Evaluating Australasian Markets on Management Principles and Applicati

Question: Write an essay on "Evaluating Australasian Markets on Management Principles and Application". Answer: Introduction: There are lots of differences in the cultural and management in the both countries. In the Asian countries I have selected the India as a comparison between two countries. The employs has different rights in both countries. The employees had to work company, but they are not equally respected in both countries. The relationship between the organization and employees in the Australia is friendly. They are allowed to give opinion, but in India they are not allowed to give an opinion and had to work under guidance only. The Australian gives full independence to the employees. 1. Critically analyzing management practices in the Australasian context: We can survey the Australian in through the lens of the 6-D model. By this model we can judge all the culture very easily and different from the world culture. The 6-D models are given below: Power distance: The Australian score 36 in the graph. The manager or any high post member cooperates with the employees. They interact with the employees working under them weekly or everyday according to the time table. The team head is appointed who play communication role in between the company employees. But in India Graph give 77 percent this we came to know that powerful people are not interested to interact with the employees working under them. They just believe that they pay and they want work but if the manager will not take care of the employees. The result will be worst as we know if the employees are not satisfied they will not happy to work for the company. Individualism: The Australian believes in individualism life. They work for themselves and their immediate families. They earn and spend and the Indian believes in earning more and more and save more and more for family. They live in joint families in their families they live together with brother family and parents. But the Australian culture does opposite; they leave their family house when they get married. They earn themselves and do not save single penny. If we see the graph the Australian believe in 90 percent individualism and India believe in only 48 percent. This due to come changes came from culture. The Indian is accepting the western culture. Masculinity: The Australian and Indian both believe in hard work. They give first Priorities to the work. They do their best to achieve the goal. They work hard to earn more money for their family, but the only difference is people from Australia earn money to enjoy life on Saturday and Sunday. On Monday again, they start working, but in the India people believe in saving. There a first priority is the family. They earn money and save money for the future life. Uncertainty avoidance: due to economic slowdown the Australian are trying to save money more than the Indian. The people Indian has already saved money in the bank, but now they feel to enjoy life or we can say due to inflation in the market the Indian can save money. The earning hands are less because the new generations are not hard working. They need to enjoy life on his parents money. Long term Orientation: In the graph we can see that the Australian score 21. The graph shows that the people in the Australian never think about the past. They only believe in present and future. They do not believe in traditions and not prefer to maintain time honored. But if we see the graph Indian score 51 percent. The Indian never forgets the past life and respect the tradition. Indulgence: According to the graph Australian score 71 percent because the parents force their child to earn in the age of 18. They should pay their school and college fees themselves. The children like to earn but in Indian only 26 percent score in the graph. We know that children are totally dependent on the parents. The parents take care of the children till the young age and after that they join parents business. They enjoy their life with the parents money and do not struggle for the earnings more or to grow. 2. Understand organizational behavior and management theory. The organizational behavior is that in which the employees and a group of employees, proceeds inside the organization. This behavior is to construct the good relationships by attaining employees, organization and collective objectives. Similarly, management theory is to motivate the employees by giving promotion, incentive or increment(Patrick et al., 1993). In Australia there is democratic leadership in which they respect the employees working under them. They free to give their opinions. The company manager or team leader plays the role of communication between the employees and the organization. They try to solve the problems on their head, but if not possible they take that matter to organize and help the employees. In Australia the relationship between management and employees are friendly. The paternal leadership is used in India. The organization leader believes him as parents and orders the employees to work. The employees are taken for granted as equally intelligent then the seniors. They are asked to do overtime without any extra payment. The interference in the organization in working time is huge employees cannot go without permission(Gadot, 2007). 3. Critically analyze the underlying values of these theories. The Australian organizations have a friendly relationship with the employees and manager. There are many rules and regulation; they just fire the employ if he is not working according to the company requirement. The second chance will not give to employees and the new employ will appoint. The work experience is very necessary during the job. Advantages: The employees given full independence. The employees will work in the company for the moneys sake. They will feel their responsibilities; work hard for both organization and personal needs. Disadvantages: The employees will misuse of the liberty. They will never listen to the boss if they are wrong. They will not give respect to the senior because they always feel friendly. The Indian organization does not trust on the employees they keep an eye on the employees. The employees are not given equal rights and respect. The employees have to work under the guidance of the manager. They cannot give an opinion to the organization because company owner or manager believes that they are much more intelligent than the employ working under them. Advantages: The employees will learn a lot if the manager will teach them. They will work more when the organization keeps an eye on them. They will work hard which bring profit for the organization. Disadvantages: The employee will be scared of the organization leader. The employee will not work by heart. The employee will work for money not for the organization. 4. Demonstrating knowledge of management theories and evaluate their impact on practical management decision making in the Australasian context In Australia the company does not give stress to the employees for example the employees working in the medical insurance. They are not pressurized to work or find customers for medical insurance. The people believe its responsibility to buy medical insurance. But in India the employees who are working with the medical insurance company are given the targets to achieve. The employees had to sell the medical insurance and if they do not achieve the targets they will not work in future in the company or their salary will be deducted. The people are not aware of the benefits of the medical insurance. In India people do not like to buy medical insurance by saying what will happen with me. The manager or any high post member cooperates with the employees. They interact with the employees working under them weekly or everyday according to the time table. The team head is appointed who play communication role in between the company employees. But in India Graph give 77 percent this we came to know that powerful people are not interested to interact with the employees working under them. They just believe that they pay and they want work but if the manager will not take care of the employees. The result will be worst as we know if the employees are not satisfied they will not happy to work for the company(Ann Carr, 2010). Conclusion: The recent made proves that the employees had to work company but they are not equally respected in both countries. The relationship between the organization and employees in the Australia is friendly. They are allowed to give opinion but in India they are not allowed to give opinion and had to work under guidance only. The Australian gives full independence to the employees. Bibliography Ann, C. Carr, A.N., 2010. Critical reflections on the good, the bad and the ugly of organization leadership: The case of Wal-Mart. Routledge: Culture and Organization, 16(2), pp.109-25. Bakker, A.B. Schaufeli, W.B., 2008. Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, pp.147-54. Coleman, D., 2012. How Mobile is Changing Organizational Structures and the Future Workplace. Francesco, A. Gold, B., 2005. International Organizational Behaviour. Pearson. Gadot, E.V., 2007. Leadership style, organizational politics and employees performance: An empirical examination of two competing models. Personnel Review, pp.661-83. Hofstede, G., 2001. Culture's Consequences: comparing values, behaviors, institutions, and organizations across nations (2nd ed.). Thousand Oaks, CA: SAGE Publications. Hofstede, G., 2005. Cultures and Organizations: Software of the Mind; Intercultural Cooperation and its importance for Survival. (IInd Edition). New York: Mcgraw-Hill. Lynne, S., Leskiw Singh, P., 2007. Leadership development: learning from best practices. Leadership and Organization Development Journal., p.No.5. Ojokuku, R.M., Odetayo, T.A. Sajuyigbe, A.S., 2012. Impact of leadership style on Organizational Performance: A case study of Nigerian Banks. American Journal of Business and Management, 1(4), pp.202-07. Patrick, J., Burkhart Suzanne, R., 1993. Successful Strategic Planning: A Guide for Nonprofit Agencies and Organizations. Newbury Park: Sage Publications. Walumbwa, F.O., Orwa, B., Wang, P. Lawler, J.J., 2005. Transformational leadership organizational commitment, and job satisfaction: A comparative study of Kenyan and U.S. financial firms. Human Resource Development Quarterly, pp.235-56. Wood, J., Wallace, J. Zeffane, R., 2003. Organizational Behaviour: A Global Perspective.(Third Edition). Australia: John Wiley.

Business Driven Management of Infrastructure

Question: Discuss about the Business Driven Management of Infrastructure. Answer: Introduction The Reserve Bank of Australia is the central bank of Australia which became operational in the year 1960. It is the bank issuing authority in Australia which has its headquarters in Sydney. The components of the Bank include the Payments System Board, which is responsible for the administration of the payments system policy (www.rba.gov.au). The institution is responsible for governing the banking and monetary system in Australia. The board comprise of the bank members, government agencies in Australia, Treasury and the institutional leaders (Rba.gov.au. 2017). The Treasurer is responsible for appointing the governor of the Bank. The main function of the Bank includes the currency stabilization, maintenance of employment and the economic prosperity of Australia. The Bank has made several strategic as well as operational plans regarding financial market operations, financial stability, monetary policy, payments and infrastructure, banking, bank notes and financial position (Rba.gov.au. 2017). It has also formulated policies regarding the risk oversight and management. The human resources department of the Reserve Bank of Australia focuses on attracting and retaining the best talents in the organization. It has formulated policies regarding the compensation and benefits, diversity, equity, training and development and occupational health as well as safety (Rba.gov.au. 2017). The attracting the best talents would ensure that there would be formulation of excellent monetary policy and the retaining of the manpower would lead to efficient handling of the financial market operations. Consultation with stakeholders The internal as well as external stakeholders are consulted so that they can ascertain the needs related to human resource department. A training needs analysis would be done which would measure the difference between the needs of the training process and the employees training procedures (Phillips and Phillips 2016). The internal stakeholders such as the employees were interviewed regarding the level of training provided by the organization. It was found out that the employees emphasized on the need of being trained on matters related to the customer service (Dhar 2015). There have not been adequate trainings on this subject and hence they were not confident while interacting with the customers. This deteriorated the service quality of the Bank. The external stakeholders such as customers are also interviewed regarding the service standards of the Bank and it has been found out that they were not satisfied with the communication skills of the employees (Punjaisri and Wilson 2017). T his makes it evident that the organization requires implementing training modules which would enhance the skills and knowledge of the employees. The focus of the SLA would be training needs of the employees. The required focus should be on enriching the knowledge, skills and expertise of the employees in handling the customers. It is important to define the operational service levels in the operational environment. It is also important to define the customer values which should be embedded in the service level agreements (Kindstrm Kowalkowski and Sandberg 2013). It is also important to develop the SLA norms and the various resources to fulfill it. The stakeholders should be made clear regarding the benefits of the SLA and how it assists in the business management (Fit and Guitart 2014). The delivery of the training process is a complex area in which it is important to manage the expectations of all the stakeholders. It is also important to measure the SLA and the performance improvements of the employees post training (Cascio 2014). The focus of the training would be to provide structured study program for attainment of train ing objectives, which is concerned about increasing the customer satisfaction rates. Relevant Legislation The training services in Australia are governed with the help of suitable legislations. It is also important to incorporate suitable legislations for enhancing the efficiency of the training process. The National Vocational Education and Training Regulator Act 2011 gives training specifications (Billett et al. 2015). The training of employees in customer service should be formulated using a variety of channels. There would be classroom training aimed at improving the customer service skills (Valentine et al. 2015). This would make it possible for one to one feedback mechanism with the employees. The training would not only focus on the theoretical aspects of the training but would also involve practical aspects of the training. There would also be training delivery modes through e-learning. Each of the participants would be logging in the learning database with the help of unique login username and password (Clark and Mayer 2016). This would help the participants learn in their own convenient time. This would make it possible to enrich the knowledge of the employees in dealing with the customers. It would also encourage feedback from the participants regarding the quality of the training. There would be other modes of training such as teleconferencing, internet classroom link, self-paced learning and others. Implementation Plan The implementation plan of the SLA would be done in phases and there would be several steps in the implementation process (Cassidy 2016). It would comprise of the development of the performance tracking mechanisms and the establishment of the reporting processes. It is also important to reinforce the roles as well as responsibilities for the usual cross cultural services. It is also important to consider the background of the participants and then decide on the suitable methods. Service specification Performance Standard Timeframe Provide structured program Excellent content 2 months Provide an induction program Interactive platform 1 month Monitoring progress of learning Evaluation tools 2 months Carry out risks assessments In depth review 3 months Provide training material to student Quality learning material 1 month Ensure students are getting cohesive pathway Actual learning of the student 6 months Monitoring of service delivery The monitoring and the evaluation of the service delivery is one of the most important aspects of the organization. The training process should be constantly monitored in order to make it sure that the employees are gaining necessary skills as well as knowledge. A weekly assessment comprising of multiple choice questions should be implemented which would assess the current knowledge intake of the employees (Dimitriu 2015). There should also be one to one feedback sessions in order to learn the knowledge level of the employees. This would be helpful in discussing the progress of the employees and the identification of the further support which is required. This would also ensure that the existing training plans would be adjusted for the training as well as assessment. It is also important for the negotiation of the training as well as assessment. A practical monitoring process should be implemented which would assess the quality of the human resources interaction with the customers (M oore 2014). It is important to review as well as adjust the training plan based on the progress of the employees. Any required changes in the training plan should be agreed by all the parties. The monitoring data needs to be communicated to all the stakeholders. Expected Return on Investment (ROI) The service delivery process would involve certain amount of costs for the appropriate delivery of the training process. There are various direct costs associated with the training delivery such as cost of the training materials, cost of training venues, cost of auditorium, cost of training modules, cost of training software, cost of the training manuals, cost of the trainers, travel costs, accommodation costs of the participants and others (Duffield et al. 2014). There are indirect costs associated with the workers compensation, cost of temporary staff, administrative costs and the management time cost. The return of investment of the training module for ensuring customer service is 168%. The details are shown in the following table Define the anticipated benefits List anticipated costs Associated Costs ($) Educate the audience Cost of the training materials 45 Place for giving training Cost of training venues 215 Easy updation Cost of training software 850 Better understanding of the concepts Cost of the training manuals 70 Convenience and comfort of the outstation employees Accommodation costs 1000 Support for carrying out the training process Administrative costs 900 TOTAL 3080 Total Cost of Investment Net Profit Return on Investments $3080 $5200 168% Training support for participants The participants were provided adequate support during the delivery of the training (Shanley et al. 2017). The participants were selected based on the training needs. They were also supported during the actual conducting of the training. All the participants were engaged in one to one communication with the trainer so that their individual doubts and concerns can be taken care of. The SLA was also made clear to them so that there is no confusion regarding the same. Communication of service specifications The SLA should be well communicated to the audiences by fulfilling all the specifications (Cornelissen 2014). There should be transparent communications that should be maintained between the organization and its stakeholders. There must be selection of adequate communication channels such as meetings, conference calls, emails, newsletters and posters. The internal stakeholders should be communicated with the help of meetings, intranet, and posters. The external stakeholders should be communicated with the help of email and telephonic conversations. In the SLA, there must be the mention of the following key entities- Name of each party Roles as well as responsibilities of each party Scope of services Performance related targets Cost and return on investment Communication methods Resources required The ethical practices should be followed by adhering to honest and fair practices. It should consider the practices such as integrity, excellence, promotion of public interest and respect for the stakeholders (Bond 2015). Recommendations It is important to ensure that there is adherence to the service level agreement so that there is approval of the same. Stating the objectives of SLA Stating the service goal Determining the elements of SLA Specific applications, methods applied, customer responsibilities and service tracking Escalation procedures Contact resolution by IT service Reporting methods Determining the SLA contract period Conclusion The Reserve Bank of Australia is one of the most reputed financial institutions of Australia. This report analyzed the preparation and the implementation of service level agreement between the Bank and Training Council. The consultation with stakeholders is identified along with the focus of SLA. The relevant legislation is identified and the training delivery options. The implementation plan is also devised along with the monitoring of the service delivery. The expected ROI is done along with the training support of participants. The communication of service specifications along with the ethical aspects is done. The concluding part of the report would identify SLA. References Billett, S., Choy, S., Dymock, D., Smith, R., Henderson, A., Tyler, M. and Kelly, A., 2015. Towards More Effective Continuing Education and Training for Australian Workers.National Centre for Vocational Education Research (NCVER). Bond, T., 2015.Standards and ethics for counselling in action. Sage. Cascio, W.F., 2014. Leveraging employer branding, performance management and human resource development to enhance employee retention. Cassidy, A., 2016.A practical guide to information systems strategic planning. CRC press. Clark, R.C. and Mayer, R.E., 2016.E-learning and the science of instruction: Proven guidelines for consumers and designers of multimedia learning. John Wiley Sons. Cornelissen, J., 2014.Corporate communication: A guide to theory and practice. Sage. Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of organizational commitment.Tourism Management,46, pp.419-430. Dimitriu, R., 2015. Vulnerability of Part Time Employees.Persp. Bus. LJ,4, p.111. Duffield, C.M., Roche, M.A., Homer, C., Buchan, J. and Dimitrelis, S., 2014. A comparative review of nurse turnover rates and costs across countries.Journal of advanced nursing,70(12), pp.2703-2712. Fit, J.O. and Guitart, J., 2014. Business-driven management of infrastructure-level risks in Cloud providers.Future Generation computer systems,32, pp.41-53. Kindstrm, D., Kowalkowski, C. and Sandberg, E., 2013. Enabling service innovation: A dynamic capabilities approach.Journal of business research,66(8), pp.1063-1073. Moore, C.W., 2014.The mediation process: Practical strategies for resolving conflict. John Wiley Sons. Phillips, J.J. and Phillips, P.P., 2016.Handbook of training evaluation and measurement methods. Routledge. Punjaisri, K. and Wilson, A., 2017. The Role of Internal Branding in the Delivery of Employee Brand Promise. InAdvances in Corporate Branding(pp. 91-108). Palgrave Macmillan UK. Rba.gov.au. 2017. [online] Available at: https://www.rba.gov.au [Accessed 24 Jan. 2017]. Shanley, T.P., Calvin-Naylor, N.A., Divecha, R., Wartak, M.M., Blackwell, K., Davis, J.M., Ellerbeck, E.F., Kieburtz, K., Koziel, M.J., Luzuriaga, K. and Maddox, J., 2017. Enhancing Clinical Research Professionals Training and Qualifications (ECRPTQ): Recommendations for Good Clinical Practice (GCP) training for investigators and study coordinators.Journal of Clinical and Translational Science, pp.1-8. Valentine, S.E., Bankoff, S.M., Poulin, R.M., Reidler, E.B. and Pantalone, D.W., 2015. The use of dialectical behavior therapy skills training as stand?alone treatment: A systematic review of the treatment outcome literature.Journal of clinical psychology,71(1), pp.1-20.

Cocoa trees in an African plantation Essay Example

Cocoa trees in an African plantation Essay If you want to feed the people of the third world eat chocolate. Discuss. Human use of the cocoa bean can be traced back to around 600 BC where it was used as part of an ingredient in a hot, liquid beverage consumed by the Mayans in Central America. Around 2 millennia later, in 1491 AD, Christopher Columbus introduced cocoa into Spain. Columbus had discovered these seemingly dull and un-important beans during his expeditions to the Americas where at this time cocoa was being drunk by the Aztecs, in much the same way as it had been by the Mayans. There was one difference though, chocolatl (meaning warm liquid) was a regal drink and very few people, mainly only the Emperor, ever had the chance to taste it; let alone the actual people who cultivated the bean. This situation appears to have remained the same for over 500 years, but just broadened to an international scale. In terms of the chocolate industry we are very much a global microcosm of the Aztec society. In England the average person will spend $98 per year on chocolate. 7 years ago the European chocolate industry was valued at $18,463 billion. Chocolate is a multinational industry and is sold everywhere in the world. However, chocolate has humble beginnings. Grown in many places from The Ivory Coast to Indonesia to Brazil, cocoa often starts its existence in poverty. Poor cocoa farmers in these countries grow acres of cocoa trees in plantations similar to the one in Figure 1. Cocoa farming does not depend on seasons, the countries that grow cocoa tend to have equatorial climates with evenly distributed annual rainfall. Fig. 1 Cocoa trees in an African plantation. We will write a custom essay sample on Cocoa trees in an African plantation specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Cocoa trees in an African plantation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Cocoa trees in an African plantation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer So, with an all year round growing season it takes an expert eye to recognise by appearance which fruits are ripe. When these pods are identified they are removed one way or another dependant of their location on the cocoa tree. Machetes are now used to open each pod; a worker who is proficient with a machete can open up to 500 pods per hour. 20 to 50 cream coloured beans can now be removed from the pods; the husks and membranes are discarded. A dried bean from an average pod weighs around 50g. Around 400 of these beans are needed to make a pound of chocolate. This means that approximately 20kg of dried cocoa beans are needed to make 450g of chocolate (or one pound of chocolate). The beans are then usually piled into heaps in the sun and covered with leaves to ferment for 3 to 9 days, this removes the bitter taste from the cocoa. When the bean appears a rich brown colour they are ready to be dried. Drying varies from country to country depending on the weather they experience but the method tends to be simplistic and natural. When the beans are dry they are sacked (to the weight of anything from 55kg to 90kg) and stored in the shipping centres to await buyers. Presuming the cocoa is going to a chocolate producer the beans are shipped to the manufacturer and stored very carefully. If the beans come into contact with strong odours they tend to absorb an off-flavour. The beans are thoroughly cleaned as a precaution and then weighed. To develop the beans chocolate taste they are roasted in large rotary cylinders for varying amounts of time at around 140 degrees Celsius. The beans are quickly cooled and have their shells removed by a winnowing machine that passes the beans along serrated cones that crack the thin shell. The product is the nib which is about 53% cocoa butter. The nibs are now ground to create enough frictional heat in order to turn them into chocolate liquor, which is poured into moulds and allowed to solidify. Ingredients are added accordingly at this point depending on the desired chocolate end product. The mixture becomes dough like and is passed under rollers to make it into a thin paste ready for conching. Conchings function is to develop the flavour of the chocolate by mechanical kneading for hours or even days, this is often replaced or supplemented by the emulsification of the mixture to break up sugar crystals resulting in a smoother chocolate. When finished the chocolate is tempered with interval heating, then cooled and then reheated so it can be cast into the shape of the final product. The chocolate is packaged and then distributed. Two major chocolate manufacturers are Cadburys and Nestle, both of these companies have their names inserted into chocolate history; John Cadbury was the first person to produce solid eating chocolate through the development of fondant chocolate in 1842 and Henri Nestle created the first milk chocolate by adding milk in 1875. Both companies now dominate the chocolate industry internationally. Chocolate manufacture is widespread and there are countless numbers of companies: Lindt, Toblerone, Mars and Aeschbach Chocolatier to name but a few. These companies are all multinational, their various branches (such as supply, manufacture, marketing and distribution) are located throughout the world. Certain individual aspects of the MNCs, however, tend to follow certain inclinations; suppliers of cocoa are always found in equatorial less economically developed countries (LEDCs) such as Ghana and Cameroon, factories of the chocolate MNCs are usually located in more economically developed countries (MEDCs) or the nation of origin, eg. Britain and Switzerland. Fig. 3 A world map showing cocoa producing areas of the world The production of chocolate, as we know, starts with the harvest of beans in the countries that produce cocoa, these can be seen in Figure 3. I will be analysing three of these countries: Ghana (Central Africa), Brazil (South America) and Belize (Central America), two of which are in the top five cocoa producing nations of the world (Ghana is second and Brazil is fourth). All three of these countries are LEDCs, and they are all situated around the equator as seen on Figure 2. This means that they have an equatorial climate, these climatic conditions produce high temperatures throughout the year, usually with a temperature range of less than three degrees Celsius. Rainfall throughout the year is heavy, normally over 2000mm annually, and most equatorial countries have an intense, punctual and daily precipitation. Figure 4 is a climate graph of a typical equatorial country, we can see how conditions remain much the same throughout the year meaning that plants that can survive under these circumstances can grow all year round. Fig. 4 A typical climatic graph of an equatorial country. One of these plants is Theobroma cacao, seen in Figure 1, which is commonly known as a cocoa tree. This tree is native to Brazil yet it is now grown along the equator in many different countries. The conditions required for the cocoa tree are fairly demanding and the areas of cultivation lie only within 20 degrees latitude of the equator. Further still within this latitude a temperature range of 21-32 is required, rainfall is largely insignificant as long as the soil is capable of retaining moisture. So we can see from Figure 4 that equatorial countries provide ideal and all year round growing conditions for the cocoa tree. As mentioned earlier all three of these countries (and every other equatorial country) are LEDCs, or less developed in relation to other nations of the world. Figure 5 presents us with a table outlining the basic properties of Ghana, Brazil and Belize that give an indication of the level of development within them compared with an MEDC; the United States of America. Fig. 5 A table comparing equatorial LEDCs with an MEDC. We can see from Figure 5 that the division between LEDC and MEDC is fairly obvious (Particularly in the case of GNP), Ghana is the least developed out of our three equatorial countries. We have briefly analysed three cocoa producing countries, but what about chocolate producing countries? The United Kingdom is an MEDC, it is a major global producer of chocolate and also a main consumer. In the UK people have a comparatively high standard of living, the GNP per capita is $18,882 and a life expectancy of 77 years. The UK has been producing chocolate well over 100 years, Britain was the first country in the world to create and distribute solid eating chocolate and many modern chocolate MNCs, such as Mars, Cadburys and Nestle, have their headquarters or factories in the UK. The UK produces around 545,095 metric tonnes of chocolate per year, the individual UK chocolate market having been valued at around i 6 billion. As a nation the UK spends i 3. 9 billion per annum on chocolate confectionary. These figures give us an insight as to just how much of an important role Britain plays in the chocolate industry. We are now familiar with the equatorial LEDCs climatic conditions, which are (excepting Hawaii) the only environmental circumstances that support the cultivation of the cocoa tree. We also know about the level of chocolate consumption and production that currently exists globally. So rationality would infer that these equatorial countries effectively dominating the cocoa market should be rolling in it. Yet we also know that these countries remain LEDCs, some stricken with poverty and disease. At this point reason intervenes and we must realise that somewhere someone or something is cheating these small-scale cocoa producers. Cocoa production is an unsophisticated, un-mechanised and primitive industry, it is labour- intensive so cacao plantation owners normally employ workers when they are harvesting. Cocoa growers are not always poverty-stricken, some are extremely wealthy if they own enough plantations, but the people who work on the cocoa are plantations are invariably poor. Figure 6 is a house in Accra, the capital of Ghana, this represents the sort of living conditions that Ghanaian cocoa workers have. Behind that house is a Ghanaian luxury villa, of the sort that our rich, cacao plantation owners would inhabit. Fig. 6 Juxtaposing living conditions in Accra, Ghana. Plantation owners affect their workers quality of existence directly by how much they pay them, whether they themselves are rich or poor. In the equatorial LEDCs of study there is no minimum wage for workers; they are paid as little or as much as employers deem necessary, but there is also no minimum price for cocoa. Cocoa is a freely traded global commodity and its price is determined by the current supply and demand, previous attempts at establishing a minimum price for cocoa via the International Cocoa Agreements and the World Bank have failed and there were inter-governmental agreements to liberalise the market. This means that like the wages of plantation workers, cocoa prices can be as high or as low as buyers want them. This is a problem for both small and large plantation owners; some plantations are small family run businesses that do not employ workers so the price of cocoa can be directly detrimental or beneficial to them. In Ghana, for instance, the majority of cocoa sales goes through the district government which purchase the cocoa from growers and then sell it to manufacturers. These government organisations cheat the cocoa growers by altering the scales and paying a lower price for the cocoa in order to make a larger profit. The chocolate MNCs play a massive part in determining the lives of all the previously mentioned people. The cocoa growers depend on their demand for the bean; if the MNCs reduce their demand or turn to suppliers with lower prices then these people can lose their ability to earn money and even their homes. I will return to the MNCs later but we first have to acknowledge that cocoa growers standard of living is not always determined by factors under human control. El Nio is a disruption of the oceanic-atmospheric system in the tropical Pacific that can have detrimental consequences both locally and globally. El Nii o is the abnormal warming of these oceanic waters, which is on part of a see-saw process called the Southern Oscillation. This is the reversing surface air pressure between the eastern and western tropical Pacific, the opposite phenomenon is called La Nii o but is not a damaging to the weather as El Nii o. El Nii o causes irregular weather patterns across the world, it disrupts water temperatures, changes temperatures and can bring heavy rain or drought.

Writing A College Entrance Sample Essay

Writing A College Entrance Sample EssayWriting a sample college entrance essay should be very easy but you might have a hard time with it. Your focus is to come up with an interesting and entertaining essay. You can take help from articles online or books on how to write an essay. However, to help you with your essay writing, the following tips will be helpful.It is necessary that you come up with a different topic to choose from. This is a common problem among college students. You can use anything to discuss, but for some reason, you have trouble coming up with an original topic. You need to avoid making your essay too general. Be a little more specific if you want to excel in your essay writing.After deciding on a topic, you can start thinking about what you can write about and how you can introduce yourself to the reader. You need to take note of the name of the school you are attending. If it is the college of your choice, you need to write about the major you are pursuing. For some, writing about their personal or professional life might help them get into a good school. You can use this information in your essay.After getting the main idea for your essay, you need to think about the content and format of your essay. You can use any writing tools or medium to help you write the essay, but the important thing is to come up with an interesting topic and let your ideas flow. Good use of these tools will help you write a sample college entrance essay.The most important thing for you to do when writing a sample college entrance essay is to use relevant and authentic facts. It is impossible to make your essay sound like a novel. Instead, use as much verifiable information as possible. Research and study are essential to come up with an interesting topic and your facts should be believable. There is no way to make a single fact uninteresting and believable facts will help you find a good topic.Writing an essay is not easy. You need to know how to write an essay and how to make it interesting. By using proven tools like literary techniques, you can increase your writing ability. You can also create plot lines or theme that will make your readers appreciate your essay. The overall interest of your essay will make people read your essay.In conclusion, writing an essay requires plenty of effort. You can be sure that if you start your essay well, you can write an outstanding essay. Make use of literary techniques that will work for you. Just try not to write too much. Remember that it is your essay and not some novel so be creative.In conclusion, you can be sure that your essay can have great success. With some practice, you can be sure that you can write an excellent college entrance sample essay.

Night Owls vs. Morning Larks Essay Essays

Night Owls vs. Morning Larks Essay Essays Night Owls vs. Morning Larks Essay Paper Night Owls vs. Morning Larks Essay Paper â€Å"Who gets up early? Farmers. bakers. physicians. Who stays up tardily? Muggers. street girls. cat burglars. † ( 63 ) . Anne Fadiman describes a human’s position on being a forenoon individual. or as she refers to it â€Å"a forenoon lark† . verses a dark individual or â€Å"a dark owl† . So how would you sort yourself ; a forenoon lark. a dark bird of Minerva or are you a small of both? When reading the article. â€Å"Night Owl† by Anne Fadiman. I found that she provides her ain positions utilizing scientific research about dark people and forenoon people. the effects of being a dark individual has on her. and describes a contrast between a forenoon individual and a dark individual through the usage of literary devices. Our society stereotypes dark owls as people that are out to harm others. to be arch. and/or people who are lazy because they sleep the twenty-four hours off. Although being a forenoon lark has its benefits. being a dark bird of Minerva has its benefits every bit good. Fadiman’s observations on dark bird of Minervas are positive. particularly since she is awake when the bulk of the universe around her is fast asleep. The â€Å"night owl† regimen seems to complement Fadiman because it serves as a clip for her creativeness to flux and it seems to flux for many others every bit good. She claims â€Å"I am non to the full alive until the sundowns. † Her kiping during the daylight does non reflect on her ability to carry through her day-to-day undertakings expeditiously. I believe that when you begin your twenty-four hours when the people around you are fast asleep you see the universe in another visible radiation. Fadiman goes on to depict the alterations to switch work by stating. â€Å"it is easier to portion a given district when no everyone is out and approximately at one time. † ( 63 ) . which I can understand. Not everyone can efficaciously be working on the same agenda at the same time. since the terminal consequence would most probably be an escalated unemployment rate for that peculiar country. On the other manus being a forenoon individual you are able to harvest the benefits of waking up with the bulk of the population. Anne’s hubby. George. is â€Å"a house truster in prehending the twenty-four hours while it is still fresh† ( 63 ) . I believe this to be true every bit good. you can carry through so much more during the daylight. Daylight provides many wellness benefits for worlds such as Vitamin D. which is absorbed from the Sun and keeps us healthy. It besides gives us a clean slate every forenoon when we wake. Some struggles can and make originate when you are in a relationship affecting people with opposite sleep rhythms. Fadiman explains â€Å"when we turn off the visible radiation at 11:30-too late for him. excessively early for me-George falls immediately asleep. while I. mocked by the bird that sleeps above my caput. arrange and rearrange the pillows. seeking for the elusive cool sides. † ( 62 ) . Issues that are introduced for those people in relationships with different slumber and work forms can include attending at recreational and/or societal activities and general slumber wonts. Throughout Anne Fadiman’s piece. she makes good usage of literary devices. such as imagination and symbolism. to put the tone for her audience. She writes the piece as informational but still manages to mai ntain it friendly. Immediately in the first paragraph she writes about holding birds carved in on each side of the caput stations of her and her husband’s bed. â€Å"On George’s side there is a meadowlark. brown of back. yellow of chest. with a black thoracic V as trig and sporty as the cervix of a tennis sweater† ( 62 ) Fadiman describes the alone characteristics of the lark that sits above her hubbies resting caput. She paints a bright graphic image of the lark for her readers in which she refers to the lark throughout her piece. Further in the authorship she besides describes a journey she had taken with a friend in New Zealand. Fadiman writes a description of her position from inside her collapsible shelter. â€Å"†¦inside which a radiance candle lantern makes your boggy boots and moist wool socks look as if they were painted by Georges de La Tour. †¦Ã¢â‚¬  ( 64 ) . The symbolism used in Night Owl is the construct of bird of Minerva and larks being used to depict a dark individual and a forenoon individual and is used throughout the full article. â€Å"Night Owl† was a well-written piece and introduced a subject that is non frequently discussed but affects about everyone. She captured readers. including myself. with her usage of colourful vivacious imagination and logical information that can be applied to her audience’s existent life state of affairss. We are society that positions dark as a menace and daytime as the premier clip to carry through undertakings. With articles such as â€Å"Night Owl† people may recognize the chances that await the dark. The alteration to switch work in my sentiment will merely go on to increase and better the preconceived impressions of dark bird of Minerva.

Sitting course goals and learning objectives Assignment

Sitting course goals and learning objectives - Assignment Example It is one of the key characteristic in becoming successful. Setting goals and objectives for instructional processes are like shaping the destiny of the students. However, one major prerequisite is that the goals are rationale and achievable. Lousy and unattainable goals can be de-motivating as well as leading to lousy output from students. Teachers need to set objectives and review their instructional methodology to have a clear idea of where to lead the students. One of the factors which are not attended to most frequently while setting goals is student assessment. If instructional goals are too specific it might hinder their learning and compel students to ask again and again and hence spoon fed. When students have personalized learning objectives they might as well reciprocate and try their best to achieve them. As mentioned earlier, goals must be achievable. When students see such a goal they are likely to take it up as a challenge. This might include stretching old limits but since the reward or the sense of accomplishment is strong, students try their best to achieve it. When they know their effort or hard work would not go to waste, and rather it will be appreciated. If the teacher evaluates and measures each student’s progress quantitatively, students reciprocate it with greater improvement the next time as the evaluation is now â€Å"measurable†. A huge amount of autonomy can be bad for the students. Similarly, a lot of dependency can be even worse and students then simply follow instructions. And an â€Å"instruct-follow† cycle forms which can also be termed as spoon feeding yields less or absolutely no reciprocal as it is not mutual because the student is simply following the instructions. 2. Mc Keachie indicates that most of students learning occurs outside of the classroom through assignments that encourage students to practice and/or apply the course information. Given the vast amounts of information in our society, this seems

Response to the Movie Sicko In medical sociology terms Essay

Response to the Movie Sicko In medical sociology terms - Essay Example rom the 2006 National Health Interview Survey† highlighted that in 2006, â€Å"there were 43.6 million Americans of all ages who did not have health insurance (at the time of the interview), or 14.8% of the population† (cdc.gov). With this, some people could not help but complain to the somewhat awful situation that they are in. In the same way, SiCKO (directed by Michael Moore), a movie from The Weinstein Company and Dog Eat Dog Productions, documented the alarming health issues that the contemporary Americans are facing nowadays. The movie revealed how health services in the US are made nearly unavailable and mostly unaffordable to its citizenry by its increasing costs and profit maximization by giant insurance companies. Also, SiCKO compared US’ health care to other nations such as Canada, Great Britain, France, and even Cuba, with an astonishing revelation of their free and low-costs health care services to its people. Thus, the following sections of this pape r exemplified my response to the movie in medical sociology terms. As we all know, without even mentioning the exact figures, Americans are now living in the world where there is a significant increase in diseases like cardiovascular disorders and cancers. Of course, this can be attributed to people’s negative health behaviors and lifestyles, which include lack of exercise and dietary conditions that predispose them to these diseases. In an instance, Michael Moore narrated in the movie that in France, people get to enjoy their wine, cigarettes, and fatty foods. These behaviors and lifestyles do have a direct impact on health. But Moore augmented that despite these French indulgences, just like Canadians and Brits, they live much longer than the Americans do. â€Å"Something about that seemed grossly unfair†, said Moore. Moreover, Dr. Jacques Milliez, Head of Obstetrics, St. Antoine Hospital, said in his interview with Moore that in France, â€Å"you pay according to your means and you receive according