Attention Deficit Hyperactivity Disorder (Adhd) Is A...

Attention deficit hyperactivity disorder (ADHD) is a neurobehavioral disorder that emerges during childhood but often results in symptoms that persist into adulthood. Psychologists specifically define it as, â€Å"a developmental disorder characterized by developmentally inappropriate levels of hyperactivity, impulsivity and inattention† (J. Tarver, 2014). Children with ADHD can be described as having great difficulty paying attention, difficulty controlling their behavior and displaying excessive motor activity (Meyers Berk, 2016). Most of these behaviors can be typical of children at one point or another, but for a child with ADHD it is common for these symptoms to be constant and cause interference at school, home or with friends. This†¦show more content†¦One subtype is predominantly inattentive meaning the child is especially disorganized and find it hard to finish a task and pay attention to details. This child can be easily distracted and forget things tha t are even part of their daily routine. Another subtype is predominantly hyper-active impulsive meaning the child is very fidgety, restless and talks incessantly. A child with this subtype may interrupt others often and speak at inappropriate times, which can hinder peer relationships. This child is often reported as being very accident prone compared to typical peers. The final subtype is a combined type meaning both inattentive and hyperactive-impulsive symptoms are observed in the child. Symptoms associated with ADHD typically appear during preschool years and as mentioned those symptoms often continue throughout childhood and into adulthood. ADHD is the most commonly diagnosed neurological disorder in children and is also one of the most researched childhood psychiatric disorder. In fact, many researchers believe that ADHD is over diagnosed and medication is too quickly prescribed to treat the disorder without trying alternate treatments like behavior management (Worley, 2017). The prevalence of ADHD worldwide is estimated to have reached 5.29% although there are gender differences with the prevalence being much higher in boys than in girls (Roskam, et al.,Show MoreRelatedAttention Deficit Hyperactivity Disorder ( Adhd )1552 Words   |  7 PagesATTENTION DEFICIT HYPERACTIVITY DISORDER Seth was a second grader at West Elementary. He constantly got reprimanded by his teachers for not paying attention in class. He could not understand the information given to him during the school day. He thought he was stupid and useless. But he was not. His parents got him tested by a doctor for ADHD. He is one of many kids in the United States who have been recognized as having it. Attention Deficit Hyperactivity Disorder is a major issue in the educationRead MoreAttention Deficit Hyperactive Disorder ( Adhd )963 Words   |  4 Pages Attention Deficit Hyperactive Disorder Mizeldrick K. Marshall Holmes Community College Attention Deficit Hyperactive Disorder Attention deficit hyperactivity disorder (ADHD) is a common neurobehavioral disorder most commonly diagnosed in children. Children can be diagnosed as early as the age of 7. Boys and girls can be diagnosed with ADHD but this disorder is seen more in the behavior of boys. Adults can also develop symptoms and be diagnosed as well. It was originally called hyperkineticRead MoreAdhd : Children With A High Iq Essay1174 Words   |  5 Pages ADHD in children with a High IQ Haley Raines University of Central Arkansas Many children today are diagnosed with Attention Deficit Hyper Activity Disorder, (ADHD). ADHD was not acknowledged as a mental disorder until 1960, before that it was called Hyperkinetic Impulse Disorder.( healthline.com) ADHD can be present in children with a high IQ and it can also put their relatives at risk of having ADHD. The signs of ADHD and having a high IQ may not beRead MoreAttention Deficit Hyperactivity Disorder ( Adhd )971 Words   |  4 PagesAttention Deficit Hyperactivity Disorder in Children ADHD a condition characterized by an inability to focus attention or to inhibit impulsive, hyperactive behavior, according to cdc.gov this is one of the most common neurobehavioral disorders of children, which it is normally diagnosed in early childhood and may last into adult hood, children experiencing persistence of symptoms into adolescence and adulthood, can cause a lifetime of frustrated dreams and emotional pain ADHD was first mentionRead MoreInformative Speech : Children And Adults With Adhd Are No Less Intelligent Than Another Person Essay871 Words   |  4 Pages1. Decide on Speech Topic: ADHD 2.General Purpose : To Inform 3. General Purpose Statement: To Inform the audience about the common neurobehavioral disorder, ADHD. 4. Write Thesis Statement: No less children and adults with ADHD are no less intelligent than another person. OUTLINE FORMAT I. Introduction: A. Attention-getting material: Just Imagine! You are trying to get an assignment done for either school or work. You know you need to get it done, and you know you canRead MoreAttention Deficit Hyperactivity Disorder (ADHD)1386 Words   |  6 PagesAttention Deficit Hyperactivity Disorder (ADHD) ADHD and its diagnosis and treatment have been considered controversial since the 1970s. The controversies have involved clinicians, teachers, policymakers, parents and the media. Opinions regarding ADHD range from not believing it exists at all to believing there are genetic and physiological bases for the condition as well as disagreement about the use of stimulant medications in treatment. Some sociologists consider ADHD to be a classic exampleRead MoreAttention Defecit Hyperactivity Disorder2565 Words   |  10 PagesIntroduction Attention Deficit Hyperactivity Disorder (ADHD) a neurobehavioral and cognitive disorder that is characterized by inattentive, impulsive and hyperactivity symptoms (Ko et al., 2013). It is a highly prevalent disorder among child and adolescent populations although approximately 15% of patients have been found to meet full symptom criteria into adulthood (Hoogman et al., 2013). ADHD has been related to various cognitive deficits in major areas of executive functioning such as planningRead MoreThe Effects Of Adhd On Children And How It Affects Their School Life1698 Words   |  7 PagesThe Effects of ADHD in Children and How it Affects Their School Life ADHD really affects the way a child develops. ADHD stands for â€Å"Attention Deficit Hyperactivity Disorder† and it is a neurobehavioral disorder that causes overactivity, behavioral disinhibition, and poor attention span (Lassen, 2016). Children with ADHD can be easily distracted, delayed learning, bad memory, and have difficulty with social skills, leading to them falling behind in school and making it difficult to stay caught upRead MoreAttention Deficit Hyperactivity Disorder . Chance Dearman.1123 Words   |  5 PagesAttention Deficit Hyperactivity Disorder Chance Dearman Mississippi Gulf Coast Community College Introduction Attention Deficit Hyperactivity Disorder, also known as ADHD, is a neurobehavioral disorder that develops during childhood and can continue through adulthood. ADHD’s characteristics include inappropriate levels of inattention, impulsivity and motor overactivity. It appears to be the most common childhood behavior disorder today with an estimate of 3-7% of school-agedRead MoreAttention Deficit Hyperactivity Disorder ( Adhd )1407 Words   |  6 PagesAttention Deficit/Hyperactivity Disorder: Attention deficit-hyperactivity disorder (ADHD) is described as the most common neurobehavioral condition of childhood. We raise the concern that ADHD is not a disease, but rather a group of symptoms representing a final common behavioral pathway for a gamut of emotional, psychological, and/or learning problems (J Child Neurol 2005). ADHD starts in childhood, there are several different requirements symptoms to be present before the age of 12 years old

Psychology Today Essay - 823 Words

Psychology Today What is psychology? Psychology is the scientific study of the behavior of individuals and their mental processes. Walter Cannon, John Watson, and Herman Ebbinghaus are only three out of many psychiatrists that have changed the world today. Binge eating and anorexia are two common eating disorders. Anorexia is the disorder you under take when you withdraw yourself from food and Binge eating is when you consume too much food at a certain period of time. But what makes us hungry? How do we know that hunger is what were feeling? We as humans use an external clocks in our daily routines, such as when to sleep or eat. This external time triggers our hunger. For example when the clock reads 12:00pm many people feel hungry†¦show more content†¦John Watson was the father of behaviorism. Your behavior is what makes you you. It’s how you react to certain situations, eat, or sleep. Some Behavior can also be hereditary such as anger, intelligence level, or how you handle stress. John Watson is well known for his â€Å"Little Albert† experiment he conducted. John Watson and a graduate assistant named Rosalie Rayner conditioned a small child to fear a white rat. They accomplished this by repeatedly pairing th e white rat with a loud, frightening clanging noise. They were also able to demonstrate that this fear could be generalized to other white, furry objects. The ethics of the experiment are often criticized today, because the child grew so terrified that the mother took him out of the experiment immediately and therefore the childs fear was never deconditioned. Have you ever walked into a room to get something but the minute you step inside you completely forget your purpose of even entering the room? Or have you met someone and they told you there name and then seconds later it slips you mind? Four major reasons why Miller3 people forget are retrieval failure, interference, failure to store and motivated forgetting. Herman Ebbinghaus was a German psychologist. Using himself as both sole experimenter and subject, Ebbinghaus embarked on an extremely hard process that involved repeatedly testing his memorization of nonsense words devised to eliminate variables caused by priorShow MoreRelatedEthical Dilemma in Psychology Today760 Words   |  3 PagesIn psychology field especially in the mental health profession, strongly discourage therapist from engaging in any form of romantic relationships with former or current client. It is paramount because of the two most important encountered areas for these types of issues are termination and sexual relationships. It is not wise for a therapist to begin any form of social relationship with client after termination. The therapist has to politely and gentle inform the client that it is not a good ideaRead MorePsychological Today, An Evaluation Of Psychology Today : An Evaluation801 Words   |  4 PagesPsychology Today; an Evaluation The website about ADHD that this review will examine was published by Psychology Today at; https://www.psychologytoday.com/basics/adhd. The author does achieve the goal of using accuracy, currency, authority, and coverage to present material which is factual, up to date, and credible, with few advertisements. Citing many experts, in addition to their own well-established staff of pundits, Psychology Today’s website is an informative narrative on ADHD, and a well sourcedRead MoreDifferent Types Of Psychology Today Essay1711 Words   |  7 PagesThere are seven different types of psychology today. The first is psychodynamic which branches off of Freud’s approach to the mind. It reviews internal thoughts, the unconscious mind, and internal conflicts as what drives and affects a person’s behavior. Behavioral psychology is exactly what it sounds like. It’s the study of human behavior which is influenced by external factors therefore excluding any thing that is related to internal thoughts. This perspective says humans behave not becauseRead MoreThe Psychology of Serial Killers Today Essay1122 Words   |  5 Pages Once he was able to finally find a girlfriend, the eventual breakup lead to a bout of severe depression, which caused him to drop out of school. Bundy reinvented himself and eventually returned to school, where he earned a bachelor’s degree in psychology. The new Bundy was full of bravado and confidence, a far cry from his previous incarnation. Examining Bundy’s life prior to the murders, it can be easy to identify the aspects that may have contributed to his eventual crimes. It has been reportedRead MoreAn Analysis Of Online Health Information From Psychology Today1404 Words   |  6 Pages An Analysis of Online Health Information from Psychology Today Sarah E. Basuric University of Alberta Faculty of Nursing 1229968 The purpose of this discussion is to analyze an article from Psychology Today entitled A Multitasking Molecule: Melatonin Does a lot More Than Help you Sleep. This discussion will explore the credibility of the site, the purpose of the article, the congruency of content versus audience, the methods used, and the balance of informationRead MoreBehavioral Health : Psychology Today ( Online ) Master Of Public Health Essay1777 Words   |  8 PagesWhat is behavioral healthcare? In Psychology Today (online) Master of Public Health Elana Premack Sandler observes that behavioral health is promoting the well-being of clients â€Å"by preventing or intervening in mental illness†, substance abuse, as well as it focuses on decreasing the stigma that surrounds the term mental health (2009). Behavioral health includes: finding what works best for a patient, include that patient in the plan of care, and be attentive in improving the behavior that is causingRead MorePsychology and the Med ia Essay1735 Words   |  7 Pagesï » ¿ The Image of Psychology through the Eyes of the Media Abstract Psychology can be presented by the media in forms such as magazine or newspaper articles, and the most popular today is through commercials watched on TV. Psychology is presented in a form of science today compared to what it was viewed as in the late 1800s and onto the 1900s. It is more of a science nature because viewers have to think about the meaning of the article or commercial to understand the message thatRead MoreJohn Watson Vs. Carl Rogers770 Words   |  4 PagesJohn Watson Vs. Carl Rogers An Exploration in the History of Psychology Bradley (Afton) Hill Davidson County Community College Introduction Throughout the span of history, psychology has always existed. Humans have always pondered why we think, act, and see the world as we do. Most information we have on the very foundations of psychology come from philosophers and physicists such as Plato, Aristotle, Descartes, and Gustav Fechner. Today I’ll be comparing two very different psychologists: John BRead MoreWhy Do Some Develop Depression Or Anxiety?1444 Words   |  6 Pages I’ve always been interested in the how the mind works. From the way human beings think to the mental disorders that exist today. I wanted to know why and how do those occur. What causes it to appear? Why is it different in every person’s mind? Although we use the brain for functioning in our everyday life, there are times when we can trick the brain into believing something, making it reliable and unreliable at the same time depending on the circumstances. It’s a complex organ that is designed specificallyRead MoreAbnormal Psychology Essay1646 Words   |  7 PagesAbstract The following paper includes such topics of normal and abnormal psychology. Discussed with these topics are definitions of each as well as the similarities and differences between them both. Included here also is a discussion and explanation of two mental disorders and two mental illnesses all taken from the psychology perspective. As the reader will see, normal and abnormal psychology as well as the mental disorders and illnesses are common issues that could happen to any person or affect

Appropriate Behaviour Expectations

Questions: 1. Analyzing Rons Challenging Behaviour?2. Construction of the Strategies to fight Rons Challenging Behaviour? Answers: 1. Analyzing Rons Challenging Behaviour: It is seen that Ron barely concentrates in the classes and he is at the same time is careless and full of mischief. His approach towards his class and other classmates is quite unnatural. When all the students gather in the class for taking lesson from Ms Bosco, he seemed to have been busy with the other approaches such as passing time in the aquarium. This mischief approach has not only let her to face difficulties, at the same time, it does not make him to study properly. Although mischief in character is not alien from a childs character, however, to some kids it seems to be in a high note. Ron is the example of such kind where it is excessive in nature. 2. Construction of the Strategies to fight Rons Challenging Behaviour: In order to manage the character of Ron, different strategies can be adapted by Ms Bosco. First, he can let to be mischievous to such an extent which can be controlled by his teacher (West, 2010). Ms Bosco is needed to permit him for doing mischief but in return he has to do mischief under his observation. It may prove to be a strategical approach which leads him to manage better prospect for Ron. If he can be controlled under proper observation, his mischievous behavior can be removed (Thornberg, 2010). On the other hand, counseling may seem to be a tool which can be used for Ron by Ms Bosco. It leads her to manage and reduce the mischievous attitude of Ron and get him back into normality. Reference List: Thornberg, R. (2010). A Student in Distress: Moral Frames and Bystander Behavior in School.ELEM SCHOOL J,110(4), 585-608. doi:10.1086/651197 West, M. (2010). School-to-school cooperation as a strategy for improving student outcomes in challenging contexts.School Effectiveness And School Improvement,21(1), 93-112. doi:10.1080/09243450903569767

The imperatives of sustainable development - MyAssignmenthelp.com

Question: Discuss aboutThe imperatives of sustainable development. Answer: Introduction About the company General Electric or popularly known as GE is a multinational conglomerate corporation that was established in the year 1892. Over the years of operation the company has gained goodwill and reputation from the stakeholders. The products and services that are offered by the company are varied including some of the sectors like: energy supply, aircraft engines, power generation, and oil and gas production equipment to medical imaging, financing and industrial products. The customers of the organization are as widespread as 180 countries. The company has been awarded as the fourth largest international company by Forbes in the year 2012 (Bolman and Deal 2017). The industries that the company operates in are: healthcare, electronics, transportation, aviation, power and also capital. The company has shed the mantel of the traditional business model and has recently adopted the model of triple bottom line, which has enabled the company develop a sustainable business model (Ge.com 2017). Mission and vision The company encourages innovation as the tagline reads imagination at work. The vision of the company is to offer the consumers with product and services that ensures integrity and compliance. The company works on the motto of the best elements of speed, scale and flexibility as stated by former chairman and CEO Jeff Immelt. Core competencies of the organisation The organisation incorporates the strategies that are most pertinent to the immediate future and growth of the organisation The organisation has been successful in adapting to the dynamics of the industry and the market that it operates in The leaders and the human resource of the organisation are one of the major competencies of the organisation Traditions and legacies in the organisation are still carried forward Competition Owing to the various business portfolio of the organisation, the competition of the company is also distributed. Siemens is regarded as one of the biggest competitors of the organisation. Changes redirected by Jeff Immelt Under the leadership of Jeff Immelt the organisation has flourished to achieve new heights. Since 2001 Jeffrey R. Immelt has served as the chairman and CEO of general electronics. Integrity and creativity has always been the undertone of the business and leadership styles that is encouraged by General Electric. These operations of the company are handled by the leaders and managers present in the business who are regarded to be one of worlds best leaders. Chief Executive Officer, General Manager, General Council, and Vice President form the management structure of the company. According to Jeff Immelt, general electric is a connected industrial company. Jeff Immelt redirected the ways of the company by following the dynamic of the business environment. Before being the chairman and CEO of the company Jeff was heading the GE Appliances, GE Plastics, and GE Medical Systems. He gained goodwill and earned good reputation for the company by focusing on customer services and development of innovative and new technologies. The strategy that has been implemented by Immelt is a combination of innovation, increased productivity and customer service (Hill et al. 2014). One of the main features that are observed in the leadership style of Jeff is motivation of the employees. He closely worked with the employee and worked hard to understand the challenges and grievances faced by him. He had a friendlier approach towards leadership. His style of leadership can be defined as a transactional and transformational leadership. He believes that the employees are the backbone of the organization and the management has to work with the staff and not ahead of the staff. With the help of motivational tactics he used a lot of effort to understand and help the employees to develop commitment towards the company. As the approach of leadership of Immelt is very different form the CEO and chairman before him, he quickly gained popularity among the employees of GE. He has been described as the man-of-the-people as he has the ability to understand and think from the perspective of the person (Mihalache et al. 2014). This has made him approachable for a person who is i n the highest management to a person working on the ground level. In order to maintain the stability in the new millennium the varied portfolio of businesses of GE was regarded as a way to stabilize the business cycle. Immelt has highlighted the merits of a portfolio of businesses which curved the instability of individual businesses. In other words the diverse portfolio helped in filling for the gaps of the businesses that was in trouble (Bolman and Deal 2017). He promoted diversity and emphasized the importance, in the annual report of 2014. Healthcare, under his guidance received a major product development and geographical expansion. Energy is the oldest portfolio in the business and one of the major changes that have taken place in this segment under the leadership of Immelt was alternative energy. There were also significant changes in the broadcasting and communication department along with development in the technological infrastructure (Eden and Ackermann 2013). Alignment of the strategies with the requirements of the 21st century business environment Here is a list of requirements that are required in the 21st century business environment: Political: As a multinational conglomerate the leaders of the organisation has to keep up with the different political background of the countries. The company has to follow up with the rules and regulations of the country to ensure smooth operation of business. Economic: there are several developing economies that have opportunities for the company. The company has distribution but the operations can also be expanded in several region depending on the. Society: Acceptance of the business portfolio of the company in the society is important. The company should understand the requirement and the behavior of the consumer in order to grow and expand in the future. The importance of the consumer feedback and need has increased in the 21st century as Technology: Technological development has taken place in leaps and bounces in the 21st century and as discussed one of the core competencies of the organisation is adaptation to the changes the organisation has adapted to changes in various departments especially in customer care services. The leadership style that has been analyzed is transformational and transactional which is a change from the former style of being authoritative. The strategies that are taken by the company are more sustainable in nature and are more consumers centric. Integrated solutions to customer issues are being developed by the company is another strategy that is applied by the company. Immelt has always emphasized the focus of the product or services towards consumers. Customer service development, the importance of spending time with customers, developing a healthy relationship with the customers, and working on their grievances are one of the prime concentrate of the company. Creation of value was changed from providing the support as the objective of consumer services. The technological environment in the 21st century of the company has advanced which has enabled the consumers to give direct feedbacks to the services and products almost immediately. Technology has also helped the customers to be connected to the management and marketing team of the company to be able to communicate the problems and grievances as soon as it occurs. Customer service is the prime focus of all top companies of the world, due to globalization companies are open to operate all around the globe and expand their market. Hence the target markets of the companies are also changing depending on the external environment of the country that it is operating (Goetsch and Davis 2014). The changes in the target market are utilized by the company as an opportunity to enhance and expand the potential market in a specific country and in order to do that the company has to be consumer oriented and should think from the perspective of the consumers of the business. And the company is willing to use this change as its advantage in understanding the requirement of the customers, dealing with the issues they are facing in order to create value for the company in terms of goodwill and reputation. Another strategy that has been observed in the case study to be at par with the requirements of the 21st century is innovation and product development. Innovation does not only require investment but it also includes substantial risk, Immelt is known for taking risk in business decision making. As he is a transformational leader he understands the requirements of the changing business environment. The problem that is observed in the organization that the innovation decisions were taken on a medium term or short term basis, which lacks farsightedness and less impact on the future. The innovations is the key to gaining new potential customers and with the changes in time the requirements of the customers also change, hence making the process of new product development essential for any organization. Requirements of the customers should be catered to in order to solve the issue and grievance of the customers as well (Hornstein 2015). Changing the structure of the organization is another strategy that is adopted by Immelt he had made alteration of some of the significant structural changes. Immelt progressively reorganized. Immelt introduced the segmentation of divisions into a smaller number of broad-based sectors. This has helped in understanding the hierarchy and reducing the stress and workload which has improved the communication process. The implementation of the concept of triple bottom line on the management requires a change in the structure as well as this recognizes the people associated with the organization as one of the most important factors. Performance management and leadership development is another strategy that is implemented to deal with the dynamics of the business environment. Previously in the company the attributes that are related to the innovation, enterprise selling, and environmental sustainability were given less importance than factors like cost competence, efficiency, and profitability. The strategies that were implemented by Immelt posed a challenge to GEs metrics-based performance management system that was observed by the company for a long time. He emphasized on skill and aptitude development of the managers so that they can keep up with the changes that are occurring within as well as outside the business. Some of factors of growth aspects that were being focused on are as follows: External focus, imagination and creativity, decisiveness and clear thinking ability, inclusiveness, and deep domain expertise (knowledge of the particular business). The company included performance management and production efficiency theories like lean and six-sigma in practice so as to ensure that a person can offer maximum productivity (Sepahi et al. 2017). As discussed one of the core competencies of the organisation are the leaders and the visionary style of leadership that is incorporated. The changes that are discussed are implemented by the organisation with the help of the core competencies. Changes to implement the strategy Immelt respected the decisions and policies made by his mentor and predecessor and he understood the fact that some of these policies were like a tradition in the company and it was difficult to change such deep rooted values. Some of the organizational change that was imitated in order to implement the new strategies were: Performance management was one of the most important changes that were implemented by Immelt. The CEOs and the higher management of the company were all people promoted internally and this has been the tradition of the company for ages. The management promotion and development method together with its financial and strategic planning systems formed the foundation of GEs performance management. When Jack Welch was the CEO all the performance management was been implemented with the help of quantitative analysis that ensured reliability, Immelt also believed that it was a good way of measurement but what it lacked is the abstract attributes of the people that is also of equal importance. He was a believer of the quantitative measures starting from revenues and internal growth achievements to productivity development decrease in overhead costs and six-sigma quality. Along with these he also included in the performance metrics like innovation, enterprise selling, and environmental sustai nability. This will help the company choose the best people to lead the team in the future. Implementation of strategies such as six sigma and lean production also insures quality in the performance of the productivity. Channelize the resources of the company in strategic communication in order to serve the policies and strategies are important (Shanafelt et al.2015). One of the biggest challenges in this segment is that the company has to ensure that the measurement is transparent and clear or else there are chances of internal conflicts among the staff members. The new strategy of the company included and customer oriented approach, in order to develop a value oriented relationship with the customers so that the company can understand the issues and grievances of the products or services and improve o that field. This included hiring of talented marketing executives and innovate the process of product development and services in order to meet the needs of the customers. Providing customized consumer services is also another strategy that was developed by the company. The grievances and issues faced by the customers cannot be similar and hence the company recognized this as an aspect that needed to be worked upon. The challenge that the company might face form this strategy is that the needs and requirements of the diverse consumer base of GE might be contradictory. It is also difficult to listen to all the issues and make changes. Skill development of the people involved in the customer care service was initiated by the company several departments were set up to deal with the diversified requirement of the customers for example technical services, financial services. Coordination among the sectors of operation is recognized a as one of the best ways of implementation of the new strategies. Training and skill development on focused groups of people so that they can specialize in certain kind of subject and any issues arising in that subject can be tactfully handled by that person. The performance of the employee can be enhanced effectively with the help of such a training program. The organizational changes that were the central idea of Immelt are improving the capability of the company to provide better services to the customers with the help of integrated (Jacobs et al. 2015). Time management is the biggest barrier in this case the company should ensure that the people who are engaged in skill development sho uld be able to manage their time and performance as well as the production will be low while the training is in process. Innovation has always been the aim of the organization and several steps have been taken in order to promote and develop the process of innovation in the company. Several changes in the organization have also been implanted in order to deal with the innovations. Imagination Breakthroughs is an idea that was introduce by Immelt in this concept promising innovative projects were ideated. This concept has the potential to create $100 million in sales over a time period of three-year. Around 100 ideas were identified and the projects were individually approved by Immelt. The funding and investment decisions on these projects were the responsibilities of the higher management as well as Immelt himself this ensured rapid sanction of investment and implementation of operations upon the ideas (Hornstein 2015). There are some major hindrances in an organisation towards innovation, people resist change and hence this is the major issue with any company. Here another issue is that the process o f innovation is restricted to the research and development which restricts the possibilities of other departments. Alternative strategies should GE consider In case the strategies that has been implemented by the organisation or are not in sync with the interest of the shareholders then some of the alternative strategies are discussed below. The shareholders of General Electric have a collective objective of growth and expansion of the company and recently the goal is to keep up with the concept of sustainability. General electric is a company that has a heritage and goodwill associated with the name of the company. The company has a clear brand image in the minds of the people, the diversified portfolio of the company have been a major advantage of the company. The industries that the company operates in are all heavy industries and the advent of a new CEO in the new millennium gave the company internally and externally a fresh make over. The main strategy of GE was to focus on the customer satisfaction and in order to do that several organizational changes were implemented. Alternatively, the company can also channelize the focus of the resources on the sustainability and global ethics as well. General Electric has the potential and strength to set benchmarks and set examples for other companies in the industry to take up the mantle of sustainable development. Sustainable business can be defined as the method that supports a business entity to conserve and preserve the natural resources that are being used by the company to run the operations of the business (Griggs et al. 2013). Development and enhancement of societal equity promotion of the well-being of the people associated with the organization is also one of the key attribute of sustainable development. It also refers to the initiation and support the policy of fair trade. It is the strategic planning and coordination of social and environmental requirements keeping in mind and the concerns to ensure responsible, ethical and ongoing success (Holden et al. 2017). It is not that the company has not been focusing on the sustainable growth but concentrating on consumer increment of values has set this agenda aside. The goodwill of the company can be taken to heights with the help of sustainable strategies and with the help of innovations and creativity the company can come up with ideas that not only focus on generating consumer satisfaction but also do it in a sustainable manner. GE has the potential to change the way an industry look in to a business as a profit making entity to an organization that is responsible for the development of the society where it is operating and for the improvement of the quality of the environment (Griggs et al. 2013). The company can set up individual agendas and guidelines with the help of third party organizations to ensure that every project have a significant sustainable side. The company can further build and renovate the existing projects in such a way that it ensures eco-friendly mechanism. Following the concept and the policy of triple bottom line will ensure growth for the company as well as development in the society and environment. Power generation and energy is the sector which is mostly criticized for being least eco-friendly and sustainable and this is a large opportunity for the company to develop methods and innovation in the industry. Which will not only help the company gain goodwill but will also help other companies in this sector to learn and adopt to the changes. Triple bottom line is a concept that has been widely accepted in the 21st century and the companies worldwide are not only focusing on the traditional business model concept which just focused on development of the company. According to the triple bottom concept the company has to channelize the resources and efforts on the 3Ps: Price, Planet and people. This concept doses not prioritize among the three factors but guides the company to focus on all of these factors (Wheelen and Hunger 2017). Another significant aspect of the sustainable development is adherence to global ethics. As a company as wide spread and as old as GE have certain principles, values and ethics that are followed by the company for ages, but with changing time and the change in the external business environment the company should also change some of the age old values and principles to be at par with the millennial who join the company as resources. The change in the organization in terms of some principles and values will help the employees in terms of motivation and commitment towards the company (Sosik et al. 2014). Conclusion As a multinational company GE has always been a forerunner in various sectors of business operations. GE has been popular for providing world class leader to the global business industry. Jeff Immelt after becoming the CEO successfully led the company through the global financial crisis during 2008. With his visionary leadership and management skills that he has acquired by his mentor and predecessor Jack Welch. Reference list: Bolman, L.G. and Deal, T.E., 2017.Reframing organizations: Artistry, choice, and leadership. John Wiley Sons. Eden, C. and Ackermann, F., 2013.Making strategy: The journey of strategic management. Sage. ge.com. (2017).Home page. [online] Available at: https://www.ge.com/ [Accessed 10 Nov. 2017]. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Griggs, D., Stafford-Smith, M., Gaffney, O., Rockstrm, J., hman, M.C., Shyamsundar, P., Steffen, W., Glaser, G., Kanie, N. and Noble, I., 2013. Policy: Sustainable development goals for people and planet.Nature,495(7441), pp.305-307. Hill, C.W., Jones, G.R. and Schilling, M.A., 2014.Strategic management: theory: an integrated approach. Cengage Learning. Holden, E., Linnerud, K. and Banister, D., 2017. The imperatives of sustainable development.Sustainable Development,25(3), pp.213-226. Hornstein, H.A., 2015. The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), pp.291-298. Jacobs, B. W., Swink, M., Linderman, K. (2015). Performance effects of early and late Six Sigma adoptions.Journal of Operations Management,36, 244-257. Mihalache, O.R., Jansen, J.J., Van den Bosch, F.A. and Volberda, H.W., 2014. Top management team shared leadership and organizational ambidexterity: A moderated mediation framework.Strategic Entrepreneurship Journal,8(2), pp.128-148. Sepahi, A., Mesri, J. and Rahmani, S., 2017. Improving Strategic Management with an Alternative Leader to Replace the Manager-TI Journals.International Journal of Economy, Management and Social Sciences. Shanafelt, T.D., Gorringe, G., Menaker, R., Storz, K.A., Reeves, D., Buskirk, S.J., Sloan, J.A. and Swensen, S.J., 2015, April. Impact of organizational leadership on physician burnout and satisfaction. InMayo Clinic Proceedings(Vol. 90, No. 4, pp. 432-440). Elsevier. Sosik, J.J., Chun, J.U. and Zhu, W., 2014. Hang on to your ego: The moderating role of leader narcissism on relationships between leader charisma and follower psychological empowerment and moral identity.Journal of Business Ethics,120(1), pp.65-80. Wheelen, T.L. and Hunger, J.D., 2017.Strategic management and business policy. pearson. wsj.com. 2017.Immelt and GE, 10 Years In. [online] Available at: https://www.wsj.com/articles/SB10001424053111903648204576552392321918126 [Accessed 10 Nov. 2017].

Married life Essay Example

Married life Essay Marriage is the third main ideal to be presented in Act 1 of the play. Whilst it is not strictly an ideal in itself, the manner in which it is presented leaves a sense of mocked ceremony. The female leads treat marriage with a deadly seriousness in all respects, with Lady Bracknell saying: an engagement should come on a young girl as a surpriseIt is hardly a matter that she could be allowed to arrange herself this seeming dedication to the meticulous arrangement of a marriage in order to achieve the best results ironically destroys any romantic element, and in that aspect chances of true love. The male attitude to marriage is quite different. When talking with Jack in private, Algernon takes a rather dismissive stance on marriage: A man who marries without knowing Bunbury has a very tedious time of it, this negative view is also shown in In married life three is company and two is none. This is again representative of a characters embodiment of an ideal, or the anathema to one in this case. The attitude of the men changes when in the company of the women, in order to appear courteous and honourable, as the woman superficially believe they are. This pretence of behaviour is something of a microcosm for the ideal of marriage itself. We will write a custom essay sample on Married life specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Married life specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Married life specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The explicit female view of marriage is dismantled with various epigrams, for instance Lady Bracknell saying that after her husbands death, Lady Harbury looks quite twenty years younger. Again Gwendolens statement that her ideal has always been to love some one of the name of Ernest, is obviously facetious, and through that it is clear that the women have an equally sceptical view of marriage as the men. Yet they are inexorably drawn towards it because of the perceived duty to live up to the romantic ideal of marriage. Wildes satire of this situation again helps to dismiss the validity of the ideal presented. Marriage is probably the most complex of all the ideals presented in Act One of the play, in that the view presented very much depends on the interaction of the two sexes, which in itself is a questionable motif, consequently a definite opinion can not be drawn from it. Ultimately, the presentation and satire of the age of ideals is light hearted and insincere, however there are several poignant facets of this dissection of society that are worthy of note. The duality of human nature, whilst being an over-used speculation is particularly applicable in the play, as it is the habit of the characters to have sincere feelings and yet be incapable of showing them at all. The motiveless and consequently worthless existence of the upper classes is starkly compared to the diligence of a few hard working men of the lower echelons measures up unfavourably. Whereas the objectification of women is quite clearly the biggest irony in the play; as is quite clear from the actions of Gwendolen and Lady Bracknell, they are in fact the ones in charge.

How To Conjugate and Use the Spanish Verb Ir

How To Conjugate and Use the Spanish Verb Ir You might not expect  fue and vaya to be conjugations of the same verb, but that is what happens with ir.  As would be expected for a verb that uniquely has an ending only with  no stem, ir,  is highly irregular. Most unusually, it shares its preterite and imperfect subjunctive forms with ser. The context typically will indicate which verb is being conjugated. Ir  it typically translated as to go. It also is frequently used to form the periphrastic future. Irregular forms are shown below in boldface. Translations are given as a guide and in real life may vary with context. Infinitive of Ir ir (to go) Gerund of Ir yendo (going) Participle of Ir ido (gone) Present Indicative of Ir yo voy, tà º vas, usted/à ©l/ella va, nosotros/as vamos, vosotros/as vais, ustedes/ellos/ellas van (I go, you yendo, he yendo, etc.) Preterite of Ir yo fui, tà ºÃ‚  fuiste, usted/à ©l/ella fue, nosotros/as fuimos, vosotros/as fuisteis, ustedes/ellos/ellas fueron (I went, you went, she went, etc.) Imperfect Indicative of Ir yo iba, tà º ibas, usted/à ©l/ella iba, nosotros/as à ­bamos, vosotros/as ibais, ustedes/ellos/ellas iban (I used to go, you used to go, he used to go, etc.) Future Indicative of Ir yo irà ©, tà º irs, usted/à ©l/ella ir, nosotros/as iremos, vosotros/as irà ©is, ustedes/ellos/ellas irn (I will go, you will go, he will go, etc.) Conditional of Ir yo irà ­a, tà º irà ­as, usted/à ©l/ella irà ­a, nosotros/as irà ­amos, vosotros/as irà ­ais, ustedes/ellos/ellas irà ­an (I would go, you would go, she would go, etc.) Present Subjunctive of Ir que yo vaya, que tà º vayas, que usted/à ©l/ella vaya, que nosotros/as vayamos, que vosotros/as vayis, que ustedes/ellos/ellas vayan (that I go, that you go, that she go, etc.) Imperfect Subjunctive of Ir que yo fuera (fuese), que tà º fueras (fueses), que usted/à ©l/ella fuera (fuese), que nosotros/as fuà ©ramos (fuà ©semos), que vosotros/as fuerais (fueseis), que ustedes/ellos/ellas fueran (fuesen) (that I went, that you went, that he went, etc.) Imperative of Ir ve (tà º), no vayas (tà º), vaya (usted), vamos or vayamos (nosotros/as), id (vosotros/as), no vayis (vosotros/as), vayan (ustedes) (go, dont go, go, lets go, etc.) Compound Tenses of Ir The perfect tenses are made by using the appropriate form of haber and the past participle, ido. The progressive tenses use estar with the gerund, yendo. Sample Sentences Showing Conjugation of Ir Nunca he viajado a Chile, pero espero ir allà ­. (I have never traveled to Chile, but I hope to go there. Infinitive.)He ido muchas veces al restaurante y siempre me ha gustado. (I have often gone to the restaurant and I have always liked it. Present perfect.)Esta semana vamos a estudiar la situacià ³n en Alemania. (This week we are going to study the situation in Germany. Present indicative showing how the periphrastic future is formed.)Los hombres se fueron a la cocina a preparar unos tragos. (The men went away to the kitchen to prepare some drinks. Preterite.)Dejà ³ su vehà ­culo en una gasolinera y se fue a pie al banco. (She left her vehicle at a gas station and went by foot to the bank. Preterite.)Ella y yo à ­bamos una vez al mes a un cafà © del centro y hablbamos de todo. (She and I would go monthly to a downtown cafà © and talk about everything. Imperfect.)No sà © si irà © a la playa, porque me es difà ­cil divertirme sin dinero. (I dont know if Ill go to the beac h, because it is difficult for me to enjoy myself without money. Future.) Si yo tuviera que decidir, irà ­a a Isla Mujeres. (If I had to decide, I would go to Isla Mujeres. Conditional.)Espero que vayan con la disposicià ³n de escuchar. (I hope they go prepared to pay attention. Present subjunctive.)Insistà ­ una y otra vez en que fuera conmigo. (I insisted again and again that she go with me. Imperfect subjunctive.) ¡Vete de allà ­! (Get out of here! Imperative.)Vamos al lago para pescar. (Lets go to the lake to fish. Imperative.)

British American Tobacco Coursework Example | Topics and Well Written Essays - 1000 words

British American Tobacco - Coursework Example A negative externality is generated by an action when it imposes a cost on someone else who had no control over the action. Types of externalities. The common externality attributed to cigarette smoking is the economic cost of health care to non-smokers as well as to smokers themselves. Another externality is the health effects of environmental smoke to non smokers and to their families. Report of CDC (2010) said that premature deaths and smoke related diseases in nonsmokers were caused by second hand smoke. Smoking also pollutes the air environment, the lands, and water. Air is polluted by chemicals in the cigarette which is breathed out, cigarette butts end in the grounds and inevitably flushed in the water. The costs related to health maintenance and cleaning of the environment are negative externalities attributed to cigarette and tobacco. 2. Production process and what type of externalities are produced in each process Tobacco production starts with purchase of about 400,000 ton s of tobacco leaf yearly from farmers coming from the emerging economies. Negative externalities in tobacco production are: ground water pollution from fertilizer use, deforestation, food contamination and farm worker exposure to toxic chemicals from pesticide use, water and energy use, and fires caused by cigarette smoking. A positive externality is also produced such as social cost that includes income benefits to agriculture, farmers and families and competitive advantage of production of emerging countries. The second process in cigarette and tobacco production is the manufacturing process done through 50 factories in 41 countries. Once the processed leaf arrives at the factory, it is checked for quality and blending, and the rest of the activity are fully automated and no longer done by hand. Quality control is top priority and tracking of production is done by computers (BAT). As new technology is introduced in the manufacturing process, reduction of employment is necessary an d some machines are rendered obsolete. Negative externality produced in the manufacturing is the loss of income due to cost reduction of the company and the cost of machines that have to be destroyed. Policy of BAT is to destroy old machines to prohibit counterfeit of cigarettes. 3. How does government try to control externalities? Government tries to control externalities of tobacco and cigarette consumption thru policies and regulations. Government uses production taxes, consumption taxes, restriction, quota and subsidies to agricultural products. The government is often called upon to intervene in the market to resolve externality problems. Government agencies such as the Environmental Protection Agency are established to set and enforce air quality standards, and taxes are imposed to obtain fund to pay for external costs or subsidize external benefits. The United States has imposed an increase of excise tax that took effect July, 2010, with some states charging low, and others t oo high (NCSL, 2010). 4. Are the externalities controlled effectively? Are there other ways other externality could be? controlled. Under an unregulated market where there is no control, firms maximize their profits, but subsequent problems arise due to externalities. Under this condition, government intervention is needed to bring back

10 short answer question Assignment Example | Topics and Well Written Essays - 1250 words

10 short answer question - Assignment Example It is normally measured through human Development Index, Index of economic well being (IEWB) etc. The economic growth and economic development of Newfoundland is recorded to be almost 3% per year which is the highest during 1981 and 2010, whereas British Columbia had the lowest with 0.5 % per year during the same period. the five major resources of energy available currently in industrialized countries are Coal, natural gas, oil, gathering under fossil fuels which are non-renewable ,Nuclear and hydroelectric which are renewable and other renewable sources like solar, wind, geo-thermal, tidal and waves energy. Safe and sustainable energy is crucial for the sustainability of world economy. Today, an average person in an industrial market economy consumes approximately 80 times more than as much energy as someone in sub-Saharan Africa and about quarter of a world consumes three quarters of primary global energy which has led to uneven distribution of energy consumption. Low energy path is the best way towards a sustainable future. As per the current development rate the countries with in next 50 years could produce same levels of energy services with as little as half the primary supply currently consumed. However, this would require crucial decision making in socio-economic structure and institutional arrangements. 3. Describe the issue(s) associated with the salmon fishery (renewable resource) on the west coast of British Columbia. Describe the mitigation/management actions that are being applied currently? Have the mitigation management changes been successful? Issues associated with salmon fishery include potential ecological interactions as well as disease concerns owing to climate change. Local over fishing along with climate change and fresh water habitat loss has severely hampered the marine fish species including

Entrepreneurship Essay Example | Topics and Well Written Essays - 250 words - 18

Entrepreneurship - Essay Example Choremonsters is striving to eliminate the tension experienced by parents when it comes to coordination of household chores. The innovation helps parents to communicate with the children and direct them on various chores. Children have an application that is linked to the child’s application thus improving coordination or cooperation between the parent and the child. This ostensibly makes it easy for the parent to be acquainted with their children’s performance on various chores when away from home. Moreover, Choremonsters is overcoming the ineffectiveness of chore charts. The application teaches the children how to do various tasks at an increased efficiency as compared to the traditional chore charts which children find hard to understand. Choremonsters also solves the problem of having to put excessive efforts to have the children perform chores. This niche has been in existence as there has been no application that has successful been able to digitally connect the child in such a way that enables the child to easily retrieve programmed

Franchising In Hospitality Industry Commerce Essay

Franchising In Hospitality Industry Commerce Essay The following paper deals with a recent type of management entitled franchising. In the hospitality industry and currently within Accor, the franchise has become a real stake and strategy to continue to perform. Accor Hospitality is an international player which has decided to turn its strategy into a franchise system that combines company owned hotels and franchisees. Nevertheless, such a network has to be livened up and controlled in order to perpetuate the reputation and then the business. Therefore the case study sustained by qualitative research aims at suggests recommendation to the company, but key issues need to be viewed and overcome first. Foreword This report is to summarize the experience of a six-month internship within the Business Intelligence department of Accor Hospitalitys headquarter, as well as to demonstrate my personal understanding of the changing of strategy, by confronting and comparing theory with practice, identifying its pros cons as well as its key factors of success in the hospitality industry. For my third and final year of business studies at INSEEC, I chose to major in International Business Strategy. This is a Master of Business qualification run in partnership with the SRH Hochschule in Berlin. The two main reasons for this choice were due to my strong interest in discovering many cultures and ways of conducting business and strategies. On the one hand, my strong interest in acquiring skills in business analysis in the hospitality industry, combined with the importance of the hospitality industry worldwide, oriented my applications to Business Analysis positions within this sector. On the other hand, my personal motivation for discovering new cultures, coupled with my academic qualifications and my language skills also encouraged me to apply in International companies where I could speak as much English as possible. As a French student extremely interested in working in a multicultural environment, the ACCOR group seemed to be a fantastic opportunity. As a Business Analyst I was part of the Business Intelligence team and reported directly to the Director of Strategy and Business Performance. I had to have full experience of distribution, and work on the different aspects of analyzing the business that such a position commands. My personal mission within the team has been to provide support to the two Business Analysts, and help them make reports related to the Distribution strategies. As a team, we were accountable to understand the needs of the various brands and teams, then to create tools to provide accurate information (project managers) and finally to analyze the data (business analysts). Therefore, in my position, I was in charge of carrying out three main functions: Updating the Distribution Monthly Report for the Top Management for both Direct and Indirect Sales Analyzing the hotels performance worlwide Answering to Adhoc demands in order to measure the impact of promotional offers. This report, however, has its limits. A valid quantitative study for example, would have allowed me to support and corroborate my findings with the franchisees satisfaction and suggestions regarding their links with the franchisor. As well, it would be promising to investigate some topics as for example the behavioural customer evolution regarding the hospitality industry or develop further some of the challenges the hospitality industry is facing applying Dynamic Pricing, as they could easily be the subjects of a study on their own. Finally, both on a personal and professional level, my experience within Accor Hospitality headquarter in Evry has been a real success. All I can believe for the future is to have a chance to further develop my analysis skills in similar conditions: team spirit, communication and trust. Acknowledgements Firstly, I am extremely grateful to Pierrick Le Masne for giving me the chance of being parts of the Strategy and Business performance department within the ACCORs headquarter in Paris. I would like to express many thanks to Alison Broussy for welcoming me in her Business Intelligence team and sharing her expertise, training and giving me the opportunity to further develop my business analysis skills over the last six months. I would like to add special thanks to Nicolas Leseurre, Fara Rabesoa, for sharing their experience and knowledge with me. I am also thankful to Isabelle Duflot and Olivier Poujol for sharing their thoughts and opinions regarding Project Management. Finally, I would like to thank the overall team for the warm welcome and team spirit I have received since being part of this company these past few months. Table of Content Introduction 1 Tapez le titre du chapitre (niveau  2) 2 Tapez le titre du chapitre (niveau  3) 3 Tapez le titre du chapitre (niveau  1) 4 Tapez le titre du chapitre (niveau  2) 5 Tapez le titre du chapitre (niveau  3) 6 Introduction Franchising is an ancient type of network that is simple, formalized in its organization and in its functioning (Anderson and Coughlan, 2002; Blair and Lafontaine 2005). However, literature on the control of the franchising network are seldom particularly in France, whereas it is a rich and interesting lead of research (Elango and Fried, 1997). Franchising is a way of doing business that has grown fast, and more particularly in Europe. The reason can be found in the will for the franchisor to develop its network quickly and for the franchisee to benefit from an expertise in a specific field. France is the European leader and has seen its franchising network doubled within the last ten years and acknowledges a constant growth between 8% and 11% for 5 years. Even in a crisis period, franchising has continued to grow thanks to the support and training provided by the franchisor. All sectors taken together, France owns 1,234 networks  [2]  of franchisor and 49,094 franchisee, and realizes a turnover of about 47.7 billion Euros in 2008. Franchising has been defined as a system of marketing goods and/or services and/or technology, which is based upon a close and ongoing collaboration between legally and financially separate and independent undertakings, the Franchisor and its individual Franchisees, whereby the Franchisor grants its individual Franchisee the right, and imposes the obligation, to conduct a business in accordance with the Franchisors concept.  [3]   In other word, the definition underlines that a franchising network is a complex organization where the relationship and trust between the franchisor and franchisees are essential. When a company decides to develop its know-how into franchising it is because the company has gained a certain maturity and expertise in its activity and then will be able to convey the operational management to its franchisees. Within the Hospitality Industry, it exists different ways of managing a hotel. Indeed, a hotel can be a subsidiary as an entire part of the corporate company, a managed hotel or a franchisee. ACCOR is a company that has been created in 1967 with the first opening of a Novotel. Then, step by step the company has opened several hotels in France and in Europe and further worldwide. Owning many hotels the company has known how to become a leader in that field. Today, leader in France and in Europe, the company wants to become more present worldwide and has recently decided to change its business model. This changing of strategy called asset right is a real stake because it is going to disrupt an organization which relies on a family mind, history and way of running the business. As a part of the Accor team, this research would like to expose the changing of the Accor strategy from an hotels owner to a franchisor. The case study would outlines how the company can optimize the relationship between itself and its franchisees within a mixed network. Chapter One: Theory on franchising The first part deals with the analysis of the franchising system in its complex form. The key concepts to understand the overall functioning of the franchise are developed. 1.1 History of franchising The franchise business model was born in the United States of America, especially encouraged by the antitrust laws. This solution can be explained by the size and the importance of the American market that forced the societies to turn into a system enabling the increase of the market shares without huge investments. Nowadays, the number of franchisees reaches 760,000 in the United States spread out 1500 networks that represent a turnover of more than 1500 billion dollars and employs 9.7 million people in 2004.  [4]   In France, the first franchised network appeared around 1930 a little time after the creation of the wool producer in Roubaix. The phenomenon of franchise has been developed further, at the beginning of the seventies, in order to modernize the convenience trade and create a real competition to the Big boxes. Today France is the leader of franchising in Europe and concerns various types of activity such as fast food industry, bakers, apparel and hospitality industry. 1.2 Concepts and definition In a franchising system, the franchisor grants its knowhow and its trademark to franchisees, which are independent and have the contractual obligation to exercise the activity described into the respect of rules and procedures defined by the franchisor. The latter must follow the concepts exploitation and provide support to its franchisees. The franchisor is paid by an entrance fee at the signature of the contract and also by regular royalties based on the franchisees turnover. The contract of franchise has a variable length often comprised between five and ten years. Thus, the franchise includes a key firm, the franchisor, and multiple satellites firms, legally and financially independent called the franchisees. Usually, the franchisor brings intangible assets (products, services to develop, know how or trademark), whereas the franchisee provides financial and human assets. The purpose of the agreement is the exploitation of the concept developed by the franchisor. The franchise seems to be a special type of network where there is an inter-organizational division of the work. The franchisor is in charge of the strategic activity whereas franchisees work more on operational activities (Frà ©ry, 1996). Skills and resources mobilization within a franchising system are more carried out in logic of exploitation rather than propriety (Frà ©ry, 1995) because associates are independent. Therefore there is coexistence of economic dependence and legal independence between partners of the franchise. Sometimes the franchise network is described as unstable because the key firm could try to own the most performing units.  [5]   Many franchising network are mixed because they combine company owned units and independent franchisees. This is the case for instance in Hospitality industry. This specific kind of network enables to mix the experience effect from company owned units with the human and financial power of the franchisees. Indeed, information available from company owned units are used to negotiate and attract new franchisees. The franchising network enables a mutual process of learning that can lead to trust relationship between the franchisor and franchisees. To sum up, a franchise system is composed of: A purpose: repetition of a commercial success Supplementary resources from both sides Favourable institutional framework Interactive relationship between players. A purpose  due to a commercial success Franchising system Supplementary recources Interactive relationship between players A favourable institutional framework Figure 1 The franchising system 1.3 Purpose of the franchise system Each side of the franchise system finds an advantage of coming into this specific type of network. The franchisor hopes to develop its network as quick as possible in a part to compete with others chains and then to obtain geographically the best places. Entrance fees and royalties ensure a permanent payment. However the franchisor must control the concepts development and has to be sure that the offer is as consistent and homogeneous as possible. Regarding the franchisee, he develops the commercial offers in being supported by the franchisor in terms of training, advisory, innovation. The franchising system enables to get an access to information from people who are in direct relation with the client and particularly in a mixed network (Perdreau, Le Nadant and Cliquet, 2007). Because of the information sharing, new franchisees know a failure rate under the average failure rate of any new created enterprise.  [6]   1.4 The legal framework of a franchise system The basis of the franchise can be found in the legal contract and the code of practice that both parties have to sign in order to create right and duties to respect. The franchise contract, one of the foundations of the franchise system is a contract in which the owner of a distinctive sign, generally registers the brand name (the franchisor) and grant it to an independent storekeeper (the franchisee). The owner holds an advisory and commercial assistance role whereas the franchisee has to pay to enter into the franchise and a fee based on the turnover of the shop. Sometimes the contract can also commit the franchisee to buy equipements and furnitures to the franchisor and to respect standards and certifications in the management of the units.  [7]   The franchise contract must be in compliance with the national law, European law and the code of practices. It describes the interests of members of the franchise network in protecting the franchisors patent rights and in maintaining the common identity of the franchise system. The key points of the contract are the following: The franchisor and franchisees rights and duties Goods or services provided to franchisees The length of the contract The payment terms for the franchisee Renewal terms Termination contract clause, clause of non competition Franchisors duties Franchisees duties Definition of the concept/ innovation regarding the concept to stay competitive/ Ensure a stability in the network Financial duties: entrance fee/ marketing and advertising fees/ Royalties Development of the brands/ of the trade name Respect of the global concept, respect of the trade name, respect of the clauses of the contract, return of all documents and tools at the end of the contract, Convey a knowhow, tools, support Sometimes, exclusivity of supply Table 1 Focus on the basic duties for both parties in the franchise contract Nevertheless, the partners motivations are quite different and can lead to an opportunistic behavior from both parties. Conflict of interests can appear when there is an alignment of interests and behaviors of the franchisor and franchisees (Dant and Nasr, 1998). Indeed, the franchisor is concerned by the profitability of the network and the strengthening of the reputation of the brand (long and middle term objectives) while franchisees seeking short term profitability sometimes in not taking care of the brand image. In the theory of contracts and franchise network (Penard et al., 2004), it has been pointed out that the franchisor can miss to its duties of support, but he can also prevent the franchisee to manage freely its unit or impose a price of sale. The franchisor should have in that field a role of adviser because according to the European law  [8]  , he cannot take an active part in the management of the franchisees unit. In a franchising system, even if it is against the law, the franchisor could give more importance to its company owned units instead of being neutral. However the franchisees can sometimes fail in its duties as well when he does not respect its commitment regarding the commercial standards of the franchisor, some delays in the payment of fees or a lack of cooperation in the data transfer when the franchisor is auditing the unit. 1.5 The relationship between the franchisor and the franchisees The franchise system does not include only two players (the franchisor and the franchisees) but four players according to the French Franchise Federation (2004): The franchisor, an independent contractor that can be a corporate body or a natural person. The franchisee, an independent contractor, corporate body or natural person that has been selected by the franchisor. The network, made up of the franchisor and franchisees. They all work under the same trade name which is a symbol of identity and makes the reputation of the network. The customer who buys for himself products or services and who does not want to know if behind there is a franchisee or a company owned unit. He only seeks a certain quality that makes the brand that known. Figure 2 The conceptual Framework Will to start a business Business ownership Business site Knowledge of the local market Access to the customer Surety of satisfaction/loyalty Know-how Marketing success Distinctive concept Strong brand Surety of turnover Surety of efficiency Franchisors resources Franchisees resources In order to make the franchising concept works efficiently, both side have to work together. To help and protect them, it exists a legislation framework. The contract has to be balanced in order to satisfy both parties. The turnover has to be shared according to the agreement the parties agreed upon. Three decisive factors make a franchising system (Jauffrit and Sie, 2010) efficient. First of all, the quality of the business model and the conditions to test it at the beginning of its creation are essential. The strength of the resources available is also important: financial, technical and above all the human resources from both sides and the quality of the cooperation. Moreover the network should be developed as quickly as possible in order to reach the critical size and make economies of scales. The latter enables to develop the brand, to stretch over the territory, to pay the common equipment, and benefit from purchasing cots more interesting. All these factors permit the access of a well ranked position and gain a competitive advantage.  [9]   1.6 Different ways of controlling in a franchise system In the hospitality industry it exists four categories to control a network (Baglin and Malleret, 1995). The legal control is essential in a integrated network where it exists a capital-intensive link between the company and its manager, but has a less importance in a franchise system. The control on the product or service enables to keep a certain level of standardization defined in the contract and can be completed by the visit of mysterious client or a network coordinator. The respect of the norms is essential in an international network where the brand offers a standardized product or services. It enables to keep a certain consistence in a brand within peoples mind. The control of the financial management, based on the reporting and budget, are partially practiced in a franchise network. The key performance indicators are centralized within a detailed reporting as the fees and royalties are usually calculated on. Regarding the specific performance of a franchisee, the methods are generally advised and supervised but seldom imposed because the law restricts the franchisor to manage and handle the franchisees business. The franchisor has a role of advisor and assistance. Finally the control of human is applied during the recruitment, training and payment. The payment of the franchisee depends on the profit of its business after having paid the franchisor royalties and fees. The franchisor uses its control only when he recruits a new franchisee and when he liven the network up. Controls in a franchise system seem to be rather technical because the franchisor has to be sure that the franchisee respects the offer and the level of standards. 1.7 Focus on the technical control One of the most important difficulties in a franchise system concerns the asymmetry in the information exchange. The franchisor can visit the franchisee, can employ a mysterious visitor to control and can measure the retro claims regarding a specific franchisee. Nevertheless, the dissatisfaction of customers is measured in a satisfaction survey conducted when the malfunctioning has already been realized. However the franchisor can today use new information system tools. He can follow in real time the activity of a franchisee, for instance through an Enterprise Running Planner, and ensure a good visibility. The gathering of data and information can thus be done without supplementary costs and at anytime (Boulay and Kalika, 2007). In addition to the real advantage of such tools, it has an effect on the franchisees behavior and enables to exercise a constant control in the network operations. Chapter Two: Theory on franchising Le desinvestissement par la franchise

The Seduction of Power in Macbeth Essay -- Shakespeare, Tragedy of Mac

The â€Å"seduction† of power can change an individual drastically. An individual in a position of power often believes that they are better than the others around them. The entitlement an individual feels after obtaining power can be costly. William Shakespeare portrays the â€Å"seduction† of power in Macbeth, through Macbeth’s ambition to attain more power. Macbeth acts as his own adversary shown through his paranoia and insecurity that ultimately, led him to be a corrupted individual because of his greediness to obtain more power. Macbeth’s source of insecurity was from his wife Lady Macbeth doubting his manhood. As shown when she used her seducing ways to get Macbeth to kill Duncan, â€Å"When you durst do it, then you were a man; / And be so much more than the man† (1.7.56-58). Macbeth became his own adversary when he tried to prove he was a â€Å"man† to his wife and killed Duncan. As a result of his insecurity of his lack of manliness, Macbeth’s soul couldn’t be cleansed again. Macbeth proved to his wife that he was a â€Å"man† but the consequence of murdering the king was the beginning of the corruption of Macbeth’s soul because of the sense of power he had. Macbeth saw his actions as justifiable because he was motivated by his self-interest. Although Lady Macbeth pushed Macbeth to abuse his powers, it was ultimately his own doing because he had a choice to go or not go along with it. Macbeth decided to go through with his plan to kill Duncan, â€Å"I am settled, and bend up/Each corporal agent to this terrible feat/Away, and mock the time with fairest show/False face must hide what the false heart doth know† (1.7.92-96). Macbeth knew that it wasn’t right to kill his king; however, Macbeth’s ambition takes over the conscience in his mind. Macbe... ...re power. Macbeth’s fall was his own fault because his lust for more power wasn’t going to stop and he was willing to kill anyone blocking or threatening his path. A position of power causes an individual to feel a sense of invisibility therefore; they think that they are above everyone else. A feeling of supremacy can act as a trigger that causes an individual to be corrupt and cause them to do things that go against their morals. Works Cited Asp, Carolyn. "`Be Bloody, bold and resolute': Tragic Action and Sexual Stereotyping in Macbeth." EXPLORING Shakespeare. Detroit: Gale, 2003. Gale Student Resources In Context. Web. 16 Nov. 2011. Knight, L.C. William Shakespeare. Ed. Harold Bloom. New York: Chelsea House, 1985. Print. Shakespeare, William, Barbara A. Mowat, and Paul Werstine. The Tragedy of Macbeth. New York: Washington Square, 1992. Print.

360-Degree Performance Reviews Provide Greater Feedback in Healthcare

Abstract Healthcare organizations have a unique set of challenges, particularly when it comes to measuring performance and understanding development needs. Some are strong at measuring clinical or functional skills. Yet few are equally adept at assessing the non-clinical skills that are so important to overall success in a healthcare organization. 360-degree feedback can play a significant role in understanding the other side of performance, those skills that are not directly tied to day-to-day, job specific ability. Rather than relying on the perceptions of one individual, 360-degree feedback takes into account multiple perspectives. This is especially important when one person (i. e. , the employee’s manager) does not have the opportunity to observe all areas of the employee’s performance. Those working alongside the employee, along with the supervisor, are generally able to provide a more comprehensive look at the employee’s behavior and/or performance. 360-Degree Performance Reviews Provide Greater Feedback in Healthcare I. Introduction Performance of individual employees is central to the long-term success of an organization. Healthcare organizations have a unique set of challenges, particularly when it comes to measuring performance and understanding development needs. Some are strong at measuring clinical or functional skills. Yet few are equally adept at assessing the non-clinical skills that are so important to overall success in a healthcare organization. Clinical, or functional, ability is at the base of healthcare performance. However, possessing these skills does not always ensure success. Unfortunately, many organizations ignore â€Å"soft side† skills like communication and relationship management, viewing these interpersonal and behavioral skills as â€Å"nice to have† qualities. Yet lack of interpersonal performance is something that generally cannot be compensated for by even the strongest of clinical skills (Maylett, 2009). II. Expectations of the Consumer Issues of performance and productivity are continuously being scrutinized by the leaders of healthcare organizations. Although cost is urrently the driving force for health care system reform, there is still great concern for the quality of the health care provided. Consumers of healthcare services are now asking â€Å"How can I get the best care for the least amount of money? † This means that for an organization to gain competitive advantage, they must make sure that not only is the quality of care high, but the cost must al so be reasonable when compared to other providers of similar services. Equally important for the healthcare organization to recognize is that the definition of quality performance is not â€Å"value-neutral†. Standards are continuously evolving to reflect changes in values, new scientific findings, new technology, changes in regulatory requirements and laws and changes in the healthcare market place. The changes in these standards reflect the differences between the purchaser and the patient. The healthcare purchaser is concerned how effectively their dollars are spent and getting the most care for their money, while the patient expects the healthcare provider to be responsive to their individual needs (Popovich, 1998). Currently, the Joint Commission requires accredited healthcare organizations to assess, track and improve the competence of all employees (Fried & Fottler, 2008). In addition, the Malcolm Baldridge National Quality Awards best business practices includes a model that is being increasingly followed by the healthcare industry that addresses key human resource practices directed toward creating a high performance workplace and toward developing staff by performance management systems (Kuzmits, Adams, Sussman & Rabo, 2004). As cost stabilizes and becomes more aligned across providers, quality will become more important in deciding which organization or provider to use. According to the Joint Commission on Accreditation of Healthcare Organizations, â€Å"accurate, complete and relevant performance data can provide users of organizational services with objective evidence on which quality judgments can be based. † Patients and consumers now consistently assess the performance history of healthcare providers, organizations and systems. Therefore, those providers should be assessing their performance to help identify opportunities for improvement (Popovich). III. Performance Assessment and Management Having a well-functioning performance management system can help the organization determine several things, including the effectiveness of their selection process, the effectiveness of their training mechanisms and whether the organization’s compensation program is effective at driving employees to perform at a higher level. Performance management refers to a set of tools and practices that consists of setting goals with employees, designing strategies to make and sustain improvement, monitoring progress toward achieving goals, ongoing feedback and coaching by supervisors and peers, and measuring individual performance. Supervisors and employees tend to be uneasy about performance management and reviews, considering the process uncomfortable, highly unproductive and sometimes even unnecessary. Managers are often uncomfortable with sitting down to discuss concerns about performance with employees and employees often feel as though their managers are being critical and condescending during the process. Complicating matters is that performance appraisals and reviews can be extremely emotional, especially when directly tied to an employee’s potential compensation. Traditional performance appraisals have involved the employee’s manager collecting information about the employee, observing their performance and then sharing that information back with the employee. The review may include discussions about promotion, change in compensation, disciplinary action, transfer or recommendations for training. One concern with these types of assessments is that they are often subject to the biases and subjectivity of a single individual. Given the complexity of most healthcare jobs, it is often unrealistic for one individual to accurately describe the employee’s performance. In addition, traditional performance appraisal done purely for administrative reasons may be less than adequate for encouraging development, career planning or performance improvement (Jackson & Greller, 1998). Another concern with the traditional single source performance appraisal is that supervisors only view performance from one perspective and often cannot directly observe employee performance. Furthermore, supervisor-based appraisal systems do not easily capture many important employee contributions, such as helping and training coworkers and being good team players (Fedor, Bettenhausen & Davis, 1999). IV. Multi-source, or 360-degree, Performance Reviews Assessing performance in today’s complex health care environment resents a challenge to the healthcare profession. In order to effectively evaluate performance within this complex and evolving environment, evaluation from multiple sources is required. Among the most useful ways to collect job performance information is to use multiple sources, or 360-degree feedback. This method recognizes that for most positions, relying on one source of information about an employee’s performance leads to incomplete and often inaccurat e information. This is especially important when one person (i. e. the employee’s supervisor) does not have the opportunity to observe all areas of the employee’s performance. Those working alongside the employee, along with the supervisor, are generally able to provide a more comprehensive look at the employee’s behavior and/or performance. Feedback is a vital part of performance, growth and development. Understanding ourselves and how we interact with others helps us to understand what impact we have on those around us. A 360-degree assessment provides a comprehensive summary of an employee’s skills, abilities, styles and job-related competencies. The logic underlying 360-degree feedback is that there are many sources of information in organizations, and much of that information is available both to the manager and to the employee. Co-workers, customers, other managers and even the employee themselves can be sources of feedback (Jackson & Greller). Simply put, 360-degree feedback is a method for evaluating an employee’s performance based upon feedback from everyone with whom the individual comes in contact – supervisors, coworkers, partners, subordinates, even the general public. This type of feedback helps employees see themselves as others see them and allows them to seriously examine their behavior. It allows them to understand how others view their effectiveness and become more cognizant of how their effectiveness as an individual, co-worker or employee is perceived by others. It can reveal areas in which employees are performing particularly well and those areas in which there is room for improvement. 360-degree feedback provides the employee and the organization with a wealth of information including the following: †¢ an increase in self-knowledge for the employee encourages continuous learning †¢ stimulates the employee to enhance their strengths †¢ identifies areas that need development or improvement †¢ provides guidance for positive change †¢ supports coaching and mentoring initiatives This information helps to build a partnership between the individual and the organization to maintain the process of continuous growth (Bentl ey, n. d. ). This review process is also helpful for the supervisor – it can provide a more accurate assessment of an employee’s performance and help eliminate accusations of favoritism. The process provides greater objectivity and because it is submitted anonymously, it provides a supervisor with the most unbiased and accurate information from which to draw performance conclusions. This new level of understanding is invaluable as employees develop professionally. Recent studies suggest that a large percentage of workers who have participated in 360-degree reviews feel that the feedback was more accurate and more reflective of their performance than feedback from just one supervisor (Gallagher, 2008). Additionally, this information provides great benefits to the healthcare organization as well: †¢ it enhances employee morale †¢ aids in assigning work †¢ stimulates employees to improve their work †¢ provides a basis for employment termination for sub-standard performers †¢ assists in determining who should be promoted, transferred or given additional compensation †¢ reveals exceptional employee talents and skills †¢ uncovers weaknesses in the training program †¢ promotes confidence in employer’s fairness †¢ helps resolve disputes in arbitration cases †¢ offers a basis for employee guidance and counseling (Harrison, 1978). In healthcare organizations, multisource appraisal, or 360-degree feedback, can play a significant role in understanding the other side of performance, those skills that are not directly tied to day-to-day, job-specific ability. These include such things as how well the individual collaborates with other health professionals to achieve desired outcomes, how well they improve their knowledge and understanding of their own performance, how they keep up to date with new developments and the degree to which they are aware of their own strengths and weaknesses (Council of Academic Hospitals of Ontario, 2009). Partly in response to concerns about performance and patient safety, and partly in response to demands for accountability to patients and funding agencies, the assessment of healthcare employee competence has received much attention. These concerns have shifted the concept of competence from a narrow definition of â€Å"clinical competence† or the ability to perform technical medical acts to â€Å"behavioral competence† which includes interpersonal and communication skills, judgment, relationship management and professionalism (Lockyer, 2003). Healthcare worker performance is recognized as being complex, multi-factorial and non-linear in nature. It is clearly influenced by the fact that healthcare workers perform within teams and systems and that their performance oftentimes is a reflection of the performance of the broader environment in which they work (Council of Academic Hospitals of Ontario). While there is wide acknowledgement that faulty systems and processes within the delivery of health care may adversely affect patient safety, individual failures can also contribute to patient injuries and complications. At a minimum, healthcare worker competency must be assured to maximize patient safety, as well as to ensure that the highest quality of patient care is provided. In addition, providing feedback that helps coworkers develop their interpersonal and task-related skills can improve work unit performance and, possibly, make one’s job easier and their environment more pleasant (Fedor, Bettenhausen & Davis). As a result of individual performance assessments, 360-degree performance feedback in healthcare has the added advantage of identifying organizational improvement opportunities. Individual performance problems may identify larger systems or team challenges within a department or organization. The identification of these issues may be useful in guiding quality improvement initiatives that can be undertaken by the healthcare organization (Council of Academic Hospitals of Ontario). Multisource feedback is seen as potentially more useful than supervisor-only evaluations, especially in environments like healthcare organizations where the organizational structure is more flat and team-based (Rynes, Gerhart & Parks, 2005). Most 360-degree feedback programs are strategic initiatives resulting in a tested method of improving productivity and job satisfaction. They are designed to support increased competitive advantage, development of leaders, increases in productivity, improved morale and job satisfaction and retention of high-performing employees (Bentley). Using 360-degree performance review models provides for ongoing measurement of healthcare delivery performance and subsequent assessment of the quality of that care. In addition, the models can be revised as needed to reflect the changes in the healthcare system and in the perspectives of the different sources that determine the standards that must be met and the resulting performance assessment. The 360-degree evaluation will help employees identify their strengths so they can build on them at the same time it addresses their skill gaps. It is a process that leads to continuous learning, team building, growing self-confidence and improved productivity. V. Conclusion A changing healthcare environment has resulted in an increased focus on performance, both at the organizational and individual levels. Healthcare managers and leaders face an increased need to focus on both operational, or clinical, performance as well as non-clinical performance such as communication, leadership and interpersonal skills. Performance measured solely from a clinical skills perspective misses a critical factor – behavior skills, or the â€Å"soft-side† of performance (Maylett & Riboldi, 2008). Managers lacking in the non-clinical/non-functional side of leadership typically experience significant issues that eventually lead to decreased overall performance. On an organizational level, this could potentially result in high turnover, disengaged employees and lack of teamwork which will eventually impact patient care. Healthcare leaders are under increased pressure to raise the performance bar. Consumers and patients are demanding healthcare organizations deliver superior customer service and patient care in an often difficult environment. It is vital that healthcare leaders look at both elements of performance – the clinical AND the interpersonal. Each element plays a critical role in the overall effectiveness of the employee, manager and the organization and ultimately in the organization’s competitive advantage. BIBLIOGRAPHY Bentley, T. (n. d. ). Cumulative 360 Data Guides Strategic Planning. Panoramic Feedback. Retrieved from http://www. panoramicfeedback. com/shared/articles/hrdotorg. html. Council of Academic Hospitals of Ontario. (2009). 360-Degree Physician Performance Review Toolkit. Ontario, Canada. Fedor, D. ,  Bettenhausen, K. ,  &  Davis, W. (1999). Peer reviews: Employees' dual roles as raters and recipients. Group & Organization Management,  24(1),  92-120. Retrieved January 25, 2010, from ABI/INFORM Global. (Document ID:  39161423). Fried, B & Fottler, M. (2008). Human Resources in Healthcare: Managing for Success. (3rd ed. ) Chicago, IL. Health Administration Press. Gallagher, T. (2008). 360-Degree Performance Reviews Offer Valuable Perspectives. Financial Executive, 24(10), 61. Retrieved from Business Source Premier database. Harrison, R (1978). Performance Evaluation in a Medical Environment. Medical Group Management, Sept. /Oct. 1978, 22-23. Retrieved from Business Source Premier database. Jackson, J. , & Greller, M. (1998). Decision Elements for Using 360 ° Feedback. Human Resource Planning, 21(4), 18-28. Retrieved from Business Source Premier database. Kuzmits, F. , Adams, A. , Sussman, L. , & Raho, L. (2004). 360-feedback in health care management: a field study. Health Care Manager, 23(4), 321-328. Retrieved from CINAHL with Full Text database. Lockyer, J. (2003). Multisource feedback in the assessment of physician competencies. Journal of Continuing Education in the Health Professions, 23(1), 4-12. Retrieved from CINAHL with Full Text database. Maylett, T. 2009). Healthcare Leadership Looking Beyond the Clinical Side of Performance. DecisionWise Leadership Intelligence. Retrieved from http://www. decwise. com. Maylett, T. & Riboldi, J. (2008). Guide to Using 360 Degree Feedback for Performance Reviews. Retrieved January 18, 2010 from http://www. decwise. com/pdf/DecisionWise-Whitepaper-Guide-to-Using-360s-for-Performance-Reviews. pdf Popovich, J (1998. ) Multidi mensional Performance Measurement. Journal of Nursing Care Quality. 12(4):14-21[Article: PDF Only]Retrieved from CINAHL with full text database. Rynes, S. , Gerhart, B. ,

Thanksgiving

Thanksgiving IN WHAT WAY IS THANKSGIVING A CEREMONY? REPETITION "‚“ Thanksgiving Day REPETITION "‚“ at Rebecca's HouseWeston, West Virginia (about 2 ÂÆ'‚‚Â ½ hours North) Lewis County REPETITION "‚“ November 22, 2001 WHO "‚“ My friend, Rebecca Pickens Family. This includes Rebecca, her mother, Opal, her father, Donald, her sister and her husband and their two kids: Sherri, Skip, Taylor and Corey Mitchell. I was there also. Her sister and her family showed up around 10:00 a.m. and I showed up around 11:00 a.m.SPECIALIZED ROLES/SET ORDERING OF EVENTS "‚“ Opal and I began making dinner on Monday (November 19, 2001). We went to the Kroger and bought a turkey and other cooking aids. I am unsure of exactly what was bought, however, I do know that Cream of Tarter, bread crumbs, and, vanilla pudding was bought when I was there. The night before Thanksgiving (November 21, 2001), we began to actually make the dinner at about 9:00 p.m.REBECCA MARINOWe began by making dessert, which included Pumpkin, Graham Cracker, and Apple Pies. Rebecca made a dessert called Tiramisu; making a pudding and covering coffee flavored ladyfingers soaked with Kahlua make it. Opal and I then began to make the devilled eggs and made cranberry salad. We stuffed the turkey and sat it back into the refrigerator. After I left, at 2:00 a.m. I went home. Opal woke up at 5:30 a.m. and put the bird in the oven. I woke up at 9:00 a.m. and turned on the Golden Girls on the Lifetime Network. It was a marathon. I went in the shower at 10:00 a.m. and was ready by 11:00 a.m. I left my house then. I am not sure of who did what, but when I arrived at Rebecca's; around 12:00 p.m. the dinner was ready.For dinner,