Short-Term and Long-Term Post-MBA Goals Personal Statement

Short-Term and Long-Term Post-MBA Goals - Personal Statement Example   I set my long term goal to become such a mayor-a leader of change, devoting myself in refocusing a service government which fulfills its responsibilities on economic regulation, market supervision, social management and public welfare based on service. Furthermore, I aspire to bridge my city from landlocked West China to the global stage. To get prepared for such a vision, I set my short-term goal to become a strategist, stepping up to the senior executive assistant after completing my MBA. I will serve as the chief strategic officer in my hometown and a strategic partner to the mayor, creating, communicating, executing, and sustaining the city's strategic initiatives. For me, the strategy is more than forging new city developments, working relationships, and synergies across government functions; it also involves establishing greater transparency and accountability. The Chinese government thirsts for a new generation of government... My step up into government requires further preparation to learn to balance my business philosophy with my government mission. In this regard, Columbia Business School serves as the best venue to achieve both as it offers holistic education. I admire the educational institution's innovative approach to learning because I believe that the latter should evolve in order to accommodate the emerging needs of students and the international business arena. By becoming a venue for active learning, entrepreneurial training, and bridging research and practice, I believe that Columbia Business School will equip me with the necessary knowledge and skills which will enable me to attain both my short term and long term goals. T

Greece Essay Example | Topics and Well Written Essays - 1000 words

Greece - Essay Example hese changes from the strongly Egyptian influenced archaic to the more natural influence of the classical can be traced through the various changes in vase decorations and in sculptures dating from this century. In the older vases of this period, stories of Odysseus and other Homeric heroes can be found in the flat, single perspective styles of Egypt as well as the heavy use of a somewhat innovative style of decoration commonly referred to as black-figure. Black figure is called this because the objects represented on the vase were first painted in black varnish and then the varnish was scratched off to reveal details after the vase had been fired (Tarbell, 1905). One of these early vases is an amphora decorated with scenes of Herakles battling the Amazons dating back to approximately 570-560 BC. Amphora were used to carry wine and often depicted scenes from heroic stories and mythology. In this depiction, all of the characters are seen from the side view with no dimensional quality to them whatsoever, despite the fact that they are obviously intended to be seen in motion. â€Å"At the center of the scene, Herakles, wearing lion skin over short chiton and a scabbard, grabs Andromache, quee n of the Amazons, by the wrist and is about to dispatch her with a short sword† (Skaar, 2006). Like Egyptian art, these figures are seen from the side in all of their postures, but eyes, such as the eye of Andromache, are seen as if from the frontal view. Each of the characters can be recognized for who they are intended to be because of the artist’s inclusion of names alongside each of the figures represented. Another piece representing the Archaic period is the Odysseus kylix by the Painter of Boston dated approximately 560-550 BC. This cup, designed to drink wine from, depicts a scene from the epic story Odysseus, in which the witch Circe turns all of Odysseus’ men into animals. She can be seen in the center, handing out a wine goblet to the individuals coming up

Corporate Social Responsibility Plans and Communications Strategy Literature review

Corporate Social Responsibility Plans and Communications Strategy - Literature review Example A CSR communications strategy provides the potential to generate stakeholder participation, which can yield the discussion, production, and dissemination of meaningful ethical norms and practices. Sensemaking enables different stakeholder groups to openly and comprehensively discuss CSR issues and problems. Stakeholders refer to anyone who will be/are affected by the organization’s goals and actions. Sensemaking allows stakeholders to â€Å"make sense of things in organizations while in conversation with others while reading communications from others while exchanging ideas with others†. Sensemaking expands ways of thinking and doing through collaboration and questioning groupthink processes. Moreover, despite apprehension for CSR intentions, Ihlen, Bartlett, and May (2011) asserted that companies must exert full effort in expressing CSR intentions because it can engender stakeholder participation. They noted that communication theory offers models for stakeholder invol vement and collaboration, including those that deal with conflict and yet build consensus (Ihlen et al, 2011, p.12). Recognizing that companies have self-interests and finding ways to balance that with stakeholder interests are integral to the communication process. Aside from sensemaking, stakeholder theory can improve stakeholder participation. CSR communications treat stakeholders as value-producing in the long run, where value includes financial and social aspects (Morsing & Schultz, 2006, p.324). CSR concerns the critical balance between financial and non-financial goals of organizations.

Hierarchy Of Needs Theory And Equity Theory

Hierarchy Of Needs Theory And Equity Theory The topic of individual motivation has played a vital role in the management field. Motivation is seen as an integral factor of the companys performance equation. Every people have their own different motivations to work, because the employees can receive something that they need. That is can be money or the basic wages, but with the society is developing, individuals requirements are not only limited in material, but also ascend to spiritual and psychological territory stages. Some people work for right or love, the others prefer to the personal fulfillment as their goals. According to the definition of Landy, F.J, The psychological meaning of motivation is the initiation, direction, persistence, intensity and termination of behavior (1987).In managerial field, motivation can be regarded as the activities of managers lead to produce anticipant result by encourage or motivated colleagues (Henry, L. T Neal, P. M, 2003).Motivation is the cognitive decision-making process through which goal-directed behavior is initiated, energized, directed, and maintained'(Buchanan Huczynski, 2010). Motivation can be divided into extrinsic motivation and intrinsic motivation. Extrinsic motivation related to tangible rewords like security, promotion, and salary. Intrinsic motivation related to psychological rewards, for example, a sense of challenge and achievement, recognition (Mullin, 2010). There are two motivation theories this essay will mention, one is Maslows hierarchy theory, and another is Adamss equity theory. According to the survey, combine with the reality and evaluate if these two theories are appropriate and practical for the modern enterprise administration. At the same time, indicate the merit that can be reference and the limitation should be improved. It is proposed that the theory of Maslows can be motivated in developing country like China. Finally, some recommendation via integrate the two theories together. Content theories concentrate in the things that can make employees motivated. These theories highlight the elements that can impel or hinder individuals behaviors (Kinge, J, 2012). As a result, content theory aim at distinguish everybodys requirement and satisfy their needs. The needs hierarchy model is the most widely adopted. Abraham H. Maslow suggested that people have a complex set of exceptionally strong needs, that can be arranges in hierarchy (Ambrose, M. L and Kulik, C. T, 1990). Maslow assumed that motivation is separate into five level needs, physiological, safety, love, esteem and self-actualization (Kinge, J, 2012). Before to illustrate the five types of needs, there are a number of basic assumption should be noticed. The first suppose is once a lower need is satisfied, the importance of this need will decline. While, as the lower desired is fulfilled, another higher needs will emerge directly and instead of the prior one (Slocum, J.W and Hellriegel, D, 2007). Secondly, t he needs structure is very complex and influence by the emergency, such as staff reduction plan. Thirdly, higher level needs based on lower level needs are satisfied. At last, the higher the level, the more methods can be choosing to manage (Malslow, A, 1954). Maslows hierarchy of needs is the physical requirement for human, like air, food, shelter. These are the most compulsory and should be meet first. (Slocum, J. W and Hellriegel, D, 2007). According to the research of questionnaire, people focus on the physiological needs before demand a higher need. People claims that if these needs are unsatisfied, it will urge individuals attempts fulfill them (Vecchio, P. R, 2006). Security needs related to safety, stability and job security. Without safety needs, people may deal with overstress. In the absence of work guaranteed, employees who are motivated primarily will defense to accept the managers control. The superiors who notice the necessary of security needs can provide workers strong support. The third higher levels need is love and belonging. In the other words, it can be called affiliation need. When people work in the same environment, people desire for love, making friends. On the basis of the survey, most employees can be satisfied with the two lowest needs in Maslows hierarchy theory, but some of them find that it is different to establishing or get along with colleagues in a warm interpersonal relationship. Above three kinds of needs can be divides to deficiency needs. With the other two levels of Maslows hierarchy needs are classified as growth needs (Vecchio, P. R. 2006). Esteem needs are the requirement to achievement. Esteem need include the feeling of prestige and achievement. For example, a lot of leader may announce commendatory letter or reward result on the companys internal board, it can be easily to foster employees confidence and pride feeling (Slocum, J. W and Hellriegel, D, 2007). Actually, in accordance with the research, in modern society, more and more people are not only restricted to the salary or welfare of the company, but also need to respected and feel glory in a group. The top need of Maslows hierarchy need theory is self- actualization needs. It involve individuals express their potential and realize personal-value. People need to get more opportunities to practice abilities and make the skill unique in their work, The questionnaire show that the elder employees who have a certain extent work experience are much more regard this level as their needs. They can manage themselves well and find a chance to promotion due to the excellent skills. On the contrary, the equity theory is very different from Maslows hierarchy of need. The process theory tries to illustrate the actual process of motivation and the issue to encourage and maintain employees behavior (Kinge, J, 2012). Equity Theory means individuals who are considered excess return or reward will be frustrated by the difficulties in this effort to restore impaired right relationship. It focuses on whether it is equitable resource allocation among people. Social equity is a measure of internal relations, by comparing the proportion of contributions and interests of all. No matter the staffs who receive either under-payment or over payment will bring and experience distress, and this distress will rebuild the relationship between colleagues. When people feel unfair, they will never feel satisfied with their job. In 1963, Adams claims that equity model focus on an individuals feeling of low fairly she is treated in comparison with others (1963). If the relationship between the colleagues and themselves cannot solve well or treated inequitable, it means people will not satisfied with their work. The key components of equity theory are input, outcomes. Input means how much to contributes, outcomes represent that the volume or value can be received from the exchange (Slocum, J. W and Hellriegel, D, 2007). Input present contributions that employees bring to a job situation. For which the employees expect a return from their work. Input includes the personal skills, education background and experience. Outcomes are punishments and rewards that employees receive from a job. The organizations offer things like wages, salaries, payment and fringe benefits. The feeling of equity depends on whether he or she gets adequate feedback for his or her input to the company. The standard to measure the fairness of their exchange is comparing. Although various mathematical formulations have been proposed, employees are thought to feel inequity whenever their ratio of outcomes to inputs does not equal the ratio of outcomes to inputs of their referent other. Equity theory is frequently identifi ed as a vital theory for understanding employee motivation. Based on the Maslows theory and equity theory, according to their characters, the questionnaire aim to find the limitation of these two theories, check whether the two theories follow the real situation. This survey found 5 people from China as the present of developing countries, and the other people who have work experience from developed countries. Compare with the different countries development and organizations specialty to verify if Maslows theory is fit for every situation. Despite of Maslows theory and equity theory are referenced generally in management field. However, some people may argue that Maslows hierarchy needs theory cannot be supported by the evidences. Actually, not all people will climb up to an upper stage when their lower level needs are satisfied. In some cases, people prefer to maintain on the low level needs. On the other hand, the research show that Maslows hierarchy theory is not very fit for Chinese situation. It is widely known that Chinese business have a special processing structure (Carrell and Dittrich, 1978). The first can be observed is for developing country, there is an uncertain future. In addition, Maslow, the American professor came up with the motivation analysis about 65 years ago. Maslows theory has been used influential. The first argument mentioned is that in China, People focus more on relationship and have different perspectives. With the developing of China, the Chinese government attempt to build a correct spir it on employment. It making the individuals to believe work can be voluntary, creativity and higher needs. For instance, Lu (1999) claims that the most of Chinese just regard work as work. They have not been covered by the higher level need. Work make Chinese staff intense. For example, according to Xinhua News Agency report, eighteen Foxcoon employees suicides between January and November in 2010. In short, the employees of Foxconn always to work over time, whereas got the lowest payment, this situation cause high pressure living problem. That means poor management has no motivation to work even live at all. So Maslows theory does not consider the external power to damage his theory. In spite of Maslows theory has some weaknesses to evaluate the modern China society, it ignore the fact that background and cultures are always developing. Chinese employees motivation is changing over time. The manager cannot neglect the prosperity that people aim to achieve. The need of self-actualization is still an final aim of socialism. Another argument about the theory does not consider the background and culture. Gambrel and Cianci argued that Maslows theory is designed for individualism, every level of needs are the personal view and insight (2001). Hofstede (2001) state that different cultures could be differentiated by the discrepancy in what they value. Equity theory point of view there is an objective, but the fairness is a very complex problem, which is due to subjective judgment, because employees either for individual inputs and reward others inputs and reward are decided by virtue of personal feeling, and most people always overestimated themselves, underestimated the investment in others (Kinge, J. 2012). Secondly, it is a fair standard held by individuals, such as some people think should be evenly distributed, and some people think should be classified according to the degree of economic difficulties. Thirdly, it is associated with the assessment of the performance, many companies have advocated to pay compensation in accordance with the performance, and should be balanced between people, but how to judge the performance is a very difficult problem, it was suggested to be judged in accordance with the quantity and quality, so that more objective and clear, but in real life it is difficult to achieve, and sometimes have to ta ke the other method, it is related to the taxation of people, who is going to assess performance, leadership or colleagues will produce different results. As an organization more often than not to be judged by the same person, so bring a different result. Lots of criticism have questioned the simple model and consider the practical of the theory. Because the impartiality of the impact of demographic and psychological variables, some people view and interact with others. In addition, more support basic proposition of equity theory been studied in the laboratory, and in suspicious circumstances applicable to the real world (Huseman, Hatfield and Miles, 1987). Critics also believe that people can be treated fair or unfair depends on inputs and outputs, but also the terms and conditions of the whole system, determine the input and outcome. The business situation, people may feel that their employee compensation is fair, but it may be that the total compensation system unfair (Carrell and Dittrich, 1978). Although equity theory has limitations, but equity theory reveals to us the fact that, for the majority of the employees in the organization, the incentive is not only affected by their own reward, but also by their concern for remuneration, staff hope to see a reasonable return on allocated equity theory and provides a good theoretical framework for better management and organization staff, is also a leader should be noted and learned. In generally, the equity theory mentions the motivation of individual is decided by inputs and outcomes. Actually, almost everyone cannot endure unfair approach. The individuals will compare their outcomes and input perceived ratios with the people who are the same position or environment. In brief, people regards others as a objects of comparison (Scheer.L.K., Kuman, N., and Steenkamp,J,B.2002). Especially in the same department and same position this phenomenon is more significant. For example, Jay Loar, the director of program engineering at Lockheed Martin, he always works harder than others, but still receive the same wage and salary as his colleagues. (Messick, D. Cook, K. 1983). This situation makes him feel unhappy and unfair. On the other hand, the employees who are overpaid will be motivated by the pressure from social. No matter which phenomenon happen, they have changed the balance between inputs and outcomes. It is underspecified (especially in terms of the ways individ uals respond to inequity. Equity theory is based on an equity rule, for instance, those who contribute the most should receive the highest outcomes, rather than other types of rules that might determine resource allocations, such as equality, needs or hierarchy. This theory focuses on distributive justice and failure to consider the importance of procedural justice or interactional justice. Even though equity theory has a lot of criticisms, it continues to be used in research examining job attitudes and employee behavior (Gill, D, and Stone, R, 2010). Work motivation is come from different people and different work need. The motivation always brings driving force to make people work hard. Consequently, work motivation is always gives individuals power and motivation of work. Content theories of motivation relate to specific factors that motivate an individual in the workplace. In order to satisfy their needs goals are established between manager and employees. Maslows hierarchy needs theory is the foundation of peoples desire, analysis the requirement in the work but ignore some details to unite. Inequity causes the bad relationships between colleagues. Even though it looks visible to find an inequity decisions, but in reality, managers notice that equity is a complex problem that because it depends on subjective factor and the personal fair standard. And the equity is relevant to personal performance. As the equity standard, it is difficult to evaluate. Bibliography: Adams, J. S. (1963) Toward an understanding of inequity, Journal of Abnormal and social psychology, pp422-426 Ambrose, M. L Kulik. C. T. (1990) Old friends new faces: Motivation research in the 1990s, Journal of Management, pp231-237. Atkinson, J.W. (1964)Introduction to motivation. Princeton, NJ: Van Nostrand. Buchanan, D Huczynski, A. (2010)Organizational Behaviour: An introductory Text, p.267. Cappelli, P. (1999) The new deal at work. Boston: Harvard Business School Press. Carrell, M. R., and Dittrich, J. E. (1978) Equity Theory: The Recent Literature, Methodological Considerations, and New Directions. The Academy of Management Review, vol.3, no.2, pp.202-210. Cianci, R., Gambrel, P. A. (2003) Maslows hierarchy of need: Does it apply in a collectivist culture. Journal of Applied Management and Entrepreneurship, vol.8, no.2, pp.143-161 [online]. Available from:http://www.allbusiness.com/management.managemrnt-theory-management-practice/13477696-1.html[Februry 28,2012]. Gill, D, and Stone, R. (2010) Fairness and desert in tournaments, Games and Economic Behavior, pp.346-364. Guerrero, Andersen, and Afifi. (2007) Close Encounters: Communication in Relationships, 2nd edition. Sage Publications, Inc. Henry, L. T and Neal, P. M. (2003) The fundamentals of Organizational Behavior: Whet Managers Need to Know, 1st edition, Blackwell Publishing Ltd, p.72. Hofstede, G (2001). Cultures Consequences: comparing values, behaviors, institution, and organizations across nations. 2nd edition, Thousand Oaks, CA: SAGE Publications. Huseman, R.C., Hatfield, J.D. Miles, E.W. (1987). A New Perspective on Equity Theory: The Equity Sensitivity Construct. The Academy of Management Review. 12;2: pp.222-234. Junker, K., (2001) a tool for motivating volunteers. Retrieved 2 October, 2009, [online]. Available from http://www.ca.uky.edu/agcollege/4h/oldsite/gems/mopdf/Motivate.KJ.PDF Kinge, J. (2012) Managing People and Organisations, 2nd edition, Mc Graw Hill companies: Norwich Business School, University of East Anglia, pp.55-60. Landy, F. J. (1987).Motivation Theory Reconsidered: Research in Organizational Behavior, Greenwich. CT: JAI Press, pp1-38. Locke, E. A. (1968) Towards a theory of task motivation and incentives. Organizational Behavior and Human Performance, 3:pp.157-189 Lu, L. (1999) Work motivation, job stress and employees well being. Journal of Applied Management Studies. pp61-72. Malslow, A. (1954)Motivation and Personality Harper and Row. New York, pp.91-93. Messick, D. Cook, K. (1983). Equity theory: psychological and sociological perspectives. Mullins, L. (2010) Management and organizational behavior. 9th edtion. Essex: Pearson Education Limited. Sankey, C.D. (1999) Assessing the employment exchanges of Business Educators in Arizona. Unpublished doctoral dissertation, Arizona State University. Scheer, L.K., Kuman, N., Steenkamp, J.B. (2002) Reactions to perceived inequity in US and Dutch inter organizational relationships. Academy of Management Journal, pp.303-316. Slocum, J. W and Hellriegel, D. (2007). Fundamentals of Organizational Behavior, Thomson: South-Western,p395. Spector, P. E. (2008) Industrial and Organizational Behavior, 5th edition, Wiley: Hoboken, NJ. Traupmann, J. (1978) A longitudinal study of equity in intimate relationships. Unpublished doctoral dissertation, University of Wisconsin. Vecchio, P, R. (2006) Organizational Behavior: Core concepts, 6th edition, Thomson, South-western, p.75 Walster, E., Traupmann, J. Walster, G.W. (1978). Equity and Extramarital Sexuality. Archives of Sexual Behavior. pp127-142. Walster, E., Walster G.W. Bershcheid, E. (1978). Equity: Theory and Research. Allyn and Bacon, Inc.

Merchant Of Venice Character Diary - Shylock :: Free Merchant of Venice Essays

Today Bassanio came up to me asking for my moneys. Later on I told him that I would lend him the moneys without any interest. I was very cautious in the repeating of his demands. Antonio is naive risking his life hoping the ships will return. I am clever because I am using this opportunity to get revenge. I made Bassanio nervous when I called Antonio a good man and they both probably knew the meaning. I'll show Antonio when his ships fail to return. Lancelot is getting on my nerves again. He is snail-slow in profit and he sleeps by day. My daughter seems to want to get out of the house and might be getting annoyed with me. I am sure that it is just a phase. Because it meant that Bassanio would lose even more of the money he borrowed I decided to attend the feast with all those creepy masks. I took no pleasure in it but I intend to ruin Bassanio. Bassanio will have all the ducats spent in no time. I forgot about my anger over my daughter's flight when I heard about Bassanio's ship wrecked in the English Channel. I then quickly remembered my daughters leaving when Tubal came to me with information on Jessica's reckless spending of my moneys. My heart was broken when I heard about I exchange for a monkey, she traded the ring that was a gift from my wife to me. I should have seen this coming. My hate turned into a disaster in only a short time today. First, Bassanio offered me double the money that was borrowed, but I was too stubborn to accept and reminded the court that the flesh was mine by law. I looked into Antonio's eyes and he seemed to have felt that he deserved what should have come. As I was sharpening my knife, Gratiano started abusing me. I guess I deserved what was happening but what happened next I'm not sure of. A lawyer came in and seemed to be on my side until she mentioned that I could only take Antonio's flesh, no blood. I was shocked to hear this but I then tried to accept the double amount but knew it was too late because that wasn't written on the bond. If that was not enough I could not just go home. The lawyer bent the law and would have taken away my life if it weren’t up to the Duke. Merchant Of Venice Character Diary - Shylock :: Free Merchant of Venice Essays Today Bassanio came up to me asking for my moneys. Later on I told him that I would lend him the moneys without any interest. I was very cautious in the repeating of his demands. Antonio is naive risking his life hoping the ships will return. I am clever because I am using this opportunity to get revenge. I made Bassanio nervous when I called Antonio a good man and they both probably knew the meaning. I'll show Antonio when his ships fail to return. Lancelot is getting on my nerves again. He is snail-slow in profit and he sleeps by day. My daughter seems to want to get out of the house and might be getting annoyed with me. I am sure that it is just a phase. Because it meant that Bassanio would lose even more of the money he borrowed I decided to attend the feast with all those creepy masks. I took no pleasure in it but I intend to ruin Bassanio. Bassanio will have all the ducats spent in no time. I forgot about my anger over my daughter's flight when I heard about Bassanio's ship wrecked in the English Channel. I then quickly remembered my daughters leaving when Tubal came to me with information on Jessica's reckless spending of my moneys. My heart was broken when I heard about I exchange for a monkey, she traded the ring that was a gift from my wife to me. I should have seen this coming. My hate turned into a disaster in only a short time today. First, Bassanio offered me double the money that was borrowed, but I was too stubborn to accept and reminded the court that the flesh was mine by law. I looked into Antonio's eyes and he seemed to have felt that he deserved what should have come. As I was sharpening my knife, Gratiano started abusing me. I guess I deserved what was happening but what happened next I'm not sure of. A lawyer came in and seemed to be on my side until she mentioned that I could only take Antonio's flesh, no blood. I was shocked to hear this but I then tried to accept the double amount but knew it was too late because that wasn't written on the bond. If that was not enough I could not just go home. The lawyer bent the law and would have taken away my life if it weren’t up to the Duke.

Final writing exercise Essay

There are three phases whereby each has a different crystal structure at three different temperatures. At room temperature (298K), Phase III is present whereby Cs3H(SeO4)2 has a crystal structure of a monoclinic with a space group of C2/m. At 400K, Phase II is present whereby Cs3H(SeO4)2 has a crystal structure of a monoclinic-A2/a symmetry. At 470K, Phase I is present whereby Cs3H(SeO4)2 has a crystal structure of a trigonal with a space group of R3-m. In Phase III, as we can see in Figure 2(a), the positioning of the tetrahedrons is parallel to the a-axis, and in between these SeO4 tetrahedrons are the hydrogen bonds. Looking at a 2dimensional perspective, we can also see that there is a translation movement of the SeO4 tetrahedrons along the a-axis; hence the symmetry operator would be a glide line parallel to a-axis. In a 3-dimensional perspective, we can see that Phase III has a 2-fold rotation axis and contains glide planes. In Phase II, from Figure 2(b), we can see that the positioning of the SeO4 tetrahedrons are along the approximate direction [310]. Observing the schematic of the crystal structure in Phase II, we can see that there is a vertical mirror line in between the SeO4 tetrahedrons. There is also an a-glide reflection vertically. In Phase I, from Figure 2(c), the positioning of SeO4 tetrahedron is similar to that of Phase II, however the difference is the crystal structure and the hydrogen bonding. Comparing both Phase II and Phase III crystal structures of the compound, Phase II contains two-fold screw axis, inversion center and a two-fold rotation axis, which is the sole reason for Phase II to be twice of that of Phase III in terms of geometrical  arrangement of hydrogen bonds. From the above analysis of the symmetry of the crystals structures in different phases, we can tell that Phase III has the most symmetry operators and hence achieving the highest crystal symmetry generating a low geometrical arrangement of hydrogen bonds. Due to the low geometrical arrangement of hydrogen bonds, the mobility of protons decreases giving the result of ferroelasticiy. The drastic change from superprotonic conductivity to ferroelasticty happens when there is a change from Phase II to Phase III. The major difference between theses 2 phases is the hydrogen bond arrangement. Paragraph 2 Under the optical microscope, we can observe that the polymorphic domains will alter at each phase transition to a different extent. We can see in phase III that the domains in the Cs3H(SeO4)2 crystal are made up of polydomains separated by two kinds of domain boundaries. The two kinds of domain boundaries are categorized as the planes of {311} and {11n}, where n is determined by the strain compatibility condition. The domains at the sides of each domain boundary are related to the reflective symmetry or the rotational symmetry on that boundary itself. Furthermore, we can observe that the angle between any domain and its neighboring domains is approximately 120 °, which is very close to the theoretical values calculated using the lattice parameters. As we move on from phase III to phase II, we can observe that the domain structure alters slightly by the phase transition of TII–III. Similarly, the reflective symmetry and rotational symmetry also changes at the same phase transition. However, the kinds of domain and domain boundary remain the same as those in phase III despite a change in domain pattern. This could be due to the slight change in alignment of hydrogen bonding between the SeO4 tetrahedrons when the existing hydrogen bonds were broken to form new weaker  ones. This might explains why their lattice parameters a and b do not really change appreciably. Compared to phase III previously, the angle between any domain and its neighboring domains in phase II is also approximately 120 ° and is justified by the theoretical values determined from the same equation we used for phase III. Hence, this suggest a slight change in the Cs3H(SeO4)2 crystal structure at the phase transition of TII–III. From phase II to phase I, the domain boundaries is observed to have disappear just before the curie temperature of the phase transition of TI–II and the crystal structure changes from  optically biaxial to optically uniaxial. This could be due to an external stress caused by the atomic rearrangement of the SeO4 tetrahedrons in the Cs3H(SeO4)2 crystal as a result of breaking the hydrogen bonds between them. Paragraph 3 Higher temperatures for most material will enable atoms to move to low energy sites, fitting into a perfect crystal symmetry. Cs3H(SeO4)2 however behaves differently. As the temperature increases (above 396K), its crystal symmetry decreases when it changes phase from III to II. The orientation of the hydrogen bond for phase II and III differs. For phase II, the orientation is along [310] and [3-10] direction whereas for phase III, it is parallel to the aaxis. As the transition from phase III to II occurs, the precursor of the superprotonic conductivity is observed. In order for movement of proton to occur, the breaking and then recombination of hydrogen bonds are required. For phase III, in order for the movement of one proton, the breaking of 2 hydrogen bonds is needed. The reason as to why 2 hydrogen bond is needed to be broken and recombined again is because for the movement of one proton to occur, it must break the hydrogen bond it resides in and then change its orientation, recombining at another site; the mirroring effect of opposite hydrogen bond is required to maintain the crystal symmetry i.e. to say that the another hydrogen bond parallel to the previous hydrogen bond site needs to be broken and recombined at other site parallel to the newly  recombined hydrogen bond. In this way, in phase III, the recombination of two hydrogen bonds is simultaneously needed for one proton transport. Phase II however, behaves differently. The movement of the proton is independent of the other protons at other hydrogen site. The crystal structure allows for this flexibility of the proton motion, which the superprotonic conduction takes place. The mechanism in which proton transportation occurs in the polymorphs is by the diffusion of protons through a hydrogen bond network, by the cleaving and formation of the hydrogen bonds. However, in certain phases, the cleavage and formation of the hydrogen bond might differ. The fuel cell works on the basis of the movement of protons. The movement of electrons should be disallowed as it would short circuit the fuel cell. Hence, a membrane is used to allow only the movement of protons across and not electrons and gases. On top of that, in order for a superprotonic effect to occur, the flexibility for proton motion must be allo wed. Hence, the lesser symmetrically patterned the phases the protons reside in, the higher this flexibility.

How Would You Evaluate an Organization’s Hrims?

In modernize era, more and more technology has applied in business and management. Human resource information management system (HRIMS) is one of the applications used for managing people in organizations. However, to have the objective perspective, there could be a efficiency and practical review in organization’s HRIMS. Therefore, this paper will have an overview about benefits and barriers of HRIMS, after that there will be the analysis the effect of HRIMS on organization’s performance and job quality, and the value it brings to company. At first, HIRMS is known as a informatics technology system in which the information is stored and analyzed for purpose of supplying the precise and opportune reports on the management in organizations (Raymond 2010). In addition, HRIS is another definition about technological application in human resource management that is more usually used. Raymond (2010) also quotes the poll of An Australian Human Resource Institute that a large number of firms used HIRMS for recruitment and performance appraisal. HIRMS has a lot of advantages and one of them is cost reductions (Marler 2009; Bondarouk, Ruel and Heijden 2009). The companies which apply electronic human resource management can improve the communication between employees and also enhance the team work spirit. Besides that this system can help the staff increases the abilities and knowledge through the details of individual indicators and applying the adequate training (Boundarouk and Ruel 2009). Last but not least, HRIMS can provide the efficiency to the organizations (Marler 2009; Raymond 2010). The managers and employees can catch the latest information timely to do work conveniently and quickly. On the other hand, HIRMS also has a lot of barriers. According to Bondarouk, Ruel and Heijden (2009), the privacy of statistics should be concerned. Individual communications may cause the conflict between manager and staff, for example, a blog. Next, the security of the system is also the big problem. The accuracy of data is very important so that is necessary to protect HRIMS. Finally, Strohmeier (2007) mentions that the work stress is one of the issue of HRIMS. All the analyzed figures and activities at the workplace is noticed by employer are the pressure of employees. Sometimes, HRIMS makes the distrust in organizations (Strohmeier 2007). Thus, both strengths and weaknesses make the manager to consider how to apply HRIMS in the company. Next, there is the evidence, which proves that human resource management has an important influence on the performance of the organization (Jimenez-Jimenez and Sanz-Valle 2008) and a modern system can help human resource division reaches good performance (Mishra and Akman 2010). The first impact of electronic human resource management is the support for top management. When HRIMS is used reasonably, it can provide the powerful management tools for human resource and improve efficiency and strategy (Haines III and Lafleur 2008). In addition, employers can analyze staff profile, salary fund and market trend and give suitable and timely dicisions (Reddick 2009). Besides that Reddick (2009) also emphasizes that informatics technology system increases the relationship of human resource with other departments. Because human resource division has the closely relation with others and HRIMS can help they communicate easily with less errors and support each other more effectively. Thus, performance of organization can used to evaluate the effectiveness and suitability of HRIMS. Furthermore, job quality is one of factor to evaluate organization’s HRIMS. In fact, human resource management influences job quality including work environment and individual development (Mitlacher 2008). There are many researchers prove that the informatics technology application can enhance the acceptance and satisfaction of employees because of time saving and providing accuracy comments of their chief (Strohmeier 2007). In addition, employee can recognize their strengths and weaknesses and they would be directed to join development promotion training. As the result, right people in suitable position can help the quality of management (Altarawneh and Al-Shqairat 2010). Consequently, personnel is important part of company so job quality can used to assess HRIMS. Finally, the value, which HRIM brings to the company, should be assessed. Initially, type of the system must be depended on the size of corporation. Altarawneh and Al-Shqairat (2010) find that the advantages and disadvantages of HRIMS are different based on whether the company large or small. As the result, the differences between big and small company are cost and risk of the application (Altarawneh and Al-Shqairat 2010). For example, Bondarouk, Ruel and Heijden (2009) indicate that small organizations that have less five hundred employees prefer less cost and more flexible software. Two of the successful systems are SAP and Oracle that are used by large market of organizations (Lee, Olson and Lee 2009). Furthermore, managers can consider the advantages of HRIMS. With this system, they can organize all departments effectively, control the information closely and improve the work environment. For instant, paying salary exactly, which required precisely data of staff is a trouble in some organizations (Valkig and Stigdon 2008). The system can uses data immediately with fewer errors to calculate the wage accurately. Moreover, the executives can solve the barriers of HRIMS such as issuing company policy to help them to avoid legal problem (Raymond 2010) or enhancing the security measures. At last, managers should think about the friendliness of the system. They must consider the technology acceptance model which is useful and easy to use (Bondarouk, Ruel and Heijden 2009). Therefore, evaluating the value of the system can help the manager increase the benefit of HRIMS. Thus, in recent years, applying HRIMS in management is becoming more popular so the managers should have the overview of the effectiveness of this system on their organizations. At first, there should be a evaluation of the benefits and the barriers of the system. Next, the impact on the performance of company is also considered. How the system supports management and how it connects different divisions together. In addition, job quality is one of the most important factors. Employers should mention the effect of HRIMS on work environment and the personnel development of their staff. Lastly, the organizations should evaluate the value of the system. The accurately assessment would help the company to have the right strategy to develop.