Sample of Cdr Templet free essay sample

Objective Seeking a professional position in the field of electrical power engineering utilizing my technical and commercial experience and interpersonal skills, I prefer working in an innovative environment with possibility of further career development. Education University degree: Bachelor of science, Electrical power and machines section, Ain Shams University, June 1999 Overall grade: Good Project grade: Distinction Position: 17th of the successful students totalling (231) Current job since December 2004 Working for XXXXXXXX- DUBAI UAE as a senior projects engineer in the project Management Department, covering Gulf countries (UAE, Kuwait, Qatar, Oman and Bahrain). Where my achievements and accountabilities are: ? Participated in establishment and development of the projects department (consultation business) in Schneider Electric Gulf. Prepared technical and commercial offers for the projects (MV, LV and packages) in different market segments. ? Strongly provided technical and commercial support to Schneider’s sales force in Gulf countries and to our agents to facilitate optimum positioning of Schneider Electric‘s offer in their Markets. We will write a custom essay sample on Sample of Cdr Templet or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page ? Developed the technical tender response, in cooperation with the sales team, taking into consideration the customer needs, and managed to optimise the proposals in terms of competitive positioning to the customer which lead to profitability to the company. Followed up the contracts closely on regular basis to ensure registered margin, to meet contractual deadlines and to ensure delivery of correct equipment in accordance to customer’s requirements in time. ? Conducted and developed excellent relations with the customers. ? February 2004 – November 2004 Working for xxxxxxx (Industrial Solutions and Services ) as a projects engineer , (CLIENT : BECHTEL Houston) in the LNG project ( liquefaction of Natural gas) ,and my accountabilities and achievements were: ? Responsible for all Bechtel’s automation tools (Setroute software and 3D Model) to achieve full co-ordination and compliance with Bechtel’s requirements as well as their reporting systems. ? Succeeded to propose optimal means to reduce equipment (materials and tools) and productivity costs. ? Provided technical support to all departments involved in the construction cycle to achieve customer satisfaction, also handling all customer’s modifications and reporting their relevant cost and delay impacts. Managed to provide solutions (drawings, BOQ, calculation notes, reports) for all electrical systems as electrical raceways, cables, lighting, earthing and switchgears. Experience This Free CDR Template is brought to your courtesy of gettingdownunder. com – Free Australian Immigration advice and resources for those looking to make the move down under. August 2001 to February 2004 Working for xxxxxx as a senior projects engineer in the project Management Departme nt, in the Industry, oil and gas and export Sectors (Gulf countries and East Mediterranean and south America). Where my achievements and accountabilities are ? ? ? ? ? ? Prepared technical and commercial offers for the projects in the industry, oil and gas market Segment as well as for all export jobs. Provided technical and commercial support to Schneider’s sales offices in Gulf and East Med. and to our agents to facilitate optimum positioning of Schneider Electric Egypt’s offer in their Markets. Prepared strong competing promotional and pre-qualifications files in order to penetrate new markets and to be added to suppliers lists for the huge companies in the oil and gas field in the Gulf. Responsible for achieving the annual sales budget (order intake) for the export accounts. Followed up the contracts closely on regular basis to meet contractual deadlines and to ensure delivery of correct equipment in accordance to customer’s requirements in time. Identified discrepancies between registered and actual margins, rationalized causes, and proposed improvements in the contractual process. Promoted and used standard solutions studied by the technical department to reduce production time and cost ? 12th of September 1999 to 1st of August 2001 Working for xxxxxxx as a design engineer in the design and standardisation Department where my achievements were: ? Designed Medium voltage, low voltage, power factor correction switchgears and Motor control centres (MCCs) ? Contributed to the development of optimal and economical solutions in the offer and order stage of different projects to comply with the requirements of the customer and to the international norms and standards. ? Studied and designed contracts requiring high technical knowledge to produce documents (drawings, bill of materials, calculation notes, studies and manuals) needed for the customer as well as for the manufacturing cycle. Succeeded to propose optimal means to reduce equipment and productivity costs. ? Provided technical support to all departments involved in the industrial cycle to achieve customer satisfaction. ? Managed to provide standard solutions (drawings, BOQ, programs) to be used by the company for future contracts completion. ? Resolved the non-conformities. Technical training Summer 1998 At Landis Staefa (Petrokima): included training on electrical panels m anufacturing Landis Staefa controls, and participated in some running tenders (The Meredian extension project). h th ? 15 of March to 15 of June 2000: Participated in the NRTP training program at Schneider Electric Egypt: Included training in different departments (technical office, Project Management, procurement, Quality control Department, the L. V. M. V. workshops, the sales division). ? ? This Free CDR Template is brought to your courtesy of gettingdownunder. com – Free Australian Immigration advice and resources for those looking to make the move down under. Software skills Microsoft office including Excel, Word, Access and power point. Haendel (Schneider’s professional drawing program). Worked intensively on professional softwares used in programming Modicon PLCs and Schneider’s microprocessor based digital multifunctional relays (Sepam range) ? ? ? ? Arabic: mother tongue English: fluent French: Fair Spoken Languages Other courses Interpersonal and soft skills as Communication skills, problem solving and decision making, negotiation skills, trainings were given by PSDP European Management Centre, held in 2001 2003. Skills and affiliations References Personal data ? Practicing sports, traveling and reading. ? References are available upon request ? ? ? ? ? Full name: xxxxx xxxxx Date of Birth: xxxxxxxx Nationality: xxxxxxxxx Marital status: Single Military Service: exempted This Free CDR Template is brought to your courtesy of gettingdownunder. com – Free Australian Immigration advice and resources for those looking to make the move down under. Career Episode -1 Duration : Name of employer: Designation: From October 1999 to July 2001 xxxxxx , EGYPT Electrical Design Engineer/ Project Engineer INTRODUCTION xxxxxx Egypt. s one of the best-known multinational companies and a market leader in the field of electrical equipment. The core business undertaken by the company are Electrical Engineering projects, including manufacturing, supplying, installation, commissioning and testing of electrical equipment, low voltage and medium voltage equipment, as well as control systems. 1. 1 I had the opportunity to join xxxxxx right after my graduation a s an Electrical Engineer. I had already completed the 5year full-time course in Bachelor of Electrical Engineering in Ain Shams University. The first year of the course included some papers in Mathematics, and also provided a basic knowledge of physical sciences underpinning Engineering, mechanics, and chemistry. It also provided an overview of other disciplined of Engineering. The later years concentrated more particularly on the various aspects of Electrical Engineering. Of special interest to were some papers on Electrical Machines (I and II). Included in this was the design of various Electrical machines such as Motors, Generators etc. We had to design the shaft and rotor, calculate Input and Output values, losses, and so on for the machinery. I joined xxxxxx in 1999, which is one of the market leaders in electrical switchgear manufacturing. Initially I participated in a three month training called NRTP (New Recruits’ Training Program) during which I worked with different departments (sales, project management, design office, logistics, the workshop, and the site services) to have an indepth understanding of the nature of the work undertaken by the company. On the completion of my training period, I started my responsibilities as an Electrical Design Engineer and joined the company as a permanent employee. . 2 My main responsibilities were to design, issue bill of materials and drawings for low voltage and medium voltage switchgears as well as motor control centers (MCCs), and power factor correction for projects in all market segments. 1. 3 I will detail below one of the particular tasks I was in charge of as a design engineer. It was to standardize the use of electronic motor starters (soft starters) instead of co nventional star delta starter as a starting method for squirrel cage induction motors. 1. General information regarding the project: In general, the commonly used methods of motor starting are the following: direct on line starting, star delta starting, autotransformer starters. These are the conventional methods of motor starting which depend on contactors, bi-metallic thermal overload relays†¦etc. However, electronic starters, known as ‘soft starters’, with variable speed drives using power electronics technology are rapidly replacing the old conventional starters due to various advantages to the user as well as the ease in installation. The Objective of the project were: This Free CDR Template is brought to your courtesy of gettingdownunder. com – Free Australian Immigration advice and resources for those looking to make the move down under. ? ? ? ? Promote the soft starter product of xxxx – (Brand name is Telemecanique). Cost reduction of motor starters of small ratings up to 15 KW. Price reduction of the MCC panels (motor control centers) which are composed of these starters. Standardize the schematic/control drawings and bill of materials to reduce time and cost of design. 1. In addition to the three months training, I had another 3 days technical specialized training on soft starters conducted by the Product manager, I also carried out an in-depth study of all the relevant catalogues and technical documents. I was well prepared to take on the full responsibility for the assigned project. My job mainly involved the following: ? Prepare standard detailed material list (BOQ) for every standard motor r ating to include all the required components with their proper quantities and part Numbers (such as the Circuit breaker, soft starter, terminal blocks, selector switch and auxiliary control relays†¦Ã¢â‚¬ ¦etc). Design the schematic (control circuit) where I followed the concept of value engineering which involves providing necessary functions at lowest cost, and the identification and elimination of unnecessary costs. and I prepared the complete drawing for each motor rating. Calculate the cost saving in each motor rating by comparing the prices of the conventional starter components with the electronic motor starter components. Calculate the accurate space required for each motor starter in the panel for both cases (conventional and electronic). ? ? 1. 6 In 3 weeks time the initial study was complete, and I had the complete file ready including all the Bill of quantities and drawings to be used by all the designers in their different projects. 1. 7 As shown by the study, we achieved 13% cost saving as a result of using these starters, however we had two more challenges ahead, first to increase awareness of the consultants and end-users regarding the advantages of using the electronic start ers, and secondly to further increase the cost saving by 2 or 3 % more. . 8 I started collecting data from the marketing department regarding the approximate quantities of starters required annually, market price and details of main competitors. Based on these data, I started negotiation with our soft starter supplier in France trying to get the best transfer prices. 1. 9 In few months time I was able to get our first order for MCCs including soft starters, after several technical/commercial discussions with the consultant. It was for a pharmaceutical Co. During the execution of the job, I was responsible for following up the process in the workshop to ensure we are meeting the project requirements and IEC international standards. I instructed the technicians regarding all the required precautions and installation recommendations before they started the assembly. Assembly is carried out as per the following steps: This Free CDR Template is brought to your courtesy of gettingdownunder. com – Free Australian Immigration advice and resources for those looking to make the move down under. ) The switchgear enclosure assembly b) Installing the main horizontal bus bars c) Then the vertical bus bars. d) Fixing the metal sheet mounting plates. e) Fixing the functional units circuit breakers. f) Fixing the motor starters (soft starters). After the switchgear manufacturing was finished, I followed up the final quality control. I had to ensure compliance to the standards and specifications by: ? ? ? ? ? Visual inspection of the switchgear Checking the compliance with the shop drawings. Mechanical checking. Checking the wiring. Testing the sequence of operation (control circuits). I also attended the customer inspection in our factory. 1. 10 As the second phase of the project, I started coordinating with the logistics department to create all the data of the components on their system, including the part numbers, full technical description, transfer prices, and also to forecast annual consumption so that we can build effective stock, as per the forecasted requirements. 1. 11 I always ensure that the technical specifications were met and the technical data sheets were well prepared. By this technique cost over-runs can be eliminated and the smooth progress of work can be ensured. 1. 12 As the number of orders with soft starters started to increase, it became necessary to provide training to all the designers. I conducted technical training sessions for the staff of the design office. As a result, the technical competency within our design team increased, and they became totally autonomous. 1. 13 We were able to achieve a high competency level internally in terms of designing, costing and logistics. I also provided technical support to the product manager and the sales force in the early bidding stages of the projects. Our team work was highly successful. Working on such a project was beneficial for me as I learnt a lot in terms of dealing with other departments, consultants and various major clients. I was able to overcome numerous problems arising on site. Solving the problems gave a boost to my managerial and technical skills in all aspects of designing, planning and execution of large projects. Working with this organisation This Free CDR Template is brought to your courtesy of gettingdownunder. com – Free Australian Immigration advice and resources for those looking to make the move down under. was an extremely rich experience for my career , I was able to understand Electrical Engineering in depth, and to apply what I had learnt in the work environment. Career Episode 2 Supply and commissioning of Electrical Engineering package for Gas production plant Name of employer: Duration: Designation: xxxxxxx, EGYPT FROM AUGUST 2001 TILL FEB 2004 Senior Project Engineer (Electrical) INTRODUCTION After working for almost two years in the design office in xxxx, I was selected to join the Project Management/ Operations Department in the designation of Senior Project Engineer. By this promotion , I was moving up in my career in Schneider Electric. The qualifications required for joining the Project Management Department included a minimum of 2 years of technical experience, and excellent communication and interpersonal skills since the nature of the job requires full interaction and coordination with all the internal departments, suppliers, clients and consultants. I joined the Project Management Department in August 2001, working mainly in the oil and gas, and export sectors. 2. 1 As described above it is a technical-commercial position. Since I already had good technical experience, I only had to enhance and strengthen my commercial / managerial capabilities. I was trained for one month on the different quotation tools, and financial aspects such as Letter of Credit, bank guarantees, logistics and incoterms. I also underwent some training courses to improve communication skills, negotiation skills, time management and problem solving capability. . 2 After one month’s training, I was quite ready and capable to take on my new challenge as a Project manager in the oil and gas market segment as well as for the export projects. In fact, the oil and gas sector is the most critical among all other market segments, since the oil and gas clients are all major international EPCs (Engineering, procurement and construction) including Bechtel, KBR, Technip. The nature of the oil and gas projects are of high technical specifications with strong safety and reliability requirements. 2. xxxxxx was invited for bidding in a major project for the supply of the complete electrical package. It was a targeted project for Schneider Electric, and we were very much interested in getting this prestigious project. 2. 4 I was appointed to handle this project in the tendering stage, and also in the order stage( in case of the project being awarded to our organization). This Free CDR Template is brought to your courtesy of gettingdownunder. com – Free Australian Immigration advice and resources for those looking to make the move down under. 2. General information on the project: The project was called Scarab Saffron development project for gas production, it was located in Idco – Alexandria – Egypt. The client was a consortium between ENPPI and Bechtel UK. The scope of the electrical package included supply, testing and co mmissioning of 3. 3KV Medium voltage switchgear, power transformers, Low voltage main distribution switchgears 4000A, LV MCCs (motor control centres), DC system (batteries and battery chargers), Bus duct, UPS and SCADA system (electrical distribution supervisory system), relay co-ordination and short circuit calculation studies. . 6 My main responsibility was divided into two main phases 1. Tendering phase: ? Study in depth the enquiry documents (technical and commercial). ? Finalize any clarifications on the tender documents with customer ? Prepare complete technical and commercial offer 2. Project Execution: ? Final negotiation of order commercial conditions. ? Contract review and acknowledgment ? Following up the project execution to meet the contractual obligations. ? Ensure achieving the registered gross margin and profitability for the company. Ensure high quality service for the customer and meeting the whole project schedule (the whole gas plant) and coordinating with differ ent suppliers in the project and with mechanical scope of the project. 2. 7 The main problem I was facing was that to remain competitive and win the contact for the project, and at the same time to fully comply with the specifications, keeping high quality in terms of reliability and safety (which can by no means be compromised in oil and gas industry). My only solution was the value engineering, exploring different alternatives to achieve required functions through the most cost effective ways. I started studying tender documents in details and clarified any vague points. Part of the ‘scope of work’ can be manufactured in our factory, and some equipment had to be sourced from different suppliers. I sent the request for quotations to the different suppliers, I evaluated their offers in co-ordination with our design engineers, held meetings with the suppliers to discuss their proposals and to try to optimize their offers. 2. I collected all the information on previous (similar) tenders, particularly regarding the prices of other competitors, and the main technical requirements. 2. 9 As a result, I was in a better position to set target prices for suppliers. 2. 10 Finally in 6 weeks time, and before the bidding closing date I was able, with the coordination of the design office and the sales department, to integrate a com petitive compliant technical and commercial offer for the complete electrical package. It was then reviewed and accepted by the top management prior to submitting the proposal. 2. 1 Proposals for all bidders went through technical evaluation by the client, and after three rounds of technical clarifications which took almost 2 months time, we were short listed as a technically successful bidder. 2. 12 During the technical evaluation rounds, we used one strong technical advantage in our offer which led to better positioning of our offer. This was the use of low voltage motor starters with coordination type 2. This Free CDR Template is brought to your courtesy of gettingdownunder. com – Free Australian Immigration advice and resources for those looking to make the move down under. As per IEC standards, motor starters are classified into co-ordination type 1 and 2, They both protect people and property, however in co-ordination type 1 starter , when an electrical fault occurs due to a short circuit, the starter components have to be checked, and the circuit breaker or the contactors due to contacts welding has to be changed. In this case highly qualified maintenance staff are required. This also disrupts the continuity of service, which is very crucial in oil and gas industry, as time is needed to replace the defected components and put the starter into service again. While in co-ordination type 2, after an electrical fault occurs, the starter can be put into service again without changing any components, only slight welding of contacts might be required. Inmost cases, the fault can be easily cleared by switching on and off the contactor few times. The basic idea behind co-ordination type 2 starters is selecting an oversized contactor, and the combination of starter components (circuit breaker, contactor and overload relay) are all tested together in the manufacturer’s laboratories. So this type of coordination ensures continuity of service and does not require highly qualified technicians at site. We were offering motor starters of co-ordination type 2 to comply with the project requirements, and this was a great advantage which was not offered by all manufacturers. Then the commercial proposal was evaluated Schneider Electric Egypt was awarded this contract which was the biggest in 2003, and our combined efforts were greatly appreciated by the top management. The second bidder was 4% higher in price and the overall proposed delivery time was one month more . 2. 3 At this time I had to start the second phase which is the execution of the project. I started started by finalizing and acknowledging the purchase order. Kick-off meetings were held to start the process and I worked on getting the full technical documents and drawings approved. 2. 14 I conducted a site survey with our site services engineers so that to ensure proper coordination with the overall plant system such as civil works, mechanical works, and the environmental conditions of the plant, so we better understood the process of the plant, and were fully aware of the overall system. I also checked the overall plant completion schedule, so as to prioritize our deliveries to be in-line with the overall schedule requirements. 2. 15 During the course of the project execution, the client came up with some changes and modifications in the loads (motor ratings), which had some price and delivery impacts. I had a series of meetings with the client, and the rates and technical requirements for the variations were mutually agreed upon. 2. 16 One of technical difficulties we faced was that the client changed the electrical equipment arrangement in the electrical room. As a result the space reserved for the low voltage switchboard became insufficient, and at that time we were already in the final stage of manufacturing. The designed and approved length of the low voltage switchboard was 9900 mm, however after the change in arrangement of equipment , the available space was only 4800 mm , and the civil works and the openings in the concrete slabs had been done accordingly as per the initial design. Being in late stage of the project execution made the situation even worse. I has discussions with the client to sort out this issue. Then I had to study different solutions to comply with the available space. I had to re-design the switchboard, trying out different layouts and re-arranging the electrical component layout within the switchboard. I was also trying my best to keep the components which were already installed unchanged so as to minimize further work involved and the time required for modification. This Free CDR Template is brought to your courtesy of gettingdownunder. om – Free Australian Immigration advice and resources for those looking to make the move down under. After 4 days of detailed study, I proposed to the customer a new layout, which was â€Å"U† shape. Also I had to change the switchboard to be of the rear connection type (cables to be connected from the rear of the panel) as this also helped in removing some of the cable ducts and hence reduce the overall width. The switchboard being a â€Å"U† shape requires 2 additional cubicles (corners) which required special design as the bus bar rating was high, 4000A. Finally, this proposal was approved by the customer, however the only remaining problem was that the time required to manufacture these 2 additional cubicles (corners) was 2 months, while delivery of the switchboard was supposed to be in 5 weeks time. So we proposed that we would deliver the switchboard partially, meaning that all the columns/cubicles will be delivered as a first batch to allow the contractor to start fixing the panels and to start cable termination, while the 2 additional corners will be supplied as a second batch. I also agreed to send our services engineer to ensure proper integration and installation of the complete switchboard at site. Also the contractor had to modify the civil works as per our recommendations. 2. 17 I attended all the witnessed FAT (factory acceptance tests), only minor modifications were required, some of these were rectified in the factory, and some others were cleared at site after delivery. 2. 18 I supervised the site activities which included the commissioning, testing and start- up of all the supplied equipment as well as testing the interface with the over-all site control system. . 18 Working on such a project for almost one and half year throughout the project life cycle has enhanced both my engineering and management skills to a great extent. It has provided me with varied experience in all aspects of project management. This Free CDR Template is brought to your courtesy of gettingdownunder. com – Free Australian Immigration advice and resources for thos e looking to make the move down under. Career Episode -3 Establishing Projects management Department in the GULF region Period : Since 26th December 2004 till present Name of employer: xxxxxxx – DUBAI Designation : Senior Project Engineer (Electrical) INTRODUCTION 3. 1 xxxxxxxx is one of the major entities of the corporate organisation, keeping xxxxxx as the market leader for Low voltage and medium voltage products in the Gulf. It is also considered as one of the fastest growing subsidiaries of Schneider Electric world-wide in terms of revenue and profitability. In line with the fast growing economy and business in the gulf region, especially Dubai and Qatar, the management decided to cope with this dynamic market by bringing expertise from different Schneider entities to build a projects consultation centre (Projects Management Team). I consider it as my greatest career opportunity to be the first to join this newly created department , and play a role in establishing this type of projects business in the region, utilizing my six years of experience in Schneider Egypt. 3. I started my new position on 26th December 2005 as a Senior Projects Engineer in the projects Department which we called ‘Local Consultation Centre. 3. 3 The project management department is responsible for: ? ? ? ? Study of tenders in depth (technically and commercially). Promote Schneider’s standard solutions and packages and better position schneider’s offer in the market. Prepare technical and commercial offers for projects electrical package. Proje cts execution and follow up ensuring delivery of correct equipment on time and meeting all contractual terms. Ensure achieving the registration margins, profitability for the company. This Free CDR Template is brought to your courtesy of gettingdownunder. com – Free Australian Immigration advice and resources for those looking to make the move down under. In addition to the above, my responsibilities included setting up the system in terms of forms, documentation, process, interface with other departments, suppliers and customers, as well as building a central database for all Gulf projects. 3. 4 In a very short time, (three months time) we were successful to win our first big project . Project Information †¢ †¢ †¢ a) b) c) d) e) f) g) Project : Al Ain Air College – District cooling plant. Customer : SNC-Lavalin Tabreed Scope of Schneider: Supply, testing, commissioning and start-up of the electrical equipment package comprising: 11KV Metal clad switchgear, with SF6 circuit breaker, 1250A, 25KA/3sec, IP41. 3. 3KV Metal clad switchgear with SF6 CB, 2500A, 25KA /3sec, IP41. Cast resin Power transformers 11KV/3. 3KV, 7MVA Cast resin Distribution transformers 11KV/0. 4KV, 2. 8MVA 3. 3KV Soft starters for chillers. LV/LV isolating transformers. Relay co-ordination study. 3. 5 At the beginning of the project I conducted 3 kick-off meetings with the client to figure out the real needs of the whole district cooling plant project as an over-all system, so that we provide the appropriate scheme and control system, in terms of power demand , ensuring proper sizing of all equipment including current transformers, circuit breakers and bus bars. We also had to prepare the completion schedule, ensuring we are in line with the overall system progress. We also confirmed the environmental data of the site which is located in Al-Ain in UAE, to make sure we are providing the appropriate equipment degree of protection IP, to provide anti-condensate heaters for humid conditions, to apply adequate de-ration factors for bus bars and circuit breakers in case of high ambient conditions (which is the case in this part of the world). 3. 6 The real difficulty, risk and challenge I was facing was our limited capabilities in terms of resources, tools and effective set- up since we were in the beginning stages of operation. I had only two engineers and a draftsman at that time, and we had to do the engineering drawings, BOQ, calculation notes and all technical documentation submittals; project contractual follow up, handling modifications by advising technical feasibility and their relevant commercial impacts on price and the delays involved. We also had to look into logistics issues such as following up with suppliers (in France and USA) and the forwarder. We also followed up financial aspects as invoicing, receivables and monitoring our margins. 3. The project execution period was approximately ten months, during this period the management was strongly supporting us to overcome any obstacles, and a real team work was taking place to secure the contract. I was very closely following with our suppliers in France, guiding them especially in the technical issues and ensuring that they meet the contractual dates. 3. 8 Our project scope was mainly divided into two major phases: a) Supply of the equipments t o the site. b) Site activities (supervision on installation, commissioning and start up). This Free CDR Template is brought to your courtesy of gettingdownunder. om – Free Australian Immigration advice and resources for those looking to make the move down under. After completion of the first phase, we started preparations in advance for the second phase by mobilization at project site, arranging for the tools and equipment necessary for testing. One of the main activities during commissioning is the setting of all the protective relays according to the relay coordination study that are prepared. I had to overcome a critical problem in this stage, which was the lack of upstream electrical network data and difficulty of achieving selectivity. The purpose of the relay co-ordination study is to achieve selectivity (discrimination) between different levels of the network, to ensure continuity of service and reliability. In other words, it is to set the protection relays with fault values and time values in such a way as to ensure that in case of any electrical fault , the closest circuit breaker feeding the fault will trip not the main upstream breaker, thus we can isolate the faulty section without interfering with other loads in the network. We needed the settings and type of curve of the existing upstream relay so that we can carry out the coordination study, but the client and AADC (AL Ain distribution company), confirmed that these data and documents are not available and that the upstream relay is an old fashion electro-mechanical relay supplied more than 20 years ago. I checked the upstream existing switchgear at site to get the exact type and model of the relay as well as the settings, and later with very much difficulty I found the curve characteristics on the internet. Then came the main problem, when it was found out that according to the information of the upstream relay it was impossible to achieve co-ordination since the upstream over current and time settings were very low. Initially we requested AADC to check the possibility of changing the upstream settings to the required settings. However, after they checked the complete upstream network they came back to us confirming that it is not possible to make any changes. It was a serious problem especially since the project start-up date was planned to be within a months’ time. It was quite obvious that the current or time selectivity cannot be achieved, so I was looking for an alternative solution, and after few days of checking the detailed technical manuals and catalogues of our microprocessor protective multifunction relays Sepam ( Merlin Gerin type), and the schematic drawings, I found that we can achieve logic discrimination between our provided 11Kv and 3. 3KV switchgears, since this feature is available in our provided relays. When a downstream relay senses a fault it will give a blocking digital input signal to the upstream relay to delay its tripping for an adjustable time, which is sufficient to let the downstream relay trip and isolate the fault. This solution was an alternative solution to the normal (commonly used) time and current discrimination. 3. 9 All site work was carried out in full co-ordination with different suppliers , such as chiller suppliers and generator suppliers, and the plant was successfully energized. 3. 10 Finally the project was completed and handed over to the client. The realized margin was in line with our targeted margin at the beginning of the project. Commissioning reports were also prepared and analysed for possible ways of improvement. It is also submitted to the Management for their reference, review and comments about improvement opportunities, if any. 3. 11 This project success was the main trigger and motivation for the company to decide increasing the resources and capabilities immediately to cope with the unbelievable fast moving business cycle in UAE. It was also decided to increase the scope of our activity to include supplying EMCS (energy management and control system) in 2006. This Free CDR Template is brought to your courtesy of gettingdownunder. com – Free Australian Immigration advice and resources for those looking to make the move down under. 3. 12 Working on this project was of great importance for me, since I had the chance to go through the whole cycle, preparing the quotation, negotiating the offer, awarding of contract, and execution of work at project site. During my career, I always ensure that my work is professional and ethical. 3. 13 In addition to this project, we also managed to win few more projects. Our internal set-up is now organized. CONTINUING PROFESSIONAL DEVELOPMENT Trainings: Summer 1998 At Landis Staefa (Petrokima): included training on electrical panels manufacturing Landis Staefa controls, and participated in some running tenders (The Meredian extension project). 15th of March to 15th of June 2000: Participated in the NRTP training program at Schneider Electric Egypt: Included training in different departments (technical office, Project Management, procurement, Quality control Department, the L. V. M. V. workshops, the sales division). Courses undergone: Microsoft office including Excel, Word, Access and power point.

Slims Table Sociology Paper essays

Slims Table Sociology Paper essays An Honest Look Into The Life Of A Working Class Black Person Slims Table, written by Mitchell Duneier has been called a true stereotype buster due to its content in which it truthfully examines the lifestyles of working class black men. The book is designed to break the common misconceptions imbedded in a majority of peoples minds over how a black man lives his life and why he in a sense does what he does, thinks what he thinks, and acts the way he acts. Prior to the writing of this book by Duneier, there were many common stereotypes of a working class black man, which often caused negative attitudes towards them. Although many of them are still existent and quiet prevalent, Duneier sought to try and break these misconceptions in hopes to try and bridge the gap, which has for so long been expanding between blacks and whites. Slims Table, appears to be written in a two-fold manner, in that Duneier tries to explain and debunk two different, yet equally important ideologies that have long since been associated to the black working class. Duneier tries to show the solidarity of the black working class with the way he presents the book, however, there is an underlying tone in which he is trying to show that the black race, in particular the struggling working class, Is in no way hopelessly wrecked by the power of white privilege or racism. He tries to debunk the unfortunate and yet demoralizing caricatures that for so long have been placed upon the heads of the black working class, with such associations as poor, uneducated, unskilled and probably the most negative of all, useless. Yet, it is the manner in which he manages to bring all of this out, which is most impressing. He remains quite unassuming and appearingly non-subjective, yet he is stating his points and supporting them all the way through the bo ok. The setting for Slims Table primarily takes place in...

PEST Assignment Example | Topics and Well Written Essays - 750 words

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601.2.08 human learning and development Essay Example | Topics and Well Written Essays - 500 words

601.2.08 human learning and development - Essay Example Each student is given a reading assignment with the information they need and an outline organizer to help them record the most important information. On this sheet there will be a place to note the definitions relevant to their section. They are to define the term using context clues in the reading. This step is vital to the success of the final group project. Slavin suggests that students be randomly assigned to their topic (1994) but students must be given reading that is on their level in order to succeed. I feel this step is a great place to differentiate instruction. For example, the student with the lowest reading ability in each Jigsaw group could be assigned to study animals. The reading and outline for these students can be differentiated according to their readiness to learn. This type of differentiation has been shown to improve student understanding of material (Tomlinson, 1999). Once students have become experts through their independent study of the assigned topic, they are ready to meet in the expert group. In the expert group, students share their information with one another. This serves two purposes. First, the students can check to be sure the information they have recorded is accurate. Second, the students can practice how they will present their information to the other students in their Jigsaw group. This step is important because it results in uniform and accurate information being shared in each Jigsaw group. After this step, the original Jigsaw groups are gathered again. One by one, the students share their information with each other. The two students listening take notes using an organizer that helps them listen and record the spoken information. Specifically, the organizer helps the students look for ways the information being presented can be integrated into their own information. This will help the students prepare to

FDT 1 week 12 Essay Example | Topics and Well Written Essays - 250 words

FDT 1 week 12 - Essay Example Its increasing expansion in operation around the central and North America has put it on the organized crimes definitions. Membership is subject to taking an oath which is accompanied with a trademark numerous tattoos on their faces and bodies and letter M or sum of 13. Their increasing rate of influence and attack on law enforcers across the United States has earned them a fearsome tag. Their criminal activities are diverse and just to mention a few include drug smuggling, gun running, people smuggling, hits for hire, theft, drug sales among others (Rafael,2007).Their increasing popularity and elevated status has attracted the attention of security agencies who in the recent past has initiated wide-scale raids to nab known and suspected gang members. The outcome has led to netting hundreds of arrests across the United States. The prowess in criminal records comes from the stringent initiation process and emphasis on ruthlessness as the measure of a member’s efficiency and parameter of promotion. They have strong legal structures that regulate behavior of members. Joint legislative remedies and increasing security measures are currently underway to eliminate this

Florence Nightingale Theory Case Study

Florence Nightingale Theory Case Study Clinical Application of Florence Nightingale Theory (Paper) Amber Hussain Overview of Theory Everything in this world that has been created by God has some meaning attached to it and has to perform some role in this world. Similarly[M1] Florence Nightingale developed modern nursing based on her life experiences. She was the pioneer who gave the concept of nursing education and was considered as the first nursing theorist. It was a Crimean war where serving as nurse and observing dead patients forced her to develop an environmental theory. Her first theory was termed as â€Å"environmental theory† and was published in 1860. The theory describes the relationship of people with their environment. According to her, disease is a reparative process, which is not always the cause of sufferings but nurses ought to modify the environment for nature to act upon[M2]. Selanders (2010) comments that â€Å"The principle of environmental alteration has served as a framework for research studies† (P.88). Nightingales’ environmental theory reflects a great consideration in providing holistic approach to the patients by inculcating four major metaparadigms which consist of individual, environment, health and Nursing. All four concepts are interlinked with each other. An individual is a human being who is effected by the environment and acted upon by a nurse. Environment is a way which a nurse can manipulate for natural laws to act in order to make the human body healthy or vice versa. Health is viewed as a holistic level of wellness which is maintained by the customized environmental factors and facilitated by the nurses to maintain it. In the same way, for Florence, nursing is a separate entity in the field of medicine and the vital role of a nurse is to keep the patient in an environment where they remain healthy and where the maximum healing takes place. â€Å"The nurse is responsible for maintaining the environment in such a manner as to maintain the health of the patient† (Selanders, 2010, p.87) These environmental alterations are represented as the canons of Florence Nightingale environmental theory which are classified into 13 sub concepts. These canons includes ventilation and warming, health of houses, noise, light, nutrition, bed bedding, personal cleanliness, variety ,taking food, petty management, chattering hopes and observation of the sick. She believed that this is the responsibility of nurse to alter the environment in a manner that it can help the patient to have a better recovery. She emphasized that air a person breaths should be clean, odor free and room temperature should be moderate. Houses should be clean and well-constructed. A good sunlight and calm surroundings should also be considered as they create tangible effects on body. Patient and a nurse should practice hand hygiene as a Personal cleaning. Bed should be dry, wrinkle free and placed at the lowest portion. Individual should be preferred to eat small frequent meals without any distractions. Patien t should be provided hopes and all his concerns should be listened and addressed. Lastly, nurse should keenly observe patient and his environment. All these will help to provide patients with patient centered care. Clinical Scenario This theory can be applicable in different clinical scenarios with different context but I can best relate it to a clinical scenario related to my life experience, which stunned me during my student life. It was one of the government hospitals where I was assigned in a pediatric ward with 4 years old patient suffering from pneumonia. Next to my assigned bead was a 3years old baby boy who came with the complaint of dehydration. Child was on intravenous fluids and antibiotics. While nurse was taking history from the mother, I realized that he belongs to a poor family and has recurrent history of cough since after his birth. Child was recovering well and was advised to discharge. Few hours before his discharge, he developed small red scaly spots on the back which within 3-4 hrs increased in size and spread to the extremities. Mother shared the concern with nurse, to which she said that these are just heat rashes which can probably be due to hot weather. In order to provide comfort to baby, mother started applying heat powder on child’s whole body butbaby became restless due to itching and burning of rashes. After few hours, the rashes appeared on whole body including chest and face due to which child was presented with respiratory distress. Mother started hue and cry due to which the nurse and doctors arrived. Nurse started to perform vital signs and she observed that baby’s respiration and pulse were high. Doctor diagnosed these as anaphylact ic reaction which were a result of urticarian rashes. The child was kept on triple regimen therapy including prednisolone and was suggested for allergy test and Complete Blood Count (CBC). Laboratory diagnosis reveled that WBCs was high and baby was reported as severely allergic to dust. After this incident, I was stressed up as a baby who was about to discharge, suddenly developed allergy which converted to anaphylaxis. I did a root cause analysis and identified the following possible reasons: i) baby was not bathed since 3 days, ii) there was no bedding changed and iii) the room was full of dust heaps, eatables and wet clothes. After realizing its root cause, I changed bedding and gave bath to the child. I also taught mother the importance of giving regular bath, its proper techniques and also emphasized on personal hygiene. Analysis of Clinical Scenario by Applying Florence Nightingale Theory Keeping all the views into considerations, the above case I experienced is now to be related to the theory of Florence Nightingale. In Nightingales four metaparadigm, Individual is a 3 years old baby who required proper environment. Dehydration is a disease due to which patient was admitted. Unchanged bedding, dirty area and lack of patient care are the environmental factors due to which the baby suffered from anaphylaxis and also other patient, staff and relatives were at risk. The nurse is the one who was assigned with baby, and did not pay attention on the environment. If a nurse having skills and knowledge, could have altered the baby’s environment, then baby would have not suffered with sever anaphylactic reaction. According to Florence Nightingale (1996) â€Å"If a patient is cold, if a patient is feverish, if a patient is faint, if he is sick after taking food, if he has a bed-sore, it is generally the fault not of the disease, but of the nursing† (p. 6). By taking environmental theory into account, the major canons which suits in above clinical scenario are ventilation and warming, health of houses, bed bedding, personal cleanliness and observation of the sick. Ventilation and warmth is the most important concept without which other concepts are nothing. The area where baby was present was dirty and full of the foul smell due to the presence of food and damp cloths. The damp cloth which dries in patient room can go into the air where patient is present. The eatables which were present without cover/lid, the moisture of that evaporates in patient area and can spoil the air. The nurse and mother were so insensitive that they were unable to recognize that patient is being treated in an unhygienic environment. â€Å"The more that is known about your child’s environmental exposures and experiences, the more accurately one can predict the risk of immune dysfunction and immune-related disease† (Dietert, Rodney Janice, 2010, p.15). However, Nightingales strongly emphasized on the presence of fresh and clean air as well as avoidance of foul smell and fumigations. It is the air we breathe which purifies the blood. This impure air if provided with untidy room can be a disaster for the patient as he can develop numerous diseases. Nightingale explains the above factor in her concept Health[M3] of houses. The room in which the baby was admitted was full of dust and there was no one, including a nurse who noticed and rectified this factor. Therefore, dust heap was the source of environmental impurity and patient’s allergic factor. This factor was coupled with the allocation of beds in the room. The beds were so congested that there was no such corner where outer atmosphere find its way for providing clean and fresh air. The patient care was further compromised by the bedding that was available for the patient. It is well explained in the cannon bed and bedding. The nurse was aware of the fact that the b edding that is offered to patient hasn’t changed since few days. The child, who was already sick and was depositing his exhaled sick breath and body’s unsafe flora into the bed, had exaggerated his sickness due to the unchanged and old wrinkle full bedding provided to him. According to Nightingale, the large amount of moisture of exhaled air goes into bedding which contains organic matter and is noxious for health. Beita (2013) also emphasized that â€Å"It’s a chore, but washing all bedding weekly in hot water is a sure way to get rid of dust mites† Personal cleaning, be one of the important canon is also nicely related to the baby’s health. Baby has not bathed since 3 days which made him more prone to infection and allergies. Nightingale in her theory intensely advised nurses to pay attention to patients’ personal hygiene. She also gave consideration to sponging methods, usage of soft water and hand washing. Last but not the least, observation of the sick is also a very essential canon to be integrated with the case. In this scenario nurse did not had a sound observation and she neglected patient care. Even, when mother of the baby made her realize that baby is having rashes, she ignored and gave falsify reason of having heat rashes. She did not observe that the environmental factors has became a cause of patient sufferings. While, according to Florence Nightingale, The most important practical lesson that can be given to nurses is to teach them what to observe—how to observe—what symptoms indicate improvement—what the reverse—which are of importance—which are of none—which are the evidence of neglect—and of what kind of neglect. Due to all these environmental factors the baby in this scenario ended up with anaphylactic reaction which could have been prevented if all above measures would have taken care. Let us consider the impact of local context which affect the critical incident of the case. Primarily, the age of baby (3years old), his present complaint (dehydration) and his history of recurrent cough made him susceptible to acquire infection and allergies. â€Å"Children, because of their smaller bodies are more vulnerable to the impacts of bad indoor air† (Beita, 2013). Secondly unidentified allergies were present during his admission which badly effected baby’s health. Then the misperception of the nurse that the red spots are heat rashes due to warm weather, ended baby with anaphylaxis. Also, the nurse’s lack of knowledge regarding environmental influence and her busy schedule, compromised baby’s hygiene care, which leads baby to severe life threatening condition The impact of this scenario is not only on the individual baby, but it can also be on all the patients admitting to the particular ward/ hospital, due to unfavorable environment. It is also evident in the scenario that client belong to the poor family, which contributes to the economic burden to the family and consequently on the community. Hypothesis Derived from Theory to Test Nursing Interventions If Government will invest more in the infrastructure of hospitals, it will decrease the chances †¦ If nursing training is being provided up to the mark in every nursing institution, then patient recovery would be fast If infection control educations have been done continuously in media, then it will decrease chances of infection allergies If hospitals would develop their policies and procedures, then it will reduce nosocomial and other infections If signs of specific allergies/ infections have been posted in hospital as a guide for nurses, they would easily rectify the problem and patient complication would be less. Summarization To summarize, integrating Nightingale’s theory in the clinical scenario, has increased my knowledge regarding this particular theory and it helped me to view nursing as discipline. This assignment has basically given me theoretical concepts for understanding my own experienced observation, in a more meaningful way. I have never thought about this unpleased clinical scenario but through this assignment and integration of theory I did analysis of my observation which pointed out to specific outcomes. Also it helps me to make connections while considering options for interventions. For this theory I now realize that though this theory was developed in early century, however its implication is still consistent with modern era and many health care professionals are consistently following it in some way or the other. I will also apply this theory whenever and wherever it would be pertinent, as it helps to prevent from many diseases and infections. References: Beita,B.(2013). Home breathable home. The Environmental Magazine. 24 (3): 28-9 Dietert, Rodney R., Janice. (2010). Strategies for protecting your childs immune system:  Tools for parents and parents -to-be. Singapore: W.S: Hackensack Nightingale, F. (1992). Notes on Nursing: what it is and what it is not. Philadelphia PA: J.B.  Lippincott Company Selanders, L.C. (2010). The Power of Environmental Adaptation: Florence Nightingales  Original Theory for Nursing Practice. Journal of Holistic Nursing.28 (1), 81-88. The Power of Environmental Adaptation: Florence Nightingales Original Theory for Nursing Practice 2010 Louise C. Selanders, EdD, RN, FAAN  Journal of Holistic Nursing American Holistic Nurses Association Volume 28 Number 1 March 2010 81-88  © 2010 AHNA 10.1177/0898010109360257 http://jhn.sagepub.com Becker, E. (2001, August 27). Prairie farmers reap conservations rewards. The New York Times. Retrieved from http://www.nytimes.com Strunk, W., Jr., White, E. B. (1979). The guide to everything and then some more stuff. New York, NY: Macmillan. Gregory, G., Parry, T. (2006). Designing brain-compatible learning (3rd ed.). Thousand Oaks, CA: Corwin. The interactions between the body and environmental factors generally follow very simple rules. Some exposures are useful and may play a critical role in promoting good health. Others are problematic and can damage the health of our children. Title:Strategies for Protecting Your Childs Immune System : Tools for Parents and Parents -to-be Author:Dietert, Rodney R., Dietert, JaniceDate:2010 Source:E: The Environmental MagazineDate:May 1,2013. Home breathable home by beita belli The general definition of environment is anything that, through manipulation, assists in putting the individual in the best possible condition for nature to act. Therefore, the environment has internal and external components . (P.8) Journal of Holistic Nursing The Power of Environmental Adaptation: Florence Nightingales Original Theory for Nursing Practice 2010 Louise C. Selanders, EdD, RN, FAAN Journal of Holistic Nursing American Holistic Nurses Association Volume 28 Number 1 March 2010 81-88  © 2010 AHNA 10.1177/0898010109360257 http://jhn.sagepub.com [M1]Helen keller [M2]Did not understand [M3]Connectivity is missing

Freedom Of Speech In Cyber World Essay

1. a. The effect of social networking has caused us something good and bad at same time. We can create healthy relationships through it and it is true to all that there is always a negative feedback behind everything that exists yet I think we can still reduce the incident of cyberbullying by implementing law against it. We can also educate the young regarding with what is moral posting and straitening their attitude towards social networking. b. yes, it will. In this cyber world all the impossibilities becomes possible like in interacting people even we do not see them face-to-face that will lead us to greater fairness and overcome differences which there are countries who still suffering from racial discrimination. It also shows that people of today are just contented to interact through online or even sometimes prefer not to meet a certain person face-to-face and there are certain scenarios like in staying in a hotel, dinner in a restaurant with family or friends and going to bars in which people prefer to stay places with wireless fidelity and spending a lot of time interacting in social media than communicating person to person. It loses the ability to engage concretely with others. c. I think there is still same impact in digital media regarding to the context of face-to-face communication virtues since we can still be more open, honest and patience in relating or interacting in cyber world. This proves that there is negotiation in online businesses that becomes successful and there are some people found their true love and made it true to life marriage. 2. a. in posting as statuses in social media such as in facebook every minute and sometimes with immoral content, tagging automatically to unnecessary photos or videos and even sending spam messages. These are the common things that I encounter in social media and considered it as problems. I feel that it is acceptable to post anytime in social media but statuses should be filter as we post it for anyone can see it. Posting negative statuses might influence to anyone who reads it and can cause also discouragement. I think it is also acceptable if you tag your friends in a photo or video if they are included or maybe if they ask you to tag as you post it into the public. Sending messages also to your friends or even not-so-close friends are acceptable but if you send spam messages which is an act of disrespect to a person, then it will become unacceptable. b. copy-paste a material from the internet for my assignment  is acceptable for it is also common scenario today but all along c laiming anything that is not my own work is unacceptable. Since everything under the sun today is researchable in the Internet, if I can find something that answers my assignment and revise it as much as possible. To me it is acceptable to copy-paste as long as you put the source in it if you can’t revise the words used. Claiming something in internet that is not yours is like snatching ideas which is unacceptable for me. c. post as status, blog or negatively about your school is acceptable if you’re in private forum and as long as it does not ruin your school’s reputation. If you are ask to post something negative about your school from an authorize person who needs your feedback, then it is acceptable. Not all negative posts are unhealthy for it sometimes correct or improve the school but if it is in public which anyone sees it, then it is not acceptable. Post as status, blog or negatively about your classmate is acceptable if and only if it is just between the two of you or you are in a private forum or keeping it only by yourself. It is acceptable since it also a form of correcting someone and as long as it does not ruin your classmate’s reputation. I think it is acceptable to bad mouth your professor on your facebook/twitter as long as you keep it private for nowadays posting how we feel for your professor is also another way of expressing to comfort ourselves even if it is morally wrong. e. it is acceptable to bad mouth your parents or siblings on your facebook/twitter as long as you keep it private so that no one can see it. Sometimes we just wanted let our emotions flow and feel that we are comfortable after posting. Since it become a channel for us to express our emotions nowadays though it is morally wrong. f. it is acceptable to post your selfie photos every now and then as a form of expression is acceptable as long as your photos reflect with morality and pleasing. Moreover, posting photos nowadays is common and it is unavoidable.

Perfect Pizzeria Case Study

Table of Contents Executive Summary†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3 Problem Statement†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦4 Analyzing Case Data†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 4 Managerial Employees†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 Non-Managerial Employees†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 Key Decision Criteria†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 6 Alternative Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 7 Recommendations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 Criteria 1†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 Criteria 2†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 Criteria 3†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11 Criteria 4†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦11 Criteria 5†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦11 Criteria 6†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦12 Criteria 7†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦12 Action and Implementation Plan†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 13 Employee Handbook†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 13 Reward and Bonus Program†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 14 Training Program†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 14 Softball Team†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 15 Quarterly Evaluation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 16 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 17 Chart†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 17 References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 18 Executive Summary Perfect Pizzeria is experiencing managerial and employee problems that are negatively affecting the chains second largest franchise located in located in Southern Illinois. The overall issues that we will address in our case study for Perfect Pizzeria are: the lack of formal training, systematic criteria for the selection of managers and employees positions; the high turnover rate; the lack of incentive/rewards for employees aside from management; low profit rate due to high percentage of damage or unsold goods, lack of employee loyalty and motivation, no room for advancement beyond management unless employees invest in the franchise. And lastly, the lack of organizational structure with respect to not having an official handbook outlining the company’s policy and procedures, goals and objectives of the company. Additionally, we will address the Rational Choice Decision-Making Process, the Exit-Voice-Loyalty-Neglect (EVLN) model as well as the Expectancy Theory which is based on â€Å"the idea that work effort is directed towards behaviors that people believe will lead to desired outcomes†. Mcshane & Von Glinow, 2011) It is our goal to provide you with our case study that will give you a detailed analysis of Perfect Pizzeria and our recommendations on how to successfully get them back on track in terms of gaining higher franchise profits, attracting and retaining qualified workers, establishing a respectable managerial and employee relationship, allowing for an inclusive receipt of bonuses and rewards for outstanding job performances by any employee, not just management. Problem Statement Perfect Pizzeria currently does not have a systematic selection criterion for hiring managers. Managers demonstrate low expectancy to performance and do not properly execute their role as a manager. Hence, managers lack the leadership and problem resolution techniques to properly communicate with their employees. Consequently, the lack of communication between managers and employees has lead to low morale and ennui within their organizational structure. The objective of this case analysis is to address the multiple symptoms within Perfect Pizzeria which are 1) improve managerial skills, 2) improve employee morale, 3) improve profitability, 4) increase communication between employees and management, 5) improve work quality 6) monitor employee progress and 7) provide feedback to the employee. Perfect Pizzeria is experiencing managerial and employee problems that are negatively affecting team morale, loyalty, and causing a more consistent rise in the percentage of food and beverages unsold or damaged leading to low profits for the franchise. In view of that, the work environment appears to show that the employee’s lack job satisfaction and motivation. Analyzing Case Data Management Employees The case study of Perfect Pizzeria outlines several management criteria that were not in the best interest of the organization. The lack of hiring procedures and guidelines plays an instrumental role in their management system. Perfect pizzeria is staffed primarily from college and high school students; however, when hiring for management positions there is no systematic criteria in which to select the best-qualified person for the job. Those currently occupying leadership positions do so without the proper leadership training or experience to handle the open communication required to build team cohesion in a food franchise environment. While managers in general implement policy and procedures in most franchise environments, Perfect Pizzeria lacks the control mechanisms to monitor employee behavior. Thus, not providing the appropriate negative consequences for any employee that may exercise opportunistic behavior while not under direct supervision. The lack of guidance for management positions has integrated personnel within the organization lacking the skill sets necessary to control the behavior of their shift employees. The behavior demonstrated by unqualified mangers hired at Perfect Pizzeria contradict Kaafi and Noori’s (2011) conclusion that â€Å"a manager’s primary outcomes are job performance, organizational commitment and quality of work life†. To further illustrate the lack of policy and guidelines managers are not afforded the opportunity of initial or continued training in which they can maintain their skills. To illustrate, Perfect Pizzeria recruits within its ranks for assistant and night shift mangers based on the capability of performing the duties of regular employees. Employees promoted to assistant and night managers maintain the same pay scale as non-managerial employees. In contrast the manager is the only employee that is provided with a bonus incentive if the percentage rate of unused/damaged food is low at the end of the month inventory check. A necessary way for managers to smoothly start establishing any new changes to the way they conduct business is for them to be aware of the different workplace emotions around them, internally and externally. Acknowledge what’s going on with their employees, as well as the emotions of the customers, so that everyone’s needs or concerns are addressed. Not acknowledging them has lead to counterproductive workplace behavior by employees and a loss of loyal customers. Emotions in the workplace have a large impact on the company’s immediate and long-term goals, whether it is positive or negative because it determines just how productive an employee will be. Non-Managerial Employees The working conditions the employees at Perfect Pizzeria display are contrary to company goals and objectives. Manager-employee relationships within Perfect Pizzeria have declined; employees no longer share the ethical values to help them choose to do what’s right when making a decision that can negatively impact the franchise. Employees take advantage of food compensation provided by management while on shift without fear of reprimand from managers. Such acts as eating the food at the pizzeria without paying or simply being careless and damaging food or beverages, directly contributes to the increase of unused/food waste numbers. Perfect Pizzeria employees demonstrate ennui, which directly affects their outward behavior. While the negative disposition may not be directly shared with all employees on shift it is reasonable to say that it is a dilemma that can be contagious to other employees. Research provided by Manzoor (2012) states that employers ultimately need employees that work well with others. While a team member performs a specific job that is equally important to the overall success of the team. The current employees at Perfect Pizzeria lack the proper monetary motivation to commit to their duties and organizational goals resulting in high turn over rates. Key Decision Criteria In order to improve the events that have occurred at Perfect Pizzeria, the decisions that are made must: 1) improve managerial skills 2) improve employee morale and decrease turnover rate 3) improve profitability 4) increase communication between employees and management 5) improve work quality 6) monitor employee progress 7) provide feedback in order to help the employee’s to grow and develop skills useful to the organization. Alternative Analysis Effort| Performance Options| Outcome| 1. Improve managerial skills| * Mangers training program * Hire qualified management * Direct by explaining the process| Enhanced Leadership| Effort| Performance Options| Outcome| 2. Improve employee morale & decrease turnover| * Use a hiring agency or change the hiring process * Reward bonuses & incentive program * Allow the opportunity to become leaders| Self-motivated employees| Effort| Performance Options| Outcome| 3. Improve profitability| * Train employee’s about environment & food safety * Employee training programs * Limit free food according to the numbers of hours worked| Decrease damaged/unsold food percentage rate| Effort| Performance Options| Outcome| 4. Increase communication between employees & management| * Meetings on a regular basis * Interacting with employees inside & outside of work * Allow positive & negative feedback| Build positive relationships| Effort| Performance Options| Outcome| 5. Improve work quality | * Reward for accountability * Assure employees with positive communication * Management needs to help when needed| Increase production| Effort| Performance Options| Outcome| 6. Monitor employee progress| * Measure job performance * Implement cross-training for skill variety * Leadership opportunities| Job enrichment| Effort| Performance Options| Outcome| 7. Provide feedback to the employee| * Listen to employee comments * Quarterly assessments * Being honest about performances| Job satisfaction| Recommendations Criteria 1: Improve Managerial Skills Alternative: Hire Qualified Management Based on a professional association of practicing managers, American Management Association, managers need certain skills to perform the duties and activities associated with being a manager (Jones 2009). When hiring potential managers, Perfect Pizza should not only look at the human skills of the individual but also ensure that potential managerial candidates also have communication skills, effectiveness skills, interpersonal skills, and conceptual skills. Communication skills is the ability to transform ideas into words and actions. It is the set of skills that enables a person to convey information so that is it received and understood. Effectiveness skills is contributing to the company’s mission/departmental objectives, customers focus, and multitasking (Jones 2009). Interpersonal skills is coaching and mentoring, diversity. Being able to work with diverse people and culture, networking within the organization, networking outside the organization, and working in teams. Conceptual skills is the ability to use information to solve the company’s problems, recognizing problem areas and implementing solutions, and understanding the company’s business model. Criteria 2: Improve employee morale & decrease turnover Alternative: Reward, bonuses & incentive program According to the research of John Gray, if an employee incentive program is run correctly, it can increase the employee morale and productivity and performance (Gray 2006). When employees in the organization are happy, it can lead to positive outcomes. Criteria 3: Improve profitability Alternative: Employee Training Programs A common mistake made by many organizations is the failure to adequately invest in the continued training of their employees after they are hired. Based on research from the Management Association of Illinois, one of the biggest factors in maintaining employee satisfaction levels and the company’s profitability is the amount of training companies provide (Silverman 2009). The training and development of employees through training programs is an essential part of their satisfaction and longevity and should be made a priority of the organization. Training programs not only help to bolster employee satisfactions and the company’s profitability, but also produce tangent benefits for the company. Criteria 4: Increase communication between employees & management Alternative: Interacting with employees inside & outside of work Many companies do not realize that interacting with employees inside and outside of work will increase communication with employees and management. According to research from the American Management Association, participating in activities, creating a sport team, community service, and volunteer services outside of work will help employees and managers unwind and get to know each other better (Jones 2005). Criteria 5: Improve work quality Alternative: Assure employees with positive communication More emphasis should be placed on employee standards and job matching responsibilities. Perfect Pizzeria employees are interdependent of one another in order to produce their product. Hence, in order to promote job consistency employees need to be educated on what their duties and expectations. An employee cannot work up to the expected standard if they are not aware of what is required of them. The following pointers will help attain this goal. * All staff regardless of their roll must have a clear understanding of what the business actually does and know  the names of all the products and its main competitors * Ensure they have  a good enough understanding of who does what to be able to find someone to help a customer when the need arises. The management must take time to explain the organization’s aims and objectives to the employees. * Set measures for the business that they can all contribute to * Provide a clear and simple report to show them how the business is doing Criteria 6: Monitor employee progress: Alternative: Leadership opportunities Perfect Pizzeria should implement a deliberate internal program that encourages a sense of ownership with their employees. Keeping the staff informed, prepared and up to date with all company operations is key. The following pointers will help attain this goal. * Staff must have a clear understanding of product * Explain the organization’s aims and objectives to the employees * Set measures for the business that they can all contribute to * Provide business progress report These steps are in line with the expectancy theory which is a motivation theory based on the idea that work effort is directed toward behaviors that people believe will lead to desired outcomes. Criteria: Provide feedback to the employee Alternative 7: Quarterly Assessments Feedback to employees about their performance through quarterly assessments helps improve their performance, motivates self-improvement, and builds trust (Lun 1999). Action and Implementation Plan Employee Handbook Based on the recommendations listed above, Perfect Pizzeria needs to overhaul the way that it is currently doing things to be competitive in their market. The most important thing that needs to happen is Perfect Pizzeria needs to come up with official documentation that sets the standard for the company policy and procedures. This can be achieved by developing a new employee handbook that will be given to all employees. It will also be given to all the newly hired employees as part of their orientation process. According to Felsberg (2004), an employee handbook will be carefully drafted and periodically reviewed by the Human Resources department. The handbook will be reviewed and updated at least every two years. If policies or laws change, updates can occur more frequently. The employees will be required to date and sign the handbook acknowledging that they have reviewed it. This ensures that the employee understands the company’s policies and practices. The section of Perfect Pizzeria’s handbook that would need the most change is the employment policies. The responsibilities of the employees need to be clearly laid out so the supervisors and the rest of the team know where they fit in the organization. The supervisor’s responsibilities are not only to represent the company’s management to its employees, but to represent the company’s employees to its management. The team’s responsibility also needs to be revamped because every phase in producing the company’s product is important. Reward and Bonus Program According to Hsieh (2011), employees who perceive a greater fit with their employer are less likely to leave the firm, are more committed to it, and have higher work satisfaction. Reward practices logically serve as motivators, shaping employee behaviors. Rewarding employees for ideas that minimize or eliminate costs is more important in an overall cost leadership strategy. A rewards system is an important part of an organization’s human resource strategy. The old bonus system of rewarding the manager does not work in today’s business environment. With the old system, if the percentage of food unsold or damaged in any way is very low, the manager gets a bonus. Modern organizations must make their rewards system to help achieve higher performance at not only the managerial level but at the team level. The perfect system helps the company give the right amount of reward, to the right people, at the right time, for the right reasons. The new system will continue to reward the managers for the low percentage but an employee reward and bonus system will also be created. An Employee of the Quarter program will be created and based on performance perceived by the managers and fellow employees and quarterly evaluations. The Employee of the Quarter will be recognized in a company newsletter, a plaque, and also a cash bonus. This will make sure that the manager are not the only ones being rewarded and will motivate the team to not only work harder, but smarter. Training Program New employees will go through a formal training program where all employees should be able to complete a number of tasks to make sure that they can do their job proficiently. Psychologist David McClelland recognized that a person’s needs can be strengthened through reinforcement, learning, and social conditions. McClelland examined three â€Å"learned† needs: achievement, power, and affiliation. McClelland’s research supported his theory that needs can be learned, so he developed a training program for this purpose. Perfect Pizzeria will incorporate his achievement management program for employees. Trainees will write achievement-oriented stories and practice achievement-oriented behaviors in business games. This training period will also include new managers. Managers will learn about McClellan’s â€Å"need for power. † This need is where people want to control their environment, including people and material resources, to benefit themselves and others. It will be mandatory for managers to attend a program, which will include management classes. The management classes will provide management expectations, operational procedures, and the basic concepts to be successful. Serving the customers is the cornerstone of Perfect Pizzeria. In the training program, managers will learn how to communicate with all types of customers, vendors and co-workers. Out of everything they learn, customer service is the one skill they will use every minute of every hour of every day they are at Perfect Pizzeria. The training program will cover proper management techniques to problem solving. Once they have completed the program, they will be able to handle any situation. Softball Team To increase communication with the employees and management, Perfect Pizzeria will form a team and join the local company softball league. With all the reasons for starting a softball team, such as physical fitness, stress relief, and fun, the most important reason is strengthening relationships. Playing softball together helps co-workers form and strengthen friendships, and instills a sense of camaraderie among company players. Co-workers who don't communicate outside of the workplace will get a chance to interact and get to know each other, and close associates can enjoy seeing different sides to the people they work with every day. A softball team will also support employees’ â€Å"need for affiliation. † This need is where people seek approval from others, conform to their wishes and expectations, and avoid conflict and confrontation. Employees with a strong need for affiliation project a favorable image of themselves. They actively support others and try to smooth out workplace conflicts. They also work well in coordinating roles to mediate conflicts and cultivate long-term relationships. Quarterly Evaluations Throughout the year, the employees’ performance will be tracked. According to DelPo (2007), a log for each employee will be kept on a computer. Memorable incidents involving that employee, whether good or bad, will be noted. If an employee is going above and beyond what is expected or they really mess something up, immediate feedback will be given orally or in writing. The manager will let the employee know that they noticed and appreciate the extra effort or that they are concerned about the employee's performance. If a manager gives oral feedback, they will make a written note of the conversation for the employee's personnel file. Every three months, a manager will formally evaluate each employee by writing a performance appraisal and holding a meeting with the employee. The appraisal will include each standard or goal that is set for that employee, the manager’s conclusion as to whether the employee met the standard or goal, and the reasons that support their conclusion. At the meeting, the manager will let the employee know what they did well and which areas could use some improvement. The manager will explain his or her conclusions about each standard and goal. They will also listen carefully to the employee and ask the employee to write them down on the evaluation form. Conclusion Overall, Perfect Pizzeria can overcome their managerial and employee problems as well as prevent a high percentage of profit loss by carefully implementing new organizational changes. The changes outlined within our action and implementation plan will lead to employee motivation, high morale, low turnover rate, qualified applicants, respect for managers, and effective systematic criteria for the selection of managers and employees, and formal training classes for managers. Therefore, it is imperative that these positive changes be made immediately in order for Perfect Pizzeria to prosper. Chart 1 References Appelbaum,  S. H. , Iaconi,  G. D. ;  Matousek, A. (2007). Positive and negative deviant workplace behaviors: causes, impacts, and solutions. Corporate Governance,  7(5),  586. Retrieved November 7, 2011, from ABI/INFORM Global. (Document ID:  1381003221). Delpo, A. (2007). The Performance Appraisal Handbook: Legal and Practice Rules for Managers. California: NOLO. Felsberg, E.. (2004). Composing effective employee handbooks. Employment Relations Today,  31(2),  117. Retrieved November 15, 2011, from ABI/INFORM Global. (Document ID:  665846591). Gray, John. (2006). â€Å"Motivating Employees. † John Gray. Accessed December 3, 2011 From www. johngray. com Hsieh,  Y. ,  ;  Chen,  H.. (2011). Strategic fit among business competitive strategy, human resource strategy, and reward system. Academy of Strategic Management Journal,  10(2),  11-32. Retrieved November 15, 2011, from ABI/INFORM Global. (Document ID:  2439526121). Jones, C.. (2009). Developing Management Leaders by Teaching Managerial Skills. New York: American Management Association. Kaifi,  B. ,  ;  Noori,  S.. (2011). Organizational Behavior: A Study on Managers, Employees, and Teams. Journal of Management Policy and Practice,  12(1),  88-97. Retrieved November 4, 2011, from ABI/INFORM Global. (Document ID:  2399209841). Luthans,F. , Rosenkrantz, S. A. ; Hennessey, H. W.. (1985) â€Å"What do successful managers really do? An observation study of managerial activities,† J. AppliedBehav. Science, 21, 255-270. Luo L. â€Å"Work motivation, job stress and employees' well-being. † Journal of Applied Management Studies; Jun 1999; 8, 1; pg. . ABI/INFORM Global. Porras, J. I. & Anderson, B.. (1981). â€Å"Improving managerial effectiveness through modeling-based training,† Org- Dynamics, 9, 60-77. Manzoor,  Q.. (2012). Impact of Employees Motivation on Organizational Effectiveness. Business Management and Strategy,  3(1),  1-12. Retrieved November 4, 2011, from ABI/INFORM Global. (Docu ment ID:  2485742121). Mcshane, T. , Mchane, T. L. , & Glinow, M. V. (2011). Organizational Behavior: emerging knowledge and practice for the real world. (5th ed. , pp. 494-495). New York: McGraw-Hill/Irwin. Mcshane, S, & Von Glinow, M.. (2011). Organizational Behavior: emerging knowledge and practice for the real world. (5th ed. , p. 109, 199). New York: McGraw-Hill/Irwin. Mellewigt,  T. ,  Ehrmann,  T. ,  &  Decker,  C.. (2011). How Does the Franchisor's Choice of Different Control Mechanisms Affect Franchisees' and Employee-Managers' Satisfaction? Journal of Retailing,  87(3),  320-331. Retrieved November 4, 2011, from ABI/INFORM Global. (Document ID:  2476250611) Silverman, Joy. (2009). Discovering and Acting on Employee Opinions. Management Association of Illinois, 2009.

Free Essays on Age Of Innocence

One critic has called the final chapter, â€Å"A sentimental endorsement of the tribal code.† Evaluate how effective you think Chapter 34 is as the concluding chapter of the novel. Wharton’s story of the upper classes of Old New York, and Newland Archer’s impossible love for the disgraced Countess Olenska, perfectly captures an era when upper –class culture and ‘society’ had rules as rigid as any in history. The city in which the story is set is a well–defined and tightly–knit community; New York was much smaller both geographically and socially. The novel makes clear, the strict code of conduct, which was maintained but we can see how this determined the behaviour of people in the society. This critic has implied that New York society has made no change or progression and that by the end of the novel it is still sticking to the ‘old’ traditions but this contradicts the important theme of change in the novel. Wharton herself stated in her autobiography, â€Å"The first change came in the eighties†¦.there were fewer differences than between my father and the post-war generation of Americans.† We can see that any change in society remained static for years but in the last chapter many things have changed as the years have passed. May is dead, and their three children are grown. New York society, too, has changed. For instance, Dallas is engaged to Julius Beaufort’s daughter, Fanny. Their engagement would have shocked the old society, but now no one remembers Beauforts financial scandal. ‘The Age of Innocence’ concerns itself with change but also with the consequences of the failure to change, in both personal and cultural terms. Wharton began the novel with a critical and sarcastic tone towards New York’s society. She humoured over their ‘Tribal code’ although remained subtle in doing so, â€Å"..conventions on which his life was moulded : such as the duty of using two silver-backed brushes... Free Essays on Age Of Innocence Free Essays on Age Of Innocence One critic has called the final chapter, â€Å"A sentimental endorsement of the tribal code.† Evaluate how effective you think Chapter 34 is as the concluding chapter of the novel. Wharton’s story of the upper classes of Old New York, and Newland Archer’s impossible love for the disgraced Countess Olenska, perfectly captures an era when upper –class culture and ‘society’ had rules as rigid as any in history. The city in which the story is set is a well–defined and tightly–knit community; New York was much smaller both geographically and socially. The novel makes clear, the strict code of conduct, which was maintained but we can see how this determined the behaviour of people in the society. This critic has implied that New York society has made no change or progression and that by the end of the novel it is still sticking to the ‘old’ traditions but this contradicts the important theme of change in the novel. Wharton herself stated in her autobiography, â€Å"The first change came in the eighties†¦.there were fewer differences than between my father and the post-war generation of Americans.† We can see that any change in society remained static for years but in the last chapter many things have changed as the years have passed. May is dead, and their three children are grown. New York society, too, has changed. For instance, Dallas is engaged to Julius Beaufort’s daughter, Fanny. Their engagement would have shocked the old society, but now no one remembers Beauforts financial scandal. ‘The Age of Innocence’ concerns itself with change but also with the consequences of the failure to change, in both personal and cultural terms. Wharton began the novel with a critical and sarcastic tone towards New York’s society. She humoured over their ‘Tribal code’ although remained subtle in doing so, â€Å"..conventions on which his life was moulded : such as the duty of using two silver-backed brushes... Free Essays on Age Of Innocence Look again at Chapter One, which presents Old New York coming under threat from the forces of change. Edith Wharton noted that she wished to establish, from the very opening pages of the novel, a sense of the certain ‘doom’, which faced her characters. On the other hand an early review of the novel argued that â€Å"The plot is unobvious† Evaluate how effective you think this chapter is introducing the reader to the novel. The Age of Innocence was published in 1920, but is set in the time and the place of Edith Wharton’s girlhood, New York in the 1870’s. Wharton draws our attention, quite straightforwardly, to the fact that she is writing a historical novel – and writing a historical novel is only really possible if dramatic differences mark out one period from another. This suggests change and may relate to the ‘certain doom’, which lingers over her characters. Chapter One concerns itself with change but also with the consequences of the failure to change, in both personal and cultural terms. Could this failure to change or fear of change be the ‘certain doom’, which Wharton has referred to? From the very beginning of the novel Wharton makes it evident that the Old New York society has a strong resilience to change, â€Å"..the world of fashion was still content to reassemble every winter in the shabby red and gold boxes of the sociable old Academy.† This society is not ready to embrace any kind of transformation, even if it is for the better. Change is seen as a threat to Old New York. The society is so focused on their strict conventions that they don’t want any hindrance such as alteration to obstruct it, â€Å"..thus keeping out the ‘new people’ whom New York was beginning to dread and yet be drawn to..† If New York manage to keep out the ‘new people’ then their society will never change; there will not be any controversial ideas or risk of moving forward. This may seem absurd to ...