Motivation in the Classroom Essay -- Teaching Education

Motivation in the Classroom Students want and need work that enables them to demonstrate and improve their sense of themselves as competent and successful human beings. This is the drive toward mastery. But success, while highly valued in our society, can be more or less motivational. People who are highly creative, for example, actually experience failure far more often than success. Biehler (p. 225) claims that studies show that when CAI used in conjunction with a teacher's lessons, is particularly beneficial for low-achieving and young students. Before we can use success to motivate our students to produce high-quality work, we must meet three conditions: 1. We must clearly articulate the criteria for success and provide clear, immediate, and constructive feedback. 2. We must show students that the skills they need to be successful are within their grasp by clearly and systematically modeling these skills. 3. We must help them see success as a valuable aspect of their personalities. All this seems obvious enough, but it is remarkable how often we fail to meet these conditions for our students. Take skills. Can you remember any crucial skills that you felt you did not successfully master because they were not clearly taught? Was it finding themes in literature? Reading and interpreting primary texts? Thinking through nonroutine math problems? Typically, skills like these are routinely assigned or assumed, rather than systematically modeled or practiced by teachers. So how can we help students master such skills? When teaching your students to find themes, for example, deliberately model interpretation. Ask your students to give you a poem you have never seen, and then interpret it both for and with them. If they are reading primary texts, use what we call the "main idea" strategy. Teach them how to find the topic (usually a noun or noun phrase), the main idea (a sentence that states the text's position on the topic), and reasons or evidence to support the main idea. If students are concerned about writer's block, remember that perhaps the most difficult task of a teacher is to teach how to think creatively. In regards to behavior modification it's noted in Biehler(p.237), in the case of primary students there is a possibility that some students will come to realize that the teacher rewards them only when they've done what she... ... arouses intense curiosity? By making sure it features two defining characteristics: the information about a topic is fragmentary or contradictory, and the topic relates to students' personal lives. Students then work together in-groups, retracing the steps scientists took in weighing the available evidence to arrive at an explanation. We have seen student’s work diligently for several days dealing with false hypotheses and red herrings, taking great delight when the solutions begin to emerge. As for topics that relate to students' lives, the connection here cannot be superficial; it must involve an issue or idea that is both manageable and unresolved. We must ask, With what issues are adolescents wrestling? How can we connect them to our curriculum? Figure 1 illustrates some possibilities for adolescents. Bibliography: References Snowman, Jack/Biehler, Robert (2000) Psychology Applied to Teaching Houghton Mifflin Co. Colin, Baker (1996) Foundations of Bilingual Education and Bilingualism Multilingual Matters (pgs 105-143) Cummins, Jim (1996) Negotiating Identities: Education for Empowerment in a Diverse Society California Association for Bilingual Education

Learning and Memory: Biology vs. Society

There has been much debate about the nature of human’s intelligence.   Questions arise from the matter.   Is the way you think and learn inherited, or as the nature side of the debate argues, biological?   Or is the way you think influenced by outside forces, or as the nature side of the debate argues, societal?   This paper aims to present the points of view of each side of the argument.   At the end of the paper, the author gives not just a summary of what has been presented but also an integration of the two views that gives the more believed perspective nowadays.   From this point on, the society that is referred to in the title is the environmental factors and biology is the genetic factors. During the last twenty years, genetics has moved from a relatively difficult to understand sub-field of biology to one of its most well funded segments.   Over these twenty years, there has been an explosion of genetic discoveries.   Nevertheless, more and more questions pop out from our minds regarding genetics.   One of these is the question: How does genetics research fit with our existing notions of us as humans? Recently, there have been an increasing number of researches that prove that cognitive abilities such as learning and memorizing are determined by genes.   That is, that our intelligence is hereditary.   Our human knowledge and cognitive processes are passed on from our parents.   Nature theorists believe that our cognitive abilities are the product of â€Å"a unique web of interactions among genes† (Lickliter and Honeycutt 461). These nature theorists believe that when we were born, our intelligence and everything that we know of are already part of ourselves because of our genes.   That is, they believe that â€Å"Nature is everything, nurture nothing† (Gopnik).   Leamnson and Betz (as cited in McMahon) argue that learning is a biological process as much as respiration or circulation is.   McMahon further explains that cognitive abilities such as thinking, learning and memorizing take place when biochemical reactions occur across synapses which then form the neural networks. While some researchers agree to the fact that genetic and environmental factors both play an important part in our cognitive development, they still believe that genes take the primary part in influencing our thinking, learning and memorizing abilities.   In their study, Genetic and Environmental Influences on the Development of Intelligence, Bartels et al. found that as the child grows up, the genetic influence on his intelligence increases while environmental factors decrease influence to his cognitive ability.   Thus, they conclude that â€Å"genetic influences are the main driving force behind continuity in general cognitive ability† (Bartels et al. 247). On the other side of the debate are the nurture theorists.   These theorists believe that environmental factors have a more significant part in sharpening our cognitive processes.   These nurture theorists believe in John Locke’s philosophy that when we were born, our minds are in blank states or as they call it tabula rasa. That is, when we were born, we do not know anything.   We only acquire knowledge, that is, we only learn as we experience the world around us.   That is, as Gopnik puts it, â€Å"nurture is everything, nature nothing.†Ã‚   Locke believed that we learn through experience. James Flynn, a NZ-based political scientist, found that after World War II, the average IQ in all countries increased which he claims is due to environmental effects.   Ulric Neisser explains further that this is because children are increasingly exposed to sophisticated visual images such as ads, posters, videogame and television in contrast to the methods of learning before the world war.   This suggests that the children’s cognitive abilities are influenced by the environment (Gopnik). Recently, however, there are an increasing number of researchers who believe that intelligence is influenced by both genetics and environmental factors.   There is no dominant factor; both play an equal role in the development of human intelligence.   Lickliter and Honeycutt describe the developmental systems theory (DST) that believes in the power of both genetics and environment to influence our cognitive abilities.   According to this theory, our cognitive abilities cannot be determined by genetics or environmental factors alone. As Lickliter and Honeycutt explain, â€Å"development is seen as a self-organizing†¦process in which pattern and order emerge and change as a result of complex interactions and relations among developmentally relevant resources both internal (including genes, but also cells, hormones, organs) and external to the organism (and not from some set of prespecified instructions)† (Lickliter and Honeycutt 462).   In contrast to the solely nature theorists, DST argues that genes and the mere passing of it to a child is not a sufficient explanation or cause of an individual’s learning and memorizing.   That is, although genes and environment both play an important role to the cognitive development of human beings, we cannot separate them and consider them as independent causes. The nature vs. nurture debate is likely to continue on but unlikely to be resolved to the satisfaction of those who strictly believe that intelligence is solely nature caused or nurture caused.   However, recently both environmentalists and behavior geneticists have called for the matter to have be ended by echoing Anastasi’s call to emphasize more on the question â€Å"How?† rather than â€Å"How much?† in the study of heredity and environment. Works Cited: â€Å"Nature Vs. Nurture in Intelligence†.   2005. November 20 2007. . Bartels, M., et al. â€Å"Genetic and Environmental Influences on the Development of Intelligence.† Behavior Genetics 32 (2002): 237-49. Gopnik, Alison. Nature vs. Nurture. 2004. Lickliter, Robert, and Hunter Honeycutt. â€Å"Evolutionary Approaches to Cognitive Development: Status and Strategy.† Journal of Cognition and Development 4 (2003): 459-73. McMahon, Graham Peter. â€Å"Getting the Hots with What's in the Box: Developing Higher Order Thinking Skills within a Technology-Rich Learning Environment.† Curtin University of Technology, 2007.   

Unforgettable Teacher

Asma Ahmed Hassan 200600140 Engl 285 Time; 1:00_1:50 P. M An unforgettable teacher Thorough my educational life there were many teachers or lecturers I cannot forget them. In whole my life I will remember them and wish to them they be in a good condition and they will continue their massage witch is helping people to improve, rises them knowledge and helping the students to be better persons. For them they see the education process must includes fun, educate and acting. From all teachers I ever had there is one teacher I can’t forget her. She was my angel in the earth, she was always encouraged me when I was tired from study and can’t handle it any more. Miss Susan was have the whole qualities of good teacher such as Confidence, Patience, True compassion for their students and The ability to look at life in a different way and to explain a topic in a different way. at my university, more teachers continued their influence on my life, and many of them have enjoyed long teaching careers. Several have retired, but several are still hard at it with the current crop of students. In the 8:00 A. M all the students waits for her to come in their sits. He is nothing but our English lecturer Miss Susan. She is about 6. 5 feet tall, thin woman. She dresses herself in informally. She has a good hair style blond like wave’s . she is a pretty woman too. Her classes are so interesting. All the students get involved to listen to his classes without any sound or side talking. We never miss any class we have with Miss Susan. She is very friendly, polite, and casual. She is hailed by many students here and there. â€Å"Hello! † â€Å"Hi! † â€Å"Nice to see you! † Whenever she comes across anyone he knows, she always says hello to them first, wearing a big smile, whether or not they are older or younger than her. In this society where many people often pass by without greeting each other, seeing her might be like seeing an oasis in a desert. I remember my first day in the classes of my University, miss Susan said that day this to me; ‘My mission is to experience life through†¦teaching others, am not here to teach you things you doesn’t useful for you, in matter of fact, you will teach me something and I will teach you something back’ she believe that the process of education should be alternate. That is in short way my unforgettable teacher made of. (

Ongoing Corporate Human Resource Management Practice

Abstract – Strategic HR practice is always a challenge for any organization to provide a set of service that is able to make the sense in terms of implementing the organization’s strategic plan. Because without proper evaluation of the term, a company may not find out the challenges and the probable scopes of improvement. In today’s business world we cannot avoid the contribution of strategic practice especially in the service sectors like fast growing banking sector. The banking service in the world is growing day by day.Bangladesh, albeit a developing country, is no exception from it. In the recent period of time Human Resource Management (HRM) practices became so familiar and momentous in every business sector of Bangladesh. The success of every organization is coming through the performance of the employees of that organization. The effectiveness of the employee performance is largely depends upon the HR policy and practices. Therefore, the management should consider the magnitude of strategic HRM practices. Keywords : HR practice, Banking sector in Bangladesh.GJMBR Classification : JEL Code: O15 Ongoing Corporate Human Resource Management Practice in Banking sector of Bangladesh Strictly as per the compliance and regulations of:  © 2012 . Sadia Afroj. This is a research/review paper, distributed under the terms of the Creative Commons AttributionNoncommercial 3. 0 Unported License http://creativecommons. org/licenses/by-nc/3. 0/), permitting all non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.Ongoing Corporate Human Resource Management Practice in Banking sector of Bangladesh organization to provide a set of service that is able to make the sense in terms of implementing the organization’s strategic plan. Because without proper evaluation of the term, a company may not find out the challenges and the probable scopes of improvement. In today’s business world we cannot avoid the contribution of strategic practice especially in the service sectors like fast growing banking sector. The banking service in the world is growing day by day. Bangladesh, albeit a developing country, is no exception from it.In the recent period of time Human Resource Management (HRM) practices became so familiar and momentous in every business sector of Bangladesh. The success of every organization is coming through the performance of the employees of that organization. The effectiveness of the employee performance is largely depends upon the HR policy and practices. Therefore, the management should consider the magnitude of strategic HRM practices. The strategic plan for HR system will give a broad guideline within which the management can make decisions about their human resource.In designing the company’s HR system the HR manager need to understand the nature of the company’s business, their position in the market, moreover the objective and goal so that she or he can design a plan that will perfectly suits to achieve the strategic goal. This study has attempted to have knowledge about strategic HRM practices in the business sector of Bangladesh like the banking sector because it plays a pivotal role to the economic growth of the country Abstract – Strategic HR practice is always a challenge for any Keyword : HR practice, Banking sector in Bangladesh. B I.Introduction anking is a powerful medium of socio economic changes in developing countries like Bangladesh. A well organized banking system can play a vital role in the development of the country. Human Resource Management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. Extensive training and culture management programs, individualized reward management systems, as we ll as a range of employee nvolvement mechanisms, operate towards achieving enhanced employees’ contribution. It is a whole range of notions on management theory, style and practice. In maintaining About : Business Administration Discipline, Khulna University, Khulna, Bangladesh. E-mail: [email  protected] com II. The current trend of HR practice in different banks of Bangladesh In Bangladesh most of the human resource related decisions are mainly taken by the central management. In different branches these decisions are just implemented. In different private banks of the  © 2012 Global Journals Inc. (US)Global Journal of Management and Business Research and implementing balance between the employees' aspirations and the goals of the bank, the bank must generate the highly effective and efficient Human Resource Management. For the Human Resources Management to contribute to the profitability, quality, and other organizational goals of the bank, it should be 105 able to clo sely integrate careful planning and decisionmaking. To be able to do this, it must perform various activities such as recruitment, compensation or giving rewards, training or career development, performance appraisal, and health and safety developments.For control and implementation effective strategic planning is required for each sector of banking as it is mere or less service oriented business unit. It is included into the direct management task. In banking these strategic practice includes evaluating the bank’s (business) internal and external situation, properly define the business and developing a mission, translating the mission into the strategic goal as organization’s goal and crafting a final strategy or course of action.Besides practicing HR in different units it is also a mammoth task for the banks to face the central and outer challenges. In different way the HR department sales, finance and manufacture the strategic over time to achieve its ultimate objec tives. Monitoring as well as changing the strategy also permits the business to cope up with the current demand. As the unit needs to improve the quality of its different service. Then the HR strategy might be to boost up employee quality consciousness through improved screening and necessary training.In formulating and implementing the HR strategy the business needs to follow the global trend and need to continually improve organizational performance. But HR department also should be careful enough to designing its strategic planning not just to execute. So when planning it the strategic manager must realize where they are now and where needs to go. Volume XII Issue II Version I F ebruary 2012 Sadia Afroj Ongoing Corporate Human Resource Management Practice in Banking sector of Bangladesh Global Journal of Management and Business Research country it just follows the instruction come from the higher authority.All the banks have their Corporate Head office in Dhaka and most of the st rategic decisions are taken from there. For the better understanding of corporate business, continue long term relationship, ensure the desirable growth and fulfill the organizational goal. Strategic HR follows the basic trends in different private banks in Bangladesh as just maintaining the instruction of central authority. In different banks most of the employees agreed with this point that they are satisfies in the nature and trend on practicing strategic HR in different banks.As it is mentioned that most of the decisions are taken in corporate level, but at the time of appointment, that means on the eve of joining in the bank they are introduced with the legislation and different terms & 106 conditions of the organization. As a result each and every employee gets a clear view about the ins and outs of their individual course of action. It also discloses the over all picture of the organization-its previous-currentfuture. As it provides an overall idea of presence of HR in the ba nks it covers almost all the areas. The current HR Strategic practice covers all over the areas like ?Recruitment and firing maintains the correct process or not. ? In case of selection how the employees are treated. ? How they are oriented in new working environment. ? The effectiveness of different benefit and incentive packages. ? Whether the bank properly follow the promotion strategy. ? How effectively the employees handle different complains of the clients. ? Maintenance of different laws, safety act etc. F ebruary 2012 Depending upon the above factors the employees of different banks differs. The banks at the time of appointing new employees normally check their HRIS.As most of the bank always main updated Human Resource Information system, it is so easy for them to find out the empty position, where new employees are required. So there a little bit chance that there is lack of employees in different banks. The vacant situation raises mainly when ? Any employees leave or fire d without notice. ? Increase absenteeism because of illness. ? New branches are opened But the above factors don’t have any long-term effect on the performance of a particular branch. Computer based information system and new recruitment immediately remove this short term problem.The corporate branch through effective job analysis mainly handles it. In different banks the employees thought that effective information system as well as prompt decision making deprived the problems which may arrive in employee’s shortage situation. In case of treatment in Bangladeshi banking sector inside job how the management handles their grievances. Whether there remain any unequal treatment among the employees having same quality and competencies. Human Resource division can ensure its smooth and accurate working environment if it can ensure that the employees will provide their label best effort.The employees can follow this way if they are ensured that they have enough mechanism in their hand to protest any kind of unfair practice within the organization as well as in such situation and the management will follow the act properly. The management is able to create enough interest among the employees within the organizational framework of its primary obligation to senior management or immediate higher authority For personnel recruitment and selection these banks follows some standard most of the cases.The practiced format for selection and recruitment is –  ¦ The corporate decide what positions will have to fill and how to fill the immediate as well as future requirements. This total procedure is designed to cover all positions from bottom to top level. As it is an integral part of the bank’s strategic HR and planning process through succession planning the higher authority implement it. The corporate HR department also decides the expansion process of their employment requirement. It detailed how to hire, screen the employees and where to put th em.  ¦ The common process of forecasting the personnel need is analyzing trends.The past data and present requirements construct the idea about the trend of employee requirement.  ¦ The higher authority study variations in the bank’s employment level in last few years. Inauguration of Volume XII Issue II Version I As when over all HR situation is evaluated on the basis of the ongoing trend, the employees mainly tried to adjust their own expectation and nature of handling different situation.. To ensure the smooth working environment it is essential for any organization to hire enough employees according to the necessities of each different branch.The employee’s requirements and posting differ because of the following aspects;  ¦  ¦  ¦ If the bank covers so many financial products then it needs more employees The necessities of employees differ on working procedure- automation or manual working process When there remain two or more branches close to each other , normally less employees is required as they have to handle comparatively lesser employees in that case Higher population creates pressure of fast service as well as larger number of employees. Because they need to handle larger customer group.  © 2012 Global Journals Inc. (US) Ongoing Corporate Human Resource Management Practice in Banking sector of Bangladesh  ¦ new branches and service variations in different banks are the two main key indicators of establishing the trend of personnel requirement. By using the computer based information systemHRIS helps estimate current and future employees requirement. This information system also figures the average employee demand the transferring from one branch to another the demand is fulfilled some times.Normally internal recruitment/selection follows the above strategies. Most of the cases this strategy is taken for the key positions of the bank. Whether any employee is newly recruited or transferred from one place to another, they n eed to adapt the working environment. Otherwise they may not give their best for the organization. For the adaptation in the new work responsibilities or working place, the employees may get help from the organizational policy. On the job training is a very effective mechanism for the proper orientation of new employees.Form the collected data on various employees, we found that they are introduced to their new job by maintaining the organizational policy. Most of the employees especially who just introduced in the job, get a fresh and effective orientation from their organization as well as from the branch. Those who enter into the job as Management Trainee or Probationary officer always get 1-3 years probationary period with training to adapt and learn much about their job responsibilities and organizational rule. Training is a hallmark of good management, and a task manager ignore at their peril.Having high potential employees does not guarantee they will succeed. Instead, they m ust know what the management want them to do and how to do that. If they don’t know, they will do the job in their own way, not according to the management’s preference. Therefore, effective training is essential for the improvement of both the employee and the organization. Employee motivation is one of the most important aspects of organizational behavior. The productivity and the performance of the employees largely depend on motivation.Motivation is the force that makes one do things: this is a result of one’s individual needs being satisfied (or met) so that s/he has inspiration to complete the task. These needs vary from person to person as everybody has their individual needs to motivate themselves. Depending on how motivated people are, it may further determine the effort they put into their work and therefore increase the standard of the output. There are various health and safety laws existing in Bangladesh. But these are mainly applicable for the indu stries where hazardous equipments are used. But in banks there is no hazardous equipment orThe EEOC will take action if the below two situation arise †¢ To fail or refuse to hire or to discharge an individuals or discriminate against any individual with respect to his or her compensation ,terms , condition or privilege of employment , because of such individuals race, color , religion, gender or national origin. †¢ To limit ,segregate or classify his or her employees or applicant for employment in any way that would deprived or tend to deprive any individual of employment opportunity or adversely affect his or her status as an employee race, color , religion, gender or national origin.In Bangladesh it is found that most of the employees are satisfied with the prevailing strategic process and procedure of the bank. They feel that the HR department is playing a vital play in employee advocacy role. They also believe that the recruitment and selection policy is fair enough to choose the competent employees for the organization. The orientation process and training facility excising in the organization is proper for achieving the strategic goals of the banks. The pay package and benefit package is  © 2012 Global Journals Inc. (US) Global Journal of Management and Business Research nstrument is used. So there are fewer requirements for marinating rigorous health and safety measure. However, banks are prepared for any fire related accident and mere illness of the employees. They keep fire extinguishers in their office and first aid facilities is also available The most prominent HR manager can take to ensure their strategic contribution to develop measurement system. To increase the moral of employees, the HR manager first knows the importance of particular work and importance of employee’s hundred percentage contribution to the work.On the basis of the judgment HR manger first identify the task of the specific employee’s task, according to the job pattern train up the employee, provide all the equipment to perform the task and try to develop ethics to the employee and lastly give motivation to perform the work 107 properly. Every employee gives a vast knowledge how they create value for the organization through their work and help to achieve the organizational goal. When the employees know that how much important to perform the work properly, automatically it help to increase the moral of employees.Equal Employment Opportunity means employer cannot discriminate on the basis of race color religion gender or national origin with respect to employment. There are EEOC (Equal Employment Opportunity Commission) authorities who monitor the discrimination complain. They make the judgment through the law of the country. Volume XII Issue II Version I F ebruary 2012 Ongoing Corporate Human Resource Management Practice in Banking sector of Bangladesh F ebruary 2012 also at a satisfactory level.To fulfill the strategic objective and goals, the working environment and employee treatment should be well defined and it must have to be implemented properly. But in case of placing right people in the right place, the opinion varies among the employees. Some of them think that they are not placed in the exact position for what they are appropriate for. In some of the cases like employment rule, equal employment situation a considerable portion of the bankers are not sure about then policy practiced.HRIS is needed to improve the productivity and performance of the human resource department, but in all of the beaches HRIS is not practiced in detail. III. Conclusion 108 HRM practices are crucial for every organization for the proper management for all activities in an organization. As the activities are done through the human asset of the organization, therefore the management should be very much cautious to formulate and implement the HR policy for their organization that could satisfy and inspire the employee to me et the organizational goal.It has been disclosed that the present practices of strategic HRM are in satisfactory level with some little variation. Therefore, the management should continue their present practice and take initiative to resolve this problem. This industry is growing rapidly and to sustain this growth, effective and timely policy should be taken. Volume XII Issue II Version I Global Journal of Management and Business Research References References Referencias 1. Terrey, G R and Franklin, S G (1996).Principles of Management (8th ed. ), Delhi: A. I. T. B. S. Publishers and Distributors. 2. Stone, R. J. , 2002. Human Resource Management, 4th (Edn. ). Jhon Wiley and Sons, Australia, pp: 4 3. Byars, L. L. and L. W. Rue, 2000 Human Resource Management. 6th (Edn. ). McGraw-Hill, Boston, pp: 3. 4. Wright, P. M. , G. C. McMahan and A. McWilliams, 1994. Human Resources and sustained competitive advantage: A resource based perspective. Intl. J. Human Resource Management, Vol:5, p p: 301-26. 5. Mc Namara, C. P. 1999. Making human capital productive, Business and Economic Review, Vol: 46, pp: 10-17. 6. Pfeffer, J. , 1998. The Human Equation, Harvard Business School Press, Boston, Massachusetts. pp: 111-12. 7. Giordano, A. G. , 19871. Concise Dictionary of Business Terminology. Pentice-Hall, NJ. , p:18 8. Gubman, E. L. , 1995. Aligning people strategies with customer value. Compensation and Benefit Review, p:22  © 2012 Global Journals Inc. (US) Global Journals Inc. (US) Guidelines Handbook 2012 www. GlobalJournals. org

Concept of Strategy in Public Relations Essay Example | Topics and Well Written Essays - 1500 words

Concept of Strategy in Public Relations - Essay Example According to ( Rembrandt 2011) â€Å"A sustainable public relations strategy is a long-term endeavor. It can take months to capture the attention of targeted media venues†. Public relation strategy is an active part of the marketing strategy of an organization. A strategy is a process or means by which an organization achieves its goals or objectives. Public relation strategy is directly connected to the concept of integrated communication. A public relation strategy has to integrate the communication throughout the organization by keeping in base the audience and stake holders of an organization. A good strategy must balance internal and external factors of an organization to achieve the corporate mission. As per (Caywood 1997 ,87)â€Å"When a strategy has been developed and the public relation plan is implemented, research plays an important role in monitoring its effectiveness and making adjustments†. Strategy formulating is an important aspect of public relation and its rest with the corporate heads of a firm. Public relation strategy is about the action that an organization can take to accomplish its goals and objectives. On the strategic side, four public relation dimensions reflect organizational approaches to problem solving or organizational world views about the management of relationships with stakeholders. These dimensions may be considered strategic in the sense that they lay foundation for the manners in which an organization might try to achieve a public relation objective. The strategy in public relation enables the corporate heads to judge the effectiveness of their media relation ahead of the implementation of marketing strategy. Strategy is essentially a longer term planning while bottom line sales tactics demand short term results. In her book(Olive 2010, 14) writes that â€Å"Strategic public relation is concerned with managing the relationships between an organization and much

E-Commerce Critique Business Structure and Model Essay

E-Commerce Critique Business Structure and Model - Essay Example In this essay, the author will look into the benefits and risk of e-commerce, the types of legislation that have been introduced to protect the consumer and business alike. E-commerce is the easiest, most convenient way of conducting business over the internet for business professionals and individuals. Conducting business over the internet is simply visiting specific websites, also referred to as surfing the web, for online shopping or business related matters. E-commerce is defined as any kind of transaction performed over the internet where there is an exchange of money for goods or services. A transaction like that is paid for through the use of a credit card. E-commerce occurs when individuals use the internet by visiting websites for online shopping of goods or services. It also occurs when business professionals surf the web to conduct business with other business professionals. There is a close analogy between a website that sells woman’s clothing and a store at the ma ll that also sells woman’s clothing, here referred to as an online store. One of the differences between a retail store and an online store is that while the store has limited hours of operation, an online store is open twenty-four hours a day and seven days a week. Finally, one other difference between a retail store and an online store is that a retail store offers a shopper more options of payment while an online store requires a payment by a credit card only. Download this essay and you will get your A+.

Project Management Review Essay Example | Topics and Well Written Essays - 1250 words

Project Management Review - Essay Example While the former deals with system, the latter is related to environment and culture. It is necessary to develop a clear project scope statement that connects the project and customer. In addition, it is necessary for planning and control. Thereafter, there is proper work breakdown that will enable proper planning and monitoring of the progress of the project. As a result, the project and its changes will be properly documented and traceable. On the other hand, as Larson, and Gray, point out, the sociocultural aspects deal with developing a social system that incorporates the talents of various people working together to complete a project (14). It is the sociocultural aspect that develops a project culture that enhances teamwork and ensures high level of motivation. In addition, it should ensure provisions to quickly solve problems. Also, the dimension takes into consideration the interaction between the project and external environment. In total, it is about developing conducive so cial network of skilled professionals. II The three main elements which are to be balanced continuously in a project are time, cost and performance. In fact, in a project, these three constraints are not independent. Instead, they interact each other. For example, if resources are added to shorten the time period, there will be a rise in the project cost. For example, every project is evaluated according to â€Å"accomplishment, cost, and time period† (Larson, and Gray, 5). So, it becomes the most important function of a project management to balance the tradeoffs between time, cost and performance as a way to satisfy the customer in the end. III There are three basic ways to organize a project team. They are functional organization, dedicated project teams, and matrix structure. In the functional organization, the project is managed within the traditional, functional departments of an organization. Some examples are the departments of R&D and IT. This form is usually selecte d when the number of functional departments in the project is just one or two. In addition, in this system, one department is mainly responsible for implementation and it is this department that plays the most important role in the project. However, this system many not be suitable when a project is complex that requires a lot of independent decision making. However, a dedicated project team is usually an independent organizational unit, and it has members who devote their full time effort on the project. This team is suitable when the project is complex and large which requires a considerable number of functional disciplines, often more than six. The last one is matrix structure of organization. For this team, multiple functional units within the company are incorporated for people to be team members as needed. This form is often adopted when the project size is medium; that is bigger for the traditional functional organization and smaller for a full time dedicated team. In other w ords, when there are four to six functional disciples in a project, the matrix system is favored. The advantages of the traditional functional organization are flexibility, in-depth expertise, easy project transition, and lack of changes. However, the issues associated with this form are lack of focus due to fewer obligations, poor interaction among functional units, slow speed, and lack of motivation