Harry Houdini’s Affect on the American Identity

Breaking bonds in mid-air, slipping chains with a grin: Harry Houdini's most noteworthy ability was not in performing deceptions, yet making any hindrance appear to be immaterial (Rothstein). Life in the mid 1900s was discouraging and loaded up with incredibly difficult work. While watching Houdini, fans all through America and Europe were amazed by his idealism and were given a feeling of expectation because of his endeavors. Not one thing in existence could hold Houdini a detainee; each dream accomplished the unthinkable. To foreigners, he was a case of the opportunity that accompanied the American dream. The otherworldly accomplishments of Harry Houdini evoked a feeling of boundless force and creative mind that assisted with blowing up a confidence in a boundless America. There are sure contentions, be that as it may, that must be viewed as while looking at Houdini’s commitments to the American personality. Like all illusionists, Houdini caused the difficult to seem, by all accounts, to be conceivable, however simple to achieve. Subsequently, numerous kids endeavored to copy his many-sided evades, winding up harmed or more regrettable. Moreover, the individuals who had confidence from a boundless perspective of the conceivable, utilizing Houdini’s enchantment as an image for opportunity from limits, were baffled by the acknowledgment that the American dream was not effortlessly achieved. As opposed to this hypothesis, Houdini’s commitments to the American personality were by and large constructive in light of the fact that he gave trust in another life. Indeed, even right up 'til the present time his name is known for enchantment and motivation. Harry Houdini was conceived in the late 1800s with the original name of Ehrich Weisz. The mid twentieth century denoted a time of the two beginnings and endings. Americans of this timeframe presently couldn't seem to positively influence the world, and were truly naive. Life for offspring of the mid 1900s was work and school, so when they caught wind of the enchantment man, and saw Houdini, they increased a feeling of creative mind that had been denied of them. Fans saw additional opportunities once Harry Houdini came into the image; developments in expressions of the human experience and diversion gave a solid feeling of national pride among the populace in general. Houdini showed the ability to defeat subjugation, to break up material impediments, to frustrate desires. The longing that enchantment stirred in crowds was no less imperative in himself. Indeed, even today’s most astonishing entertainers, similar to David Blaine, are as yet enlivened by Harry Houdini. Blaine is the Harry Houdini of the current age and as Blaine viewed a video of Houdini playing out a fantasy he said â€Å"It's practically delightful †the wonderful battle. † (Barron). Today, Houdini’s inheritance lives on and scarcely any entertainers today don't owe Harry Houdini an obligation. Houdini raised the enchantment expressions to a marvel and designed a totally new classification of enchantment: the break demonstration. Also, subsequently, Harry Houdini’s name is equal with get away. His capacity to escape apparently unthinkable circumstances made him a legendary individual. Incomprehensible fantasies stunned groups, the most popular being decimating needles, covered alive, getting away from a dungeon, and dangling topsy turvy caught in a restraint. All his departure dreams caused individuals to accept that nothing could keep them down; they were free and acknowledged it was conceivable to â€Å"escape† from any issue with which they were confronted (Magical History). †Nothing on Earth can hold Houdini a prisoner† read a sign from 1906, and by 1917, America appeared to be set up to trust it. Houdini was freely declaring the chance of freedom. Was this, as the display calls attention to, the migrant's dream too? It probably been exciting to watch an order of such amazing quality, and of social hindrances, obviously, however of otherworldly ones, too. Poor people and the oppressed encapsulated his demonstrations with a sort of worship. Indeed, even passing is overwhelmed by Houdini's powers† (Rothstein). As per one of Houdini’s analysts, foreigners in the mid 1900s came to America and saw Harry Houdini for instance of the American dream and afterward formed their perspective on being American to the enchantment of Houdini. The American dream incorporates a guarantee of the chance of flourishing and achievement and it is suggested that opportunity is the way in to that achievement. Harry Houdini’s shocking breaks during his life time intrigued crowds, especially the numerous European workers. He motivated his crowds fundamentally in light of the fact that he was, one after another, a battling worker himself. To them, he was the epitome of the American dream. Foreigners watched Houdini and felt sure about creation singular decisions without the earlier limitations that breaking point individuals as per their class, rank, religion, race, or ethnicity. By doing things that were seen by all as inconceivable, Houdini gave individuals a sentiment of strength added to the American personality. Despite the fact that Harry Houdini’s accomplishments happened before, his legend lives on over 80 years after his demise. Still considered the best and most notable performer ever, Houdini’s inheritance for enchantment, execution and dramatizations perseveres. In the wake of seeing his stunning dreams, people’s minds took off and they saw boundless prospects in the United States that shaped the American personality. During Houdini’s lifetime, he put a face to the possibility of opportunity and even today, whenever asked being an American, the word opportunity will consistently be talked about. What's more, from that point forward, the sentiments of opportunity and probability have been gone down through the ages and straightforwardly influence the country and being an American. In the event that men like Harry Houdini had not existed, at that point trust in another life may have stayed a fantasy for some. Houdini and his deceptions turned into a symbol for expectation, and his inheritance has stayed a significant string in the embroidered artwork of the American personality.

Zipcar Entering the Foreign Market of Germany Case Study

Zipcar Entering the Foreign Market of Germany - Case Study Example The contextual investigation Zipcar Entering the Foreign Market of Germany discusses the Zipcar organization, vehicle rental help. The paper likewise dissects why Zipcar chose to pick Germany as their new market. The rental organization was set up in 2000 and is as of now made out of the blended tasks of Zipcar and Flexcar, even as its possession falls under the control of Avis. 2006-th saw the organization besides fanning out from its key American base and into England, in London, just as Canada, in Toronto. With respect to 2012, the organization had a nearness in around 300 college grounds just as 20 key urban focuses dissipated in its western markets. In 2014, as well, the organization records Spain as a key market. Germany, given its sizable PC and driving populace and its centrality to the European economy, is a solid match as a development showcase for Zipcar. On the off chance that Great Britain and Spain are suitable markets on account of their financial preparation for Zipcar administrations, at that point one can make a contention too for Germany as a reasonable market, given that it isn't just the biggest economy in the entirety of Europe yet in addition that it has the biggest populace in the mainland, after Russia. This blend of huge populace and a huge financial base makes Germany an energizing business sector for Zipcar from a monetary and segment perspective. Diving further into Germany’s socioeconomics and monetary profile, out of its around 80 million residents, near 63 percent is between the ages of 25 and 64 years, the most monetarily dynamic years from a segment perspective.

7 Great Employee Retention Strategies

7 Great Employee Retention Strategies R?t?nti?n, ????rding to th? Merriam W?b?t?r’? di?ti?n?r? i? “th? act ?f k???ing ??m??n? ?r ??m?thing.”Wh?n w? talk ?b?ut r?t?ining employees, we mean k???ing them employed ?t ??ur ??m??n?; keeping th?m inv??t?d ?nd int?r??t?d in dir??ting th?ir ?kill? and t?l?nt? towards th? ?r?gr??? ?nd gr?wth ?f your ?rg?niz?ti?n.Y?u ???, every organization th?t ???k? to ?t?? relevant ?nd ?n t?? ?f it? g?m? n??d? employees wh? are good and talented at wh?t they do.Thi? i? because th??? talented individu?l? are the m?j?r t??l of innovation and ?r?gr??? ?f that ?rg?niz?ti?n.A ??m??n? with the best t?l?nt? will in?dv?rt?ntl? become th? most ?r?du?tiv? and th? very best ?f ?ll ?th?r companies in the ??m? indu?tr?, thi? is wh? competition exists for th? best t?l?nt? wh??? skills ??n be ?m?l???d t? driv? a ??m??n? f?rw?rd.P?r?ll?l? ??n b? dr?wn in this issue b?tw??n f??tb?ll ?lub? ?nd ?rg?niz?ti?n? in that ?lub? with th? b??t t?l?nt? win th? tr??hi??.And th?? d? not ju?t stay there, th?? ??n?t?ntl? r??ruit n?w t?l?nt? whil? ?t th? same time ?triving t? r?t?in th? ?n?? th?? ?lr??d? h?v?.Having a good r?t?nti?n strategy can b? of ?dv?nt?g? to a company in a l?t of diff?r?nt w???:BENEFITS OF HAVING A GOOD EMPLOYEE RETENTION STRATEGY “A ??m??n? is ?n ?rg?ni? ?ntit? in m?n? w??? m?d? u? of v?ri?u? ??rt? whi?h n??d t? w?rk in h?rm?n? t? b? ?u?????ful. If th? ?ntit? i?nt ‘w?ll,’ it ??uldnt ?r????r to it? m?ximum. Th? energy of keeping a ??m??n? gr?wing ?nd ?u?????ful must b? a tw? w?? ?tr??t wh?r? the company giv?? b??k to those wh? contribute to it? ?u?????.” â€" David GellmanEm?l???? r?t?nti?n h?l?? to m?int?in ?n ?rg?niz?ti?n’? ??rf?rm?n?? ?nd ?r?du?tivit?Th? r??ruitm?nt ?nd tr?ining ?f n?w ?m?l????? i? a tim? t?king ?r?????.This m??n? th?t time th?t could b? employed b?ing productive i? b?ing u??d t? hunt f?r a r??l???m?nt t? a v???nt ???t.A vacant post on its own m??n? th?t w?rk is n?t g?tting d?n? in ?n organization.A situation lik? thi? leads t? impaired ?r?du?tivit ? ?nd performance in ?n ?rg?niz?ti?n.Employee r?t?nti?n helps r?du?? ???tR??l??ing a g??d ?m?l???? is ??tu?ll? ?n expensive process.Having a strategy g??r?d t?w?rd? r?t?ining th? ?m?l????? ?f ?n ?rg?niz?ti?n results in a better b?tt?m line f?r an organization in th?t it helps ?ff??t r??l???m?nt ???t? f?r n?w ?m?l????? ?? well as r?du?? other ???t? that might b? in?urr?d indirectly such as d??r???? in ?r?du?tivit? ?nd loss ?f ?li?nt?.It ??n h?l? t? m?n?g? employee turnoverA good retention strategy b? a company i? necessary in th? m?n?g?m?nt ?f ?m?l???? turnovers, ?? w?ll ?? in the ?ttr??ti?n of good ?nd quality ?m?l????? t? ?n ?rg?niz?ti?n.R?t?nti?n strategies ?ng?nd?r a g??d r?l?ti?n?hi? b?tw??n the ?m?l????? ?f ?n ?rg?niz?ti?n ?nd those ?t th? helm of ?ff?ir? ?f th?t ?rg?niz?ti?n.It is an ?ff?rt b? ?n organization to ensure th?t its employees ?r? satisfied ?nd interested in it? ?dv?n??m?nt.In?r????? m?r?l?Org?niz?ti?n? with ?m?l????? wh? ?r? ??ti?fi?d, who ?nj?? what th?? d? ?? wel l as th? ??nditi?n? und?r which th?? w?rk ?r? more lik?l? t? r?m?in with that ?rg?niz?ti?n wh?n ??m??r?d to ?n organization with dissatisfied employees.R?t?nti?n strategies are im??rt?nt in that th?? h?l? create a g??d ?nd positive w?rk environment th?t results in ?n ?m?l???? b?ing ??mmitt?d t? th? organization.BUT BEFORE WE TALK ?B?UT HOW TO K??? YOUR EMPLOYEES, WH? DO THEY L??V? IN TH? FIR?T ?L???: Imagine the d???rtur? of a highl? valuable t??m m?mb?r ?nd th? unintentional hurt that’s ?l???d on th? bu?in???.Replacing them ??n be a struggle.Ensuring th? high ?t?nd?rd continues ??n b? h?rd.Hiring th? right candidate, ?v?n harder.This problem leads t? thi? qu??ti?n, “wh? d? th?? l??v??”H?r? ?r? some ?f th? r????n? why.L??? P??Thi? has b??n the m?j?r reason wh? ?m?l????? leave th? ?rg?niz?ti?n.Org?niz?ti?n? have a budg?t with regard to employees’ salaries. Employees think th?t the ??l?r? th?t th?? are ?ff?r?d are ?ft?n t?? l?w compared t? ?ut?id? firm?.Em?l?????’ ?v?n ??m?? r? th?ir ?wn ??l?ri?? with th?t ?f th?ir co-workers.Thi? ?r??t?? a situation ?f disconcerting within th? employee ?nd they m?k? a d??i?i?n ?f m?ving out in search ?f b?tt?r ???.Th? ?r?bl?m here i? th?t m??tl? th? high?r ??id ?m?l????? h?v? m?r? work ?x??ri?n?? with th? ??m??n? or is ?l?? ?m?ng?t the ?n? wh? h?? been a high performer.C?m??ni?? when th?? negotiate f?r ???k?g?? h?v? a limited ????? of increasing th?m. Em?l????? d? not consider th? ??rk? that th?? enjoy h?r? and ?nl? fight ?n th? ??l?ri??.Here’s a ??luti?n; t? r?t?in th?m ??uld b? a b?nu?, a ??? hik? or ?n ?dditi?n?l ??rk that might be the ??n??rn of th? employee.This h?w?v?r, in n? w?? means th?t the ??m??n? should ?tr?t?h their budget and make th? ?r?mi???.D?ing th?t ??uld lead t? a negative impact ?n th? ?rg?niz?ti?n ?nd it? finances.Ov?rw?rk?dOn? ?f th? m?r? common r????n? g??d ?m?l????? quit. It’? ??m?wh?t ?f an ?x?m?r?n of ??rt?. Wh?n ??u h?v? a g??d employee, ??u give them more w?rk.B?li?v? m?, it’? a tr??. Dr. Travis Bradberry ?umm?d this u? ??rf??tl? with “Ju?t because they’re g??d ?t what th?? d?, d???n’t m??n they deserve t? be suffocated b? w?rk”.He w?nt on t? say, that ?v?rw?rk?d ?m?l?????’ productivity ?h?r?l? d??lin?? ?n?? w?rking m?r? than 50 hours ??r w??k.Th?t’? equal t? w?rking 10 hours a d?? for the w?rking M?nd?? to Friday w??k.Di??ng?g?m?ntA di??ng?g?d ?m?l???? can b? dangerous for ??u ?? an ?m?l???r. S?m?thing ?? littl? ?? b?ing unmotivated ?r n?t utilizing their ?kill? can be d?ng?r?u? to your business.R?g?rdl??? ?f th? situation, there are remedies. And ???, those remedies d? inv?lv? ??u ?? an ?m?l???r.You ?h?uld b? l??king t? di????t th? issue, assessing it and ???ing if th?r? i? ?n?thing you ??n d? t? fix it. Aim to r?invig?r?t? and reengage.P?rh??? ?ugg??t a w??k off, ??k wh?t th?? want or ju?t giv? th? r???gniti?n th?? d???rv?.Wh? kn?w?, th?t could b? ?ll it t?k??.Office ?ultur?Offi?? ?ultur? ??n ?l?? ?n im??rt?nt r?l? when d?t?rmining if a j?b is righ t for ?n ?m?l????.For example, ?n ?m?l???? may h?v? found their dream role ?n paper.Wh?r??? in r??lit?, it’s not what they thought it’d b?. A? for r????n? good ?m?l????? quit, this i? im??rt?nt. Thi? often ??m?? down to the ?ultur? of the ?ffi?? ?r business.A gr??t ?ffi?? ?ultur? can be the difference b?tw??n k???ing a gr??t ?m?l???? ?nd b?ing just ?n?th?r stepping stone in th? ?m?l????’? work history.To m?k? sure thi? i?n’t th? case, m?k? th? ?ffi?? ?ultur? ?n? th?t d??? things diff?r?ntl? ?nd uniqu?l?.It ?ttr??t? th? b??t ????l? for the organization.And h?? the kind ?f ?ffi?? ?ultur? th?t m?k?? th??? ????l? w?nt to ?t??, gr?w ?nd ??ntinu? b?ing great f?r ??ur ??m??n?.L??k ?f Aut?n?m?How m?n? tim?? d? we tell employees th?t th?? will b? their ?wn b???, that they will h?v? ?ll th? ?ut?n?m? in the world t? do th?ir w?rk and drive th? business f?rw?rd?But in th? ?r????? of d?ing ??, w?’r? ?till m?nit?ring and micro-managing th?ir ?v?r? m?v?.Imagine having wh?t is ?lr??d? v?r ? stressful r?l?, ??u?l?d with th? bi?k?ring ?nd ???lding ?f ??ur m?n?g?r on a daily b??i?.Doesn’t sound gr??t, d??? it?I don’t think ??,Y?u could fix this b? giving ??ur ?m?l????? ??ntr?l. If ?n employee h?? a ?tr???ful j?b but h?? a ??rt?in d?gr?? of ??ntr?l over their w?rk, it w?uld help alleviate th? negative emotions th?? might feel.This is b???u?? whil? an ?m?l???? might f??l stressed at w?rk, there i? a g?nuin? ??n?? ?f ????m?li?hm?nt th?t ??m?? ?ut b???u?? th? ??m??n? ?ut th?ir tru?t in that ?m?l????.Profits ?v?r ????l?When an organization values it? bottom lin? m?r? th?n it? ????l?, th? b??t people g? ?l??wh?r?, leaving b?hind those who are too m?di??r? ?r ???th?ti? t? find a better position.Th? r??ult i? a culture ?f und?r??rf?rm?n??, l?w m?r?l?, ?nd ?v?n di??i?lin?r? i??u??.Of ??ur??, thing? lik? ?r?fit, output, pleasing stakeholders, and ?r?du?tivit? ?r? im??rt?ntbut success ultim?t?l? depends ?n th? people who do th? w?rk.St?gn?ti?nP???l? d?nt w?nt to think theyre l ocked into a groove ?nd will ??m? t? th? same place and d? th? same thing every day for th? n?xt 20 ?r 40 years.P???l? want t? feel th?t theyre ?till moving forward ?nd gr?wing in th?ir ?r?f???i?n?l life.Th?? want t? h?v? ??m?thing t? ???ir? t?.If theres n? career l?dd?r ?r ?tru?tur? for ?dv?n??m?nt, th?? know th??ll n??d to seek it somewhere else.In the m??ntim?, th??r? far more likely to b? b?r?d, unh????, and r???ntfulthing? th?t affect ??rf?rm?n?? and th? entire teams morale.Lu?r?tiv? ?ff?r? fr?m C?m??tit?r?Th?r? ?r? tim?? wh?n ?m?l????? within ?n ?rg?niz?ti?n ?r? tempted b? th? competitors t? leave their j?b? ?nd join th?m.M??tl? th? targets h?r? ?r? high performing ?r ?x??ri?n??d professionals who h?v? b??n the r????n f?r ??m??n?’? growth ?nd ??rf?rm?n??.Th??? ?r? the ?m?l????? who ?r? critical to th? ?rg?niz?ti?n and ?h?uld be r?t?in?d.Em?l???? r?t?nti?n strategies ?h?uld be designed t? ensure th?t they ?t?? back ?nd remain l???l t? the ?rg?niz?ti?n.Wh?n th?? leave they t?k ? with th?m ?ru?i?l information and ?x??rti?? which i? a loss t? th? ?rg?niz?ti?n.Recruitment ErrorsThi? ??uld work b?th w???.S?m?tim?? ?rg?niz?ti?n? ?r? n?t clear ?b?ut th?ir ?x???t?ti?n? ?nd w?rk ?r?fil? which makes employees f??l that they ?r? a mismatch ?nd th?? tend to leave th? organization r??lizing th?t th?ir full ??t?nti?l is n?t utilized here.Th? other error i? fr?m th? employee side wh?n they ?r?m?t? th?m??lv?? on skills ?nd attributes th?t th?? ?r? able t? d?liv?r l?t?r.M??t employees in ?rd?r t? impress th? int?rvi?w?r m?k? ?r?mi??? that th?? ?r? n?t ?bl? t? deliver when th?? join th? ?rg?niz?ti?n. Thi? ?itu?ti?n leads t? a g?? in ?x???t?ti?n? ?nd d?liv?r?.Th??? ?m?l????? ?v?ntu?ll? r??liz? th?t th?? are not a fit ?nd f??? d?il? ?tr??? in w?rk and plan t? l??v? the ?rg?niz?ti?n. They might b? a mi?fit in th? current ?r?fil? but th?? d?finit?l? ??n b? ?f use in some other fun?ti?n.Org?niz?ti?n? ?h?uld r??liz? that th?r? has b??n a l?t ?f ???t that was in?urr?d whil? hiri ng ?nd tr?ining th??? employees’.Th?? ??n also l??rn a f?w ?kill? th?t ?r? r?quir?d f?r th? n?w j?b thus, organizations ?h?uld see if they can utiliz? th?m within th? ?rg?niz?ti?n and r?t?in th?m.7 GREAT EMPLOYEE RETENTION STRATEGIESCreate a Conducive Work Environment N?b?d? lik?? t? w?rk in ?n ?nvir?nm?nt th?t giv?? th?m unn??????r? ?tr???.It is ju?t n?t a normal conditioning f?r u? hum?n?. A company with a ??ndu?iv? w?rk environment will d?finit?l? b? m?r? lik?l? t? r?t?in it? ?m?l????? than ?n? with a hostile ?nvir?nm?nt.A ??ndu?iv? w?rk ?nvir?nm?nt is one wh?r? ?v?r?thing functions w?ll, one wh?r? th?t is n?ith?r t?? h?t n?r t?? ??ld. A ??ndu?iv? ?nvir?nm?nt is one where the ?m?l????? h?v? th? ????? ?nd ?bilit? to r?l?x while working.Th? f??iliti?? available in th? ?ffi?? ?h?uld b? ?? ??f? ?? ????ibl? which helps to avoid injuries h????ning to the ?m?l????? wh? m?k? u?? ?f it.A g??d w?rking environment ?l?? m?k?? ?r?vi?i?n for it? employees’ ??mf?rt ?? thi? ?ll?w? them to fu ll? ?x?l?r? their skills and capabilities in a way th?t would b? of furth?r ?dv?nt?g? t? the ??m??n? and its g??l?.Thing? as ?im?l? ?? the chairs and tables used in th? office, providing ?m?l????? with fr?? lun?h??, encouraging team w?rk, f??t?ring int?r??ti?n? ?m?ng employees in the w?rk ?l???, ?r?viding a l?ung? for r?l?x?ti?n ?f ?m?l?????, ensuring that tru?t exists between ?m?l????? and ?l?? b?tw??n employees and th?ir m?n?g?r?.When ?ll th??? ?r? put in ?l???, it results in a ?tr??? fr?? environment for th? ?m?l????? and consequently, th?r? i? a l????r ?h?n?? of th? ?m?l???? ?xiting the company.Invest in the Professional Development of Your Employees A ??m??n? looking t? m?int?in the qu?lit? ?f th?ir w?rk ?t high ?t?nd?rd? need t? ?n?ur? th?t their employees are ??n?t?ntl? tr?in?d ?nd developed.Inv??ting in th? development ?f ??ur ?m?l????? i? another way ?f ensuring n?t ju?t th? r?t?nti?n ?f ?n ?rg?niz?ti?n’? employees, it i? ?l?? a way ?f ensuring their in?r????d ?r?du?tivit ?.Th? standards of modern indu?tri?? ?r? ??n?t?ntl? ?h?nging ?nd evolving, thi? m??n? th?t ?m?l????? in a particular indu?tr? need to ??n?t?ntl? update th?m??lv?? ?n what i? going on.Th?? ??n th?n dir??t the im?l?m?nt?ti?n ?f that ?h?ng? at their ?l???? ?f ?m?l??m?nt.Tr?ining ??min?r? ??uld be ?rg?niz?d t? ?du??t? their ?m?l?????, th? organization can also t?k? u? th? bills incurred in ?r?f???i?n?l ??ur??? that th?ir ?m?l????? und?rg?.Doing thi? makes the employee f??l ind?bt?d ?? w?ll ?? appreciated th?r?b? m?king certain th?t h? or she i? n?t ???il? w???d away b? ??m??ting ?rg?niz?ti?n?.Trainings ?l?? ?ll?w employees t? ?i?k u? ?ntir?l? n?w ?kill? th?t ??uld th?n be utilized in ?n? w?? or ?n?th?r t? advance th? organization.Training ?f employees i? also ?f b?n?fit t? a ??m??n? in th?t it i? less ?x??n?iv? th?n recruiting new ?t?ff with th? r??ui?it? ?kill? needed b? th? ??m??n?.In ?ll, inv??ting in the ?r?f???i?n?l development ?f the employees of ?n organization ?i?ld? ?m?zing r?t urn? ???rt fr?m h?l?ing the ?rg?niz?ti?n keep it? ?m?l?????.Provide Benefit Packages Y?u w?nt ??ur ?m?l????? t? stay ?t ??ur company, then, show them th?t ??u ??r? about th?m.Let th?m see th?t ??u ?r? willing to add v?lu? t? th?ir liv??.Y?u ???, ??ur ?m?l????? ?r? m?r? lik?l? t? stay ?t ??ur company if they f??l like ??u ??tu?ll? value them ?nd that th?? ?r? getting a littl? m?r? fr?m ??u outside of th? ??nfin?? ?f their ??l?ri??.S?m? of the b?n?fit? th?t ??u ??uld offer ??ur ?m?l????? ?r? life insurance ?l?n?,H??lth in?ur?n?? ?l?n?: Alm??t ?v?r?b?d? h?? a need f?r health in?ur?n?? b???u?? whether we like it or n?t, w? ?ll f?ll ?i?k ??m?tim??. N?b?d? ?l?n? t? b? sick and ??m?tim??, the very w?r?t and un?x???t?d illness b?f?ll? even th? most h??lth?-l??king person. H?ving a h??lth insurance plan is of b?n?fit to a company in that it helps ?n?ur? that th? ??m??n?’? employees ?r? ?lw??? h??lth?. Thi? will lead t? sustained/increased ?r?du?tivit? b???u?? r??ll?, h??lth? ?m?l????? ?r? m?r? ?r?du?tiv? th?n ?i?k ones. It i? also w?rth? t? n?t? th?t ?ur?h??ing h??lth in?ur?n?? ?? a gr?u? i? f?r l??? expensive than ?ur?h??ing it individually.Retirement-savings ?l?n: Another b?n?fit package that a ??m??n? ??n provide it? ?m?l????? i? a retirement ??ving ?l?n. P??ing employee’s retirement contributions show th?t th? qu?lit? ?f life they l??d ?v?n ?ft?r th?? retire ?nd l??v? th? company’s service m?tt?r?. Thi? ???k?g? ?l?? ??m?? with the added b?n?fit th?t th? ??m??n? d??? not h?v? t? ??? t?x?? ?n what they ??ntribut? f?r their ?m?l????? ?nd th?t th? account is t?x d?f?rr?d for the ?m?l?????.Vacation d???’ (Si?k l??v?): Providing ??ur ?m?l????? with ??id vacation/leave d??? ??n go a l?ng w?? in ?n?uring th?ir ?r?du?tivit? and this i? ?t n? extra cost t? th? ??m??n? (?x???t for th?m n?t b?ing productive f?r a f?w days.)   Giving employees vacation fr?m work ?ll?w th?m to t?k? care ?f themselves ?nd r?li?v? themselves of wh?t?v?r ?tr??? th?? might h?v? ???umul?t?d ? v?r time. This r??ult? in th?m coming back t? w?rk revitalized ?nd b?tt?r ??ui???d t? driving the ??m??n? f?rw?rd.Housing b?n?fit?: Thi? ?l?n i? of b?n?fit to employees wh? would h?v? t? r?l???t? from th?ir current l???ti?n t? where th? ??m??n? is and who h?? th? r??ui?it? ?kill? th?t ?r? ?f b?n?fit t? the ??m??n?. Pr?viding ??m? f?rm ?f accommodation wh?th?r in th? guise ?f a ??m??n? ??ntr?ll?d ???rtm?nt ?r a rent v?u?h?r goes a long w?? in m?king th? employee feel v?lu?d. Thi? tr?n?l?t?? t? th? ?m?l???? b?ing more committed to th? company.Thi? ??nd? a m????g? to ??ur ?m?l????? th?t ??u really care ?b?ut th?ir w?ll-b?ing. That ??u v?lu? th?m ?nd ?r? not ju?t about their j?b?. It ??mmuni??t?? t? th?m th?t th? quality of lif? they lead i? ?l?? im??rt?nt.Recognize and Reward Excellence In order t? hold ?n t? the diligent employee, th? type ?f r?w?rd ???t?m ?m?l???d ?l??? a big r?l?.If it is th? wi?h ?f the ?m?l???r t? ?n??ur?g? th? ?m?l????? t? w?rk h?rd?r ?nd perform ?t a high?r leve l whil? staying ??mmitt?d with th? company for a mu?h l?ng?r ??ri?d, th?n it is ?dvi??bl? t? ??n?id?r giving the ?m?l????? th? ?h?n?? to ??rn m?r? m?n??, ??rt?in ??rk? and r???gniti?n.Rewards ?ff?r?d ??uld include thing? like overtime pay, r???gniti?n r?w?rd?, sales ??mmi??i?n, ?r?fit sharing ?nd b?nu???.F?r the employee wh? is all ?b?ut the money, diff?r?nt ways by which the t?k? home ??? can be bolstered i? usually a strong in??ntiv?.This ??ti?n ??uld b? a particularly ?tr?ng ?n? f?r the ones occupying ?u?h r?l?? lik? sales, ????unt m?n?g?m?nt ?r ?th?r positions wh??? performance influ?n??? th? company directly through r?v?nu??.The bonuses that ??uld b? paid in thi? w?? is a ?tr?ng incentive in retaining th? ?m?l????.A??rt fr?m th? ?tr?ight ??m??n??ti?n m?th?d, there are ??m? other b?n?fit? t? consider including lik? include ?t??k ??ti?n?, a ??r paid for by the company ?r a h?u?? whi?h the ??m??n? already ?ub?idiz?d it? ?ri??.Th?r? i? a h?rd? ?f other n?n-m?n?t?r? r?w?rd? ??t t?x? bl?, in??m? it?m? whi?h can be in?lud?d in the ?ff?r?d packages.Apart fr?m th? bonuses, h??lth b?n?fit? and ?th?r perks, it is v?r? essential t? n?t? th?t a l?t ?f w?rk?r? ?r? driv?n b? th? r???gniti?n whi?h ??n be gained fr?m their d??d?.Th? ??n?? ?nd f??ling that ??m?? ?l?ng with their b?ing v?lu?d ?nd appreciated ??n b? a l?rg? in??ntiv? and m?tiv?ti?n th?t l?t? the worker want to ?ti?k ?r?und.Th? ?m?l???? might ju?t b? ??nt?nt if th?? f??l ???r??i?t?d f?r th? w?rk th?? do. Thi? could b? th? deciding th? factor in m?king an ?m?l???? ?t??ing a company even ?v?r th? offer of b?tt?r ??? by a ??m??ting ?rg?niz?ti?n.E???nti?ll?, thi? m?k?? it im??r?tiv? f?r the ?m?l????? who ??rf?rm well ?nd ??n?i?t?ntl? to be r???gniz?d ?nd ???r??i?t?d before the ?ntir? ?t?ff and management.There are other r?w?rd? lik? ?r?j??t? tr?ining, event ??rti?i??ti?n and so ?n that will und?r???r? the fact th?t the company h?ld? ?u?h ?m?l???? in high regard.Th?r? is no w?? t? kn?w for ?ur? ju?t wh?t might m?ti v?t? th? employee to stick ?r?und ?nd ?t?? with th? company, but th? reward system i? sure a good way to ?t?rt.Ensure that the Work-Life Ratio of Your Employees is Balanced If th? g??l in mind i? t? ?n?ur? th?t your ?m?l????? ?t?? in ?h??k ?nd d??? n?t leave ??ur ??m??n? f?r some ?th?r ?rg?niz?ti?n, th?n ??u definitely n??d to m?k? ?ur? th?t th?? find a b?l?n?? between the w?rk th?? d? f?r ??u and th?ir individu?l liv??.Of ??ur??, you need them t? work ?nd keep working ?t a v?r? ?ffi?i?nt level -?nd also m?k? ?ur? th?t there i? no ill will or ??m?thing of th? ??rt harbored against ??u ?r ??ur ??m??n?- ?? that ??ur ??m??n? it??lf progresses. In ?rd?r t? ??hi?v? this, you n??d t? h?l? th?m r??liz? a balance between th? w?rk th?? d? while ?l?? m?int?ining ?n ?x??ll?nt lif??t?l?.If ??u are the kind ?f b??? whose ?t?ff ?r? r?quir?d t? w?rk l?ng hours ?n a regular b??i? ?nd ?l?? remain ?t ??ur b??k ?nd call, th?n it i? probable that ??u will h?v? a hard tim? with retaining ??ur ?m?l?????. Lik? m?nti?n?d ??rli?r, the balance between w?rk ?nd lif? is important and it is also im??r?tiv? th?t the importance is understood by the management.Well, wh?t ?m?l???? w?uld not l?v? to m?k? alternative w?rk ?rr?ng?m?nt?, h?v? ??h?dul?? th?t run diff?r?nt from th? normal 9 5, M?nd?? through Friday w?rk week.Th? idea b?hind thi? ?lt?rn?tiv? w?rk ?rr?ng?m?nt i? fl?xibilit?.Giving ?v?r some m???ur? ?f th? ??ntr?l ??u h?ld ?v?r their w?rk schedules t? them m?k?? it much ???i?r f?r them t? h?ndl? th? r????n?ibiliti?? th?? have n?t related t? the work they d? for you and of course, it h?l?? in the b?l?n?? of the work-life r?l?ti?n?hi?.Th?r? i? a bu?in??? rationale behind thi? concept ?f ?lt?rn?tiv? w?rk ?rr?ng?m?nt t??, ?nd it i? ?u?h th?t they are b?tt?r ?bl? t? h?ndl? th? ?r???ur?? ?n the h?m? fr?nt, it m?k?? th?m m?r? li?bl? t? b? m?r? ?r?du?tiv? wh?n they g?t on the j?b-?nd also l??? willing to l??v? th? j?b for ?n?th?r wh?n one ?f ??ur ??m??tit?r? ?ff?r th?m a littl? m?r? incentive t? j?in th?m.Arr?nging this ?lt?rn?tiv? w?rk arrangement ??n t?k? ?n? ?f the following forms:Fl?xtim? Flextime i? th? ?rr?ng?m?nt that ?n?bl?? th? ?m?l????? t? h?v? options wh?n ?tru?turing th?ir work day ?r w?rk week. The ?xtr?m? ?f this form ?f fl?xibl? work ?rr?ng?m?nt which i? ?l?? r?r? is ?ll?wing the ?m?l????? t? d??id? f?r th?m??lv?? n?t just when th?? work but ?l?? how long th?? w?rk. M?r? ??mm?n, though, the ?rr?ng?m?nt? ?x???t th? ?m?l????? to be working during particular hours whi?h ?r? im??rt?nt. Th?? are giv?n th? chance t? ?h???? th?ir ?t?rt and ?t?? times, ?ll that w?? is r?quir?d is th?t th?? work th? number ?f hours r?quir?d ?v?r? d??.C?m?r????d W?rkw??k thi? ?rr?ng?m?nt ?ll?w? th? ?m?l????? to w?rk th? numb?r of h?ur? whi?h was r?quir?d but th?n, th?? ??uld ??m?l?t? th? required hours in l??? th?n th? u?u?l w?rk days. Th? m??t common of thi? form is th? ?n? ??ll?d 4/10, h?r? th? w?rk?r? ??n w?rk 4 d??? ?f 10 hours in?t??d of the n?rm?l 5 d??? of 8 h?ur?. Thi? ar rangement provides a d?? without work for the workers, im?r?ving th? w?rk-lif? balance t??.Job Sh?ring thi? h?? t? d??l with ??rt tim? ?m?l?????, tw? ?f th?m ?h?ring a full time job. Th? ??l?r? ?nd b?n?fit? could be d??id?d b???d on th? proportion of jobs th? employees share. Thi? m?th?d ???um?? th?t the workers ?h?ring thi? job ??n w?rk together in h?rm?n? t? ?n?ur? th?t this ?rr?ng?m?nt w?rk? out.P?rm?n?nt part-time arrangements thi? has th? h?ur? ?f the alternative work ?rr?ng?m?nt? vary fr?m 20 to 29 h?ur? in a w??k with th? ?m?l????? ??m?tim?? given the ?h?n?? t? d??id? th? d??? ?n whi?h they w?rk ?nd just h?w long th?? worked.S?m? workers ?r? h?w?v?r h?rdwir?d t? work th?m??lv?? out, it th?n becomes ??ur r????n?ibilit? t? m?k? ?ur? th?t they get ?n?ugh tim? t? g?t enough r??t ?nd reinvigorate themselves.Thi? ??uld b? giving them long weekends off ?r a few off d??? ?r weeks ?t tim??.These w??? of striving t? ?r??t? a balance b?tw??n the w?rk and lif? of the ?m?l???? just m?? n?t b? able to w?rk ?ut with other ?m?l???r?, whi?h m?k?? thi? ???r???h h?l?ful in gaining th? l???lt? ?f th? ?m?l???? ?nd t? ?l?? ?r?m?t? a w?rk ?nvir?nm?nt whi?h facilitates ?ffi?i?n??.Be Accessible (Ensure that there is an Open Line of Communication)Thi? m?th?d h?? b??n credited as huge ??ur?? of incentive and ?l?? ?? ?n in??ir?ti?n f?r th? employees t? k??? giving th?ir b??t to th? ?rg?niz?ti?n in whi?h they are employed.Encouraging ?nd r?gul?r ??mmuni??ti?n h?l?? t? ?r??t? ?n ?n?rgizing and h??lth? work ?thi? which has b??n established ?? being th? bedrock ?f ?ng?ging the w?rk?r?.In ?rd?r t? ???ur? ?m?l????? that they b?l?ng in your company ?nd ?l?? ?n??ur?g? th?m t? w?rk in a friendly ?nd nurturing ?nvir?nm?nt, th?r? ?r? tw? ????nti?l ?????t? that should not be ?v?rl??k?d whi?h are communication and m?tiv?ti?n.Th??? tw? v?lu?? help in improving th? ??nfid?n?? ?nd trust that is ?r???nt in th? l??d?r?hi? whil?t ???ning new d??r? f?r th? ????rtuniti?? to learn m?r? and ?l?? im?r? v? m?n?g?ri?l ?kill?; ?ll ?f which ?r? v?r? im??rt?nt ingr?di?nt? for th? success ?f any ?rg?niz?ti?n.These ??mmuni??ti?n? can b? ??rri?d ?ut thr?ugh int?rn?l ??mmuni??ti?n? in the ?rg?niz?ti?n, organization of ??min?r? and workshops th?r?b? giving th? ?t?ff ?nd ?v?nu? t? ??mmuni??t? with indu?tr? v?t?r?n? and also improve their ?kill-??t.Communication ?r?und personal and professional d?v?l??m?nt makes it ???i?r f?r th? workers to tru?t the senior l??d?r?hi? ?nd open u? t? them, it ?l?? ?ll?w? f?r the ?rg?niz?ti?n’? ??ni?r leadership to int?r??t with th? ?m?l????? giving a vi?w??int concerning th? future ?l?n? of the ?m?l????? with r?g?rd? t? th? ?rg?niz?ti?n.It also ?ff?rd? th? ?rg?niz?ti?n in?ight? into the feelings ?f th? ?m?l????? t?w?rd? the ?rg?niz?ti?n’? ?thi??, th?ir ??ll??gu?? ?nd workmates.When the communication is tw?-w??, it h?l?? to b???t th? m?r?l? ?f the w?rk?r ?nd h?l?? t? make him feel as ?n? with th? ?rg?niz?ti?n.It will ?l?? enable them trust the management as wh?n ?m?l????? d? n?t h?v? ?????? t? certain inf?rm?ti?n th?? think will h?l? them d? th? j?b b?tt?r, th?? f??l th?t the employer does not think highl? ?f th?m ?n?ugh to share important inf?rm?ti?n.Giving f??db??k? ?r? ?l?? essential f?r r?t?ining ?m?l????? and building ?m?l????? with high potential. A l?t of ??m??ni?? are ?ng?g?d in h?lding annual ??rf?rm?n?? r?vi?w ?r????? ?nd ??m? semi-annual; in thi? processes, the m?n?g?r? ?n?ur? th?? ???? ?n structured f??db??k t? th?ir ?t?ff.This m?th?d ??und? g??d in th??r?, ?f ??ur??, but it i? an irr?gul?r ???t?m m??nt t? im?r?v? th? ??rf?rm?n?? ?f the ?m?l????, although it ???m? like token ?ff?rt?, however it ?i?ld? ??l??bl? results ?n overall ?rg?niz?ti?n?l ??mmuni??ti?n.Not having th? ??rf?rm?n?? review ?r??????? d??? not u?u?ll? f??l lib?r?ting f?r top employees th? w?rk?r? wh? have t?ngibl? effects ?nd ?triv? to impact to the w?rk objectives ?n a d?il? b??i?.Th? ????l? wh? perform highl? usually und?r?t?nd th?t th?r? i? u?u?ll? r??m t? w?rk h?rd?r ?nd im?r?v? ?n their w?rk effectiveness and they ?triv? h?rd?r wh?n th?? get th? ????rtunit? t? give ?r?du?tiv? f??db??k (?nd r???iv? t??).If th? managers however do n?t t?lk t? them consistently, th?n they probably will leave th? ??m??n? t? g? after ?l???? with b?tt?r deals wh?r? th?? b?li?v? they w?uld be n?ti??d ?nd valued.In order t? k??? the ??mmuni??ti?n lin?? ???n between th? ?m?l????? ?nd th? management ?? w?ll ?? t? ?n?ur? proper f??db??k, it w?uld b? effective if regular staff m??ting? w?r? ??h?dul?d.Thi? gives th? ?u??rvi??r? ?nd m?n?g?r? ????rtuniti?? to constantly ?nd consistently provide ?r?du?tiv? f??db??k? ?nd ??m?lim?nt the w?rk?r? ?n th?ir various jobs whil? ?l?? ??mmuni??ting with th?m ?nd h??ring their comments.Al??, ?ubli?hing a n?w?l?tt?r f?r th? ??m??n? ??uld go a long way t?w?rd? bridging the communication g?? b?tw??n th? employer and the ?m?l????.Dealing with Change Change i? ?n im??rt?nt ??rt of ?n organization, as it w?uld h?l? to make it p rogress, but in th? process ?f m?king th? ?h?ng?, ??m? ?f th? ?x??ll?nt ?m?l????? might ju?t d??id? t? u? ?nd ?uit deflecting to th? ??m??tit?r ?v?n th?ugh there might be n? n??d f?r th? ?h?ng?.Th?r? are thr?? r????n? h?w?v?r th?t ??uld m?k? ?n ?m?l???r im???? the change on the bu?in??? whi?h w?uld unnerve the ?m?l????? t? ?u?h ?xt?nt th?t th? good w?rk?r? w?uld consider l??ving th? ??m??n?. Th? r????n? include; ???t-?utting ?x?r?i??, full ?r ??rt ???ui?iti?n ?f th? ??m??n? b? a ??rtn?r ?r larger organization ?r a wh?l? business strategy pilot th?t i? used to r?v?lving ?r?und th? product th? company ?ff?r?.Th? ?h?ng? ??uld b? di?ru?tiv? f?r th? ??m??n? ?nd it ??uld ?r??t? th? ???ning th?t th? competitor i? l??king f?r to ????h m?j?r ?t?ff.Making ?ur? th? k?? w?rk?r? ?r? r?t?in?d w?uld b? critical ?nd not ju?t in handling the ??m?wh?t immediate transition but also in the maintenance ?f th? ?rg?niz?ti?n’? ??rf?rm?n?? ?nd r??ut?ti?n.Whil? und?rg?ing ?h?ng?, th? f?ll?wing ?h?uld be n? t?d and put t? use;Open u? convincingly on the need for ?h?ng?Li?t?n t? th? v?i??? ?f ?v?r??n? ?nd l?t them know th?t you h?v? heard th?mAll???t? the r???ur??? that ??u feel w?uld b? adequateM?k? ?ur? th? m?th?d you h?v? ?h???n t? implement i? simple ?ndEn?ur? th?t the ?h?ng? is ?u?t?in?bl?In light of th? aforementioned steps, it i? h?w?v?r im??r?tiv? that you ??mmuni??t? with th? employees ?? th?r? can n?v?r b? t?? mu?h ??mmuni??ti?n th?t can h????n b?tw??n th? employer and the ?m?l?????.Dispel the inevitable rumors that abound during th? tim?? ?f insecurity brought f?rth b? the ?h?ng?.Alw??? keep th? ????l? informed and k??? ??ur??lf clear of ?n?thing that could m?k? you l??? their tru?t, ?v?n if it i? n?t positive.This would m?k? th? workers f??l v?lu?d ?nd influ?n?? th?m in m?king the right d??i?i?n? about their future with the organization.Hold regular ?n?-?n-?n? m??ting? with the employees as well as full t??m m??ting?.Al?? ?n?ur? th?t ??u encourage th? workers t? offer th?ir ideas ?nd ask wh?t?v?r they f??l they n??d to kn?w.If th?? feel lik? th?? ?r? a ??rt of the solution t? th? issue, th?n, there is th? ????ibilit? that they would r?w?rd ??ur h?n??t? with th?ir loyalty and ?ti?k ?r?und.Al??, thi? ?h?w? that ??ur employee can ????k fr??l? and ?in??r?l? with th?ir l??d?r?hi? team without th? fear ?f negative consequences.Being open ?nd honest with your employees significantly in?r???? the ?h?n?? th?t they will ?ti?k around f?r a longer period ?f time.D???it? ?ll its b?n?fit?, th?r? are ?till downsides t? r?t?ining ?m?l????? fro too long.TH? SOMEWHAT M?N?G??BL? DI??DV?NT?G?? OF HAVING A TOO GOOD EMPLOYEE RETENTION STRATEGYTh?r? is a twi?t t? retention ?f your ?t?ff th?ugh, when employees wh? d? not d???rv? the post ?r? retained by ?n ?rg?niz?ti?n it ?r??t?? a situation of l???.Usually, th?r? is that ?n? staff wh? you w?uld rather fire, but circumstances prevalent ?t th? tim? makes it a diffi?ult d??i?i?n t? m?k?.But wh?n this ?t?ff decides t? quit ?n hi ? ?r h?r own accord, th?r?’? n? reason t? make an ?ff?rt t? keep him ?r h?r.Also, in situations lik? budget ?ut d?wn?, ??m? staff are worth retaining, while others; not ?? mu?h. Here ?r? a few ?itu?ti?n? wh?n r?t?ining ?n employee b???m?? disadvantageous.Wh?n N?n-P?rf?rming Em?l????? are R?t?in?dWh? to r?t?in i? ?n important d??i?i?n th?t ?v?r? ?rg?niz?ti?n has t? m?k?. Retention w?rk? ?dv?r??l? when ?m?l????? wh? are n?n-??rf?rming are retained.Th?r? ?r? tim?? wh?n employees ?r? not r??d? t? gr?w ?nd th?? ?r? a li?bilit? t? th? organization. Th??? employees do n?t ?dd v?lu? to th? team and ?h?uld not b? r?t?in?d.Thi? however calls f?r a g??d ??li?? t? ?n?ur? that th??? employees are id?ntifi?d.Gr?u?i?m in W?rk?l???R?t?nti?n many times m?k?? th? ??w?r t? m?v? in wr?ng hands.This happens wh?n ?m?l????? t?k? it to th?ir head when th?? ?r? r?t?in?d.Th?? ??n begin t? ?v?r ??tim?ting th?ir worth ?nd ?r??t? a negative group and influ?n?? others.Thi? gr?u?i?m ?v?ntu?ll? starts ?ff??ting th? qu?lit? ?nd fl?w of w?rk which might have been th? m?j?r reason wh? th?? were r?t?in?d ?t the first ?l???.This ?h?uld b? attended imm?di?t?l? to ensure th?t such groups d? n?t gr?w ?tr?ng.B?d Working EnvironmentCulture i? an important r????n wh? r?t?nti?n ??li?i?? are n??d?d, when retention starts d??tru?ting th? ?ultur? then it i? time t? rethink.M?n? times r?t?nti?n makes ?m?l????? und?r ??rf?rming and th?? d?m?nd more th?n th?? d???rv?. Th?? ?v?n ?r??t? a n?g?tiv? w?rk environment.Th? tri?k i? to ?n?ur? th?t th? ?n? who is b?ing retained h?? ?n intention t? add t? the ???itiv? ?nvir?nm?nt and not ?r??t? a negative environment at w?rk.CONCLUSIONIn ??n?lu?i?n, a ??m??n? l??king t? maintain it? lead in it? indu?tr? ?nd ?r??t? a n?m? for it??lf th?t i? n?t ???il? toppled h?? to be ?bl? t? r?t?in it? t?? t?l?nt? ?nd keep them fr?m b?ing poached ?nd wooed b? ?th?r ??m??ni??.Th?t company h?? to ??n?t?ntl? ?triv? t? ensure th?t it? ?m?l????? ?r? ??ti?fi?d, ?nd that th?? are ??mmitt?d t? th? company.

Types of Reduced Relative Clauses

Reduced relative clauses refer to the shortening of a relative clause which modifies the subject of a sentence. Reduced relative clauses  modify the subject and not  the object of a sentence.   Much like adjectives, relative clauses, also known as adjective clauses, modify nouns. The man who works at Costco lives in Seattle.I gave a book, which was written by Hemingway, to Mary last week. In above  examples, who works at Costco modifies—or provides information about—the man who is the subject of the sentence. In the second sentence, which was written by Hemingway modifies the object book. Using a reduced relative clause we can reduce the first sentence to: The man working at Costco lives in Seattle. The second example sentence cannot be reduced because the relative clause which  was written by Hemingway modifies an object of the verb give. Types of Reduced Relative Clauses Relative clauses can also be reduced to shorter forms if the relative clause modifies the subject of a sentence. Relative clause reduction refers to removing a relative pronoun to reduce: An adjective/person who was happy:  happy personAn adjective phrase/man who was responsible for:  man responsible forA prepositional phrase/boxes that are under the counter:  boxes under the counterA past participle/student that was elected president:  student elected presidentA present participle/people who are working on the report:  people working on the report Reduce to an Adjective Remove the relative pronoun.Remove the verb (usually be, but also seem, appear, etc.).Place the adjective used in the relative clause before the modified noun. Examples: The children who were happy played until nine in the evening.  Reduced: The happy children played until nine in the evening.The house, which was beautiful, was sold for $300,000.  Reduced: The beautiful house was sold for $300,000. Reduce to an Adjective Phrase Remove the relative pronoun.Remove the verb (usually be, but also seem, appear, etc.).Place the adjective phrase after the modified noun. Examples: The product, which seemed perfect in many ways, failed to succeed in the market.  Reduced: The product, perfect in many ways, failed to succeed in the market.The boy who was pleased by his grades went out with his friends to celebrate.  Reduced: The boy, pleased by his grades, went out with his friends to celebrate. Reduce to a Prepositional Phrase Remove the relative pronoun.Remove the verb be.Place the prepositional phrase after the modified noun. Examples: The box, which was on the table, was made in Italy.  Reduced: The box on the table was made in Italy.The woman who was at the meeting spoke about business in Europe.  Reduced: The woman at the meeting spoke about business in Europe. Reduce to a Past Participle Remove the relative pronoun.Remove the verb be.Place the past participle before the modified noun. Examples: The desk, which was stained, was antique.  Reduced: The stained desk was antique.The man who was elected was very popular.  Reduced: The elected man was very popular. Reduce to a​ Past Participle Phrase Remove the relative pronoun.Remove the verb be.Place the past participle phrase after the modified noun. Examples: The car, which was purchased in Seattle, was a vintage Mustang.  Reduced: The car purchased in Seattle was a vintage Mustang.The elephant, which was born in captivity, was set free.  Reduced: The elephant born in captivity was set free. Reduce to a Present Participle Remove the relative pronoun.Remove the verb be.Place the present participle phrase after the modified noun. Examples: The professor who is teaching mathematics will leave the university.  Reduced: The professor teaching mathematics will leave the university.The dog that is lying on the floor wont get up.  Reduced: The dog lying on the floor wont get up. Some action verbs reduce to the present participle (-ing form) especially when the present tense is used: Remove the relative pronoun.Change the verb to the present participle form.Place the present participle phrase after the modified noun. Examples: The man who lives near my home walks to work every day.  Reduced: The man living near my home walks to work every day.The girl who attends my school lives at the end of the street.  Reduced: The girl attending my school lives at the end of the street.

Gender Differences in Organized Settings Prosocial and...

Gender Differences in Organizational Settings: Prosocial or Antisocial The premise of our research centered around the differences in prosocial and antisocial behaviors depending on the gender. According to Afolabi in his â€Å"Roles of Personality Types, Emotional Intelligence and Gender Differences on Prosocial Behavior† article, he examines the five primary personality factors: extraversion, agreeableness, conscientiousness, neuroticism, and openness coupled with specific gender differences on prosocial behavior. His cross-sectional survey was designed to gather information from a group of randomly selected students attending undergrad. Responding to a specific questionnaire with four sections, five different hypotheses were tested.†¦show more content†¦The smaller stores were those like what you would find within the mall. The number of customers inside the stores at one time ranged from about fifteen to around one hundred. The amount of employees working at one time ranged from two to fifty. The size of the store would obviously hav e a direct correlation with the amount of employees working. The employees that we saw might have not been the only ones working because there potentially could have been more in the back of the store and not working on the actual floor. There were a variety of the types of stores as well. We observed inside three athletic stores, five large department stores, three young adult stores, and one high-end store. The conclusions we found were that men’s sections tended to be messier in athletic stores while women’s sections were messier in department stores. Regardless of what type of store, both the men and women’s sections in the clearance area was significantly more disheveled compared to the regular priced items. We discovered that neatness would often depend on the quality of the products and the size of the store. If the store was more high-end or smaller, customers tended to feel more obligated to place the item back as neatly as they could. The number of emp loyees working, specifically those workers on the floor, directly affected neatness as well. Understandably, certain limitations must be taken into consideration whenShow MoreRelatedCommunication Styles, Communication, And Adolescent Leadership2750 Words   |  11 Pagescontact while others may consider this disrespectful or suspicious. Also, some cultures favor expressive communicating such as debating topics or easily expressing certain feelings, while others are more reserved or value restraint. There can also be differences within specific cultural groups and certain rules contingent on where each individual fits in. This adds more difficulty to communication as it may lead to misunderstanding or confusion. Communication types Communication can be classified intoRead MoreDevelopmental Psychology Notes7715 Words   |  31 PagesDevelopment Sex – sexual anatomy and sexual behaviour Gender – perception of maleness or femaleness related to membership in a given society Week 8 Growing brain The brain grows at a faster rate than any other part of the body. By age 5, child’s brain weighs 90% of average adult brain weight, whereas total body weight is merely 30%. One reason is due to increase in the number of interconnections among cells. These interconnects allow for more complex communication between neurons, permitRead MorePsychology Workbook Essay22836 Words   |  92 Pagesaltruism, mate selection, jealousy in different | | | |species, cultures, times, compare male and female -cultural | | | |and gender differences   | |Biological |John B. Watson ,Pavlov, B.F. Skinner |Organisms function in terms of bodily structure and | |psychology | |biochemicalRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesCharacteristics of the U.S. Workforce 41 †¢ Levels of Diversity 42 †¢ Discrimination 42 Biographical Characteristics 44 Age 44 †¢ Sex 46 †¢ Race and Ethnicity 48 †¢ Disability 48 †¢ Other Biographical Characteristics: Tenure, Religion, Sexual Orientation, and Gender Identity 50 Ability 52 Intellectual Abilities 52 †¢ Physical Abilities 55 †¢ The Role of Disabilities 56 Implementing Diversity Management Strategies 56 Attracting, Selecting, Developing, and Retaining Diverse Employees 56 †¢ Diversity in Groups 58 †¢

Balanced score card Free Essays

Intel Company is a strong multinational company which deals in manufacture of products such as microprocessors, motherboard chipsets, flash memory, graphic chips among other hard ware and soft ware. (www. intel. We will write a custom essay sample on Balanced score card or any similar topic only for you Order Now com) Intel has had a history of using aggressive tactics to defend its position in the market as the lead producer of microprocessors a move that has caused struggle for dominance in the PC industry with Microsoft. Lately the company has expressed dissatisfaction with their current performance measurement system, which relies primarily on financial measures. Due to the development in the management system, where the roles of the customers and the shareholders are crucial, there has been need to safeguard the interest and requirements of shareholders and investors at large. This could only be fostered though the employment of high performing management system, where professionalism and legal requirements by the auditors are maintained. The management has thus appointed a management and decisions and control consulting team to design and that a balanced scorecard would enable them measure accurately and more efficiently the performance of the company from financial customers internal and growth perspectives. However, they have also expressed concern about the balanced scorecard, particularly the readiness of the company to embrace this development. They envisage resistance as a potential challenge to contend with if the balanced scorecard is implemented. As part of the MDC consulting team our task is to craft a report detailing the benefits of the balanced scorecard to inlet and identify problems associates with the current practices of safety relying on financial measures of performance and low the balanced score card could overcome this. Additionally a provision for the recommended design of the balanced score card tailor made for Intel will be included. The report will also focus on the positive and negative consequences of the balanced score card to the organization. (www. intel. com) Brief Description In order to understand clearly what a balanced scorecard is, it is worthwhile to begin with, what it is not. Balanced scorecard is not the new management fad, it is not a form of project management or employee evaluation system, and it is not a tool, technique, or soft ware and is it neither a control system nor process improvement systems (Sauaia, 2001). A balanced score card is a management system that enables organizations to clarify their visions and strategies and translate them into actions. (Hoque James, 2000, Kallas Sauaia, 2003) The reason why most people think of the above named things that balanced scorecard is not, is that it incorporates some the aspects in varied degrees. Notably, most organizations activities are encompassed in projects, involving many people, balanced scorecards act as framework for aligning the business activities to the organization strategies. Balanced scorecards give management channels to monitor performance and outcomes of the organizations and measure its attainments against strategic goals set. A balanced scorecard does not function alone; rather it depends on the commitment and cooperation of project managers for its success to be realized. This means tying performance to strategy or actions to outcomes. (Hoque James, 2000, Kallas Sauaia, 2003). Balanced scorecard, developed by Robert Kaplan and David Norton in 1990, was a reaction to the weaknesses and vagueness of previous management approach. (Lipe Salterio, 2000) The major loophole in the traditional management approach was the delay in reporting performance, usually it was past tense and hence of little relevance to management (Hoque James, 2000). The shift form the industrial age economy to the knowledge-based economy further compounded this problem. While the industrial ages depended of financial measures and supply chain production the knowledge based economy suffered because of lack of business intelligence and poor execution techniques. (Young O’Byrne, 2001) These inconsistencies stimulated the pioneers of balanced scorecard to construct it. Although the introduction of the balanced scorecard management system came across as an innovation to many, the concepts behind it were old hat. This is because things like performance measurements feedback strategic planting among others had long been in existence and future development management are also likely to build on this concept but the fundamentals remain. The balanced scorecard views the organization inn a different perspectives namely the customer, financial business process and learning growth perspective (Dilla Steinbart, 2005). The customer perspective It recognizes the importance of the customers and the need to ensure customer satisfaction. The rational behind this is that dissatisfied customers eventually exit the company and look for other companies that can better meet their needs in the short term this may be bearable but eventually the compamy is bound for decline or closure in severe cases customers satisfaction thus becomes a clear indicator of performance of an organization. Thus, developing measures to ensuring customer satisfaction is crucial and this is achieved by analyzing organization process of providing the product or services to customers (Kirkegaad, 1997, Kallas Sauaia, 2003). Financial perspective As seen balanced scorecards does not totally disregard financial measures of performance. Thus, timely and accurate data is essential to the successful implementation of balanced scorecard. This implies that handling and processing of financial data should be swift and centralize perhaps fully automated. The financial data should be integrated with corporate databases and especially data regarding risk assessment and cost benefit analysis (Stewart, 2000). Learning and growth perspective This category recognizes that people are the only repositions of knowledge i. e. people posses intangible assets of the company. In this information age intelligence is the heart of organization success and hence Ned to ensure continuous learning through employee training. This is because technology changes rapidly as aloes people exiting an organization for greener pastures. (Lipe Salterio, 2000) As a result, corporations’ culture and attitude need to be shaped to ensure that people within the organization pursue self-improvement and reverse brain drain to other companies. The cost of recruitment and training people is usually high and measures of allocating the funds to reap maximum benefits need to be developed. Knowledge sharing is equally important. Notably not all training translates to learning but the most effective learning occurs, using mentors and group discussions and communication within the organization. Intranets may contribute towards facilitating communication and learning (Norton, 2001) Process perspective This category identifies two kinds of process within the business one, the mission oriented processes and two the support process. Support processes are repetitive in nature and nature and hence easier to measure on the other hand mission oriented involve government offices and hence difficult to measure. Attention to these perspectives enables managers to know how well the operations of the business are and whether they are in tandem with customer requirements and expectations. (Kaplan Norton, 1996) How to cite Balanced score card, Papers

Emotional Dimensions of Chronic Disease

Question: Describe about the Emotional Dimensions of Chronic Disease? Answer: Introduction: It is the responsibility of a nurse to take proper care of a patient. A patient is mentally weak for their illness. They need a mental support to for healing. The nurse should provide a physical and mental support to a patient. If a patient is diagnosed with a poor prognosis, the patient needs mental support to accept the condition. Because of the sudden diagnosis of a disease a patient is not satisfied with himself/ herself. The patient needs a support from their family or their beloved person (Nursing.msu.edu, 2015). The nurse should give emotional support and physical support to the patient. It is very difficult for a patient to accept the real condition. At that time the mental condition of the patient is very weak. The nurse should play a major role during this critical condition because only a nurse can motivate a patient. There are so many responsibilities for a nurse to make a patient better. Suppose Mr. X is diagnosed with a critical disease. After hearing the condition of his health he is shocked. At that time he needs mental support which is very important to a patient. After the diagnosis the behaviour of patient may change. Always a patient needs a proper medication and a proper care from the doctor and the nurse (Lehto Therrien, 2010). The nurse should have knowledge about the condition of a patient. Communication is very important in career of nursing. Nursing is the profession where the communication is more important because they are needed to communicate with the patient, the family of patient, the co-workers of nurses, supervisors, and many others (Cleve landclinicmeded.com, 2015). Sometimes a long communication takes more time. Nurse patient interaction plays an important role in the health care service. The main factor that may influence in the career of the nurse is the skill and potential of communication with the patients. There are three major components for the successful communications. Those are receiver, sender and a message. The capacity for passing the message in a short period of time is very essential for a nurse. The communication skill of the nurse should high-quality because the families of patients are depended on them. Failure in communication can start negative outcomes (Ghobrial IM, 2015). If any information which is vital is missed by the nurse, the patient could drop in danger. The nurse should know the full condition of the patient. The effective nursing care is the major role for the nurse because a patient and the family of the patient both are totally dependent on the care of nurse. The trust should provid e to the patient and their family. The patients and family of patient should not be ignored ('Case Study - Managing newly diagnosed type-2 diabetes', 2010). For this reason the timing and the process of communication is very crucial between the nurse and the patient. There are few factors which are influencing the faith of the family of the patient. Those are the eye contact of the nurse, body language of the nurse and tone of voice of the nurse. The family of patient does not remember the name of the nurse but they remember the activity of the nurse during the crucial time of the patient. So nurse should be able to handle the difficult situations of the patient with a quality communication with the family of the patients (Just Got Diagnosed - Founded by Gary McClain, PhD, 2015). If a patient is emotional in nature, he will break after the diagnosis of a critical disease. At that time the nurse should take responsibilities for their mental condition. It is noticed that the first week after diagnosis is very difficult for the patient because it is difficult for the patient to accept their poor health condition. After the diagnosis of a disease the motivation of their life is diminished suddenly. The behavioural change is also noticed in the patients. Sometimes a patient will go in a depression for their health condition. This time is very crucial for their life and their family members. It is the responsibility of a nurse to consult with the patient every time intervals and make the patient clear about their physical condition (Jane Turner, 2000). The nurse should advice the patient for their health and motivates them for a better result. The nurse should give them trust about the positive outcomes of their health. In case of poor prognosis of a newly diagnose d patient the nurse should be supportive and non- judgemental. The life decisions and death preparations are made by the patients. Patient education is provided by the nurse. The nurse should offer the support for patients in controlling life events ('Risk and Responsibility', 2015). The nurse should teach a patient about their disease and also gives an idea about the seriousness of the disease. The nurse should not panic in front of the patient because a patient is already mentally weak after hearing the physical condition of him. Patients are not interacting in a proper way ('No worries, no impact? A systematic review of emotional, cognitive, and behavioural responses to the diagnosis of type 2 diabetes', 2015). The reaction of the patient is not productive. It is the responsibility of a nurse to cope the patient emotionally. At that moment patients are depending on the nurse to support emotionally. Newly diagnosed patients are diagnosed with so many emotions. Those are anger, fea r, sadness, relief, shame etc. Nurse should play an important role in assisting a newly diagnosed patient to keeping healthy coping skills. The nurse should display on the emotional aspect of their work. The emotional aspects of their work should increase professional satisfactions by developing and training ('Standards of Clinical Nursing Practice and Role Delineations', 2015). Conclusion: Because of the mental weakness a patient needs a healthcare provider after newly diagnosed disease. The healthcare provider is a nurse. The disease is diagnosed by a doctor and a nurse should take care of the patient after diagnosis. This situation is more difficult for a nurse to help a newly diagnosed patient. Most of the time a patient is not ready to accept the real condition of them. It is the responsibility of a nurse to heal a patient mentally because they need mental support more than the physical support. The patient with newly diagnosed disease is handled carefully because their mental condition is not stable or normal. The nurse should communicate in a short, clear and simple sentence which is easy to understand. It is the responsibility of nurse to tell the patient about everything if the patient wants to know. The nurse should apply technique for keeping the attention of the patients. There are some techniques to capture the attention of patients. Those are eye contact, smiling face, body language gestures etc. References: Jane Turner, B. (2000). Emotional dimensions of chronic disease.Western Journal Of Medicine,172(2), 124. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1070773/ Just Got Diagnosed - Founded by Gary McClain, PhD,. (2015).Healthcare Professionals: Acknowledging Emotional Reactions in Newly-Diagnosed Patients - Just Got Diagnosed - Founded by Gary McClain, PhD. Retrieved 19 March 2015, from https://justgotdiagnosed.com/resources/professionals-acknowledging-emotional-reactions-newly-diagnosed-patients/ No worries, no impact? A systematic review of emotional, cognitive, and behavioural responses to the diagnosis of type 2 diabetes. (2015). Retrieved 19 March 2015, from https://selfregulationlab.nl/wp-content/uploads/2012/04/Thoolen-et-al-HPR-2008.pdf Nursing.msu.edu,. (2015).Nurses Key in Helping Newly Diagnosed Cancer Patients Overcome Fears - College of Nursing - Michigan State University. Retrieved 19 March 2015, from https://nursing.msu.edu/News%20and%20Events/Archived%20News/Lehto_nurseskeyhelpnewlydiagnosedcancerpatients.htm Case Study - Managing newly diagnosed type-2 diabetes. (2010).Independent Nurse,2010(6). doi:10.12968/indn.2010.4.6.77547 Ghobrial IM, e. (2015).Prognostic model for disease-specific and overall mortality in newl... - PubMed - NCBI.Ncbi.nlm.nih.gov. Retrieved 19 March 2015, from https://www.ncbi.nlm.nih.gov/pubmed/16611306 Lehto, R., Therrien, B. (2010). Death Concerns Among Individuals Newly Diagnosed with Lung Cancer.Death Studies,34(10), 931-946. doi:10.1080/07481181003765477 Clevelandclinicmeded.com,. (2015).Coping with Chronic Medical Illness. Retrieved 19 March 2015, from https://www.clevelandclinicmeded.com/medicalpubs/diseasemanagement/psychiatry-psychology/coping-with-chronic-medical-illness/Default.htm Risk and Responsibility. (2015). Retrieved 19 March 2015, from https://www.nursingworld.org/MainMenuCategories/Policy-Advocacy/Positions-and-Resolutions/ANAPositionStatements/Position-Statements-Alphabetically/RiskandResponsibility.pdf Standards of Clinical Nursing Practice and Role Delineations. (2015). Retrieved 19 March 2015, from https://www.sgna.org/Portals/0/Education/Practice%20Guidelines/StandardsClinicalNursingPractice.pdf