See If Vitamin C Is an Organic Compound

See If Vitamin C Is an Organic Compound Yes, vitamin C is an organic compound. Vitamin C, also known as ascorbic acid or ascorbate, has the chemical formula C6H8O6. Because it is comprised of carbon, hydrogen, and oxygen atoms, vitamin C is classified as organic, whether or not it comes from a fruit, is made within an organism, or is synthesized in a laboratory. What Makes Vitamin C Organic In chemistry, the term organic refers to carbon chemistry. Basically, when you see carbon in a compounds molecular structure, this is a hint youre dealing with an organic molecule. However, simply containing carbon isnt sufficient, as some compounds (e.g., carbon dioxide) are inorganic. Basic organic compounds also contain hydrogen, in addition to carbon. Many also contain oxygen, nitrogen, and other elements, although these arent essential in order for a compound to be classed as organic. You may be surprised to learn vitamin C isnt just one specific compound, but rather, a group of related molecules called vitamers. The vitamers include ascorbic acid, the ascorbate salts, and oxidized forms of ascorbic acid, such as dehydroascorbic acid. In the human body, when one of these compounds is introduced, metabolism results in the presence of several forms of the molecule. The vitamers act primarily as cofactors in enzymatic reactions, including collagen synthesis, antioxidant activity, and wound-healing. The molecule is a stereoisomer, where the L-form is the one with biological activity. The D-enantiomer is not found in nature but can be synthesized in a lab. When given to animals that lack the ability to make their own vitamin C (such as humans), D-ascorbate has less cofactor activity, even though it is an equally potent antioxidant. Vitamin C From Pills Man-made or synthetic vitamin C is a crystalline white solid derived from the sugar dextrose (glucose). One method, the Reichstein process, is a combined microbial and chemical multi-step method of producing ascorbic acid from D-glucose. The other common method is a two-step fermentation process. Industrially synthesized ascorbic acid is chemically identical to vitamin C from a plant source, such as an orange. Plants typically synthesize vitamin C by enzymatic conversion of the sugars mannose or galactose into ascorbic acid. Although primates and a few other kinds of animals dont produce their own vitamin C, most animals do synthesize the compound and can be used as a source of the vitamin. So, organic in chemistry has nothing to do with whether a compound was derived from a plant or an industrial process. If the source material was a plant or animal, it doesnt matter whether the organism was grown using organic processes, such as free-range grazing, natural fertilizers, or no pesticides. If the compound contains carbon bonded to hydrogen, its organic. Is Vitamin C an antioxidant? A related question concerns whether or not vitamin C is an antioxidant. Regardless of whether its natural or synthetic and whether its the D-enantiomer or the L-enantiomer, vitamin C is an antioxidant. What this means is that ascorbic acid and the related vitamers are capable of inhibiting oxidation of other molecules. Vitamin C, like other antioxidants, acts by being oxidized itself. This means vitamin C is an example of a reducing agent.

An analysis of cross-functional teams in procurement and acquisitions Term Paper

An analysis of cross-functional teams in procurement and acquisitions - Term Paper Example This indicates that the prime objective of logistics is to avail raw materials, commodities, and goods, satisfying four main requirements that include order, cost fulfillment, quality and delivery. Logistics as a result entails several value adding activities that include production, time, location, and control of the supply chain (Rodrigue & Hesse, 2012). It highlights the organizational and material support of globalization. Logistic activities include physical distributions of the goods (derived transport segment), and the materials segment (the induced transport segment). The objective of this essay is to analyze a logistics management case ‘Online Store’ and come up with a detailed discussion on how the business can develop a new online retail business. The discussion will focus on the following logistic activities: Singaporean sourcing operations supplier selection, evaluation and Procurement, International transportation from Singapore to Australia, and Australian Quarantine and inspection clearance (Eauc.hk, 2010). The essay highlights how the above logistic activities can help the business to produce its products at a lower cost, and add value to time and place utility. Singaporean Sourcing Operations Supplier Selection, Evaluation and Procurement Procurement entails more than mere purchase of goods and services. With the increased need for business competitiveness and the growing pressure to deliver value to shareholders, interest in global procurement has been accorded greater attention. Businesses have resorted to global supply chain and procurement as a means for survival and attainment of competitive edge. The amount of money that businesses spend on procurement is often substantial taking approximately 50% to 85% of the company`s revenues. In search for high quality goods but at a lor cost, businesses like the Online Store have turned their attention to Asia for a wide range of sourcing ranging from materials, supplier identification , services to outsourcing. Singapore as a country is strategically located in addition to having sufficient business infrastructure. Because of this attractiveness, global businesses have been attracted to Singapore in their procurement undertakings (Singapore Fact Sheet, 2012). Sourcing Operations A number of rules guide the exportation of goods from Singapore. In its sourcing operations, Online Store has to adhere to these rules. According to Singapore Customs (2012), the following rules have to be adhered to: Fist the company must obtain an out permit through TradeNet. If the goods are not controlled and they are exported through air or sea, the permit has to be obtained within three days of the export. If the goods ate controlled or are being exported to Australia via rail or road, then the permit has to be obtained before exports. As noted in the case, some of the goods will be manufactured in China and sourced to Australia through Singapore. In this case, the business must ob tain an Out re-imported goods permit through TradeNet before it exports the goods under the Temporary Export Scheme. By fully exploiting the free trade agreement existing between Singapore and Australia, the business can benefit in the form of reduced import charges which is passed on to the consumers in the form of low product prices (Dfat.gov.au, 2003). Exports from Singapore Non-Dutiable Dutiable Source: Singapore Customs (2012, p.1) Supplier Selection, Evaluation and Procurement The first process in

Race, Nation, and Modernity in Chinese Kung Fu movies Essay

Race, Nation, and Modernity in Chinese Kung Fu movies - Essay Example e other hand, critics of Art suggest that Art is the only power of unification that can eradicate all sorts of cultural, racial and sexual discrimination. Delving deep into the whole affair from a much pragmatic perspective unveils several other issues, which clearly signify that humanists and critics of Art do not have many things to optimize over such factors. Basically, the whole collaboration is established over attainment of more monetary profit form the film industry. There has always been a strong undercurrent of ethical identity and cross-culturalism in Hollywood film industry and the element of modernity is also well balanced with the racial differences. The factors of racism or cultural differentiation that humanists and sociologists boost over frequently have not changed much and they exist in the same level. At the initial level of such collaboration between Chinese stars and Hollywood, actors were chosen to play certain roles that actually focus over derogatory social structure of the Chinese society. Now the condition has developed to a great extent in that regard. In this context, the author has commented in the article â€Å"Racial Passing and Face Swapping in the Wild, Wild West† that â€Å"Compared with their predecessors in Hollywood who had to portray the stock array of Chinese domestic servants, laundrymen, mystics, gangsters, and prostitutes, the Hong Kong stars play more positive onscreen roles, appear to have more power in the making of their cinematic changes, and enjoy greater popularity among mainstream U.S. audiences.† (Lo, 147) Last part of the observation is quite significant as it states about the U.S. audience. Action in films and inclusion of subtlety in action are toe aspects that have been greatly cherished and appreciated by U.S. audience. Chinese culture of Marshal Art technique and Kung-Fu has satisfied such demands. At the same time Chinese culture has also received a great exposure through exposition in such films. Asian

Analysis of Hero Sara Crewe (Liesel Matthews) in the Film A Little Movie Review

Analysis of Hero Sara Crewe (Liesel Matthews) in the Film A Little Princess - Movie Review Example   The official hero â€Å"represented the American belief in collective action and the objective legal process that superseded private notions of right and wrong† (Ray 1). At first sight, Sara Crewe appears to embody the qualities of the official hero – a smart, pretty, young lady who possesses a strong moral and ethical grounding. Growing up to a rich family, she speaks French and has lived most of her childhood years in India. In the film, she constantly speaks about how much she loves her father, and how badly she misses her mother who passed away during childbirth. Sara is a picture of an honest, beautiful, and loving daughter who seemed to have everything. Ray also talks about how the official hero embodies â€Å"the best attributes of adulthood: sound reasoning and judgment [and] wisdom and sympathy based on experience† (2). Sara, as young as she was, maybe childish at times but she often comes across as an adult trapped in an adolescent body. In a letter to her father, she writes about the strict rules in the school that she reluctantly follows but, nevertheless, believes that those rules are there for a reason. Although the rebelling heart is there, the young mind of Sara is willing to understand and accept rules displaying a certain degree of maturity and sound judgment. â€Å"The official heroes were predominantly worldly, comfortable in society, and willing to undertake even those public duties demanding personal sacrifice† (Ray 3). Sara knows very well the class segment she belongs to – an heiress to a British father who mined precious stones for business. Her father constantly tells her in the film that she is a princess. Possessing these worldly qualities, however, Sara keeps her feet on the ground and treats everyone as her equal. Upon learning that the black servant girl, Becky (Vanessa Lee Chester), was not allowed to speak with the students, Sara went out of her way to give Becky a pair of new shoes. That s mall gesture started the relationship that eventually blossomed into a lifelong friendship between the two. 3. The Outlaw Hero Qualities of Sara Crewe While some qualities of Sara make her an official hero, she is predominantly driven by outlaw hero qualities. First, Sara is driven by â€Å"whims, tantrums, and emotional decisions† that characterize an outlaw hero (Ray 1). In one scene in the film, Miss Minchin (Eleanor Bron) tells Sara that jewelries are not allowed in the class. Sara pleads to be allowed to wear the necklace in her room instead, and gets instant approval from Miss Minchin. Sara’s little whims and tantrums are somehow an indicator of her rebellious heart. In a reading class, after seeing her classmates doze on and off while listening to the reader, Sara changes the plot of the story and inserts make-believe characters. This wakes up her sleepy classmates and at the same time irritates Miss Minchin.  

Communication and its Barriers

Communication and its Barriers Any act by which one person gives to or receives from another person information about that persons needs, desires, perceptions, knowledge, or affective states. Communication may be intentional or unintentional; it may involve conventional or unconventional signals, may take linguistic or non-linguistic forms, and may occur through spoken or other modes. Organisations cannot operate without communication. Communication can take various forms but all forms involve the transfer of information from one party to the other. In order for the transfer of information to qualify as communication, the recipient must understand the meaning of the information transferred to them. If the recipient does not understand the meaning of the information conveyed to them, communication has not taken place. Communication is the life source of organisations because organisations involve people. People cannot interact with each other without communication. In the absence of communication, everything would grind to a halt. For example; the workers in an organisation would not know the organisations objectives so they would not strive to achieve the organisations objectives. The workers in an organisation would not know what their roles and responsibilities were, so they would not be able to carry out their daily tasks and duties. The managers would not be able to train their workers reports so the workers would not possess the skills they needed to carry out their jobs. The managers would not be able to inform workers of changes The organisation would not be aware of their competitors activities On the whole people are able to communicate with each other as this is a basic human function. However successful organisations strive not only for communication but effective communication. Interpersonal Communication This is defined as communication between two or more people and involves the transfer of information (or message) from one person to the other(s). The person transferring the information is called the sender or transmitter. The people receiving the message are known as receivers. The transmitter will need to send the information in a format that the receiver(s) will understand. Converting the information into a format that the receivers will understand is known as Encoding. Messages can be encoded into a variety of formats oral, written or visual. After encoding the message is transferred via a medium called a channel, for example a letter, fax, phone call, or e-mail. After transference the information will need to be interpreted by the receiver. This process of interpretation is known as decoding. Finally the receiver will send a message back to the transmitter confirming whether the information sent has been understood. This back check is known as feedback. The communication process involves seven key elements as illustrated in the diagram below. Why you need to get your message across Effective communication is all about conveying your messages to other people clearly and unambiguously. Its also about receiving information that others are sending to you, with as little distortion as possible. Doing this involves effort from both the sender of the message and the receiver. And its a process that can be fraught with error, with messages muddled by the sender, or misinterpreted by the recipient. When this isnt detected, it can cause tremendous confusion, wasted effort and missed opportunity. In fact, communication is only successful when both the sender and the receiver understand the same information as a result of the communication. By successfully getting your message across, you convey your thoughts and ideas effectively. When not successful, the thoughts and ideas that you actually send do not necessarily reflect what you think, causing a communications breakdown and creating roadblocks that stand in the way of your goals both personally and professionally. In a recent survey of recruiters from companies with more than 50,000 employees, communication skills were cited as the single more important decisive factor in choosing managers. The survey, conducted by the University of Pittsburghs Katz Business School, points out that communication skills, including written and oral presentations, as well as an ability to work with others, are the main factor contributing to job success. In spite of the increasing importance placed on communication skills, many individuals continue to struggle, unable to communicate their thoughts and ideas effectively whether in verbal or written format. This inability makes it nearly impossible for them to compete effectively in the workplace, and stands in the way of career progression. Being able to communicate effectively is therefore essential if you want to build a successful career. To do this, you must understand what your message is, what audience you are sending it to, and how it will be perceived. You must also weigh-in the circumstances surrounding your communications, such as situational and cultural context. The Communications Process To be an effective communicator and to get your point across without misunderstanding and confusion, your goal should be to lessen the frequency of problems at each stage of this process, with clear, concise, accurate, well-planned communications. We follow the process through below: Source As the source of the message, you need to be clear about why youre communicating, and what you want to communicate. You also need to be confident that the information youre communicating is useful and accurate. Message The message is the information that you want to communicate. Encoding This is the process of transferring the information you want to communicate into a form that can be sent and correctly decoded at the other end. Your success in encoding depends partly on your ability to convey information clearly and simply, but also on your ability to anticipate and eliminate sources of confusion (for example, cultural issues, mistaken assumptions, and missing information.) A key part of this knows your audience: Failure to understand who you are communicating with will result in delivering messages that are misunderstood. Channel Messages are conveyed through channels, with verbal channels including face-to-face meetings, telephone and videoconferencing; and written channels including letters, emails, memos and reports. Different channels have different strengths and weaknesses. For example, its not particularly effective to give a long list of directions verbally, while youll quickly cause problems if you give someone negative feedback using email. Decoding Just as successful encoding is a skill, so is successful decoding (involving, for example, taking the time to read a message carefully, or listen actively to it.) Just as confusion can arise from errors in encoding, it can also arise from decoding errors. This is particularly the case if the decoder doesnt have enough knowledge to understand the message. Receiver Your message is delivered to individual members of your audience. No doubt, you have in mind the actions or reactions you hope your message will get from this audience. Keep in mind, though, that each of these individuals enters into the communication process with ideas and feelings that will undoubtedly influence their understanding of your message, and their response. To be a successful communicator, you should consider these before delivering your message, and act appropriately. Feedback Your audience will provide you with feedback, as verbal and nonverbal reactions to your communicated message. Pay close attention to this feedback, as it is the only thing that can give you confidence that your audience has understood your message. If you find that there has been a misunderstanding, at least you have the opportunity to send the message a second time. Context The situation in which your message is delivered is the context. This may include the surrounding environment or broader culture (corporate culture, international cultures, and so on). QUESTION 2 Barriers of Communication 1. Physical barriers Physical barriers in the workplace include: Marked out territories, empires and fiefdoms into which strangers are not allowed Closed office doors, barrier screens, separate areas for people of different status Large working areas or working in one unit that is physically separate from others. Research shows that one of the most important factors in building cohesive teams is proximity. As long as people still have a personal space that they can call their own, nearness to others aids communication because it helps us get to know one another. 2. Perceptual barriers The problem with communicating with others is that we all see the world differently. If we didnt, we would have no need to communicate: something like extrasensory perception would take its place. The following anecdote is a reminder of how our thoughts, assumptions and perceptions shape our own realities: A traveller was walking down a road when he met a man from the next town. Excuse me, he said. I am hoping to stay in the next town tonight. Can you tell me what the townspeople are like? Well, said the townsman, how did you find the people in the last town you visited? Oh, they were an irascible bunch. Kept to themselves. Took me for a fool. Over-charged me for what I got. Gave me very poor service. Well, then, said the townsman, youll find them pretty much the same here. 3. Emotional barriers One of the chief barriers to open and free communications is the emotional barrier. It is comprised mainly of fear, mistrust and suspicion. The roots of our emotional mistrust of others lie in our childhood and infancy when we were taught to be careful what we said to others. Mind your Ps and Qs; Dont speak until youre spoken to; Children should be seen and not heard. As a result many people hold back from communicating their thoughts and feelings to others. They feel vulnerable. While some caution may be wise in certain relationships, excessive fear of what others might think of us can stunt our development as effective communicators and our ability to form meaningful relationships. 4. Cultural barriers When we join a group and wish to remain in it, sooner or later we need to adopt the behaviour patterns of the group. These are the behaviours that the group accept as signs of belonging. The group rewards such behaviour through acts of recognition, approval and inclusion. In groups which are happy to accept you, and where you are happy to conform, there is a mutuality of interest and a high level of win-win contact. Where, however, there are barriers to your membership of a group, a high level of game-playing replaces good communication. 5. Language barriers Language that describes what we want to say in our terms may present barriers to others who are not familiar with our expressions, buzz-words and jargon. When we couch our communication in such language, it is a way of excluding others. In a global market place the greatest compliment we can pay another person is to talk in their language. One of the more chilling memories of the Cold War was the threat by the Soviet leader Nikita Khruschev saying to the Americans at the United Nations: We will bury you! This was taken to mean a threat of nuclear annihilation. However, a more accurate reading of Khruschevs words would have been: We will overtake you! meaning economic superiority. It was not just the language, but the fear and suspicion that the West had of the Soviet Union that led to the more alarmist and sinister interpretation. 6. Gender barriers There are distinct differences between the speech patterns in a man and those in a woman. A woman speaks between 22,000 and 25,000 words a day whereas a man speaks between 7,000 and 10,000. In childhood, girls speak earlier than boys and at the age of three, have a vocabulary twice that of boys. The reason for this lies in the wiring of a mans and womans brains. When a man talks, his speech is located in the left side of the brain but in no specific area. When a woman talks, the speech is located in both hemispheres and in two specific locations. This means that a man talks in a linear, logical and compartmentalised way, features of left-brain thinking; whereas a woman talks more freely mixing logic and emotion, features of both sides of the brain. It also explains why women talk for much longer than men each day. Removing Barriers at All These Stages To deliver your messages effectively, you must commit to breaking down the barriers that exist within each of these stages of the communication process. Lets begin with the message itself. If your message is too lengthy, disorganized, or contains errors, you can expect the message to be misunderstood and misinterpreted. Use of poor verbal and body language can also confuse the message. Barriers in context tend to stem from senders offering too much information too fast. When in doubt here, less is oftentimes more. It is best to be mindful of the demands on other peoples time, especially in todays ultra-busy society. Once you understand this, you need to work to understand your audiences culture, making sure you can converse and deliver your message to people of different backgrounds and cultures within your own organization, in your country and even abroad. Barrier refers to something non physical that keeps apart or prevents activity, movement so on. Types of Barriers Physical mechanical barriers Language or Semantic barriers Socio-psychological barriers Organisational barriers Personal barriers 1- Physical Mechanical Barriers Noise It is the disruption or interference in communication process anywhere along the way. à ¢Ã¢â€š ¬Ã‚ ¡ Noise though of varying degree, disturbs or interferes with communication. Whatever that distracts the receivers attention causes communication breakdown. Noise can be physical psychological. Physical distractions or disturbances such as loud speakers, gossip etc., draw the attention of the receiver. à ¢Ã¢â€š ¬Ã‚ ¡ Psychological noise is related to mental disturbances like ego clash, pre occupied thoughts, hang over, anxiety. DISTANCE Long distances between the sender the receivers can also obstruct effective communication TIME Time refers to the reaching of message. If an important message reaches late it is sure to affect communication. INFORMATION OVERLOAD It refers to excessive transmission of information. Much more information than what the receiver can process is transmitted to him/her. The receiver can ·t understand , digest, analyze act upon information overload that is beyond mental capacity. MECHANICAL BARRIERS Outdated machines equipment may produce excessive noise leading to physical barriers in communication. Distraction like background noise, poor lighting., affect the morale of the employees also obstruct effective communication. 2- SEMANTIC OR LANGUAGE BARRIER UNCLEAR MESSAGE Lack of clarity in message makes it badly expressed. poorly chosen empty word , phrases, inadequate vocabulary, failure to clarify implications etc., are some common faults found. FAULTY TRANSLATION The message that every manager receives from his superiors, peers, subordinates must be translated into language suitable for the respective person( for whom the information is destined). SPECIALISTS LANGUAGE It is often found that technical personnel special groups tend to develop a special, peculiar technical language of their own. It hinders their communication with persons not in their specialty, because of the receivers ignorance of that type of language. 3- SOCIO-PSYCHOLOGICAL BARRIERS DIFFERENCES IN PERCEPTION Perceptual barriers may arise due to differences between individuals in the way they perceive, organize understand their environment. DIFFERENCES IN ATTITUDE People differ with regard to attitudes opinions which often interfere with communication. If the message is consistent with our attitudes opinions we receive it favorably. INATTENTION Communication has no impact on those who are unable or unwilling to listen. If people do not pay the required degree of attention to listening understanding the messages they are supposed to receive. PREMATURE EVALUATION Some people form a judgment before receiving the complete message. Such premature evaluation prevents effective communication. à ¢Ã¢â€š ¬Ã‚ ¡ RESISTANCE TO CHANGE when new ideas are being communicated, the listening apparatus may act as a filter in rejecting new ideas. Thus resistance to change is an important obstacle to effective communication. CULTURAL DIFFERENCE Cultural refers to values, beliefs, norms, attitudes perceptions of people of different nations or regions. Symbols, words, colors, gestures, language must be carefully selected when senders of information are dealing with people of different nations regions. 4- ORGANISATIONAL BARRIERS STATUS RELATIONSHIP ONE WAY FLOW ORGANISATION STRUCTURE RULES REGULATIONS 5- PERSONAL BARRIERS ATTITUDE OF SUPERIOR- the attitude of superiors towards communication affects the flow of messages in different directions. LACK OF CONFIDENCE IN SUBORDINATES LACK OF TIME MESSAGE OVERLOAD Barriers to effective Communication (leaky bucket) At each stage in the process encoding, transference, and decoding there is the possibility of interference which may hinder the communication process. This interference is known as noise. Often a comparison is made between communication and a leaky bucket. If you use a leaky bucket to carry water, water will be lost at various points in your journey from the water tap to your destination. It is not possible to stop losing water because the bucket contains holes. The amount of water you will lose will be determined by the number of holes in the bucket, the size of the holes, the route you take to your final destination and length of time it takes you to get to your destination. There may also be other events that occur during your journey which increase the amount of water lost. Similarly when information is transferred from the transmitter to the receiver not all of the information may be received by the receiver because of holes called noise. Each of the noise may be affect the amou nt of information transferred. Just as in a leaky bucket, more holes decrease the amount of water, more noise decreases the amount of correct information received. Language issues and Cultural Differences The receiver(s) may not (fully) understand the language used by the transmitter. This may occur if the transmitters language is foreign to the receiver. There may also be language problems (that the communication process) if the message contains technical information and the receivers is not familiar with the technical terms used. Cultural differences created by an individuals background and experience affect their perception of the world. Such cultural differences may affect the interpretation (decoding) of the message sent. Environmental issues If the environment that the transmitter or receiver are in, is noisy and full of sound, the sounds may prevent the message being fully understood. Background noise is often created by colleagues or machinery. Channel issues If the channel used to transfer the information is poor it may prevent all or some of the information being transferred. Examples include a faulty fax machine, a crackling phone, handwriting that cannot be read or in the case of oral messages incorrect facial gestures. Receivers Attitude and behavior If the receiver(s) is not interested in the message (or unable to give their full attention to decoding) this may reduce the amount of information received or the accuracy of the information transmitted to them. Similarly the receiver(s) may misinterpret the message by jumping to conclusions or reading the message in a manner that suits their own interests/objectives and distort the true meaning of the message. Transmission journey i.e. steps in the message, If the message is complicated or there are lots of steps taken to transfer the message it may affect the accuracy or interpretation. Comparing with the leaky bucket if the leaky bucket has to carry water over a longer distance more water will probably lost than if the journey was shorter. Internal / Organisational Communication This is communication that takes place within (or across) an organisation. In addition to the usual face to face, telephone, fax or mail; modern organisations may use technology to communicate internally. Technology may be used for e-mails or a linked internal communication system such as the intranet which is an internet system designed solely for use by those working for the organisation. External Communications Conversely external communication is communication between the organisation and those outside the organisation. Modern organisations may design technological systems so that they can communicate with customers and undertake e-Commerce. Alternatively they communicate with other businesses through the internet or similar systems and undertake e-Business. Functions of Internal and External Communications Technology has rapidly expanded the types of internal and external communication available to organisations. The diagram illustrates the vast array of internal and external communication available. Combined together internal and external types of communications allow various sectors of the local, national and international community to interact, liaise and conduct business. Formal and Informal Communications Formal communication is defined as communication which occurs through the official organisational channels or is undertaken by an employee to do their job. For example official meetings, letters and a manager asking an employee to carry out a particular task. Conversely informal communication is that which occurs outside the recognised communication networks such as talking in the lunchroom or hallways between employees. Informal communication can be productive or negative. It has the potential to build teams, improve working relationships and generate ideas as employees are in a relaxed environment. Upward and Downward Communications Downward communication is communication created by directors and managers and passed down the hierarchy of workers in the organisation. In traditional organisations this is the preferred method of communication ie Managers decide what the systems, rules and procedures will be and then they pass these down to employees they manage and supervise. Downward Communication can increase efficiency by synchronising organisational procedures and can ensure that everybody is working towards the same overall aims and objectives. Types of downward communication include job descriptions, appraisals/evaluations, organisational policy, and organisational systems. Although there are advantages to downward communication organisations have began to encourage upward communication. This is communication which originates at the lower level of the employment hierarchy and is then communicated up through the line. Organisations encouraging upward communication believe that everybody is capable of generating thoughts and ideas which may help the organisation to progress, particularly when they are working closely in the area that the idea applies to. Upward communication may increase motivation and make employees feel valued and respected whilst enabling managers to understand how employees are feeling. Furthermore if problems occur at they are more likely to be identified earlier by those working closely in the area that they occur. Types of upward communications include suggestion schemes, feedback forums/surveys, grievance procedures and employee-manager discussions. Lateral Communication This is communication that occurs between employees on the same level in the organisation. As this can involve decision making it can create efficiency as employees do not have to wait for managerial approval. On the other hand if the manager is not kept informed or if the manager fails to set boundaries there is potential for conflict. Diagonal Communication This occurs when communication occurs between workers in a different section of the organisation and where one of the workers involved is on a higher level in the organisation. For example in a bank diagonal communication will occur when a department manager in head office converses with a cashier in a branch of the bank based on the high street. TELECOMMUNICATIONS GLOSSARY Term Definition Telecommunication Communication between parties based in different locations by using a cable, telephone, broadcast or a telegraph. Networking Linking to or more computers together so that information and facilities can be shared. Computers in the same room may be linked together or the organisation may decide to link, computers in different parts of the world together. Local Area Network (LAN) Computers linked by a network without the use of telecommunications. Often the computers linked are based in the same location, group of buildings or site. Wide Area Network (WAN) Computers linked by a network using telecommunications. Often the computers linked are based in different locations. Teleconferencing Through the use of telecommunication devices such as video link participants based in different locations communicating is known as teleconferencing. Electronic Data Interchange (EDI) Computer networks used to exchange standard business transaction documents between organisations. QUESTION 3 How might a manager use the GRAPEVINE to his or her advantage? First of all the definition of grapevine is that it is the unofficial way that communication takes place within the organization. It is neither supported nor authorized by the organization. It can also be called gossip. As we know many gossips have no factual bases at all; most of them however do. A manager can use grapevine to his or her advantage if it is an organization where people are used to get their information from these sources. And of course it would be a lie to say that most of us dont gossip, or listen to them at least occasionally, especially if it involves us. Bad information spreads a lot faster than good news, so the information gets to employees real fast. It can happen by a word of mouth, or recently more frequently by electronic means. If an organization is based on honesty, these grapevine information can be a lot more accurate than in an organization that is based on an authoritative culture. Usually there is always some truth to it however. Rumours about major lay-offs, plant closings, and the like may be filled with accurate information regarding who will be affected and when it may occur. This truth component is what a manager can use to his or her benefit. Most employees know that if there is any kind of grapevine information circling in the company, whatever its about can be true. If a manager for example wants to influence employees to work harder, or put more effort into it, he or she can simply start a new gossip, or encourage an existing one about lay-offs that might involve their department. Im not saying this is a nice way to do this, but if nothing else works, why not. This is however not the sign of the good manager, because he or she should be able to use other methods of motivation. A good leader needs to be able to exert high level of effort from his or her employees by motivating them in different ways. Another way of looking grapevine information is its usefulness in supplementing formal information channels. It provides a way for employees to communicate their imaginations and inputs to a certain issue. If management is not really doing a good job with communicating with employees about what is going on in an organization, then grapevine can satisfy these natural needs for information. Grapevine is a healthy human desire to communicate. It is the informal communication channel within the organization. Managers have to acknowledge this fact, and try to use it to their own advantage. Managers interested in creating good communication within the organization will use grapevine as a mean to improve it. The real value of grapevine should be to management is that it reveals issues that generate from those whom interested in or effected by it. Managers can also participate in grapevine. They can be filters, who monitor the information and forward to upper management only the valuable and important components. Grapevine usually pops up during times of uncertain times; therefore management has to make sure that it is providing enough information about important issues. The longer the rumour goes around, the hardest it is to control, so management had to intervene quickly if it wants to avoid its damaging effects. The fact is that grapevine is exists within organizations, and they always have a truth component to them. Management therefore can use them to their own benefits, as a compliment to the official and formal channels of information. How to use the Grapevine effectively in business organizations? Grapevine is an informal channel of business communication. It is called so because it stretches throughout the organization in all directions irrespective of the authority levels. The management can use grapevine to supplement the formal channels of communication. Though it carries some degree of error and distortion, efforts can be made to correct it. Ignoring the grapevine is nothing but to ignore a valuable source of communication. The management can eliminate its negative consequences and, at the same time, it can nourish its positive benefits. The managers have to learn to manage and control it. 1. The management can open up all the channels of organizational communication to present the facts positively before the employees and thereby can fight the negative messages with the positive weapons of facts and figures. 2. Better job design and better quality of work life can easily bring the grapevine under the control of the management. 3. It also prevents the boredom, idleness and suspicions among the employees. 4. The negative consequences of the grapevine can be easily eliminated if the management is successful in creating trust-relatio

Essay --

The Clash of Races Africa has always been the centre of colonization for many European countries. With its colonization came stereotypes of African’s being inhumane, primitive and savage in comparison to the humanity of the civilized Europeans. The tradition model simplifies the stereotypes into Africans are bad and Europeans are good. Fortunately, it is not as clear cut as this. In Things Fall Apart, by Chinua Achebe, both the Igbo of the Umuofia and the British of Europe have good sides and dark sides of their respective races revealing that traditional perceptions of these races are not entirely accurate. Through their systems of government, court systems and religion both parties have the positive and negative effects on each other. As the traditional model states, the Europeans did have a positive effect on the Africans of Umuofia. Firstly, the British missionaries built a hospital for the people of the village. The villagers state that the â€Å"White man’s medicine was quick and worked well† (181). They shared the European knowledge of medicine with the villagers and this vastly improved their health and overall well-being. In addition, the Europeans built a school for the people of the Umuofia leading to them acquiring jobs. In particular, â€Å"A few months in were enough to make one a court messenger or even a court clerk (181).† The schools also taught advanced and knowledge based positions to the villagers too. For example, â€Å"[T]hose who stayed longer became teachers† (181-182). This passing of knowledge assisted the African society to become more educated and helped them get an occupation in the future. Contrary to the traditional model, the Africans of the Umuofia village are civil and humane. The Umofia village has communa... ...e way it was forced on them was inhumane Therefore, it is definite that the Europeans had a dark side too. In summary, if there is one obvious fact, it is that the issue is not as clear cut as the traditional model makes it seem. The inhabitants of Umuofia do have a dark side however, it is also evident that they have a civilized and humane side too. Similarly, the Europeans in general also demonstrate both humanity and inhumanity through the massacring of an entire tribe and in imprisoning many Africans who do not conform. They also attempt to enlighten the Africans by providing jobs and medicine. To conclude, one cannot simply say the Europeans are superior and Africans are inferior. In today’s society, many stereotypical people are in existence and will forever exist but are those people not supposed to be progressing forward not reverting back to segregation?

Has the restructuring of gender relations and employment led to a restructuring of European Societies?

Over the last number of years we have seen changes in the structure of gender relations in European States. Has this restructuring had continual effects on other aspects of European Societies or has it been an isolated incident? This is what is in question here. In order to assess as to whether the restructuring of gender relations and employment has led to a restructuring of European societies we must look at what is meant by gender relations and how it has changed. The first aspect of gender relations that we can look at is the theories of gender difference. It is important for us to go back a number of years in order to see how these theories have developed and transformed into gender differences, as we know them today. Patriarchy is one of the first and most prominent theories of gender differences. This theory is based on the historical belief that men are better then women. This can be seen in the way that institutions and organisations were established and in the way society initially only allowed men to vote, etc. Patriarchy was also attributed to the biological differences between men and women. It was believed that women's maternal instinct led them to be weak and caring and could be overpowered by men, while men were aggressive and dominant and so would fight for their positions and to keep them. The biological differences also contribute to women's lesser role in society through the fact that they were the ones who bore children. In order for society to grow and develop it was necessary for there to be ongoing growth and high fertility rates. This was the women's role, as well as caring and watching over the children and ensuring that they developed into contributing members of society. Historical patriarchy can explain much of the male dominance in society but cannot be said to apply from the 1960's onwards. The changes that came about in and around the 1960's can be explained through Hakims Preference theory as explained in her article ‘Women, Work and the Family in Europe'. She basis the differences in gender on five different factors: 1. Contraceptive Revolution 2. Equal Opportunities Revolution 3. Expansion of White Collar Jobs 4. Creation of Jobs for Secondary Earners 5. Increasing Importance of Attitudes, Values and Personal Preferences in Lifestyle Choices of Prosperous Liberal Societies. The first two factors came about due to changes in science and values. They allowed women to control their fertility and made it a precondition of actual choice whether to have a child and if so when. This allowed women to enter the workforce and control when they left by controlling when they had a child. The Equal Opportunities Revolution was a precondition of the feminist movements of the 1960's, which changed values about gender equality, and therefore changed how women were treated in the workforce. The final three factors in Hakims Preference Theory are also important in looking at whether the restructuring of gender relations and employment has led to a restructuring of European societies. The expansion of white-collar jobs and the creation of jobs for secondary earners in essence give women a more actualised choice to get a job for income. This is important in the realisation that employment has changed, as it has now made it possible for women to both hold a job and look after a family. The final factor in Hakims Preference Theory refers to a move to individualisation, whereby ones identity is not formed by ones social group but by oneself. This can be attributed to Post Materialist Values. This is an important factor as is points to how women began to make choices that suited them and not just do what they felt the must do in society. Each of the factors in Hakims Theory point towards the end of the Historical Patriarchy Theory of gender differences, as women were becoming more independent, were being given more freedom in relation to biological differences and also more opportunities. Another theory that could be applied from this point, where we saw changes in the labour market in relation to gender, onwards is the Marxist theory. This theory is based upon a dual market theory. From a capitalist workers point of view they wanted to divide the labour market into two segments and pit them against one another so they were more likely to get better results. This was also a method to develop skilled and unskilled labour. It was mostly men in this work force but in times when factory owners required more workers they would call in a ‘reserve army of labour'. This is where women came in, as they would work when it was necessitated for them to work, but not all the time. This theory again does not go as far to explain the situation, as we know it today in Europe as we can see today that both men and women work and that it is not just a ‘reserve army of labour' that is required. The most developed and established theory of gender differences, and also possible the most appropriate in European Societies today, is the Weberian theory. This theory is based on the belief that different social groups compete with each other to gain positions of class status and political power. Women can be seen as a social group in their own right and so can be one of the groups who compete against others, i.e. men. This can be said to be the theory of gender difference in society today as shall be seen later we now see women competing alongside men for employment. So far we have looked at the gender differences in society, but it is also necessary for use to look at other aspects of gender relations. Another of theses is gender equality. Today there are a couple of different theories of gender equality in Europe. The first of these, and also the most minimalist of these, is equality of opportunities in public sphere. This means giving women equal opportunities as men in regards to gaining access to jobs, through education, labour market, politics etc. The next step on from this is equal opportunities and outcomes in the public sphere. This is the same as the previous theory but also allows for equal outcomes. This means that provisions are made to ensure that both genders receive equal treatment in the public labour market. This may be through state creation of jobs with quotas or laws and enforcements of gender equality. These two theories can be related to liberal market based approach to society. These societies can be said to take a minimalist approach to gender equality, either only focusing on equality of opportunity or else only considering equality of treatment or outcome to be of very little importance. In some countries the equality of outcome will only go as far as to mean no sexism or sexual harassment, and sometimes this may be regulated through laws. Examples of some countries who employ this approach to gender equality are Ireland and Great Britain. These societies have and understanding of what gender equality is and understand that it must be addressed, but do not have an extensive move towards complete gender equality. The final theory of gender equality and also most extensive theory is equal opportunities and outcomes in both the public and private sphere. This refers to the attempts to ensure equality of opportunities and outcomes in the public sphere, but also in the private sphere. This can mean provisions for childcare, parental leave, etc. allowing both men and women to compete with as much equal footing as possible. This theory of gender equality is most closely associated with the neo-Corporatist approach to gender relations. In this respect the state assumes the role of creating gender equality and makes a number of extensive provisions to allow for equal opportunities and outcomes in almost all areas of society though the resources of the welfare states. Examples of countries where this approach can be found are in the Scandinavian countries such as Norway, Denmark and Sweden. In her article ‘Dual Breadwinners between State and Market', Anne Lise Ellingstaeter makes reference to these three countries and their welfare states. She explains, â€Å"in general there are several models for modifying the tensions between employment and childcare. Three policy elements are central: (1) time to care, (2) money for care, and (3) care services.† (Lise Ellingstaeter, 1999: 41) She then goes on to explain in some detail how the welfare state of these countries have restructured gender relations and employment by providing better care facilities, etc. In order to understand why improved care facilities, money for care and time to care are so important in the restructuring of gender relations and employment we must realise that it was not always the case that women worked. For many years there was simply the belief that there was one breadwinner in a family, and that was the man. This can be related back to the historical patriarchy theory, but as we have already seen this theory on gender differences has developed into the Marxist theory and the Weberian theory, and we can understand that the breadwinner model has also developed. In her article ‘The Modernisation of Family and Motherhood in Western Europe', Brigit Pfau- Effinger develops the ‘Beyond Breadwinner Model'. This model goes beyond Hakims Breadwinner Model to a less traditional Dual Breadwinner Model using gender division of labour and gender relations. The different models can be characterised as: 1. Family Economic Model 2. Male- Breadwinner/ Female- Carer 3. Male- Breadwinner/ Female- Part timer 4. Dual- Breadwinner/ State Carer, or Market Carer 5. Dual- Breadwinner/ Dual Carer (Pfau- Effinger, 1999: 62-63) The first of these models, the Family Economic Model, is the very traditional model that is most closely associated with farming and family orientated business. In this model it is believed that all members of the family take part in all aspects of the family life including generating income. The Male- Breadwinner/ Female- Carer model is also a traditional model and can be said to be related to Hakims Breadwinner Model. This model places men as the earners in the family and women as the carers. While societies have developed from this what must be realised is that women still do have a choice in what they do, and that even though this model may be dying it can still be seen significantly in society today. 43% of households in Ireland still apply to this model. As already stated Ireland takes a Liberal approach to gender equality and so it may attributed to this. It may, however, have other factors to realise. Hakim puts forth the theory that there are different types of women who focus on different aspects of life. She claims that 10-30% of women are home centred, i.e. that they do not want to work, but instead want to stay at home and look after the family. She goes on to explain that the other two theories are that 10-30% of women are work orientated and that 14-18% are adaptive. While the first group of women explains the Male -Breadwinner/ Female- Carer Model, the other two categories explain the following models. In their article ‘ Employment, Careers, and Families: The Significance of Choice and Constraint in Women's Lives', Crompton and Harris put forward the theory that there are, â€Å"three ‘qualitatively different' types of working women, the ‘committed', the ‘uncommitted', and the ‘drifters' or ‘adaptives'.† (Crompton and Harris, 1999: 131) These different theories on the different types of workingwomen are contributing factors in understanding the different models of gender relations. What is also a factor that must be considered in this regard is the states approach towards gender relations. The Male-Breadwinner/ Female- Part timer can be said to have developed from the growth of equal opportunities and the expansion of white-collar jobs. This model allows for women to be part of the work force while also taking care of the family. The growth of the model has come from the growth of the group of women known as ‘adaptives' or ‘drifters'. The most dramatic changes of the structure of society in relation to gender relations and employment can be connected with the final two models. In both of these models women are dual- breadwinners. This means that these women would be ‘committed' women in the sense that they part take full time in employment. In the Dual-Breadwinner/ State Carer or Market Carer Model, it is the states approach to gender equality and relations that in effect defines who it is that looks cares for the children. As already stated the Scandinavian countries can be said to have the most overall approach to gender equality by providing for childcare. The state either provides direct childcare facilities or pays for childcare. This ensures that women have equal opportunities and outcomes in relation to employment. Other countries, however, take a different approach, as they see child care as a market of its own. Ireland is a good example of one of these countries, as people pay other s to look their children so creating a demand for nannies, which then necessitates people to be trained to look after the children. The state can also take the approach of believing that it is women's jobs to look after the children and so will pay them to stay at home and look after them. This can be said to be not promoting the more progressive models and reverting back to the previous simple Male-Breadwinner Model. The final model of Dual-Breadwinner/ Dual- Carer is the ideal model, which as of yet cannot be said to have been fully implemented in any country. The closest that has come so far are in the Scandinavian countries whereby equal opportunities and outcomes does not only apply to women, but also to men. Overall what can be said is that over the last few decades there have been a number of changes in relation to gender and employment. This can be seen from the changes in gender development, gender equality, and also the changes in values, science and society. All the these changes have led to changes and restructuring of European Societies through changing peoples attitudes towards women working and also in how working women are treated and provided for. This largely depends on the states attitude toward gender equality and treatment, and what has been seen is that different European countries take different approaches to this, and so while European Societies are restructuring they are doing so at a different pace. It not only depends on the states attitude, however, but also those of employers. While women may have so far shown themselves to be equally able as men in a number of jobs there are still number of obstacles in their way at management level, i.e. the ‘Glass Ceiling'. Another aspect of these societies that can be said to be changing is in the family life. Previously it was strongly felt that men went out and worked and that women stayed at home and watched over the children. The increased numbers of women working has changed this approach and now many children are influenced by members outside of the family and by school. It has yet to be seen how this will affect society in the future, but what may be seen is a reduction of the emphasis that is placed on the family. And so while it can be said that there the restructuring of gender relations and employment has led to a restructuring of European Societies, there is still a way to go before we seen complete gender equality. As well as this there are also a number of changes to European Societies, which will inevitably come about due to this restructuring, and how this will be seen will be interesting to assess.