Medea can be forgiven for her rage but not her calculation

Medea’s rage is an aftereffect of Jason’s selling out, and with both want and energy, it prompts her computation making her carry out incredible violations. Her fury is excusable, yet her activities that follow are despicable. Jason’s disloyalty is repeating all through the novel, and as it advances, Medea’s rage declines too. At the point when Jason claims â€Å"he has acted like a genuine friend† to Medea and his kids, Medea responds furiously, realizing that he has acted conversely. Jason’s absence to his activities and untruths affronts Medea, framing her hatred to create. In spite of the fact that Medea’s estimation doesn’t indicate Jason’s double-crossing, he is still to fault for being the reason for such craze. Medea’s fury, enthusiasm, and want for Jason are the source of her activities. For Medea to â€Å"suffer the joke of her enemies† was something she wouldn’t endure. Her noxious psyche permitted her to accept that she would prefer to foul up, than be mocked by Jason, Glauce and Creon. By slaughtering her kids, Glauce and Creon, Medea realized she would â€Å"have her claws† in Jason’s heart as he merited. These youngsters live no more; I express this to wound your heart†. Medea submits these activities to hurt Jason and seek retribution, yet was uninformed of the degree of which they would influence her. The crowd can't recognize Medea’s rage from her count as they are each of the a wellspring of a similar reason. â€Å"My enthusiasm is ace of my explanation, energy that ca uses the best enduring in the world†. Medea realizes that with the end goal for her to seek after with killing her youngsters, she should endure hugely. Her control and watchful game plans permits her to achieve results which consider her anger and â€Å"special knowledge†. In spite of the fact that Jason is to be faulted for Medea's anger, the outcomes are exclusively Medea's deficiency. We can identify with Medea; somewhat, for the misery she experiences through executing her youngsters. In spite of the fact that Medea can't be pardoned for her activities, the crowd can comprehend the explanations behind the vindictive way Medea countered. Neither Jason nor Medea can be excused for their activities, yet denounced.

Introduction of Shipping Containers Essay Example for Free

Presentation of Shipping Containers Essay Until the 1960s, transporting had not changed much in decades. Dealing with load was a work concentrated movement, and transportation costs and timesâ€whether via land or via seaâ€were enormous snags to exchange, regularly making cross-country, not to mention worldwide, and exchange monetarily unfeasible. Anyway something happened that changed that. That was the development of the transportation compartment. The introduction of the delivery compartment goes back to April 26, 1956 when a crane lifted fifty-eight aluminum truck bodies on board an a boat called the Ideal-X docked in Newark, New Jersey. After five days, the boat cruised in Houston, where fifty-eight trucks held back to take on the metal boxes and take them to their goals. This proclaimed the start of another time. Decades have gone since that portentous day which changed the world. Today we live in a globalized world so it is hard for us to try and envision the degree to which the compartment changed the world. In 1956, China was not the universes workshop. It was not normal to discover Japanese hardware and vehicles in Dhaka. Western attire brands didn’t have their items produced in Bangladesh either. Prior to the approach of the holder, moving merchandise was costly. So costly that it didn't pay to send numerous things most of the way the nation over, considerably less most of the way around the globe. The presentation of the holder had a gigantic effect upon the world’s economy. The majority of inadequately paid laborers who once made their livings stacking and emptying ships wound up losing their positions. Urban areas that had been focuses of oceanic business for a long time, for example, New York and Liverpool, saw their harbors decrease because of them being unsuited to the compartment exchange. Trader mariners, who had cruised out to see the world, had their conventional days-long shore leave in outlandish harbors supplanted by a couple of hours aground at a remote parking area for compartments, their vessel prepared to gauge grapple the moment the fast cranes got done with putting immense metal boxes now and again the boat. Be that as it may, even as it decimated the old economy, the compartment helped fabricate another one. Harbors, for example, Busan and Seattle moved into the front positions of the universes ports, and enormous new ports were worked in places like Felixstowe, in England, and Tanjung Pelepas, in Malaysia. Modest communities, far away from the urban communities, could exploit their modest land and low wages to pulled in production lines liberated from the should be almost a port to appreciate modest transportation. Broad modern buildings where a large number of laborers made items all the way offered approach to littler, progressively specific plants that delivered parts and half-completed merchandise to each other in consistently protracting flexibly chains. Poor nations, urgent for financial turn of events, could sensibly fantasy about turning out to be providers to well off nations far away. Immense modern buildings were worked in places Los Angeles and Hong Kong, simply because the expense of getting crude materials and sending completed products dropped widely. The compartment made transportation modest, and by doing so changed the monetary topography of the world. It was currently simpler than any time in recent memory to move merchandise everywhere throughout the world. Merchandise could now be produced anyplace and sold anyplace. On account of the holder the world had become a littler spot. This new monetary geology permitted firms whose aspirations had been simply local to become universal organizations, permitting them to send out their items and selling them abroad nearly as easily as selling them close by. The individuals who wanted to go universal discovered that they had no way out. Regardless, they were contending all inclusive in light of the fact that the worldwide market was coming to them. High delivery costs no longer offered assurance to significant expense makers whose greatest preferred position was by and large geologically near their clients. Indeed, even with customs obligations and time delays, processing plants in Malaysia could convey shirts to Macys in Herald Square more economically than could pullover producers in the close by lofts of New Yorks article of clothing area. The world was brimming with little producers selling locally in 1956 yet before the finish of the twentieth century, simply neighborhood markets for merchandise of any kind were very uncommon. The holder as helpful as it was to encouraging financial development was not heartily gotten by the laborers. The laborers, as shoppers picked up bounty because of the holder. They delighted in interminably more decisions on account of the worldwide exchange animated by the purchaser. The expanded exchange achieved an expanded degree of rivalry which held costs down. Buyers everywhere throughout the world appreciated higher expectations for everyday comforts because of the prepared accessibility of cheap imported purchaser merchandise. Anyway as breadwinners the laborers weren’t excessively responsive of compartments. In the years after World War II, wartime pulverization made immense interest while low degrees of worldwide exchange monitored serious powers. In this excellent condition, laborers and worker's guilds in North America, Western Europe, and Japan had the option to egotiate about consistent upgrades in wages and advantages, while government programs gave ever more grounded wellbeing nets. The week's worth of work developed shorter, incapacity pay was made progressively liberal, and retirement at sixty or sixty-two turned into the standard. The compartment stopped that remarkable development. Low transportation costs helped make capital considerably progressively versatile, expanding the dealing intensity of bosses against their far less portable specialists. In this exceptionally coordinated world economy, the compensation of laborers in Dhaka sets restricts on compensation in New York. For producers it turned out to be increasingly desirable over production abroad in immature nations as pay and work place principles are low in immature nations. How much the holder matters to the world economy is difficult to evaluate. In the perfect world, we might want to realize the amount it cost to send one thousand mens shirts from Dhaka to Toronto in 1955, and to follow how that cost changed as containerization came into utilization. Such information don't exist, however it appears to be evident that the holder acquired clearing decreases the expense of moving cargo. From a boat conveying two or three dozen compartments that would not fit on some other vessel, holder dispatching developed into a profoundly mechanized, exceptionally normalized industry on a worldwide scale. A gigantic containership can be stacked with brief portion of the work and time required to deal with a little regular boat 50 years back. A couple of team individuals can deal with the whole vessel. A trucker can store a trailer at a clients stacking dock, attach another trailer, and drive on promptly, instead of watching his costly apparatus stand inactive while the substance are expelled. Those progressions are results of the compartment insurgency. Transportation has become so proficient that for some, reasons, cargo costs don't a lot of impact monetary choices. Containerization has doubtlessly changed the world. It has caused time-space pressure that has significantly affected monetary topography. Places far away could now move a wide range of merchandise between them because of delivery compartments. In basic words it has made the world a littler spot.

M?n?g?m?nt Theory of Fr?d?ri?k H?rzb?rg

M?n?g?m?nt Theory of Fr?d?ri?k H?rzb?rg Fr?d?ri?k Herzberg (1923-2000), w?? a ?lini??l ????h?l?gi?t and pioneer ?f the job ?nri?hm?nt m?n?g?m?nt ??n???t. H? i? r?g?rd?d ?? one of th? great ?rigin?l think?r? in m?n?g?m?nt and m?tiv?ti?n?l theory.M?tiv?ti?n i? a ??w?rful, yet tricky b???t.S?m?tim?? it is r??ll? ???? t? g?t motivated, ?nd you find yourself wrapped u? in a whirlwind of ?x?it?m?nt.Oth?r tim??, it i? nearly impossible to figure out h?w t? motivate yourself ?nd ??ur? tr????d in a death ??ir?l of procrastination.M?tiv?ti?n i? literally th? d??ir? to d? thing?. Its the diff?r?n?? b?tw??n w?king up before dawn to ??unding the ??v?m?nt ?nd l?zing around th? house all d??.It? the ?ru?i?l ?l?m?nt in ??tting ?nd ?tt?ining g??l?â€"?nd research ?h?w? ??u ??n influ?n?? your own l?v?l? of m?tiv?ti?n and ??lf-??ntr?l.In 1959, H?rzb?rg ??ndu?t?d a ?tud? with 200 ?ngin??r? and ????unt?nt? ?? th? ?ubj??t?. Th?? w?r? asked t? recollect th?ir ?x??ri?n??? and f??ling? (positive ?r n?g?tiv?) th?? had at work, and th? r????n? b?hind th? w?? they f?lt.Based ?n the ?ubj??tiv? data from the r????nd?nt?, H?rzb?rg b?g?n to ?n?l?z? their j?b attitudes. Fr?m th? ?tud?, he proposed a tw?-f??t?r ???r???h wh?n attempting t? und?r?t?nd m?tiv?ti?n ?m?ng ?m?l?????.This g?v? birth t? th? Tw? Factor Th??r?, also known ??, Herzbergs M?tiv?ti?n Th??r?.Frederick Herzberg (1923 2000) w?? a US ?lini??l ????h?l?gi?t who l?t?r b???m? Professor ?f M?n?g?m?nt ?t th? Univ?r?it? of Ut?h.Hi? ?v?rriding int?r??t in m?nt?l h??lth ?t?mm?d from his belief that mental h??lth is th? core i??u? ?f ?ur tim??. This was ?r?m?t?d by hi? ???ting t? th? Dachau concentration ??m? ?ft?r its lib?r?ti?n. On his r?turn t? Am?ri??, he worked for th? US Public Health S?rvi??.H? i? b??t kn?w f?r hi? hygiene-motivation theory, whi?h was fir?t ?ubli?h?d in Th? m?tiv?ti?n t? w?rk in 1959. H?rzb?rg? w?rk focused ?n th? individual in th? workplace, but it has b??n ???ul?r with m?n?g?r? ?? it ?l?? emphasised th? im??rt?n?? ?f m?n?g?m?nt kn?wl?dg? ?nd ?x??rti??.H ?RZB?RG? M?IN TH??R? AND ITS ?IGNIFI??N??Herzberg was th? fir?t to ?h?w that ??ti?f??ti?n ?nd di???ti?f??ti?n at w?rk nearly always ?r??? from different factors, ?nd w?r? not simply opposing reactions to th? ??m? factors, ?? h?d always previously b??n b?li?v?d.Th?? ??ndu?t?d a ??ri?? of inter ¬views with 200 ?ngin??r? ?nd ????unt?nt? f??u?ing ?n f??t?r? ??n?id?r?d to be important ?? ??ur??? ?f motivation.E??h engineer was ??k?d two questions:Can ??u d???rib?, in detail, wh?n ??u felt ?x???ti?n?ll? b?d ?b?ut th? j?b?C?n ??u d???rib?, in d?t?il, wh?n you felt ?x???ti?n?ll? good about th? j?b?Fr?m th? r??li?? r???iv?d Herzberg di???v?r?d one ??t ?f factors that produce j?b ??ti?f??ti?n ?nd motivation ?nd ?n?th?r set ?f f??t?r? that l??d t? j?b di???ti?f??ti?n.Although ‘l?w ???’ might w?ll b? described as ??u?ing dissatisfaction, ‘high pay’ w?uld n?t necessarily be t?k?n as a ??u?? of satisfaction. In?t??d, diff?r?nt f??t?r?, ?u?h as recognition or ????m?li?hm?nt, were cited ?? ??ti?f?ing.This finding l?d H?rzb?rg t? arrive ?t the ??n?lu?i?n that th? traditional model of j?b ??ti?f??ti?n w?? incomplete. The tr?diti?n?l vi?w h?ld? that ??ti?f??ti?n ?nd dissatisfaction ?r? at ?????it? ?nd? ?f a ?ingl? ??ntinuum.But H?rzb?rg’? int?rvi?w? had identified tw? different ??t of factors: ?n? r?nging fr?m ??ti?f?? ¬ti?n to no satisfaction ?nd th? ?th?r r?nging fr?m di? ¬??ti?f??ti?n t? n? di???ti?-f??ti?n.Th? f??t?r? influ?n?ing the satisfaction ??ntinuum ?r? ??ll?d m?tiv?ti?n f??t?r? and th?? are r?l?t?d ????ifi ¬??ll? t? the w?rk ??nt?nt. Th? ?th?r ??t ?f f??t?r? (th? one causing di???ti?f??ti?n) H?rzb?g called h?gi?ni? factors; they are related t? th? work ??nt?xt, i.?., w?rk environment.Motivating f??t?r? h?v? uplifting effects on attitude ?r ??rf?rm?n??. H?gi?ni? (?r m?int?n?n??) f??t?r? ?r?v?nt l??? ?f m?r?l? ?r ?ff??tiv?n???.Alth?ugh th?? ??nn?t b? th?m??lv?? motivate human b?ing?, th?? ??n f?r??t?ll ?n? serious dissatisfaction or drop in ?r?du?tivit?. H?rz b?rg th?n argues th?t th?r? ?r? tw? ?t?g?? in th? process ?f motivating ?m?l?????.Fir?t, the manager must ?n?ur? th?t th? hygiene factors ?r? ?d??u?t?. Th?t is, ??? and security mu?t b? ???r??ri?t?, working conditions mu?t be ??f?, t??hni??l ?u??rvi?i?n must b? ?????t?bl?, and th? lik?.By ?r?viding these factors ?t an ???r??ri?t? level, the manager does n?t ?timul?t? m?tiv?ti?n but merely ?n?ur?? th?t ?m?l???r become ‘n?t di???ti?fi?d’. Employees whom m?n?g?r? ?tt?m?t t? ‘??ti?f?’ vi? h?gi?ni? factors ?l?n? will ?ut th? minimum effort t? avoid job l???.M?n?g?r? ?h?uld th?n ?r????d to the next stage- th?? should giv? ?m?l????? th? ????rtunit? t? ?x??ri?n?? motivation f??t?r? ?u?h as ??hi?v?m?nt ?nd recognition.Th? r??ult i? ?r?di?t?d t? b? a high l?v?l of ??ti?f??ti?n ?nd m?tiv?ti?n.H?rzb?rg ?l?? goes one ?t?? ?h??d of ?th?r? to d???rib? exactly, h?w t? u?? the tw?-f??t?r theory. S???ifi??ll?, h? r???mm?nd? j?b enrichment.H? ?rgu?? that j?b? ?h?uld be redesigned to ?r?vid? hi gh?r levels ?f th? m?tiv?ti?n f??t?r?.The im?li??ti?n i? th?t today’s employees ?x???t to b? tr??t?d f?irl? b? th?ir m?n?g?r? ?? ?? t? m?int?in th?ir individual rights.Th?? ?x???t decent working conditions ?nd w?g? ?nd salaries ??m??r?bl? t? th?t ?f ????l? doing ?imil?r j?b in other organisations. Th?? ?x???t company policies to b? ??n?i?t?ntl? and equitably applied to ?ll ?m?l?????.If th??? expectations ?r? n?t r??li??d, employees ?r? de-motivated (or n?g?tiv?l? m?tiv?t?d).Thi? condition i? u?u?ll? r?fl??t?d in inefficiency ?nd a high turn?v?r r?t? (i.?., frequent resignation).But fulfilling th??? ?x???t?ti?n? does n?t n??????ril? m?tiv?t? ?m?l?????.As M??l?w’? theory maintains, it i? ?nl? wh?n the lower-level needs are ??ti?fi?d th?t the high?r-l?v?l n??d? ??n b? m??t ?ff??tiv?l? u??d in m?tiv?ting ????l?.The k?? is for th? manager t? t?? th? motivating factors. Th? tw? sets ?f factors li?t?d may n?w be illu?tr?t?d.Ex?m?l?? of H?rzb?rg? h?gi?n? n??d? (or m?int?n?n?? f??t?r?) i n th? w?rk?l??? are:Pay The pay or salary ?tru?tur? should b? ???r??ri?t? ?nd r????n?bl?. It must b? equal ?nd ??m??titiv? t? those in the ??m? indu?tr? in th? same d?m?in.C?m??n? P?li?i?? ?nd ?dmini?tr?tiv? policies Th? ??m??n? ??li?i?? ?h?uld n?t b? t?? rigid. Th?? should b? f?ir ?nd clear. It ?h?uld include flexible working h?ur?, dr??? code, breaks, v???ti?n, ?t?.Fringe b?n?fit? Th? employees ?h?uld b? ?ff?r?d h??lth ??r? ?l?n? (mediclaim), benefits for the f?mil? m?mb?r?, ?m?l???? h?l? programmes, ?t?.Ph??i??l W?rking ??nditi?n? Th? w?rking conditions should b? ??f?, clean ?nd h?gi?ni?. The w?rk equipments ?h?uld b? updated and w?ll-m?int?in?d.St?tu? The ?m?l?????’ ?t?tu? within the ?rg?niz?ti?n should b? f?mili?r and retained.Interpersonal r?l?ti?n? Th? r?l?ti?n?hi? ?f th? employees with hi? ???r?, superiors ?nd ?ub?rdin?t?? ?h?uld b? ???r??ri?t? ?nd ?????t?bl?. Th?r? should b? n? ??nfli?t or humiliation element present.Job S??urit? Th? ?rg?niz?ti?n must ?r?vid? job ? ??urit? to th? ?m?l?????.H?rzb?rg? r????r?h identified that tru? m?tiv?t?r? w?r? ?th?r ??m?l?t?l? diff?r?nt factors, n?t?bl?:Recognition The ?m?l????? ?h?uld b? ?r?i??d and r???gniz?d for th?ir ????m?li?hm?nt? b? the managers.Sense of ??hi?v?m?nt The ?m?l????? mu?t have a ??n?? ?f achievement. Thi? d???nd? ?n th? job. Th?r? mu?t b? a fruit ?f some ??rt in th? job.Growth ?nd ?r?m?ti?n?l opportunities Th?r? mu?t be growth ?nd ?dv?n??m?nt ????rtuniti?? in an organization t? m?tiv?t? th? ?m?l????? t? ??rf?rm w?ll.Responsibility The employees mu?t hold themselves responsible f?r the work. Th? m?n?g?r? ?h?uld giv? them ?wn?r?hi? ?f the w?rk. Th?? should minimize ??ntr?l but r?t?in ????unt?bilit?.M??ningfuln??? of th? w?rk Th? w?rk it??lf ?h?uld b? m??ningful, int?r??ting and ?h?ll?nging for th? ?m?l???? to perform and t? get m?tiv?t?d.FACTORS F?R S?TI?F??TI?N â€" M?TIV?TI?N?LM?tiv?t?r f??t?r? emerge fr?m th? n??d ?f ?n individual t? ??hi?v? personal growth. J?b satisfaction results f rom th? presence ?f m?tiv?t?r factors.Moreover, ?ff??tiv? motivator f??t?r? do n?t ?nl? l??d to j?b ??ti?f??ti?n, but ?l?? t? b?tt?r ??rf?rm?n?? ?t work. The m?tiv?t?r factors are:Challenging ?r ?timul?ting w?rkStatusOpportunity f?r ?dv?n??m?ntR????n?ibilit?S?n?? of personal gr?wth/j?b achievementA??uiring recognitionM?tiv?ti?n?l f??t?r? ?r? th??? th?t d??l with th? metric ?f ??ti?f??ti?n ?nd ?r? th??? f??t?r? that positively ??t f?r and ensures satisfaction ?r motivation ?v?r a stretch ?f tim?.These f??t?r? d? n?t deal with the m?tri? of di???ti?f??ti?n. The motivational f??t?r? ?r? those whi?h ?ll?w for in?r????d ??rf?rm?n?? of the ?m?l?????. Th??? f??t?r? ?r? more intrinsic in n?tur? whil? th? h?gi?n? factors ?r? more ?r l??? ?xtrin?i?.H? laid ?ut 6 im??rt?nt f??t?r? ?? m?tiv?ti?n?l f??t?r? ?nd in th?ir ?rd?r ?f im??rt?n??, th?? ?r? Achievements, Recognition, the Nature ?f th? w?rk, R????n?ibilit?, Advancement ?nd Gr?wth.An ?m?l???? if h? i? r???gniz?d b? let’s say employee ?f the ???r for the h?rd w?rk h? has put in, th?n that ?m?l???? him??lf will b? satisfied ?nd will be m?tiv?t?d.There ?r? num?r?u? f??t?r? whi?h can m?tiv?t? ?m?l????? ?? id?ntifi?d in thi? th??r?.Th? f??t?r? commonly ?b??rv?d that ???itiv?l? influence satisfaction called M?tiv?t?r? in?lud? w?rk n?tur?, r???gniti?n t? ?n?’? ??hi?v?m?nt, ?dv?n??m?nt opportunities, r????n?ibilit?, ??n?? ?f importance, ?nd inclusion in d??i?i?n-m?king process.F??T?R? F?R DISSATISFACTION â€" HYGIENEHygiene f??t?r? are th??? th?t n??d t? be ?ddr????d by a bu?in??? in such a way th?t they w?uld n?t r??ult t? th? ?m?l????’? un?l????nt ?x??ri?n??? and f??ling? ?t w?rk.Th? ??ti?f??ti?n ?f hygiene factors motivates ?m?l????? in their work. Th? h?gi?n? f??t?r? are:Wages, ??l?ri?? ?nd ?th?r financial r?mun?r?ti?nC?m??n? ??li?? and administrationQu?lit? ?f int?r??r??n?l r?l?ti?n?W?rking ??nditi?n?Feelings of job ???urit?Qu?lit? ?f supervisionHygiene factors referred t? those job f??t?r? th?t d??? n?t ???itiv?l? ?n?ur? satisfaction ?r motivation ?v?r a ?tr?t?h ?f tim?, but ?r? th??? f??t?r? wh?n ?b??nt causes di???ti?f??ti?n ?nd lowering ?f m?r?l?.These f??t?r? ?r? n?t ???itiv? actors ?ll?wing for increased motivation but are positive reasons wh? ?n employee should n?t b? di???ti?fi?d with hi? job. Th??? factors ?r? ?l?? known ?? Di???ti?fi?r? or Maintenance F??t?r? because ?f th? f??t that it dealt with th? metric ?f di???ti?f??ti?n.H? l?id d?wn six im??rt?nt hygiene f??t?r in t?rm? ?f it? im??rt?n?? ?? C?m??n? P?li??, Su??rvi?i?n, Relationship with the B???, Work C?nditi?n?, Salary ?nd R?l?ti?n?hi? with ???r?.For in?t?n??, if the bu?in??? h?d a very rigid ?nd un????mm?d?ting ??m??n? ??li?? it meant di???ti?f??ti?n wh?r??? a company policy fl?xibl? enough t? giv? br??thing space did n?t ??u?? di???ti?f??ti?n.Simil?rl?, ???ur? work ??nditi?n? meant no di???ti?f??ti?n and d?ng?r?u? and un??f? ?n?? m??nt di???ti?f??ti?n.Th?r? ?r? ????r?ntl? more r????n? ??u?ing di???ti?f??ti?n th?n ??ti?f??t i?n.F??t?r? ??mm?nl? observed th?t cause di???ti?f??ti?n ?? ??r the th??r? ?nd ?r? called Hygiene include unf?ir ??m??n? ??li?i??, r?l?ti?n?hi? with ?u??rvi??r, mi?r? management, ??m??n??ti?n, working ??nditi?n?, ???r ??t, j?b ???urit?, ?t?tu? etc. B?th f??t?r? ?r? independent ?f ???h otherIt ?h?uld b? n?t?d that ?? ??r th? tw?-f??t?r th??r?, ?b?v? ?t?t?d factors ?f ??ti?f??ti?n ?nd dissatisfaction ??t ind???nd?ntl? ?nd ?b??n?? ?f one d??? n?t lead t? th? ?r???n?? ?f ?n?th?r.For instance, the absence ?f r????n?ibilit? d??? n?t l??d to dissatisfaction; it i? just n?t a ?t?t? ?f ??ti?f??ti?n. And th? ?b??n?? ?f unf?ir company policies d??? n?t l??d t? ??ti?f??ti?n, it i? simply n?t b?ing di???ti?fi?d.C?mbin?ti?n? ?f M?tiv?t?r? and H?gi?n? factorsSimple combinations ?f M?tiv?t?r? ?nd H?gi?n? factors ??n produce a useful m?trix gauging motivation ?f ?n employee and ?ub???u?ntl? success f?r a firm.F?ll?wing is the ??t of th??? ????ibl? ??mbin?ti?n?:High Motivation ?nd High H?gi?n?: A? so unds, it i? ?n id?lli? ??mbin?ti?n, ?nd ?v?r??n? would want t? achieve this. From ?n organization ??r????tiv?, it r??ult? in high motivation and l?w complaints ?m?ng?t ?m?l?????.High M?tiv?ti?n ?nd L?w Hygiene: Employees ?r? significantly m?tiv?t?d but ?till pose num?r?u? complaints. F?r in?t?n??, consider a job whi?h i? ?h?ll?nging ?nd r?w?rding but policies ?nd work ??nditi?n? are n?t well ?????t?d.L?w M?tiv?ti?n and High Hygiene: In ?u?h ?itu?ti?n?, employees ?r? happy doing th?ir j?b, ??rning ??l?ri?? ?t th? end ?f the day but lack th? d??ir? t? t?k? initiatives ?nd m?rk a diff?r?n?? f?r th?ir ?rg?niz?ti?n. Th? job i? synonymous to a ??? check.L?w M?tiv?ti?n ?nd L?w Hygiene: W?r?t ???iti?n t? be in f?r any organization. This can b? ??m??r?d t? a sight ?f failing ?rg?niz?ti?n r?du?ing it? ?r???n?? ?nd ???r?ti?n?, while ?v?r? employee i? l??king out f?r ?r??ti??ll? no in??ntiv? t? w?rk.To ?umm?riz? the Tw?-f??t?r th??r?;Intrinsic ?r satisfiers (m?tiv?ti?n?l) f??t?r?, ?u?h as advan cement, r???gniti?n, responsibility, and achievement seem t? b? related t? j?b satisfaction.Dissatisfied r????nd?nt? t?nd?d t? ?it? extrinsic ?r h?gi?n? (m?int?n?n??) factors, ?u?h as ?u??rvi?i?n, ???, ??m??n? policies, ?nd w?rking conditions.The opposite ?f ??ti?f??ti?n i? n?t di???ti?f??ti?n.Removing dissatisfying ?h?r??t?ri?ti?? fr?m a j?b d??? n?t necessarily m?k? th? job ??ti?f?ing.Job ??ti?f??ti?n f??t?r? ?r? separate ?nd distinct from job di???ti?f??ti?n factors. M?n?g?r? wh? ?limin?t? job dissatisfaction f??t?r? may n?t n??????ril? bring about m?tiv?ti?n.When hygiene f??t?r? ?r? adequate, ????l? will n?t b? di???ti?fi?d; n?ith?r will th?? b? ??ti?fi?d. T? m?tiv?t? ????l?, ?m?h??iz? f??t?r? intrin?i??ll? r?w?rding that are ?????i?t?d with th? work itself ?r to outcomes dir??tl? d?riv?d fr?m it.LIMIT?TI?N? ?F HERZBERG’S TH??R? ?R? QUITE ??RI?U?S?m? of th? major limit?ti?n? ?f this theory ?r?:Thi? theory i? based ?n a ?m?ll ??m?l?. It i? risky and unwi?? t? d?riv? g?n?r?liz?t i?n? fr?m the conclusions ?f a limit?d r????r?h project.Th? research sample, which i? the basis ?f thi? th??r?; i? t?k?n from a ri?h ??untr?; whi?h i? n?t r??r???nt?tiv? ?f behaviour ?f people in ?ll countries. F?r example, m?n?? which is not a m?tiv?t?r in ri?h ??untri??; is a v?r? powerful motivator for ????l? ?f ???r ??untri??.In f??t, in th? interviewing t??hni?u?, m??t often, ????l? t?ll what interviewers lik? t? h??r r?th?r th?n wh?t th?? r??ll? f??l about various things.On? ?f th? m?int?n?n?? (?r h?gi?n?) factors m?nti?n?d b? H?rzb?rg is ??r??n? lif?. What m?n?g?m?nt ??n do ?b?ut th? personal life ?f an individu?l; is r??ll? subject t? ?ffi?i?l ??n?tr?int?, ?ut on m?n?g?r? b? th? ?rg?ni??ti?n.Th?r? is ?n element of ?v?rl???ing in Herzberg’s th??r?. For example, in the ??t?g?r? of m?tiv?ti?n?l f??t?r?, ‘advancement’ ?nd ‘????rtuniti?? for gr?wth’ ?lm??t convey th? same ??nn?t?ti?n.CRITICISM ?F HERZBERG’S TWO FACTOR THEORYH?rzb?rg’? th??r? h??, however, b??n ?riti ?iz?d by m?n? ?uth?r?. The criticism ?f the th??r? i? based ?n th? f?ll?wing ??int?.The f??t?r? l??ding t? ??ti?f??ti?n ?nd di???ti?f??ti?n ?r? not r??ll? different from each ?th?r. It h?? been ??nt?nd?d that ??hi?v?m?nt, recognition, ?nd responsibility ?r? im??rt?nt f?r b?th ??ti?f??ti?n and di???ti?f??ti?n, whil? such dim?n?i?n? ?? security, ??l?r?, ?nd working ??nditi?n? ?r? less im??rt?nt;Th? two f??t?r th??r? i? ?n ?v?r-?im?lifi??ti?n ?f the tru? r?l?ti?n?hi? between motivation and di???ti?f??ti?n. Several studies ?h?w?d th?t one f??t?r ??n ??u?? job ??ti?f??ti?n f?r one person ?nd job dissatisfaction f?r another.H?rzb?rg’? inference r?g?rding diff?r?n??? between satisfiers and m?tiv?t?r? ??nn?t b? completely ?????t?d. P???l? generally attribute the ??u??? of ??ti?f??ti?n t? their ?wn ??hi?v?m?nt?. But more likely th?? ?ttribut? their dissatisfaction to obstacles ?r???nt?d by company’s ??li?i?? ?r ?u??ri?r? than t? th?ir d?fi?i?n?i??.Though H?rzb?rg’? th??r? h?? m?t sever e criticism, it has ???t a n?w light ?n th? content ?f work m?tiv?ti?n. It h?? ??ntribut?d ?ub?t?nti?ll? t? M??l?w‘? id??? ?nd m?d? them m?r? ???li??bl? t? th? work situation. It has also ??ntribut?d t? j?b design technique ?r j?b enrichment.Regardless ?f criticisms, H?rzb?rg’? theory has b??n wid?l? read, and few m?n?g?r? are unfamiliar with hi? r???mm?nd?ti?n?.The ???ul?rit? ?f v?rti??ll? expanding j?b? to ?ll?w w?rk?r? gr??t?r responsibility ??n ?r?b?bl? be ?ttribut?d to H?rzb?rg’? finding?.Th? disadvantages are th?t H?rzb?rg? m?d?l i? m?r? ?f a g?n?r?liz?ti?n that m?? n?t b? appropriate to all gr?u?? of ?m?l????? ?r individuals within a group. H?rzb?rg b???d his theory on int?rvi?w? with accountants ?nd ?ngin??r?.Hi? findings ?r? not necessarily dir??tl? ???li??bl? t? v??tl? diff?r?nt ?m?l???? gr?u??. H?url? ?m?l????? may not b? ??rti?ul?rl? interested in j?b ?nl?rg?m?nt and ?nri?hm?nt, ?nd may b? m?r? m?tiv?t?d by increased pay.S?m? ?m?l????? m?? b? m?r? m?tiv?t?d b? fl?x ibl? work arrangements.Additi?n?ll?, too mu?h of a g??d thing can be b?d: giving an ?m?l???? r????n?ibilit? th?? ?r? n?t ?r???r?d for ??n b? overwhelming ?nd become a de-motivator.TH? ?DV?NT?G??Th? ?dv?nt?g?? ?f H?rzb?rg? th??r? i? in id?ntif?ing th?t there are factors that in general will m?tiv?t? ?nd d?-m?tiv?t? groups of ?m?l?????, ??m? of whi?h are in th? ??ntr?l of m?n?g?r? (lik? level of r????n?ibilit? ?nd w?rking conditions) and ??m? whi?h ?r? outside ?f th?ir ??ntr?l (lik? ??r??n?l lif?).H?rzb?rg? model ??n be u??d t? id?ntif? br??d issues th?t need to be ?ddr????d or mitig?t?d in general.F?r example, in an environment wh?r? employees are un?ur? ?f th?ir job security, m?n?g?r? ??n tr? to mitig?t? the d?-m?tiv?ting ?ff??t b? ?r?viding ???n ??mmuni??ti?n, ?nd b? reassuring ?m?l????? ?b?ut the situation.IN ??R????TIV?H?rzb?rg? ideas h?v? ?r?v?d v?r? dur?bl?. Hi? work ??n b? ???n in ??mm?n with th?t of Elt?n M??? (kn?wn f?r th? H?wth?rn? Ex??rim?nt?), ?f Abr?h?m Maslow (d?v?l?? ?r of the hi?r?r?h? ?f n??d?) ?nd ?f Douglas McGregor (?r??t?r ?f Theory X ?nd Th??r? Y) ?? a r???ti?n t? F W T??l?r? Scientific M?n?g?m?nt th??ri??.These last f??u??d ?n t??hni?u?? whi?h ??uld b? u??d to m?ximi?? th? ?r?du?tivit? ?f m?nu?l workers and ?n th? separation of mental ?nd ?h??i??l w?rk b?tw??n m?n?g?m?nt ?nd workers.In ??ntr??t, H?rzb?rg ?nd hi? ??nt?m??r?ri?? b?li?v?d that w?rk?r? wanted th? ????rtunit? t? f??l part ?f a t??m and to grow ?nd d?v?l??.Although Herzbergs th??r? i? n?t highl? r?g?rd?d by ????h?l?gi?t? t?d??, managers h?v? f?und in it u??ful guidelines for action. Its b??i? tenets ?r? ???? t? und?r?t?nd ?nd ??n be applied t? ?ll t???? of ?rg?ni??ti?n.Furth?rm?r?, it appears t? ?u???rt th? ???iti?n ?nd influ?n?? ?f m?n?g?m?nt. It has b??n n?t?d th?t links b?tw??n m?tiv?ti?n ?nd ?r?du?tivit? are beyond the scope of Herzberg’s w?rk, and th? usefulness of motivating f??t?r? from th? ??r????tiv? ?f management may d???nd upon proving thi? r?l?ti?n?hi?, as other ?uth?r? h?v? tri?d t? d?.Th? theorys impact h?? been seen on r?w?rd systems, fir?tl? in a move away from ???m?nt-b?-r??ult? systems ?nd today in th? gr?wing ?r???rti?n of ??f?t?ri? b?n?fit? ??h?m??, whi?h ?ll?w individual employees to ?h???? the fring? b?n?fit? whi?h best ?uit th?m.Job ?nri?hm?nt w?? more th??ri??d about than ?ut int? ?r??ti??. Many schemes whi?h w?r? tri?d r??ult?d only in cosmetic changes or led t? d?m?nd? f?r in?r????d w?rk?r control ?nd w?r? therefore t?rmin?t?d.N?w?d??? th? ??n???t is m?r? ?n? of people enrichment, although thi? ?till ?w?? much to Herzbergs original w?rk.Hi? gr??t??t contribution h?? b??n th? knowledge th?t motivation ??m?? fr?m within th? individu?l; it ??nn?t b? im????d b? ?n organisation ????rding t? ??m? formula.M?n? ?f t?d??? tr?nd? ??r??r m?n?g?m?nt, ??lf-m?n?g?d learning, and ?m??w?rm?nt h?v? a b??i? in H?rzb?rg? in?ight?.

Undercover Ethical Dilemmas - Free Essay Example

Sample details Pages: 6 Words: 1702 Downloads: 1 Date added: 2019/05/15 Category Society Essay Level High school Topics: Ethical Dilemma Essay Did you like this example? Undercover Ethical Dilemmas Abstract When an officer goes on an undercover assignment, it is more psychological for the officer than anything else. Undercover assignments can cause havoc on the officers marriage, family relationships and even on his self. When officers go deep undercover for long periods of time, it sometimes can cause them to go rogue and become on the other side of the law. Don’t waste time! Our writers will create an original "Undercover Ethical Dilemmas" essay for you Create order There are certain rules and regulations that officers have to follow while undercover, this paper will discuss these rules and regulations of being undercover as well as reviewing all the ethical dilemmas the two undercover officers faced while on assignment. Also, how a new supervisor could prevent that type of behavior with future undercover officers will also be discussed in this paper. It is so essential for someone that goes on undercover, to not get lost while on assignment. The focus is essential; they cannot lose focus. It may be exciting for some but some; it could lead them on a road of continuous unethical decision making. Introduction On many occasions, undercover officers are forced to be away from their family and friends for long periods of time. It can reek havoc on that family relationship because some officers attitudes change as well as their absence from the home. If they have children, it makes it that much worse. It is necessary for officers who go undercover always to follow the rules and regulations to avoid falling on the other side of the law and going rogue. If the officer does not follow the rules and regulations exactly, it is easy for them to get caught up in illegal activities. Undercover officers face ethical dilemmas all the time; it is up to them to make the right decision over the wrong one. If the officer makes the wrong decision, it can not only put them and the rest of the teams lives in danger, but it could also cost them their career and land them potentially behind bars with the same criminals they put behind those same bars. Rules and Regulations of Undercover Assignments There are not many rules that are known to the public for the simple reason of not allowing the public to weed out those who are undercover. However, there is a two-drink maximum rule in place where officers are only allowed to consume two alcoholic drinks per night while undercover. However, while permitting specific illegal behavior on behalf of the police who are undercover, the public will lose trust in the police for the simple fact the police were allowed to legally break the law when if the people of the community did the same thing, they would be arrested and charged with no questions asked. Having public trust and moral authority is essential for the police in a democratic society (Joh, 2009). It is allowing the officers to be free of following the basic rule of law principles that are set in place. Every state has their own set of undercover rules and regulations, and they may differ from state to state. However, for the state of Oregan, the covert operations are explained in detail of what is and is not allowed while conducting an undercover investigation (0640.95 Undercover Safety and Operation Procedures | 0600 Field Operations | The City of Portland, Oregon, 2018). Officers who work undercover could work the assignment alone or with two or more team members. The most crucial thing for an officer to remember is never to have any clothing or items that are visible to the naked eyes that would reveal theyre true identity. So this would include, their badge, uniform, holster, anything that would be recognized as a police uniform (0640.95 Undercover Safety and Operation Procedures, 2018). In Portland, there are a few different rules that must be followed by the officers going undercover. A few of those rules include: The officer cannot consume any controlled substances. If a situation arises that the officer is being forced to use, they should refuse. However, if the suspect pushes more, the officer should take their self out of the situation and terminate the assignment. Another rule is for the officer always to be armed no matter where they are at (0640.95 Undercover Safety and Operation Procedures, 2018). Also, officers should not drink alcohol when on assignment, however, if the situation arises that they must they should refrain from drinking in excess. Nevertheless, if alcohol was consumed, then the officer should report it immediately and cannot participate in any police activity until the effects of the alcohol have worn off (0640.95 Undercover Safety and Operation Procedures, 2018). The Ethical Dilemmas Officers Face In the scenario, both officers made numerous unethical decisions that could have cost them both their career or even their life. When the officers get caught by their superiors of committing police misconduct, and they see no punishment for their actions, then it leaves the officer to continue their behavior and sometimes even escalate their behavior. For example, the more experienced officer, Tony, consumed many drinks, bought cigarettes and even played pool on the contingency funds. He also has purchased Marijuana with the same funds. Tonys informant even gets paid fifty dollars from the funds needed for the investigation. However, when Tony seess the informant, he not only kisses her but also grabs her behind and makes an offensive statement to her. This is not necessary to keep his cover. He sounds like a jerk especially since he does not like to work as a team. He prefers to work alone. Even though Tony logged the expenses into the book does not mean all that he logged was accur ate. When he paid the informant the fifty dollars, the receipt was not witnessed by Johnny until the next day. He was asked to witness the receipt of the transaction between Tony and his informant, but he lied because he was not there when the transaction occurred so he can not say for sure where that fifty dollars went. Over the past three years, Johnny has many accomplishments but also has had to face the consequences relating to a traffic accident while using an undercover car, being late as well as using inappropriate language and turning his reports in late. Noticeably, the more Johnny is around Tony, the more he is becoming just like him. He is disregarding his job, his family and other outside commitments. They both ditch work and go to the bar and drink until their shift ends. So now they are driving home intoxicated. Johnny has become just like Tony in regards to not being a team player. Tony has negatively influenced Johnny. Instead of showing him the right way to do things, he showed him the way he does things. However, by doing this, Johnny is now lying to his wife about his whereabouts as well as drinking excessively on the job which entails driving intoxicated. Coming in all hours of the night when he was not working or way after his shift ended. This is not the type of behavior of an o fficer, whether uniformed or undercover, should act. Johnny even using his unmarked car for pleasure without asking or notifying his superior. Preventing the Same Behavior in the Future When a new supervisor comes into the department, they should have an idea of how they want their unit ran. No matter how long any of the officers have been there, it is the supervisors job to make sure things are running efficiently as well as avoiding any misconduct from their officers (Dwyer, 2008). There is a set of code of ethics that is separate from the formalized rules and regulations. The supervisor should take the code of ethics and print them on a card for each officer. A small card they can carry around with them at all times, in their wallet or pocket. Every time they put they hand in their pocket; they will feel the card and glance at it. The problem with many departments, is some of the officers do not give the code of ethics a second thought (Dwyer, 2008). When these code of ethics have been violated by an officer, the consequence should be enforced and not pushed under the rug. The example should be made of these officers because then the newer officers will get the idea that the supervisor nor the department is something to take lightly. Control their officers behavior as they see fit is essential when trying to accomplish the agencys service goals and mission. Having the courts back the departments is also necessary. Rarely, officers who have made attempts to persuade the courts to make the departments relax the dictates has been deterred (Dwyer, 2008). It is so important to have a department that has stability, and once the balance is shaken, the officer who is trying to go against it should be handled right then and there. There should not be a chance after chance because all that tell the officers is that its okay do not do it again, in which they do (Dwyer, 2008). Conclusion Every officer, whether in uniform or undercover, should have a code of ethics they follow. Most people are raised up with morals, and some carry those morals as they grow up, but some forget those morals after they leave home. Not only should a person have their own set of ethics to follow but also they should follow their departments code of ethics. If more officers were reprimanded for violating any of the code of ethics set by their department, then maybe there would be less misconduct within the criminal justice system. There is no officer better than the other. Being on the police force means having a team of officers, not a solo officer who feels they can take on the world by their self. When the officers have that mentality, they sometimes end up on the other side of the law. References 0640.95 Undercover Safety and Operation Procedures | 0600 Field Operations | The City of Portland, Oregon. (2018). Retrieved from https://www.portlandoregon.gov/police/article/529154 Dwyer, T. (2008). Codes of ethics and officer discipline. Retrieved from https://www.policeone.com/legal/articles/1743985-Codes-of-ethics-and-officer-discipline/ Joh, E. (2009). Breaking the Law to Enforce it: Undercover Police Participation in Crime. Stanford Law Review, 62.

Short Article Reveals the Undeniable Facts About Sat Essay Samples Godman and How It Can Affect You

Short Article Reveals the Undeniable Facts About Sat Essay Samples Godman and How It Can Affect You The studying sections are made to test reading comprehension, and are extremely similar. Reading process can be finished in lots of ways, and every one of them has its benefits. When you go back do a more sophisticated reading of the post, sure to keep a look out for argument-building procedures and to attempt to stay objective. Always try to remain objective once you return to a more comprehensive reading of your article. In either instance, you'll want to make certain you get a great idea of how the passage is laid out before you do a thorough pass through it. For the reason, you've got to make sure that you find out the method by which the passage is presented before going too deep in the specifics. You must go through the passage several times to make certain you understand it correctly. You'll probably wind up reading through parts of the passage multiple times to make certain to fully understand it. What You Can Do About Sat Essay Samples Godman Starting in the Next Five Minutes Test prep books and internet sites will give lots of problems to practice, but should you discover that you don't understand why you're getting the incorrect answers, you might need to go for additional math tutoring or employment by means of a math course at home. Be certain and mark the questions you skipped so you can easily spot them when you could be prepared to tackle them. Taking away the exam element is intended to draw in more diverse and economically challenged students. Answer the simple questions first. Type of Sat Essay Samples Godman The essay must include a prompt so you can see what it requires to adhere to the prompt. There should be a proper sequence for the SAT essay, keep in mind that it should be divided into several paragraphs where each should be structured in accordance with the importance. It gives you an opportunity to show how effective ly you can read and comprehend a passage and write an essay analyzing the passage. It must be organized into paragraphs. Of course, when you're in a position to write a few relevant paragraphs without making repetitions. A balance of science and problem solving questions provide a sound evaluation of a students overall ability resulting in medical and skilled success. For the remaining ten questions, you will need to discover answers by yourself. A lot of students discover that it's simpler to write body paragraphs initially, and just then compose an introduction. The Argument About Sat Essay Samples Godman Be certain to join my free SAT mailing list prior to going! Factual evidence may also be in the shape of non-numerical details. Don't forget, the new SAT uses articles from all types of publications. Because you may read articles from identical sources the SAT gets material from. One of the very first things to do in order to college is applying. You may be taken ab ack at how frequently students receive their professor's name wrong. If at all possible, students would likewise ask the individuals if they'd be ready to compose a more specific letter at a subsequent date, but having the overall letter is a good starting point, and can come in rather handy. Teach students to read a number of writing prompts. The very last thing you would like is to need to retake the full exam, or, worse yet, not have the ability to apply to a specific college, simply because you took the exam without the essay. A standard question regarding SAT scores is whether the entire mess can be prevented by skipping the essay. The essay score isn't a portion of the 400-1600 score. Your essay rating will appear on every score report you send to colleges, irrespective of whether the school demands an essay. The key for an ideal score on the SAT essay is to utilize your time wisely and remain centered on the job. There's no composite SAT Essay score (the 3 scores aren't added together) and there are not any percentiles. SAT is taken by high school students who want to pursue higher education in the United States. A superb ACT or SAT score is something which you will need to go accepted to the university of your choice, and even more to the point, to find scholarship money. High SAT scores will boost your likelihood of securing admission. A good SAT score is going to be an effective weapon in your arsenal when you'll be applying to a great college. The Bad Secret of Sat Essay Samples Godman Each argument needs to be stated in another paragraph starting from the strongest one. The question isn't really seeking your opinion. The nature of the speech concentrated on the war in Vietnam. Your very first answer is most likely the correct one.

Qweasss Free Essays

We can put too much weight on anecdotal information and data picked up by chance, which is easily retrieved from memory. B. We may disregard information that does not fit our preconceptions. We will write a custom essay sample on Qweasss or any similar topic only for you Order Now We may attribute a result to a cause when in fact it may be a random effect. Question 2 For a manager who finds their decision making process, which has already consumed considerable time and energy, going wrong, the best advice is: Selected Answer: Stop, discard the current method, and begin again using a new method. Question 3 Which of the following are TRUE statements about quasi-rationality? The perception of cues may be more or less analytical or intuitive depending on the nature of the task for Judgment and its complexity. According to Brother’s study (1986), the quasi-rationality of perception means that the same Judge often finds it difficult to explain the process to others and to reproduce the same Judgment consistently. Influences on quasi-rational Judgment are, framing effects, overconfidence, irrelevant learning, cognitive dissonance, sunk costs, stress, influence from others and personality. Question 4 Which of the following factors are most likely to bias an individual’s selection of cues? Data availability. Personal preferences. Personal values. Question 5 Which of the following statements are False? The utility of money is independent of differing farming effects or continuum contexts. D. Managers tend to operate in analytical thinking mode at the extreme of the defined under quasi-rationality. Perception of cues is singular in nature, and each cue is processed independently. Question 6 Experienced managers are not necessarily likely to make better Judgments in an unfamiliar than new managers. True Question 7 Which of the following statements is least true? As a person’s experience as a manager increases, their Judgment in both familiar and unfamiliar situations significantly improves. Question 8 Rationality is only a question of whether a choice is in line with a person’s beliefs and preferences and not a question of what sort of preferences and beliefs that person holds. False Question 9 Which two of the following personality characteristics are NOT likely to contribute to making good decisions? External locus of control. How to cite Qweasss, Papers

INTRODUCTION Essays (2471 words) - Fast Food, Types Of Restaurants

INTRODUCTION: McDonald's Corporation is the world's leading food service organization. The corporation started out as a small drive-through in 1948 by two brothers, Dick and Mac McDonald. Raymond Albert Kroc, a salesman, saw a great opportunity in this market and advised Dick and Mac to expand their operation and open new restaurants. In 1961 Kroc bought out the McDonald brothers. By 1967 McDonalds expanded its operations to countries outside the U.S.A. This unyielding expansion led the Corporation to open 23,000 McDonald's restaurants in 110 countries in 1994, producing $3.4 bn in annual revenues. In addition, McDonald's opens a new restaurant every three hours. Also, McDonald's has twice the market share of its closest U.S. competitor, Burger King, representing 7% of total U.S. eating-out sales. Similarly, McDonald's serves about 1% of the world's population on any given day through its 23,000 restaurants internationally. Big Mac, the world's most sold hamburger was developed by Jim Delligutti in 1967 to feed construction workers. 'Big Mac' is the biggest attraction and backbone of the corporation. Moreover, McDonald's maintains its competitive advantage by constantly creating new items to add onto its menu. This shows us that McDonald's practices an analyzer type of strategy, introducing new items and defending its existing ones. McDONALD'S MISSION AND VISION: We serve people with good quality food, fast and at low cost. McDonald's vision is to dominate the global food-service industry. Global dominance means setting the performance standard for customer satisfaction and increases market share and profitability through successfully implementing our convenience, value and execution strategies. THESIS STATEMENT: To have a clear picture of McDonald's corporation we need to look at its Task Environment, which includes its: .Customers .Competitors .Strategic Allies .Suppliers .Regulators We shall also explore McDonald's Workforce Diversity and its Total Quality Management. CUSTOMERS: Customers are those who pay money to acquire an organization's goods or services. For many years McDonald's mostly targeted the young people, however this has changed in this decade; McDonald's has turned towards a more general market. By doing this McDonald's concentrates on the family, targeting a diverse market which includes consumers ranging from children to elderly people, using products such as the happy Meal for children and Egg McMuffin for the elderly. McDonald's also realized the changing world we live in and the need for healthier food, since there is an ever changing demographic group, who demand fast, top quality food that is low in calories. McDonald's responded to this opportunity and introduced a new and innovative product. This new product was a regular hamburger that tasted like the real thing but was made of plant material like Soya beans. This same product also targets another demographic group, vegetarians. McDonald's mostly uses psychographic segmentation targeting the working and middle classes. These are the people that are more susceptible to enter a fast food restaurant, since these are the people that lead a fast moving life and thus require a fast meal. In brief McDonald's customers are of all classes, but largely working and middle classes, and people of all ages. COMPETITORS: A competitor is an organization that competes with other organizations for resources. In our findings, McDonald's has two types of competitors in the Lebanese market: ..Indirect ..Direct Indirect Competitors: Indirect refers to firms producing one or two products that compete with McDonald's products and therefore be a threat to the company. We have identified four indirect competitors: Henry J. Beans, T.G.I. Friday, K. F. C. and Popeye's. Henry J. Beans offers hamburgers and fries on its menu, therefore competing with McDonalds for customers of these products. However, Henry J. Beans also known as Hank's is a more of a bar restaurant and therefore a hang out place, as a result charging more money for its products. Hank's targets middle to upper class customers, so where most of these customers overlap are in the middle class. T.G.I Friday is another indirect competitor reflecting the same characteristics as Henry J. Beans. Other indirect competitors are K. F. C. and Popeye's, both competing for the chicken nuggets and fries customers. In brief, Hank's and T.G.I. Friday's competes with McDonald's by offering hamburgers and fries, whereas K. F. C. and Popeye's compete with McDonald's by offering chicken nuggets and fries. Direct Competitors: Direct competitors refers to firms producing the same products or services as McDonald's does. Here we found that McDonald's has three direct competitors: Burger King, Wendy's and