The Employee Relation leads to performance - Free Essay Example

Sample details Pages: 16 Words: 4656 Downloads: 10 Date added: 2017/06/26 Category Statistics Essay Did you like this example? This research is based on the assumption that it is the good relation with staff factor that leads to increase staff performance in the service department of hotel industry. Both the variables are very important in hotel industry. Staff performance is key to success for the hospitality organizations because hospitality organization is labor intensive industry so it becomes very important to focus on those factors that motivate employees for the work and to deliver their best to the organization. There are many factors that influence employee and work of employees. Relation with employee is one of them. Employee motivation may relate with money, position in the organization, future perspective, but relation with the peer group and boss is foremost factor that have direct impact on employee performance. Good employee relation means creation of congenial environment that retain the motivation of employees and keep motivating them for their commitments towards the organization. Don’t waste time! Our writers will create an original "The Employee Relation leads to performance" essay for you Create order 1.2 AIM AND OBJECTIVES / RESEARCH QUESTIONS / HYPOTHESIS: 1.2.1 Aim of this research: aim of this research is to find out the influence of good employee relation on work performance of an employees, with special reference to restaurant service staff of hotel industry. 1.2.2 Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? 1.3 RATIONAL: Author believes that employee relation is very important as an motivating factor, and employee performance is also very important for the development of an organization and in achieving organizational goal. This philosophy is very much important in the hospitality industry because hospitality industry is guest based business and employees are the only factor that brings guest satisfaction. So keep employee happy should be the right slogan for human resource department of the hotel and concerned functional department too. This is the thinking behind choice of this topic. 1.4 STRUCTURE OF THE DISSERTATION: This research work is having many sections. Author is giving brief introduction and the sequence of the chapters. Chapter two is based on secondary research and placed just after this chapter, after that third chapter is on methodology and fourth is on depth analysis of the questions of the questionnaire and after that fifth chapter is containing conclusion of the research. After conclusion there is list of references followed by appendix section. Chapter2 Literature Review 2.1 What is employee relations? Employee relation or industrial relation is basically relation between employees and employer collectively. In this research author has established aim and objective which basically focus on impact of good employee relation on employee performance. Author is presenting this section as secondary research which is conducted through many books and websites. There are many variables of this research topic such as employee relation and its basis, employee performance and its basis, so all the related areas are also explored in this section of the research so that a valid conclusion can be drawn at the end of this section which would be conclusion based on secondary research. 2.2 Employee relation: à ¢Ã¢â€š ¬Ã…“Employee relations can be seen primarily as a skill-set or a philosophy, rather than as a management function or well-defined area of activity. Despite well-publicised instances of industrial action, the emphasis of employee relations continues to shift from collective institutions, such as trade unions and collective bargaining, to the relationship with individual employees. The ideas of employee voice and the psychological contract have been accepted by employers and reflected in their employee relations policies and aspirations. Employee relations skills and competencies are still seen by employers as critical to achieving performance benefits through a focus on employee involvement, commitment and engagement. Employee relations is seen as strategic in terms of managing business risk: both the downside risk of non-compliance with an expanded body of employment law, and the upside risk of failing to deliver maximum business performanceà ¢Ã¢â€š ¬?. https://www.cipd. co.uk/subjects/empreltns/general/emprelsovr.htm 2.3 Job Satisfaction and Job performance: To understand the nature of job satisfaction and its effects on work performance is not easy. For at least 50 years industrial/organizational psychologists have been wrestling with the question of the relationship between job satisfaction and job performance. Researchers have put a considerable amount of effort into attempts to demonstrate that the two are positively related in a particular fashion: a happy worker is a good worker. Although this sounds like a very appealing idea, the results of empirical literature are too mixed to support the hypothesis that job satisfaction leads to better performance or even that there is a reliable positive correlation between these two variables. On the other hand some researchers argue that the results are equally inconclusive with respect to the hypothesis that there is no such relationship. As a result of this ambiguity, this relationship continues to stimulate research and re-examination of previous attempts. This paper strives to describe t he relation of job satisfaction and performance, keeping in mind the value this relation has for organizations. https://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative. In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement. The relationship between job satisfaction and performance is an issue of continuing debate and controversy. One view, associated with the early human relations approach, is that satisfaction leads to performance. An alternative view is that performance leads to satisfaction. However, a variety of studies suggest that research has found only a limited relationship between satisf action and work output and offer scant comfort to those seeking to confirm that a satisfied worker is also a productive one. Labor turnover and absenteeism are commonly associated with dissatisfaction, but although there may be some correlation, there are many other possible factors. No universal generalizations about worker dissatisfaction exist, to offer easy management solutions to problems of turnover and absenteeism. The study suggests that it is primarily in the realm of job design, where opportunity resides for a constructive improvement of the workers satisfaction level. Individual performance is generally determined by three factors. Motivation, the desire to do the job, ability, the capability to do the job, and the work environment, the tools, materials, and information needed to do the job. If an employee lacks ability, the manager can provide training or replace the worker. If there is an environmental problem, the manager can also usually make adjustments to promote hi gher performance. But if motivation is the problem, the managers task is more challenging. Individual behavior is a complex phenomenon, and the manager may not be able to figure out why the employee is not motivated and how to change the behavior. Thus, also motivation plays a vital role since it might influence negatively performance and because of its intangible nature.https://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm 2.4 The elements of a job that create job satisfaction Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to put his or her signature on the finished product Opportunities to use ones talents and to be creative Opportunities to take responsibility and direct ones own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion https://www.answers.com/topic/job-satisfaction 2.5 Workers Roles in Job Satisfaction If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employerà ¢Ã¢â€š ¬Ã¢â€ž ¢s value and reward excellent reading, listening, writing, and speaking skills. Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards. Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques. https://www.answers.com/topic/job-satisfaction Employee engagement:   Ãƒ ¢Ã¢â€š ¬Ã…“The achievement of business goals and financial returns is increasingly dependent on delivery by front-line employees. à ¢Ã¢â€š ¬Ã‹Å"Engagementà ¢Ã¢â€š ¬Ã¢â€ž ¢ has been described as a combination of commitment and organisational citizenship. There is no shortage of evidence about people management policies and practices that contribute to building employee engagement. They include: Employee voice: Managers are much more convinced than they were a decade ago that involvement produces business benefits. This is confirmed by the range of methods for direct communication and recognising individual employee contribution that HR departments now implement and operate. Teamworking: à ¢Ã¢â€š ¬Ã…“Training, teamworking, supervisors trained in employee relation matters and problem-solving groups are all associated with one another. In combination, this group of practices might be construed as a model of direct employee participation in decision-making. Work-life ba lance: Policies on work-life balance are being used by employers to underpin positive workplace behaviours. Our various surveys of employee attitudes, for example Guest and Conway5, have underlined the link between work-life balance, commitment and performance, and there is strong support by employers for the current legislation giving employees the right to request flexible workingà ¢Ã¢â€š ¬?. https://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm HR and employee relation: à ¢Ã¢â€š ¬Ã…“Communication is the glue that makes policies real and without which they are ineffective. The fact that communication is necessarily a two-way process, involving dialogue rather than simply instruction, is well established. Yet many organisations perform badly in this area, failing to give communication the priority it deserves. Getting communication right involves both professionalism and persistence. The qualities required include focusing on positive behaviours and outcomes, taking a positive, problem-solving approach, anticipating problems, recommending solutions and being able to offer sound advice to senior managers about implementation. Negotiating skills are still useful but needed less often. A much wider area of knowledge is now required, along with the skills to apply it, including surveying and interpreting employee attitudes, communications and conflict management. Most important is the ability to à ¢Ã¢â€š ¬Ã‹Å"fità ¢Ã¢â€š ¬Ã¢â€ž ¢ policies and practices to suit the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s goals and the character of its workforce. https://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Value of employee relation: à ¢Ã¢â€š ¬Ã…“To a considerable extent, it is only in the public sector that trade unions retain a measure of their former strength and influence in the workplace. This is partly through the existence of institutions of collective consultation, reinforced by continued reliance in many cases on industry-level bargaining and the public policy emphasis on à ¢Ã¢â€š ¬Ã‹Å"partnershipà ¢Ã¢â€š ¬Ã¢â€ž ¢. Union influence in the private sector, on the other hand, continues to decline. The main areas of the private sector where industrial disputes are still experienced from time to time, for example, public transport, are those where thereà ¢Ã¢â€š ¬Ã¢â€ž ¢s a clear public or political interest and/or the Government is seen as the ultimate à ¢Ã¢â€š ¬Ã‹Å"bankerà ¢Ã¢â€š ¬Ã¢â€ž ¢. à ¢Ã¢â€š ¬Ã‹Å"Employee relationsà ¢Ã¢â€š ¬Ã¢â€ž ¢ as a term remains ambiguous, with no clear boundaries. Most HR people donà ¢Ã¢â€š ¬Ã¢â€ž ¢t use the term on an everyday basis. It is not calculated to help manage rs focus on what they need to know and do to increase performance à ¢Ã¢â€š ¬Ã¢â‚¬Å" the language has echoes of a historical era that offers few insights into contemporary practice. The traditional academic models of industrial relations have only limited relevance to what managers do today. Employers are in charge and the role of à ¢Ã¢â€š ¬Ã‹Å"joint controlà ¢Ã¢â€š ¬Ã¢â€ž ¢ and à ¢Ã¢â€š ¬Ã‹Å"rule-makingà ¢Ã¢â€š ¬Ã¢â€ž ¢ by employers and trade unions has been substantially replaced by employment regulation and organisational values. Employee relations can nevertheless point to an underlying philosophy and attitudes and skills that are still needed by HR practitioners. The current à ¢Ã¢â€š ¬Ã‹Å"business partnerà ¢Ã¢â€š ¬Ã¢â€ž ¢ model is helpful in identifying an à ¢Ã¢â€š ¬Ã‹Å"added valueà ¢Ã¢â€š ¬Ã¢â€ž ¢ framework within which HR practitioners need to operate, but an unreflecting business focus may lead to a neglect of the softer skills, which are essential to managing the em ployment relationship, and of employee interests and influence. Employers also need HR managers with a positive, à ¢Ã¢â€š ¬Ã‹Å"can doà ¢Ã¢â€š ¬Ã¢â€ž ¢ attitude who will resist the temptation to adopt a defensive or compliance-led HR culture. Commitment and engagement are crucial to performance but they are not consistently high enough in the hierarchy of line management à ¢Ã¢â€š ¬Ã¢â‚¬Å" or, often, HR à ¢Ã¢â€š ¬Ã¢â‚¬Å" priorities. The Employee Information and Consultation Regulations may be helpful in raising the profile of employee voice and involvement, but the WERS 20042 findings give little basis for optimism that this will happen. More effort needs to be put into training and supporting line managers in, for example, teamworking and change management as the basis for establishing and maintaining motivation and commitment, which is a critical role for employee relations managers. Issues about à ¢Ã¢â€š ¬Ã‹Å"alignmentà ¢Ã¢â€š ¬Ã¢â€ž ¢ of HR and business strategies have mostl y to be resolved within this area. There is too much focus within organisations on strategy formulation and planning, and not enough on implementation and delivery. Managing the employment relationship rests heavily on the shoulders of line managers, but their competence in this area is, in general, seriously neglected. The concept of engagement is helpful in promoting wider interest in the measurement of HR outputs, including through the widespread use of employee attitudes surveys and in performance management/appraisalsystemsà ¢Ã¢â€š ¬?. à ¢Ã¢â€š ¬Ã…“ https://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Maintaining employee relation: Good employee relations means you create an environment which delivers what people want today. They want to feel good about who they are, what they do and where they work. Although there is probably an endless list of opinions as to what employees want today, here are 10 that are important as you consider building an employee relations program for your business: Employees want to be comfortable with what their employer stands for. Social psychology research indicates the chances of success are much greater for your organization if you have a clearly defined vision that all your people can follow. In some organizations, this is also referred to as a mission statement. Does your organization, department or division have one? Use it as a part of your employee relations strategy to ensure that your employees are comfortable with what your business is about. Employees want to identify with corporate principles. Today employees are very opinionated about the moral and ethical issues in business today. They care about such things as employee privacy and employee rights. By having a set of guiding principles, and following these principles, your organization creates a framework within which to develop principle-centered policies and procedures or make principle-centered decisions regarding difficult employment related issues. Employees want to know their employer cares about their opinions and concerns. If youre going to create a good employee relations program, you need to have a mechanism for finding out what your employees care about, what they are concerned about, what they think of you as an employer. Conduct employee opinion surveys. https://austin.bizjournals.com/austin/stories/1998/03/30/focus4.html Chapter: 3 RESEARCH METHODOLOGY 3.1 RESEARCH METHODS Research methods can be qualitative, quantitative or both (Schiffman and Kanuk, 2000). The selection of the particular research method depends on the kind of information required. Qualitative method collects, analyzes, and interprets data that cannot be meaningfully quantified, that is, summarized in the form of numbers. For this reason, qualitative method is sometimes referred to as soft research method. Any research using non-structured questioning or observation techniques can be labeled qualitative research. Qualitative method typically studies relatively few respondents or units. In other words, a research of a large, representative sample would normally not be called qualitative research method even if it used some non-structured questions or observations. The non-structured and small-sample features of qualitative research techniques have an important implication. They are intended to provide initial insights, ideas, or understanding about a problem, not to recommend a final c ourse of action. Therefore, qualitative research techniques are most appropriate in situations calling for exploratory research. Quantitative research method, in contrast, is characterized by more structure and larger, more representative respondent samples. Consequently, the logical place for quantitative research techniques (usually in the form of large-scale questionnaire surveys or structured observations) is in conclusive studies. A primary role of qualitative research method is to generate hunches or hypotheses. In contrast, each of the situations under quantitative research calls for very specific data, capable of suggesting a final course of action (Parasuraman, et al. 2004). The above description suggests us that qualitative research method is a soft approach in which collected and identified data or information cannot be meaningfully quantified and more importantly in this approach non-structured research is conducted; but so far as quantitative research method is concerned, in this approach structured research is conducted with approaching larger respondents and the collected data can be meaningfully quantified. This research is qualitative based so required qualitative data to achieve the aims and objectives of the research, therefore qualitative research approach has been applied to conduct this research. 3.2 DATA COLLECTION Research data can be collected either in the form of secondary or primary or both (Clark et al, 2003). In this research both primary and secondary data were collected considering the aims and objectives of the research. 3.2.1 SECONDARY DATA: Secondary Data usually factual information can be obtained through secondary data, that have already been collected from other sources and are readily available from those sources (Parasuraman, et al. 2004). The definition and characteristics of secondary data presented above suggest us that secondary data are data that have already been collected for purpose other than the problem in hand. Before detailing as how and what secondary data were collected in this research, in would be worth to examine the advantages and disadvantages of such data. Secondary data are easily accessible, relatively inexpensive, and quickly obtained. Some secondary data, are available on topics where it would not be feasible for a firm to collect primary data. Although it is rare for secondary data to provide all the answers to a non-routine research problem, such data can be useful in a variety of ways (Kotabe, 2002). Secondary data can help: Identify the problem, better define the problem, develop an approach to the problem, formulate an appropriate research design (for example, by identifying the key variables), answer certain research questions and test some hypotheses and interpret primary data more insightfully. Because secondary data have been collected for purposes other than the problem at hand, their usefulness to the current problem may be limited in several important ways, including relevance and accuracy. The objectives, nature, and methods used to collect the secondary data may not be appropriate to the present situation. Also, secon dary data may be lacking in accuracy, or they may not be completely current or dependable. Before using secondary data, it is important to evaluate them on these factors (Malhotra, 2004). Although so many disadvantages are associated with the secondary data, but such data were found useful in this research as identifying and defining the problem, and developing research objectives. The secondary data in the this research is in the form of literature review. The various sources of secondary data in this research were: books, journals, periodicals, newspapers and magazines and websites. 3.2.2 PRIMARY DATA COLLECTION Primary data is collected for the specific purpose of addressing the problem at hand. The collection of primary data involves various steps. Thus obtaining primary data can be expensive and time consuming (Malhotra, 2004). These suggest that primary data are those data that are collected for the particular purpose of research in hand. The disadvantage of collecting primary data is that it is lengthy and resource and time consuming process (in comparison of secondary data), but the advantage of primary data is that they are first hand information and comparatively more reliable (than secondary data). Primary data can be collected from various sources and methods that are case studies, observation, questionnaire survey and interview (Clark et al, 2003). In this research questionnaire survey method was applied in order to collect primary data. Designing questionnaires may appear to be simple, especially to those who have not designed one before. After all, you may think, once you have a clear notion of the information desired, it should be easy to formulate appropriate questions and arrange them in the form of an instrument (Parasuraman, 2004). Primary data collection approach adopted in this research: Sampling technique: Author has followed convenient sampling technique and chosen sample hotel based on the same technique. This technique involves choice of hotel which easily accessible by the author. Sample: samples were based on Delhi based 5 star hotels. Sample size: Tools used in primary data collection: Author followed questionnaire technique to collect the data from the samples, in some cases author went to the sample hotel and met with the person concerned for this research but in many cases author referred telephonic talk and get the questionnaire filled over the phone. 3.3 DATA ANALYSIS Before analyzing a data set using sophisticated techniques, a researcher should get a feeling for what the data are like. The purpose of preliminary data analysis is to reveal features of the basic composition of the data collected. It can also provide useful insights pertaining to the research objectives and suggest meaningful approaches for further analysis of the data. Preliminary data analysis examines the central tendency(mean) and the dispersion of the data on each variable in the data set. The measurement level of a variable that is, whether the variable is nominal, ordinal, interval, or ratio has a bearing on which measures of central tendency and dispersion will be appropriate for it (Parasuraman, 2004). In accordance with the above prescription of data analysis, firstly all the collected data were coded and arranged in a systematic manner and then analysed in accordance with the objectives of the research to reach the conclusions after comparing secondary and primary data. Author has followed tabulation of data and use of percentage technique to find out average of the response and based on the same conclusion has been drawn. 3.4 LIMITATIONS Due to limited time and resources, the author had to downsize his plan on various fronts. Firstly, getting an appointment with the respondents was not easy as in some cases because they had tight schedule in their professional activities, whereas some were found unwilling to response. Secondly, due to provided limited time, the author could not get filled the questionnaire face-to-face or personally from the respondents, and thus in many cases the author had to satisfy with telephonic conversation for filling the questionnaire. Chapetr 4 FINDING AND ANALYSIS Question no-1-Do you feel that employee relation has importance in hotel industry? Answer no-1- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE YES 10 100 NO 0 In the above response collected, it is visible that 100% of the employees said that good employee relation has significance in hotel Industry. Question no-2-Good employee relation leads to employee motivation. Answer no-2- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 10 100 FALSE 0 Above tabulation shows that all the 10 respondents said that good employee relation is motivating factor for the restaurant staff and leads to employee performance. Question no-3-Employees can compensated with other motivating factor with good relation? Answer no-3- ( ) AGREE ( ) DIS AGREE à ¢Ã¢â€š ¬Ã‹Å" OPTIONS RESPONSE PERCENTAGE AGREE 9 90 DIS AGREE 1 10 90% of the staff working in the hotel restaurant agree that employee motivation can be compensated with good employee relation due to the good relationship of the staff with the employer helps this help motivating employees. Due to good relation employee may be happy with differed financial benefits. Question no-4- Do you feel that Employees always want to be appreciated for job done? Answer no-4- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 7 70 FALSE 3 30 70% of them have said that the above statement is true as, employees want to be appreciated and recognized for a job done, and rest of them (30%) have said that this statement is false. Question no-5- Do you think reward based work promotes the team spirit among employees? Answer no-5- ( ) AGREE ( ) DISAGREE OPTIONS RESPONSE PERCENTAGE AGREE 4 40 DIS AGREE 6 60 above table shows that reward does not lead to team spirit among the employees. Here author would like to say that it is very much clear that individual performance may go up by introduction of reward but integration of efforts can not be achieved with reward. So author would like to highlight that it is the relation among peer and employer that promote employee satisfaction and so overall there will be enhancement in the performance of entire employee as a team. Question no-6- Do you think gap between organizational objective and individual due to communication may lead to employee dissatisfaction and hence lower performance? Answer no-6- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE AGREE 100 100 DIS AGREE 00 00 Here this response reveals that there should not be communication gap between employee and employer because this is also a reason of employee dissatisfaction. Employee actually want to know the overall direction of the organization failing which there is rise in reluctance and less performance. So this communication gap is part of good relation if there is gap means there is no good relation between employer and employee so again it is proved that good relation leading to positive impact. Question no-7-what you feel about relation between communication gap between employer and employee leads to low performance and motivation of employees? Answer no-7- ( ) TRUE ( ) FALSE Above table shows that 90% of the staff of the hotels are agree and having the same belief that communication gap increases employee de-motivation hence lower performance of employees. Chapter 5 CONCLUSION In order to conclude the topic author would like to mention the aim and objectives of this research which author had established at the starting of this research. Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? Based on the research conducted by author now at this stage author have been comparing what was to achieved and what have been achieved then author found there is no variance in the research objectives and all the steps of research till conclusion. All the aspects have been recognized and evaluated. Based on the primary research conducted by the author it is very much clear that it is the good relation between employer and employee or peer group that leads to feeling of team work and overall performance of employees goes up that help organizations to achieve the organizational objectives effectively.

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Cuba Nationalism free essay sample

This lab was created by Mr. Buckley from Edward Knox High School. Credit is given for this original activity to Mr. Buckley. |Problem: What lessons can we learn from the Kaibab deer? |[pic] | |Objectives: | | |1. o graph data on the Arizona Kaibab deer population from 1905~1939 | | |2. to analyze the possible reasons for the changes in the deer population | | |3. discuss some changes which would have better suited the Kaibab deer | | |population | | Introduction: The environment may be changed by biotic factors as well as by relationships between organisms and the physical (abiotic) environment. The carrying capacity of an ecosystem is the maximum number of organisms that an area can support on a sustained or continuing basis. The population density (number of individuals per unit area) may produce such profound changes in the environment that the environment becomes unsuitable for the continued survival of that species. Humans can also interfere with natural interactions of species with their environments with either positive, negative, or neutral effects. We will write a custom essay sample on Cuba Nationalism or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This activity will show how these some of these human interactions influenced a population of deer in Arizona. In 1905, the deer population on the Kaibab Plateau in Arizona was estimated to be about 4,000 on 300,000 hectares of range. The average carrying capacity of the range was estimated to be about 30,000 deer. On November 28, 1906, President Theodore Roosevelt created the Grand Canyon National Game Preserve to protect what he called the finest deer herd in America. Unfortunately, but this time, the Kaibab forest area was severely overgrazed by sheep, cattle, and horses. Most of the tall, perennial grasses had been eliminated in the area. The first step in protecting the deer was to ban all hunting in the area. Then, in 1907, the Forest Service tried to exterminate the natural predators of the deer, killing approximately 800 mountain lions, 20 wolves, 7400 coyotes, and 500 bobcats between 1907 and 1939. Signs that the deer population was out of control began to appear as early as 1920. The most important sign was severe and rapid deterioration of range grass and abundance and quality. The forest service then reduced the number of livestock grazing permits to allow more grass for the deer. By 1923, however, the deer were reported to be near starvation and the range conditions were described as deplorable. A Kaibab Deer Investigation Committee recommended that all livestock not owned by local residents be immediately removed from the range and that the number of deer in the herd be reduced by 50 percent (culling) as quickly as possible. Deer hunting was reopened and during the fall of 1924, about 675 deer were killed. These deer represented only 10 percent of the number that had been born that spring! Today, the Arizona Game Commission carefully manages the Kaibab area with regulations geared to specific local needs. Hunting permits are issued and predators are protected to keep the deer in balance with their range so that the herd size does not exceed the carrying capacity. Materials:   graph paper, pencil Procedure: †¢ Construct a graph of dear population size (y-axis) vs. year (x-axis) using the data chart (below) †¢ Draw a horizontal line representing the carrying capacity †¢ Answer the conclusion questions Data/Results: Deer Population of the Kaibab | |Year |# Deer |Year |# Deer | |1905 |4,000 |1927 |37,000 | |1910 |9,000 |1928 |35,000 | |1915 |25,000 |1929 |30,000 | |1920 |65,000 |1930 |25,000 | |1924 |100,000 |1931 |20,000 | |1925 |60,000 |1935 |18,000 | |1926 |40,000 |1939 |10,000 | Conclusion Questions 1. During 1906 and 1907, which 2 methods did the Forest Service use to protect the Kaibab Deer? 2. Were these methods successful? Explain using data from the graph 3. How many total predators were eliminated from the preserve between 1907 and 1939? 4. What was the relationship of the deer herd population size and the carrying capacity of  the range in †¢ 1915 †¢ 1920 †¢ 1924 (Explain your answer using NUMBERS from the data chart or graph. ) 5. Did the Forest Service program appear to be successful between 1905 and 1924. Explain  using data from the graph 6. Why do you suppose the population of deer declined in 1925 although the elimination of  many predators occurred? 7. Do you think any changes occurred in the carrying capacity of the range between 1900 and 1940. Describe what you think occurred. 8. Why do you think the deer population size was 4000 in 1900 when the carrying capacity was actually 30,000 deer? 9. If the Forest Service had not interfered with the deer population, what do you think would have happened to the deer population? 10. Based on these lessons, suggest what YOU would have done in the following years  to manage to deer herds: †¢ 1915 1923 11. It is a criticism of many population ecologists that the pattern of population increase and subsequent crash of the Kaibab deer population would have occurred even if a bounty had not been placed on the predators. List and explain a logical reason for this statement. 12. What future management plans would you suggest for the Kaibab deer herd? 13. Assuming (erroneously ) that no other factors interact, identify the dependent and  independent variables in the interaction between the Kaibab deer and their prey and defend your identification.

The Berlin Conference Essays - Ethnic Groups In Burkina Faso

The Berlin Conference Culturally, Africans are perhaps the most diverse of any continent's inhabitants, with thousands of ethnic groups and more than 1000 different languages. With groups that often cross national boundaries and continual political upheavals, African national identity is not as strong as racial ties or local kin group meetings. Black Africans make up the majority of the continent's population, but there are also large populations of Arabs, Asians, Europeans and Berbers. Communities range from rural cultures in which the foods, religions, dress, tribal roles, and daily life have remained unchanged for hundreds of years, to modern city environments, which feature skyscrapers, Western styles of dress and commerce, and a diverse mix of cultural influences. Music, art, and literature are culturally important and distinctive throughout Africa, and have had considerable impact on other societies around the world. During the period of Sudanic empires, the lives of most farmers and fishers remained virtually unchanged. Imported goods or luxuries were enjoyed only by the ruling classes: the farmers lived in subsistence economies, forced to periodic tax gathering and occasional slave raids. Islam was associated with the great urban centers and was the religion of some of the ruling classes and of the foreign residents. By the late 15th century, however, the Arabs began to invade, and during the mid-16th century the Qadiriyya establishment, began to spread Islam throughout the Western Sudan. Dynasties were overthrown, and states were founded that spread Islam to new areas. In the Hausa states, Shehu, a muslim teacher, led a revolt among the Fulani who between 1804 and 1810 overthrew the Hausa rulers and established new dynasties.

One Stair Up” by Campbell Nairne Essay Example

One Stair Up† by Campbell Nairne Paper Essay A â€Å"One stair up† by Campbell Nairne The fragment describes how two youngsters, representatives of the working class, Rosa and Andrew, went to the cinema. We see them in the hall of the cinema, after that observe them in the showing room. There is relatively little action in this story. The author’s attention is mainly focused on the details, so that we could see, smell and feel everything that surrounds the main characters. The text can be described as partially narrative and partially descriptive. The exposition is rather long. The author’s aim is to plunge us into the atmosphere of the luxurious salon: we can even hear the â€Å"soft whirring of fans† and â€Å"a cup grate on a saucer†, feel the â€Å"hot darkness† and draw a realistic image of the showing room. The complication begins with the Rosa’s question â€Å"This a comedy? † Now our attention is fully devoted to the leading characters, depicted skillfully by the author. Campbell Nairne reveals the nature of his characters through actions, details, dialogues, and, mostly, through showing their thoughts. He uses interior monologues to build up the thought patterns of both the main characters. We will write a custom essay sample on One Stair Up† by Campbell Nairne specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on One Stair Up† by Campbell Nairne specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on One Stair Up† by Campbell Nairne specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The tension grows as we â€Å"hear† what Rosa thinks of Andrew, because her thoughts come in strong contradiction to his ones. The culmination takes place when Andrew breaks out, â€Å"forgetful in his excitement†. Full of delight, he wants to share his impressions with Rosa, but meets only cold misunderstanding. He starts making excuses to her, looking abject and miserable. The denouement lies in the sharp answer of Rosa. The elements of the plot are ordered chronologically, the story ends on the sour note, but the end of the story is not clear-cut and conclusive. It gives the reader much room for suggestion, forces himher to fancy a possible reaction of the young man and the further development of the relationships between Rosa and Andrew. The plot is of minor importance in this story, if we compare it with the work of mind, feelings and emotions. We pay attention to what the characters think rather than to what they do. The author speaks first in his own voice and presents events in the third person singular, but there are moments when we realize that the author’s words are substituted by interior monologues of the youngsters. Nairne uses such a device to make his story a remarkable insight into human character. What is also characteristic of the story is that we cannot fully trust the narrator’s judgment, as he sometimes speaks with irony. A vivid example of it is the description of the forthcoming attraction â€Å"Mothers of Broadway†. The author mixes the quotations from an advertisement with his own remarks, which are even more swelling and exaggerative than the advertisement itself. He says â€Å"The film seemed to have smashed all records†, and we have to doubt deeply, whether he is speaking frankly. Next to this pompous review of the film Andrew’s comment follows: â€Å"Not much good, I expect†. Here we can observe a complete change in the point of view, and, accordingly, in the atmosphere. The mask seems to have been removed, and the emphasis in the episode turns great. Now let us examine the characters in details. Except for the main ones, Andrew and Rosa, we also meet â€Å"a trim girl in a chocolate uniform with blue pipings’, which ‘silently emerged, glanced at the tickets and admitted them†. The author pays attention only to her appearance and actions. On the contrary, we find nothing about the look of the main characters. And it’s not by chance: in this particular fragment their look has no significance. We explore only their inner world, knowing nothing about the outer, and it doesn’t prevent the characters from being round and full-blooded. They are fully believable, and as in real life, sometimes act inconsistently. In the best way it can be seen in the ending of the story, when Rosa’s retort â€Å"was uttered before she had command of it†. Another example concerns Andrew: he promised himself he would keep silent during the film, because Rosa had forbidden him to talk to her in a cinema. After that he broke the promise and it led to their tiff. The two heroes are faced with the problem of misunderstanding; moreover, an inner conflict, associated with Rose’s inner world, domineers from the very beginning of the story. â€Å"It pleased her to be seen in the dress circle, even with Andrew†. The detachment â€Å"even with Andrew† shows us that she doesn’t enjoy his company. Finally, her attitude to him is voiced in her thoughts: she supposed him to be stupid, just â€Å"a big hulking kid† and looked at him with contempt. Her irritation grew and the inner conflict turned into an external one. The roots of the conflict between the characters lie in their different attitude to things, different tempers and motivations, and particularly, in their attitude to cinema. Rosa’s attitude is much more serious than that of Andrew. For him it was just a sort of fun. He was going to â€Å"enjoy himselfâ€Å", and nothing more. But for Rosa it was a way to go one stair up in the world, may be even the means of self-development. Moreover, it was not by chance that she â€Å"surveyed the dim amphitheatre in the hope of recognizing some of her acquaintances†. She wanted to be seen in the dress circle and to keep the track of events. The title of the story is a suggestive one. It helps us to single out the main idea of the story: some people are not content to live in obscurity, and their aim is to go one stair up in the world by any means. Now let us see what helps this story to affect our feelings so deeply†¦ In the given fragment the author uses a wide range of stylistic devices. Here are examples of epithets (â€Å"voluptuous (stillness)†, â€Å"rapid-fire (drama)†, â€Å"soft (whirring)†, â€Å"hot (darkness)†), metaphors (â€Å"a shower of stars†, â€Å"a shaft of white light†), metonymy â€Å"young bloods†, simile (â€Å"a carpet that yielded like springing turf†). He also exploits ellipsis â€Å"This a comedy? †, â€Å"You see all right? † to imitate the colloquial language and to show the low education level of the speakers. To render the peculiarities of the thought stream, he uses simple syntactical constructions, many one-member nominative sentences (â€Å"Custards all over the place†, â€Å"Oh, yes, a stick of dynamite. ), rhetorical questions (â€Å"Where was it going to put that? †), exclamatory sentences (â€Å"Oh, this was good! †). Personification is used throughout the text (â€Å"pot-plants and palms leapt up†). The extract I thought — it was quite funny, you know — I mean, people laughed. I wasnt the only one. But if you dont like it — is especially remarkable. It sounds unconnected, the same idea is repeated twice (â€Å"I thought †¦ I mean†). The speech is interrupted: hesitation pauses are shown with the help of the dashes. Evidently, poor Andrew had a lack of words. Moreover, aposiopesis is used. All these expressive means show us how great was the extent of the boy’s confusion, and unwillingly the reader’s heart fills with sympathy for him. No doubt, he author has a fine and remarkable style, everything seems to reflect the feelings of the heroes, and as a result, the events emerge in our mind in the most realistic way. The reader is immersed deeply into the life of those two youngsters: we see, hear and feel the same as they do. We get access to their thoughts and judgments, we can easily put ourselves into their shoes. And we realize that there are so many Rosas and Andrews among us†¦

Free Essays on Sonny Blues

In James Baldwin’s 1957 Story, â€Å"Sonny Blues,† Which Character, The Narrator Or Sonny, Went Through The Most Significant Transformation In The Effort To Seek A Common Ground As Brothers? In James Baldwin’s story, Sonny Blues,† the narrator, Sonny’s brother, went through the most significant transformation in the effort to seek a common ground as brothers. The brothers faced many struggles, because Sonny was not able to express himself to the narrator. The narrator is the eldest and was given the charge by his mother before she died of protecting his brother Sonny. He unsure how to do this became more of disapproving father-figure than the understanding brother Sonny needed. Unfortunately for both communication had never been easy in their family. Sonny who has a love for music wants to be a musician and his brother laughs at him for it. He tries telling his brother what to do and that only pushes Sonny away. Being eight years older, the narrator never really understood Sonny’s obsession for music and its importance to him. The difference in age contributed to a difference in opinion on what was right for Sonny. Neither brother seemed to know how to handle their own feelings, the situation between them worsened. When the elder brother realized that he could not get sonny to conform to his ideas of what was right, and Sonny felt that his dreams were not being taken seriously by his brother, the brothers had grown further apart, and had nearly given up on each other. Sonny had fallen victim to drugs and was arrested. Painfully the narrator finds out about this in the newspaper. Despite the narrators suspicions and obviousness of the fact it was to hard for him to conceive. He felt guilty that he had let down his promise to his mother. After Sonny’s rehabilitation the two finally started making up for lost time. I believe the healing in the... Free Essays on Sonny Blues Free Essays on Sonny Blues In James Baldwin’s 1957 Story, â€Å"Sonny Blues,† Which Character, The Narrator Or Sonny, Went Through The Most Significant Transformation In The Effort To Seek A Common Ground As Brothers? In James Baldwin’s story, Sonny Blues,† the narrator, Sonny’s brother, went through the most significant transformation in the effort to seek a common ground as brothers. The brothers faced many struggles, because Sonny was not able to express himself to the narrator. The narrator is the eldest and was given the charge by his mother before she died of protecting his brother Sonny. He unsure how to do this became more of disapproving father-figure than the understanding brother Sonny needed. Unfortunately for both communication had never been easy in their family. Sonny who has a love for music wants to be a musician and his brother laughs at him for it. He tries telling his brother what to do and that only pushes Sonny away. Being eight years older, the narrator never really understood Sonny’s obsession for music and its importance to him. The difference in age contributed to a difference in opinion on what was right for Sonny. Neither brother seemed to know how to handle their own feelings, the situation between them worsened. When the elder brother realized that he could not get sonny to conform to his ideas of what was right, and Sonny felt that his dreams were not being taken seriously by his brother, the brothers had grown further apart, and had nearly given up on each other. Sonny had fallen victim to drugs and was arrested. Painfully the narrator finds out about this in the newspaper. Despite the narrators suspicions and obviousness of the fact it was to hard for him to conceive. He felt guilty that he had let down his promise to his mother. After Sonny’s rehabilitation the two finally started making up for lost time. I believe the healing in the...

Segmentation and Targeting Essay Example | Topics and Well Written Essays - 750 words

Segmentation and Targeting - Essay Example Starbuck has experienced tremendous growth since it was founded. Identify the company’s target market and positioning strategy The level of coffee consumption in the United States has been on a downward trend, especially in the late twentieth century. However, Starbuck has been quite cautious when choosing its target markets. A target market can simply be defined as a group of consumers who share the same interests that a particular company selects to serve. The process of choosing a target market can be undertaken by evaluating social, environmental, political, and competitive factors. Consumers bargaining power and entry barriers all fall under the category of market factors. The prices offered by Starbucks were extremely high and the company was trying to develop a new culture for its customers. Considering that Starbuck was very careful when it came to coffee production, the company managed to maintain a stable relationship with its suppliers hence, it faced minimal threat s and competition (Starbucks Corporation SWOT Analysis, 2008). Office employees with both middle and high revenue were the sole target for Starbuck. Schultz wanted Starbuck to be the place where people could meet and relax on their way home, after work and socialize with each other. Therefore, the company was aggressive in meeting the needs of the consumers. Great consideration was also placed on the arrangement of the store. Target market can be executed in various ways namely concentrated, distinguished and undistinguished (Kotler & Armstrong, 2004). The concentrated strategy focuses its efforts on a single market section and develops and maintains an exclusive approach for every section. The distinguished approach reaches out to the market by creating distinct products and promoting the programs for the various sections. The undistinguished strategy on the other targets the whole market using a single (Kotler & Armstrong, 2004). Starbuck adapted the undistinguished strategy to ma rket their products. The company measured the whole market as one single section. The main obstacle that Starbuck faced when it employed this strategy is the development of a brand that would satisfy the needs of all customers. Nevertheless, Starbuck did not compromise any of its services hence, they did everything they could in order to produce a quality product. A company must choose which position it wishes to occupy in the market after identifying its target. The positioning entails the way consumers define a particular product in terms of quality, size, price and performance and several other factors. Previously, Starbuck had been using transactional marketing where profit was obtained mainly from reserved customers who had a long-term relationship with the company. However, the customer retention approach aims at enchantment instead of consumer fulfillment. Starbuck later discovered that public opinion was a better approach. This kind of strategy takes a long time to thrive, t hough the benefits are worthwhile (Brassington & Pettit, 2000). How does their product line fit with their target market and positioning? Does it make sense? Starbuck began to create high quality products and services to its consumers. Schultz was aware of the fact that coffee is indeed perishable hence, he emphasized on the production of quality products by supervising each stage of coffee manufacture. Whole bean coffee was purchased from countries such as Kenyan and Ethiopia (Stanley, 2002). The coffee was then roasted and