How to Prepare for SAT Essay [Ultimate Guide]

How to Prepare for SAT Essay [Ultimate Guide] If college is like the mansion of your future opportunities, your SAT score is like the padlock on the front door. Not to freak you out or anything, but getting a good SAT can mean the difference between being accepted at the college of your dreams or spending the next two years doing night classes at your local community school. And, while you might be able to muddle your way through the math and multiple-choice tests, you can’t fake a good SAT essay. Here are some of the best tools and tricks to nail your SAT essay writing and get a high score. With a little hard work and preparation, you can dominate your SAT essay without even breaking a sweat. Prepare with Literature Before you ever step into the testing room, you need to have read some things. Not only will this help with your essay, but it will give you additional insight when doing the English part of the multiple-choice test. The more literature you’re familiar with, the stronger you can make your case. That doesn’t mean you have to read everything in the world. Simply read and understand and handful of very versatile books and you can use them to support your essay no matter what the topic. Some excellent books include: To Kill a Mockingbird, Harper Lee Hamlet, William Shakespeare Night, Elie Wiesel Pride and Prejudice, Jane Austen The Old Man and the Sea, Ernest Hemingway The Scarlet Letter, Nathaniel Hawthorne Understand the SAT Essay Rules and Format First of all, you need to make sure that you’re following the simple rules so that your essay doesn’t get disqualified. This means: Bringing a pencil to write with. All essays in pen will be thrown away. Write only on your answer sheet. If you write in your test booklet, you will receive a zero. Don’t cheat! The test board computer scores your tests, comparing them with 10,000 others. They will catch you if you cheat. Read the Instructions It seems simple, but it’s the area that most often disqualifies an SAT test taker. According to the CollegeBoard, â€Å"An off-topic essay will receive a score of zero.† That means that if you don’t read the prompt correctly and specifically answer the question at hand, you are flirting with a no-score paper. Here’s a typical prompt from the SAT essay section: You have twenty-five minutes to write an essay on the topic assigned below. Think carefully about the issue presented in the following excerpt and the assignment below. â€Å"Many persons believe that to move up the ladder of success and achievement, they must forget the past, repress it, and relinquish it. But others have just the opposite view. They see old memories as a chance to reckon with the past and integrate past and present.† Adapted from Sara Lawrence-Lightfoot, Ive Known Rivers: Lives of Loss and Liberation Assignment: Do memories hinder or help people in their effort to learn from the past and succeed in the present? Plan and write an essay in which you develop your point of view on this issue. Support your position with reasoning and examples taken from your reading, studies, experience, or observations. The things to remember are: You have 25 minutes to complete every part of the essay. That means, you need to complete your pre-writing (brainstorming, notes, etc) in about 5 minutes so you have time to physically write your essay. You need to understand the quote. This is a quote about the value of the past on a person’s future. Start thinking now of books, stories, and ideas about the topic. You need to have a point of view. That means you need to express an opinion and support it with evidence. Write a Thesis with Words from the Prompt You only have 10 minutes, so use your prewriting time effectively. On your essay directions page, circle the main question that needs to be answered in the prompt. Also, determine if this is an explanatory essay or argumentative essay. Now, write a thesis statement that will provide a guide for your essay using important words in the prompt. Circle these words quickly while you’re reading the prompt so you can find them faster. For the prompt above, a possible thesis statement might be something like: Memories can be effective learning tools, but only if we don’t allow them to drag our behavior into the past. Clearly, this statement answers the question using words from the prompt, but it also shows that the writer has some depth of thought and will be developing this idea for the reader. Create Two Supporting Paragraphs Using Evidence Now, you need to write two supporting paragraphs that develop your point of view. These need to follow the directions to the letter. That means, if they ask you for personal experiences and reading to support your ideas, you need to include both. Introduce your evidence and then explain how it answers the question. For example, the explanation for each sentence of evidence is in bold: When I was younger, I spent some time in jail. Although it taught me a lot about the effect a simple act can have on an entire life, I can’t spend my time dwelling on it. The past is only a helpful learning tool if you can gain wisdom without repeating the mistake that taught you that wisdom. In Hamlet, that same lesson is taught to the audience as they see Hamlet repeating the mistake to avoid taking action by avenging his father’s death. The result is not only that Hamlet doesn’t learn his lesson until it’s too late, but that his inability to learn from his past causes harm to everyone around him. Write a Conclusion If you leave your essay without a conclusion, it is likely to get scored far lower than you deserve. You need at least one or two sentences that sum up your ideas and leave the reader thinking. Make a statement about how this idea can affect the future, talk about importance of the subject, or show how this topic applies to you. The idea is to be interesting, provocative, and committed to your point of view. 6 Things You Should Never Do Even a person who does all of these things can get marked down for sloppy writing and poor writing style. Here are some things to avoid at all costs: Sloppy Handwriting. Write neatly so that everyone can read – not too small or too big. Using Ostentatious Words. That means â€Å"overinflated language.† Write like you talk. Using Slang or Cussing. So, write like you’d talk if you were in a high-profile job interview. Being Overly Creative. The goal is to see if you can write a simple essay. Don’t rap or write poetry. Writing concluding statements at the end of body paragraphs. It’s just not necessary. Overusing Adjectives and Adverbs. It’s really, superbly, undeniably, not even remotely effective. Using the Same Sentence Structure Every Time. Vary your sentence length. If you have any other tips on SAT essay to add, or want to share your experience you are welcome to leave the comments!

Reasons For Failureof an Estimated 66% of all Change Initiatives Essay

Reasons For Failureof an Estimated 66% of all Change Initiatives - Essay Example Change initiatives come under different names such as total quality management, restructuring, cultural change and rightsizing among others (Ismail 2011, p. 3). The main drivers of change include mergers and acquisitions, innovation, technological change, decreased sales or market share and reorganization. Other drivers of change are globalization, a sense of urgency and the case when 75 percent of the leadership in an organization honestly gets convinced that the organization, as it is currently, is not an acceptable plan (Kotter, 1995, p. 3). However, the main motivation behind organizational change is to enable it to deal with a new and more challenging market by introducing changes to the way it conducts it activities. Despite the critical role that organizational change plays, failure to maintain significant change occurs time and again (Kotter 1995, p. 3). This is even despite the fact that a significant amount of resources is invested in such initiatives as highly talented hum an resources and high capital investment. As noted by Ismail (2011, p. 3), changes intended to target improvement of quality, enhance culture and turn around corporate collapse only end up giving lukewarm results. They assert that more than 66 percent of these change initiatives fail miserably (Ismail 2011, p. 4). The paper seeks to presents the reasons behind such high failures of organizational changes. Reasons Why Change Initiatives Fail According to Kotter (1995, p. 3), after observing various organizations – be they large or small organizations – introduce change, only a few have been successful. Most of these change initiatives fail during the course of their implementation. The basic lesson learnt from the successful initiatives is that the process of change goes through phases which require a considerable length of time. In case a step is skipped in the process of change, the organization can never get satisfying results (Harris 2006, p. 37). In addition, any m istake made during any of the steps can spell doom for the success of the initiatives. One of the major mistakes which can lead to failure of the change initiative is failure to establish a large enough sense of urgency. Every successful change initiative starts when some persons or a group in an organization assess the competitive situation, technological trends, market position and financial standing (Harris 2006, p. 38). After identifying any drawback in the performance of the organization, such individuals are able to communicate such information pointing out to the potential risks and the potential opportunities available. In organizations which go through successful change, such information is communicated in a timely manner and the organization begins aggressive measures to bring changes. However, some organizations fail right from this initial step. As stated by Cummings (2008, p. 37), people are the greatest impediment to change. Consequently, when a proposal to bring chang es to the organization are suggested, organization executives start feeling that introduction of changes can result in reduced morale among employees, the senior management will be apprehensive to such change proposed and that change may run out of control. Additionally, the executives may fear that the change could negatively affect the short-term targets of the business, that the stock prices would be negatively affected and that they can be blamed for causing

The perception eassay Essay Example | Topics and Well Written Essays - 1250 words

The perception eassay - Essay Example Self-concept affects the formation of the style of behavior and human activity. In other words, it largely determines the dynamics and direction of development of the person. Psychologists study self-concept from different perspectives. Thus, the assessment of oneself as a whole as good or bad is considered to be general self-esteem, and the assessment of the achievements in selected activities is called private. It is essential that private evaluation may develop unevenly. Factors that affect the self-concept can be viewed from different perspectives, so-called the particular others and generalized others. In addition, we can divide it into actual (what has already been achieved) and potential (that one is capable for). It may be adequate, when the opinion of the person currently coincides with the fact that he really is. The person properly correlates his capabilities and skills; he is sufficient critical to himself, analyzing his failures and successes, trying to set goals that can be achieved in practice. Examining the progress he uses not only his own point of view, but also trying to predict how other people would react. In those cases when a person evaluates himself not objectively, when his opinion of himself differs from what is considered by others, self-concept is often inadequate, and is divided into overcharge and undercharge one. When self-concept is inadequate, a person has a misconception about himself, idealized image of his personality and capabilities, of his value in others` eyes. Based on the written above, I can describe my self-concept as adequate. Im not trying to please others too much, but at the same time I do not forget that my opinion is not considered as the only right. I can be described as a person, who understands what self-esteem feeling is. I know my rights as a human being, and do not

The Case Study On Employees Motivation Of Starbucks Beijing Management Essay

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

19th amendment :: essays research papers

AMENDMENT 19   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The amendment that I chose to do my report on is the 19th amendment. This amendment guaranteed the voting right to all of the American woman. The victory of this amendment took decades to be passed. In August of 1995 marked the 75th anniversary of the ratification of this amendment. This amendment was ratified on August 24,1920. The first three states to approve this amendment were Illinois Wisconsin and Michigan. When this amendment was first put out into the society the men and people didn’t know what to think. They mostly thought of it as outrageous to let a woman vote. A lot of people also thought of this as something that they didn’t have to worry about that it was just some stupid thing that would go away. Woman on the other hand took this matter very seriously. They often held silent vigils and hunger strikes. When the women did this they were often heckled at, discriminated against, sent to jail, and some men even physically abused them.   Ã‚  Ã‚  Ã‚  Ã‚  One of the more famous parades that they groups of woman had was call the â€Å"SUFFARAGE PARADE†. This parade was held in New York City in 1912. New York adopted women’s suffrage in 1917. The president Woodrow Wilson started to change his mind on which side that he thought was right. He began leaning more towards the woman’s side. When he did this he made more people think that it was good what the woman were doing. On May 21, 1919 the House of Representatives passed the amendment. Just two weeks after the Senate did the same thing. Tennessee was the 36th out of 50 states to ratify this amendment.   Ã‚  Ã‚  Ã‚  Ã‚  Now a day’s many people would think that this would be silly and stupid, but to many women back then if was a very serious matter. 19th amendment :: essays research papers AMENDMENT 19   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The amendment that I chose to do my report on is the 19th amendment. This amendment guaranteed the voting right to all of the American woman. The victory of this amendment took decades to be passed. In August of 1995 marked the 75th anniversary of the ratification of this amendment. This amendment was ratified on August 24,1920. The first three states to approve this amendment were Illinois Wisconsin and Michigan. When this amendment was first put out into the society the men and people didn’t know what to think. They mostly thought of it as outrageous to let a woman vote. A lot of people also thought of this as something that they didn’t have to worry about that it was just some stupid thing that would go away. Woman on the other hand took this matter very seriously. They often held silent vigils and hunger strikes. When the women did this they were often heckled at, discriminated against, sent to jail, and some men even physically abused them.   Ã‚  Ã‚  Ã‚  Ã‚  One of the more famous parades that they groups of woman had was call the â€Å"SUFFARAGE PARADE†. This parade was held in New York City in 1912. New York adopted women’s suffrage in 1917. The president Woodrow Wilson started to change his mind on which side that he thought was right. He began leaning more towards the woman’s side. When he did this he made more people think that it was good what the woman were doing. On May 21, 1919 the House of Representatives passed the amendment. Just two weeks after the Senate did the same thing. Tennessee was the 36th out of 50 states to ratify this amendment.   Ã‚  Ã‚  Ã‚  Ã‚  Now a day’s many people would think that this would be silly and stupid, but to many women back then if was a very serious matter.

Patent Infringement of Internet Technology

Issue in Dispute & Factual Background The issue being disputed is whether Vonage contravened patent law by using a technological invention registered to Verizon, without permission, in providing its online communication services. Infringement was claimed by Verizon on three of its patents. Since 2006, a string of patent infringement cases have been filed against Vonage, an online communications company providing customers with the means to communicate through their computers through the Internet route. Verizon was first to sue Vonage for the use of three patents covering the translation of ‘analog voice signals’ into ‘digital signals’ to allow customers to communicate through their computers with broadband connections. In March, a jury verdict found Vonage to have infringed the patents and this was also upheld by the appellate court but only for the two patents. However, the appellate court remanded the case down to the lower court for re-determination of the monetary award since this was not detailed by the jury. Next to file a case was Sprint Nextel Corporation for the use of its patented voice-over internet protocol (VoIP), which allows computer users to make calls using broadband connections. In September, a jury also found voyage to have infringed this patent. Lastly, Klausner Technologies also communicated its claims to Vonage but this has been settled. To date, claims of Sprint Nextel Corporation and Klausner have already been settled. All these claims involved Vonage’s online use of these technology patents in its online popular communication services. Position of Litigants Verizon based its claims on the infringement of three patents. Patent 574 enhances translations of communication information such as telephone numbers or websites into IP addresses. Patent 711 covers the manner of using computer speakers or microphones to communicate online. Patent 880 covers ‘localized wireless gateway system’ that enables phones to register with transceivers before connecting to the Internet.[1] Although these patents do not constitute online communications, this serves to enhance the system by providing a means of translating numerous digital to analog signals, instructing a means of using speakers and microphones to communicate online, and connecting into local base stations to connect mobile phones to computers. By offering online communication services using these three patents without its permission, Verizon claims that Vonage has violated its patent grant. Vonage claims that it has not violated Verizon’s patents because it did not translate but merely extracted and reformatted the telephone numbers. Verizon also claimed that the court of first instance erred in the direction it gave to the jury, particularly on the construction of vital terms found in the claims. First contested term is ‘translation’, which was construed by the courts generally instead of limiting this to the conversation of higher to lower protocols as contained in the patent grant. Second contested term is ‘conditional analysis’, which was interpreted by the court as generating a result from a prior first condition. Vonage claims that this should be limited only to the preferences of the parties using the system.[2] Since its operations do not fall under the technological systems patented by Verizon, it has not infringed any patent. Ethical Issue & Opinion on the Case Prior to the cases, Vonage has become popular as an online communications company[3]. In 2006, it launched virtual phone numbers in Europe[4] implying the development of a new type of Internet based community function apart from linking its services to various Internet communication channels such as voicemail. Its popularity was due to the competitive prices together with the high Internet accessibility in most developed countries and the higher interconnectivity it offers by being able to link landlines and mobile phones to computers when compared to purely landline or mobile services or with Internet connectivity but limited only to same network calls. Basically, prior to Vonage’s service, VoIP was already existent but with limited use only to partners of the service provider. Vonage took the VoIP concept fused it with the other online communication connectivity and processes and created a service that higher interconnectivity. Did Vonage violate the law? According to the courts, it did violate the patents of the two companies. Was its actions right or wrong? The answer cannot be plainly stated in black and white. On one hand, this may be wrong because it profited out of somebody else’s technological innovation but on the other hand, it served or even empowered the public by giving them an alternative option. Even in a competitive world, consumers, through demand, do not always influence market prices, quality of service, or innovation. This is especially so in the case of online technology sector, which have become a venue for monopoly such as Microsoft. Under existing law and jurisprudence[5] there may be infringement. However, this case could have become a landmark by clarifying the concept of patent for the purpose of negating infringement. A patent is a property right to use or own inventions for a given number of years and an invention is a new creation[6]. However, it does not necessarily cover purpose, function or importance to the community. Patent has also been used for abuse such as the monopolistic tendencies of technological companies. While private property should be respected, this should also be balanced with public good. Moreover, Internet technologies are virtual, making it necessary to determine or limit the processes or operations considered as qualifying for patents. References KSR Int’l Co.v. Teleflex Inc. (No. 04-1350) 119 Fed. Appx. 282. Retrieved November 1, 2007, from www.law.cornell.edu/supct/html/04-1350.ZO.html. Richtel, M. (2007, October 26). Shares Rise as Vonage Settles Fight over Patent. The New York Times. Retrieved November 1, 2007, from http://www.nytimes.com/2007/10/26/technology/26phone.html. Vonage (2007). Timeline. Retrieved November 1, 2007, from www.vonage.com. US Patent and Trademark Office (2007). General Information Concerning Patents. Retrieved November 1, 2007, from http://www.uspto.gov/web/offices/pac/doc/general/index.html#patent. Vonage Told to Stop Using Verizon Technology By IAN AUSTEN Published: March 24, 2007 A federal judge said yesterday that he would order Vonage Holdings, the Internet-based telephone service, to stop using technologies patented by Verizon Communications. The decision, which could force Vonage to close or to install new systems, follows a jury decision this month that awarded Verizon $58 million and monthly royalties. But the judge agreed to postpone the effective date of the injunction for two weeks while he considers a request by Vonage for a stay pending what could be a lengthy appeal. The decision forced a temporary halt in the trading of Vonage shares and eventually sent the company’s stock down $1.05, or 26 percent, to close at $3. Vonage began trading last May at $17 a share. â€Å"For Vonage, everything that can go wrong has gone wrong,† said Richard Greenfield, the co-head of Pali Research in New York. â€Å"The constant stream of bad publicity has got to be adding to customer churn.† As it did earlier this month, Vonage quickly moved to assure its two million customers that their service would not be affected. It has said it is developing alternative technology that does not conflict with Verizon’s patents. â€Å"We are confident that Vonage customers will not experience service interruptions or other changes,† the company’s chief executive, Mike Snyder, said in a statement. â€Å"Our fight is far from over. We remain confident that Vonage has not infringed on any of Verizon’s patents.† Brooke Schulz, a spokeswoman for Vonage, said the company had not seen any effect on its ability to attract and retain customers because of the case. â€Å"We believe this case has had not impact on churn to date, nor do we expect it to,† she said. Judge Claude M. Hilton of Federal District Court for the Eastern District of Virginia in Alexandria said yesterday that an injunction was necessary because fines and royalties will â€Å"not prevent continued erosion of the client base of the plaintiff,† The Associated Press reported from Alexandria. Vonage has been the early leader in an attempt by several companies to shift traditional telephone company customers to Internet-based calling. â€Å"We’re pleased the court has decided to issue a permanent injunction to protect Verizon’s patented innovations,† said John Thorne, a senior vice president and deputy general counsel at Verizon. The three patents that a jury found Vonage to be infringing upon involve the way the company moves calls to and from the Internet from the conventional telephone system, methods for giving customers calling features like call waiting, and means for providing Internet calling through wireless networks. If Vonage is forced to switch to other technologies, the cost and feasibility of such a change is not clear. It is believed that the company has the ability to make remote software updates in devices that its customers have installed at their homes and offices.  Many conventional telephone companies hold patents involving Internet calling. Vonage faces a separate patent lawsuit from Sprint Nextel that has yet to go to trial.   

Aristotle s Types Of Poetry - 1168 Words

Aristotle Assignment Aristotle discusses types of poetry, structure, and division in Poetics. He classifies poetry as: epic poetry, tragedy, comedy, dithyrambic poetry, and music (50). Although he notes each form of poetry as imitation (the poet’s motivation to capture or reshape life in various forms,) they differ through medium, object, and mode. This piece focuses largely on the form of tragedy. Aristotle outlines an analysis of tragedy as a literary theory. He defines tragedy as â€Å"an imitation of an action that is serious, complete, and of a certain magnitude; in language embellished with each kind of artistic ornament . . . through pity and fear effecting the proper purgation of these emotions† (53). There are six components of composing a tragedy: 1. Plot- â€Å"actions;† purposeful conduct, motivated behavior, not event (event = â€Å"story†) 2. Character- ethos, ethical qualities 3. Thought- strategies of speaking: arguing, moving an audience—the line of thinking in the play; a logical paraphrase of plot, intrinsic to the play’s speeches; the substance of speech 4. Speech/Diction- delivery, acting 5. Song- choric chanting, accompaniment 6. Spectacle- story and staging Of these components, plot is the most important, it is â€Å"the soul of tragedy† (53). Plot is the imitation of action and life; specifically it is the arrangement of incidents (successes or failures.) According to Aristotle, a well constructed plot consists of a beginning, middle, and end. Each action should be aShow MoreRelatedAristotle s Contributions Of Aristotle931 Words   |  4 PagesBiography of Aristotle Aristotle Headshot Aristotle was born in 384 BC, in Stagira, near Macedonia at the northern end of the Aegean Sea. His father, Nicomachus, was the family physician of King Amyntas of Macedonia. 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