Anastasia Essay -- essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Anastasia   Ã‚  Ã‚  Ã‚  Ã‚   Anastasia, Grand Duchess of Russia, was a very mischievous little girl with a sharp sense of humor (McGuire 18). She was always described as having long fine fingers and baby blue eyes. As she grew older, her personality changed drastically because of her dramatic childhood. Her eyes and fingers remained the same but her wonderful personality had disappeared (Klier and Mingay 193). The daughter of Czar Nicholas II, Anastasia, may have survived the Russian Revolution, but what became of her, baffled historians. Czar Nicholas was the last emperor of Russia and ruled from 1894 until 1917. Throughout his life Nicholas lived within the shadows of his father (Lieven 1). Nicholas took the throne in 1894, he was easily influenced by others and quickly became a poor leader (Pipes 12). Right after Nicholas took the throne he married Princess Alix of Hesse-Darmstadt. Alix became the Grand Duchess of Russia. Her name was changed to Alexandra. Her religion was also changed to Russian Orthodox (King 77). The Czar and Czarina had 5 children. The youngest, Alexis had hemophilia. He was to be the next ruler of Russia, but unfortunately, the day never came (McGuire 31). During the late 1800’s and early 1900’s, Russia’s government began to decline. Czar Nicholas went against his advisor’s advice and led the Russians through the battle (Lieven 3). Nicholas was at war and had no idea what was happening in Russia. People were not getting enough food, and as a result became very violent; Worst of all Russia was losing the war (Pipes 65). Alexandra said, â€Å"This is the first time in my life I have no idea how to act. Until now god has shown me the way. Right now tho’ I cannot hear his instructions.† (Klier and Mingay 5). Alexis’s poor heath drastically increased. As a result, his mother had horrible mood swings and became very depressed (McGuire 31). Rasputin, a peasant healer from Siberia freely gave his advice to the Imperial family. â€Å"He came dressed in his crude country boots and caftan, from the start he was strangely at ease with the royal couple. He greeted them like old country cousins.† (Halliday 69). While Nicholas was away, Alexandra became very attached to Rasputin because he had healed Alexis from hemophilia and mended her broken heart. The Czar felt that Rasputin was an authentic voice of... ... no romantic legend. The two Anastasias represent the two faces of the twentieth century. One is a century that really existed, full of war and the slaughter of the innocents. The second is the century we longed to have, peace and family pleasures, and the dreams of any little girl who would close her eyes and become a princess.† People have been trying to find out what really happened to the Imperial Family for 75 years. The secrets of the family are no longer hidden among the dark trees of the Koptiaki forest outside Ekaterinburg (King 379). Many researchers say the real truth died with Anna Manahan. Historians are still baffled today because the bodies of Anastasia and Alexis were never found (McGuire 90). Many historians are still baffled today, and the bodies of Anastasia and Alexis were never found (McGuire 90). The real truth died with Anna Manahan. Biblography McGuire, Leslie. Anastasia; Czarina or Fake?. Minneapolis: Greenhaven Press, 1989. Pipes, Richard. A Concise History of the Russian Revolution. New York: Knopf, 1995. Lieven, Domnic. â€Å"Czar Nicholas II.† Microsoft Encarta Encyclopedia. CD ROM. Washington: Bloomsbury Publishing Place, 1999.

Maslow’s Hierarchy of Needs

1. Introduction In the field of management, motivating employees is a very important issue that managers have to consider. Research has shown in many cases that companies with motivated and satisfied employees are more efficient and productive. Considering the goal of the company, this can lead to higher profits and moreover to a good internal corporate culture. How can managers accomplish this task? Is it effective using Maslow’s theory to motivate employees? This paper will analyze why managers should not follow Maslow’s theory of needs in order to motivate employees.To prove this statement, the expose will focus on the model of Maslow’s hierarchy of needs, after giving a brief description of motivation. In addition the paper will examine how, according to Maslow, managers can satisfy these needs in a company. Furthermore the weaknesses are pointed out, also with the help of research studies. At the end, Alderfer’s ERG Theory is compared to Maslowâ€℠¢s theory , as he reshaped the hierarchy of needs, which will provide a better understanding of Maslow’s theory and especially of the weaknesses.Although Maslow’s theory is often used to illustrate the concept of motivation, it is not a reliable theory when utilizing it in practice. 2. Motivation In the context of Psychology motivation can be described as ‘ processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal ‘(Robbins 2007: 186). Many managers who do not see motivation in their employees tend to characterize them as lazy. However motivation is not a personal trait, and therefore can always be taught.This concludes that one should not deal with the question whether someone is motivated, instead one should find out what is causing the motivation or lack of motivation (Robbins 2007: 186) In the 1950’s some of the first need theories that explain how work-related behavior can be driven by satisfying needs, were formulated (Furnham 1992: 128). 3. Maslow’s Hierarchy of Needs The need hierarchy which is also associated with a pyramid , is divided into five levels which represent five basic needs. Maslow assumed that an individual had five needs which are activated in a hierarchical order.It was based on the prepotency of needs, meaning that a need emerged as a motivator as soon as a lower-need was satisfied (Heylighen 1992: 40) 3. 1 Model * Physiological Needs – food, water , air , shelter * Safety Needs – security, stability, protection * Love and Belongingness Needs– relationships, friends, family, socializing * Self-esteem Needs – achievement, reputation, independence, prestige * Self-actualization Needs – becoming everything one is capable of becoming (Maslow 1970 : 39-46) Counter argument: Maslow’s theory claims that all needs are not equal.In general, one might approve this statement as in many cases lower order needs take priority over higher order needs. However, in certain situations e. g escaping danger, hunger might be unimportant (Kalat 2008: 377). Therefore the hierarchical model does not provide an accurate picture of reality and does not consider these exceptions. 3. 2 Application on Management As Maslow claims, that once a need is satisfied, it does not serve as a motivator anymore, managers for example cannot only pay their employees more money, as this need will eventually be satisfied and no longer be a motivator.Instead they have to find other ways to satisfy the different needs (Robbins: 187) In the context of an organization (Sadri 2011 : 45-48) : * Physiological Needs – salaries, wages, bonuses * Safety Needs – health insurances, retirement plans * Love and Belongingness Needs – teamwork, company festivals, clubs * Self-esteem Needs –recognition, praise, competitions, promotions * Self-actualization Needs- tution reimbursement programs Counter a rgument: Maslow argues that a ‘satisfied need no longer motivates’. (Robbins 2007: 187).However, due to the fact that ‘ motivation is driven by the situation’ (Robbins 2007: 186) , for an employee who has reached self-esteem, job security can become a motivator again, in times of a financial crisis. 3. 3 Weaknesses * Motivation does not change only within an individual due to different situations, but also among all individuals (Robbins 2007: 186). Therefore managers have to know how to motivate each employee in an effective way according to Maslow. This is a big challenge, and unlikely to occur when implementing in reality. Another criticism of the theory itself is the aspect of culture. ‘ In countries like Japan, Greece, and Mexico, where uncertainty avoidance characteristics are strong, security needs would be on top of the need hierarchy’ (Robbins 2007: 212). This shows that the theory can only be applied to the American culture, where self -actualization is the goal of most individuals. * From 1966 to 1973, there have been many studies, which tested Maslow’s theory, however ‘these results were not supportive of Maslow’s need structure (Wahba,Bridwell 1976)’ (Berl, Williamson & Powell 1984: 34). 4. ERG TheoryClayton Alderfer, an american psychologist reworked Maslow’s hierarchy of needs and developed a theory called ERG Theory (Robbins 2007: 188) 4. 1 Comparison to Maslow’s Theory In comparison to Maslow, Alderfer distinguishes between three categories (Weihrich 2010: 331). * Existence Needs * Relatedness Needs * Growth Needs Alderfer criticised the hierarchic order, giving two reasons. * Firstly ,through the hierarchic order only one need can be satisfied at a time. Alderfer referred to this point in his theory, and affirmed that ‘ more than one need may be activated at a time’ (Kreitner 2007 : 238).For example, an employee might go to work in order to afford a pla ce to live, but also because he or she is motivated due to the good relationships with coworkers or managers (Weihrich 2010: 331-332). * On top of that Maslow justified his hierarchic order with the belief that ‘people tend to satisfy their needs systematically’ (Cole 2004: 36). However Alderfer argued that a ‘systematic movement up the hierarchy does not seem to be a consistent form of behavior for many people’ (Cole 2004: 36). 5. ConclusionThe examination of Maslow’s theory and the comparison to Alderfer’s theory lead to the conclusion that on one side, it is true that individuals have different needs and that they relate to work behavior, but unfortunately the hierarchic structure does not appropriately reflect reality. On top of that, it is impossible for managers to find out what need is dominating each employee, as it can change due to situations. Furthermore ,due to the aspect of culture you cannot place a specific need at the top.As th e weaknesses supported by the research, prove that the model does not work out in practice, it can be concluded that it is not advisable for managers to follow Maslow’s hierarchy of needs in order to motivate employees. Bibliography Berl,R. L, Williamson, N. C. , Powell,T. (1984) Industrial Salesforce Motivation: A Critique and Test of Maslow’s Hierarchy of Need. Journal of Personal Selling & Sales Management, 4(1), 33-39. Retrieved 26/04/2012 from EBSCO Cole, G. A. (2004) Management Theory and Practice. (6th edition) London : Geraldine Lyons. Retrieved 20/04/2012 from http://books. oogle. de/books? id=HQhvAnb4TgMC&printsec=frontcover&dq=management+theory+and+practice+cole&hl=de&sa=X&ei=IQ6XT7fCGIrNtAbqhommDg&ved=0CDQQ6AEwAA#v=onepage&q=management%20theory%20and%20practice%20cole&f=false Furnham, A. (1992) ,Personality At Work: The Role of Individual Differences In The Workplace. London : Routledge. Retrieved 24/04/2012 from http://books. google. de/books? id=v_hPuMqN_ d0C&pg=PA128&dq=need+theories&hl=de&sa=X&ei=i6WT42SEIfVsgbM8aicDg&ved=0CDAQ6AEwAA#v=onepage&q=need%20theories&f=false Heylighen, F. 1992). A Cognitive Systematic Reconstruction of Maslow's Theory of Self-Actualization. Behavioral Science. 37, 39-57 Retrieved 24/04/2012 from http://pespmc1. vub. ac. be/Papers/Maslow. pdf Kalat,J. (2008) Introduction to Psychology. (9th edition) Wadsworth: Cengage Learning Kreitner,R. , Kinicki A. (2007) Organizational Behaviour (7th edition ). New York : McGraw-Hill Maslow, A. H (1970) Motivation and Personality. (2nd edition). New York: Harper ; Row Publishers Sadri, G. , Bowen, R. C. (2011) Meeting employee requirements : Maslow’s Hierarchy of needs is still a reliable guide.Industrial engineer. 43 (10 ) ,44-48. Robbins, S. P, Judge,T. A. (2007) Organizational Behavior (12th edition) New Jersey: Pearson Education Weihrich,H. , Cannice,M. v. , Koontz, H. (2010) Management : A Global and Entrepreneurial Perspective. New Dheli : Tata McGraw Hil l Education. Retrieved 22/04/2012 from http://books. google. de/books? id=6vRX9w7ukhcC;pg=PA331;dq=alderfer+erg+theory;hl=de;sa=X;ei=Hj-UT_a0EMvdsgbOstyiBA;ved=0CFwQ6AEwCA#v=onepage;q=alderfer%20erg%20theory;f=false Maslow’s Hierarchy of Needs 1. Introduction In the field of management, motivating employees is a very important issue that managers have to consider. Research has shown in many cases that companies with motivated and satisfied employees are more efficient and productive. Considering the goal of the company, this can lead to higher profits and moreover to a good internal corporate culture. How can managers accomplish this task? Is it effective using Maslow’s theory to motivate employees? This paper will analyze why managers should not follow Maslow’s theory of needs in order to motivate employees.To prove this statement, the expose will focus on the model of Maslow’s hierarchy of needs, after giving a brief description of motivation. In addition the paper will examine how, according to Maslow, managers can satisfy these needs in a company. Furthermore the weaknesses are pointed out, also with the help of research studies. At the end, Alderfer’s ERG Theory is compared to Maslowâ€℠¢s theory , as he reshaped the hierarchy of needs, which will provide a better understanding of Maslow’s theory and especially of the weaknesses.Although Maslow’s theory is often used to illustrate the concept of motivation, it is not a reliable theory when utilizing it in practice. 2. Motivation In the context of Psychology motivation can be described as ‘ processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal ‘(Robbins 2007: 186). Many managers who do not see motivation in their employees tend to characterize them as lazy. However motivation is not a personal trait, and therefore can always be taught.This concludes that one should not deal with the question whether someone is motivated, instead one should find out what is causing the motivation or lack of motivation (Robbins 2007: 186) In the 1950’s some of the first need theories that explain how work-related behavior can be driven by satisfying needs, were formulated (Furnham 1992: 128). 3. Maslow’s Hierarchy of Needs The need hierarchy which is also associated with a pyramid , is divided into five levels which represent five basic needs. Maslow assumed that an individual had five needs which are activated in a hierarchical order.It was based on the prepotency of needs, meaning that a need emerged as a motivator as soon as a lower-need was satisfied (Heylighen 1992: 40) 3. 1 Model * Physiological Needs – food, water , air , shelter * Safety Needs – security, stability, protection * Love and Belongingness Needs– relationships, friends, family, socializing * Self-esteem Needs – achievement, reputation, independence, prestige * Self-actualization Needs – becoming everything one is capable of becoming (Maslow 1970 : 39-46) Counter argument: Maslow’s theory claims that all needs are not equal.In general, one might approve this statement as in many cases lower order needs take priority over higher order needs. However, in certain situations e. g escaping danger, hunger might be unimportant (Kalat 2008: 377). Therefore the hierarchical model does not provide an accurate picture of reality and does not consider these exceptions. 3. 2 Application on Management As Maslow claims, that once a need is satisfied, it does not serve as a motivator anymore, managers for example cannot only pay their employees more money, as this need will eventually be satisfied and no longer be a motivator.Instead they have to find other ways to satisfy the different needs (Robbins: 187) In the context of an organization (Sadri 2011 : 45-48) : * Physiological Needs – salaries, wages, bonuses * Safety Needs – health insurances, retirement plans * Love and Belongingness Needs – teamwork, company festivals, clubs * Self-esteem Needs –recognition, praise, competitions, promotions * Self-actualization Needs- tution reimbursement programs Counter a rgument: Maslow argues that a ‘satisfied need no longer motivates’. (Robbins 2007: 187).However, due to the fact that ‘ motivation is driven by the situation’ (Robbins 2007: 186) , for an employee who has reached self-esteem, job security can become a motivator again, in times of a financial crisis. 3. 3 Weaknesses * Motivation does not change only within an individual due to different situations, but also among all individuals (Robbins 2007: 186). Therefore managers have to know how to motivate each employee in an effective way according to Maslow. This is a big challenge, and unlikely to occur when implementing in reality. Another criticism of the theory itself is the aspect of culture. ‘ In countries like Japan, Greece, and Mexico, where uncertainty avoidance characteristics are strong, security needs would be on top of the need hierarchy’ (Robbins 2007: 212). This shows that the theory can only be applied to the American culture, where self -actualization is the goal of most individuals. * From 1966 to 1973, there have been many studies, which tested Maslow’s theory, however ‘these results were not supportive of Maslow’s need structure (Wahba,Bridwell 1976)’ (Berl, Williamson & Powell 1984: 34). 4. ERG TheoryClayton Alderfer, an american psychologist reworked Maslow’s hierarchy of needs and developed a theory called ERG Theory (Robbins 2007: 188) 4. 1 Comparison to Maslow’s Theory In comparison to Maslow, Alderfer distinguishes between three categories (Weihrich 2010: 331). * Existence Needs * Relatedness Needs * Growth Needs Alderfer criticised the hierarchic order, giving two reasons. * Firstly ,through the hierarchic order only one need can be satisfied at a time. Alderfer referred to this point in his theory, and affirmed that ‘ more than one need may be activated at a time’ (Kreitner 2007 : 238).For example, an employee might go to work in order to afford a pla ce to live, but also because he or she is motivated due to the good relationships with coworkers or managers (Weihrich 2010: 331-332). * On top of that Maslow justified his hierarchic order with the belief that ‘people tend to satisfy their needs systematically’ (Cole 2004: 36). However Alderfer argued that a ‘systematic movement up the hierarchy does not seem to be a consistent form of behavior for many people’ (Cole 2004: 36). 5. ConclusionThe examination of Maslow’s theory and the comparison to Alderfer’s theory lead to the conclusion that on one side, it is true that individuals have different needs and that they relate to work behavior, but unfortunately the hierarchic structure does not appropriately reflect reality. On top of that, it is impossible for managers to find out what need is dominating each employee, as it can change due to situations. Furthermore ,due to the aspect of culture you cannot place a specific need at the top.As th e weaknesses supported by the research, prove that the model does not work out in practice, it can be concluded that it is not advisable for managers to follow Maslow’s hierarchy of needs in order to motivate employees. Bibliography Berl,R. L, Williamson, N. C. , Powell,T. (1984) Industrial Salesforce Motivation: A Critique and Test of Maslow’s Hierarchy of Need. Journal of Personal Selling & Sales Management, 4(1), 33-39. Retrieved 26/04/2012 from EBSCO Cole, G. A. (2004) Management Theory and Practice. (6th edition) London : Geraldine Lyons. Retrieved 20/04/2012 from http://books. oogle. de/books? id=HQhvAnb4TgMC&printsec=frontcover&dq=management+theory+and+practice+cole&hl=de&sa=X&ei=IQ6XT7fCGIrNtAbqhommDg&ved=0CDQQ6AEwAA#v=onepage&q=management%20theory%20and%20practice%20cole&f=false Furnham, A. (1992) ,Personality At Work: The Role of Individual Differences In The Workplace. London : Routledge. Retrieved 24/04/2012 from http://books. google. de/books? id=v_hPuMqN_ d0C&pg=PA128&dq=need+theories&hl=de&sa=X&ei=i6WT42SEIfVsgbM8aicDg&ved=0CDAQ6AEwAA#v=onepage&q=need%20theories&f=false Heylighen, F. 1992). A Cognitive Systematic Reconstruction of Maslow's Theory of Self-Actualization. Behavioral Science. 37, 39-57 Retrieved 24/04/2012 from http://pespmc1. vub. ac. be/Papers/Maslow. pdf Kalat,J. (2008) Introduction to Psychology. (9th edition) Wadsworth: Cengage Learning Kreitner,R. , Kinicki A. (2007) Organizational Behaviour (7th edition ). New York : McGraw-Hill Maslow, A. H (1970) Motivation and Personality. (2nd edition). New York: Harper ; Row Publishers Sadri, G. , Bowen, R. C. (2011) Meeting employee requirements : Maslow’s Hierarchy of needs is still a reliable guide.Industrial engineer. 43 (10 ) ,44-48. Robbins, S. P, Judge,T. A. (2007) Organizational Behavior (12th edition) New Jersey: Pearson Education Weihrich,H. , Cannice,M. v. , Koontz, H. (2010) Management : A Global and Entrepreneurial Perspective. New Dheli : Tata McGraw Hil l Education. Retrieved 22/04/2012 from http://books. google. de/books? id=6vRX9w7ukhcC;pg=PA331;dq=alderfer+erg+theory;hl=de;sa=X;ei=Hj-UT_a0EMvdsgbOstyiBA;ved=0CFwQ6AEwCA#v=onepage;q=alderfer%20erg%20theory;f=false

Collins and Yeskel

Rising personal debt is one of the consequences of growing inequality. Over 60 percent of americans carry a personal debt every month and the average family is said to cary a nine thousand dollar debt. The reading talked about how people are now using credit cards to pay for things like groceries and gas, something we would of paid for in cash on the regular in the past. I find this very dangerous. The main reason i find this dangerous is because having to buy groceries and gas on credit probably means you don't feel you have the money at the given time to actually pay for it.This means a person is living pay check to pay check and has little to no money to put in savings which could hurt in the future. I feel this is primarily dangerous for middle to low income households. If one of these households are buying food and gas on credit and cant afford to put money in savings and they happen to fall on a hard time they will put themselves into further debt and cause family issues.Suburb anization of america was driven by the government and contributed disparities of wealth between whites and blacks by creating areas between the 1930’s-1960’s that were categorized by zones where certain people could live. On maps areas were broken down by color to determine the most desirable places to live. Green was a desirable area where it was predominately white and red was an undesirable place to live where it was mostly black, mixed race, or other races.The FHA would give loans based off of this data based off of who applied for them and also loans interest rates would be adjusted accordingly in the same fashion. Today we see that older generations properties in these suburban areas are starting to mix racially since this older style of suburbanization has been outlawed. Over time the larger interest rates and zoning has created problems between different ethnic groups and not areas are becoming more diverse.

Stat 1350 - Elementary Statistics Essays - Econometrics, Bathing

Stat 1350 - Elementary Statistics Essays - Econometrics, Bathing Stat 1350 - Elementary Statistics Jigsaw Review for Test 2 Chapters 14-15 and 17-20 Group 1 - Regression - Chapters 14-15: 1. From Rex Boggs in Australia comes an unusual data set: before showering in the morning, he weighed the bar of soap in his shower stall. The weight goes down as the soap is used. The data appear in Table II.3 (weights in grams). Notice that Mr. Boggs forgot to weigh the soap on some days. [pic] A. Plot the weight of the bar of soap against day. [pic] [pic] B. Is the overall pattern roughly straight-line? Based on your scatterplot, is the correlation between day and weight close to 1, positive but not close to 1, close to 0, negative but not close to -1, or close to -1? Explain your answer. The overall pattern is roughly straight-line. The correlation would be close to -1 since the points are very close to lying on a straight decreasing line. C. Find the equation for the least-squares regression line for the data in Table II.3 and write it below. Draw the regression line on your scatterplot from the previous exercise. y = 133.18 - 6.31x 1) Explain carefully what the slope b = -6.31 tells us about how fast the soap lost weight. Every day the weight of the soap decreases 6.31 grams. 2) Mr. Boggs did not measure the weight of the soap on Day 4. Use the regression equation to predict that weight. y = 133.18 - 6.31(4) = 107.94 grams 3) Use the regression equation in the previous exercise to predict the weight of the soap after 30 days. Why is it clear that your answer makes no sense? What's wrong with using the regression line to predict weight after 30 days? After 30 days the soap would weigh - 56.12 grams which is physically impossible. Extrapolation is risky!!! Group 2 - Probability - Chapters 17-20 1 Choose a student at random from all who took Stats 1350 in recent years. The probabilities for the student's grade are [pic] a) What must be the probability of getting an F? b) What is the probability that a student will fail the class (earn D or F)? c) If you choose 5 students at random from all those who have taken Stats 1350, what is the probability that all the students chosen got a B or better? d) To simulate the grades of randomly chosen students, how would you assign digits to represent the five possible outcomes listed? e) Use lines 101-102 from the Random Number Table to simulate 10 repetitions of randomly choosing 5 students and use your results to estimate the probability that all five students chosen got a B or better. How does this compare to the probability you calculated in part (c)? Explain. 2. Rotter Partners is planning a major investment. The amount of profit X is uncertain, but a probabilistic estimate gives the following distribution (in millions of dollars): [pic] What is the expected value of the profit? Interpret this value in a complete sentence in the context of the problem. Group 3 - Probability - Chapters 17-20 (continued) 1. Choose a student in grades 9 to 12 at random and ask if he or she is studying a language other than English. Here is the distribution of results: [pic] a) Explain why this is a legitimate probability model. b) What is the probability that a randomly chosen student is studying a language other than English? (c) What is the probability that a randomly chosen student is studying French, German, or Spanish? 2. Abby, Deborah, Mei-Ling, Sam, and Roberto work in a firm's public relations office. Their employer must choose two of them to attend a conference in Paris. To avoid unfairness, the choice will be made by drawing two names from a hat. (This is an SRS of size 2.) (a) Write down all possible choices of two of the five names. These are the possible outcomes. (b) The random drawing makes all outcomes equally likely. What is the probability of each outcome? (c) What is the probability that Mei-Ling is chosen? (d) What is the probability that neither of the two men (Sam and Roberto) is chosen? Group 4 - Probability - Chapters 17-20 (continued) 1. Are Americans interested in opinion polls about the major issues of the day? Suppose that 40% of all adults are very interested in such

Free sample - Attracting Students to NOVA Southeastern University. translation missing

Attracting Students to NOVA Southeastern University. Attracting Students to NOVA Southeastern UniversityTertiary institutions such as colleges and universities need a constant supply of students in order to meet their financial needs in not only their daily running costs but also to meet costs incurred in research. Nova Southeastern University, a private, non-profit making university, is no exception. It has endeavored to create a sustainable environment for learning which is further supported by a vibrant on-campus life which is vital to students in choosing the institution of higher learning in which to study in. This essay therefore, explores ways in which Nova Southeastern University can attract more students in order to facilitate smoother running in its activities. The overall need for Nova Southeastern University is to encourage students to study the various courses offered in the instituition and make a career out of it. There is hence a need for the institution to communicate its discovery of the various fields and the deep level of satisfaction enjoyed in pursuance of these courses. The institution needs to phrase from a point of view as to: What attracted this particular student to that specific course? What other fields did the student consider, and why did the student not any choose them? These disciplines need to be presented individually on a basis of their worthwhile, attractive, diverse, challenging and readily on hand career opportunities which is the vital endpoint that students are mainly interested in. The motivation criteria should not be based on academic self-interest but rather on their personal and professional fulfillment. The students need to envision themselves as successful in their careers after graduating. This will gr eatly compliment all enthusiastic efforts at encouraging the students to enroll at the university. In addition, the efforts put in place should also be persistent, patient and realistic. This is since it takes a considerable amount of time to build a critical student mass that shall enroll in the diverse courses offered in the university. It is important to encourage students to join Nova Southeastern University as early as in high school and pre-college. Generally, the university’s employees should act as ambassadors wherever they are. Quick, informative and well-thought out responses in answer to any impromptu questions should be formulated before-hand since the employee may be talking to a potential student. Mainly, careers in Mathematics and Statistics are neglected by students under the perception that they are difficult. Most students are not aware of courses such as Applied Statistics and Physics as a career option. Therefore, presentations should be made to high school students during promotion campaigns. During those visits, those responsible for the awareness program should arrange to meet with guidance counselors or better, invite them to the sessions. Further, support should be accorded to the admissions offices by meeting, calling or writing to prospective students and their parents. Ongoing studen ts can also make presentations at each department’s office preview or open house days. By doing so, they are viewed as diplomats or ambassadors advocating these courses. In addition, the ongoing students can offer campus tour guides for those students who envision joining the university. The university’s alumni can come in handy in displaying Nova Southeastern university as a prestigious institution of which they are proud to be associated with. Various workshops can be very vital in ensuring presentations communicate the intended purpose such as a Quantitative Literacy workshop. The other vital focal point is during the Welcome Week. Most students either change courses or permanently leave the university during this week. Therefore, several changes need to be implemented in order to reverse this trend. Lecturers should be careful when issuing their preliminary promotional remarks so as not to either scare students away or impart an impression that they are in for a rough time and under pressure. In the welcome week, the facilitator should avoid all stereotypical examples that make fun of the discipline and create the impression of drudgery. Each department should have a well written overview of the course. During orientation week, an introduction seminar should be held whereby the essence of studying each particular course is insisted upon. A real-life research project can be presented so as to demonstrate the applicability of that particular field of study in a real case scenario. However, caution must be taken as to the depth of the details since they enta il a complex methodology which might end up building a lasting negative impression. During the second year, students should be encouraged to take up introductory courses rather than in the first year in order to avoid confusion and a feeling of being overloaded. All introductory courses should be taught by the experts in that particular faculty rather than outsourcing from other departments in related and common courses. Preferably, the lecturers should have ample consulting experience gained either as faculty member or full-time consultant in the required field. This is since practitioners not only bring more relevance in the field of study but also express more enthusiasm in teaching. The university should also ensure various departments inter-collaborate so as to look for opportunities both inside and outside the institution. Emphasis should be placed on multidiscipline interaction coupled with strong interpersonal and communication skills. During the registration advisement period, personal contact should be made with the students who had performed best and encourage them to take up the course and additional courses in the semester. The departmental head should solicit support from fellow colleagues in the preparation of information sheets that indicate on the course prerequisites, the semester sequencing and current offerings in the field. Continuous encouragement and support for students till graduation should be availed so as not to end up with a situation whereby the number of those enrolling is higher but with a minimal corresponding number of grandaunts. There are various other vital points in not only enrolling but maintaining a stable number of students in the university. Chief among this is mentorship. An initiative should be taken to contact students regularly so as to offer encouragement and advice as they continue to work towards graduating in these courses. The mentor should be available and approachable informally so as to boost self-confidence and the belief in oneself. Further, the mentor can involve the students in his or her personal research and consultancy. Secondly, it is vital to conduct surveys through interviews on grandaunts. Establish why they chose that career path and ask for their view on what would attract more students into that career path. This can be extended to a similar survey conducted in students already practicing in that field. Have them analyze the measures that have been put into place and let them point out the strengths and weaknesses of the same. Thirdly, publish success story of the successful alumni in each field and avail them in the student’s library and departmental websites. Finally, it is important to incorporate technology. The university should embrace e-learning which ensures students can study at the comfort of their homes and which shall also further its distance education program. If Nova Southeastern University shall continue to thrive and expand its student base in the face of stiff competition, there as a need to implement the aforementioned changes as rapidly as possible. Although most of these changes will take time, in the long-run, the benefits acquired will far outmatch the physical and financial effort put in the implementation of these strategies.

Procurement Plan Essay Example | Topics and Well Written Essays - 1750 words

Procurement Plan - Essay Example Project Procurement is a stage during the project where the actual purchasing of goods and services for the project from different vendors takes place. This suggests that this process involves different internal as well as external actors therefore the whole process become more complicated as the project managers has to establish and manage long term strategic relationships with the vendors. This document will present a comprehensive procurement plan for our proposed project and would also attempt to align it with the rest of the project besides discussing the bidding methods for the proposed procurement. This section of the plan will discuss the overall scope of the project by discussing the need for the implementation of the project and the expected outcomes to be achieved with the implementation of the proposed scheduling tool. Over the period of time, project managers at American Property Development Corporation (APDC) have been working on individual projects with different scheduling tools. They were involved in buying the scheduling tools while remaining in their budgetary limits as well as were also involved in engaging with the contractors of their choice. However, with the implementation of this project, this practice would be stopped and a standardized scheduling tool would be implemented across all the working territories i.e. USA and Canada. The purpose of this project is to standardize the different practices across the organization and implement different tools and techniques to be used simultaneously. This would allow standardization of the processes by streamlining them according to the overall purpose of the organization. The implementation of the project for the procurement of scheduling tool is based on the assumption that it will help to achieve efficiency as well as effectiveness in operations across the board and would also allow to bring in more standardization in the processes. Schedule This section of the procurement plan would discuss the schedule for different activities which are going to take place over the period of the implementation of the project. The activities related with the project are going to be divided into three different categories in terms of procurement process. These activities are: 1. Pre-Procurement activities 2. Procurement activities 3. Post Procurement activities Pre-Procurement activities would involve the identification of the key requirements of the project i.e. what is the actual purpose of the project and how it is going to be achieved. This would also mean that the Pre-Procurement activities would also involve the identification of the software, hardware requirement, need for human resources as well as the identification of the sources for procurement of the required equipment. Procurement activities would involve the identification of the vendors, their solicitation as well as the writing of

Urban renewal in the al-Darb al-Ahmar District of the Cairo Essay

Urban renewal in the al-Darb al-Ahmar District of the Cairo - Essay Example However, this area is ripe for revitalization, as the residences of the area are committed to living there, and are willing to commit time and resources to make it happen. This paper will describe the history of the al-Darb Al-Ahmar area, as well as detail the reasons why it is ripe for revitalization, and the steps that are being taken to accomplish this. Brief Historical Analysis The history of al-Darb Al-Ahmar, according to Rashidi (2005), was that it was a settlement that was located just outside the walled city of Fatimid, which was the palace-city inside the city of Cairo, Egypt. The neighborhood was originally a cemetery, and, after the exodus of the population within the walled city after periods of drought and famine in the 11th Century, has brought people outside the walls of the precinct. This expanded the walls of the Fatimid to encompass other urban developed areas, and the al-Darb Al-Ahmar became one of the first areas that were a part of this urban expansion. The Citadel, within the al-Darb Al-Ahmar area, became the seat of power, which helped shape the urban development of the area, according to Rashidi (2005). The eastern city wall, which extended past the Citadel, formed the outer edge of the al-Darb Al-Ahmar, and the al-Darb Al-Ahmar area became an important area for the functioning of the city of Cairo. Because the Citadel remained the seat of power, the al-Darb area became a prestigious area, and became the centre of the economic and political life during the Mamluk period (Rashidi, 2005). The city is very historical, as many of the buildings w hich are institutional in nature have been present since the medieval era. The residential buildings, however, from that era have long since been torn down to make way for palaces and mosques. The institutional buildings have been supported by endowments, especially the religious buildings, and these buildings still stand. Religious buildings are not the only institutional buildings that have remained, as a hospital built around 1420, which is in the Citadel area, still remains, through endowments by the civic court institutions (Rashidi, 2005). In the modern day, there have been mixed attempts to preserve the area of the al-Darb, according to Rashidi (2005). The historic buildings have been preserved by the Comite de Conservation des Monuments de l’Art Arabe, which is an organization that has been dedicated to preserving the historical monuments of the area. Specifically, these historical monuments were being encroached by the derelict properties that surrounded these monume nts. However, the plan to get rid of these encroachments, so that the monuments were free-standing went too far, according to Rashidi (2005), in that all of these buildings were demolished, which damaged the urban fabric. Moreover, the planners, through the years, although well-intentioned, also helped to undermine the urban area, as they did not take into account that entire areas of the neighborhood should be considered to be historic. This resulted in such actions as widening the streets, without regard to social and urban consequences of doing so, and this made the urban fabric of the al-Darb Al-Ahmar decay. The al-Darb Al-Ahmar Project The al-Darb Al-Ahmar project came about, according to The Aga Khan Trust for Culture (2005), because the neighborhood was decaying. The refuse was piling up in alleyways, and landlords did not care for their properties. Yet, the neighborhood is one of the most