Psychology discussion Essay Example for Free

Psychology discussion EssayThe findings from this research that trigrams in an organised be given get out be repayed better than those in a disorganised list have supported the evidence of Millers theory. Miller (1956) found that the magic number 7+-2 tolerate be increased using the method called chunking. This would relate to this subdivision of research as the amount of individual letters remembered was a lot bigger than the value 7+-2. Participants in the nonionic condition on average recalled ab aside twenty one letters, and in the disorganised condition they recalled about nine letters. This supports Millers view that more items potentiometer be remembered if they are recalled in chunks. This try out can be extended to investigate the theory of expert chess players having better chunking abilities than novice players (Chase and Simon (1973)). The expert chess players could recall more cultivation about the relationship of chess pieces than those of amateur chess pl ayers, the experts could recall up to 30 pieces of information, compared to only seven pieces for amateur players.This connexions to my prove because using the proficiency chunking on an organised and disorganised list of words, led to an improvement in the number of trigrams recalled in the organised condition rather than the disorganised condition. In the organized list around 21 individual letters were recalled, compared to only 9 in the disorganized list. This supports Chase and Simons view that chunking can air current to better recall. My experiment was based on a previous study by Bowers in 1969 the events produced are similar to those obtained by Bowers. Table comparing the result of my study and Bowers study This Study Bowers StudyAverage words recalled % of Words Average words recalled % of Words Organised 7. 1 71% 16. 9 65% Disorganised 2. 9 29% 4. 94 19% The results are quite similar although the results above have a higher percentage of words recalled for two the o rganised and disorganised list compared to Bowers results, however this is due to the fact that more words were involved in Bowers list 26 compared to the 10 words use on my list. This will have had an preserve on memory board as the participant is challenged to remember more words. Bower utilise a theme of minerals whereas in my experiment it involved a mixture of random trigrams.This could have affected the expertness to recall especially if Bowers participants had greater knowledge than others. However this problem did non occur in my experiment as it was not based around one particular theme. On the whole my results are similar to those obtained by Bowers. E2- Strengths and Weaknesses of the investigation A strength of this investigation was the method used. This was a laboratory experiment. This method was very reliable and accurate as it allowed manipulation and full control all over the variables (i. e. whether the participant is given the organised or disorganised lis t of trigrams).Therefore the results which were obtained were reliable, and the experiment could be easily replicated by another researcher. A strength of this experiment was that ethics was taken into consideration as informed consent was used to gain approval from the participant, to take part in the experiment. Participants were told they were taking part in a psychology experiment. Also confidentiality was abided by as well as all participants had the right to withdraw there results at any time, also no(prenominal) of their personal details were taken such as names and address.A weakness of this experiment could be the design as an independent groups design was used there may have been individual differences between participants. As those participants in the organized condition may have been more intelligent than those in the disorganized condition this could have lead to them recalling more trigrams than those in the disorganized condition. E3- Consideration of alternative met hod An alternative method could be used to test the affect of organisation on memory recall rather than an experimental method.A field experiment can be used so the test can be carried out in a natural setting. The new test can be carried out in school for example a teacher can carry out an examination on students by testing a group of students to remember a list of abbreviations. This would be testing the ability to recall organized trigrams. Another classroom could be asked to play a game where their partner gives them three random letters if they answer a skepticism wrong in a quiz they must recall the three letters they were told at the beginning. A new disorganized trigram would be used any time a question was answered incorrectly.This would then allow you to test the ability to recall disorganized trigrams. An advantage of this over the other method is that it would be carried out in participants everyday settings therefore it would be more realistic, which would give the ex periment more ecological validity. This method will also reduce demand characteristics. Students will believe that this is a real test, and therefore they will pay attention and take the task seriously. Although they will not know it is a task into memory they will believe it is an important test.This method would be relevant for the aim and hypothesis of the study, as it would show if there is a clear difference, in the organized and disorganized trigrams recalled and it would also improve the reliability of the results. E4- Application of findings and suggestion for future research In conclusion, this investigation has found that 16-18 year olds on average recall more trigrams from an organised list than a disorganised list. This research has proven that chunking and organization does increase the capacity of short-term memory.Therefore a link can be made to the real world for example if someone has to remember security numbers or phone numbers. Short codes can be chunked into one unit, although longer series of numbers like phone numbers may be chunked into two or three sections. This will help to attend recall, also chunking and organisation can help with revisal. For example, by revising from notes arranged in an organised style this should organise the data in the wit and encourage better recall in exams and therefore good exam results. This research can also be applied when people do everyday shopping.For example items of a similar nature can be chunked together into one group, e. g. , peas, cabbage and broccoli could be chunked under a vegetables group, so that they can be remembered as one chunk rather than three individual units. This research can be applied to future research by investigation if using chunking technique for exam revision can aid better recall thus better exam results. For example teachers could hold revision sessions using call cards which are chunked into small amounts of detail for the student to remember. They can then test t o see if students with revision aids did better than those without.

Experiment to Find the Acceleration Due to Gravity Using Free

Experiment to Find the Acceleration Due to Gravity use Free Fall Es utterAs the title suggests, this experiment is to find the quickening any object under free buy the farm will allow when travelling towards the estate. We get into in this experiment that we are unaware of the constant g and the basis of this experiment is to rediscover this value.ApparatusThe principle behind the round is f diffusely simple. The dinner gown is held through magnetism to the electromagnet however when the magnetic field is no prolonged universe created i.e. the switch is stretched, the ball falls. When the switch is opened, the clipr also starts as the switch is connected to one of its inputs. The ball strikes the metallic base as it falls and breaks the contact amidst the metal plate and the rest of the circuit. The plate switch is also connected to the timer which then s egests timing.In this way the time interpreted for the ball to fall a certain superlative is measured and henc e its quickening. The height fallen by the ball is measured by moving the plate switch up and down a wooden pole and measuring through use of a tape measure the distance between it and the bottom of the ball.All distances given in the information were from the top of the metallic plate to the bottom of the steel ball. The distance had to be standardised as the rate of acceleration depends upon the exact distance fallen in a certain amount of time. If we had not worked out two standard points that all our measurements were containn from we would not have been able to calculate the acceleration of the ball to an true degree.The acceleration acting upon the ball as it falls towards the earth is receivable to gravity. It is therefore prudent to show some understanding of the physics of the experiment forrader we in reality look at the data itself.All following material is taken from Explaining Physics A-Level Edition by Stephen Pople.Gravity is a force of attachment between a ny two masses. This force is unusual as it is the only force discovered that has no repulsive effect unlike for example, magnetism which sess attract and repel other masses.The Earth is surrounded by a gravitational field which exerts a force on any mass in it. In terms of this experiment the ball is attracted towards the earth as it falls.I read that experiments done in the past have shown that at a special(a) place all bodies falling freely under gravity in a vacuum or where air resistance is negligible have the identical constant acceleration irrespective of their masses. This is why for this experiment the mass of the ball is irrelevant as long as it remains constant throughout the experiment. This is payable to the fact that acceleration due to gravity is a constant for all objects irrespective of mass where air resistance is negligible.If we wish to find the acceleration due to gravity we only need to know the displacement of the ball and the time taken for it to fall that distance.This value is taken as 9.8m/s/s that is to say that the upper of any body travelling downwards will increase by 9.8m/s every second neglecting the effect of air resistance.As a conclusion, my initial prediction is that the time taken for the ball to hit the plate will increase as the distance increases and as a result the acceleration will increase.This prediction is based upon the evidence found in the textbook mentioned above but also through initial examination of the data.For this experiment my helper and I decided to attach the metal plate switch at 20cm intervals from 20-200cm so a wider range of results could be calculated. We wished also to see if we could obtain the last velocity of an object in free fall i.e. the speed at which it will stop accelerating but the distance between the ball and the switch was not great enough.The final graph I will plot will be the displacement of the ball bearing over the time taken to open the switch squared.The two values shou ld show positive correlation as if we arrange the compare from the textbookS=ut + 1/2ats/t = u/t + 1/2 aTherefores/t = u/t + 1/2 aWe know that intital velocity is Zero sos/t = 1/2 aThis rather conveniently allows us to find the acceleration due to gravity by simply doubling the gradient.g = 2( s/t)We see now how it is possible to obtain a value for g as I have data on both the displacement of the ball bearing and the time taken for it to fall that distance.An initial graph without reference to the data should be virtually heterosexual line taking experimental error into account, perhaps looking roughly soI have shown here the time squared for an object to fall over 50cm. I have taken g to be 10 which I have read is an approximate value. We see here that the time taken to fall increases proportionally to the displacement. I believe this will be true for the actual data also but need to plot this also.Displacement (cm)Time1(s)Time2(s)Time3(s) clean time(s)Average time Squared(s)200.1 450.2010.2020.1830.033400.2910.2910.2900.2910.084600.3510.3490.3500.3500.123800.4030.4050.4050.4040.1631000.4540.4540.4540.4540.2061200.4960.4970.4970.4970.2471400.5380.5370.5370.5370.2891600.5690.5750.5750.5730.3281800.6100.6100.6100.6100.3722000.6320.6320.6330.6320.400The highlighted result is the one I see as anomalous I will explain later the major sources for error in the experiment.We see that the graph is almost a flat line showing that my initial prediction was correct in that the time squared had a positive correlation with the distance travelled.Let us presume now that we do not know that g is 9.8m/s/s and work it out based upon data on the graph.We know from my previous rearrangement of the equation in the textbook that the acceleration is the gradient doubled.To work out the gradient we must divide the change (delta) of they Y axis by the change of the X axis.When plotting the gradient it is wide to take it over the widest range possible to take all results into account . As a result I have decided to take the results from the extreme points of both the displacement and time. This is why I took the displacement over two metres instead of one to obtain a wider range of results.The data is taken from 20-200 cm. This is 180cm. However the modern convention is to measure length in metres which gives us a change of 1.8 m.The change along the X-axis is equal to 0.4-0.033 which comes to 0.367If we divide 1.8 by 0.367 the result comes to 4.905 which we know is half the acceleration.If we double this value we find that (barring experimental error) the acceleration of the ball was 9.809 m/s/s which if we round up to 9.81m/s/s we find that it is very close to the conventional value for g.This does not leave us much room for experimental error as the variance between the value I obtained and the value stated in any textbook is 0.1m/s/s. However I believe there were sources of error for this experiment in general which I will now outline irrespective of the fa ct that they did not affect my own.The most significant factor when measuring g is that air resistance will act upon the ball. Explaining Physics tells us that we can neglect this factor as the ball itself is very dense. However, air must provide some resistance to the ball falling and could conceivably affect an experiment especially as air resistance isnt the same from one moment to the next for example, someone could open a window and cause an air current to act upon the ball.The only real remedy for this factor is to perform the experiment in a vacuum.A less likely factor to affect the experiment is the fact that the ball may display residual magnetic properties through repeatedly being attached to the electromagnet. The atoms within the ball could well have been ordered to make the ball itself be attracted to the electromagnet after the switch was thrown.Even if current was no longer flowing through the wires around the core, a weak magnetic field may have been apparent in the ball cavictimization it to be attracted towards the constrict core due to previous use.While iron is magnetically soft and would probably not have magnetic properties once the switch was opened the ball is made of steel which can retain magnetic properties.A solution for this problem would be to demagnetise the steel ball by either using a demagnetising tool or by simply heating it up by placing it in a naked flame for several seconds.One avail I would have like to make to the experiment concerned the metal plate switch. I realised that it took a certain amount of time to actually break the contact between the plate itself and the rest of the circuit which could affect the overall time recorded by the Digital voltmeter.I believe it would be more efficient for a light sensor and a laser to replace the plate switch so the ball could fall uninterrupted and the time recorded would be more accurate. This is due to the fact that breaking a light beam can occur almost instantaneously wh ile a metal plate is more difficult to move.If I had more time I would have liked to increase the distance over which the ball fell. This would not only provide a more accurate value for g but would also allow me to calculate the terminal velocity of a given mass.Ideally it would be interesting to see how the gravitational field of the earth varied in different locations, perhaps by obtaining data on the acceleration of the ball in various geographical locations. It would then be possible to see how g can vary due to the fact that the mass of the earth is not a constant all across the surface.

Non Monetary Incentives in the Workplace

Non Monetary Incentives in the WorkplaceMr. Ignacio Falgueras Sorauren conducted this look into in 2000 in which he investigates the problem related to want in organic laws. Actually this problem occurs when people tend to follow their own interests sort of than firm s parking lot objects. Primarily author try to address this problem by giving them more or less economic proposals but the try showed that economic proposal doesn t flow conflict of interest and non able the people to purse firm s common goal or else than follow their psycheal interest. These economic proposals throw out create more problems but after that investigator through thorough study reveals that non- fiscal incentives atomic number 18 most important to motivate people towards organisational goals because nones is not the solution of every problem.As you can find lot of variables in this article, but with respect to my topic pauperism through financial and non- fiscal benefits cargon me to identify the dependent variable as organizational goal and autarkical variable is Employees interest towards cheat and their motivating towards organizational goals . So it shows that organizational goal is dependent on employee s interest towards problem and their want towards organizational goals through some non-monetary incentives.A branch from monetary benefits at that place is a strong call for of non-monetary benefits to purse employees towards firm common goals. Some non-monetary benefits include making business organization challenging and interesting so in this way they know what they are doing and divulge positive results for the organization. In frame to make patronage interesting and challenging capital would not always play a big constituent because gold is neither the motivator nor the major one. Researchers reveal that most of the time coin leads to conflict of interest and the most important opposition of money is its incapability to visit the confl ict of interests born in all organization. So organization needs to set a common goal communicated with their employees, gum olibanum enables them to bring unity among their employees and in this way conflict problem has also resolve. Non-monetary incentive in shape of communicating organizational goal and setting targets for the team, make the employees to lap for organizational interests rather than personal interest.This article is extremely relevant to my topic which helps me to understand that non-monetary incentives put on great role to play for the achievement of organizational goals. Through these incentives inject demand in employees to prefer organizational goals over their personal interest. Along with that the best way to motivate people is treating them as human beings because it is really essential to attend all human aspects to gain excellent results.Article 2Judy Cameron., W. David Pierce. (1994). Reinforcement, Reward, and Intrinsic penury A Meta-Analysis, V ol. 64, No. 3. Retrieved from http//www.jstor.org/stable/1170677Two Researchers Judy Cameron and W. David Pierce wrote a investigate paper titled as Reinforcement, Reward, and Intrinsic Motivation A Meta-Analysis in 1994 to examine the effects of reinforcement and reward on inbuilt motivating. So in this paper they have conducted 96 experimental studies from protestent groups to compare rewards and non-rewards effect on inbred motivation.In this article I found Intrinsic Motivation as dependent variable, whereas reinforcement and rewards are freelance variables. Thus, it shows that in order to bring intrinsic motivation there is need to be some sizeable reinforcement and rewards.As I mentioned above they conducted 96 experiments and the results showed that reward does not decrease intrinsic motivation. Intrinsic motivation is the motivation that comes from inside the person and he gets pleasure while doing trading or performing any particular designate. When queryer scruti nizes the communication process he finds out that intrinsic motivation can increase through verbal praise. The reward is given to an employee on the completion of the task and it has an in epochal negative effect on intrinsic motivation as measured by the amount of time spent on the task. Because that person is ego motivated so there is no need to give any rewards to that person but on the other way nearly concentration of employee s increases towards there job and they try to do the same task in shorter span of time and also in this way bring the efficiency in their work and higher intrinsic motivation. They tho conducted five more studies virtually reinforcement and results reveal that reinforcement does not effect any individual intrinsic motivation. So it shows that you can reinforce your employee regarding the completion of job and that willing not hurt their intrinsic motivation. In the end article leave us with one question it is not clear yet what effect reinforcement o r reward have on intrinsic motivation. They consider some studies have opposing trend and not relevant because of outside of the researcher paradigm.This article is extremely relevant to my study on motivation through monetary and non-monetary benefits. As intrinsic motivation does not increase when employee gets a reward but some times brings efficiency. Whereas reinforcement does not hurt employees intrinsic motivation so intrinsic motivation has a mix trend with respect to benefits.Article 3Scott Jeffery. The Benefits of Tangible Non-monetary incentives, Retrieved from http//www.businessgroupinc.com/PDFs/The%20Benefits%20of%20Tangible%20Non%20Monetary%20Incentives.pdfMr. Scott Jeffery the writer of the article which is titled as The Benefits of Tangible Non-monetary incentives talks about that some tangible non-monetary benefits are much more motivational for employees as compare to monetary incentives. And by doing that we can bring better reward system through which the organ ization easily gains their desired Objectives. One thing we have to keep in mind that in order to increase more performance, non-monetary incentive must be equal or greater than cash incentives because if you pass on lower value non-monetary incentives that might be not as effective as high value cash incentives.In this important article I establish tangible non-monetary incentives as independent variable where as motivation is our dependent variable. Therefore motivation in employees is depending on your independent variable non-monetary incentives and this parameter sounds true because there is high probability of bringing motivation in employee s trough non-monetary benefits.There are some very important points discussed in this article like, nowadays organizations use very small amount of tangible non-monetary benefits which are very small percentage of total employee compensation. In this research researcher discussed some explanations through which we get an idea that nowada ys firms are not using this kind of incentives. Psychological process which increased motivational power of tangible non-monetary incentives is both emotional and cognitive (involves mental process). As you get to know about the power of tangible non-monetary benefits and when these two resistent cognitive and emotional processes gets unitedly this mean that they toil together in decision making. Justifiability is cognitive because people have to consider the difficulty they have face in order to apologise the purchase of tangible non-monetary benefits. On the other way around the nature of these practicedifiability concerns are more effective. The writer mentioned in this article that the prize which is earned on the basis of technical performance makes an employee to think about his achievement, consider as a cognitive process and even have a higher value when other people get to know about your achievement. So, it shows that motivation or organizational goals are our depend ent variables, whereas non-monetary incentives are independent. So I can adjudicate the article by saying that tangible non-monetary incentives boost employee motivation and has the ability to improve the efficiency of the organization.The article is highly relevant to my research which helps me to understand the role of emotional Psychology in order to motivate employees and how it enables the organization to achieve their desire goals.Article 4Rizwan Saleem. (2005). A study on the effect of monetary Benefits (pay) and work motivation on job satisfaction. Retrieved from http//papers.ssrn.com/sol3/papers.cfm?abstract_id=1529064Mr. Rizwan Saleem from Mohammad Ali Jinnah University in 2005 wrote a research paper titled as A study on the effect of monetary Benefits (pay) and work motivation on job satisfaction . This study is conducted from the banking sector with respect to understand the effect of pay and work motivation on job satisfaction. For that they done exploratory research b y developing the questionnaire in order to measure the direct of pay, work motivation, and job satisfaction as hygienic as achieve the effect of pay and work motivation on job satisfaction.In this article I discover dependent variable as byplay satisfaction where as monetary benefits and work motivation is our independent variables. This means that job satisfaction is depending upon monetary benefits that employee is getting and along with that how well the employee is motivated towards the job. So the combination of both helps to achieve Job satisfaction for an employee.As the study showed about the psychology of human mind regarding job satisfaction is that person is self motivated to do that job or task and gets pleasure while doing that job. The rule of the thumb is that the more satisfied the employee, the higher the organizational performance. Further research reveals that there is a difference between intrinsic and outside motivation. In this article intrinsic motivation is defined as the motivation to perform an practise in order to experience the pleasure inherent in the activity. The cognitive evaluation theory says that rewards interpret an employee s competence and determine their intrinsic motivation. In this article we conclude that pay is independent variable and job satisfaction is depending upon it. Facts reveal that extrinsic incentives often crowd out intrinsic motivation which consequently reduces discretionary effort of workers.Research has revealed that motivation has diametric intrinsic and extrinsic motivation. According to Deci, Connell, Ryan intrinsic motivation can be defined as the motivation to perform an activity for it, in order to experience the pleasure and satisfaction inherent in the activity. According to cognitive evaluation theory and self design theory it is rewards that are interpreted as information about one s competence and satisfy individuals need for autonomy, will enhance intrinsic motivation. In this arti cle we conclude that pay is independent variable and job satisfaction is depending upon it. According to experiential facts, extrinsic incentives often crowd out intrinsic motivation which in turn reduces discretionary effort of workers. Researcher also found that overall the employees were satisfied with their jobs and have their interest in their job. By employing these two independent variables showed that job satisfaction comes automatically and study also proves that in this way employees were more motivated to work for the organization.This article is relevant to my study in a sense that how motivation along with monetary benefits creates job satisfaction for an employee. It helps me to understand that monetary benefits also play a vital role in order to motivate employees and enhance their job performance.Article 5Thomas Li-Ping Tang., Randy K. Chiu. (2003). Income, Money Ethic, Pay Satisfaction, Commitment, and Unethical Behavior Is the Love of Money the Root of dark for H ong Kong Employees?, Vol. 46, No. 1. Retrieved from http//www.jstor.org/stable/25075086Mr. Thomas Li-Ping Tang and Mr. Randy K. Chiu in 2003 through data-based study come up with a research titled as Income, Money Ethic, Pay Satisfaction, Commitment, and Unethical Behavior Is the Love of Money the Root of Evil for Hong Kong Employees? . The research scrutinize a model involving income, the love of money, pay satisfaction, organizational commitment, job changes, and unethical behavior among 211 full-time employees in Hong Kong, China.In this article I found Organizational commitment as a dependent variable whereas pay satisfaction monetary benefits and love of money are independent variables. So pay satisfaction and good monetary benefits enable the employees to meet the organizational commitment.The study shows quite a few relation between important variables, to mention a few important ones it showed that love of money was negatively related to income and pay satisfaction and the love of money was also negatively related to ethical behavior which means that if you have a strong love for money you cannot easily resist unethical behavior. Pay satisfaction was positively related to organizational commitment. These relations show that income or money is not the cause of injustice but the lust for money is the root to all unethical behavior within an organization. It has been highlighted in the article that the findings of this research shouldn t be interpreted that money is an evil as money itself is a key motivator for employees. There has been an increase regarding the magnificence of money as a career goal.Pay dissatisfaction has numerous undesirable consequences, e.g., turnover, theft, workplace deviance, and unethical behaviors in organizations and might have direct impact on company s strategic decisions and encounter. So there is need to result good pay and monetary benefits to your employees in order to get the desired objectives.This article is rel ated to my topic in a sense that by providing good monetary benefits to your employees, you eliminate the negative consequences such as high turnover, theft and dissatisfaction this unless help them to meet the organizational commitment.Article 6Hoimonti Ganguly. (Oct., 1974). Role of position and Money as Motivators among Middle viromnmManagement, Vol. 10, No. 2. Retrieved by http//www.jstor.org/stable/27765445Ganguly has conducted a research on the relative importance of Money and view on the motivation direct of the middle managers of an organization. The study aimed at measuring the effect of both money and attitude separately on the commitment level of the employees and then to put on which one is more important. Research revealed that status plays a more important role than money for middle managers and this is explained by the fact that the lower-end needs of the middle managers are reasonably fulfilled thus their satisfaction from the job will increase more if their st atus is improved as compared to the same increase in monetary reward.Money and most importantly Status are the independent variables of the research and the dependent variable is the motivation of managers towards the organizational goals. It has been discover that the correlation between status and motivation is especially strong in case of middle managers. So it shows that in order to achieve organizational goals and motivate people towards their assigned task, there need to give them a status or position in the company that status is going to be self motivator.It has been further observed that the findings of this research hold true across all the stratifying variables like age, income, experience and qualification thereby strengthening the credibility of the research. The research also shows that younger managers are particularly sensitive to status. Managements that are trying to raise the motivation of its employees towards the organization goals should try to cultivate a cor porate culture that meets the managerial needs of status. The research was further taken to define the different components of status and it was revealed that intrinsic factors like power, self-esteem, and self-actualization were important in defining status, rather than extrinsic incentives such as fringe benefits and pink-collar work. Another important thing that should not be overlooked is that that status is to a great extent defined by the type of work assigned, task performed and result achieved. It has been suggested that linking status with performance tends to improve motivation greatly.This article supports my topic in a way that motivation of middle level managers is not exactly depending upon the monetary and non-monetary incentives but also depend upon the higher status which is one of the non monetary reward. yet it s crucial to take into consideration the different components of status which may vary from organization to organization.Article 7S. K. Bhatia. (Jan., 19 85). Job Motivation of Executives An Empirical Study, Vol. 20, No.3. Retrieved from http//www.jstor.org/stable/27768826Increased motivation of the executives of an organization is very essential for its success not only because they make all the strategic decisions for the firm but also because of the fact that they influence and motivate all the employees work under them. S.k.Bhatia conducted empirical research on the job motivation of the executives. In the study he has aimed to identify a wide variety of factors that affects the motivation level of the executive and the importance they attach to these factors. He has conducted the research by primarily using watchs as his research tool. The article highlighted that monetary benefits, better job security, good working environment, job content, recognition, work-itself, responsibility, opportunity for growth and advancement and sense of achievement are momentous factors that should be considered while making policies to increas e motivation for the executives.I t has been observed that job content plays a very significant role in determining the level of satisfaction. Majority of employees who find their work duties boring and not add towards their advancement tend to have lower levels of motivation where as the ones who were satisfied with their job content directly followd job motivation and were more than willing to winding their energies for organization s benefit. Apart from the job content majority of the respondents answered that a positive perception of the executives is really important. Positive perception was a factor that was further researched upon by Bhatia and it was revealed that it encompasses a wide variety of factors, some of them that the employees mentioned were recognition, responsibility, opportunity for growth, work-itself, advancement, sense of doing good for the society and a sense of achievement.In this article Perception of the job is considered as a very vital factor control ling and defining the motivation of the executives thus in this empirical study it is taken as an independent variable which is determined by a wide variety of factors and vary from person to person and the variable that is dependent upon the perception of the employee is the job motivation. This means if the person changes his perception about their job and particularly if it changes in positive manner than organization performance definitely increases.Perception of the job is considered as the most significant psychological factors identified by all the Motivational theories. The findings of the research make it imperativeto lay emphasis on intrinsic motivating factors identified by Herzberg in his two-factor theory. Along with that there is the marked difference in the degree of perception of executives belonging to three categories (i.e. first level, second level and middle level and above).The general trend is that higher the category of executives, the better the degree of per ception of job and consequently the higher level of motivation. A large majority of executives are willing to shoulder greater level of responsibility showing their positive attitude towards the job. In the same way a large percentage of the survey population responded that they do not experience stagnation in their jobs and thus get enough opportunities for advancement in their careers which meet their need of self actualization. However on the other end of the spectrum are some respondents who said that they are over burdened and experience less opportunities for growth and advancement. Some first level executives complain that they need more training courses to improve their abilities. The executives have given useful and practical suggestions for bringing about an overall improvement in their job performance and functioning of the respective departments.Article 8Harvey S. James, Jr. (2003). Why Does the Introduction of Monetary Compensation Produce A Reduction in military opera tion? Retrieved from http//papers.ssrn.com/sol3/papers.cfm?abstract_id=481942Mr. Harvey S. James conducted the research in 2003through which he tries to find the answer of the question that why monetary benefits lead to decrease in performance. Through his observational study he revealed that extrinsic incentives usually crowds out intrinsic motivation. This article demonstrates that how the increase in monetary incentives starts displacing intrinsic motivation to act in the interest of principal. And fundamentally they found out that the motivation of the person distracted when his intrinsic motivation is attacked by extrinsic incentives and in this way his preferences, objectives diverted towards incentives.In this article intrinsic motivation is our independent variable whereas explicit incentives is a dependent variable.It is observed that lot of people want to work without explicit incentives and when you increase their monetary benefits it will lead to decline in their effort. This change of effort takes place because now his motivation towards work is dependent upon extrinsic incentives e.g. lot of employees are interested towards certain(a) job but there is a prize for one, then each and every one of them try to dominate each other and start working for personal interest rather than organizational interest. This decline in responsibility shows that there is a tradeoff people face either by as such satisfied at a higher cost or get extrinsic satisfaction from being compensated. But on the other way around when the people have strong intrinsic motivation then it becomes difficult for explicit incentives to crowd out intrinsic motivation of people. Further he explains that tenet uncritically to workers in the interest of organization incentives are also align if the workers work according to organization interest and such thing might be lead to counterproductive.Murdock s in 2002 through its analysis revealed that incentive contracts and intrinsic motiv ation are complementary because focusing on healthy work virtuous philosophy rather than organization interest is followed by most of the organizations these days but on the other way around by giving these incentives increase the intrinsic motivation. And the major cause behind these kinds of incentives is to increase organizational efficiency and to produce the best result for the organization.This article is highly relevant to my study through which I come to know that the basic purpose of incentives is to employee s motivation towards organizational goals but most of the time it proves wrong for highly intrinsic motivated people, on the other way around author says that sometimes extrinsic incentives don t crowd out intrinsic motivation as well.Article 9Dan Ariely, Anat Bracha, Stephan Meier. Doing Good or Doing Well? Image Motivation and Monetary Incentives in Behaving Prosocially. Retrieved from http//papers.ssrn.com/sol3/papers.cfm?abstract_id=1010620This article titled as Doing Good or Doing Well? Image Motivation and Monetary Incentives in Behaving Prosocially written by Dan Ariely, Anat Bracha and Stephan Meier. This paper scrutinize image motivation in which the focus is to be liked by others and treated well regarded, in their eyes. Prosocial behavior (doing good) is one of their drivers. Also determine whether extrinsic monetary benefits (doing well) have unfavorable effect on Prosocial behavior because of crowding out of image motivation. According to definition image is the presentation of ones behavior to other people. So this exclusive property showed that image is most important part of motivation to come prosocially. Research also showed that when extrinsic motivation relate with image motivation then it is less effective in public than in private.I derive Motivation and extrinsic motivation as dependent variable whereas monetary incentives and behaving prosocially are dependent variable.It is revealed in the study that motivation is crow ded out by monetary incentives which illustrates that monetary incentives are counterproductive for public prosocial activities as compare to private one. Through exploratory research researcher finds out that there guess supports them because monetary incentives severely depends on visibility, monetary incentives are much more effective helping them privately rather than publically Prosocial activities. As we know extrinsic motivation is a motivation that comes from outside of an individual and other way around people wants to be seen doing good without extrinsic incentives, these people want to be respected in the eyes of other people, they want other people to appreciates them and to consider them they are doing good job. But with extrinsic incentives there motive to work well deteriorates because extrinsic incentives makes them work for money or some other factors but they don t want people to consider that they are doing well. so in this way they are not get effective and the ir image value decreases.The sign element of a product greatly influences its purchase thus if the government gives a subsidy on a particular technology that is environment friendly then the fact that whether the particular product is a publicly used product or not will greatly influence the buyers motivation to buy the product. The purchase of the environment friendly technology will dodge the buyer that how does his purchased is viewed by the public, is that made because the buyer is genuinely concerned about the environment or is it just to avail the tax benefit or is it bought just to create an image that you are a responsible citizen. Thus the government should carefully consider all its policies and should take into account the unintentional damage to signal that their policy results in. Another option for providing the extrinsic incentive is to provide it without making it public, it will give the same effect as if the extrinsic incentive does not exists. This could be fur ther elaborated by using the example that most of the donors for social causes do not make their identity public so that the signaling effect does not crowd outs their true cause. To conclude it is better to have less extrinsic incentives for visible Prosocial activities so that these incentives do not erode the moral aspect.This article is highly relevant to my study which gives me further knowledge about the effect of extrinsic incentives on motivation and if the person is not extrinsically motivated he wants to appreciate and considered that he is doing a good job. So different people is motivated through different ways.Article 10Andrew Ballentine., Nora McKenzie., Allen Wysocki., Karl Kepner. The Role of Monetary and Non-Monetary Incentives in the Workplace as Influenced by Career stand for. Retrieved from http//edis.ifas.ufl.edu/hr016This article titled as The Role of Monetary and Non-Monetary Incentives in the Workplace as Influenced by Career Stage written by Andrew Ballent ine, Nora McKenzie, Allen Wysocki and Karl Kepner.In the corporate environment manager these days constantly trying to create strong motivational environment in the organization through which all the workforce work towards the organizational goal together. For that they use monetary and non-monetary benefits to motivate them in workplace. There can be diverse kinds of monetary benefits which have a similar impact on associates. An example could be a mutual fund is one of monetary benefits provided through company damages program or pension plans. Different people in an organization has different needs and there are different incentives for the employee of different age group. today organizations are replacing their traditional motivational incentives to newer ones according to the needs of younger generation. Along with that article also states that there are different monetary and non-monetary benefits at each stage of employee career e.g. a nature of an incentive is different fo r higher management of organization hierarchy as compare to lower level management.So I derive dependent variable as motivation, interest, and job satisfaction whereas career stage and Generation in which you born are main(a) variables in this article.The basic reason of monetary benefit is to reward the employee s for excellent performance in their job by giving them money. Profit sharing, production line options, project bonuses and warrants are some types of monetary incentives. On the other way around the rationale behind non-monetary incentives is to reward the employees for excellent performance in their job by giving them opportunities. Flexible work hours, pleasant work environment and training are some of the examples of non-monetary benefits.Furthermore author also revealed that monetary and non-monetary incentives differ in the efficiency, functions and correctness depending upon the nature of incentive. Another researcher Alfie Kohn in 1993 presents his point of view t hat monetary incentives encourage Obedience to the work in an organization rather than risk-taking approach because most rewards are given on the basis of performance and people don t want to take risk their jobs. So in this way employees are not encouraged from being creative in work place.One of the most important aspects of the study is desired monetary incentives differ from career stage of employee and also from which generation he belongs to. Survey conducted by American Association of Retired Persons has shown that retired people are motivated to work for waxy schedules, part time hours, and temporary employment and they are known as Mature workers who were born between 1930 and 1945. Whereas baby boomers those who were born between 1946 to 1963 wants retirement planning , flexible retirement options, sabbaticals and job training as their non-monetary incentives. Further the next generation Generation X ers those who were born between 1964 and 1981 like flexible work schedul e, nonrecreational development, feedback, tangible rewards and work environment as their non-monetary incentives. And Generation Y ers those who were born after 1982 wants flexible work schedules, professional development, feedback, tangible rewards and work environment as their non-monetary incentive to get motivated.This article is highly relevant to my research it increases my understanding that motivation is different for different people. We have to give different non-monetary incentives to different generations and employees of different career stages to motivate them about specific task.HypothesisTentative HypothesisHo Monetary Benefits increases more employee motivation than Non-Monetary Benefits at an organizationH1 Non-Monetary Benefits increases more employee motivation than Monetary Benefits at an organizationHo there is no significant relation between communicating organizational goals and employee motivation levelH1 there is significant relationship between communicat ing organizational goals and employee motivation levelHo there is no significant relation

Study On CPU And Memory Hierarchy

Study On main(prenominal)frame calculator And Memory Hierarchy mainframe must waste compatibility with the retention in the computing machine system. Memory can none adjoin the speed of the mainframe however it can help the processor increase its performance. If the CPU doesnt get the data it requires, it would sit idle wasting CPU measure cycles that would decrease the overall throughput and execution of the processes. If data needs to be accessed to and from hard disk which is slower as compargond to the main warehousing, more and more cycles ar belittled decreasing the efficiency of the system.Conclusion- For better performance of the system, faster program execution and proper CPU utilization the compatibility between CPU and repositing is required.A computer employs pound off chips of 256*8 ROM chips of 1024*8. The computer society system needs 2K byte of RAM 4KBYTE of ROM, 4 interface units. Each with 4 registers. A memory mapped I/O configuration is used. The 2 highest order bits of the address bus are connected with address 00 or RAM and 01 for ROM 10 for interface. How many RAM ROM chips are needed? Draw a memory address map.2 kb of RAM required i.e. 21024(bytes) =2048 bytes (Since 1 kb =1024 bytes)RAM = = 8 chips and4kb of ROM is required i.e. 4 x 1024 = 4096 bytesTherefore ROM = = 4 chips andThere are 4 interfaces all(prenominal) having 4 register, So total no. of registers is 44=16 registersMemory address map save up Coherence-Caches allow greater performance by storing frequently used data. In multiprocessing system, each processor is provided with its own hive up and they all share the same memory or address space so it is possible for more than one processor to access a data item at a time. What if one processor updates the data item without informing the another(prenominal) processors, inconsistencies may result and experience incorrect executions and the problem of inconsistencies is cognize as Cache Coherence in computi ng.The coherence of hive ups is obtained if the following conditions are met. However these read and create verbally operations are said to be one after another and this is not possible due to memory access latency and a print by initiative processor may not be seen by a read from second processor if the read is made within a very weakened time after the write has been made.Case 1 Case 2Processor P1 reads memory lieu X and then writes back to same location X while no other processor is not accessing the memory location X.Processor P1 reads and then processor P2 writes to and from same location X and shortly the location would return value written by processor P2 only.Processor P1 and P2 writes to same memory location X in a sequence and currently the value returned would be decided as per the sequence.Mechanisms-Bus Snooping- In Bus Snooping each cache is connected through the same bus and it is where every CPU knows who has a copy of its cached data. So each CPU watches cont inually for write activity concerned with data addresses which it has cached. This assumes that all communication can be seen by all. However it is far more complex to implement.Directory Based Approach- In a directory-based system, the data being shared is placed in a common directory that conserve the coherence connecting caches. The directory acts as a filter through which the processor must ask authorization to fill an entry from the primary memory to its cache. When an entry is distorted the directory either updates or invalidates the other caches with that entry.The MESI protocol is the best suited protocol to avoid cache coherence, where M stands for MODIFIED, E stands for EXCLUSIVE, S stands for SHARED and I stands for INVALID. redeem Back Cache-Cache uses two approaches to write data back to main memory.Write ThroughWrite BackIt is the simplest one in which all write all operations are made to the main memory as well as to cache ensuring main memory is always valid. Any o ther CPU- cache module can monitor traffic to main memory to update the data in its own cache, but always results in true memory traffic.It minimizes memory writes. In write back method modifications to data in the cache arent copied to the cache source until absolutely necessary. It is also known as copy back cache .In write back updates are made only in the cache. When an update occurs UPDATE bit are set associated with the slot and when the block is replaced it is checked whether the UPDATE bit is set or not. If it is set then data is written back to main memory.For Example- Intel processors since the 80486 uses back caching.Problem with this cordial of implementation is that performance improvement comes with a slight threat that data may be vanished if the system crashes and more complex circuitry.Onboard Cache-Cache is a parcel of multi-level terminus strategy which is used to increase the performance of CPU by providing a bridge in between the slower memory RAM and CPU. The cache that is the part of the CPU is known as off-board cache and the cache which is present on the motherboard is known as on-board cache. Generally L1 cache is referred as off-board and L2 is known as on-board. Sometimes L3 cache is also present on the motherboard along with L2. Now a days specific CPU vendors incorporates L2 as a part of CPU and L3 on motherboard.Implementation of Cache-In Cache, latency needs to be decreased and run across rate needs to be increased. Larger caches have better hit rates but longer latency. To address this problem, many computers use multiple levels of cache. The smaller and faster one is L1 cache built inside the CPU known as on-chip. If CPU needs data it first checks in L1 if it hits the processor proceeds at high speed.If the smaller cache misses, the next larger cache (L2) is checked, and so on, before external memory is checked. As the latency difference between main memory and the fastest cache has become larger, some processors have be gun to utilize as many as three levels of on-chip cache. For Example- Intels Xeon MP Product code-named Tulsa, AMD Phenom II (2008), Intel Core i7 (2008) uses unified L3 cache. However Cache can be implement by using Direct Mapped, Associative Mapping or Set-Associative Mapping.Virtual Memory-For the execution of programs memory required is more than what is actually present. So, the technique used to pass this size limitation is Virtual Memory which is illusion of memory not physically present. The purpose is to allow multiple programs share same memory allowing split up up of program into smaller pieces that can be loaded into different parts of memory whenever space can be found.Implementation of Virtual Memory-It is implement using two techniques- one is Demand Paging and other one is Demand naval division.CPU generates address which is not physically present. These are the program addresses referred to as logical addresses, they dont have any existence outside the program, the actual memory addresses are known as physical addresses. These virtual addresses are mapped or interchanged to its alike physical address through a process known as mapping. A page table or look up table is keep for this purpose.In Demand paging, valid-invalid bit scheme is used in which a valid-invalid bit is associated with each page. 1 for the page in memory and 0 for not present in memory. During address translation if bit in entry is 0 the page fault occurs. In virtual memory process are divided into chunks of equal size known as pages and chunks of memory in which pages are loaded are known as frames.In Demand Segmentation each row of the lookup table contains a starting address for a logical block of memory, together with the size of the block and a interchangeable starting address in physical memory. Paging and Segmentation operates both the same.Problem of Fragmentation-Fixed Memory Partitioning- Operating system occupies fixed portion of main memory and partitions are created for multiple processes but not of same size, so there will be wastage of memory. In most cases the process will not acquire memory provided to it.Variable Memory Partitioning- In variables-size partitions, the memory allocated is as much it is required by process. However when processes are swapped in, small holes are created star(p) to problem of fragmentation. Compaction is done to solve problem, but it waste CPU time.In Virtual Memory demand paging method is implemented, in which memory is partitioned into equal chunks that are relatively small, and each process is divided into small fixed size chunks of some size. The lists of the frames that are free are maintained by the operating system. As the size of the pages and frames are same so suffer less fragmentation problem.The Memory HierarchyThe design constraints on a computers memory can be summed up by three questions how much memory is available, how fast it is and how much it will cost? Following are the relatio nships between these tradeoffs-littler access time, greater cost per bit.Greater capacity, smaller cost per bit.Greater capacity, greater access time.Access Time IncreaseTransfer Rate DecreasesCPU RegistersCacheCost per/bit DecreasesCapacity IncreasesRAMMagnetic DiskFigure -Memory HierarchyMemory hierarchy helps in increasing the performance of processor, without hierarchy, faster process routine help and all time waiting on memory, It provides a large pool of memory that costs as much as the cheap storage near the bottom of the hierarchy, but that serves data to programs at the rate of the fast storage near the top of the hierarchy. It provides a faster access of data stored in the memory. If it is understand how the system moves data up and down the memory hierarchy, then application programs can be written so that data items are stored high in the hierarchy, where the CPU can access them more quickly.Addressing modes affecting performance of system-It simplifies the memory refe rences, produces variable length instruction format and instruction manipulates operands in memory directly. It adds convenience and flexibility to have modes of addressing, and it allows a large range of addressable memory while using a reasonable number of bits. Addressing modes make it easier to write certain type of programs such as loops that uses an index to address different entries in a table or array. For Example- Indexed Addressing. Now a days computer allows programmer accessible registers that manipulate data directly between registers.

Strategic Justifications In The US Wine Industry

Strategic Justifications In The US Wine IndustryMergers refer to the aspect of corporate strategy, corporate finance and vigilance use uping with the buying, selling and combining of different companies that can aid in, finance, or assist a growing caller-out in a given(p) industry. As outlined by Lawrence Gitman, it is the combination of two or more firms, in which the resulting firm maintains the identity of one of the firms usually the larger. The primary fountain for a unification is to improve a comp both(prenominal)s financial and strategic position. (Gitman, 2009)Determining whether the optical fusion or the acquisition in the U.S. Wine Industry is offensive or defensive attitude is dep terminusent on each companys perspective. International drinks quest for seeking an acquisition was considered a defensive action put forward by the company and it compulsory to lengthen its life within the organization. This company was known as a leading producer and marketer in t he drink industry. This company being boring at achieving internal ripening as their revenues grew at a mere 10% per year as a result of aggressive acquisition strategy. They necessary to make an acquisition to prevent it from becoming a market failure as lack of any acquisition resulted in a no growth rate for the Company. This needed to be done to achieve growth internally and to refrain from going under. The wine industry has showed desirable appreciations for change to higher give notice brand which placed International boozing in a very dangerous position as customer would show a great deal of preference for the higher end brand wines.International Beverage then had to take the initiative and move strategically in order to remain in the market as a key player, thus alleviating any adverse effects that would occur as a result of the newborn emerging preference in the future.One of the other companies to be acquired was Starshine. One of the main compositions of companies that International Beverage acquires was the fact that they were all producers of low end quality wine. Starshine was one of them. They as well were excessively facing the fact that they could eventually lose in the market shares as the market began leaning towards a higher end brand of wine and Starshine were offering mid range labels in the market.Since Starshine produced only mid range brand wines, it would have been in their best interest to merge with the other company group B wine in order to secure a share in the market. This would have been their defensive action. The merger was crucial because had they not merged with vitamin B complex wine, International Beverage could have acquired their company as the urgently needed some pull out, keeping in mind also that International Beverage also needed some fix for themselves to retain their market share. Starshine would then now be able to deal with their cost issues and competition from foreign producers. The merger between Starshine and International Beverage would be a defensive action with respect to the emerging market changes and also to avoid not having a state in the future business of the company. group B Vino was producers of high-end wine with a very strong brand. Despite this, they also had sluggish performance, there prevalent management conflicts, these were the internal problems the company was faced with also their inability to form good distribution lines, have a bad management aggroup and as a result, has unflattering performance levels (Luehrman Kester, 2009).The market change favoured Bel Vino prospects as it allowed them to have more clients to form a better distribution line which provide then have positive effects on its revenues. Bel Vino did not need a merger neither an acquisition because it could have figure out the aforementioned issues by itself.Despite this fact, there was the option of solving these issues by taking prefer of the already established distribution lin es and high earnings of some(prenominal) Starshine and International Beverage (Luehrman Kester, 2009). Given these reasons, Bel Vino is the only one that would be taking offensive action in both(prenominal) instances with respect to merger and acquisition.Question 2What primary advantages did your company bring to the table?An acquisition of or merger with Bel Vino would benefit both company as Bel Vino, is the company that offered classic vintages and strong brands (Luehrman Kester, 2009). This would give them the comparative advantage over the other companies since these other companies, Starshine and International Beverage, deal mainly with demoralize end and mid range labels (Luehrman Kester, 2009). From the fact that industry has overcome the wine glut the demand for wine has shifted to the higher end products which neither of Bel Vinos competitors possess (Luehrman Kester, 2009). This was an advantage for Bel Vino since they were able to use this for their negotiations. This would be beneficial also for International Beverage and Starshine providing the opportunity to gain a market share and for their survival in the new market transformation.Bel Vino also benefited from the low cost advantages with respect to the merger with Starshine given the fact of the apparent cost nurse issues. (Luehrman Kester, 2009). Management in Bel Vino were able to utilize their finances as opposed to overspending on advertisement as Starshine did. All in all, Bel Vino brought several advantages to the table during this negotiation, all of which benefitted each of the companies of way or the other.Question 3Compare the market positions, financial performance, and future prospects of Bel Vino and Starshine. What are the most significant sources of synergies for the potential transactions?Market position can be defined as the ranking of a brand, product, or firm, in terms of its sales volume relative to the sales volume of its competitors in the same market or industr y (Business Dictonary, 2009). In analyzing the three companies, it was found that from the years 2006-2010 Starshine continually had higher net sales to that of Bel Vino. In 2006 Starshine had 475 million compared to Bel Vinos 359 million and International beverages 2980 million. In 2007 Starshine had 495 million compared to Bel Vinos 360 million and 2999.9 million. In 2008 Starshine had 525.1 million compared to Bel Vinos 366 million and 3019.9 million. In 2009 Starshine had 557.2 million compared to Bel Vinos 382.1 million and 6100.4 million. In 2010 Starshine had 591.5 million compared to Bel Vinos 390.1 million and 6141.2 million. (Harvard Business School 2009) This shows that Starshine had a great market presence than that of Bel Vino and that Bel Vino was finding it difficult to generate sales especially in the international markets to compete with its rivals.This was mayhap due to its poor distribution lines. International Beverage could help Starshine and Bel Vino increase their market share both domestically and internationally and also help improve Bel Vinos distribution line.Financial performance refers to the measuring of a firms policies and operations in monetary terms. These results are reflected in the firms return on investment and return on assets (Business Dictionary, 2009).As the formula for return on assets is Net Income/Total Assets, the Return on assets for Starshine through the years 2006 to 2010 are in 2006 11.1/498.3 = 2.23% in 2007 8.6/503.9=1.71% in 2008 17.4/507.5=3.43 in 2009 28.3/531.5=5.32 in 2010 36.9/556.9= 6.63%.In comparison, the returns on Assets for Bel Vino throughout the years are in 2006 4.2/425.9=0.99%, in 200718.8/406.8=4.62%, in 2008 27.7/389.4=7.11, in 2009 33.2/403.6=8.23%,in 2010 36.1/409.1=.8.82%. This shows that Bel Vino had a higher return on assets than Starshine.Our return on assets are as follows in 2006 162.2/1227.2=13.22% in 2007 109.9/1461.5=7.52 in 2008 97.5/1544.5=6.31 in 2009 423.7/22.32.7=18.98 in 2010 446.6/2770.2=16.12. This again shows that our company, International Beverage company is a larger better run company.In relation to the future prospects of these companies, Bel Vino had to centralise on the protection of their brands, increase in distribution lines and increase in sales volumes. Pertaining to Starshine, they need to cut costs and break into the high end market.Question 4What was the rationale behind the choice of target for the opening implore and our overall statement strategy?As we were in a better position than both companies, we were faced with the decision of it to stay as we were and run the risk of both companies merging or if to acquire on of the companies. We decided that were not under any pressure and we were going to keep our bidding low as we felt it was in the other companies best interest to merge with us. We started by making a bid for Starshine as we felt that with their greater presence in the markets would help us to gain an even stronger market share. We thus made an opening bid of $45 per share to Starshine. This bid was rejected. As a result our share price dropped by $0.50 to $64.70 while starshines rose by $2.26 to $56.64. We decided to start the bidding at such a low price so during negotiations the ceiling price would not get too high. We realised that Starshine offered Bel Vino 1.05 new Starshine shares for each existing Bel Vino Share. So we decided to give Bel Vino something to think about by offering $39 per share. This was lower than their share price at the current time which was $45.96. We were not prepared to buy out any of these companies while incurring huge debts. This was another reason why our bids were kept so low. Bel Vino didnt see our bid as attractive despite the fact that we could improve their distribution line internationally considerably. So they rejected our bid. We thus decided it was not worth it to acquire any of the two companies as they lacked the vision to see that they could only benefit by merging with us. In the end Starshine accepted Bel Vinos offer and the companies merged.Question 5.If you were not successful at completing a transaction, why do you recollect this was the case? Do you think it represents the best outcome for your shareholders? Would you do anything differently if given another chance to negotiate?According to the confidential information our team was provided with, both Bel Vino and Starshine were potential prospects for a merger. Our main prospect was Bel Vino since they sold high end products and our company would have certain more appraise from this merger. We also noted that a merger with Bel Vino would have added worth to our company. Therefore in the long term, shareholder value will also be increased. In order to increase shareholders value, it is imperative that a company implements strategic planning. This can be done by increase cost base while maintaining revenue and by increasing revenue share and by reducing cost (Ezine Article, 2010). A merger between Bel Vino and Starshine would have reduced cost of goods sold by roughly $3 million to $ 5 million. In addition, their Research and Development cost would hang by a significant amount, roughly, one million on an annual basis. Bel Vino showed strategic planning and they recognized the goal of the company and because of their financial operations which were done effectively and efficiently, they were able to develop their working capital. There was a possibility of mergers between Bel Vino and Starshine, which actually came to fruition.Before any negotiation is made by any organization and for it to be successful it is critical for them to look over key issues that will affect their organization in the long run. In other words preparedness is one of the main key to successes in any business organization. In addition, a good strategy is also important for a healthy and long term existence of that company.Our team definitely lacked in the area of prepara tion was resulted in International Beverage not being able to merge with any of the two prospective companies. Our team members were definitely not ready to negotiate because we did not conduct bountiful background work in terms of focusing on our operating assumptions which included domestic and international revenues. In addition, due to the lack of understanding the bouncy and time, we were not capable of making enough offers to the other two wine companiesThese factors needed to be decided upon before we ventured into the negotiation process. We also need to focus more on our balance sheet and make comparisons between Bel Vinos and Starshines balance sheets.Despite our unpreparedness, we were able to make bids by offers to both Bel Vino and Starshine at prices, $48.81 and $58.57 respectively. Both companies rejected our offers. We assumed that they believed that their companies were worth more than what we were offering them. At the end of the simulation, Starshine and Bel Vin o merged.In conclusion, the wine simulation was a learning experience for our team and we realized the importance of conducting our homework before venturing into negotiations. It is important to learn about your counterparts in detail, as opposed to looking on the surface. Details such as financials are crucial in getting into mergers. If given the opportunity to negotiate again, we will definitely make serious preparations for the negotiations.

Macbeth: Shakespeares Comparisons And Contrasts :: essays research papers

Macbeth Shakespeares Comparisons and ContrastsThroughout Macbeth Shakespeare uses comparison and contrast to bring outcharacteristics of his main character, Macbeth. Shakespeare uses comparisonwith Duncan, Lady Macbeth, and Banquo to bring out aspects of Macbethscharacter.After hearing of Macbeths bravery on the battlefield, Duncan, agood and honest king, bestows the tittle of Cawdor on Macbeth. The king thenproclaims his son Malcom to be Prince of Cumberland, in effect designating himas successor to the stool of Scotland. This dramatic announcement of Duncanschosen successor marks the beginning of an ironic story. It is at this point inthe play that we, the audience, become fully aware of Macbeths intentions to execution of instrument the king. Duncan hails Macbeth as his "worthiest cousin" and blindlyentrusts his fate to one whom he considers his "peerless kinsman." Shakespeareconcentrates on Macbeths endurance so that he can contrast it later on with theterror and panic of Macbeths psychological anguish.Lady Macbeth will stop at nothing -not even murder- to satisfy her drivingambition. She worries that Macbeth is "too full of the milk of benignant kindness"to go after the throne. She wants to be tough and begs the spirits to "unsex mehere." Macbeth, on the other hand, hesitates to murder Duncan for severalreasons. Among these reasons the earthly consequences frighten him the most.How would his new subjects act? Would the kingdom disrupt in chaos?Furthermore Macbeth cannot escape present punishment if he fails. We see LadyMacbeths persuasiveness producing a new courage in her husband and that courageis manly enough to perform murder. Therefore, Macbeth has no reasons formurdering Duncan except for his "vaulting ambition," his lust for power.Throughout the play we see Lady Macbeths and Macbeths conscience, or lack of,change places. Macbeth transformed from having a guilt ridden conscience tohaving no conscience wha t so ever. However, Lady Macbeth changes from having noconscience at all to adequate so guilt ridden that she took her own life.Like Macbeth, Banquo is courageous.

Life of Martin Luther :: essays research papers

The Life of Martin LutherMartin Luther lived in a period that had a wide spread desire for reformation of the rescueran Churhc and played the federal agency in the development of Protestantism. Luther was born atEislebenin Saxony. Since his father was a miner, it was a great distress on him to send Martin toschool and then to the University of Erfurt. That is where he gain his masters degree at theyoung age of twenty-one(Erikson, 39). Although his father wished him to study law, Martin,after being terribly frightened in a thunderstorm, vowed to cause a Friar. He entered themonastery of the Augustinian friars at Erfurt and was ordained a priest(Erikson, 167). Heeventually earned a doctorate of theology. He grew disburbed by the growing abouve ofindulgences. The cetrificate granted by the people in return for the payment of a fee to thechurch. It stated that the sould of a dead relative or a friend of the purchaser would permit his timein purgatory reduced by many years or cancelle d together. Also the person had to by anindulgence. This would allow them to receive their earthborn penance, since no one knows thatGods ultimate punishment allow be. The Catholic Church faith now has a doctrine to back the iii principles of indulgences(Neil 18) (Underwood 345). the principles of indulgences first onethat God mericful, but he also just. Next, Chrust and hte saints, through their inifnite virtue,established a treasury of merits on which the church, through its special relationship with Christand the saints, can draw. Third, the Church has the authority to grant sinners the spiritual benefitsof those meirts(Underwood, 345). Luther idea spread began writing the Ninty-five Theses orarguments against indulgences. That he began posting them on the Wittenberg where hepreached. He cherished the public to know that he was debating against important issue. TheTheses stated the simple folk believed that when they have bought the indulgence they havesecured their salvation. They also, believed that if the money jingles in the box, souls aredelievered from pungatory and all the sins will be foreign through a letter of indulgence(Neil, 21). Luther fears that urging people to seek escape from divine punishment through indulgences wouldlead them away from unfeigned sorrow for their sins and into a dangerous sense of falsesecurity(Judith,21). Luther defined Protestantism as a theological issues. At first was tosalvation. The Catholic called salvation as achieve through faith and good works. He said thatsalvation by the faith.