Five Mistakes to Avoid When Entering Writing Contests

Five Mistakes to Avoid When Entering Writing Contests Naturally youd love to win a prize for your writing. Most writers crave affirmation and reward, and like everyone else, you need money. You proof your work, read the guidelines, and submit Well yes and no. Things arent quite as simple as that, and here are some pitfalls to avoid. Ive made pretty much all of these mistakes over the years and when I stopped doing them, I won 20 writing contests. DONT: 1. Read only How to Enter page but not the Terms and Conditions and FAQs pages. On the How to Enter page youve been told to write a story up to 2,000 words on the theme of Whatever, and email it. Who could blame you if you do just that? Unfortunately vital information often hides on other pages. In the Terms and Conditions, for instance, you may find that entries have to be in a certain font. In the FAQs you may find that stories containing profanity will be disqualified. Check every page on the site that pertains to the competition. Its a pain, but it saves wasting your time. 2. Proof your piece in too short a time. Youve proofread your work. In fact youve read it through six times! Great, but did you read it six times one after the other? If theres time before the deadline, leave the piece for a week or longer so that you can proofread with fresh eyes. Even then theres a danger of seeing what you meant to write rather than what you actually wrote. Ideally youre fixed up with a writing comp buddy, and you proof each others comp entries. 3. Forget to check the time zone. You know the deadline, but make check the time zone. If its GMT and youre on EPT, find out when exactly you need to get your entry in. Its very frustrating to miss out 4. Send your elegant sonnet to a competition that likes heartwarming tales of people who overcome lifes obstacles, or vice versa. If its the inaugural year of the competition you may have no precise theme or detailed instructions to go on. In that case, gauge the tone and style of the website and research the judges. If the competition has run in previous years, read the winners. Youre unlikely to win with a clone of a winning piece from last year, but youll understand the type of writing the judges like. 5. Logic yourself out of entering. Youve written the piece, followed the guidelines, and read the rules and FAQs. Youve proofed your entry. Then you have a thought sequence that goes something like this: There will be thousands of entrants. Is it really worth it? Logically, its a waste of time entering. You dont enter, convinced that youve been sensible. Have you, though? If theres an entry fee and you cant afford it, then yes. If you know of a better home for your piece, then yes. Otherwise, no. Your piece may not win, but you dont know how many entries there will be in even a free competition. One that I won had just 20 entrants. And you never know how you compare to the talent of the other writers. You just might be the cream of the crop!

Art class Essay Example | Topics and Well Written Essays - 1500 words - 1

Art class - Essay Example Braque had had far less training than Picasso. He is quoted as saying " I couldn't portray a woman in all her natural loveliness . . . I haven't the skill. No one has. I must, therefore, create a new sort of beauty, the beauty that appears to me in terms of volume, of line, of mass, of weight, and through that beauty interpret my subjective impression. Nature is a mere pretext for a decorative composition, plus sentiment. It suggests emotion, and I translate that emotion into art. I want to expose the absolute, and not merely the factitious woman.(Braque 1910). They both were relatively alienated from society and used cubism to express their inner most secretive obsessive desires: music and sexual lust. ( Fry 297) "Braque's preoccupation with music and musical instruments is evident in the frequency of their appearance in his works, as frequent as that of women and of guitars or violins as alter egos of women in Picasso.(Fry 298) The painting which will be compared will show these ch aracteristics. Three paintings will be compared of Georges Braque to those of Pablo Picasso to show their different use of "cubism" as well as their similarities. Black period 1906-1907 'Epoque negre "African Art" was significant in proving to himself that he could break away from classism. . (Warncke, black-period) As he always said, art was an experience, he had found some ancient artifacts that he used in Les Demoiselles d'Avignon. The faces of the left are based on the Iberian art and on the right on African art which was in his possession..(A friend had taken them from the Louvre) He wanted to use African art as a means to be able to innovate as Van Gogh used Japanese art. He was fascinated by the African art at the Trocadero Museum in Paris. His use of Cubism represented the geometrical forms. The concept of images remained. It is most fascinating in seeing the progress from his blue period two years before with his distinct bodies and the harsh angles of the bodies and faces. Before his blue period he depended on romanticism. In his blue period, his biggest influence was El Greco and the grief of having lost his good friend. In his rose period, he started to show his own style which was completely manifested in his Black period. His black period gained him followers who became interested in his abstract style of painting. George Braque went from Matisse and came to study with Picasso. This was the being of his new period . Some call it the beginning of Cezanne's cubism because of the monochrome, the geometrical forms and the visual paintings of images. It was the breakthrough from classism once and for all. Cubism: 1907 -1915 the birth of abstract art. His Demoiselles d'Avignon had several angles in which the viewer could see. "The language of Cubism was to see an object independently from different viewpoints" (Warncke 2004) When George Braque associated himself with Picasso he used cubism to show natural objects: technique of faceting. Braque's Nude 1 907-1908 would be his equivalent of his first attempt at cubism. He shows the modest use of colors as he uses 'the roses and blue hues of Picasso. Her forms are not as welled defined. It shows his influence of Cezanne. In his later works, he takes the form and turns them into geometrical shapes. His Maison a l'Estaque 1908 shows his fascination with geometrical forms and the need to show a background and a foreground in the painting. "His treatment of space and time is directly related to the classical tradition". (Fry 298) The concept of

Basic economics Assignment microeconomics Essay

Basic economics Assignment microeconomics - Essay Example a. Price Elasticity of Demand 9 4. b. Short-Run and Long-Run Price Elasticity 12 4. c. Price Elasticity of Demand for a Particular Brand 13 4. d. If Price Elasticity of Demand for Cigarettes Is Inelastic 13 References 14 Bibliography 15 1. a. Impact on ‘Law of Demand’ when there is no Scarcity of Resources According to a theory of ‘Law of demand’, an inverse relationship exists between quantity demanded by customers and price of products and/or services. If there is no scarcity of resources in a given market, the price of a commodity may fall rapidly which in turn will provide rise to demand of the commodity. As stated in the theory, a decrease in price of a commodity increases its demand in market. Moreover, in economic perspective, human nature is termed to be always demanding which depicts that demand of commodity will continue to rise and thereby affecting its price at large. Therefore, it can be stated that whether there is a scarcity of resources or no t, the ‘Law of Demand’ will still exist (Baumol & Blinder, 2009). Consequently, price rationing can also be observed in this case due to a fact that demands of human-beings are termed to be never-ending or unlimited. However, on the contrary, resources of goods are limited. Thus, price rationing will be strongly evident (Maddala, 2004). Conclusively, from an economic point of view, it can be stated that resources will be efficiently used when there is no scarcity. ... efects of a Market System In the study of microeconomics, three fundamental problems faced by any society are: What goods and/or services can be produced in a given society and what will be an appropriate quantity of production? How to produce the required goods and/or services? The produced goods and/or services will be targeted to which market segment or customers? (Gabay & Et. Al., 2007). On the similar context, price mechanism is referred to as determining prices of goods and/or services with the influence of various forces of demand and supply in a given society. The theory assumes to have no interference in terms of external factors to the society. According to a theory of economics, producers always tend to produce those commodities which can be sold in market at a high price and apply those production techniques which are cost-efficient in order to maximise their profits. Similarly, customers tend to favour products which are less costly and thus it determines the price of th e commodity in a given market. Thus, price mechanism states an interdependent relationship between self-interests of producers and buyers. In other words, actions of producers are regulated by actions of consumers and vice-versa. This efficiently determines quantity of production and price of a commodity, solving the three fundamental problems of a society (Jain & Khanna, 2007). However, there are a few defects that exist in a market which provides rise to various limitations of price mechanism theory. They can be identified as, market competencies, inefficient or wasteful productions, external influences, indolence of commodities, uneven circulation of income and others (Jain & Khanna, 2007). 2. a. Reasoning The aspect of ‘opportunity cost’ can be well identified in this case. It is

Pro-Firearm and Anti-Firearm Information Dissemination Essay

Pro-Firearm and Anti-Firearm Information Dissemination - Essay Example The tools that would no doubt convince someone to join their cause are the â€Å"buzz words† used to embellish violence.   Looking through some of the commentaries and discussions based on this second amendment right to â€Å"bear arms† has not been carried forward to read into the current societal concerns and general civil rights violations, but, rather has continued to be read as if this amendment was written yesterday.   It seems that the country thinks that society should in fact propagate the rights that were afforded during civil war unrest.   The amendment was meant to protect those in the military and fighting for the country to carry weapons (guns) while not out in the Warfield.   By including on the same front page of their website the cause to carry guns by law enforcement along with moving forward with legislation to allow normal everyday workers to carry guns to the workplace clouds the reader into thinking both subjects is one in the same.   Ver y deceitful in this writer’s opinion.The Brady Campaign to Prevent Gun Violence (www.bradycampaign.org)On the other end of the spectrum is the anti-violence, anti-gun crusaders that hope to shed light on subjects that the NRA is providing as â€Å"fuzzy logic†.   The Brady Campaign website is also politically motivated by the general feel that one gets when directed to the home page of their site.   Although their site is much simpler to navigate through as opposed to the mass media outlets that the NRA places on their site, the only fallible aspect of their site is that. it is too politically motivated and no so much addressing the non-political psychological student of life. There is more of a feel that the person arriving at their site meant to go there and was not redirected by some other means. The tools that the Brady Campaign uses to have people join their site is the direct and open honesty of what they oppose. For instance, their education of the individual about the â€Å"shoot first law† (Brady Campaign) gives the average citizen a more of an insight as to how powerful the NRA actually is and as their site says, â€Å"in a country where thousands die needlessly every year in gun accidents and violent confrontations, this law is an enormous step backwards in civic responsibility and public safety. What's more, it envisions a society in which fear and distrust are the rule, and reason and responsibility are an endangered species†. (Brady Campaign) A major issue with this shoot first law is their exact astonishment by such organizations as the Million March Moms that if you are not a citizen of these states that have passed these bills to enact these types of laws and visit there, you can be an innocent victim of a shooting due to miscommunication between t he victim and shooter. Which Side is Correct

Approaches to Management and Organisational Behaviour

Approaches to Management and Organisational Behaviour Approaches to Management and Organisational Behaviour 1. Objectives This report is to further develop the understanding on the management and organisational behaviors of organizations by studying on several areas including the business background, organisational structure design and the organisations approaches of two organisations which are having similar business nature. Organisations approaches include motivation, leadership, learning knowledge management, human resource management, culture diversity, information technology and communication which would be discussed one by one in the following sections. Two organisations which are being studied and discussed in this report are Google Inc. and Microsoft Corporation. 2. Business Background Google Inc. (named as Google in this report) is a technology company which was founded by two Ph.D. students Larry Page and Sergey Brin in Year 1998. Googles organisational mission is To organize the worlds information and make it universally accessible and useful aiming to develop and provide powerful search engine for letting people to find what they are looking for faster and easier. Google is acting as an Internet Information Provider with the core business on providing search services and advertising through internet. It provides various internet services (including e-mail services, online shopping services, YouTube and so on) and document processing solutions Google Doc, which is available online at free for people to view/ save/ edit/ save documents, to public. Besides, it also provides different kinds of customized intranet or software solutions on Search or Document Processing technology to enterprises. Apart from providing internet or intranet services via networked PCs, Google also working hard on developing the technology for allowing people to access information via mobile devices like operating system Android which is specifically designed to be used in mobile devices , and Chrome OS which is designed for portable PC such as netbooks.. Google grows so quickly that apart from the corporate headquarter, named Googleplex located in California U.S.A., it also has branches located in different countries (including USA, Europe, Asia, Canada, Latin America and so on) around the world and now having more than 19,000 employees worldwide. (Google Inc. 2009) Microsoft Corporation (name as Microsoft in this report) is a technology company which was founded by Bill Gates and Paul Allen in Year 1975. Microsofts organisational mission and values are To help people and business throughout the world realize their full potential aiming to provide and support people the most innovative ways and technologies (including software and hardware devices) for bringing out peoples talent and achieving their goals at the highest level. Microsoft is acting as a worldwide software and hardware products and solutions provider with 7 core business categories (as below listed) covers the needs for different gradation of people, also covers both peoples living and business. Windows Client: including all Microsoft Windows embedded operating system, Information Worker: including all Microsoft stand-alone desktop applications like Microsoft Officeetc, Business Solutions: including all Microsoft customized business process applications and services, Server Tools: including all Microsoft server software, software developer tools and developer network, Mobile and Embedded Devices: including all Microsoft mobile devices like Pocket PC, Mobile Explorer microbrowseretc, MSN: including all Microsoft web-based services and Home Entertainment: including all Microsoft consumer hardware software, online games, TV platformetc. Microsoft is a globalized world size organisation. Apart from its headquarter located in Redmond, USA, it is now having over 40 offices in different countries and having over 90,000 employees worldwide. 3. Organisational Structure and Design 3.1 Organisation Structure of Google Google consisted of a lot of shareholders, every shareholder had the right to vote for the decision. At the same time, Co-founders Larry Page and Sergey Brin had the sufficient power to affect the final decision in order to make sure whole organization is under control. Although Google is now a globalized world sized organisation, it kept having a flat and short organisational structure rather than bureaucratic structure in order to able things to be done quickly since it believed time was peoples most valuable treasure. Besides, Google also believed innovation and acting were much more important than deciding. Thus, it empowered their engineers to make decisions and acts by themselves as long as their decisions were innovative and could lead the organisation to go further and quicker. Whole organisation was divided by function as shown as below structure chart (The Official Board 2009). Each functional department was worked as a team responsible for specific job function with clearly defined job duties instead of multi-functions. Google focused on people. It cared about the needs of the users (clients / customers) as well as the employees. All-hands meetings and team building activities were held regularly for understanding the needs and establishing the relationship among the employees. 3.2 Organisation Structure of Microsoft Microsoft was run by a board of directors who were elected every year during shareholders meeting. Meanwhile there were total five committees which handled more specific matters. These committees included: Audit Committee which oversaw account and audit issues; Compensation Committee which handled and approved the matters regarding the compensation to CEO or employees; Finance Committee which handled financial matters like proposing mergers; Governance and Nominating Committee which was in charge of corporate matters include nomination of Boards Antitrust Compliance committee which handled the laws issues. Each committee oversaw specific matters and under these five committees there were sixteen company offices located in different countries which handled the daily operation matters. The organisational chart of the company office is shown as below. (Cogmap 2009) Each company office was divided by function, and each function was further divided into small and more specific function which handled by a team. Microsoft focused on having things done fast rather than bureaucracy, each company office was empowered to make decision and the committees oversaw each company office through the data in their centralized data base system and regular meetings. Last but not list, Microsoft concerned about the needs and the growth of its employees. It aimed to provide employees a supportive, health and happy working environment which helped the employees do their best work and have sufficient resources for developing their own career. 3.3 Compare the Similarities and Differences of Organisational Structure between Google Microsoft Decentralisation is the process of which upper management authorizing or empowering lower peers to make decision which allow more flexibility on decision making. (Dubois Fattore 2009) On the contrary, bureaucracy is an organizational structure which has the main features including specialisation, hierarchy of authority, system of rules and impersonality according to Stewarts study. It focuses on procedures and all the power is centralised at Top management. All decisions can only be made by Top management instead of the employees and what employees can do is to follow instruction. Google and Microsoft were having very similar organisation structure. They both ran the organisation in decentralized structure instead of bureaucratic structure, such that their employees or individual departments were empowered to make some decision by themselves instead of having all decisions made by the top management. At the same time, Google and Microsoft had applied Human relation approach as their core approach to organisation and management, such that they focused on the psychological and social needs of people at work. They provided perfect working environment, benefits, opportunities on developing career and talent, team building activities which not only supported their employees basic social needs but also the psychological needs. 4. Approaches to Management Organisational Behaviour 4.1 Motivation Google believed every employee was equally important to its success and all employees were innovative and creative as long as they felt comfortable in their working environment and free to share their ideas. Thus, Google provided their employees the best working environment Googleplex. Apart from office, there were also cafà ©, gym, washing machines, video games machines and table tennis tables in Googleplex which were provided to all their employees. Besides, Google also believed innovation and acting were much more important than deciding. At Google, there was a 20-precent time, such that all employees were encouraged to spend 20% of their working time on developing any project that they were interested in or they thought was valuable. Google also empowered their engineers to make decisions and acts by themselves as long as their decisions were innovative and could lead the organisation to go further and quicker. In addition, Google not only emphasized on team achievements, but also cared about the individual accomplishment. Every employee was encouraged to take part in leading the organisation towards the success. (Google Inc. 2009) Microsofts organisational mission was To help people and business throughout the world realize their full potential. Microsoft believed in the power of technologies and it deeply believed its products and services helped people to bring out their potential. Employees were encouraged to improve existing products and services or develop innovative products for helping people and community. Microsoft believed all its employees were innovative, skillful, self direct and self control. As long as its employees ideas could lead the organisation towards the success, it provided full support for actualizing the ideas. Apart from providing perfect working environment and full support of resources, tools and facilities, Microsoft also provided options to its employees for choosing their career path by their own. Employees could choose to keep on further develop their professional by staying at their current position or choose to try to work on other functional field which is completely difference from their own original professional, that allowed the employees to go toward their dream and achieve what they want. (Microsoft Corporation 2009) With referenced to McGregors theory X and theory Y, Google and Microsoft were having the similar belief as theory Y. It believed all their employees were innovative, hardworking, creative, responsible, self direct and self control. Relationship among the organisation and employees were based on participation, commitment, trust and open. According to Maslows hierarchy of needs, Google and Microsoft not only fulfilled peoples basic needs (including physiological and safety), they also fulfilled their employees with the upper levels including love, self-esteem and self-actualization. 4.2 Leadership Google focused on people. Apart from the users who used their online services, it put its employees at the first place of the organization. Employees at Google were being inspired and trusted rather than managed. Leadership that was carried among the leader (top management) and followers (employees or subordinates) was a kind of Action-centred leadership established based on consideration. Google had a very clear objectives that they did Search and goaled to develop and provide perfect search engine. It encouraged employees to see their work as challenge and let employees believe challenge was fun. Besides, Google kept its working atmosphere casual, provided perfect working environment, encouraged employees to speak or express their idea and opinions freely which allowed the needs of each employee to be realized and fulfilled by the organisation. At the same time, there were clear principles guideline and principles which guided employees actions and provided a clear direction to emp loyees to follow. (Google Inc. 2009) Microsoft concerned about the freedom and the individual growth of each employee. It treated the relationship among employees, managers Microsoft as a kind of partnership. At Microsoft, managers acted like coaches who brought out the organisations needs and business priorities and provided support and efforts to the employees helping them to bring their talents in full play and do their best work. At the same time, Microsoft acted like a supporter for supporting the partnership between managers and employees by providing best working environment, opportunities and resources. Employees had freedom to choose how their career path goes. They could choose to keep on further development within their existing position or make functional change by trying different job positions among different functional departments which depended on each employees own ability and choose. (Microsoft Corporation 2009) Both Google and Microsoft were having the similar leadership approaches as McGregors theory Y that all employees should be inspired and respected instead of controlled since they all were innovative, responsible, self direct and self control. Google, Microsoft and McGregors theory Y believed employees enjoy their work duties and they were able and willing to seek out the ways to do their job best as long as they were guided appropriately and supported with sufficient resources. 4.3 Learning and knowledge management Google emphasized on discovering peoples actual needs, solving real-world problems and encouraging new ideas instead of just fitting the needs. Google supported its employees to keep on further study on what they were working on by providing tuition reimbursement as long as the employees had achieved certain grades or certification. Besides, Google also provided its own designed training to its employees in order to make sure all employees were skillful and knowledgeable enough to cope with their daily jobs and problems. (Google Inc. 2009) Microsoft believed every employee was responsible for his own career and all employees were able to learn through experience. Thus, it put efforts on providing a supportive working environment where employees could lean and grow while working. At Microsoft, education and training programs were also provided to employees for increasing their awareness, skills, knowledge and ability. Besides, there was tuition reimbursement program in order to encourage employees to keep on learning (Microsoft Corporation 2009) Learning is about change. Google and Microsoft understood that the world is changing every second and it was importance to have their employees kept on learning in order to maintain sufficient ability to cope with changes and challenges. They both used the ways of providing specific training programs and tuition reimbursing programs for letting their employees to learn the explicit knowledge. At the same time, Google focused on employees ability rather than experience and believed all its employees were innovative and creative when they felt comfortable and fun. Thus, it provided a perfect relax working environment and causal working atmosphere to its employees. While Microsoft believed in the power of tacit knowledge, it appreciated every employees own experience from different market and background and treated this as a kind of wisdom and wealth. Thus, it focused on giving a supportive working environment which allowed employees to learn while working. 4.4 Human resource management Google concerned people. It provided a perfect working environment to its employees and tried its best to recognize employees needs. Besides, Google respected and treated every employee equally as an important part. It favored ability rather than experience and focused on innovation and creativity of people rather than the technical skills, such that it provided equal chances to various types of people including fresh graduated students or non-experienced people to become a part of Google. At Google, it was committed to provide opportunities to employees to bring their talent into full play. Apart from assigned daily job duties, all employees were encouraged to develop their own ideas and work on the projects that they thought were valuable. This not only provided opportunities to employees to further develop their career along with their interest and skill, but also provided employees the chances to explore their talent. Google appreciated team success as well as employee individual accomplishment. Apart from this, Google had its own education program which aimed to improve its recruitment strategies and techniques for choosing the most suitable people to become a part of Google. (Google Inc. 2009) Microsoft focused on employees freedom, balance and autonomy. It aimed to provide a flexible workplaces and full support of programs and resources to their employees in order to allow them to fully develop their talents and do the best work. Besides, Microsoft provided options of career path for its employees to choose which allowed employees to develop their career paths by their own choice. Microsoft concerned about ability and innovation as well as technical skill and experience. It welcomed people who came from any marketing fields and background. At the same time, Microsoft also offered benefits including health benefits, broadband connection to employees home, social club, career guidance, financial planning program, car leasing problem and so on, which not only covered individual employees personal needs, but also covered the needs for their family for allowing employees to enjoy a balance lives while developing their career. At the same time, Microsoft had divided its busines s into 7 categories which streamlined their business and allowed the job duties for each employee to be more specific. Last but not least, Microsoft made use of software system which helped to record and evaluate the performance of each employee for making sure they were doing their best and rewarded appropriately. (Microsoft Corporation 2009) With referenced to Mullinss studies, a completed HRM philosophy should: recognize peoples needs and expectations; respect everyone; treat everyone equally and have a fair reward system; offer stable employment; provide good working environment; provide opportunities for self and career development; concern freedom and comply with laws. Both Googles and Microsofts HRM complied with the above 8 philosophies. They focused on peoples, treated all employees equally and provided employees the best working environment and opportunities for further development. The main difference among Google and Microsoft was that Google hired people who were innovative rather that skillful or experienced. While Microsoft hired people who were innovative as well as skillful and experienced. 4.5 Culture and diversity Even Google is a globalized world sized organisation, it insisted to maintain small company feel that every employee was encouraged to make use of all the facilities and spaces which were opened to them in office or Googleplex in order to make themselves comfortable and enjoyable to work at Google, since Google deeply believed innovative ideas were always came out when people felt comfortable. At the same time, Googles culture also emphasized on having fun and enjoying lives, it kept the working atmosphere casual, helped employees to treat work as challenges and challenges as fun and focused on team work as well as individual accomplishment. Apart from these, Google paid attention on ensuring all employees were having balance lives styles which included work, play and life. Besides, all employees were treated equally and were encouraged to share or express their ideas with different teams or Top management including Co-founder Larry or Sergey directly. In addition, Google emphasized on team achievements as well as individual accomplishment. Every employee was encouraged to take part in leading the organisation towards the success. Microsoft focused on innovation and getting things done rather than bureaucracy. It concerned about people and saw every employee as its most valuable treasures. Every employee was treated equally and provided with opportunities. Microsoft emphasized on work and life balance, it encouraged employees to enjoy their lives with their family while developing their career and professional. Microsoft had passion for technology and believed in the power of technology which could help people to develop or bring their potential fully out at anytime anywhere. As per Microsofts organizational mission To help people and business throughout the world realize their full potential, it believed all its products and services were helping people to build up and realize their potential. Microsoft believed diversity enriched its performance, products and their communities where its employees lived and worked in. It concentrated on seeking people who were skillful, honest, open, willing to face by challenges and committed to personal excellence and self-improvement. (Microsoft Corporation 2009) With referenced to the seven dimensions of organizational culture, Google and Microsoft were having similar organizational couture. They both emphasized on innovation, risk taking and people orientation. Besides, Google also focused on Team orientation while Microsoft focused on outcome orientation. 4.6 Information Technology To organize the worlds information and make it universally accessible and useful is Googles core mission. Google believed in the possibilities and boundless of the internet itself, it worked hard on developing the technology on accessing information and browsing web through the internet not only via networked PCs but also mobile devices, which allowed people (including its employees) to exchange or share information at anytime anywhere. Google put great effort on keep on modifying their software and upgrading their hardware / server setup in order to allow all the information was accessed in the fastest and simplest way. Apart from these, all employees were carrying a mobile devices like netbook or packet PC which allowed them to develop or express their ideas whatever or whenever there were new ideas come up to their mind. (Google Inc. 2009) As a worldwide software and hardware products and solutions provider, Microsoft believed Nothing is impossible for technologies. It worked hard on developing not only single category of technology but different categories including operating system, application solutions, network or internet technologies and mobile technologies. It took technology as a serious part of future and deeply trusted technology could bring people toward the upper level. (Microsoft Corporation 2009) Google and Microsoft were Technology Company, Google focused on developing the perfect search engine as well as other software solutions for allowing people to get the information they look for in the shortest and easiest way. While Microsoft focused on developing the technology for helping people to realize and bring out their potential. They both trusted in the possibility and huge power of technology, which provided people easier and better lives. At the same time, they realized the importance of information. They made effort in developing the technology for allowing people to access information more quickly and easily via various channels not only the internet but also the mobile devices or any other kinds of device. Apart from this, they also recognized the importance of the security of the information and tried hard to develop powerful salutation for protecting peoples privacy. 4.7 Communication At Google, all employees were greatly encouraged to share their ideas with different teams or the top peers of the organisation directly. For example, there were weekly all-hands meetings which allowed employees express their opinions. Since Google believed all its employees were innovative and self control as long as they were being comfortable and feeling fun, it provided the prefect and relax working environment and empowered its employees to make their own decision for carrying out their own ideas or projects. It also recognized the importance of information accessibility, it kept on developing new or optimizing the existing technologies and products for allowing people to access or exchange information more easily and quickly. All employees were communicated via multi-channels which increased the transparency and the flow of information among teams and different levels of management through out the whole organisation. (Google Inc. 2009) At Microsoft, all employees were welcomed to express their ideas. Relationship among the managers and employees was treated as a kind of partnership and respect rather than top-down relationship. Managers acted like coaches, they brought out the needs and the objectives of the organization, provided supports and advices for helping or allowing the employees to develop their individual career and talent along with the success of the organization. Apart from this, Microsoft made use of technology which allowed employees to access or share information among teams or departments via web base system (Microsoft Corporation 2009) Communication was a kind of exchange or transfer of information or understanding. With referenced to Eric Bernes the Ego-State (or Parent-Adult-Child) model, the core communication model that Google and Microsoft applied was Adult-to-Adult transactions. They respected their employees, focused on guiding and supporting their employees to solve problems, do their best work and further develop their career along with the organisations success rather than demanding, commanding, controlling or criticizing their employees. At the same time, Google also applied Adult-to-Child transactions, it made effort in keeping the working atmosphere casual and fun, and encouraging their employees to view challenges as fun in order to bring out their potential and maintain employees passion on what they are doing. Apart from this, Google and Microsoft encouraged employees to share their ideas with different teams and let them to communicate via multi-channels via decentralized networks. 5. Conclusion As a kind of Technology Company, Google and Microsoft were having quite similar organisational structure and managerial approaches. They both sought for three win situation (users win, employees win and the organization wins) rather than focused on organisations revenue only. They put the users and employees at the first place since they believed organisations would only win while all people including both their users (customers) and employees won. In order to cope with the rapid changes of this world, they both chose to run their organisation with decentralized structure instead of bureaucratic structure in order to allow more flexibility. Both organisations, which included Technical level, Managerial level and Community level, were divided by functions which allowed each functional group handles specific function. Google and Microsoft respected their employees, they believed their employees were innovative, self direct and self control same as McGregors theory Y. It was not necessary to control the employees, but higher level of employees needs, including the level of love / belonging, self-esteem and self-actualization according to Maslows hierarchy of needs, should be fulfilled for maintaining employees motivation on their work. At both organisatoins, employees were being inspired or guided for bringing out their talent in order to further develop their career path along with organisations success. Learning is about change. Both Google and Microsoft provided their employees training, education program or other supportive programs for encouraging them to keep on learning in order to have sufficient ability to cope with changes or solve problems by themselves. One main difference among Google and Microsoft was that Google did not concern much about employees working experience but it only focused on employees innovation and ability. For Microsoft, it concerned about employees innovation and ability as well as working experience. It treated employees individual working experience or background as a kind of valuable treasure and wisdom. Regarding HRM, Google and Microsoft followed Mullinss eight HRM philosophies. They tried hard to understand and fulfill their employees needs and expectations by encouraging their employees to express their opinions and providing employees sufficient support. They respected their employees without any discrimination. They treated everyone equally, offered stable employment, provided prefect working environment, provided opportunities, concerned freedom and complied with laws. With referenced to the seven dimensions of organizational culture, Google and Microsoft were having similar organizational culture. They both emphasized on innovation, risk taking and people orientation. Besides, Google also focused on Team orientation such that it appreciated team work, while Microsoft focused on outcome orientation which concerned about getting the result. Google and Microsoft realized the important of technology and recognized that information was a kind of very valuable treasure. They put all their effort on developing technology which allowed information to be searched, accessed or exchanged in the fastest and easiest way. They both make use of their own technologies to allow their employee to access and exchange information in the fasted ways. They also encouraged their employees to communicate in various channels. In conclusion, there was no golden organisational structure or golden managerial approaches, which were suitable for all organisations. The structure or approaches which were applied by Google and Microsoft might not be suitable for other organisations even they were same kind of Technology Company. The effectiveness of the organisational structure and managerial approaches was organisation dependent, such that the structure and approaches would only be workable with the organisation as long as they matched with the culture of that organisation. Each organisation should have its own design of the organisational structure and managerial approaches based on its culture and needs. Otherwise, the structure and approaches not only could not help the organisation, but might damage the origanisational health. References Cogmap (2009) Microsoft [online] available from [31 December 2009] Dubois, H.F.W. Fattore, G. (2009), Definitions and typologies in public administration research: the case of decentralization, International Journal of Public Administration, 32(8): 704-727. Google Inc.(2009) Google Corporate Information [online] available from [29 December 2009] Microsoft Corporation (2009) Careers Home [online] available from [30 December 2009] Mullins L.J. (2007) Management And Organisational Behaviour. 8th ed.

Biotechnology Essay -- essays research papers

Biotechnology   Ã‚  Ã‚  Ã‚  Ã‚  Over the past decade, Biotechnology has advanced much to the advantage of many people. We have learned that with certain chemicals, we are able to cut-and-paste the DNA of certain organisms, and alter them to comply to our sociable needs. But this can also affect modern medicine, political factors, economic, and societal balances in our nation.   Ã‚  Ã‚  Ã‚  Ã‚  For medicine, Biotechnology has been a blessing, healing people who suffer from a sex-linked trait known as Hemophilia. Hemophilia is a condition where the person may die of blood loss when cut or wounded. This is caused by a lack of a certain chemical known as Factor 9, which allows the patient to heal from wounds. Scientists may now insert a gene into the patients own DNA causing the patient to heal skin, which has been impossible until now, with Genetic-Engineering. I doubt that there have been any real disadvantages with this technology, since it works to heal the patient, but we really can't predict what kind of medical misfits there will be in the future, using this life-saving technology to their own personal, perhaps evil, advantages.   Ã‚  Ã‚  Ã‚  Ã‚  Dealing with politics, Bioengineering has opened a whole new door pertaining to the military, whose use of it may create an ultimate destruction. The alterance of nature is un-natural, and creates an unbalancement in life. When we use this technology towards the wrong side, we may all be burn...

Consumer Behaviour Essay

What kind of decision process can you expect in the following cases and why ? (a) Purchase of a greeting card for a close friend. (b) Purchase of an after shave lotion/moisturizer. Ans. Before giving answer to both questions first of all we must know what product involvement and purchase involvement). because meaning of both term determine direction of decision . Purchase involvement – As the level of concern for, or interest in, the purchase process triggered by the need to consider a particular purchase. Thus, purchase nvolvement is temporary state of individual or household. It influenced by loat many factors Product involvement – involvement of consumer towards particular brand .In process of purchasing a greeting card for close friend involve â€Å"limited decision making purchase process†. Limited decision making process involve few alternative and simple decision rules and a little post purchase evalution Why- limited decision making process occurs in some emotional and situational needs. Purchasing a greeting card for friend also influenced by our emotion and ituation . Situational factor affect in this manner like for what type of occasion we are presenting greeting card to our friend. it may be occasion of birthday, achievement and some other occasion Emotion – our friend ship is product of our emotional bonding with some one and emotional attachment always form limited decision making . purchasing of product you always anticipate what would be impression of my card. In limited decision making Use and post purchase of given vary less importance because product ( greeting card )would be use by some another erson who still have not form his expectation abut particular brand. b) Purchase of an after shave lotion/moisturizer- Nominal decision making Purchase shave lotion involve nominal decision making because nominal decision making referred also as a habitual decision making which occur at number of time such as purchasing of lotion also happen number of time in nominal decision process problem is recognized ,internal search provide one solut ion what type of LOTION you are using previously ,what is your preferred brand and evaluation occurs only when f previous LOTION brand fails to perform . Nominal decision making occur when low purchase and involvement . in case of purchasing of LOTION there is very less purchase involvement because person are more conscious about brand of LOTION. 2. How would knowledge of perception & learning help you in designing your marketing program for the following products and services? Justify your answer with reasons. a. Disposable Diapers Designing market programme for Disposable diapers we need to develop and evaluate for Ps of marketing to position product in mind of