The Basics of String Theory

The Basics of String Theory String theory is a mathematical theory that tries to explain certain phenomena which is not currently explainable under the standard model of quantum physics. The Basics of String Theory At its core, string theory uses a model of one-dimensional strings in place of the particles of quantum physics. These strings, the size of the Planck length (10-35 m), vibrate at specific resonant frequencies. Some recent versions of string theory have predicted that the strings could have a longer length, up to nearly a millimeter in size, which would mean theyre in the realm that experiments could detect them. The formulas that result from string theory predict more than four dimensions (10 or 11 in the most common variants, though one version requires 26 dimensions), but the extra dimensions are curled up within the Planck length. In addition to the strings, string theory contains another type of fundamental object called a brane, which can have many more dimensions. In some braneworld scenarios, our universe is actually stuck inside of a 3-dimensional brane (called a 3-brane). String theory was initially developed in the 1970s in an attempt to explain some inconsistencies with the energy behavior of hadrons and other fundamental particles of physics. As with much of quantum physics, the mathematics that apply to string theory cannot be uniquely solved. Physicists must apply perturbation theory to obtain a series of approximated solutions. Such solutions, of course, include assumptions which may or may not be true. The driving hope behind this work is that it will result in a theory of everything, including a solution to the problem of quantum gravity, and to reconcile quantum physics with general relativity, thus reconciling the fundamental forces of physics. Variants of String Theory The original string theory focused only on boson particles. Superstring theory (short for supersymmetric string theory) incorporates bosons with another particle, fermions, as well as supersymmetry to model gravity. There are five independent superstring theories: Type 1Type IIAType IIBType HOType HE M-Theory: A superstring theory, proposed in 1995, which attempts to consolidate the Type I, Type IIA, Type IIB, Type HO, and Type HE models as variants of the same fundamental physical model. One consequence of the research in string theory is the realization that there is an immense number of possible theories that could be constructed, leading some to question whether this approach will ever actually develop the theory of everything that many researchers originally hoped. Instead, many researchers have adopted a view that they are describing a vast string theory landscape of possible theoretical structures, many of which do not actually describe our universe. Research in String Theory At present, string theory has not successfully made any prediction which is not also explained through an alternative theory. It is neither specifically proven nor falsified, though it has mathematical features which give it great appeal to many physicists. A number of proposed experiments might have the possibility of displaying string effects. The energy required for many such experiments is not currently obtainable, although some are in the realm of possibility in the near future, such as possible observations from black holes. Only time will tell if string theory will be able to take a dominant place in science, beyond inspiring the hearts and minds of many physicists.

New Concept evaluation with planning & execution proposals Essay

New Concept evaluation with planning & execution proposals - Essay Example As Griffin’s model above indicates, the addition of a new product line is the riskiest venture that a company can undertake so careful planning and execution is required to avoid negative cost and schedule variances. In addition, dehumidifiers are already market available so consumer perspectives need to be taken into account to deal with concerns with existing competition. The customer will be treated as a co-creator for the current project as explained by Nambisan (2002). In order to pursue product development for the proposed dehumidifier, a gate stage model will be used to plan various stages and oversee their productive gains from concept to final market product. This report will discuss the various phases, their gated formations and checks available to ensure a smooth product development process for the proposed dehumidifier. The stage-gate (alternatively phase-gate) technique is utilised in project management when dealing with new product development. Product development processes are broken down into various phases that are limited by the presence of gates. Each phase has its own sets of objectives to achieve. Once these objectives are achieved, the selected gatekeepers review the progress and decide if the project is to be moved into the next stage or if it is to be revised or rejected altogether. The iterative character of the entire process ensures that risks are minimised, contingencies are adapted for and that the project remains as market relevant as possible (Chao et al., 2005). The zero phase is intended to allow for project management planning through the confluence of different departments that would need to corroborate for product development. This phase also known as â€Å"fuzzy front end† is aimed to solicit ideas from various team members in order to decide if the idea is workable in the given circumstance and to

Encouraging University Freshmen to Perceive Writing Positively Essay

Encouraging University Freshmen to Perceive Writing Positively - Essay Example Though this is expected, hard working students find the subject interesting after attending a few classes. They use the available materials from such sources as Think Tank, WSIP, the library, as well as UITS to develop their skills, thus finding it easy to do the subject. On the other hand, those who do not put in enough effort find the subject tasking, thus developing a negative attitude towards the subject. This hinders the ability of such students to excel in the subject. Consequently, the overall performance of the student gets affected, as other subjects also require them to write assignments as part of their course work. Therefore, I urge you to maintain a positive attitude towards this particular subject as it defines part of your success story at the university. I joined the writing class without much knowledge on how to do good writing. I had problems with constructing logical sentence, and maintaining flow in my work. More to these, I had problems with clarity as most of my points were disorganized, which made it difficult to comprehend my writing. In addition to these, the tenses gave me a load of problems, which gives you enough reasons that I was once a pathetic writer. However, I believe a determined mind conquers any difficulty. Consequent to this belief, I purposed to improve in all these areas. I attended my lectures punctually, and paid attention to the lessons. More to these, I set time to practice my writing skills on a daily basis, leading to an improvement in four weeks.

What the Vietnam Vets Can Teach Us Essay Example | Topics and Well Written Essays - 1000 words

What the Vietnam Vets Can Teach Us - Essay Example The clearest part despite all that took place during that horrific moment is that nothing sunk in the minds of Americans as virtues such as negligence or even corruption is practiced, meaning it did not paint any picture in the minds of the citizens. The veteran’s memorial should be a constant reminder to whoever comes across it and should recall and things done back then should not be repeated.   Certain myths are unique to specific cultures, and with them as Barthes Roland tell it,4 they serve different functions. They can either honor or disguise the culture eroding both facts and truths that were behind it. They are meant to bring citizens like a community shunning evil practices and embracing harmony. Not all this is accomplished as you’ll still find people in America suffering with their children and you’d conclude that time has elapsed them or isn’t the society giving back? The setting of the memorial I’m meant to understand is supposed to bury the hatchet and give birth to an entirely different society with different perspectives. (Warren 2004) With the veterans, you’ll find moral seriousness in particular unlike a different kind of America on the basis of what one learnt, observed and got from the experience according to the senses based on; violence and brutality underwent. This brought about a different kind of behavior in the manner the vets treat and address each other based on  mutual respect and love. A conversation with Beikirch Gary similarly proves as the medal5 reward awarded to him intensifies him about the war times, how far he has come to attain the presidency of the Genesse valley V.V.A chapter and above all he knows he’s appreciated by his country. Unlike the other Americans, the vets were different in that they stood for one another shared together helped each other and showed generosity to their selves. They stand for justice and are optimistic it’s going to be practiced by th e citizens and those in power. This prompts them to lead by example as majority of Americans lack a sense of personality in the creation of moral values. If allowed, the vets would be willing to go and finish what they started for the sake of America. (Sung 1998)   As different as we are, so were they in their time and childhood years. There are some whom were lucky and their fathers happened to be involved in the Second World War. This was a merit as traits, tactics and morals would be passed to them with ease and out of experience to make them belief in the glory brought about the war. Catholics who were not lucky got a chance   as well as challenges through Kennedy George as he publicly asked, what they would do for their country individually, in the quest to kick out communism, not only to please their religious leader nor those in power or elders, but mostly God. There are those who embraced the war, and in my opinion I would say it was the lack of knowledge, love and ignor ance in order to satisfy what their elders were unable to accomplish. Loss of a loved would have prompted so many to join with the motive of revenging. (Terry 1984) I support them as having been cut off from all sustaining world activities as it was not only some way to reunite, but also a common practice with the entire nation. They were facing extinction and this made them feel left out. But it was different for some as they could not bear what they did during that particular time, and their conscience judged them of their doings prompting to rhetoric questions to a point of wanting to commit suicide. This is evident that depression is downing on them now as in the beginning they lacked knowledge and dashed into war without even thinking about the aftermath.

The Case Study On Employees Motivation Of Starbucks Beijing Management Essay

The Case Study On Employees Motivation Of Starbucks Beijing Management Essay The purpose of this questionnaire is to investigate the current situation of employees satisfaction in Starbucks of Beijing. In order to know how satisfied employees are with Starbucks of Beijing, the questionnaire must refer to every aspects of employees work life. That is to say, any factor which will influence their satisfaction with Starbucks of Beijing should be designed into a question. The questionnaire is designed from the analysis of four aspects. The first one is employees satisfaction with the reward they get for their work. In the aspect of work reward, there are three problems that must be paid enough attention to. That whether the employee is satisfied with his own pay is the basic one. If the employees feel fair when comparing his pay with his investment, if the employees feel fair when comparing his own pay with others. The two problems come from the fairness theory in motivation, which means that the fairness include absolute fairness and relative fairness. And then is the employee option program of Starbucks, which is one of the welfare of Starbucks. Referring to the employee option program, it is an interesting thing. In Starbucks, the employee is not called employee, but partner. That is to say, if you are employed by Starbucks, you will be probable to become the stakeholder of Starbucks. This is also a type of reward for employees. So the relationship between employees work motivation and the employee option progra m should also be investigated. The second one is employees satisfaction with their own job. That is to say, what the employee values most beside the pay should also be taken seriously in their work. These factors include their work environment, a sense of achievement, Harmonious interpersonal relationships, the opportunity to improve ones skill, and so on. For example, if they are interested in the work, their feeling about the challenge of their job and if they can get a sense of achievement in their work. And also, the personal growth in the work is also important for the employees working motivation. And then in the aspect of the employees satisfaction with the work itself, a theory must be considered. That is the goal-setting theory. Through the theory, goal-setting in the work is necessary and important. And also the goal should be specific. There are three questions, which are designed considering from the goal-setting theory. If the employee likes setting a goal in his work, the goal should be specific or c oncrete, and then if the employee want to participate in the process of setting the goal together with his administrators. And then the third one is employees satisfaction with their work environment and work group. The employees satisfaction with the work environment and work group is a very important one among the factors that influence his satisfaction and work motivation. As is known to all, one person will work more comfortably and more effectively in an environment that he likes. So the employees satisfaction with his work environment must be paid enough attention, when considering the employees work motivation and satisfaction. And then is the work group. This problem can be divided into two parts. The first one is the employees relationship with his direct superior. The superiors attitude towards his employees, the superiors work style, leading style and some other things will all influence the employees satisfaction and work motivation. And the last one is employees satisfaction with the company. That is the employees general impression about Starbucks. The employees attitude towards the company policy, whether it is positive or negative is very important. And then the companys attention on employees is enough or not. For example, whether the company gives the employee enough opportunity to grow and show his personal ability is very important for the employees satisfaction. The employees view about the company performance and about the staff ability of the company can also inflect the employees impression about the company. In addition, the sense of belonging and identity in the company is also a sign of satisfaction with the company. 2.  Ã‚  Ã‚  Data Collection Before the process of collecting the data, a series of problems must be considered and settled. For example, the way of carrying out the investigation, the location of the process of writing the questionnaires, the ratio of the gender and age of these objectives and the ratio of employees of different level positions. These problems must be settled perfectly before the process of investigating. In order to have reliable data, 100 questionnaires must be sent out, of which 80 will be useful for us. That is to say, 100 employees should be selected from all of the employees of Starbucks in Beijing. In addition, 80 of these 100 questionnaires are expected to be effective and reliable. In Beijing, there are about 35 stores of Starbucks. Among those stores, 5 stores of them are selected randomly according to their locations. And then 100 employees of these 5 stores will be the research objects of the questionnaire. And also, these 20 people of every store are selected randomly. The Starbucks stores we research are all of Beijing, of which the locations are relatively intent. And then, the number of employees that we should research is not so much. In addition, in order to get a set of reliable data from these employees, we had better send out these questionnaires and then collect them after about 2 hours. During the two hours, these objectives can answer these questions at the most natural state. So we can carry out the investigation by the way of sending out on-site questionnaires in these objective Starbucks stores. Firstly, we ask the managers of these stores and get their allowance to carry out the questionnaire. Considering the busy work-time of the employees of Starbucks Beijing, the time is set at 12:30 to 14:30. At that time, the employees have a little work to do and have enough time to thingk carefully about the questions on the questionnaire. In addition, twenty objectives of every store will be a large task and work. So the questionnaire is carr ied out in five days. The time is from August 15th to 19th. The time arrangement assures the reliablity of the employees answers. In order to study if there are differences between male employees and female employees, the gender ratio should be also considered. In Starbucks of Beijing, the ratio of female employees is aliitle more than the ratio of male employees. So during the questionnaire, the female employees will be also a little more than male employees. Also, the difference between the old employees and young employees should also be investigated. In Starbucks Beijing, younger employees are more than older employees. Therefore, in the investigation, about 30% of all the objectives are in the age range of 35 to 45 and the other 70% are in the age range of 25 to 35. The much bigger proportion of relative young employees is because the proportion of young employees in Starbucks of Beijing is much bigger than the proportion of the old ones. In addition, the bigger proportion of young objectives is also because the views of these younger employees can be better able to explain the problems about the employees satisfaction with the company and his work. And then the position level should also be considered. That is because the purpose of the investigation is to study the satisfaction of the low level employees of Starbucks. So 80% of our objectives are low level staff of Starbucks. And other 20% are management staff. Validity and reliability of questionnaire/interviews The study uses the questionnaire survey method, which is a widely used method of investigation. In this investigation method, questionnaire is a tool to obtain information. So the quality of the questionnaire is very important for the reliability and validity of the survey result. So it is necessary to analyze the validity and reliability of the questionnaire. Reliability means the consistency degree of the results when repeating measuring the same object using the same method. When the questionnaire is designed, almost all of the important factors are considered carefully. Firstly, the basic factors that influence the employees motivation must be analyzed. They are employees satisfaction with the reward they get for their work, their satisfaction with their own job, their satisfaction with their work environment and work group and their satisfaction with his work environment and the company. After the full consideration of these factors, the motivation theories are considered. According to the two-factor theory, there are two kinds of factors that must be paid attention to. They are hygiene factors and motivation factors. Then all the factors, which are included in the two kinds of factors, are considered before the designation of the questionnaire. Some of the inmportant factors for Starbucks Beijing are selected to be designed into the questionnaire. So in the comprehensive aspect, the reliability of the questionnaire is no doubt. And then, referring to the validity of the questionnaire, it can be analyzed from the view of data collection. When selecting the objective employees, the ratio of the genders, the ratio of the work positions, the ratio of the locations and some other important factors are all considered. With these consideration, the data selected in the questionnaire are of validity. Generally speaking, after the careful questionnaire designing process and data collecting process, the validity and the reliability of the questionnaire can be enough for the research. Chapter Four ¼Ã… ¡Data Analysis 1. Data presentation and Statistical analysis Chart 1 From chart one, it can be seen that 65% of the employees are satisfied with their pay and the other 35% are dissatisfied with their pay. It can be concluded that most of employees of Starbucks of Beijing are satisfied with their work pay. However, 35% is not a small number. By a deeper research, it is found that the 35 percent, who are dissatisfied with their pay, are mainly these people, who are in the age range of twenty five to thirty five. It shows that there are some problems in the pay system of the new and young employees, which must attract the attention of the Starbucks of Beijing. Since 35 percent of the employees are dissatisfied with their pay, it should be explored that why they are satisfied. There are two reasons that can explain the problem. Firstly, they think their reward is not matching with their investment in their work. Secondly, they compare their pay with their colleagues, they think it is unfair. The question will be referred to in the end of this part. Chart 2 From chart two, it shows that 60 percent of these employees value the work environment most, 20 percent of these employees value the sense of achievement and belonging most, and the other 20 percent of them value the opportunity for their personal growth most. That is to say, most of the employees take the work environment as the most important factor in their work. It can be explained that employees can work well and comfortably in a good work environment, which is the basic condition for a good work performance. And then, the sense of achievement and belonging and the opportunity for ones growth are also important. It can be said that, when people work in a good environment and he likes his own job, then he will want to have the sense of achievement and belongings, which means he hope that his job is full of challenge and he can belong to the company out of his heart. From this data, Starbucks of Beijing should pay enough attention to these three factors. If these three factors are all done well, then the employees are very likely to be loyalty to his company and his own work, which means he will perform actively and excellent in his work. Chart 3 Considering the title of goal setting, chart three shows that 80 percent of the employees are very willing to participate in the process of setting goal. Only 8 percent of them are reluctant to take part in the activity and 12% of them are indifferent to the matter. Its easy to find that most of people are willing to take part in these more important and more leading work together with their administrators. In fact, there are two questions before this question in the questionnaire. In the first question, about 80 percent of the employees think that it is necessary to set a goal for their work. About 10 percent of them think sometimes it is necessary to set a work goal and the other 10 percent think that it is unnecessary to set a goal. And the second question, 75 percent of the employees think that a specific goal will enhance his work performance, while only 5 percent approve a concrete goal. These three questions altogether tell Starbucks that the employees know the importance of s etting a goal in the work and most of them are willing to participate in the goal-setting process. So some policies about the goal-setting, which is taken part in by the employees should be formulated and carried out. Chart 4 In chart four, there are only 15 percent of the employees, who think their work to be challenging. And 25 percent of them think their work are challenging sometimes. In addition, 60 percent of them think their work is lack of challenge. This can be seen as a challenging problem of Starbucks at least in Beijing. In chart two, it can be seen that the challenge of work is also valued a lot by the employees. So the work lack of challenge is unlikely to be liked and loved by employees. In addition, there is another question, which is closely related with this chart. Considering the biggest problem of the employee, 60 percent of these employees select the sense of achievement and 20 percent of them select the relationship with colleagues. These two questions all show that the challenge of the work in Starbucks is not so enough. In addition, there are some more important questions should be paid enough attention to. About 80 percent of these employees think his pay is fair comparing with his investment in his work, while the other 20 percent think his pay to be unfair. Referring to the problem of the relationship between employees work motivation and the employee option program of Starbucks, 90 percent of these employees select the answer of close relationship. That shows the importance of a good welfare policy. And then some questions about the satisfaction with his work should also be paid enough attention to. Firstly, the interest of these employees for their own work, 60 percent of these employees are very interested in their work, 22 percent of them have a little interest in their work and 18 percent of them have no interest, which means that a lot of the employees in Starbucks of Beijing are working for their interest. Secondly, When referring to the question that if the company gives the employee enough opportunity to grow, only 25 percent of the employees believe that there are enough opportunities for them to grow, 35 percent of them admit that there are some opportunities but not enough, and there are 40 percent of the employees believe that there is no opportunity for them to grow. At last, some questions about the employees satisfaction with the company are also very important. Firstly, the question about the enthusiasm of employees, 7o percent of these employees think that most of the staff of Starbucks is working positively. Among them, 15 percent think that minority of the staff is working positively and 15 percent think that all the staff is burnout. From these data, it can be concluded that the staff motivation of Starbucks of Beijing is much positive. Secondly, there is a question about the companys attention on the employees. In this question, 60 percent of the employees believe that the attention of the company is enough and 40 percent of them think that it is not enough. And among the 40 percent, who think the companys attention is not enough, most of them are low level staff. So Starbucks should pay more attention to the low level staff. And then the last one is the employees best liked way of getting reward for his excellent performance. In this que stion, 50 percent of them approve the present method the company is carrying out. And 30 percent of them select the material reward and 20 percent select the other choices. It can be seen that these Chinese employees like material rewards or good welfare. That can contribute to the common value for the life assurance of Chinese people. 2. Findings 2.1 The good work environment Through the result of the questionnaire, it can be seen that employees of Starbucks Beijing are very satisfied with their work environment. Starbucks is an international band. In the industry of service, the environment is likely to be the same with each other. To achieve success of environment in the service industry is a difficult task. However, the environment of Starbucks is very unique and comfortable. When you come into the Starbucks Beijing for the first time, the only feeling is comfortable,relaxed,unique and amazing. Starbucks is the third space for people, except for the home and the office. The third space is a unique space for the customer to relax and enjoy their life. And also, the unique environment is a beautiful and comfortable environment for the employees of Starbucks. In an environment like this, the employee can provide service for the customer with the companys mission in their heart. For the customers and the employees, the environment of Starbucks Beijing is s uccessful. So the good environment can be regarded as one of the factors for the success of Starbucks Beijing. 2.2The satisfying material reward Through some questions and their anwsers in the questionnaire, it can be found that it is very important for employees of Starbucks Beijing to have a satisfying material reward. In Starbucks Beijing, the staff is not be called employees but partners. That is to say, the people employed by Starbucks Beijing is likely to become the stockholder of Starbucks. The coffee stock is a stock program for the staff, which is carried out by the Starbucks Beijing. The idea of the stock program is that every excellent employee of Starbucks is probable to hold a stock of Starbucks. That will relate every employee of Starbucks with the general business performance of the company, which means that every employee of Starbucks will work with the same active attitude with the CEO of Starbucks. The motivation method of Starbucks Beijing is related closely with the unique management method of Schultz. Schultz thinks that, the wealth can only be achieved by the honesty and continuous effort. He said that, the management of a band is a whole-life cause. Band is a fragile matter. It must be admitted that the success of the Starbucks band is not a one-time grant of the title and nobility. And the band must be protected and maintained every day. This kind of protection and maintainance must be carrie d out by all the staff of Starbucks Beijing. The employee stock program is a kind of this protection and maintainance. It should be believed that the strongest and longest band is built up in the heart of customerd and partners. The stock system of Starbucks improves the reward of employees, improves the culture and value of the company, and also lowers the staff turnover rate. Therefore, it can be said that satisfying material reward is another factor for Starbucks success. In addit ion, it should be paid enough attention to that some employees are not satisfied with their material rewards. So Starbucks Beijing should do more effort to satisfy employees in the aspect of material rewards. 2.3The employee training of Starbucks The good work environment and the satisfying material reward are the hygiene factors, which influence the employee motivation of Starbucks Beijing. These factor can only avoid employees dissatisfaction, but cant lead to motivation of employees. In the following part, some motivation factors of Starbucks Beijing will be analyzed in detail. In the questionnaire, there is a question about the employee training of the staff of Starbucks Beijing. Through the answers, it can be seen that the employees are very satisfied with the employee training of Starbucks Beijing. That is to say, the employee training is enough for these employees to work smoothly and easily. For every new employee of Starbucks, they will have a training program, which teaches employees how to become a qualified coffee barista and teaches them the core idea of Starbucks Beijing. Through this kind of training, they will know more about the company and deliver the legend service of Starbucks Beijing to the customers and the communities with their work enthusiasm. Besides this training program, the employees also have a lot of other training programs about their specific job after taking part in the service work in Starbucks Beijing. In addition, the coffee barista plan is designed for these partners of Starbucks Beijing to help them to become a coffee barista and provide for the customers. All these training programs contribute to the success of Starbucks Beijing, which is another important factor for the success of Starbucks in the aspect of employee motivation and business performance. 2.4The company culture For a company, the enterprise culture is the spirit of a company. The culture of Starbucks Beijing greatly values the companys responsibility for the employees and the responsibility for the society. Starbucks of Beijing gives the employees the respect that they deserve. The employees of Starbucks Beijing are also the band delegation of Starbucks and the marketing staff of Starbucks Beijing, who will tell the customers what Starbucks is like and how an unique company Starbucks is. This is the best advertisement for Starbucks. The good relationship between the employees and the customers makes the success of Starbucks Beijing. Besides the responsibility for the employees, Starbucks also values the responsibility for the society. For example, the ethical sourcing, the environmental commitment and the community feedback. These are all the performances of Starbucks Beijing in the aspect of the society responsibility. The society responsibility Starbucks loads gives the employees their co hesion and identity for Starbucks. So the company culture must be concerned, which can lead to the loyalty of the customers and the employees. 3.Discussion The aim to pursue by administrators of modern enterprises is to create maximum value for the enterprises and bring staffs enthusiasm, initiative, and creativity. In practice, the enterprises should take effective motivating measures and establish rational objective and motivating measures for a long time to urge staff to create more value for the enterprises. 3.1 The theory analysis of employee motivation of Starbucks Beijing 3.1.1 Two-Factor Theory The traditional theory, which is also called motivation-hygiene theory, holds that the opposite side of satisfaction is dissatisfaction and the opposite side of dissatisfaction is satisfaction. However, two-factor theory holds that the opposite side of satisfaction is that there is no dissatisfaction and the opposite side of dissatisfaction is that there is no dissatisfaction. In the two-factor theory, the factors that affect peoples work performance are devided into two aspects. The first one os called hygiene factors. And the other one is called motivation factors. These two aspects are independent of each other and they influence peoples work enthusiasm and motivation in different ways. Firstly, the hygiene factors refer to these factors, which will cause the dissatisfaction of the employees. And the improvement of hygiene factors can just lift the employees dissatisfaction and cans satisfy the employees and motivate their work enthusiasm. These factors include the working environment and conditions such as company policy, administration, relationships with supervisors, working conditions, wages, relationships with colleague, personal life, relationships with subordinate, status, security and so on. These factors refer to the negative factors of work and they are related with the work environment and condition. When these factors deteriorate to a level that is not accepted by the employees, the employees will be dissatisfied with their work. Although these factors are in a good level, this can just eliminate the employees dissatisfaction and cant lead to a positive work attitude of the employees, which means a neutral state that the employees are not satisfied and a lso not dissatisfied. These factors can just maitain the present state. So they are called maintainance factor. Secondly, the motivation factors are factors that make the employees feel satisfied, the improvement of these factors can not just lead to the employees satisfaction but also give the employees enough motivation, enhance the employees work motivation and improve their work productivity. These factors include work achievements, approval of working performance, attraction of the working itself, responsibilities, promotion, growth and so on. They refer to the employees positive feeling for work and they are related to the content of their work. These factors, which can bring the positive work attitude, satisfaction and work motivation of the employees are called motivation factors. If these factors are all gathered, the employees will have a great work motivation. According to the view of the two-factor theory, the administrators of the company must know that the hygiene factors are necessary, without which there will be no satisfaction. And only the motivation factors can make the employees do a excellent work performance. The two-factor theory is designed for the goal of the employees satisfaction. The hygiene factors can satisfy the employees in the aspect of outside conditions and the motivation factors can satisfy them in the aspect of the work itself. The former one is for outside motivation and the latter one is for inside motivation. That is to say, according to two-factor theory, the word satisfaction must be paid to enough attention in order to motivate the employees effectively. 3.1.2Goal-setting theory The goal-setting theory holds that the goal let people know what work they must accomplish, how to accomplish their work and how much effort they must pay. A clear goal will improve the employees productivity. And especially when the goal is with a certain difficulties but not set higher beyond employees capacity, a higher productivity can be achieved. In addition, a specific goal will be better for the employees to enhance their work performance and improve their work productivity. In the goal-setting theory, there is another important matter that should be paid enough attention to. That is the participation in the formulation of organizational goals of the employees. 3.2 Recommendation 3.2.1 Improving the challenge of the work Repeating the same job day after day, the employees will be caught into the trouble and cant escape from it. From the result of the questionnaire, it can be found that employees think that their works are lack of challenge. However, the appropriate challenge in the work will stimulate their ambition and keep their enthusiasm for their work. In order to improve the challenge of the work, Starbucks Beijing must take some effective measures. Firstly, Starbucks Beijing can increase work standards of employees. After continuous exercise of work ability and their self-growth, the employees will show a higher productivity and be more skilled to handle the issues in their work. At that time, Starbucks Beijing can appropriately increase work demands of the employees. For example, at the right time and circumstances, the employees performance requirements should be improved, which will be followed by a appropriate standard of compensation awards. Secondly, increasing the job content can also improve the challenge of the employees work. With the increase of job content, employees responsibilitied will increase and also the challenge of the work is improved. Then the employees will use more enegy and skill to work, which will enhance their work ability greatly. The employees will feel the interesting change of their work when the work content is increased. However, the increase of the work content mustnt bring unnecessary trouble for the employees. Only the reasonable increase of job content can really serve to increase the work challengign. For example, establishing a team of employees. With these teams, employees are allowed to handle some difficult issues. Starbucks Beijing can assign some tasks about developing customers to the employees. With this kind of work, they can challenge their ability, intelligence,communicaition skill, and so on. Thirdly, giving rights to the employees can also give them some challenges. Getting some rights, the employee will enter a new work field, in which he will handle some issues and load some responsibilities. Generally speaking, the employee will be motivated and load some responsibilities after getting some rights, which will improve their work motivation. So the employee will regard the rights as the reflection of his ability and the companys affirmation of his work performance. There are variety of ways to give rights to employees. For example, give them the right to manage a team or take responsibility for a group job. Generally speaking, in order to increase the challenge of the work, Starbucks Beijing can take measures in the aspect of improving work standards, increasing work content and giving rights to employees. Every employee likes to do a job full of reasonable challenge. So managers must spare no effort to provide the employees an opportunity to face with challenge. 3.2.2 Providing more opportunity for employees self-growth In the questionnaire, most of the employees of Starbucks Beijing think that they have no opportunity for their self-growth in work., which is an important matter for a company of service industry. The development and growth of an organization should depend on the effort of all the staff instead of only one persons effort. Sometimes, some managers may complain about the disability of the employees, which is a bottleneck problem in the development of the company. After a careful analysis, it can be found that the problem is not the disability of the employees. The problem is whether managers give the employees enough opportunity to exercise their abilities. In order to improve employees ability to meet the companys demand, the company must take a reasonable measure and cultivate employees in some effective ways. As our growing process, we learn to walk.We try again and again. And at last we can stand steadily and then we can walk quickly. The process is an exercising process. The abili ty of the employee is not decided by ones IQ. The work experience and enrichment of knowledge can alsi influence the work mind of an employee. When the employee does more and more work and load more and more responsibilities, he will be full of work experience and his work style will change a lot. That is one of the important problems of a company, which is called the management of human capital. 3.2.3 Providing goal-setting opportunity for employees Through the goal-setting theory, it can be seen the great importance of goal-setting. And also in the questionnaire, employees also express that they believe that goal-setting is very important and they want to participate in the goal-setting process. Firstly, the goal must be specific and measurable. And then, the goal must be accepted by the superiors and subordinates. At last, the goal must be full and challenge and can be achiev

Nuclear Legacy :: essays research papers

Nuclear Legacy "There is 10 thousand tons of nuclear waste on Earth." Many scientist are in search for new and efficient ways to dispose of these lethal by-products which can destroy life itself. Radioactive products can be either beneficial or devastating. It all depends on how we use them. In the field of medicine, some benefit from radiation include, radiation therapy for cancer patients. Not all uses of radiation prove to be beneficial. Many use the power of the atom for destructive purposes, introducing an age of nuclear warfare. It doesn't matter if we use radiation for good or bad purposes, they all contribute to the growing rate of "unwanted nuclear waste." The issue now is, how do we dispose of these nuclear wastes? Scientist have thought of several methods to dispose the nuclear by- products. They tried to chemically treat the waste and reuse it, but "that would cost a fortune". They thought of launching the waste into outer space but it too will cost a fortune. They tried to dump barrels filled with nuclear waste into the ocean but they started leaking. As you can see, there is a great need for a nuclear waste disposal site. These sites may sound frightening, but it may be the only way for us to dispose the devastation we had longed to create. In 1986, the decision for a nuclear waste depositary proved to be "the most frightening decision of the decade." Of these sites, three were chosen to be the "most suitable" for the disposal of nuclear by-products. These three sites consisted of Hanford, Washington; Yuka Mountain, Nevada; and Defsmith, Texas. Hanford, Washington is a low populated U.S. city, and is owned by the Department of Energy. A low populated city is an ideal site for radioactive disposal. Although the city of Hanford is sparsely populated, geologists fear the possibility of a nuclear seepage into the Colombia river. The Columbia River is an important factor for the U.S. production of wheat. "This makes it the worst of site," says the geologist. If the Colombia River is contaminated with nuclear waste, it will lead to the contamination of land surrounding the large body of water, thus making land unusable. Radioactive contamination of the Colombia river will affect both America's economy and agricultural production. Yuka mountain, Nevada is a heavily guarded desert region of America. It is far away from any lakes, rivers, or oceans, and its repository is located above ground water levels. These geological conditions make Yuka mountain an almost perfect place for nuclear waste disposal to take place. This is due to

Vertical Integration Walmart

Vertical integration is a business growth strategy for economics of scale. It is typified by one firm engaged in different parts of production example; growing raw materials, manufacturing, transporting, marketing, and/or retailing to expand business in existing market for the firm. It can function in two directions both forward integration and backward integration. In Forward integration involves company to develop strategy to control the firm product distribution either through distribution centers or retailers.It is a necessary action when companies have potential benefits from handling, shipping of their own products directly to customers, or the retail selling their own products in brand stores. In backward integration involves company to develop strategy to control its supply of raw material by acquiring its supplier firm or setting up its own facilities to produce the material to achieve cost efficiency and enjoy economic of scale.Often it is learnt that the huge investment is required for firm to develop vertical integration, therefore, it is important for the firm to know beforehand whether vertical integration strategy add specific value to the company, and does it aligned with the overall strategy of the company, customer needs and wants. For Wal-Mart, it is better to develop vertical integration based on the firm establishment in the market and the firm is always looking into expansion.Walmart is a well-known hypermarket with 8500 stores across 15 different countries. It is in business of selling everything to customers’ needs in their everyday lives. Wal-Mart practices vertical integration strategy where it has developed its own name brand to sell products called Sam's Choice Today; Sam’s Choice extended its products like soft drinks, cereal, and dog food. While they still don't grow their own crops or raise their own livestock, it is still a form of vertical integration.In 2010, the company expanded to cater home entertainment by buy ing over Vudu that provides online streaming service offering users to purchase movies that is compatible to any internet capable device. Having strong presence in the retail industry, the firm expanded business to offer second hand car. The firm leverage on its competencies to provide its own product to consumer. Also, Wal-Mart works heavily with its suppliers. This symbiotic relationship can be seen as vertical integration due to the level at which Wal-Mart analyses its suppliers and improves their manufacturing processes.Wal-Mart definitely has the business strategy of Low Cost Leadership. They do nothing to really differentiate themselves from competitors and provide no-frills self-service stores that always provide the lowest prices. Wal-Mart has built enough clout with suppliers that they can dictate the prices and go in and change suppliers manufacturing processes in order to wring out more and more savings for the consumer. However, it is not always the case that all firms s hould develop vertical integration strategy to enjoy economic of scale.Firm like boutique or niche items that produces on a small scale are not suitable to implement as it will benefit less from vertically integrated mainly because the input demand for grow is small and due to exclusive nature their prices are inelastic as compare to industry like Oil and Gas Industry, Telecom, Media, automobile developed vertical integration strategy . The main advantage of the vertical integration is the increased control. For instance, Wal-Mart with large market share is attractive to supplier.Though Wal-Mart does not own asset specificity to produce product internally but there is a large market input outside and therefore Walmart is benefited by having bargaining power and gaining control over price and manufacturing process in order to wring out more and more saving consumer. On the other hand Walmart, performs distribution and retailing activities, it has more control over the way the product is presented and at what prices it is sold in the market In relative to firm like oil and gas industry Esso mobile, it gain control through Asset specificity to produce internally.Developing a vertical integration strategy solely increase advantages over competition and able to block competitors from gaining access to scarce resources or important markets. A retailer might buy a manufacturing company, for instance, to gain access to proprietary technology, patents or resources only available in the firm's local area. For instance Walmart acquired VuVu to gain access to the home entertainment business. Integrate an organisation the work done by previous suppliers or costumers are also introducing or expanding the core competencies of your workers.That way you can be enriching some of your organisation jobs, leading to increasing satisfaction and motivation of your workers, which is an important benefit. For instance, Walmart employee is rotated to different work function that enable employee to acquired new skill and value add to their growth. Vertical integration offers the opportunity to go even further. With specialized assets and having more control over inputs, it is possible that you can differentiate from your competitors, and gain competitive advantage.This is a way to increase your share in the market, which can lead to increased profits. For exam No doubt vertical integration boosts profit revenue but it required huge capital injection to produce excess goods for retail distribution and to ensure having adequate storage space. When goods are sold Walmart makes a lot of money but if its unsold, they have to bear the cost and at times dispose away as product have life span. Its resulting in losses. It results in fixed sources of supply and less flexibility in accommodating buyer demands for product variety.It extends firm's scope of activity, locking it deeper into the industry Vertical integration poses problems of balancing capacity at each stage of value chain. It can reduce a firm's manufacturing flexibility, lengthening design time and ability to introduce new products. For example, Walmart to increase capacity, they have to make sure that they generate the additional sales corresponding to that increased capacity. Though their businesses acquire a bigger space, new equipment but there’s not a plan for bringing in the sales to take advantage of that increased capacity capability, it’s just increased overhead; a fixed cost.When you integrate more work that is different in your organisation, you are developing new core competencies, which is, as seen before, a positive effect. Nevertheless, this can represent a drawback when these new competencies affect existing competencies in a negative way, making people uncomfortable in performing their functions, which can end in less satisfaction and motivation of the workers and in less productivity of the enterprise. Although vertical integration should lead to lower cos ts, in fact in some cases you can obtain quite the opposite.It is possible that you increase your organisations bureaucratic costs by the fact that you are integrating different jobs in the same organisation. Another issue is that if you integrate backwards, you may reduce or eliminate competition amongst suppliers, which can result in low efficiencies and, consequently, higher costs In conclusion, whether to develop vertical integration strategy the organisation will need ensure that its cash flow are able to sustain as the risk is high due huge capital injection and also to have careful study on environment to ensure that the demand for input is high before developing the strategy.