Ferrell (1996) have emphasized the importance of training employees, arguing that those companies that train their employees sufficiently will have employees who are more motivated, more knowledgeable, more skilled, and thereby more confident in performing their job. Training the employees is also a way of conveying to them the message that they are important for the organization and the higher authorities are interested in investing in them. Organizational development is always powered by human knowledge, capabilities and skills. That is why contemporary and modern organizations pay more and more consideration to the development of their employees. Therefore, employee education and training are becoming a most favorable answer to the intricate and multifaceted business chal lenges and dimensions, and the management of human resources is taking a vital role in modern management. Throughout the progression of employee training and development, the management of human resources furnishes constant knowledge innovation, creates circumstances for mutual knowledge, and experience exchange upbeat and proactive behavior, in this way contributing to viable advantage and satisfaction of all members in business procedures. Most studies have defined, conceptualized, and measured managerial practices from the perspective of management (Forrester, 2000). However, Babakus et al. (2003) have noted that managements desires and good intentions do not mean much unless employees perceived them as such. It is reasonable and sensible, then, to take an employees perspective, as it is both important and valuable. To accommodate the shortcomings of previous studies, the present study defines managerial practices from an employees perspective. Based on Bagozzis (1992) attitude theory, managerial practices are defined as employees cognitive appraisal of the practices of their managers. The focus of this study is limited to four aspects of a managers practice or function, i.e. planning, organizing, controlling, and motivating. This study assumes that these four practices are fundamental aspects of managerial practices. It is worth mentioning that Pfeffers (1994) list of best managerial practice emphasizes motivating em ployees with the help of rewards and recognition as highly important aspects or facets of managerial practice. In the light of this study, it is assumed and well justified that employees cognitive appraisal of managerial functions have an effect on positive or negative emotions. Each function of a manager would be taken up individually to enlighten how and in what manner it effects an employees job satisfaction. This analysis would solely be based on the perspective of employees, how they take their supervisors and how their supervisors actions and practices affect their levels of job satisfaction. Effect of Planning on Employees: For managers, planning is the procedure of formulating strategies for accomplishment and success, designing goals and objectives for their organization and the development of courses of action depended on their strategy (Mondy, 1992). Its highly important that when managers exercise this function, they involve their subordinates along with them, delegate them authority and tasks to do it on their own. Forrester (2000) has emphasized empowerment as a key feature of managerial practices that lead to organizations effectiveness. By delegating the employees the freedom and ability to make decisions and commitments, a manager can anticipate a positive effect on employees productivity. Tschohl (1998) has offered the same explanation for the success of firms, and more recently, Liu (2006) has suggested that effective managerial practice for organizations should not only be constrained to delegating authority but should also include involving employees in defining and developing of vision statements. He suggests that one result of this kind of involvement leads to employees being satisfied and more willing to summon the effort required to provide a higher standard of work and service. Other suggestions for managerial practices can be found in the literature by Alexandrov et al., 2007; Babakus et al., 2003; Chebat et al., 2003; Rogg et al., 2001; Tornow and Wiley, 2002. Effect of Organizing on Employees: Organizing too is a managerial function that takes into consideration the development an organizational structure and allocation of human resources to guarantee the successful accomplishment of goals and objectives (Mondy, 1992). The makeup and constitute of an organization is a framework within which attempts are coordinated. The structure is more often than not depicted by an organization chart, which offers a graphic demonstration of the hierarchy of power and command within a particular organization (Megginson, 1992). Once plans have been prepared, the organizing function mostly answers the query of, how work will be divided and carried out (Mondy, 1992). This means that the manager defines a variety of job duties and groups them into separate areas, units, sections or teams. The manager must state the duties, allocate them, and, then also give his subordinates the power and authority they need to accomplish their tasks. Organizing, in addition, involves the design of separate jobs inside the organization. Decisions ought to be made regarding the responsibilities and duties of individual jobs, with the behavior in which the duties are supposed to be passed out (Megginson, 1992). Effect of Controlling on Employees: Controlling is all about making sure that performance does not deviate and move away from standards and requirements (Mondy, 1992). Controlling comprises of three steps, which are (1) establishing performance standards for all the employees to follow, (2) comparing actual performance against the set standards, and (3) taking corrective action whenever needed and when necessary. Performance standards most of the times are stated and declared in monetary terms such as costs, revenues, or profits but may possibly be stated in other terms as well, for instance in number of units produced, number of defective and useless products, or levels of quality or customer service. Similarly, the measurement of performance can also be done in other several ways; it can depend on the performance standards, financial statements, annual or quarterly sales reports, production results and stats, customer satisfaction or complaints, and formal performance appraisals and evaluations. Managers at all levels of their career employ themselves in the managerial practice or function of controlling to a certain extent, and the manner in which they apply that control says a lot about the kind of manager they are. Findings by Holden (1958), Simmons (1959), and Seiler and Bartlett (1982) suggested that there is always an association between a managers locus of control with his preference and liking for a particular supervisory style. This notion was also supported by Goodstadt and Hjelle (1973). Holden (1958) and Simmons (1959) also found a link between the personality changes in a manger and his level of control on his subordinates, while Seiler and Bartlett (1982) revealed that authoritarian managers have a liking for budgetary systems that are more inflexible and rigid and exhibits comparatively lower levels of participation. The managerial function of controlling must not be mixed up or confused with control in behavioral or scheming terms. This function does not suggest that managers ought to attempt and try to control or to manipulate the people, values, attributes, or emotions of their subordinates, be it new or old. As an alternative, this function of management concerns and takes into account the managers role in taking essential actions to make sure that all the activities related to work of new subordinates are consistent and in accordance with and contributing toward the attainment of organizational and departmental objectives (Megginson, 1992). According to Nicholas J. Di (1974), subordinates hold positive attitude towards supervisors who prefer teamwork over individual work, provides freedom to the individual to pursue his own interests as well as keeping some degree of control through rules, procedures. Successful controlling necessitates the usage of plans, as planning supplies the much needed performance standards or objectives. Controlling also requires an apparent understanding of where responsibility for variations from standards lies. Even though controlling is more often than not thought of in terms of financial measures, managers should also control other dimensions like production and operations processes, procedures for delivery and availability of services, compliance with and acceptance of company policies, and several other activities within the thresholds of a particular organization. Effect of Motivating on Employees: Employees who receive positive reinforcement and productive criticism from managers show signs of changes. Employee satisfaction is an important aspect of business. Employees wish to work for companies who value and encourage their workforce and human resources (Organ, 1988). It has been revealed in past literature that satisfied and motivated employees increase profits and that they show increased productivity with improvements in an organization. Improvements can be made on varying levels including policy changes, managerial changes, or communication changes to name a few. The study of managerial influence on worker satisfaction is in need of expansion (Richmond, McCroskey, Davis, 1982). Previous research has demonstrated that the practice of rewarding is important for at least two reasons. First, a reward has a motivating effect on employees to do what managers expect of them. Second, rewarding practices can stimulate employees to deliver high-quality service and performance (Richmond, McCroskey, Davis, 1982). An empirical study by Bowen and Johnston (1999) presents a worth while example of the value of managerial reward practices. Focusing on factors contributing to employees ability to handle difficult situations, their study demonstrated that the practice of rewarding motivated employees not only to see to their work in general but also to handle the arising problems in a proper manner. Clearly, this study illustrates the importance of managerial reward practices for enhancing employee-performance quality. Further more, investigations and consideration on the concept of reward practices often disclose that it is vital that the employees themselves recognize the reward practices as being fair (cf. Livingstone et al., 1995). In other words, the reward practice must be fair in order to encourage motivation on the part of the employees to deliver excellent work performance. Based on this reasoning, the current study defines reward practices as fairness in rewards allocation, i.e. the employees perception that they have been fairly and reasonably rewarded given their responsibilities, job effort, and performance (Organ, 1988). Limitations of Previous Researches: Among the inspections and examinations of the effect of managerial practices, the majority of studies have taken only the managerial perspective. This focus and consideration on managers has left a gap in the knowledge of managerial practices from an employees perspective and point of view (Forrester, 2000). Though recent studies and researches do aim to capture and analyze what and how employees perceive their managers and their working environment, a lot about how employees, and especially new employees, take their supervisors practices is still untouched. This research aims to touch upon that unexplored territory and bring forth an employees perception and his feelings towards his level of job satisfaction. Managerial Implications: This study, as mentioned earlier, directs its research on finding out how new employees feel when they are involved in a certain managerial function by their supervisor and how each function affects their job satisfaction. Managerial practices are complex observable facts. Many factors are expected to be present that both impede and interact with each other. As Babakus et al. (2003) have noted, earlier researches on the effect of managerial practices are limited because they were characteristically and on an average studied in isolation. In contrast, this study tries to explore the effect of the simultaneous effect of managerial practices/functions (planning, controlling, organizing and motivating) on employees satisfaction. This would provide insights to managers as to how they should go about treating their new subordinates, and how each function the way its carried out- would have an impact on their level of job satisfaction. Its highly important for the managers/supervisors of today to forecast the needs of their subordinates, be it new or old, as they are the ones who would eventually effect the over all performance of an organization. When the job satisfaction of employees (subordinates) is given importance and is catered to in the right way, it not only motivates the newly hired subordinates to give their best but also helps in retaining them for a longer period of time.

Case Study: Impact on Children of Substance Abuse, Domestic Violence, a

Studies have shown that children who grow up in families where there is substance misuse, mental illness or domestic violence are more vulnerable to significant harm (Kendall-Taylor and Mikulak 2009).Children’s vulnerability usually stems from the effects of substance misuse, domestic violence or mental illness on parenting ability. Substance misuse, domestic violence and mental illness can result in parent’s finding it difficult to organize their lives to meet both their personal needs and their children’s physical, emotional and social needs. Parents may also find it difficult to control their reactions and adverse mood fluctuations, thus, many children are often affected and some even for a life time .Naturally this can terrify children and leave them feeling fretful, uncertain and over cautious. Vulnerability such as the effects of maternal drug or alcohol misuse or direct physical attacks on the abdominal region of a pregnant woman, may even extend to the un born child. Substance Misuse The term 'misuse' has different contextual applications. When applied to substances such drugs (whether prescribed or illicit) or alcohol, it simply means that the usage of the substance in question is too much (excessive) and may cause harm to the concerned individual either by directly affecting daily endeavors, or by gradually destroying a normal life. Usage of legal drugs such as nicotine, caffeine, or alcohol without much thought is often common with many people (National Alliance on Mental Illness USA 2011). It may cause difficulties in relationships or affect performance at home and at work. According to findings, persistent use of one or more of these substances often leads to some level of tolerance in the affected individual. Thi... ... to make them feel important and wanted which would in turn serve to make them ore open and cooperative. Bibliography Eastwood, Paul. Statistics on Drug Misuse: England. pdf, England: UK NHS Information Centre, 2011. Kendall-Taylor, Nat, and Anna Mikulak. FrameWorks Institute. Feb 2009. Retrived on 15 Aug, 2011 from http://www.frameworksinstitute.org/assets/files/PDF_childmentalhealth/childmentalhealthreview.pdf Mental Health Foundation . 2011. Retrieved on 15 Aug, 2011 from http://www.mentalhealth.org.uk/ National Alliance on Mental Illness USA. Mental Illness. 2011. Retrieved on 15 Aug, 2011 from http://www.rethink.org/about_mental_illness/dual_diagnosis/what_is_substance_mi.html WHO. Management of substance abuse . 2011. Retrieved on 15 Aug, 2011 from http://www.who.int/substance_abuse/publications/alcohol/en/ (accessed Aug 08, 2011).