Rhetoric Essay Essay Example for Free

Talk Essay Talk gadgets make convincing composing viable and all the more fascinating to peruse. Contemplating talk gadgets in English class, I have figured out how to utilize and see these in powerful composition. While some may contend that convincing composing isn't fortify by talk gadgets yet by proof, I positively accept that talk gadgets interface and convey solid influential composition to a crowd of people. Talk gadgets, primarily ethos, logos, and feeling, make influential composing exceptionally successful in light of the fact that they bolster and fortify the contentions. Ethos is the craft of associating or engaging a crowd of people morally. Both Martin Luther King Jr. also, Barbara Jordon are notable and have numerous supporters; accordingly they are entirely believable, and numerous individuals would tune in. Many individuals go to the discourse and thousands more hear it out a short time later; these occasions, because of the size of the crowd, draw an ever increasing number of supporters. Being notable is significant in light of the fact that it gives an establishment and backing to expand on. Utilizing realities, logos are very fortifying on the grounds that it shows how a few objectives can be accomplished. Barbara Jordon utilization of logos is one of the significant reasons why the discourse is. An ideal case of this is Barbara Jordon’s All Together Now discourse. Being extremely honest, Jordon can reinforce her contention and offer to her backings. She shows that democrats have committed errors and how racial isolation influenced her life. She additionally can show that correspondence, paying little heed to sexual orientation, race, religion, or monetary position, is fundamental and how is changes the nation overall. Martin Luther King, despite the fact that not as much a Jordon, utilizes logos to characterize his discourse. Bringing an alternate view, he can pass on how life would be better without the isolation. He tells about the fantasies he has and says that it is conceivable to pick up. Logos show the realities; be that as it may, it isn't the most grounded component with regards to influence. The best of the talk gadgets, feeling interfaces profoundly to the crowd by utilizing enthusiastic attributes. Since it shows that the speaker knows and encounters what the crowd does, tenderness gives a significant explanation on why the crowd should bolster the speaker. Not at all like Barbara Jordon, Martin Luther King utilizes sentiment productively all through his discourse, I Have a Dream. Social liberties dissident, MLKJ gives the discourse to expand the help for equity. Being isolated against and seen upon as various, King is effectively ready to associate with his crowd, who are likewise isol ated against and seen in an unexpected way. In his fantasies, Kingâ tells about his youngsters, anyway talking in general network, he sincerely communicates that his kids, yet in addition the offspring of the crowd ought to be capable â€Å"live in this present reality where they are not decided by the shade of their skin, however by the substance of their character†. Utilizing repletion, King shows certainty and how all that he discusses is conceivable. that Barbara Jordon additionally utilizes this procedure by posing inquiry and appearing, similar to the crowd, she doesn't have the foggiest idea about the response to everything. She likewise shows this by demonstrating the crowd the impacts of a national network, where everybody is equivalent. To summarize, talk gadgets are significant components with regards to convincing composition. Ethos, logos, and poignancy are instances of talk gadgets that help and fortify the contentions being made. Martin Luther King Jr. furthermore, Barbara Jordon both use talk gadgets an d can make solid and powerful discourses and bring more backings for their motivation.

Tropicana Orange Essay Example for Free

Tropicana Orange Essay They have a solid piece of the overall industry and their need is to serve the best nature of new orange juices produced using the best oranges around. Tropicana Premium Orange Juice is one of the auxiliary of Pepsi Company. After so long being under a similar name and bundling, in February 2009 Tropicana Premium Orange Juice changed the old bundling to an entirely different structure which looks totally changed. Dwindle Arnell, the CEO of Arnell organization, which is a plan organization that structured the new bundling of Tropicana Premium Orange Juice gave a plan to revive the bundling of the squeezed orange by taking out the orange and the straw in the old structure with some squeezed orange. The possibility of the change is to give clients the appearance of whats extremely inside the container, not the orange but rather whats inside the orange which is new orange juices. They likewise changed the top into a progressively round-molded top with surface of an orange, the possibility of this change is to cause the clients to feel like crushing the orange before they at long last open the bundle and drink the squeezed orange. They are attempting to establish great first connection with the new plan which looks increasingly current. Lamentably, the messages that Arnell attempting to send was not conveyed well overall. The majority of the clients grumbled about the new bundling of Tropicana, they said that the new structure was not so much alluring to them. The expulsion of the huge orange and straw expels the solid message of new and delicious. The devoted clients of Tropicana Premium Orange Juice grumbled about the new image of some squeezed orange that gives an alternate look and recognition about how the squeezed orange would taste despite the fact that there isn't distinctive with the ingridients. In the wake of accepting many gripes from the clients, trailed by reduction of the item deals by 20% , inside one month Tropicana Premium Orange at long last changed the new bundling plan into the old ones. This change got positive criticism from clients and followed by recuperation of the deals of the item. The motivation behind why the organization changes their bundling is on the grounds that they are attempting to put another idea and observation to the client. The perceptual association standards, figure and ground is individuals will in general sort out observations into figures and ground relationship and the figure for the most part see plainly in light of the fact that rather than foundation. Arnell was attempting to make another picture that will make an item has in the psyche of the client as shopper may depend more on the picture passed on by the brand than its genuine qualities. The target of Arnell to make the new structure of the bundling is to convey an advanced and popular way of life. Be that as it may, the customere drink which make the shoppers reluctant to buy the ‘new’ Tropicana. This is in accordance with the apparent nature of items hypothesis, where the purchasers will pass judgment on the nature of an item dependent on the psychical attributes of the item (for this situation, the bundling).

Prosecutorial Misconduct and Law to Them

Prosecutorial Misconduct and Law to Them Prosecutorial Misconduct Mar 26, 2018 in Law Influence and Authority of Prosecutors Modern-day prosecutorial teams and the police have considerable influence and authority in almost all criminal and civil cases right from the start of investigations to sentencing of any criminal defendant after a conviction (Rosenfeld, 2005). From the prosecutor, this enormous levels of influence and authority comes from discretion the criminal justice system has vested in them to make a decision on whether to conduct an investigation, whether to file charges, when to file those charges and, most controversially, whether to provide a plea bargain or offer leniency. Considering the present sentencing regime for federal cases, prosecutors have the primary control of a case and not the trial judges. In the criminal justice system, it is agreeable that prosecutors have more power than any other actors.

Expectancy Theory of Motivation at Use in the Workplace

1 EXPECTANCY THEORY OF MOTIVATION AT USE IN THE WORKPLACE Leadership Concepts and Applications LET1 Student#: March 30, 2012 2 What is Motivation? Motivation is a word popularly used to explain why people behave as they do. Some psychologists and scientists view motivation as the factor that determines behavior, as expressed in the phrase â€Å"all behavior is motivated† (World Book, 1992). Some scientists view motivation as the factor that energizes behavior. According to this viewpoint, motivation provides the energy in behavior, while habits, abilities, and skills give direction. or in the case of this task, guidance to what to do. The Expectancy Theory of Motivation is constantly at work in any organization that has†¦show more content†¦In questioning, some who do not have difficulty with the process feel that it is not worth putting in extra effort to reach the production goals, because there is usually no difference in salary among those who meet department goals and those who don’t. Employees believe that workers at the company have to be very slow before performance will have a negative impact on their salary. Employees are not being held accountable for their performance efforts, basically, those who are top producers are rewarded the same as those who aren’t. Treating employees fairly by rewarding successful performance, and critiquing unsuccessful performance will go a long way in increasing motivation and productivity. 4 Having said that, a reworking of the reward system may change all that as well as provide the motivation that these employees need. Their motivation can become, â€Å"If I produce more than anyone else in the company, will I get the biggest raise? Or maybe a faster promotion? Or maybe extra time off?† I believe that implementation of a fair pay and reward systems in the company will have a positive effect on all the employee s performance perceptions. Valence (Reward-Personal Goals Relationship) is the value of realizing a goal, or achievement. It can be said that valences refer to the level of satisfaction people expect to get from the outcome, as opposed to theShow MoreRelatedHow Managers Motivate Employees And Helping Managers Keep Their Employees Motivation High Essay1492 Words   |  6 PagesMotivation in the workplace has been a frequently discussed subject for at least a century. Whether an employee is doing paperwork behind a desk, helping to put together a car on a conveyor belt, or trying to make a sale, motivation is essential in their job. The reason behind this is simple enough- the more motivated an employee is the more work they tend to get done. However, it can be a struggle for managers to keep their workers motivated. This struggle has led to the development of numerousRead More In-Depth Summary of Expectancy Theory Essay1243 Words   |  5 PagesIn-Depth Summary of Expectancy Theory In today’s organization, there is a need for ways in which to effectively motivate employees. Expectancy theory addresses the underlying issues that are associated with the belief that a performance or outcome is attainable. Developed initially by Edward Tolman and Kurt Levin, introduction of the theory into the workplace was not achieved until quite some time later by Victor Vroom (Bradt, 1996). It is his first utilization of the theory that enabled othersRead MoreEssay Function of a Manager1381 Words   |  6 Pagesmanaging work, planning, and motivating. Motivation is clearly a way to enhance the performance of employees and boost the morale of the company. When morale decreases for any reason, productivity usually tumbles right along with it. Employee absenteeism, accidents, turnover and dissatisfaction increase, all of which can greatly harm the stability of the company. Without a managers concern and action to attack the causes of decreasing morale, the motivation and activity levels of the employees mayRead MoreExpectancy Theory vs Equity Theory Essay872 Words   |  4 Pagesmanagement system that is being put in effect at the state correctional facility. This paper will provide a detailed definition of two motivational theories that will be compared and contrasted with each other that could possible utilized in implementation change at the facility. The motivated theories chosen are the expectancy theory and the equity theory. There has always been an issue to get employees motivated for managers and leaders. If the employees are not motivated they will put a minimalRead MoreMaslow s Theory Of Organizational Roles And Leisure Time Activities1218 Words   |  5 Pages E.R.G Theory assumes people’s environmental settings in the form of organizational roles and leisure-time activities such as jobs, college life, academic work, and extracurricular activities under Alderfer’s categories of needs which he believes are active in all living persons. All people are alike in that they possess some degree of each need but they differ in the strength of their needs. The question arises, how strong is each need in each person’s life? Maslow s Theory of Needs offers propositionsRead MoreLeaders as Motivators866 Words   |  4 Pageswas considered prudent use of his time. Kent’s response was that it is time well spent if it helps to â€Å"motivate his employees† (Ignatius, 2011). Clearly Kent understood that motivation of his employees was an important component of the success of Coca Cola, Inc. Effective Motivators can use different motivational theories and strategies in the development of their skills in rallying employees to work at the highest level possible. These include Expectancy Theory, Goal Theory and Positive ReinforcementRead MoreExpectancy Theory And Social Cognitive Theory Essay1163 Words   |  5 PagesExpectancy Theory in Practice and Social Cognitive Theory Expectancy theory in practice Expectancy theory is about the mental processes regarding choice, or choosing. It explains the processes that an individual undergoes to make choices. In the study of organizational behavior, expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale School of Management. Expectancy theory tells us that people who are confident in their ability to perform a particular task are motivatedRead MoreExpectancy Theory And Social Cognitive Theory Essay1190 Words   |  5 PagesMotivation Theories: Expectancy Theory in Practice and Social Cognitive Theory Expectancy theory in practice In Expectancy theory we focus on the mental processes when considering choice, or choosing. It clarifies what an individual feel while making choices. In the study of organizational behavior, we can see that expectancy theory is a motivation theory, it tells us that employees who are sure in their ability to perform a particular task are motivated by their expectations of the consequencesRead MoreEmployee Motivation in the Workplace1504 Words   |  6 PagesJames Lindner (1998), and an article by Fred Herrera (2002). All three articles discussed the topic of employee motivation in the workplace. The authors examined several motivational theories and put forward their ideas on the concepts and application of motivational techniques. The authors’ work provides insight into the psychology of motivation and the different factors and theories that affect it. My conclusion is in line with the authors’, motivated employees are needed for the organisationalRead MoreMotivation : Motivation And Motivation1341 Words   |  6 PagesMotivation Motivation is, according to the text, â€Å"A set of energetic forces that originate within and outside an employee that initiates work-related effort and determines its direction, intensity and persistence.† (Colquitt) When one hears the word â€Å"motivation†, one automatically thinks of an individual’s reasoning behind a certain task or performance. In terms of job motivation, it is what pushes or encourages a person to not only perform the work tasks, but to also be successful in the position

Cultural Interactions between the British and the Native...

In the novel, A passage to India, Forster tries to bring to light the cultural interactions between the native Indians and their colonialists the British. It considers if there may be a possibility of personal relationships between the natives the British so as to develop a mutual satisfaction. In this novel he, tries to consider if the natives can be able to connect with the British, and vice versa (Forster, 1979: 26). The novel explores the Anglo-Indian friendship, paying attention to describing the two societies that are to be found there; natives and the British. Throughout Forster’s novel, he explores thoroughly in the barriers existing of inter-racial friendship. It shows how different cultures that are forced to intermix, find†¦show more content†¦In the conversation they have, they dedicate a great deal to the topic of politics. Fielding has the opinion that when the British eventually withdraw from India, the natives will decline, mocking Aziz. Aziz points ou t; they only tolerated the British in their nation because of political reasons. He is furious against the British colonizing their land and blurters out how Indians [including himself] hate the British more than they hate each other. He hoped for a revolution even if it came after a period of 500 years that will get rid of the British, driving them to the sea. He half kisses Fielding and promises him that they will be friends but it was to be after India gains independence and becomes free from the British. The present circumstances do not allow them to be friends because o9f their cultural; differences (Forster, 1979: 315,316). The cultures of the two nations clash, the problem of integration between the natives and the colonialists and racism towards the natives by the British is evident. The novel shows the existence of misunderstandings and misinterpretations between the natives and the British. There are some things about the customs of the Indians that the British were not able to understand. Aziz proposes outing to some of his British acquaintances actually having no intent of taking them out, something thatShow MoreRelatedFriendship And Cultural Discourse During Colonial India Essay1162 Words   |  5 PagesNot Yet: Friendship and Cultural Discourse in Colonial India Over a bubbling hookah, three Indian men argued about whether being friends with a Englishman was possible. Hamidullah, one of the men, smoking surmised that is possible, but only in England. This statement opens up a discussion of the complicated relationships between native Indians and Anglo-Indians in E.M. Forster’s A Passage to India. As a result of the cultural divide between the peoples and misunderstandings that emerged, Anglo-IndiansRead MoreSummary Of A Passage Of India By Quot. Forster1475 Words   |  6 PagesPassage to India, written by E.M. Forster, is a story of human relations between the British colonists and the people of India. Dr. Aziz, a native Indian and main character in the novel, is extremely frustrated of the way others think about these two cultures together. Some may say it s the position of superiority the British hold that the Indians perceive as degrading. Throughout the novel there is a clear tension between the natives and the colonists tha t relate to both fictional and historical eventsRead More Prejudice and Racism in The Jewel in the Crown and Heart of Darkness1361 Words   |  6 PagesDarkness      Ã‚   The effects of British colonialism are reflected in literature from both early modernism and post colonialism. Racial discrimination tainted both eras portrayed in the British morale of white supremacy over non-European counties unfolded. Heart of Darkness exemplifies early modernism in the British explorers viewed African natives of the Congo as incapable of human equality due to perceived uncivilized savagery. Personal interaction between races was little to none, as the freshlyRead MoreLanguage, Not Politics Or History Essay1000 Words   |  4 PagesBrian Friel correctly claims that Translations is a play that emphasizes language, not politics or history. This story takes place in a rural Gaelic-speaking town in Ireland and focuses on the interactions between Irish and English folk. These conversations end up to be a series of ‘mistranslations’. Throughout the plot of this play, Friel proves that a person’s identity comes from language alone. Understa nding the politics and history of a play merely explains the factual framework of the storyRead More The Portrayal of Women in Joseph Conrads Heart of Darkness Essay1201 Words   |  5 Pagessignificant minor characters: Marlows aunt, Kurtzs African mistress, and Kurtzs Intended. The following essay will examine how the presentation of each of these three women in Marlows narrative contributes to connecting events in the story. Despite the generalized view of women of his time, Marlows narrative indicates a more specified view of the value of women which suggest that they are all naà ¯ve but with culturally dependent personas. In presenting female characters, Marlow may haveRead MoreLee Scott s That Deadman Dance Begins With Bobby Wabalanginy s Poetic Imagination1107 Words   |  5 PagesWabalanginy’s poetic imagination illustrating the Australian ocean shore (Scott, 1-5). 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Personnel of Establishment (Hrm) Free Essays

string(33) " education required See table 3\." 3. 1 Personnel of the Establishment Manager Report to: Owner Department: Administration Duties responsibilities 1. Estimate food consumption, place orders with suppliers, and schedule delivery of fresh food and beverages. We will write a custom essay sample on Personnel of Establishment (Hrm) or any similar topic only for you Order Now 2. Resolve customer complaints about food quality or service. 3. Direct cleaning of kitchen and dining areas to maintain sanitation standards, and keep appropriate records. 4. Monitor actions of staff and customers to ensure that health and safety standards and liquor regulations are obeyed. 5. Maintain budget and employee records, prepare payroll, and pay bills, or monitor bookkeeping records. . May use computer software to monitor inventory, track staff schedules and pay, and perform other record keeping tasks. 7. Recruit, hire, and oversee training for staff. 8. Schedule work hours for servers and kitchen staff. 9. Monitor food preparation and methods. Waiters/Waitress Report to: Manager/Supervisor Department: Food and beverage Duties responsibilities 1. Greeting Customers 2. Offering and serving Beverages Appetizer 3. Taking and serving meals orders 4. Continued service 5. Delivering the check and accepting payments 6. Provide proper dining service etiquette when serving meals 7. Preparing the dining room for meal service: set tables, set up service areas, refill condiments; be sure dining room and all service pieces are clean. 8. Clear tables, wipe tables and chairs or replace linens and wipe condiment containers. Qualifications: 1. Dining room service experience preferably in a hotel or resort 2. Possess a pleasant and outgoing personality. 3. Detail oriented 4. Ability to work morning, nights, weekends, and holidays. 5. Must have the ability to read, write and communicate in English. 6. Ability to grasp, lift, carry or otherwise move materials weighing up to 70 pounds Restaurant Supervisor Report to: Manager Department: Administration Duties responsibilities 1. Maintain complete knowledge of and comply with all departmental policies/service procedures/standards. 2. Maintain complete knowledge of correct maintenance and use of equipment. Use equipment only as intended. 3. Anticipate guests’ needs, respond promptly and acknowledge all guests, however busy and whatever time of day. 4. .Maintain positive guest relations at all times 5. Resolve guest complaints, ensuring guest satisfaction 6. Check storage areas for proper supplies, organization and cleanliness. Complete requisition for additional supplies needed and submit to Manager. Instruct designated personnel to rectify any cleanliness/organization deficiencies. 7. Meet with the Chef to review daily specials and 86’d items; update board throughout shift. 8. Complete all paperwork and closing duties in accordance with departmental standards. 9. Review status of assignments and any follow-up action with Manager and/or on-coming Supervisor Qualification: 1. Minimum 21 years of age to serve alcoholic beverages 2. 2 years experience as Room Service Server 3. Knowledge of various food service styles (i. e. , French service, Russian service, Family Style service, Butler Style service). . Must have good understanding of the English language Cook Report to: Executive Chef Department: FB Department Duties responsibilities 1. Prepares and cooks meats, fish, vegetables, gravies, cereals, soups, fruits, bakery products and other forms of food. 2. Prepares and cooks food for special diets from recipes formulated by qualified personnel. 3. Assists in on-the-job trai ning and assist in directing the work of food service workers, students and other employees within area of assignment 4. Assists in the preparation of salads and desserts 5. Notifies supervisor of food and supplies needed. Checks in food and supplies as necessary. Maintains food production records. 6. Maintains maximum standards of sanitation and safety. Qualification: 1. Ability to stand for long periods of time 2. Ability to lift up to 50 pounds. 3. Ability to provide on-the-job training in food preparation to lower level employees. 4. Ability to maintain effective working relationships with others 5. Ability to read, write and follow instructions Dishwasher Report to: Manger/Supervisor Department: Duties Responsibilities: 1. Sets up and cleans dish machine area; checks temperatures and soap dispensing levels 2. Stores clean equipment and utensils 3. Assists in maintaining preparation and service areas in a sanitary condition 4. Empties garbage to dump site 5. Sweeps and mops floor 6. Operates a dish machine to wash dishes, glasses, cups, trays, silverware and food service equipments Qualifications: 1. Must possess effective listening skills and the ability to communicate in a clear and concise manner 2. Ability to work independently as well as work as part of team Janitor Report to: Manager/Supervisor Department: Duties Responsibilities: 1. Cleaning toilets, sweeping/mopping floors, cleaning up spills; cleaning as a whole. . Operate and keep up machines used on the job such as wet and dry vacuums, buffers, and polishers. Executive Chef Report to: Manager/ Supervisor Department: FB Department Duties and Responsibilities: 1. Supervise food production 2. Prepare food daily as outlined on the Food Production Worksheet 3. Maintain kitchen sanitation and safety standards 4. Assist with set-up, s ervice and clean-up of food production 5. Ensure proper sanitation and storage of kitchen equipment 6. Assist with safety and training procedures in handling of food service 7. Must be able to manage a staff of 10-15 associates Qualifications: . Sanitation Certificate 2. Minimum of 5 years previous Chef experience preferred 3. Previous Health Care Food Service experience preferred 4. Understanding of working with older population 5. Ability to work early morning or evening shifts Sous Chef Report to: Executive Chef Department: FB Department Duties and Responsibilities: 1. Supervise food production 2. Prepare food daily as outlined on the Food Production Worksheet 3. Maintain kitchen sanitation and safety standards. 4. Assist with set-up, service and clean-up of food production 5. Ensure proper sanitation and storage of kitchen equipment 6. Assist with safety and training procedures in handling of food service equipment 7. Ensure compliance with state local and regulatory agencies as it relates to Food Service Qualifications: 1. High School diploma or equivalent required 2. Sanitation Certificate 3. Previous Chef experience preferred 4. Minimum one year volume cooking experience 5. Previous Health Care Food Service experience preferred 6. Understanding of working with older population 7. Ability to work early morning or evening shifts 8. Culinary education required See table 3. You read "Personnel of Establishment (Hrm)" in category "Papers" 1: |Personnel’s |No. f personnel’s | |Manager |1 | |Waiters/Waitress |5 | |Restaurant Supervisor |1 | |Cook |4 | |Executive Chef |1 | |Sous Chef |1 | 3. 2  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Type of Business Organization We chose line type functional because this type of organization facilitates decision making due to its simplicity of its organizational structure. It also facilitates discipline and control of individuals and to maintain flexibility with organization as a response a constantly changing conditions and demands of its environment. 3. 3 Proposed Organizational Structure The Italian Restaurant Di Buongusto is established by 8 people, that classified as corporation. This establishment has different position as stated below in Figure 3. 3 The manager of the restaurant is the one who manages and control the business/establishment, and followed by restaurant supervisor that supervised inspect the establishment and also observe the lower position if they do their job appropriately. Executive Chef is a head chef, that guides the Sous Chef in preparing foods that you will serve in the establishment and takes command of the actual production and the minute-by-minute supervision and scheduling of the kitchen staff. , then waiters is the one who receives the orders of the customers and they are the one who serves, the food to them. Dishwasher/ janitor, they are the one who maintains the cleanliness and orderliness of the establishment FIGURE 3. 3 DI BUONGUSTO ORGANIZATIONAL STRUCTURE 3. 4 Proposed Management Principles Practices MISSON A quality and values will secure our success. We will live by our values, have fun, and take pride in what we do. Our values are to maintain a work environment where people enjoy coming to work, to serve our guests and exceed their expectations, and to be profitable and result oriented. VISSON To provide quality food that tastes good, friendly, attentive servers who make customers feel welcome and clean, well-maintained surroundings and prices that represent a good value. We believe these expectations must be met every time a customer enters in our restaurants. OBJECTIVES 1. To represent commitment to achieve specific performance targets for a certain time. 2. To be must stated in quantifiable terms and contain a deadline for achievements. 3. To spell-out how much of what kind of performance by when. 4. To increase sales growth. 5. To become socially aware and responsible. CORPORATE GOALS ? To have at least 50% return of the investment after a year of operation. ? To maintain liquidity of asset and availability of cash in hand every year. To introduce and develop new product. ? To have another branch after 3 to 4 years. ? To introduce and develop new product. ? To have relaxing and comfortable appeal to the customers. RULES AND REGULATIONS ? Always in proper uniform. ? Pun ctuality. ? Discourage too much jewelry inside the establishment. ? Always observe cleanliness. ? Be courteous and kind to customers. ?   Tips from the customers are centralized. SUNCTIONS ? One (1) week suspension, if an employee bring out food from the establishment without the permission from supervisor. ? Four (4) tardy marks are equivalent to one (1) absence. ? Going outside the establishment in time of work is one (1) week suspension. First Offence = one (2) week Suspension. ? 2nd Offence = two (2) weeks Suspension. ? 3rd Offence = Dismissal from the establishment. 3. 6 TRAINING AND PLACEMENT Identify the training needed for professional growth. In general, chefs and cooks measure, mix, and cook ingredients according to recipes, using a variety of pots, pans, cutlery, and other equipment, including ovens, broilers, grills, grinders, and blenders. Chefs and head cooks also are responsible for directing the work of other kitchen workers, estimating food requirements, and order ing food supplies. Larger restaurants and food services establishments tend to have varied menus and larger kitchen staffs. They often include several chefs and cooks, sometimes called assistant or line cooks, along with other lesser skilled kitchen workers, such as food preparation workers. Each chef or cook works an assigned station that is equipped with the types of stoves, grills, pans, and ingredients needed for the foods prepared at that station. Job titles often reflect the principal ingredient prepared or the type of cooking performed. Most fast-food or short-order cooks and food preparation workers require little education or training; most skills are learned on the job. Training generally starts with basic sanitation and workplace safety subjects and continues with instruction on food handling, preparation, and cooking procedures. A high school diploma is not required for beginning jobs, but it is recommended for those planning a career as a cook or chef. High school or vocational school programs may offer courses in basic food safety and handling procedures and general business and computer classes for those who want to manage or open their own place. Many school districts, in cooperation with State departments of education, provide on-the-job training and summer workshops for cafeteria kitchen workers who aspire to become cooks. Large corporations in the food services and hospitality industries also offer paid internships and summer jobs to those just starting out in the field. Internships provide valuable experience and can lead to placement in more formal chef training programs. Process of promotions (criteria) evaluation performance. The new criteria introduce several innovations. With the new guidelines, individuals are not categorized into a single set of criteria. Rather, there is a flexible structure that provides a menu of options, allowing assembly of a profile that reflects the unique combination of activities and accomplishments of each member. The criteria also recognize the importance about their jobs. This structure allows the sum total of an individual’s achievements to be considered in the evaluation for promotion. |3. Salary Administration | |The Di Buongusto (Pizza and Pasta Restaurant) will hire one manager with a salary ranging from P12,000 to P13,000 per month. Two Chef with | |a salary from P30,000 to 31,200 per month. Five waiter with a salary ranging from P9,000 to P9,932. One restaurant supervisor with a | |salary from P11,0 00 to 11,700. Four cook with a salary of P9,500 to 10,400. Three dishwasher with a salary ranging from P9,000 to P9,932. | |Two janitor with a salary ranging from P9,000 to P9,932. | |Manager | |P 500. 00/day X 26 days X 12 months | |  P 156,000. 0 | | | |Chef | |P 1,200. 00/day X 26 days X 12 months | |P 374,400. 00 | | | |Waiter | |P 382. 00/day X 26 days X 12 months | |P 119,184. 0 | | | |Restaurant supervisor | |P 450. 00/day X 26 days X 12 months | |P 140,400. 00 | | | |Cook | |P 400. 0/day X 26 days X 12 months | |P 124,800. 00 | | | |Dish washer | |P 382. 00/day X 26 days X 12 months | |P 119,184. 00 | | | |Janitor | |P 382. 00/day X 26 days X 12 months | |P 119,184. 0 | | | |  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Total salary :  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã ‚  Ã‚  Ã‚   P 1,153,152. 00 | 3. 8 Employees Benefits ? SSS ? Sick Leave ? Emergency Leave ? Maternity/ Paternity Leave ? Transportation Allowance ? Free food ? 13th Month Pay ? Sack of rice Every 2 months ? Perfect attendance (get Php. 500. 00 every pay day) 3. 9 Operating Rules House Rules 1. All employees should wear the proper uniform. 2. All employees should always come to work on time. 3. All employees should obey and respect whoever is higher to them. 4. All employees must be friendly to the customers. 5. Always smile. 6. All employees must remember that the customer is always right. 7. No resting during working hours. 8. Clean the area always. Customer Rules 1. Customers must wear a proper attire. 2. No wearing of sleeveless shirts, shorts and slippers. 3. Pets are not allowed inside the establishment. 4. No firearms allowed. Fire and Safety Rules 1. Location and number of fire extinguishers should be decided according to the material stored in the building. 2. Expert advice should be taken in installing fire safety equipments and smoke detectors. 3. Fire fighting equipment and signage should be prominently displayed. 4. All employees must be well-trained when an emergency occurs. 5. An established chain of commands and procedures to be followed in an emergency, including an evacuation plan. 6. Designation of a person or committee to oversee the safety plan and establishment procedures. 7. Make sure the establishment has up-to-date fire alarms, a working sprinkler system and/or fire extinguishers and a first-aid kit and other safety equipment on site. 8. Be prepared for regular fire inspection visits by knowing local fire and safety codes. Sanitation Rules 1. All employees should wear clean outer clothing to prevent contamination of food, equipments, utensils, and linens. 2. All employees experiencing persistent sneezing, coughing, or runny nose that causes discharges from the eyes, nose, or mouth may not work with exposed food; clean equipments, utensils and linens. 3. All employees should wash their hands before and after working to avoid contamination. 4. All employees must not use a utensil more than once to taste food that is to be sold or served. 5. Raw ready-to-eat food shall be stored separately from ready-to-eat food. 6. Food shall be obtained from sources that comply with all laws relating to food and food labeling. 7. All employees must have a proper hygiene. Plumbing Rules 1. Water service lines must be installed to a point along road frontage of a lot where city water is available. 2. A minimum of 10’ between any driveway and the service line must be maintained. 3. Clean-outs must be provided. 4. The property owner is responsible for ensuring the integrity and accessibility of the property line clean-out. 5. Must regularly check the water lines of the establishments. 6. Plumbing Inspectors and/or his designee shall make all required inspections, or shall accept reports of inspections by approved agencies or individuals. CHAPTER 3 Management and Personnel Feasibility Submitted by: 3HRM04 ———————– OWNER RESTAURANT MANAGER RESTAURANT SUPERVISOR SERVICE FOOD BEVERAGES WAITERS EXECUTIVE CHEF DISHWASHER/ JANITOR SOUS CHEF COOK How to cite Personnel of Establishment (Hrm), Papers

Hitler Essay Example For Students

Hitler Essay ADOLF HITLERS RELIGIOUS BELIEFS AND FANATICISM People often claim that Adolf Hitler believed in Atheism, Humanism, or that his religion involved ancient Nordic pagan mythology . None of this is true though. Although one of Hitlers henchmen, Alfred Rosenberg , did undertake a campaign of Nordic mythological propaganda, Hitler and most of his men did not believe in it . Many American books, television documentaries, and Sunday sermons that preach of Hitlers evil have eliminated Hitlers god for their Christian audiences. One has only to read from his own writing to appreciate that his God equals the same God of the bible.Hitler held many beliefs which not only include God and Providence but also Fate, Social Darwinism, and politics . He spoke , unashamedly, about God, fanaticism, idealism, dogma, and the power of propaganda. Hitler always held strong faith in all his convictions . Hitler justified his fight for the German people and against Jews by using Godly and Biblical reasoning. One of his most revealing statements makes this quite clear: Hence today I believe that I am acting in accordance with the will of the Almighty Creator:* by defending myself against the Jew, I am fighting for the work of the Lord.*Although Hitler did not practice religion in a churchly sense, he certainly believed in the Bibles God. He was raised as a Catholic and went to a Catholic school. Hitlers anti-Semitism grew from his Christian education. Christian Germany in his time took for granted the belief that Jews held an inferior status to German Christians . Jewish hatred did not spring from Hitler, it came from the preaching of Catholic priests, and Protestant ministers throughout Germany for hundreds of years. The Protestant leader, Martin Luther, himself, held a livid hatred for Jewish religion. In his book,On the Jews and their Lies, Luther set the standard for Jewish hatred in Protestant Germany up until World War II. Hitler expressed a great admiration for Martin Luther. Hitlers hate did not just spring from nowhere, he was influenced by many people including the school he went to ; his home; the Christian Social movement; Catholic priests; and the Prostant leader, Martin Luther. Hitlers religious beliefs were very different from anything , it was a mixture of bits and pieces hed picked up along the way.

Self Confidence Essay free essay sample

What is self- confidence? The dictionary defines self- confidence as freedom of doubt; belief in yourself and your abilities. My definition of self- confidence Is believing In yourself. Many people lack the self-confidence and self-esteem needed to live a happy and healthy life. Self-confidence Is satisfaction In oneself. This must be present in peoples daily lives in order for them to believe that they have the ability to do anything. At this point In my life I am trying to gain the esteem I need to truly be happy. Self-confidence Is something that cannot be taught.It Is up to someone to decide how much belief that they possess Inside of themselves. I am at the point where I realize that I must first believe In myself before others will believe In me. Nobody teaches us to be happy or sad. They are natural feelings that come along as we develop mentally, physically, emotionally and psychologically. We will write a custom essay sample on Self Confidence Essay or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Self- confidence can vary In different aspects such as: fake, temporary, or true confidence. False self- confidence is when someone talk big and acts like a big shot, but in reality they have zero self- confidence.It can be both negative, for people who take it overboard, or positive, for people who try to build their self- confidence. The quote fake it till you make it, is also relevant to false self- confidence in a positive manner basically saying they are going to build up their confidence no matter what. False self- confidence can also show that you are over- confident. Some people fake self- confidence to not look weak or scared to others. By faking your self- confidence, you can also gain your true confidence, which is the positive effect. Another aspect of self- confidence is emperors self- confidence.Temporary self- confidence happens when you get some sort of achievement and get excited while believing in yourself. When you achieve an award, opportunity, etc. , you start taking the confidence you have then, too far and then take a risk. Taking a risk in this temporary emotion can lead to many negative and/or positive solutions. Temporary self- confidence can help you achieve or lose an accomplishment(s). Also another aspect of self- confidence is true self- confidence. True self- confidence is confidence that does not count on recent achievements or exults.It has to do with a strong sense of inner trust. True self- confidence has a person doing the right thing, no matter the outcome of their actions. People with this type of confidence act in their best interest and trust and understand that doing the right thing, has positive results. Self- confidence Is a belief you have In yourself and your abilities. There are three aspects of self- confidence: false, temporary, and true self- confidence. False is self- confidence when you talk big, but do nothing when Its time for action. Temporary self- confidence Is when an event or achievement gives you a boost and that boost can makes you take a risk. True self- confidence Is when you actually believe In your capableness, trusts yourself, and makes you do the right thing. All these aspects of self- confidence come back to the mall definition. These aspects also have a positive and/or negative effect on the person and their confidence. Self- confidence Is the ability for you to believe In yourself, so do It while you can. Self Confidence Essay By Johanna-Khan belief in yourself and your abilities.My definition of self- confidence is believing in happy and healthy life. Self-confidence is satisfaction in oneself. This must be do anything. At this point in my life I am trying to gain the esteem I need to truly be happy. Self-confidence is something that cannot be taught. It is up to someone to decide how much belief that they possess inside of themselves. I am at the point where I realize that I must first believe in myself before others will believe in me. Vary in different aspects such as: fake, temporary, or true confidence. False self- right thing, has positive results.Self- confidence is a belief you have in yourself and self- confidence. False is self- confidence when you talk big, but do nothing when its time for action. Temporary self- confidence is when an event or achievement gives you a boost and that boost can makes you take a risk. True self- confidence is when you actually believe in your capabilities, trusts yourself, and makes you do the right thing. All these aspects of self- confidence come back to the main definition. These confidence. Self- confidence is the ability for you to believe in yourself,

Citizens United - A Primer on the Court Case

Citizens United - A Primer on the Court Case Citizens United is a nonprofit corporation and conservative advocacy group that successfully sued the Federal Election Commission in 2008 claiming its campaign finance rules represented unconstitutional restrictions on the First Amendment guarantee of freedom of speech. The U.S. Supreme Court’s landmark decision ruled that the federal government cannot limit corporations - or, for that matter, unions, associations or individuals - from spending money to influence the outcome of elections. The ruling led to the creation of super PACs. â€Å"If the First Amendment has any force it prohibits Congress from fining or jailing citizens, or associations of citizens, for simply engaging in political speech,† Justice Anthony M. Kennedy wrote for the majority. About Citizens United Citizens United describes itself as a being dedicated to the goal of restoring government to U.S. citizens through education, advocacy, and grassroots organization. â€Å"Citizens United seeks to reassert the traditional American values of limited government, freedom of enterprise, strong families, and national sovereignty and security. Citizens Uniteds goal is to restore the founding fathers vision of a free nation, guided by the honesty, common sense, and good will of its citizens,† it states on its website. Origins of Citizens United Case The Citizens United legal case stems from the groups intention to broadcast â€Å"Hillary: The Movie,† a documentary it produced that was critical of then-U.S. Sen. Hillary Clinton, who at the time was seeking the Democratic presidential nomination. The film examined Clintons record in the Senate and as the first lady to President Bill Clinton. The FEC claimed the documentary represented electioneering communications as defined by the McCain-Feingold law, known as the Bipartisan Campaign Reform Act of 2002. McCain-Feingold prohibited such communications by broadcast, cable, or satellite within 30 days of a primary or 60 days of a general election. Citizens United challenged the decision but was turned away by the District Court for the District of Columbia. The group appealed the case to the Supreme Court. Citizens United Decision The Supreme Court’s 5-4 decision in favor of Citizens United overruled two lower-court rulings. The first was Austin v. Michigan Chamber of Commerce, a 1990 decision that upheld restrictions on corporate political spending. The second was McConnell v. Federal Election Commission, a 2003 decision that upheld the 2002 McCain-Feingold law banning â€Å"electioneering communications† paid for by corporations. Voting with the Kennedy in the majority were Chief Justice John G. Roberts and associate justices Samuel Alito, Antonin Scalia and Clarence Thomas. Dissenting were justices John P. Stevens, Ruth Bader Ginsburg, Stephen Breyer and Sonia Sotomayor. Kennedy, writing for the majority, opined: Governments are often hostile to speech, but under our law and our tradition it seems stranger than fiction for our Government to make this political speech a crime. The four dissenting justices described the majority opinion as a rejection of the common sense of the American people, who have recognized a need to prevent corporations from undermining self-government since the founding, and who have fought against the distinctive corrupting potential of corporate electioneering since the days of Theodore Roosevelt. Opposition to Citizens United Ruling President Barack Obama leveled perhaps the most vocal criticism of the Citizens United decision by directly taking on the Supreme Court, saying the five majority justices â€Å"handed a huge victory to the special interests and their lobbyists.† Obama lashed out at the ruling in his 2010 State of the Union address. With all due deference to separation of powers, last week the Supreme Court reversed a century of law that I believe will open the floodgates for special interests - including foreign corporations - to spend without limit in our elections, Obama said during his address to a joint session of Congress. I dont think American elections should be bankrolled by Americas most powerful interests, or worse, by foreign entities. They should be decided by the American people, the president said. And Id urge Democrats and Republicans to pass a bill that helps to correct some of these problems. In the 2012 presidential contest, though, Obama softened his stance on super PACs and encouraged his fundraisers to bring in contributions to a super PAC that was supporting his candidacy. Support for Citizens United Ruling David N. Bossie, the president of Citizens United, and Theodore B. Olson, who served as the group’s lead counsel against the FEC, described the ruling as striking a blow for freedom of political speech. â€Å"In Citizens United, the court reminded us that when our government seeks ‘to command where a person may get his or her information or what distrusted source he or she may not hear, it uses censorship to control thought,’† Bossie and Olson wrote in The Washington Post in January 2011. â€Å"The government argued in Citizens United that it could ban books advocating the election of a candidate if they were published by a corporation or labor union. Today, thanks to Citizens United, we may celebrate that the First Amendment confirms what our forefathers fought for: ‘the freedom to think for ourselves.’†

National Branding vs Private Label Branding Essay

National Branding vs Private Label Branding - Essay Example Usually, it is hard to know, without the aid of chemical analysis or other forms of tests, whether private brands match national brands. Uncertainty may occur due to many reasons. For example, a bread company produces many private-label breads. This however does not mean that private brands are of the same quality as the name (national) brand. The bread company may differ in its formula when producing private brands, and we should also consider that the private brands may not be as fresh as the national brands (Kis 10). Similarly, we can also look at the case of say the largest brewer of beer in your region under its own national label; can also be among the biggest supplier of private-label brand of beer. Many private-label brands of wines and spirits as you have witnessed are produced by well-known national-brand companies. Consumers are usually willing to pay more for national brands, because they are confident in their quality. This way they evade the risk of purchasing a low-qua lity product, which is usually a private label brand. Hence, if they can be convinced to try out cheaper brands and find out that their quality is similar to the national brand they are accustomed to, they may switch (Lincoln 23). In a Gallup Poll, it was discovered that about 80% of consumers who tried a product with a private-brand label like a store brand, instantly became regular buyers. Store-brand customers are typically well-informed people, who pay attention to the labels. The Gallup Poll also showed that many consumers make an effort to study the labels and prices. The Poll indicated that 40% of shoppers are selective: this means that they compare products on different dimensions considering the quality, price and special offers; therefore they do not just choose the national brand. Most national-brand products are known to be of a superior quality; therefore, they are usually sold for significantly higher prices than private labels. In June 1984, the Private Label Manufact uring Association conducted an independent research where they compiled a "Market Basket List" for 17 staple items. Private labels’ total cost was found to be lower compared to national brands. It was found that private-label shoppers generally pay less as compared to national brand shoppers. Private-label strength is highly susceptible to economic conditions and will vary depending is this factor. This means that private-label market shares goes up when the economic situation is not good and down when the economy is good (Mennen 23). The main reason for the existence of brand names is because consumers usually need to be sure of quality when they lack the time, opportunity, or ability to examine other options. Brand names simplify the selection process, since you will find that the products are cluttered. A survey by DDB Needham conducted in 1994 indicates that 60% of consumers prefer factors pertaining to national brands, for example, security, value and comfort, as opposed to private label brands. National brand-name goods have better competitive advantage over private labels, due to their solid foundation. They have a running start. The strongest national brands have been in existence for decades and have consistent quality. National brands have value for retailers, which mean that retailers must have them, since consumers expect to find them widely distributed. If consumers fail to find them, they are

Performance Management Plan Essay Example | Topics and Well Written Essays - 1000 words

Performance Management Plan - Essay Example In previous communications with me, the desire to expand your hotel chain was expressed. The strategy or objective for the hotel is to provide first-class catering services for various customers within the market. The expected net revenue for the first year is $100,000, 000 with an expectation of 15% increases in net revenue over the next several years and an estimated turnover rate of 5%. According to Atwood & Allen, the short-term and long-term goals for the company are seen as realistic in view of the first five years. The performance management framework will be effective in aligning the company’s goals and give a good foundation for its growth financially and win employee’s loyalty. The Company must identify the organizational performance theory by coming up with a strong strategic performance management framework (Dimon, 2013). The philosophy of the firm should be built on an appropriately structured customer service plan (Axson, 2010). It will help in competing in the high level of competition in the Indian market. The management has to ensure that the employees’ expectations are clearly defined in order to build a good reputation within the market ( Wade & Recardo, 2009). The job analysis process that will be used is engaging the employees in the job analysis processes by providing them with forms to fill (Dimon, 2013). The employees should have a chance to ask various questions about their duties they undertake and how it would influence the overall performance of the organization (Paladino, 2010). The management and the supervisors have to carefully look at the manner the employees undertake their duties and advice on the where possible to ensure that all goes well through an entire period on the job (Dimon, 2013). The managements should discuss with the employees the various challenges that they face in their line of duty and come to

Discuss the challenges facing forensic scientists

Discuss the challenges facing forensic scientists GENETICS FOR IDENTIFICATION ESSAY Discuss the challenges facing forensic scientists for DNA-based identification of the remains of the victims of war or other conflicts (both civilian and military personnel). Illustrate with a range of examples. Discuss the challenges facing forensic scientists for DNA-based identification of the remains of the victims of war or other conflicts (both civilian and military personnel). Illustrate with a range of examples. Introduction The remains of victims of war often pose numerous challenges to forensic scientists enlisted to aid in the identification process using DNA analysis. Foremost, the remains of victims of war have frequently been buried for long periods of time, often over 50 years, and this can cause degradation and contamination of DNA. This affects the quality and quantity of extracted DNA, making it difficult to amplify and generate a genetic profile. This concise report highlights the problems facing forensic scientists during the analysis of war remains and the methods used to overcome some of these issues. DNA techniques The DNA techniques which can be used in DNA identification of skeletal bones include: mitochondrial DNA analysis (mtDNA); autosomal Short Tandem Repeat (STR) and Y-STR analysis; and mini-STR profiling. STRs, also known as microsatellites, are DNA repeat units between two and seven base pairs long that can easily be amplified by Polymerase Chain Reaction (PCR). The number of repeat units varies considerably amongst individuals, hence why sensitive STR analysis is highly discriminative for identification, even in degraded DNA samples (Butler et al., 2012). Fifteen years ago, results of a study where teeth were buried in soil for up to eighteen weeks revealed that mtDNA analysis using primers for the HV1 and HV2 regions generated the best results in comparison to other DNA techniques; thus mtDNA was a reliable method for the identification of skeletal remains (Pfeiffer et al., 1999). Developments in technology mean that analysis of mtDNA alone is now insufficient information for positive identification, and more specific methods are employed, such as STR analysis. Nevertheless, when nuclear DNA (nDNA) samples are too degraded to be processed using STR analysis, identification using mtDNA and hypervariable regions is used. This is because mtDNA is present in high copy numbers and the circular structure of mtDNA makes it more resistant to degradation, but again there are limitations (Higgins et al., 2013; Coble et al., 2005). Mitochondrial DNA is passed on maternally; therefore it will be the same throughout generations of females of the same maternal lineage and could identify a familial match to a sister or aunt, for example. However reference samples are solely restricted to maternal relatives, thus its discriminatory power is far less than an STR match (Lee et al., 2010). Finally, where female relatives are absent, Y-STR analysis can be carried out to identify paternal lineage of the Y-chromosome. Mutations within the Y-chromosome are possible, and they may occur between generations as well as within the same bone samples, particularly if they are old skeletal bones. This must be considered when making conclusions from Y-STR analysis as it may cause problems for the forensic scientist during the identification process (BoriĆ¡ et al., 2011). DNA samples from skeletal remains With war victim skeletal remains DNA sample options are minimal, but the preferential samples to obtain for DNA analysis are teeth and bones, which contain both nDNA and mtDNA. DNA in teeth is generally considered more protected against degradation and destruction than bones due their unique composition and their location in the jawbone protecting them against degrading exogenous organisms, making them useful for analysis decades after death. Additionally, they normally yield a higher quality of DNA than bones, and the results of a study by Pilli and colleagues looking into the effect of contamination on samples revealed that teeth have a greater refractory to contamination by exogenous DNA than bones (Higgins et al., 2013; Pilli et al., 2013 respectively). Another reason for utilising teeth is because there are a number of sources of DNA within the tooth, including dentine, and this dentine powder is rich in mtDNA (Muruganandhan et al., 2011). Nevertheless, both of these samples are used because the internal content is unlikely to be contaminated with contemporary DNA compared to other samples, and the recovery of one or both of these is observed in a number of case studies identifying war victims (Lee et al., 2010; MarjanoviĆ¡ et al., 2007; AndelinoviĆ¡ et al., 2005; Ivanov et al., 1999). However, although these sources of DNA are the most likely to be preserved over time, DNA analysis can still be affected by the presence of PCR inhibitors (for example environmental and biological chemicals), insufficient quantity of DNA material, and high levels of DNA degradation (MarjanoviĆ¡ et al., 2007). DNA degradation DNA degradation and PCR inhibitors occasionally cause allele and/or locus dropout, thus not reflecting the true profile of the individual and can cause problems for forensic scientists during the analysis of genotypic DNA profiles, especially if heterozygotes are interpreted as homozygotes (Coble et al., 2005). Exposure to environmental conditions affects DNA, and factors such as heat and humidity affect the rate of DNA degradation and the resulting quantity of DNA, with cooler temperatures delaying the degradation process. This DNA degradation caused by endogenous intracellular enzymes results in smaller DNA fragments sizes and may also cause base mutations (Higgins et al., 2013). Despite the development of sensitive DNA typing identification methods, in some cases excessive DNA degradation can still pose an issue, as seen in Lee et al., 2010. One sample (SR0014) had an exceptionally low DNA yield for both extractions, 28.7 ±20.69 pg/ µL and 27.2 ±16.81 pg/ µL, in comparison to the average yield of 217.5 pg/ µL and 199.1 pg/ µL, respectively (table 1). This DNA yield produced genotypic results at eleven autosomal STR loci; however nine of these were homozygotic and this was interpreted as allelic dropout, which in turn causes problems for profile determination and does not allow for identity inclusion or exclusion. Another example of degraded DNA amplification being below 100% was seen using AmpFISTR Yfiler amplification, which revealed only 34 out of 49 profiles, and MiniFiler which produced 40 out of 49 genetic profiles, with the other profiles being incomplete, likely due to only small amounts of degraded DNA being amplified (BoriĆ¡ et al., 2011). Table 1 – DNA concentrations (pg/ µL) extracted from twenty-one skeletal samples belonging to Korean War victims. Two DNA samples were extracted from each bone sample and quantified to try and replicate the profile for consistency and to highlight any contamination issues. (See Lee et al., 2010. Available at: http://onlinelibrary.wiley.com/doi/10.1111/j.1556-4029.2010.01411.x/pdf. Last accessed on: 24th February 2014) DNA extraction Another issue facing forensic scientists is the quantity of DNA extracted from bones or teeth. Degraded samples offer a paucity of template DNA concentration, hence the smaller PCR products (Ivanov et al., 1999). If precise procedures are not employed then DNA essential for producing a genotypic profile may be lost, and methods are required to maximise the potential from the extraction process. Recently, developments in such methods have massively impacted on the success of obtaining profiles from skeletal remains which are highly degraded. Extraction techniques employed by forensic scientists to overcome this challenge include the standard organic (phenol/chloroform) method, the PrepFiler Forensic DNA Extraction kit, the Qiagen DNA extraction procedure, and a large-scale silica based extraction method, with a minimum of two independent extractions for each sample usually taken. Lee and colleagues used the latter in 2010 alongside demineralisation to maximise the DNA yield, and the p ositive effect of this method was reflected in the high DNA yields observed following quantification, with all samples, except two, being greater than 50pg/ Ã‚ ­L (Lee et al., 2010). Additionally, during the extraction of DNA from 109 bone samples from victims of war in mass graves in Croatia, an advanced extraction method, alongside the phenol/chloroform method, was used. The standard method yielded 20-100ng of extracted DNA across samples, whilst the advanced Promega DNA IQ system produced 20-200ng of DNA (AndelinoviĆ¡ et al., 2005). Contamination The sensitivity of new DNA typing methodologies to minute amounts of DNA brings with it the challenge of contamination. Remains buried for a long period of time and then excavated for analysis are subject to natural cross contamination from foreign material from the surrounding environment as well as from human handling, and this can affect the validity of the findings and interfere with DNA profiles. Thus, procedures are implemented to remove any foreign matter from the outer surface which may contaminate the probe extracting the DNA from the core of the bone or tooth. Common protocols forensic scientists use to overcome the issue of contamination on bones include sanding down the outside of the bone, washing it in mild detergent, irradiating it with UV light and storing it at -20oC until it is required for DNA extraction (Ossowski et al., 2013; BoriĆ¡ et al., 2011; Lee et al., 2010; MarjanoviĆ¡ et al., 2007; Imaizumi et al., 2002). However, in cases where excess contamination has occurred from archaeological handling and repeated excavation and reburial, it is impractical for forensic scientists to remove this extent of contamination, further limiting the samples which can be used for DNA. It is of paramount importance that sterile environments are used for sample analysis and that gloves are worn when handling bones to avoid contamination from humans, and gloves should be changed between the handling of bones belonging to different individuals to avoid DNA transfer. Another issue regarding contamination is the processing of ancient skeletal samples in proximity to contemporary relative reference samples, therefore, DNA from these two sample types should be extracted and amplified in separate laboratories. The majority of studies referenced in this report have not stated whether they adhered to this, with the exception being Ossowski et al., 2013 who reported that all laboratory staff wore masks, lab overalls and sterile gloves and everyone who handled the samples had previously had their DNA sample taken for reference purposes. As a result of the strict procedures implemented, no contamination was seen throughout the examination process, and they successfully identifi ed two individuals through DNA analysis when it was determined that they could not be identified through anthropological methods (Ossowski et al., 2013). Finally, a complete record of everyone that has handled the samples pre- and post-excavation should be kept (Pilli et al., 2013). Issues with mass grave DNA samples A further problem forensic scientists are confronted with is the high number and poor quality of the remains discovered, particularly in mass graves, due to wars being open events with large numbers of unknown individuals involved. The violent nature of wars and conflicts and circumstances of death often renders a number of remains fragmented, meaning that prior to DNA analysis, an anthropologist must examine and match bones suspected to belong to the same individual. This should be considered during DNA analysis in case different profiles arise from bones supposedly belonging to the same individual. Furthermore, explosives can cause bones to become incinerated, damaged and carbonised which will affect DNA extraction and amplification (Ivanov et al., 1999). This issue was presented during the recovery of approximately 10,000 skeletal remains, belonging to approximately 53 war victims in 2009, more than sixty years after World War II. In the majority of cases, it was impossible to conclude which bones belonged to one individual due to the vast number of separated, damaged and intermingled bones and the small grave area to which they were confined. Additionally, a number of victims showed obvious gunshot wounds, which further shattered the skull bones into multiple fragments (BoriĆ¡ et al., 2011). DNA reference samples Prior to DNA analysis, it is paramount that circumstantial investigative research is carried out to narrow down and establish possible victims in the grave to allow for identification of their surviving relatives. This is problematic in the first instance if ante-mortem records of soldiers have not been kept. It is reasonable to assume that relatives of military personnel would be easier to identify, compared to civilians, because records are often kept of the soldiers that fought in a war, as well as when they were reported missing or pronounced dead. Reference swabs are required from these presumptive relatives to compare their DNA profiles with the profiles obtained from the unknown remains to determine if a familial match is seen. Ivanov et al., 1999 reported absent DNA samples on record during their involvement in the identification of the remains recovered following the Chechen War (1994-1996). Few remains were available due to the lethal force of missiles, and this was an additional problem to the lack of DNA samples on record, which meant the absence of comparative reference samples. Accordingly, the timely process of locating potential relatives and collecting their DNA samples began. In comparison to some cases where excavated war remains are over 60 years old (MarjanoviĆ¡ et al., 2007), these remains were excavated three years after the end of the war, however skeletonisation and advanced decomposition, with mummification, was still observed. Bones had been scavenged by animals, further exposing them to contamination alongside the reported careless excavation of the bodies (Ivanov et al., 1999). Mini-STRs Applying mini-STR loci to severely degraded DNA samples is effective in genotyping nDNA profiles that would otherwise yield a negative result with standard STR kits, which use STR loci of up to 250 base pairs and are likely to cause loss of signal (AndelinoviĆ¡ et al., 2005). In comparison, mini-STR technology can amplify loci with alleles that have fewer than 150 base pairs and works by annealing primers as close as possible to the STR repeat region, creating the smallest possible amplicon (Figure 1) (Martin et al 2006; Pizzamiglio et al., 2006). When there is not enough intact DNA to produce full profiles using the larger CODIS loci, mini-STR loci markers are small enough to amplify alleles less than 150 bp in length (Hill et al., 2008). It is important to remember that mini-STRs are designed to profile high quantity, low quality, degraded DNA and should not be used for small amounts of DNA. Fig. 1 – Mini-STR analysis uses primers which anneal as close as possible to the STR repeat region along the genome, creating a small amplicon to be amplified. Successful application of mini-STRs was seen in 2010 when skeletal remains from the Korean War were subject to DNA analysis in the hope to identify the 55 year old remains of the missing casualties (Lee et al., 2010). Twenty-one skeletal samples were extracted from the remains of the victims of the Korean War and, following decontamination, were subjected to PCR amplification and sequencing of the mtDNA HV region, and PCR amplification of autosomal STRs and Y-STRs using common STR kits and in-house miniplex plus systems that use smaller amplicons to optimise the genetic material from degraded samples. Results revealed that mtDNA hypervariable regions were efficiently amplified and determined in all 21 samples. A combination of AmpFISTR Identifiler alongside size-reduced amplicons in AmpFISTR MiniFiler and the in-house miniplex NC01 plus system for autosomal STR, successfully genotyped 17.2 loci out of 18, and the miniplex NC01 system showed 100% success in genotyping the four loci du e to the reduced amplicon size. Additionally, twenty samples were successfully genotyped at 11 or more loci using standard STR kits, but with the in-house system, they were genotyped at 15 or more loci. The results of amplifying autosomal STRs showed the importance of mini-STRs when working with highly degraded DNA, as reduced-sized amplicons genotyped samples with a low quality of DNA in comparison to the standard kits. The same success of genotyping samples of poor quality DNA was seen using the Y-miniplex plus system in conjunction with AmpFISTR Yfiler during Y-STR genotyping (Lee et al., 2010). Profiles were also generated using mtDNA PCR amplification and miniplex NC01 analysis using the buccal samples provided by the 24 suspected relatives (Lee et al., 2010). Smaller quantities of template DNA were extracted from the relatives, as although more DNA was available, it was of a higher quality compared to the degraded unknown samples, so a smaller amount was required. If too much high quality template DNA is used, excess peaks and spurious bands would be observed, making the results unclear (Ivanov et al., 1999), and alternatively too little, or degraded DNA, may reduce the height of some alleles so the peak heights may be too low to distinguish from background noise (NFSTC Science Serving Justice, 2007). Conclusion In conclusion, it is evident that DNA degradation affecting the quality and quantity of DNA, fragmentation of bones, numbers of bones in mass graves, contamination and poor extraction procedures are all challenges that forensic scientists face during DNA based identification of skeletal war victim remains. However, as efficient DNA extraction methods to optimise the template DNA concentration are advancing, and technology is consistently being refined to develop methods such as the mini-STR system, identification of war victims using DNA analysis, alongside anthropological measures, is becoming more successful. Word count: 2668 Page | 1

The Process of Successful Change

The Process of Successful Change Norma Taylor HCS 325 July 10, 2012 The Process of Successful Change There are many responsibilities involved with the title of manager. Implementing and rolling out change to your employees can be overwhelming. There are different techniques used to ensure a smooth, uneventful transition to change. Some techniques are not as useful and successful as others, depending on what type of change is involved. Motivational techniques to implement change in a company are not an easy task, but it is possible.Expectancy theory, two-factor theory, goal-setting theory, and equity theory are a few different techniques that I would use in my company. The expectancy theory is a unique way to motivate employees during a time of change. Victor Vroom’s expectancy theory suggests that â€Å"people will do what they can do when they want to do it† (Lombardi & Schermerhorn, 2007). This theory depends on three different factors: Expectancy, Instrumentality, an d Valence. Expectancy is the belief that working hard will result in a desired level of task achieved.Instrumentality is defined as a person’s belief that successful performance will be rewarded and has other good outcomes. Valance is the value a person assigns to the possible rewards and other work related outcomes. There are pros and cons to the expectancy theory. One pro is that this theory is a commonly recognized for supporting an employee’s decision-making method. A shortcoming of this theory is that it has numerous elements that may make this theory not as successful. For example, this theory does not take the emotional state of the individual into consideration.The individual's personality, abilities, skills, knowledge as well as previous experiences are factors that may affect the outcome of this model. The expectancy theory of motivation is a â€Å"perception† based model. The manager needs to guess the motivational force (the value) of a reward for an employee. The theory can be difficult to implement in the group environment (Leadership-Central. com, 2012). As a leader using the expectancy theory, I would set realistic goals for the employees. In addition, I would also ensure that they are setting realistic goals for themselves.Failure to set a realistic goal will result in a low motivation as the expectancy will yield a low result. Rewards are a form of motivation to everyone and I would set realistic rewards. As a leader I need to understand what my employee’s value and I would link the reward with the goal. The trick here is to ensure that you operate within your constraints as well as make sure not to exaggerate the reward in comparison to the effort they will need to express. High reward with low effort will create an expectation effect and may work against you.I believe the expectancy theory technique would work well in a small office. Implementing change and offering a reward to committed employees with positive r esults will give effective outcomes. The two-factor theory is another motivational techniques used in the workplace developed by Frederick Herzberg. This theory states that there are certain factors in the workplace that cause job satisfaction as well as a separate set of factors that cause dissatisfaction. This theory used as a motivational technique can cause great outcomes in the workplace. Job satisfaction can be achieved in the simplest ways.Acknowledging great performance would give employees a sense of job satisfaction at their workplace, thus creating a positive outcome. According to Herzberg job satisfaction can be a sense of achievement, feelings of recognition, sense of responsibility, opportunity for advancement and feelings of personal growth (Lombardi ; Schermerhorn, 2007). Job gratification can indicate a great degree of incentive or productivity with workers. J. Stacy Adams developed the equity theory, which assists in the explanation that wages and environments do n ot conclude motivation to employees.His theory indicates that the perceived unfairness is a motivating state. When people believe they have been inequitably treated in comparison to others, they will try to eradicate the discomfort and reestablish a sense of fairness to the situation (Lombardi ; Schermerhorn, 2007). As a leader this type of motivation is essential to a work environment. According to Adams’ prediction, he believes that employees would deal with unfairness by changing their work contributions and decreasing their labor.He also believes that employees will ask for incentives, or simply terminate their position in the company because of unfair or unjust treatment compared to fellow employees. Treating everyone equally and fair is a practice required in any type of work environment. Using this tool as a motivation to implement change would be necessary. It would aid in the impartiality of rewards for doing an excellent job during the change as well as the repriman ds needed for employees not embracing the change as necessary.In 1960’s, Edwin Locke put forward the goal-setting theory of motivation. This theory states that goal setting is essentially linked to task performance. The theory states that specific and challenging goals along with appropriate feedback contribute to higher and better task performance. In simple words, goals indicate, and give direction to an employee about what needs to be done and how much effort is required. This is one of my favorite theories because I believe that it is the most effective theory to use when implementing a change in a work setting.There are numerous important features in this theory. For example, Edwin Locke states that the employee’s willingness to work toward the attainment of a goal is a main source of job motivation. A clear, difficult, and specific goals are greater motivating factors than having easy, general and vague goals. Specific and clear goals lead to greater output and b etter performance (Management Study Guide, 2012). Goals ought to be reasonable and challenging to give employees a sense of gratification and accomplishment when attained.The more challenging the goal, the greater the reward, and the higher the employee’s desire are for achieving it. Feedback is a means of gaining reputation, making clarifications and regulating goal. There are many theories to implement change and motivate employees; some may work while others may not. Change in a workplace is a process. As a leader I would start with what would benefit the company. Once the notice of change has been communicated, setting up training would be the next step.Using the goal-setting theory I would let the employees know clearly what is expected from them and continue to implement the change. To motivate the workers and make the change a little more pleasant, I would reward them once the goal is achieved. Change is not always bad, but it is definitely a challenging task, because of the various needs and desires of each individual. References In-Tuition. (2012). Follow These Strategies for Managing Change. Retrieved from http://www. practical-management-skills. com/strategies-for-mamaging-change. htm

Creation Henry Ford, Ford Motor Co, Model T, and Assembly Line

Creation: Henry Ford -> Ford Motor Co. -> Model T -> Assembly Line Who is Henry Ford? The man who invented the automobile is the response received by 7 out of 10 college students when proposed with this question. The other 3 responded with the man who invented the Model T and when asked further how he developed that they went blank. So why the misconception on a man who without we would not have roughly 600 million passenger cars today around the world, which averages to about 1 per ever 11 individuals. Brinkley 243) That fact alone puts Henry Ford in a category in history of individuals whom without the world would be quite different. Was Henry Ford from the start set up for this role of changing the world? Born in a small village and living on a farm in Michigan some might think not. (Watts 15) But some also think he invented the automobile. Ford took a lot from the farm life style to get to the point of starting up Ford Motor Company.Despising farm work was a great inspir ation for Ford but without the invention of the automobile in France, the eagerness that the United States welcomed the concept of the invention of the automobile, and Ransom E. Olds, who was the first man to bring the automobile into mass production in the United States, the stage would not be set for Ford to create the evolution he had. (Sloan 9-15) Before founding Ford Motors Company Ford had quite a few set backs and experiences with other companies in the automobile industry. Fords determination led him to overcome these obstacles and resulting in Ford Motor Company being founded.Ford Motor Company produced the Model T and the Model T had success on its own because of its availability to the average American. (Douglas 123) Ford had a different approach then ever other business man had about the automobile production, he did not see the only way of making earnings was to pocket money, he wanted to create mass production. That is when Henry Ford applied the concept he had created which we know as the assembly line. That is the basic cause of and affect of creations established from Henry Ford. But was this easy, did Henry Ford just get in the business and succeed from the start?Let’s just answer that question without an assumption, not even close. Seventeen years before the founding of Ford Motors Company a man by the name of Gottlieb Daimler had demonstrated a makeshift gasoline motorcar on the streets of Paris. (Brinkley 20) Daimler was not only the inventor of the first automobile he also invented the high speed internal combustion gasoline engine, and after inventing that applied this invention to the creation of the first self propelled vehicle. (Brinkley 21) Because of this invention France was leading the world in the production of the motorcar. Brinkley 22) In 1903 France had surpassed the United States by producing 5000 more cars than us, this was the last year they would top the United States, and also coincidently the year that Ford Motor Co. was founded. (Brinkley 22) The United States was not only ready for this invention as an individual but also with resources.By 1890 the United States had one third of the worlds iron and steel. (Sward 15) Americas asset that could that be ignored was that they had the most wide ranging railroad system in the world. Sward 15) This meaning that they had the largest prospect of users for this invention and attaining the most distance of utter land. The United States was eager for the idea of the product, one that was affordable, could run properly, and practical for there lifestyle during this time period. (Sloan 122) But that took 10 years to receive because when the car was first produced in the United States every part of it was completed by hand and that resulted in quite a pricey penny. (Brinkley 63) In 1899 Ransom E. Olds whom managed Olds Motor Works, began his production of the original Oldsmobile. Brinkley 74) Olds was the first in the United States to create a factory tha t was just for the production of the automobile the followers of Olds idea were unbelievable. (Brinkley 74) Olds is even referred to as the â€Å"father† of automotive mass production. (Brinkley 74) But the automobiles may have sold for a cheaper penny but when you create a new method of doing things it cannot just be put into action and succeed because the inexperience with the factory methods the automobiles were equally unreliable and unrefined.These changes in history of the automobile really were just perfect for such a zealous man like Henry Ford. Henry Ford was born in Michigan in 1863 his father was a modestly successful farmer. (Sward 18) Growing up on a farm really was how Ford got the drive for what he aspired to but this drive was created with his hatred for farm work. Ford despised all the labor that had to be done throughout the day. Ford described in his biography that the only thing that kept him going while living on his fathers farm was â€Å"fiddling with machinery†. Sward 19) Ford would constantly fix things around the farm he completed lots of it with trial and error but taking apart the broken items and then working on putting them back together, he would even go to neighbors and ask if they had anything that needed to be repaired when everything was completed that needed fixing at his fathers farm. (Wattz 9)1879 Ford set out to follow the machinist’s trade and left the farm heading for Detroit. (Sward 22) Ford was hired right away to work as a machinist’s apprentice, but he never worked to hard he always wandered around the factory to see what everyone else was doing. Sward 22) After 8 years of working on machinery, Ford headed back to his fathers farm. (Sward 23) Now 24 and Ford had the wit to grasp what he could not quite understand as a child on the farm that the farm life was not for him. (Sward 24) Ford left again after 2 years and had been experimenting those 2 years with tasks that invoked the tinkering characteristic he so strongly possessed. (Sward 24) Ford went to work at the Edison Illuminating Company were he stayed employed for 11 years. Sward 24) In 1892 when Duryea shocked everyone with his invention of the first automobile like many other mechanics Ford was determined to make a car of his own. (Brinkley 82)Ford had to remain at his job because of basic need so it was even harder for him to complete this task that so many other individuals were striving to complete. It was trying and trying again and that was what Ford had been doing with items at the farm at such a young age that he was determined to complete the task. Ford had the luck of meeting Charles B. King who was also attempting to complete the same task as Ford. Brinkley 129) But King’s attempt was successful before Ford which had to do a lot with the advancement King had educationally and with experience when it came to machinery and the automobile. (Brinkley 129) In 1894 King’s automobile had a tr ial run but after that King decided he would head to Paris to study the French auto industry because he assumed that his creation here was probably already outdated by the French inventers, and lucky for Ford, King gave him a present before he departed of all his parts and designs of the car he had demonstrated in 1894. Brinkley 130)In 1896 Ford created his first successful work the automobile itself was nothing different or spectacular but what it did for Ford was complete his first set out task and continue to the next. (Sward 40) Ford completed two more experimental cars after that and was waiting for the moment he could dedicate himself fully to what he loved, the automobile. (Sward 40) By 1899 Ford was quite the established individual in the business with being credited to the creation of three automobiles. Sward 41) Individuals who wanted to start a business approached Ford and this was what he was waiting for so he accepted and became the chief engineer for Detroit Automobile Co. (Wattz 102)Is Detroit Automobile Company were Ford success started? Not quite Ford actually failed at manufacturing he used a lot of the budget for a high priced racing automobile in an attempt to perfect it. (Wattz 103) Ford resigned and in one year reattempted to enter the market this time as manager for the Ford Automobile Company. (Wattz 103) But yet again Ford repeated his mistake, and the company lasted one single year. Wattz 103) Fords success rate was not looking prosperous but he was determined to get into the industry and knowing Ford he does not give up or fail so he went back to correct what he had failed at when working for Detroit Automobile Company. Ford focused on perfecting the racing automobile he was working on at the company he did not have much interest in the racing events themselves but just wanted to show his work and the success it would bring in hopes of gaining attention and getting one more chance in the manufacturing industry.Ford characteristic of determination created just that with his first distinguished success at a racing event. Ford had produced his most famous racer automobile by the time he decided it was time to exit the racing industry in 1902. (Brinkley 302) The automobile was called the â€Å"999† Ford was not willing to risk his life driving the automobile because of the speed the car was built to reach. (Brinkley 302) Ford hired a driver to race with the â€Å"999† in a popular 3 mile race. (Brinkley 303) The â€Å"999† finished half a mile in front of the closest racer whom was Alex Y. Malcomson.Malcomson was a successful coal dealer who was getting ready to invest a moderate fortune in the automobile business. (Brinkley 303) Took Ford failing for two companies, working with determination to prove that the failure was not a representation of his work, and a heck of a automobile to get him into business. Malcomson knew what he wanted to do but was lacking an automotive inventor and after For d’s creation of â€Å"999† he choose Ford as that man. (Sward 62) Ford and Malcomson joined forces and created Ford Motors Company but did not just get straight to work it took them 7 months to lay out what needed to be done. Sward 63) Ford was suppose to create an sample automobile that could beat the competition and Malcomson had to deal with all the financial needs to get the corporation running. Ford Motor Co. was successful from the start. Selling more than 1700 cars in the first 15 months of the company opening. (Sward 70)Ford Motors was at is limit of success and needed to decide which automobile was best suited for the market and this is were Ford made his fortune and created his greatest input to modern times. (Sward 70) The first 5 years while Ford Motors was in business it had developed 8 different automobiles. Sloan 90) The first model in 1903 was set at a reasonable price and sold but after that in 1905 and 1906 Ford Motors had created automobiles thatâ₠¬â„¢s prices had ranged from one thousand to two thousand dollars. (Sloan 92) This drastically affected sales and everyone was concerned in the company so they lowered the price the next year and sales went up. Ford recognized that the lower the price the higher the profit, which is what the company had proved. Ford knew that to make the prices even lower that car would have to be as basic as it gets and the market he wanted to appeal to was everyone all the way down to the farmer.Ford envisioned it to be able to do everything he had despised as a child on the farm. The product that Ford created from this vision was the Model T. It was an automobile made to complete what was needed from it, durability, performance, strong, and the key to it all affordable. (Brinkley 253) The Model T sold for eight hundred fifty dollars. (Brinkley 259) Model T was instantly successful and for clear reasons and on top of it the automobile was simple in terms of mechanical principle that it could be pu t together quick and mastered to be put together by a new mechanic.With just one year of being on the market the automobile was established as a best seller and a leading moneymaker. (Brinkley 280) Ford sold 11,000 cars and he took over the industry by exceeding any producer or any profit made. (Brinkley 280) But with the product in such high demand it was soon established that the method of production needed to be altered to continue success for the quickly growing company. The process of putting the automobile together was one mechanic who was duty bound to move around in order to complete the car from bare frame to the completed automobile. Sward 71) Ford created minor changes by bringing all the tools needed in bins closer to the automobile so every time a new step of putting the car together had to be done the mechanic did not have to run to go get the correct parts and tools. (Sward 73)But this was not enough and Ford knew it so he called in a factory expert, Walter E. Flander s. (Sloan 157) Ford proposed a task for Flanders complete 10,000 cars in one year and he would be paid a bonus of twenty thousand dollars. Sloan 157) Flanders took on the task and went right to work by rearranging the equipment in the factor to make more efficient for the production. Flanders did successfully complete 10,000 cars and thanks to him Ford was now equipped with what was necessary for mass production and even more influential for Ford was what he had learned from Flanders work. (Sloan 163) Ford purchased a bigger factory and wanted to get straight to work applying what he had learned from Flanders but yet again this was a task that Ford would not complete quickly or easily.For 12 years Ford and his workers would alter a step of assembling an automobile and realize it worked in one aspect but prolonged another. (Sward 90) Ford Motors did this process over and over until at last Ford realized what he thought might be the solution he wanted to strive for straight line produ ction, placing what was needed in lines vertically so that as going thru putting together the automobile least amount of time would be wasted and they would have everything needed for each car in a long line.But this method was quickly outgrown by Ford Motors in 1913 they adjusted the method by giving each work a more narrow down task and they would just move from car to car completing that task. (Sward 92) This had positives but caused more cautious then the factory had ever seen people were constantly pushing against each other and confusion was being created. Ford Motors growth was not helping this stump in production because it was just getting more and more demands on the Model T. The demand for it was increasing every day and something had to be changed.The method of putting a car together from start to finish in motion was Ford and his men’s next inspiration. (Sward 100) They were ready in 1913 to put it to the test and the moving final assembly was to say the least su ccessful it could produce a Model T automobile in less than half the time it had previously taken. (Sward 102) Fords next invention was by accident when one of the assembly lines had broken because of too much weight and force on. (Wattz 267) This resulted in Ford creating the first complete continuing conveyor for the assembly of the car. Wattz 297) This made the process of assembling a car completely down to 93 minutes, now one tenth of the time it had taken 8 months before that. (Wattz 268) After this the rest was history, Ford continued to set multiple records and brought the company higher in every way, he created an empire. (Wattz 285) The story of Henry Ford is one with many setbacks and many accomplishments. The history changing events of the automobile itself with the first automobile and the first time it was brought to the United States to be mass produced started the spark for Ford.It leads to Fords first attempt and completion of an automobile. Leading to all the compan ies Ford worked for and ultimately to the creation of Ford Motors Company itself. The Model T the golden creation that came out of the company and then the assembly line that let that creation keep going successfully. Henry Ford was not educated and learned most of all he knew from trial and error and other individuals that was experienced and educated. But we cannot rule out Fords ambition, energy, mechanical genius, determination, and will to never stop without completing a task.All these characteristics merged with a mechanic from a farm created a man who created an empire that changed the world to this day. Henry Ford did not create the first automobile he created evolution in means of transportation, to say the least.Bibliography Douglas Brinkley, Wheels for the World (New York: Viking Penguin, 2003) Alfred P. Sloan, Jr, My Years With General Motors (New York: Doubleday & Company, 1963) Keith Sward, The Legend of Henry Ford (New York: Atheneum, 1968) Steven Watts, The Peopl e’s Tycoon Henry Ford and the American Century (New York: Alfred A. Knopf, 2005)