Nuclear Power - Micro Economics Research Paper Example | Topics and Well Written Essays - 1250 words

Atomic Power - Micro Economics - Research Paper Example The expense of the Fukushima mishap is assessed in August 2014 to be $ 105 billion, double the evaluations made in 2011. The expenses may go up further when the plant is at last decommissioned and radioactive material securely discarded. This cost will be borne by the Japanese individuals through expenses and service charges (RT.com, August 2014). The Fukushima mishap examination indicated no issue by the plant administrators or blames in structure or development. The plant was just unfit to withstand wave powers. This is not normal for the Three Mile Island mishap in the US in 1979 where a few valves in the reactor cooling framework broke down and the Chernobyl mishap in Ukraine in 1986 which was ascribed to imperfections in reactor structure and errors by plant administrators. Following the Fukushima mishap, the German government chose to close down the entirety of its atomic reactors that produce 23% of the country’s power. This choice will make the acknowledgment of atomic force plants troublesome in different pieces of the world. Emergencies and mishaps that cause a radioactive discharge over a wide territory. The atomic force industry has contended that the more up to date plans of reactors are more secure than prior structures, however nobody can be sure of wellbeing in an occasion, for example, a seismic tremor or a tornado. Atomic force plants worked more than 40 years back are still in administration and can't be effortlessly updated. Issues of human mistake can't be totally wiped out. Atomic waste. Spent fuel bars are put away in water pools for cooling. There is danger of spillage of polluted water from the capacity pools into underground springs or surface streams. In the wake of cooling, the spent fuel poles are moved to a lasting long haul stockpiling site, for example, the Yucca Mountain in Nevada. There is the danger of a mishap during transport which causes radioactive discharge. These issues identify with open wellbeing and can't be

Computer Games and Artificial Intelligence :: Video Game AI

PC Games and Artificial Intelligence Theoretical PC games give a test to humankind. An approach to show his dominance over the idea of insight but then an approach to test that authority. It is through a ceaseless need to improve the man-made consciousness in PC games that man additionally figures out how to analyze his own imagination, to reach past what is conceivable and develop himself. Improvements in the man-made brainpower of PC games have indicated amazing improvement as new types of games have been made with new advances in the innovation. More up to date progressively unpredictable and versatile games show an expanded comprehension of knowledge and outfit engaging benchmarks of our own capacity. Presentation The possibility of computerized reasoning is an overwhelming thought. That the very thing that recognizes humankind from all other living creatures, knowledge, is reproducible even enhanced presents a specific test to humankind: is computerized reasoning better than human insight? To maintain a strategic distance from the philosophical chicken-and-egg contention, man has made a bright method to test AI: games. What were once negligible engaging preoccupations, PC games have become a discussion for man to set his insight in opposition to a misleadingly keen PC program trying to approve his own self-esteem. Such difficulties give a methods for amusement as well as a way to personal growth. Consider the contention with respect to the ongoing triumph of IBM's Deep Blue over world chess champion Gary Kasparov. Features relating the story commonly scrutinized the transcendence of human knowledge for the man-made brainpower spoke to by Deep Blue. Presently like never before, the test introduced by PC games and man-made consciousness has made a need. This need must be met by tests gave by connecting with, imaginative, and keen PC games. This has prodded a whole industry, which represents billions of dollars consistently. The wide-scale improvement of PC games proceeds in an assortment of organizations: recreation games, activity/experience games, intelligent 3D games, battling games, and others. These are largely ways for man to test his innovativeness as well as his own knowledge and capacity to develop himself. PC Games Early PC games required unimportant physical response and very little knowledge as game software engineers attempted to grow increasingly reasonable games that would give a situation to progressively complex cooperation. With this aside, the appearance of present day PC games required game architects to create programs that would mimic human conduct. Reproduction, in this way, while not delegate of unique idea, is a fundamental spot to begin so as to look at the improvement of PC game insight.

Yellow Ribbon Program COLUMBIA UNIVERSITY - SIPA Admissions Blog

Yellow Ribbon Program COLUMBIA UNIVERSITY - SIPA Admissions Blog SIPA is proud to be a participant in the Yellow Ribbon Program, a financial aid opportunity under the Post-9/11 GI Bill.   Interested Veterans will need to complete two steps to qualify.   First is to file paperwork with the Department of Veterans Affairs and second is to submit a Web based form to SIPA.   The funding is based on a first-come, first-served basis and applicants will be ranked by when they apply for the program via the Web based form supplied by SIPA. We are currently working on getting the form set up and when we have more information on when it will become available we will post information to this blog as well as send an email to the email address supplied by applicants when they applied.   Stay tuned for more information.   A general overview of the program is available on the Columbia University Student Financial Services Web site. Yellow Ribbon Program COLUMBIA UNIVERSITY - SIPA Admissions Blog The Columbia University School of International and Public Affairs is pleased to announce the application for the Yellow Ribbon Program Scholarship, available to eligible veterans of the US Armed Forces, for the 2014/15 academic year. The Yellow Ribbon Program is an initiative authorized by the Veterans Educational Assistance Act of 2008 (the Post-9/11 GI Bill) in which educational institutions provide eligible student veterans with a partial tuition waiver or grant matched by the U.S. Department of Veteran Affairs. This program supplements the base educational benefits provided by the Post-9/11 GI Bill. To be eligible for the Yellow Ribbon Program, you must be a US veteran eligible for the maximum level (100%) of benefits under the Post-9/11 GI Bill according to your VA Certificate of Eligibility. If you are a veteran of the US Armed Forces and would like to learn more about eligibility for these benefits, please visit the GI Bill website at www.gibill.va.gov/. SIPA is committed to honoring those who have served our country by being one of seventeen individual schools at Columbia University participating in the Yellow Ribbon Program.     An application is required and will be available on our website by Monday June 9, 2014 at noon, Eastern Daylight Time. The application will be a Google document that is to be submitted online; no other documentation is required. Those who received a Yellow Ribbon scholarship at SIPA in the 2013/14 academic year and will be enrolled at SIPA for 2014/15 [and have maintained their eligibility] need not reapply, the award will be renewed in an amount based on available funding. SIPA cannot guarantee funding for every eligible candidate, and funding will be on a first come, first served basis, so please make sure that you complete the application no later than June 27, 2014.

The Classroom Is A Critical Locus For Student...

â€Å"The classroom is a critical locus for student interpersonal and educational development† (Hudgins et al, 37, 1994). When a student walks into a classroom their first impression is the physical classroom environment. A student either sees the classroom as a positive place to learn or a negative space they are forced to attend every day. Research has shown that students subject matter, achievement and attitudes improve when the teacher creates a physical classroom environment that is more conducive to learning. (Hudgins et al, 37, 1994). â€Å"Well-run classrooms begin with the room’s physical layout† (Shalaway). First things first, a classroom s physical layout should reflect the teaching style of the teacher. As a future teacher, the style of teaching that I value the most is partner collaboration. I find that students learn to the best of their ability when they can bounce ideas off each other and corporate in table groups. In the center of my classroom, I have placed my student’s tables with a group of chairs around the table. This will give my students the opportunity to work and collaborate with each other. I have also made sure that students tables are far enough apart so that there is an aisle big enough for students and disabled students to get up and down the aisle easily. In front of the tables, I have placed a mini lesson rug by the smart board. The mini lesson rug will act as an extra place for mini lessons and further needed instruction/practice forShow MoreRelatedThe Effect Of Student Emotional Intelligence And Locus Of Control On Perception Of Online Learning And Traditional Classroom Effectiveness1912 Words   |  8 PagesIntroduction This study will examine the influence of student emotional intelligence and locus of control on the perception of online learning and traditional classroom effectiveness. 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Analysis of ESNAADs Human resource management - Free Essay Example

Sample details Pages: 14 Words: 4263 Downloads: 7 Date added: 2017/06/26 Category Management Essay Type Case study Did you like this example? Introduction Human being has been endowed with a faculty to think, judge and prioritize his actions. He offers creativity and innovation. Though nature has given these faculties to every human being, his acquisition of knowledge, skills, his attitude of looking at work, his perception about everything he sees, varies so much that one can not expect a standard response from all human beings. Don’t waste time! Our writers will create an original "Analysis of ESNAADs Human resource management" essay for you Create order Thus man as an asset is difficult to control as a uniform resource. Besides, he has a definition of his own satisfaction and may or may not be inclined to work with same enthusiasm. Moreover, he changes this attitude from time to time and his own moods to work. Thus, a human being is an unpredictable resource. When we want to take a human being in the fold of our business or organization, we have to consider him from aspects; as an individual with a given knowledge skills and values, what we can expect now and, say, after three years. Moreover, one has also to look to his personal role in his own family and how it will influence his organizational life. On the one side, he expects greater responsibility and job satisfaction but he is reluctant to work without getting paid for such extra work. Thus, his expectations are to be seen and controlled so that he can be useful to the organization for a long time. His preferences and values also must be gauged before he is employed. The worst is that we have to evaluate all his work life because he can prove to be a liability if neglected for sometime. Thus a human being is an expensive resource to be evaluated all the time. To make him more useful, they have to give them further training. The chances are that the person may leave the organization any time and create knowledge void. Thus, human resource is the challenge to management throughout its life. ESNAAD is a front running service provider in the field of oil and natural gas in the region of mid of east. The origin of this corporation makes an incomparable reputation in Middle East with an eye on global expansion. They have already succeeded in making a palpable presence in UAE. With Middle East Company we perform international standard regarding health environment, safety and quality control. In the port city of Musshaf we provide a second to none work atmosphere regarding cleanliness and Safety. ESNAAD is dedicated to the welfare of employee with excellent track record in the field of safety, professional satisfaction and work environment. As a result they are proud of having best professionals of this field in our team. They have a continuous training program to ensure to give a series of products o the oil Industry. They always remain committed for development of new services and products to fulfill even long term needs our clients. ABOUT ESNAAD ESNAAD is a subsidiary of ADNOC that primarily deals in waste and chemical management, blending of chemicals, mud chemicals, and handling materials to support ADNOC services. ESNAAD has a vision to excel in offshore management of oil production and establish itself as a premier service provider in UAE oil industry. For this, it is extremely important that the company has a strong Human resource system to avoid any mistakes while dealing with labor force which does high risk job. The HR policies must support a clean and safe environment to work and provide continuous trainings to the workforce so that they avoid accidents and provide services that are at-par. The primary services of ESNAAD include: Oil field services These involves processing of crude oil to refine it based on the international standards. Offshore services These involves operations, maintenance and services providing logistics support. Onshore services This is the most important section of servi ces that include at the port services, waste management, chemical handling, material processing, engineering got oil processing. HR NEEDS OF THE COMPANY Let us first discuss the HR needs of the company which can be described in terms of the following heads: Planning Selection Motivation Interpersonal Relationship Wages Compensation and Benefits PLANNING Although all of these five factors are important for a quality HR departments, it must be borne in mind that the person implementing them are more important than former ones i.e. a person with credibly and who is a business person first and then a HR profession. The person having demonstrable commercial sense, knowledge of the concern business and potential competitors and with a capability of Strategic understanding of development needs of the business. At this stage this must be emphasized that there is a greater need for upper management to look HR of ESNAAD not an administrative unit rather as a business partner. In planning of human resources five factors are considered important as per their order i.e. Talent Management Organizational Development Knowledge and Strategy of Business Talent Acquisition Perks and Benefits. I.TALENT MANAGEMENT It should be very clear for a senior functionary of ESNAAD that if they cant do talent management in a professional manner, it will result in losing our skilled workers and professionals to our rivals. A competency based management is supported to be the best for ESNAAD as this means developing strategy and goals to direct behavior and actions of the employees for the success of the organization. II. ORGANIZATIONAL DEVELOPMENT Human sector is the backbone of the growth of ESNAAD. It comprises of all from the top management to the employees and aims at the effective development of the organization. The core of the organizational development is the behavioral research. It has got four basic components: Economics,Technical,personal, and Politico legal. This will include: Work Recognition and Space changes. Group Problem Solving Talent Management (as discussed) Planning of Agenda Team Development Improvement of Business Process Training III. KNOWLEDGE AND STRATEGY OF BUSINESS This will helps ESNAAD in the following way: It enables HR Strategy to be aligned with the overall vision of the organization as it develops knowledge and Confidence to communicate with CEO. It helps for developing a framework for developing business strategy. It acts as a tool for HR to afflict the development of Strategy Process. IV. TALENT ACQUISITION It has evolved from basic staffing to an integrated approach for acquisition of top talent required for dynamic business needs. It utilizes a software tool to substitute all sub process of Finding, attracting and eventually hiring highly talented Individuals to fulfill the organization requirements which is important for the overall growth of ESNAAD. The aim of talent acquisition software is to streamline the entire process of recruitment in following way to Online Creation and editing of job requisition. Facilitate on line interview and their result reduce recruitment costs Scan references pertaining to a particular candidate. V. WAGES, PERKS AND BENEFITS While wages comprise the salary, the perks and benefits are Non-Wage compensations which are provided to an employee in ESNAAD. Some of these non-wage benefits may be health insurance, group insurance, housing, disability coverage, retirement benefits, sick leave, Educational Fund, Social Security and other such benefits. SELECTION This is the process of choosing the most suitable candidate. With elimination of the unfit or less suitable one for particular job, ESNAAD can avoid the danger of accidents and ensure quality services. It is the process based on job related qualification and hence eliminates automatically the job seekers not meeting the essential requirement of a particular job. In this regard this must be borne in mind that the right person must be at right place at right time. Timing factor too is a very important one, as one individual who can do well at starting phase of ESNAAD recruitment cycle may not do well after a certain level of functional maturity of organization is achieved i.e. maintenance phase. A vice versa of this may also be true. Motivation Motivation of human wealth is the most important factor of success of any organization. These are two main groups of factor: Satisfiers: motivation factors creating a highly motivating situation but there absence in the job does not cause serious dissatisfaction. Example Responsibilities Advancement, Recognition. Dissatisfies: Other group of factors if absent may cause serious dissatisfaction, regardless the impact on the motivation. Reduction in the availability of these factors is likely to affect motivation and bring down the performance level .An offer of more of these factors does not in any way improve motivation significantly. For example, a raise of 10 in the salary of a person may not improve his performance, but a withdrawal of this amount will upset a person and is likely to cause dissatisfaction. These factors have been designated as maintenance or hygiene factors or dissatisfaction. They are preventive, environmental and have job context. Thus these two sets o f factors are mostly unipolar i.e. Satisfiers contribute very little job to job satisfaction and dissatisfies contribute very little to job satisfaction. These two sets of factors are listed in the below table: Motivators or Satisfiers MAINTENANCE FACTORS Job Itself Status Possibility of Growth Interpersonal relations with Superiors Peers Subordinates Achievement Technical Supervision Responsibility Company Policy Administration Advancement Job Security Recognition Working Condition Salary Personal Life The impact of an increase or decrease in these factors can be explained as follows: INCREASES DECREASES JOB SATISFACTION When motivations are When motivators are strengthen or present weakened or absent JOB DISSATISFACTION When maintenance factors When maintenance are weakened or absent factors are present The satisfiers describe mans relationship to what he does, but the dissatisfies describes his relationship to the c ontext or environment or situation in which he does his job. The hygiene factors, so called in poor analogy with the way the term is used in preventive medicine, meet mans need to avoid unpleasantness. The motivator factors on the other hand make people happy with their jobs because they serve mans basic and human need fir psychological growth, and his need to become more competent. For proper motivation it is suggested to follow the master model of hierarchy of needs that an individual is supposed to attempt in following order: 1) The physiological needs 2) The safety security and stability needs. 3) The social needs i.e. love affiliation, membership and belonging. 4) The esteem needs-Self Esteem and public Esteem. 5) The need for self realization. THE PSYSIOLOGICAL NEEDS: The physiological needs concern the needs of the human body. They are basic to preserve human life. For example, food, clothing, shelter, etc, are all essential of life, without the reasonabl e satisfaction of which no human being can function normally. Any other need will become proponent only if these physiological needs are at least partly satisfied. As the very survival of human life depends upon the satisfaction of these needs, they are also known as primary needs. They are primarily satisfied through economic behavior and have finite limits. An individual demands only a particular amount of these things. After reasonable gratification, they are no longer demanded. That is why they are motivational only if they unsatisfied. The Safety Needs: The next order need is safety and security need. This implies provision against the deprivation of the basic physiological need. If there is a danger of attack from our neighbor, we must provide for our safety. If there is a fear falling ill, being retrenched, we must provide for a rainy day, i.e. Security. We would have at least liked to maintain that we already have if not better our circumstances. This need also has the same characteristics of being primarily satisfied through money and being motivational only in absence of a reasonable satisfaction. Once these needs are satisfied, they are no longer motivational. The Love Needs: It is natural desire of every human being to be a part of the group which loves him. This group consists of a few individuals who have some commonness and the member of a group is able to unhesitatingly share his problems with other members of the group who are close to him. This may in the family or work organization or else where. He wants to give and receive love. This provides meaning to work life and the individual is recognized as an important member of the group. These needs are regarded as secondary because they are, though important, not essential to preserve human life and emerge only if both the physiological and safety needs are fairly well gratified. The Esteem Needs: Esteem needs are divided into two categories: Self Estee Public Esteem Self esteem means esteem in the eyes of the self, i.e., an inner feeling that one is doing something worthwhile. It is the desire for strength, for achievement, for adequacy, for confidence in the face of the world, and for independence and freedom. When an individual is himself satisfied about the task relevance, he looks for esteem in the eyes of public, i.e. public appreciation, praise, admiration, or public applause it is desire for reputation or prestige, recognition, attention, importance or appreciation. Satisfaction of the self esteem needs to feelings of self confidence, worth, strength, capability, and adequacy of being useful and necessary in the world. But the thwarting of these needs produces feelings of inferiority, is unable to satisfy his need through positive constructive behavior, he may resort to immature disruptive behavior as often a child does in the class to draw the attenti on of a teacher when he fails to do so on the basis of academic performance. The Need of Self- Actualization: The highest order need is the Need of Self- Actualization. This means becoming what one is capable of. It implies an opportunity for the fullest expression of ones personality characterstics. A painter must paint, a singer must sing, and a teacher must teach if he wants to be actually happy. What a man can be, he must be. This need is continuously motivational, and therefore, it is called a growth need .As a personality of a person is constantly growing, the need for its expression is never satisfied. When one reaches a particular stage, one moves slightly higher and accordingly, ones aspiration level goes up. This need is purely physiological in nature and is infinite. One looks for endless challenge and integrates ones interests, talents, and abilities to the point that one work towards become what one must become. This implies that a person who has reached the point of continuous self actualization has necessarily satisfied all his deficit needs. INTERPERSONAL RELATIONSHIP To assist supervisors and managers to tackle difficult issue in ESNAAD with the workforce a three step strategy is to be developed i.e. Active Listening Adaptability Decision Making Active Listening : is the core of any human resource management and comprises of two components- Interpersonal Communication Conflict management Interpersonal Communication is the basic need of any management personal. It should be well understood and practiced as it is the core of all decision making and actions at a workplace. When we work with diverse groups of workforce it requires a lot of interaction. The main objective of interpersonal relationship is to create the respect of the employees for their management in order to have the right working atmosphere and attitude in the workplace. This can be achieved with a four dimensional approach: Influence Interpersonal Facilitation Relation reality Team leadership. A manager can have interest in one or the other or all dimensions and can practice them accordingly. ESNAAD will have to actively look into management of managers. Conflict management is the second skill of the managers to get leverage. It helps to resolve issue of employee management issues and effectively and at a faster pace. It also helps to create greater satisfaction amongst the human assets. There may be many type of open or hidden at various stages. These conflicts if not interviewed or ironed out Properly may result in various problems right from a bad working atmosphere at one end to a medico legal problem on the others. Adaptability: will be most stressed component of HR management within ESNAAD as it is the critical skill of achieving respect of the workforce for their management. A proper policy of adaptability will be having two components: Adaptability of management for Workforce. Adaptability of workforce for the management. Decision making: in terms of interpersonal relationship is different than t hat of a corporate decision making. ESNAAD management must remember that a decision may at the level of interpersonal level is to facilitative the achievement of the organization and not to affect in a negative way. SALARY AND COMPENSATION A sound compensation package is to encompass following factors: Adequacy for wages, Social balance, supply and demand, fair comparison, equal pay for equal work and work measurement. The concept of adequacy has two components, the internal and external. The internal component has a link with the fair wages concept, i.e., for a given job, is the money compensation adequate for an employee to maintain a descent standard of living; is the money wage adequate to cover basic needs such as housing, food, transport, medical care, childrens education and the possibility of saving for a contingency. The external adequacy would be in relation to comparable jobs in other industries with similar background requirements. The wage compensation for a particular job should not be less than what it can command else where. In a labor surplus economy it wills always b e possible to find employees willing to accept jobs at lower rate. Given the supply and demand situation, employees have an ethi cal obligation to pay for their wages. This concept of fairness should operate both for the employer and the employee i.e., standard of work should be comparable with that of similar industries. Comparing jobs across similar industries is one aspect in terms of fairness, but there is yet another factor that needs consideration and that is designing and implementing a compensation system which establishes parity of jobs, internally as well as externally. Internally persons doing similar jobs in an organization should be similarly compensated. In order to establish parity, factors like complexity of the task, skills requirements and job differentials, and an objective system of job measurement needs to be considered. The one that has been evolved is the job analysis and evaluation method. BASIC TYPES OF BENEFITS: 1) FRINGE BENEFITS: Fringe benefits too are the part of cooperation of the organization and may include status (like Car, Entertainment facilities, holidays, foreign travel, telephone); security (insurance, medical facilities, holidays foreign travel, telephone) and work benefits (office accommodation, secretarial services, management training, company scholarships, etc 2) KEY BENEFITS Key benefits such as share schemes, profit sharing, retirement counseling and house purchase. Introduction of Fringe benefits and key benefits depends on how much the company can afford to spend. Certain schemes may not benefit all the employees, so those with maximum coverage are important, if both employee and employer are to be benefited. Employees preferences could be ascertained through regular survey and interviews. The employer could use this information to intrude benefits in accordance with the perforce given by employees, keeping relative costs in mind. A program of benefit also has to include certain items dictated by government laws. Unions also represent some of the workers preferences are generally insist on a satisfactory wage rate and satisfactory fringes and not merely on a satisfactory combination of the two. Fringe benefits in terms of the cost are the real total cost to the company of employing the employee. This benefits since they are regarded as a bonus create a favorable attitude towards the particular job and company. Cost of fringe benefits is not static. Employers may also find it worthwhile and more economical to pay overtime. HRIS AND SECURITY Security consists of a series of burden or doors one must one must pass through before an access to a data or to execute a function on a computer system. These hurdles or doors consists of: Physical protection and Security within the HR system I). PHYSICAL PROTECTION: Locking of hard drive Locking of password Use of password not accessible to all The Password must be changed regularly Use of a separate computer by controlling authority. II). SECURITY WITHIN THE HR SYSYTEM This may be of two types according to the data to be used: Simple for less sensitive data Complex for the data requiring high degree of confidentiality like succession planning. LEVELS OF SECURITY FOR HR SYSTEM There are total five levels of security for any HR system as presented below: Physical Approach: The first level being the physical obstacle to the master computer. Only the authorized person should be allowed approach to the executive office. Access Level: There should be a strict control to access to the data only authorized person should be allowed to see the data. A pass word is to be incorporated at this level. Manipulation Level: At this level a check is to be put on data manipulation by an unauthorized person i.e. entering or changing data. It is to be done by a fully trained person in the field. Reporting Level: At this level standard reports are printed accessed for the quality. It is proposed to introduce a separate password for each level separately i.e. Access level, manipulating level, and reporting level. Decision Making Level: At this level, decisions are made only after total authorization and permission. USER FRIENDLY: Our system is must a user friendly as it covers almost all the issues viz: Reduction in paperwork with accuracy. Cost Effective Provides instant yet accurate knowledge. There is streamlining of the process Makes practice decision making easy Adheres to the preview of legislation. SUSTAINABILITY OF AN EMPLOYEE: Regarding Sustainability of an employee our HRIS software readily provides the answer for all the following answers: Past work experience of an employee. How far his education and skills are practically relevant? How long he will be useful to us? What reciprocation he expects from us? Will he be able to work in a group? Are his family circumstances complimentary to the work carrier we are offering? How will we decide his carrier progression? How much a partner should he be made in decision making? How can he groom to take further responsibilities? His comparison with other workers How will he influence the work group balance? How does he fit in the job description? Can we change the job description to suit his talent? Accommodation for him? KNOWLEDGE MANAGEMENT A Knowledge Management system may be of five types namely: 1. Based on Documentation -Documents like web, databases, notes etc. It permits the creation, management or sharing of these documents 2. Taxonomy Bases It is similar to Document based one, but uses a system of terminology like Author, subject organizations etc. 3. Technologies Based like Artificial intelligence (AI) which represents problem an organization faces. 4. Network Based This method uses network and other means to transfer the information. 5. Increasing Social Computing- Based on personal interaction. Ours being a web based HRIS takes care of all the three aspect of knowledge Management System: Communication: This system can be used on Internet for data exchange with other organization. Information: This system can be used to obtain the knowledge of expertise. Proliferation: Our system can help to get new applications online to perform a variable task. Human Resource Information Sys tem Design for ESNAAD: Employees Profile Employee profile screen will capture the following attributes for Human Resource Information System of ESNAAD: Personal Identification Information of the Employee Previous organizations worked Service expertise details Key contract number in emergency situations Dependants and Emergency contacts Number of days Attended Date of joining the organization Qualifications Key skills Payroll Details This screen will capture the total compensation, perks and earning details of the employee: Pay Grade History of previous pays Bonus details and criteria Tax brackets and deductions Perks and Benefits Yearly/monthly Leave allowance Loan details of the person Food coupons Medical bills reimbursements Total Cost to company Training and Development This screen will capture the training details of the person: Performance Ratings Performance bonus Education and qualification Primary Skill Secondary Skills Certifications Training Needs Training Justification Awards Health and Safety This screen will capture details of any incidents and accidents of the employee: Any accident/Incidents Details of Incident Date of occurrence Place of occurrence Previous ailment Records of Medicine and Treatments Any Disability Library of Document This screen will capture any important documents issued to the person: Letters issued on company letter-heads Purpose of letter Date of letter Any other documents sealed from the employee Any confidential documents associated with the employee HR Dashboard All the employees data will be displayed here: Graphical view of men and women in the firm. Graphical view of certifications held by employee Pie chart of people speaking different languages. View of Pay history of employee. View of various levels at which employees are working. Module to export the data in various formats (such as csv file, excel form. Modules to connect data to other authoritative sources, application such as SAP. Module to manage the security of employees. Password protection. All work related policies and procedures for employees. All insurance benefits listed on this module. All safety and security related training material for ESNAAD employees. Conclusion: Because of the prevailing global atmosphere of competitive business practices there is a closed mouth approach worldwide. Automation in industry has a basic role to have an improved management information without disturbing the safeguard of companys policies and private information. Thus HRIS system is a basic surmounting need for big and even small organizations to a larger extent.

Exam 2 Study Guide Free Essays

1. Federal income tax laws allow a firm to deduct all legitimate business expenses when calculating its taxable income. A)Â  True B)Â  False Correct Answer(s):| False| 2. We will write a custom essay sample on Exam 2 Study Guide or any similar topic only for you Order Now A major criticism against sales quotas is that: A)Â  Activity quotas usually lead to high-pressure selling. B)Â  Quotas are not fair to the sales force. C)Â  Quotas cannot stimulate sales of profitable products. D)Â  Quotas are not realistically attainable. E)Â  It is very difficult to set quotas accurately. Correct Answer(s):| E| 3. The most widely used type of sales quota is one based on: A)Â  Selling expenses. B)Â  Sales volume. C)Â  Missionary selling activities. D)Â  Gross margin. E)Â  Net profit. Correct Answer(s):| B| 4. A well-designed plan for paying salespeople’s expenses should: A)Â  Allow sales reps to earn the same net income whether they are at home or on the road. B)Â  Pay for all entertainment expenses incurred by a salesperson. C)Â  Cut down on nonselling activities. D)Â  Pay the same amount to each salesperson. E)Â  Allow just a small amount of expense account padding. Correct Answer(s):| A| 5. A sales quota will most likely act as an aid in: A)Â  Controlling and directing salespeople’s activities. B)Â  Helping prepare a job description. C)Â  Forecasting sales. D)Â  Conducting sales training programs. E)Â  Establishing territories. Correct Answer(s):| A| 6. In which of the following situations will the sales rep most likely be on an unlimited expense payment plan? A)Â  Manufacturer of electric motors opening a new territory in California. B)Â  A driver-salesperson for soft drink bottler covering part of southern Illinois. C)Â  Wholesaler of office supplies selling to retail stores in North Carolina. D)Â  Small manufacturer of fishing tackle who has weak financial capability. E)Â  Detail sales rep for pharmaceutical manufacturer, calling on doctors’ offices in Atlanta. Correct Answer(s):| A| . A company is likely to use a sales volume quota when management wants: A)Â  A balanced effort between selling and non-selling activities. B)Â  A salesperson to develop a new market. C)Â  To increase its gross margin. D)Â  To correct an unbalanced inventory situation by pushing sales of one item. E)Â  To keep its selling expenses at 6 percent of net sales. Correct Answer(s):| D| 8. An unlimited-payment plan for controlling sales force expenses: A)Â  Allows for cost differentials due to variations in territories or jobs. B)Â  Is not a good plan when the salespeople are dealing with customers at the executive level. C)Â  Eliminates expense account padding. D)Â  Is a poor plan to use when the salespeople are calling on new accounts. E)Â  Is a good plan for a financially weak firm. Correct Answer(s):| A| 9. A characteristic of a sound sales force expense plan is that it: A)Â  Is designed so that the reps neither profit nor lose under the plan. B)Â  Does not hamper the performance of selling activities. C)Â  Is simple and economical to administer. D)Â  Does All of these. E)Â  Accomplishes only two of A-B-C. Correct Answer(s):| D| 10. Which of the following is an advantage of a limited payment plan for controlling sales force expenses? A)Â  High caliber salespeople generally prefer this plan. B)Â  It is good when there are cost-of-living differentials among the territories. C)Â  It eliminates cheating on expense accounts. D)Â  Management can budget its sales expenses more accurately. E)Â  It eliminates disputes between management and sales reps. Correct Answer(s):| D| 11. Motivation is the only requirement for successful sales performance. A)Â  True B)Â  False Correct Answer(s):| False| 12. What motivates a sales rep at one time may not motivate him or her at another time. A)Â  True B)Â  False Correct Answer(s):| True| 13. Which of the following is (are) true about reps who in the disengagement stage of their careers? A)Â  Their sales levels peak because of the vast experiences they have. B)Â  Usually the psychological impact of a disruption in their personal lives causes their sales to decline. C)Â  Their sales peak because of their long term relationship with customers. D)Â  An assignment to a special project is one way to increase their motivation. Correct Answer(s):| D| 14. Which of the following will most likely satisfy a sales rep’s hygiene needs, in contrast to his motivator’s needs? A)Â  Give the rep more responsibility. B)Â  Provide a satisfactory compensation plan. C)Â  Give the rep more opportunity for personal growth in his career. D)Â  Have a recognition banquet honoring this rep. E)Â  None of these meet hygiene needs. Correct Answer(s):| B| 15. Intrinsic rewards are provided by others. A)Â  True B)Â  False Correct Answer(s):| False| 16. When planning and conducting a sales contest, management should: A)Â  Run the contest for at least six months. B)Â  Not build the contest around a theme. C)Â  Not give cash as an award. D)Â  Use an outside consulting firm to conduct the contest, thus ensuring objectivity. E)Â  Provide each salesperson with a reasonably equal chance to win. Correct Answer(s):| E| 17. A recently promoted district sales manager was nominated by her company to attend an executive development program conducted by a well-known university. In Maslow’s hierarchy of needs, this program is most closely related to the rep’s need for: A)Â  Love and acceptance. B)Â  Self-actualization. C)Â  Safety. D)Â  Physiological support. E)Â  Belonging to a group. Correct Answer(s):| B| 18. Intensity refers to how long the salesperson will continue to put forth effort. A)Â  True B)Â  False Correct Answer(s):| False| 19. A sales meeting is least likely to be used as a vehicle for: A)Â  Counseling salespeople about their personal problems. B)Â  Boosting sales force morale. C)Â  Improving sales reps’ selling techniques. D)Â  Announcing changes in a company’s policies on pricing and channel structure. E)Â  Getting salespeople better acquainted with top management. Correct Answer(s):| A| 20. Which of the following specific incentives do salespeople prefer? A)Â  Additional vacation time. B)Â  A pay raise. C)Â  A better car. D)Â  Better fringe benefits. E)Â  Merchandise. Correct Answer(s):| B| 1. A sales compensation plan involving a combination of salary plus commission on net sales is popular because it: A)Â  Provides the reps with more security than other plans. B)Â  Offers some of the advantages of a salary plus the incentive and flexibility features of a commission. C)Â  Is the lowest cost plan. D)Â  Provides more incentive than other plans. E )Â  Gives management the greatest degree of control over the reps. Correct Answer(s):| B| 22. A good plan for compensating a sales force should: A)Â  Strive to correlate a sales representative’s rewards with his or her results and efforts. B)Â  Provide a regular (steady) income or an incentive income, but not try to do both. C)Â  Equate the level and the method of compensation. D)Â  Discourage a sales representative from spending time on non-selling activities. E)Â  Not be used to control sales force activities. Correct Answer(s):| A| 23. Which of the following features is least likely to be found in a good sales compensation plan? A)Â  The plan provides a regular income plus some incentive pay. B)Â  The plan is fair to both management and the sales force. C)Â  The plan provides a competitive level of pay. D)Â  The basic plan is changed frequently in order to provide flexibility. E)Â  The plan is economical to administer. Correct Answer(s):| D| 24. Which of the following is an example of conflicting goals in a sales force compensation plan? A)Â  Provide security of income to sales representatives, but open new markets. B)Â  Develop a plan that is both flexible and fair to the sales representatives. C)Â  Design an extremely flexible plan, yet one which also is simple to understand and easy to administer. D)Â  Provide a competitive level and a competitive method of compensation. E)Â  None of these involves a conflict of goals. Correct Answer(s):| C| 25. Management wants aggressive selling in a job that involves virtually no missionary activities. The company is not financially strong, so management wants the compensation costs related directly to sales revenue. This firm should use a plan for paying its sales force. A)Â  Straight salary. B)Â  Combination. C)Â  Salary plus bonus. D)Â  Straight commission. E)Â  Salary plus commission. Correct Answer(s):| D| 26. Successful companies in the 21st century: A)Â  Will reward selling as much as possible. B)Â  Will primarily reward maintaining market share. C)Â  Will reward immediate results. D)Â  Will reward gaining customers with fewer calls. E)Â  Will reward building customer share over the long term. Correct Answer(s):| E| 27. In which of the following situations is the tactical implementation most consistent with the strategic planning? A)Â  The strategy of introducing a new product to increase market share is implemented by paying the salespeople a straight commission. B)Â  When the strategy calls for aggressive selling to liquidate excess inventories, management offers the reps a larger commission. C)Â  To provide extra service to hold existing accounts, management increases its emphasis on commission payments. D)Â  The strategy of attracting the top level of graduating college students is implemented by paying lower starting salaries with prospects for future increases. E)Â  There really is no relationship between compensation tactics and marketing strategies. Correct Answer(s):| B| 28. A straight salary plan is the most widely used method for compensating a sales force. A)Â  True B)Â  False Correct Answer(s):| True| 29. Which of the following job elements is hardest to measure objectively in a sales force compensation plan? A)Â  The value of the salespeople’s efforts spent in training their customers’ sales force. B)Â  The reps’ entertainment expenses. C)Â  The gross margin by product line that a rep contributes. D)Â  The volume of sales received over the phone or by mail. E)Â  The number of calls made on new accounts. Correct Answer(s):| A| 30. A limitation of the straight-commission method of paying a sales force is that this method usually: A)Â  Means that compensation expenses are a fixed cost. B)Â  Does not provide incentive for the sales representatives. C)Â  Attracts a poor caliber of sales representatives. D)Â  Makes it difficult to supervise and direct the activities of salespeople. E)Â  Discourages the sales representative from working long hours. Correct Answer(s):| D| 31. In addition to their large buying size, strategic accounts are likely to be differentiated from smaller accounts by their: A)Â  Complex buying process. B)Â  Desire to concentrate on domestic markets, to the exclusion of foreign markets. C)Â  Preference for using a line organizational structure. D)Â  Desire to avoid dealing with a selling team – preferring instead to deal with one sales rep. E)Â  None of these is correct. Correct Answer(s):| A| 32. A district sales manager for a cosmetics manufacturer supervised 160 salespeople who sold on a door-to-door basis. Seventeen of these district managers reported to one divisional sales manager. This situation seems to be violating the organizational principle that: A)Â  Span of control should be reasonable. B)Â  Organization should be stable, but flexible. C)Â  Organization should reflect a market orientation. D)Â  Organization should be build around activities. E)Â  Balance and coordination is needed in an organization. Correct Answer(s):| A| 33. In contrast to consumer purchasing, in organizational buying: A)Â  Fewer people are involved in making the decision. B)Â  Decisions are made more quickly. C)Â  Decisions are based upon economics more than emotions. D)Â  Decision makers are more often the user of the Product. E)Â  All of these. Correct Answer(s):| C| 34. In recent years firms have restructured their sales organizations around their best selling products. A)Â  True B)Â  False Correct Answer(s):| False| 35. In today’s marketing environment, geographical specialization is not used very much in sales force organizations. Difficulty: Easy A)Â  True B)Â  False Correct Answer(s):| False| 36. Which of the following organizational structures will most likely be used by a large company selling several unrelated technically complex products? A)Â  Geographical specialization with each rep selling the full product mix. B)Â  Line organization. C)Â  Customer specialization. D)Â  Product specialization. E)Â  Any of the above is equally likely to be used. Correct Answer(s):| D| 37. Citizenship behaviors are things people do on-the-job that are above and beyond their formal job requirements. A)Â  True B)Â  False Correct Answer(s):| True| 38. When IBM reconfigured its sales force by assigning reps to different industries, it was using: A)Â  Geographic specialization. B)Â  Market specialization. C)Â  Sales force specialization. D)Â  Product specialization. E)Â  None of these. Correct Answer(s):| B| 39. Although more expensive, team selling is by far the best method of calling upon accounts and should be used for all routine selling situations. Difficulty: Medium A)Â  True B)Â  False Correct Answer(s):| False| 40. All of the following are typical problems that producers experience when using an independent sales force (such as, manufacturers’ reps, wholesale distributors), EXCEPT: A)Â  The producer is frustrated over the lack of control it has over the independent sales force. B)Â  The producer must compete with other firms for the selling time of the rep’s or wholesale distributor’s sales force. C)Â  The independent sales forces are not familiar with the market the producer wants to reach. D)Â  It is difficult to get these reps and agents to service an account because they get no commission for this work. E)Â  It is difficult to get an independent sales force to perform non-selling activities. Correct Answer(s):| C| 41. The amount and type of leadership received by salespeople: A)Â  Should be the same for all reps. B)Â  Should vary among reps based on their individual differences. C)Â  Should vary over time, based on the stability of the business environment. D)Â  Usually should increase as the sales force gets larger. E)Â  Both B and C are correct. Correct Answer(s):| E| 42. Which of the following behaviors is a transformational leader behavior? A)Â  Recognizing. B)Â  Rewarding. C)Â  Role modeling. D)Â  Indirect supervision. E)Â  None of these. Correct Answer(s):| C| 43. Excellent transactional leadership by the sales manager involves: A)Â  Informing. B)Â  Clarifying. C)Â  Monitoring. D)Â  Verbal feedback. E)Â  All of these. Correct Answer(s):| E| 44. Charisma is something most commonly associated with: A)Â  Transactional leadership. B)Â  Citizenship behavior. C)Â  Task orientation. D)Â  Transformational leadership. E)Â  None of these. Correct Answer(s):| D| 45. Usually salespeople working on a straight commission generally receive less leadership and supervision than those who work for a straight salary. A)Â  True B)Â  False Correct Answer(s):| True| 46. Personal characteristics associated with excellent leadership include all of the following, except: A)Â  high self-confidence B)Â  older age (50 years, plus) C)Â  high energy level. D)Â  creativity. E)Â  eagerness to take risks. Correct Answer(s):| B| 47. Transactional-oriented leaders are typically very charismatic. A)Â  True B)Â  False Correct Answer(s):| False| 48. When a leader anticipates, analyzes, and makes decisions, the leader uses: A)Â  Problem-solving skills. B)Â  Social skills. C)Â  communication skills. D)Â  Persuasive skills. E)Â  None of these. Correct Answer(s):| A| 49. The two distinct styles of leadership are transactional and task orientation. A)Â  True B)Â  False Correct Answer(s):| False| 50. Situational leadership involves which of the following leader behaviors? A)Â  informing basic rules. B)Â  verbal feedback. C)Â  articulating a vision. D)Â  individualized support. E)Â  All of these. Correct Answer(s):| E| 51. Team selling is not the best alternative in every situation because: A)Â  it tends to be expensive. B)Â  it does not lend itself to complex situations. C)Â  customers generally do not like it. D)Â  there is no specialization of marketing activities. E)Â  All of these 52. An organization is: A)Â  Something needed to get the job done. B)Â  Not needed if you have a small company. C)Â  Simply an arrangement – a working structure – of activities involving a group of people. D)Â  Needed before doing any strategic planning. E)Â  None of these is even close. 53. Citizenship behaviors: A)Â  Those behaviors that a salesperson performs as a member of his/her community. B)Â  Are only performed by the top executives in a sales organization. C)Â  Those behaviors that are above and beyond the formal job requirements. D)Â  Are performed by members of the Board of Directors E)Â  None of these. 54. Which of the following factors account for the growing use of e-commerce and telemarketing as a form of sales force specialization? A)Â  Many buyers prefer it over personal sales calls in certain selling situations. B)Â  Many marketers find that it increases the efficiency of their selling effort. C)Â  It is especially adaptable to major-account selling. D)Â  All of these contribute to telemarketing’s growth. E)Â  Only A and B are correct. 55. A major limitation of the functional type of sales organization is that: A)Â  Functional executives can only recommend to a field sales manager regarding assignments for the salespeople. B)Â  Managerial specialists cannot be used effectively. C)Â  It cannot be used very well if the firm sells a wide line of complex, technical products. D)Â  Some of the line sales officers or the salespeople may be getting orders from more than one person. E)Â  None of these. 56. A formal organization’s well-being often is maintained by a system known as: A)Â  The informal organization. B)Â  Management by objectives. C)Â  Team selling. D)Â  Internationalizing the sales operations. E)Â  Strategic planning. 57. A drawback to a line and staff sales organization is that: A)Â  It cannot be used by a company that sells to many different types of customers. B)Â  It is difficult to separate planning and operating activities. C)Â  Problems may arise when staff executives take on line authority, instead of acting only as advisers. D)Â  The span of control usually is too large. E)Â  It discourages the use of the division of labor. 8. If a manager wants to motivate experienced salespeople to perform at higher levels or to do certain aspects of their jobs better, the best leadership behavior or style to use is: A)Â  task-orientation. B)Â  verbal feedback. C)Â  articulate a vision. D)Â  transactional. E)Â  Both A and D. 59. Leadership is a process in which one person influences other people’s behavior toward the accomplishment of specific goals. A)Â  True B)Â  False 60. To do the best leadership, a sales manager should exhibit: A)Â  Transformational, but not transactional leader behaviors. B)Â  Transactional, but not transformational leader behaviors. C)Â  Both transformational and transactional leader behaviors. D)Â  Let the salespeople lead themselves. E)Â  None of these. 61. When sales-volume quotas are based on territorial potentials: A)Â  For psychological reasons, quotas should usually be set a little lower than the expected potential. B)Â  Territorial sales potentials are not a good base for setting volume quotas. C)Â  Sometimes quotas based on territorial potentials have to be adjusted downward because a new rep is covering that district. D)Â  Quotas should be related directly to territorial sales potential with no further changes being made. E)Â  It is a good idea to base quotas on last year’s sales alone. Correct Answer(s):| C| 62. For which of the following sales jobs will management most likely use an activity quota? A)Â  Wholesale hardware sales rep. B)Â  Life insurance sales rep. C)Â  Liquor distributor’s sales reps calling on retailers. D)Â  Wholesaler’s salespeople selling office supplies. E)Â  Missionary sales rep for a soap manufacturer calling on grocery stores. Correct Answer(s):| E| 63. Role conflict arises when: A)Â  Reps are uncertain of their authority to meet price competition. B)Â  Reps are unclear about their organizational relationship with staff executives. C)Â  Reps are unsure of how much time and energy to devote to field duties requested by a marketing research manager. D)Â  Reps are trying to serve both the company and the customer. E)Â  Reps question their power to grant credit. Correct Answer(s):| D| 64. Herzberg maintained that job satisfaction is primarily associated with hygiene needs. A)Â  True B)Â  False Correct Answer(s):| False| 65. All of the following normally are considered to be elements (building blocks) in a sales compensation plan, except: A)Â  Commission. B)Â  Bonus. C)Â  Sales contest with cash prizes. D)Â  Salary. E)Â  Insurance and pension plans. Correct Answer(s):| C| 6. It is a good idea to pretest a compensation plan and introduce it to the sales force before the plan is installed on a permanent basis. A)Â  True B)Â  False Correct Answer(s):| True| 67. Which method of compensation is most appropriate for detail or missionary salespeople? A)Â  Incentive plus commission. B)Â  Straight salary. C)Â  Straight commission. D)Â  Commission plus expense. E)Â  Expenses only, because detail and missionary salespeople are, by definition, not compensated. Correct Answer(s):| B| 68. In a sales force compensation plan, an example of indirect financial compensation is: A)Â  Salary payment. B)Â  Paid vacation. C)Â  Field supervision. D)Â  Christmas cash bonus. E)Â  Air-conditioned office. Correct Answer(s):| B| 69. Most companies want to keep their expenses directly related to sales volume. Consequently, expense account policies usually do not play a role in a firm’s strategic marketing planning. A)Â  True B)Â  False 70. A sales quota is a performance goal assigned to a marketing unit for a specific marketing unit for a specific period of time. A)Â  True B)Â  False 71. A manufacturer has 20 sales representatives using their own cars to cover territories of various sizes in the eastern half of the United States. To reimburse these people for the use of their cars, the plan most equitable to both management and the sales force is a: A)Â  Payment of actual expenses as reported by the sales representatives. B)Â  Flat rate per mile. C)Â  Fixed allowance per month. D)Â  Flexible allowance such as the Runzheimer plan. E)Â  Graduated mileage allowance; for example, 30 cents a mile for the first 12,000 miles a year and 24 cents a mile for all mileage above 12,000. 72. Which of the following sales force business expenses is likely to generate most questions from government tax auditors? A)Â  Hotel bills. B)Â  Gifts. C)Â  Postage. D)Â  Telephone. E)Â  Taxi fares. 73. Which of the following is the best definition of motivation? A)Â  Behavior that is consistent with your attitudes. B)Â  Doing things that satisfy you. C)Â  The desire to expend effort to fulfill a need. D)Â  Your reaction to role conflict and role ambiguity. E)Â  Achieving the goals you set for yourself. 74. Which of the following is a major trend today in sales force compensation? A)Â  Straight commission plans are increasing as a percentage of total plans. B)Â  Companies are designing plans which stress customer satisfaction rather than straight sales volume. C)Â  The average level of pay is decreasing. D)Â  Fringe benefits are not being used as much as in the past. E)Â  Combination plans are declining in popularity. 75. The sales compensation plan that typically provides maximum security and stability of earnings for most sales reps is: A)Â  Straight commission. B)Â  Straight salary. C)Â  Salary plus commission. D)Â  Salary plus bonus. E)Â  Commission plus fringe benefits. 76. A straight commission plan based on sales volume is payment for performing a unit of work, and the plan constitutes a direct (variable) expense for management. A)Â  True B)Â  False 77. A company is likely to use a line organization when: A)Â  Management wants to use various marketing specialists. B)Â  The market consists of quite different groups of customers. C)Â  The company is small and sells a few related products. D)Â  Management believes in a policy of decentralization. E)Â  The sales force is large. 78. Of the four basic sales organization structures, the structure which has been recently adopted by some of the U. S. ‘ biggest companies is: A)Â  Line organization. B)Â  Line and staff organization. C)Â  Functional organization. D)Â  Horizontal organization. E)Â  None of these. 79. Some firms establish a separate sales force to sell to strategic accounts. Difficulty: Easy A)Â  True B)Â  False 80. The personal characteristic of initiative implies: A)Â  The leaders must believe in themselves. B)Â  The leaders are independent, self starters. C)Â  The leaders have high energy levels. D)Â  The leaders exhibit creativity. E)Â  All of these. 81. High-performing reps that appreciate autonomy respond well to heavy doses of transactional leader behaviors. A)Â  True B)Â  False 82. The most widely used type of sales quota is one based on sales activities. B)Â  False 83. With regard to compensation, which of the following is true? A)Â  Companies change their compensation plans more frequently than they change their strategies. B)Â  Compensation plans should be reviewed frequently to make sure that they are consistent with strategies. C)Â  Most firms change their compensations plans at least once in two years. D)Â  Firms should only change their compensation program when the salespeople are dissatisfied. E)Â  All of these are true 84. Which of the following roles ordinarily is not a part of a buying center? A)Â  User. B)Â  Director. C)Â  Influencer. D)Â  Decider. E)Â  Gatekeeper. 85. A drawback to organizing the sales force in a geographical specialization is that: A)Â  customers may get called on by multiple reps from the same selling firm. B)Â  it results in more travel time for each sales rep. C)Â  it leads to uneven coverage of the market. D)Â  there is usually no specialization of marketing activities. E)Â  All of these are drawbacks. 86. A trend in sales force re-structuring is to: A)Â  move toward flatter organizations. B)Â  structure around people, not activities. C)Â  make the organization as inflexible as possible. D)Â  move decision-making authority to the managers (i. e. , away from subordinates). E)Â  All of these. How to cite Exam 2 Study Guide, Papers Exam 2 Study guide Free Essays

Wounded Essays - DraftLydia Beausoleil, DraftOli White Fan-Fiction

Wounded We hear about gruesome things all the time. We are sympathetic for the people they happen to but then we shrug it off and move on. No one ever stops to think that those gruesome things could one day happen to us. I know I never did. I was molested by my grandfather when I was about eleven. I can honestly say I don't remember my exact age or the date for that matter because I tried to block the whole incident out of my head. That wasn't an easy task. I felt like anyone who looked at me knew what had happened. I felt very transparent and vulnerable. As time progressed I began to slowly disconnect myself from my friends and family. I sank into a deep depression. Nothing made me happy, and if I ever was happy it was only momentarily. I began to live my life just wishing it would end. I made it through each day half asleep; in a daze. Everything seemed hopeless. Which is exactly how I felt. Time went on and I met someone who really cared about me. Someone who I wanted to care about too. And I slowly let myself. But I feared getting in over my head. He assured me he wouldn't hurt me and that his love was genuine. I was so frightened to get too close to someone. Not because I thought I would have to relive the nightmare I once endured, but because I had this overwhelming fear of being betrayed. My grandfather had left me wounded. As time moved on I began to open up more. The boy I was so afraid to love gave me the courage to love someone. He gave me strength to move on. I will never forget what happened to me. No matter how hard I try to erase it from my mind, it will always be a part of me. But I'm learning to cope with it and I'm focusing on my future more. It's true what they say, that all wounds heal. My wounds are healing slowly but I know I will always have a scar. English Essays