What does it all mean By Nagel

What does everything mean by Nagel is regularly alluded to as the little book of theory among pundits. This is on the grounds that the book gives the peruser a reduced outline of all the key constituents of reasoning, for example, the dualism of the psyche and the body and increasingly complex subjects, for example, the significance of the presence of man and his cognizance. The quality that separates Nagel’s work from different takes a shot at acquaintances with reasoning and its substance is that Nagel utilizes language that invites the new understudy of theory in to the subject. We consider this to be as one that permits the layman to gain a fundamental information on what's in store in further investigations into theory (Nagel, 1987). The starting part considers a delicate passageway into the universe of reasoning and invites the peruser to the idea of inquiries that are to follow in the investigation of theory. In â€Å"How Do We Know Anything? † the subsequent part, Nagel states that our general surroundings is the truth since we can consider it and prove it, and also all the constituents of the world and all the hypotheses are genuine just on the off chance that they can be read and validated for their substance. In the third section â€Å"Other Minds†, Nagel is of the assessment that on the off chance that one individual finds a specific outside boost lovely, it isn't sensible to reason that the following individual gets the upgrade with a similar enthusiasm since the main path for the principal individual to have reached a resolution in regards to the improvement is through encountering it In Chapter 4, ‘The Mind-Body Problem’, Nagel presents to the peruser the immediate joining between the psyche and the human cognizance and infers that with the goal for awareness to encounter an occasion, the cerebrum needs to get an upgrade. In Chapter 5, Nagel discusses the view of the words we use and the names we provide for the components of our general surroundings and if the words we use are genuinely of any importance or not. In Chapter 6, Nagel contends upon the unrestrained choice that we exercise and whether our will really is free and on the off chance that it is of any genuine centrality. In Chapter 7, ‘Right and Wrong’, Nagel censures the meanings of good and bad that man uses to deal with the everyday exercises of his life and questions the authenticity of those definitions. In Chapter 8, ‘Justice’, Nagel contends upon the equity and imbalance of the universe that man stays in that is outside the ability to control of man himself. He contends whether it is right to contradict the event of occasions of such wild nature. Part 9 talks about the somberness of Death and the recognition that we have for it and its topic truly being that we trust it to be. In Chapter 10, ‘The Meaning of Life, Nagel hits on a harmony that is the most looked for after in all fragments of society. Nagel contends over the truth of the significance, presence and desire forever. Nagel utilizes his trademark strategy for composing that moves investigation in the psyches of the peruser and permits the peruser a chance to experience the degrees of acknowledgment that the subject brings to the table and does as such without befuddling the peruser through language.

Conversation Essay

Date Conversations We utilize relational correspondence consistently in our live. There are three kinds of correspondence model, straight, intuitive, and value-based correspondence. Each sort of correspondence model has their quality and shortcoming. Direct correspondence is basic and clear however it doesn't absolutely portray what you needed to state since it is a single direction correspondence and short. Intelligent correspondence can catches an assortment of correspondence shapes yet less dynamic and very little of collective in both gathering to decipher implications since it disregards the dynamic job in senders and receivers.Transactional correspondence gives you an opportunity to teams up and to catches what the vast majority thinks, for the most part up close and personal correspondence, and this model empower both gathering to continually trade nonverbal and verbal messages. Relational correspondence is a significant device to learns and to develops your correspondence abi lity since they are fundamental to a relational relationship. It is hard to manufacture a relationship with somebody if relational correspondence aptitude is poor. Relational correspondence encourages us perceive ideas and mindfulness that impacts our contemplations, feeling and practices in a relationship.I recalled of my first date with Talia, our discussion it was not as smooth or inviting. We were accomplice up by our teacher, not by our through and through freedom, and this made a boundary between from the outset; particularly that we are both old sorts individual that originated from various culture, ethnic and have various morals. They state early introduction is significant when you approach somebody in light of the fact that relational correspondence is irreversible, so I was exceptionally mindful or mindful when I collaborated with Talia. For the most part we began the discussion with an inquiry, and afterward every one of us alternates to reaction to the question.Half rou te through the discussion, I saw that we utilized less inquiries to begin another discussion, and we go to directly to the subjects. Our distinctive ethnic’s foundation interlaced our morals which affected our practices during the discussion, yet we had great eyes contact and body signals. Knowing my partner’s foundation, and culture made the discussion all the more intriguing and dynamic. We had our third discussion date was fizzled in light of the fact that we set the time up as of now yet I couldn't get the telephone at work.During the time Talia called me out of nowhere the client came to eat and I was occupied around then. Regularly, at the time we set up my uncle café was not occupied yet I don't why this time so occupied. I missed the discussion meeting with Talia. I realize this is my bogus. After I got her back rub I attempted to call her back yet she didn't get the telephone either. And afterward I attempt message her message however the outcome I got from h er was occupied as well. I know we as a whole occupied in light of the fact that we have numerous thing to take care.But any way we were flopped on third discussion, I realize that every individual needs to duty with the primary thing we need to manage. Relational correspondence ability is basic to relational relationship. It causes us comprehend and perceives ideas to manufacture a superior relationship, regardless of whether it’s for business, companionship, or sentimental relationship. Comprehend relational correspondence encourages you forestall or managing useless relationship, and manufactures better informal communities around you. I accepted this aptitude likewise helps manufacture your confidence, transparency, keeping up relationship and a prosperity life.

A Plot Twist

A Plot Twist I’m standing in front of my presentation boards, trying to string keywords into sentences, concepts into arguments, proto-architectural ideas into a proposal for a functional school building. As soon as I started speaking, my sentences were already loopy, my hand wavering between various diagrams I can point to. The panel of jurors judging our architecture studio mid-reviews sat three feet in front of me and I can already tell they’ve stopped taking in the words that are coming out of my mouth. Before I knew it, my mouth had stopped moving. It’s their turn now. I have to admit, I don’t really understand your project. I tried to sum it up again, but another critic zooms in on a detail. You do know that your building needs legs to stand up right? No s***, I thought. But how can I even think that when I know it’s my fault my project is behind on development? He kept going. Let me demonstrate for you. He walked up to my boards and started drawing a stick figure with legs. My classmates laughed. And then my professor threw the last bomb. Now I’m questioning if you even understand your project Boom. Boom. and Boom. When your own professor, the one who has seen the promise and struggles of your project since the inception begins to question, what is there left to salvage? I had seen glimmers of hope while putting this presentation together, but at that moment, I had no idea what I was arguing for, what my project is trying to achieve, why I’m still standing there taking their bullets. I had tuned out near the end and as soon as the chairs started shifting to the next presenter on my left, I’d started walking right, past Steam Cafe and into the bathroom. I’d already felt the tears rushing up while I still stood up there and I wondered if anyone had noticed. I like to pretend they didn’t. My mom has always told me that crying is a sign of weakness, that real life doesn’t believe in tears. But in my defense, I knew this wasn’t about criticism. Every review in the five architecture studios I’ve taken has had its own share of criticisms, to which my classmates and I all knew we had to absorb and many times challenge. No, this was something more. It was the result of a build-up, the result of everything I loved, hated, and learned while being an architecture student at MIT, the result of knowing that after this semester, I will be leaving this very special kind of life behind. I’ve been debating my path on the architecture career for quite some time now. But it has taken a long time for me to admit that, because at MIT, the work really does never stop. As new projects piled up in my face, I was of course excited out of novelty, curiositybut was it a relentless and humble excitement, a mobilizing force that will propel me to want to learn more for the years and years to come? In an earlier entry, I talked about the fear of falling behind and never taking the time to question what you’ve been working hard for. If anything, my dramatic mid-review presentation experience showed me once again how easy it is to get lost in the production of THINGS whether that means drawings, models, renderings to show your professor, or publications, awards, salaries, Twitter followers, or LinkedIn connections to show everyone else. Looking beyond the products of our constant hard workwhen the critics come rolling in however unwelcomed, can we still articulate our own missions? I could not do so in that presentation. These thoughts piggyback on Chris’ latest entry  explaining “the merits of not working too hard” and forgoing the “treadmill” path through MIT. I think by far the biggest rude awakening while crossing the bridge from high school to college is to learn that hardwork doesn’t end with getting into college. We can count on ALWAYS being in a rush to accomplish more. So as Chris suggested, it is truly up to us to peak out from the work zone every once in a while to make sure that we still know where we’re going, to realize what kind of fertile soil or quagmire is really among us. At MIT, architecture is one of the most personal educations you can get. There is no skipping studio class. Your professor expects to see you every other day (and once in a blue moon, on a Saturday) and expects to see your progress. When you’re not doing well, the professor and jurors tell it to your face. It’s a course where how much you work is directly proportional to how well you do; so when you do receive criticism, it’s always your problem. As difficult as this dynamic can be, I really love it. We get so personally invested in our projects that we have an unparalleled sense of accountability. This building better work out, or its on me.  But here is the plot twist. This coming fall, I pre-registered for five classes spanning the Management, Writing, and STS (Science, Technology, Society) departments. Architecture is conspicuously missing. I still have two architecture classes to take to graduate, but those will happen next spring. You can probably imagine the horror when I told my parents I don’t want to be an architect. The first question is what do you want to be then? Well for now, Ill say that Im in love with media studies and details will emerge in future entries. But the next popular question is what have you been doing for the past three years then? And this is when I explain how I have never doubted being an architecture undergrad. From what I’ve experienced, the course 4 design education has far greater lessons than the things we produce in studio and collect in a portfolio. And this is when I share them. What MIT Architecture has taught me about design and life:   Architecture is never anonymous. Your work will be seen, so do work youll be proud of. When you discover a problem, dont ignore it. It will still be there and come back to haunt you as an even bigger problem. Beware there’s a danger to closing off options early on: they could be opportunities to go beyond your present imagination. Dont bypass or underestimate research into precedents. Nowadays, its common to feel like we NEED to be original. But sometimes, new ideas really do come from studying how people have done it before. Own it own it own it. Dress up for reviews. (Or at the very least, make time during the all-nighter to go home, shower, and make thyself presentable. Real-talk.)  And bring your enthusiasm! if you don’t buy it, no one else will. Don’t get caught up wth 100% functionalityIn its dysfunction, you might redefine what the very thing you’re designing could be. Indeed, design is about solving problems. Be observant to where the problems are. Be rigorous. There are ways to test everything and argue why your idea works. Rigorous studies become research and evidence, and in this way, design gains the objectivity of science and engineering. If you are staring at the computer screen and are stuck, stop staring at the computer screen. Talk to someone. Eat something. Go to the bathroom. Stop staring at the computer screen. And finally it isn’t always about requirements, but rather what best conveys your idea. These are the notes Ive jogged down for myself to remember, and I hope they may be of use to you in some way shape or form. And one lasting testament to my studio life? Piles and piles of Moleskines. Post Tagged #Course 4 - Architecture

A Plot Twist

A Plot Twist I’m standing in front of my presentation boards, trying to string keywords into sentences, concepts into arguments, proto-architectural ideas into a proposal for a functional school building. As soon as I started speaking, my sentences were already loopy, my hand wavering between various diagrams I can point to. The panel of jurors judging our architecture studio mid-reviews sat three feet in front of me and I can already tell they’ve stopped taking in the words that are coming out of my mouth. Before I knew it, my mouth had stopped moving. It’s their turn now. I have to admit, I don’t really understand your project. I tried to sum it up again, but another critic zooms in on a detail. You do know that your building needs legs to stand up right? No s***, I thought. But how can I even think that when I know it’s my fault my project is behind on development? He kept going. Let me demonstrate for you. He walked up to my boards and started drawing a stick figure with legs. My classmates laughed. And then my professor threw the last bomb. Now I’m questioning if you even understand your project Boom. Boom. and Boom. When your own professor, the one who has seen the promise and struggles of your project since the inception begins to question, what is there left to salvage? I had seen glimmers of hope while putting this presentation together, but at that moment, I had no idea what I was arguing for, what my project is trying to achieve, why I’m still standing there taking their bullets. I had tuned out near the end and as soon as the chairs started shifting to the next presenter on my left, I’d started walking right, past Steam Cafe and into the bathroom. I’d already felt the tears rushing up while I still stood up there and I wondered if anyone had noticed. I like to pretend they didn’t. My mom has always told me that crying is a sign of weakness, that real life doesn’t believe in tears. But in my defense, I knew this wasn’t about criticism. Every review in the five architecture studios I’ve taken has had its own share of criticisms, to which my classmates and I all knew we had to absorb and many times challenge. No, this was something more. It was the result of a build-up, the result of everything I loved, hated, and learned while being an architecture student at MIT, the result of knowing that after this semester, I will be leaving this very special kind of life behind. I’ve been debating my path on the architecture career for quite some time now. But it has taken a long time for me to admit that, because at MIT, the work really does never stop. As new projects piled up in my face, I was of course excited out of novelty, curiositybut was it a relentless and humble excitement, a mobilizing force that will propel me to want to learn more for the years and years to come? In an earlier entry, I talked about the fear of falling behind and never taking the time to question what you’ve been working hard for. If anything, my dramatic mid-review presentation experience showed me once again how easy it is to get lost in the production of THINGS whether that means drawings, models, renderings to show your professor, or publications, awards, salaries, Twitter followers, or LinkedIn connections to show everyone else. Looking beyond the products of our constant hard workwhen the critics come rolling in however unwelcomed, can we still articulate our own missions? I could not do so in that presentation. These thoughts piggyback on Chris’ latest entry  explaining “the merits of not working too hard” and forgoing the “treadmill” path through MIT. I think by far the biggest rude awakening while crossing the bridge from high school to college is to learn that hardwork doesn’t end with getting into college. We can count on ALWAYS being in a rush to accomplish more. So as Chris suggested, it is truly up to us to peak out from the work zone every once in a while to make sure that we still know where we’re going, to realize what kind of fertile soil or quagmire is really among us. At MIT, architecture is one of the most personal educations you can get. There is no skipping studio class. Your professor expects to see you every other day (and once in a blue moon, on a Saturday) and expects to see your progress. When you’re not doing well, the professor and jurors tell it to your face. It’s a course where how much you work is directly proportional to how well you do; so when you do receive criticism, it’s always your problem. As difficult as this dynamic can be, I really love it. We get so personally invested in our projects that we have an unparalleled sense of accountability. This building better work out, or its on me.  But here is the plot twist. This coming fall, I pre-registered for five classes spanning the Management, Writing, and STS (Science, Technology, Society) departments. Architecture is conspicuously missing. I still have two architecture classes to take to graduate, but those will happen next spring. You can probably imagine the horror when I told my parents I don’t want to be an architect. The first question is what do you want to be then? Well for now, Ill say that Im in love with media studies and details will emerge in future entries. But the next popular question is what have you been doing for the past three years then? And this is when I explain how I have never doubted being an architecture undergrad. From what I’ve experienced, the course 4 design education has far greater lessons than the things we produce in studio and collect in a portfolio. And this is when I share them. What MIT Architecture has taught me about design and life:   Architecture is never anonymous. Your work will be seen, so do work youll be proud of. When you discover a problem, dont ignore it. It will still be there and come back to haunt you as an even bigger problem. Beware there’s a danger to closing off options early on: they could be opportunities to go beyond your present imagination. Dont bypass or underestimate research into precedents. Nowadays, its common to feel like we NEED to be original. But sometimes, new ideas really do come from studying how people have done it before. Own it own it own it. Dress up for reviews. (Or at the very least, make time during the all-nighter to go home, shower, and make thyself presentable. Real-talk.)  And bring your enthusiasm! if you don’t buy it, no one else will. Don’t get caught up wth 100% functionalityIn its dysfunction, you might redefine what the very thing you’re designing could be. Indeed, design is about solving problems. Be observant to where the problems are. Be rigorous. There are ways to test everything and argue why your idea works. Rigorous studies become research and evidence, and in this way, design gains the objectivity of science and engineering. If you are staring at the computer screen and are stuck, stop staring at the computer screen. Talk to someone. Eat something. Go to the bathroom. Stop staring at the computer screen. And finally it isn’t always about requirements, but rather what best conveys your idea. These are the notes Ive jogged down for myself to remember, and I hope they may be of use to you in some way shape or form. And one lasting testament to my studio life? Piles and piles of Moleskines. Post Tagged #Course 4 - Architecture

An Introduction to the Jack the Ripper Mystery

Someone in London murdered and mutilated a number of prostitutes during the autumn of 1888; the press went into a frenzy, politicians pointed the finger at each other, hoaxers polluted the investigation, and one of several nicknames stuck: Jack the Ripper. Over a century later, Jacks identity has never been wholly proven (there isnt even a leading suspect), most aspects of the case are still debated, and the Ripper is an infamous cultural bogeyman. The Enduring Mystery The Rippers identity has never been established and people have never stopped looking: the publishing rates average is a new book a year since 1888 (although most of these have come in recent decades). Unfortunately, the wealth of Ripper source material — letters, reports, diaries,  and photographs — provides enough depth for detailed and fascinating research, but too few facts for any incontrovertible conclusions. Just about everything about Jack the Ripper is open to debate and the best you can get is a consensus. People are still finding new suspects  or new ways to reframe old suspects, and books are still flying off the shelves. There is no better mystery. The Crimes Traditionally, Jack the Ripper is considered to have killed five women, all London prostitutes, during 1888: Mary Ann Polly Nichols on August 31, Annie Chapman on September 8, Elizabeth Stride and Catherine Eddowes on September 30 and Mary Jane (Marie Jeanette) Kelly on November 9. In practice, there is no agreed list: the most popular change is to discount Stride and/or Kelly, sometimes adding Martha Tabram, killed August 7th. Authors naming more than eight have achieved very little consensus. At the time Polly Nichols was sometimes considered the second or third person to have been killed by the same person, and plenty of later investigators have searched the world in search of similar killings to see if the Ripper moved on. The Ripper generally killed by strangling his victims, then laying them down and cutting the arteries in their throats; this was followed by a varied process of mutilation, during which parts of the body were removed and kept. Because Jack did this quickly, often in the dark, and because he seemed to have great anatomical knowledge, people have assumed the Ripper had a doctors or surgeons training. As with much of the case, there is no consensus — a contemporary thought him simply a blunderer. There have been accusations that the missing organs werent stolen from the bodies by the Ripper, but by people dealing with them later. Evidence for this is scant. The Letters and Nicknames During the autumn and winter of 1888/89, a number of letters circulated among the police and newspapers, all claiming to be from the Whitechapel murderer; these include the From Hell letter and one accompanied by part of a kidney (which may have matched a kidney taken from one of the victims, but like everything Jack, were not a hundred percent sure). Ripperologists consider most, if not all, of the letters to be hoaxes, but their impact at the time was considerable, if only because one contained the first use of Jack the Ripper, a nickname the papers swiftly adopted and which is now synonymous. Horror, Media, and Culture The Ripper killings were neither obscure nor ignored at the time. There was gossip and fear in the streets, questions at high levels of government,  and offers of rewards and resignations when nobody was caught. Political reformers used the Ripper in arguments and policemen struggled with the limited techniques of the time. Indeed, the Ripper case remained high profile enough for many of the police involved to write private accounts years later. However, it was the media who made Jack the Ripper. By 1888, literacy was common amongst the crowded citizens of London and newspapers reacted to the Whitechapel Murderer, whom they initially christened Leather Apron, with the frenzy we expect from modern tabloids, stirring opinions, fact,  and theory – along with the probably hoaxed Ripper letters – together to create a legend which seeped into popular culture. From the very start, Jack doubled as a figure from the horror genre, a bogeyman to scare your kids. A century later, Jack the Ripper is still hugely famous world over, an unknown criminal at the center of a global manhunt. But he is more than that, hes the focus of novels, films, musicals,  and even a six-inch high model plastic figure. Jack the Ripper was the first serial killer adopted by the modern media age and hes been at the forefront ever since, mirroring the evolution of western culture. Other serial killers who have murdered prostitutes include New Yorks most prolific murderer, Joel Rifkin. Will the Mystery Be Solved? Its extremely unlikely anyone will be able to use the existing evidence to prove, beyond all reasonable doubt, who Jack the Ripper was and, while people are still uncovering material, the discovery of something unarguable has to be regarded as a long-shot. Fortunately, the mystery is so fascinating because you can do your own reading, draw your own conclusions and, with some critical thinking, generally have as much chance of being right as everyone else! Suspects range from people the detectives at the time suspected (such as George Chapman / Klosowski), to a whole gallery of strange suggestions, which include no less than Lewis Carroll, a royal doctor, Inspector Abberline himself, and someone who even blamed their relative decades later after finding some tenuous items.

Coloplast a/S Organization Challenges in Off-Shoring

Coloplast A/S organization challenges in off-shoring Name: Houssam Khawajkyia Date: Friday, July 18, 2009 Executive summary Coloplast, an international company which specializes in developing, manufacturing, and marketing medical devices, implemented an off-shoring strategy in order to be different, stay competitive and meet the dynamic market needs. In implementing this strategy, Coloplast had several issues and the first was the organizational structure. Due to changes in the organizational structure of its Danish and Hungarian production plants, misunderstandings arose between employees which resulted in serious of organizational and managerial challenges. However, the management resolved these differences through†¦show more content†¦An initial plan to train the Hungarians employees in Denmark failed due to complications arising from Danish unions. However, this challenge was solved through Danish employees training their fellow employees at Hungary, Tatabanya (Nielsen, Pedersen, Pyndt, 2008). Knowledge management was also affected by a difference in the organizational culture of t he Hungarian employees and Danish employees. Since Hungarian employees had worked in multinationals which had different organizational cultures, some employees tended to act passively or simplify instructions excessively. This made the Hungarian workers’ skills to be underestimated and it also created some misunderstandings. Danish workers could also not learn useful skills from their Hungarian counterparts due to this challenge. Employee motivation and communication When the management at Coloplast formulated plans to relocate to Hungary, this posed a threat to employee motivation. This is due to the fact that many employees become de-motivated whenever there are imminent changes in an organization due to opposition to organizational change. The Coloplast management recognized this fact and ensured that all employees had access to information about the impending relocation in order to reduce anxiety among them. The management was honest and open about the forthcoming relocation, and it ensured that it obtained feedback from

The Tragedy of Princes Diana - 1120 Words

After her divorce with Prince Charles, Diana continued being photographed as a fashion icon and charity worker. She was a wealthy member of society. Her young life came to a tragic end when she was only 36 years old. She was her chauffeured car sped out of control while trying to escape the paparazzi. On July 1, 1961 at 7:45pm a baby was born. This was the start of a new life of Diana Spencer. Diana was born weighing seven pounds and twelve ounces. She was born at the Park House, in Sandringham, Norfolk, UK. The Park House was property owned by Elizabeth II and situated on the Sandringham Estate. The Spencer family would rent the Park House. Diana was born into a privileged family. She was the daughter of John Spencer. Her mother was Lady Frances Shand Kydd, in Norfolk, England. She is also known as Frances Roche. Diana had three siblings she loved very much. She had one sister, Jane Fellowes, one younger brother, Charles Spencer, and a stepsister, Lady Sarah McCorquodale. The Queen and her family became Diana’s neighbors when they stayed at nearby Sandringham, a royal residence. The royal children, Prince Andrew and Prince Edward, would visit the Spencer’s at Park House to use their pool. In return, the Spencer kids were invited back to play at Sandringham. Lady Diana was always close to her younger brother, Charles. Diana loved her family because her parents always wanted her to be safe and happy and have a good life. Diana always had nannies though to help raise her.Show MoreRelatedTribute to Princess Diana Speech Essay1010 Words   |  5 PagesFull Sentence Outline Tribute to Princess Diana Specific Purpose Statement: To inform the audience about Princess Diana and her contributions to the world. Thesis: Princess Diana was a very kind hearted woman, noble by blood, famous by marriage, but used her public light in a positive way. Organizational Pattern/Division: Extemporaneous Introduction I. What is the definition of a princess? 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Interpretation of Byrons Twilight Essay Example For Students

Interpretation of Byrons Twilight Essay 1) Structure According to its structure, the poem is a sonnet. It may be formally divided into three quatrains and a distich, so that it resembles a Shakespearean sonnet. However, Renaissance sonnets were traditionally written in 5 feet iamb, while the Twilight is written in tetrameter. If Byron did draw from that tradition, he must have taken into consideration the sonnet 145, which is the only one to have a 4 feet meter. Those lips that Loves own hand did make, Breathed forth the sound that said I hate, To me that languished for her sake: But when she saw my woeful state, Straight in her heart did mercy come,Chiding that tongue that ever sweet Was used in giving gentle doom; And taught it thus anew to greet; I hate she altered with an end, That followed it as gentle day, Doth follow night, who like a fiend From heaven to hell is flown away. I hate, from hate away she threw, And saved my life, saying not you. Not taking into account the debates about this sonnet, we state that it has to do with lovers vows, which have an unstable nature. It also makes use of the images of day and night, where day is seen as bliss for the lover, and night as a time of misery, a popular Renaissance custom. However, the Twilights structure is more complicated than that. Indeed, the first quatrain is easily distinguished by its rhyming, which is completely different from the other lines. It may even be suggested, that the actions in this quatrain happen some time before the events of all other lines and in another place. It is the hour, when from the boughs The nightingales high note is heard, It is the hour, when lovers vows Seem sweet with every whispered word. The introductory quatrain is positioned like a riddle, asking the reader to name the hour which the poet speaks about. It is full-blooded with an alternating rhyme which binds the lines together and a complete phonetic set of alliterating sounds, where pairs of sonorants are interchanged with pairs of fricatives. It is rather formalistic, having the traditional rhyme and the proper syntactic structure. We must also notice that the parallel images in these lines are both acoustic ones. The next nine lines may be defined as enumeration. They list the events in nature which accompany the mysterious hour, thus giving us some hints as to the answer. They may be further divided into groups of three: And gentle winds, and waters near Make music to the lonely ear, Each flower the dews have lightly wet Two lines with alliterating sonorants, then one line with no alliteration, the images are in the process of changing from acoustic (make music) to visual (the dews have lightly wet), two verbs. And in the sky the stars are met, And on the wave is deeper blue, And on the leaf a browner hue Three short parallel lines, images are visual, verbs are in the process of disappearing (are met two words then is one word then no verbs at all), so as to make not to break the description by actions. And in the heaven that clear obscure, So softly dark, and darkly pure, Which follows the decline of day Inverted copy of lines 4-7: the lines again get seemingly longer, and again there are one line without alliteration and two lines with alliteration this time it is of plosives, a verb (follow) and a verbal noun (decline) appear. The last line is suddenly pentameter, and due to its additional length it may be pronounced with either the slowliness or the rushness of surprise. In any case, it is a conclusion. We finally get the mysterious hour named, and in the same line it vanishes away. .u8d45e7107e152ecbe6b36e7f3d9795e1 , .u8d45e7107e152ecbe6b36e7f3d9795e1 .postImageUrl , .u8d45e7107e152ecbe6b36e7f3d9795e1 .centered-text-area { min-height: 80px; position: relative; } .u8d45e7107e152ecbe6b36e7f3d9795e1 , .u8d45e7107e152ecbe6b36e7f3d9795e1:hover , .u8d45e7107e152ecbe6b36e7f3d9795e1:visited , .u8d45e7107e152ecbe6b36e7f3d9795e1:active { border:0!important; } .u8d45e7107e152ecbe6b36e7f3d9795e1 .clearfix:after { content: ""; display: table; clear: both; } .u8d45e7107e152ecbe6b36e7f3d9795e1 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u8d45e7107e152ecbe6b36e7f3d9795e1:active , .u8d45e7107e152ecbe6b36e7f3d9795e1:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u8d45e7107e152ecbe6b36e7f3d9795e1 .centered-text-area { width: 100%; position: relative ; } .u8d45e7107e152ecbe6b36e7f3d9795e1 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u8d45e7107e152ecbe6b36e7f3d9795e1 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u8d45e7107e152ecbe6b36e7f3d9795e1 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u8d45e7107e152ecbe6b36e7f3d9795e1:hover .ctaButton { background-color: #34495E!important; } .u8d45e7107e152ecbe6b36e7f3d9795e1 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u8d45e7107e152ecbe6b36e7f3d9795e1 .u8d45e7107e152ecbe6b36e7f3d9795e1-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u8d45e7107e152ecbe6b36e7f3d9795e1:after { content: ""; display: block; clear: both; } READ: Poet Compare/contrast Essay2) Motives The Twilight is seemingly a poem about nature, which pictures the harmony of an evening landscape. Yet, some images are rather too persistent to allow this reading. Let us follow the alliteration. Reading the first quatrain, we find that sonorants express the theme of reciprocated and happy love (nightingale the bird of love, its note, the whispered words, which appeal so much to the lyrical hero). The fricatives must refer to the notion of question which is being asked in these lines. Indeed, one may ask, why do the lovers vows only seem sweet? Are they really sweet or are they hurting the hero? This is what the hero himself seems doubtful about. So, the hero has received a vow, maybe a promise of an assignation, from his lover, which has left him thinking. He has now just left the lover, so everything around him still bears the signs of his happiness at seeing the person (winds, waters, make, music the labials again have the gentle nature). The remembrances of being together soothe his now lonely ear. However, it is getting darker, and the lover does not appear. The hero begins to feel doubtful, which is indicated by the fricatives (sky, stars). Sounds, which accompanied his thoughts about the bliss of love (nightingales note, or music), now disappear, leaving the place to the stillness of visual images that increases the feeling of doubt and loneliness. It gets darker (a deeper blue, a browner hue) both in the nature and in the heros heart. The heros doubts are symbolically shown by the oxymoron clear obscure. The oxymoron in itself is an effort to connect two unconnectable notions, so it is well suited to show the double nature of the heros thoughts. The ambiguity is emphasized by the fact, that we cannot be sure which of the two words is the noun and which one is the adjective. Lastly, the words themselves are meaningful: the feeling of the lover to the hero is either clear and evident or obscure and exists only seemingly; the reason behind the heros waiting is clear he waits for his lover, and yet it is obscure as the lover does not come; or the heros mind is in turn clear with his love and obscured by his dark thoughts. Now the plosives appear. Their abundance sounds so harsh and unwelcoming, that we must understand that the heros broodings have reached their heaviest. He continues to meditate on the oxymoronic nature of his lover and of their love: it is at the same time soft (=sweet, gentle) and dark (vicious and hurtful), dark and pure (which may imply that he longs for physical contact with his lover, but cannot experience it because the person is absent). All these doubts come directly after the decline of day. Here at last we may be able to understand the reason of the heros state. The word decline must be read in the meaning of refusal, which the hero has received during the day. Of course, the proper noun is declination, but Byron has just showed us with the clear obscure that one can never be exact about the parts of speech. The day here is not the day of the Renaissance poets. Byrons poetry is characterized by assuming night as a perfect time for making love and day as the time when all love must stop. In the context of the Twilight it may be proved by the fact that the word night starts with a gentle sonorant and alliterates with nightingale and note. So, during the day the hero received a message with a double meaning (possibly, like the Shakespeares lady, his lover said to him the ambiguous I hate not you), and now he is anxious to know if his lover will come at night and reduce all the troubles of the day to nothing or if the message will prove to be hurtful and the lover will not come. The second part of the sonnet ends with line 13, tearing the rhyme in two. .u68b3a91ec905df231583a673466ae503 , .u68b3a91ec905df231583a673466ae503 .postImageUrl , .u68b3a91ec905df231583a673466ae503 .centered-text-area { min-height: 80px; position: relative; } .u68b3a91ec905df231583a673466ae503 , .u68b3a91ec905df231583a673466ae503:hover , .u68b3a91ec905df231583a673466ae503:visited , .u68b3a91ec905df231583a673466ae503:active { border:0!important; } .u68b3a91ec905df231583a673466ae503 .clearfix:after { content: ""; display: table; clear: both; } .u68b3a91ec905df231583a673466ae503 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u68b3a91ec905df231583a673466ae503:active , .u68b3a91ec905df231583a673466ae503:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u68b3a91ec905df231583a673466ae503 .centered-text-area { width: 100%; position: relative ; } .u68b3a91ec905df231583a673466ae503 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u68b3a91ec905df231583a673466ae503 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u68b3a91ec905df231583a673466ae503 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u68b3a91ec905df231583a673466ae503:hover .ctaButton { background-color: #34495E!important; } .u68b3a91ec905df231583a673466ae503 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u68b3a91ec905df231583a673466ae503 .u68b3a91ec905df231583a673466ae503-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u68b3a91ec905df231583a673466ae503:after { content: ""; display: block; clear: both; } READ: World War I: The Overthrow of the Romantic EssayThe half-rhyme is thrown forward like a hook for the lover to grasp. The hero comes to an abrupt stop in his meditations. At last the mood changes. Probably the hero sees his lover coming. He receives his answer, and it is a positive one. The twilight of his doubts vanishes, and the gentle sonorants again make their appearance (melt, moon, away). On the whole, although the images of nature are overall used to illustrate the heros feelings and correspond to his mood, the Twilight is not only a landscape poem. It tells us a story of love and of a lovers fears.

A Swot Analysis Of American Airlines Tourism Essays

A Swot Analysis Of American Airlines Tourism Essays A Swot Analysis Of American Airlines Tourism Essay A Swot Analysis Of American Airlines Tourism Essay Introduction: American Airlines was the U.S. s largest bearer in 1992. It had a fleet of 622 jet aircraft, winging 2,450 flights daily to 182 locations. It besides had advanced engineering and plans. They were the first to present a computerized air hose reserve system called Sabre, Super Saver menus and frequent- flyer plans. Despite these inventions, American Airlines and the air hose industry as a whole was still non runing as profitably or supplying client satisfaction the manner it should in 1992. There were two chief grounds. First, the air hose industry was enduring from the economic downswings in 1990 and 1991. In 1991 entirely, the industry s cumulative losingss were $ 1.87 billion, which exceeded the entire sum of net incomes the industry had of all time earned throughout its 60-year history. American Airlines itself reported losingss of $ 77 million in 1990 and $ 165 million in 1991. In footings of client s flight, the dollar volume of pleasance travel grew merely 8 % in the 1989-91 pe riod compared to 19 % for 1987-89. The comparable figures for concern travel were a 9 % addition for 1989-91 in contrast to 28 % growing experiences in 1987-89. April 9th, 1992 American Airlines announced that their outputs were excessively low and they were traveling to convey value back to air travel through a new pricing scheme termed, Value Pricing . SWOT Analysis: Strengths Market leader: American Airlines is the largest U.S. air hose in 1992 with a 19.15 market portion in 2001. Strong Invention Technology: American Airlines created the first and largest Computer Reservation Service, SABRE, which was a valuable resource for output direction and excess net incomes. It was such an effectual technological invention that in 1992, 92 % of domestic reserves were made through Computer Reservation Systems in the United States. Marketing Promotions: American Airlines were the first to make a frequent flyer plan aimed to increase trade name trueness with concern clients in 1981. Distribution: The usage of hubs meant replacing non-stop flights with a set of linking flights, and this benefited both bearers and consumers. Airlines could function more locations with fewer planes. American Airlines benefited by holding six hubs in 1992, two of which are ranked as the largest airdromes in America: Chicago and Dallas. Market Growth: Between 1981 and 1991, rider volume grew by about 80 % , the equivalent of a compound one-year growing rate of 6 % . There are still chance spreads to farther addition demand. Strong Brand Image: A study that generated the evaluations of domestic air hoses on service quality, American Airlines had the joint highest satisfaction index of 76. This implies that American Airlines has a stronger image of high quality service, comparative to rivals. Problems: There are high hazards of holds and inward flight holds of even a few will necessarily detain linking flights and so impact big parts of the web thenceforth. Enormous dealing costs from the utmost complexness of capacity planning, crew roistering, flight programming, land handling and menu constructions. High hazard of lost connexions and lost baggage with linking flights Opportunity Increase the demand for air travel through making more clients and increasing the frequence of travel per client: There is already a turning per centum of Americans is utilizing air travel. In 1991, 76 % of American Adults reported that they had flown at some clip in their lives and 32 % had flown in the past twelvemonth. The addition in American air travel can be seen in the tabular array below: Percentage of American grownups who have: 1981 1989 1990 1991 of all time flown? 65 % 78 % 74 % 76 % flown in the last 12 months 24 % 34 % 31 % 32 % The tabular array implies that American s are progressively accommodating to air travel and this means that their is an chance for American Airline s to go on their enlargement. Price favoritism theoretical accounts: Price favoritism theoretical accounts provide an chance for American Airlines to capture the two chief client sections, concern and pleasance travellers in the most profitable manner. Using monetary value favoritism theoretical accounts provides an increasing chance. Percentage of American Adults going on: 1989 1990 1999 2001 Business 52 51 42 41 Pleasure 47 49 53 57 This provides an chance for American Airlines because the two sections have different demand fluctuations and purchasing features and if American Airlines can capture both markets through different pricing menus so it will increase their output per client, smooth out overall demand fluctuations and achieve net income maximization. The differences can be distinguished by demand and purchasing values. Buying differences: Business travellers are more loyal to one peculiar air hose because they have the ability to construct up frequent flyer stat mis. They are less pricing sensitive due to being more clip sensitive. On the other manus, leisure travellers are less loyal, more monetary value sensitive and more flexible in footings of clip, day of the month etc. On-line Reservations: Like low cost air hoses and follow on-line reserves, which mean less demand for travel agents, no paper tickets and convenient engagement. American Airlines presently merely serves 80 finishs worldwide, compared to 182 locations in the U.S. mainland and Hawaii. Therefore, there is a strong chance to concentrate on increasing long draw, international flights as opposed to short draw flights. Menaces: After the deregulating of the air hose, industry competition intensified as national and regional air hoses grew or merged and became fixated on net income maximization. American Airlines major domestic rivals are United Airlines and Delta Airlines as they both operate with similar range and service to American. American Airlines chief competition from regional air hoses includes US Air, America West, Southwest, TWA, Northwest and Continental. US Air serves chiefly eastern and southwesterly markets. American West and Southwest are price reduction bearers functioning the Southwest and California countries. TWA that offered chiefly coast-to-coast service, Northwest that served the Northern grade of the U.S. and Continental that served the southern grade. Furthermore, amalgamations meant that the combined market portion of the four largest air hoses rose from 54.2 % in 1982 to 64.8 % in 1987. Growth of low cost air hoses: Low cost air hoses are spread outing quickly. Southwest in peculiar is successfully advancing its deal menus, low cost and no-frills attack to service and are the 7th largest U.S. bearer, though merely runing in 15 provinces for local, and short draw markets. The low cost air hoses are able to bear down highly low price reduction monetary values because: Distribution costs are reduced utilizing direct merchandising through the cyberspace or call centres and holding no tickets Pricing cleavage merely occurs on two variables: the day of the month of engagement and the effectual demand of that specific flight so there are less complex menus and less limitations imposed to increase client satisfaction The operating outgo rider and their operating border are besides significantly higher. American Airlines does non hold the ability to vie straight through fiting such low monetary values because they could neer accomplish such low costs, nor does the trade name image of American Airlines compliment this scheme. Airline Industry is vulnerable to monetary value wars: Industries that have excess capacity, high fixed costs, and low distinction and are monetary value rubber bands are the most vulnerable to monetary value wars. High Fixed costs and excess capacity are profit-damaging combinations because it means that air hoses must hold high outputs through output direction in order to keep profitableness, which is really complex. Low Differentiation means clients see air hose travel as a commodity- like concern. In general, they merely want to acquire from one metropolis to another in the shortest sum of clip, at a convenient clip that fits their agenda, and at a sensible monetary value. High Price Elasticity: Due to the combination of the above, air hose travel is typically monetary value elastic. Therefore, air hose companies are going more inclined to take down monetary values in order to excite demand. Sensitive to economic downswings due to high fixed costs construction, for illustration in 1991 the industry s cumulative losingss were $ 2.67 billion The dominant distribution channel is the travel agent. Therefore, the cooperation of travel agents with the Airline is necessary. Airlines get the agents cooperation through giving them committees from ticket gross revenues. Key Issues Develop a pricing scheme that will increase the demand of air travel and the long term profitableness of the air hose industry. Identify and measure options by sing rivals reactions, client impact on output, costs and long term profitableness. 1. Value Pricing The chief aim of this pricing scheme was to supply simplicity, equity, and value for air travel, compared to the bing system with a battalion of of all time altering menus and price reductions. Value Pricing: Segmented Pricing: On any given flight, there would be merely four different menus: First Class, Regular Coach, Discount Coach ( booked seven yearss in progress ) and Discount Coach ( booked 21 yearss in progress ) . Each menu had different limitations and offerings. E.g. , Discount manager involved Saturday dark stay over, advanced purchases ( 21 yearss ) , non refundable but they could be re-issued for another flight and priced 49 % below the regular manager menus. New menus will be 38 % below the degrees of comparable bing menus and will be the same for everyone, intending no demand for particular trades. Ad: American Airlines would pass $ 20 million on media clip and infinite over two hebdomads. They anticipated that gross would increase to boot by $ 300-350 million yearly and be nest eggs of $ 25 million per twelvemonth. Professionals  · Business travellers will profit from value pricing . The advantages for concern travellers is that, they no longer necessitate to worry about inflexible limitations attached to cut down menus, coercing them to pay higher monetary values. Now they can acquire the advantage of being able to book at short notice but guaranting that they will still have the same 38 % off full Coach with no limitations with any clip menus. Furthermore, if they can book in progress they can pay even less. Reduced Costss: American Airlines forecasts cost nest eggs of $ 25 million per twelvemonth through the decrease in the figure of menus offered, as it will cut down its CRS from 500,000 to merely 70,000. Second, as all flights will be priced based on the distance of the flight way, so the variable costs really find the monetary values, in theory supplying higher gross. Cons Price snap: Air travel has rather high monetary value snap as a reappraisal found that the bulk of estimations were between the scope of -.8 and -.2, with the snap for concern travel by and large being less than integrity, while that for pleasance travel typically transcending integrity. Therefore, leisure travel demand changes with alterations in monetary value more than concern travel because of a monetary value alteration. American Airlines, the monetary value sensitive clients will be extremely dissatisfied by the new value pricing and they will be encouraged to exchange to low cost air hoses. American Airlines will no longer profit from the concern travellers that were typically monetary value insensitive but clip sensitive and so prepared to pay the higher costs. This will hold incremental affects on output and profitableness as the high fixed costs of air hoses antecedently depended upon concern travellers to purchase higher priced tickets. Rivals Chemical reactions: For air travel demand, which in bend creates the deficiency of client trade name trueness to air hoses, a 38 % decrease in American Airline monetary values in theory would do clients to exchange to American Airlines. However, American Airlines has failed to see rivals reactions in their value pricing . Lower their monetary values to fit American Airline monetary values to vouch the consumer the lowest menu without perpetrating to a lower monetary value but finally maintaining their clients and directing the message to American Airlines that they should increase their monetary values. In bend, this will cut down the profitableness of the Airline industry, as air hoses will necessitate to maintain take downing monetary values in order to stay competitory, taking to a lessening in net income borders and economic growing. Competitor s reactions will finally forestall American Airlines from making their forecasted gross for 1992. Promotion jobs: The travel agents are less likely to advance this reduced menu platform and the CEO merely plans a erstwhile $ 20 million advertisement attempt. High Fixed Costs of Airlines: American Airlines has a high cost construction and as a consequence, they rely on high-yield and high traffic. Therefore, it is non executable and it will be black for them to take down costs in the long term without cut downing their fixed costs. They expect market portion to increase by an extra one-half of 1 % of the entire U.S. market. They believe that in the 2nd one-fourth of 1992, grosss could diminish by $ 100 million, but that grosss will increase by $ 300- A ; lb ; 350 million for the full twelvemonth. They assume that the demand for air travel as a method of transit will increase by 3-4 % with the new pricing construction. American Airline s output and gross premises are flawed because the value pricing is presuming that all present factors in the industry will stay the same but in world rivals will fit monetary values and travel agents will non be so concerted. Break Even alterations: American Airlines would necessitate to increase their gross revenues dramatically in order to interrupt even, which will be really hard. Regular Coach 1990 1992 1992 Path: New York- Chicago Old New New ( including $ 20m advertisement ) Selling Monetary value $ 854 $ 500 $ 500 Entire Revenue ( presume sell 1000 ) $ 854000 $ 500000 500000 % Variable Cost as a per centum of the sum costs 3.60 % 3.60 % 3.60 % Variable Costss per individual $ 40 $ 40 $ 40 Entire Variable Costss $ 40000 $ 40000 $ 40000 Unit Contribution= selling price- variable cost $ 814 $ 460 $ 460 Fixed Costss as a per centum of the sum costs 96.40 % 96.40 % 96.4 % + A ; lb ; 20m Fixed Costss ( 96.4/3.6=26.77740000= 1071111.111 ) 1071111.111 1071111.111 21071111.11 Break Even= fixed cost/ unit part 1315.861316 $ 2328.502415 45806.76328 Break Even gross revenues alteration 1012.641099 44490.90196 Break Even Point % gross revenues alteration 176 % 3481 % Professionals Product Differentiation will be valued: On long draw flights added frills are valued because riders are on the plane for longer so they will necessitate more services in order to experience comfy. There are a scope of services and merchandises that American Airlines has the chance to offer clients to distinguish their menu prices.. Reduce the hazard of a monetary value war. Through concentrating on long draw flights and keeping low but profitable monetary values, rivals will be less likely to cut down their costs because American Airlines is the market leader and every rival wants to hold net income maximization. Furthermore, it will increase the long-run profitableness of the industry as demand and profitableness will increase. Increase client trade name trueness: American Airlines are distinguishing their merchandises from rivals and if these differences are valued so clients will be encouraged to be loyal to American Airlines, as they will have the excess benefits from the merchandises on top of their frequent flyer plan. Opportunity spread in the market: Expanding into new markets will increase their client base and market portion as long haul flights e.g. 15-18 hr will go more and more popular through increasing international concern communications. It is impossible for American Airlines to fit the taking low cost air hose menus while at the same clip runing at a net income due to their higher cost per place stat mi. The current trade name is image of a high quality service air hose. Simplifies pricing without the demand to monetary value excessively low and curbs demand, so clients will be willing to pay more and besides they will better maximise flight capacity through controling demand and so they will non endure from chance costs found in value pricing . Cons Increasing the figure of services will increase their variable costs per client. Fixed costs will lift dramatically from initial enlargement. Hazard of International Business Problems: As American Airlines expand they must guarantee that they maintain good communicating or else their costs could increase Foreign markets will convey more challenges when confronting new rivals Currency differences American Airlines does non respond to the turning figure of low cost air hoses by fiting their low monetary values so they will spread out further, increase their market portion within America with monetary value sensitive clients and decrease American Airlines competitory advantage. This could cut down the profitableness of the U.S. air travel industry in the long term. Require heavy investing, support, planning and advertisement in order to implement and pass on the difference of services between flight menus to clients and acquire clients to value these differences. Recommendation: Recommended that Value Pricing be adjusted and combined with alternate three, to concentrate on long draw flights and segmented pricing through service distinction as despite Value Pricing being a really advanced pricing scheme it has many defects. The value pricing must be embedded in a broader and consistent selling scheme. The value pricing purpose to simplify menus through offering four menu constructions should be implemented as this will cut down CRS costs and increase client apprehension of menu monetary values. However, the limitations imposed should be reduced on the price reduction menus, otherwise clients will travel to low cost air hoses. Alternatively, it is recommended that fencings be built between the different menus to forestall clients from exchanging from higher menus to price reduction menus through service distinction, non merely the transit and a few fringy limitations. Furthermore, American Airlines should concentrate on long draw flights as opposed to short-medium draw flights within America because it is within these flights that service distinction is extremely valued. In add-on, if American Airlines can spread out into more markets it will increase their market portion and long-run profitableness. This will besides forestall the eroding of profitableness in the air hose industr y because it will forestall a monetary value war.

Our aim is to investigate how varying certain key factors will affect the time taken for marble to react in Hydrochloric Acid Essays

Our aim is to investigate how varying certain key factors will affect the time taken for marble to react in Hydrochloric Acid Essays Our aim is to investigate how varying certain key factors will affect the time taken for marble to react in Hydrochloric Acid Essay Our aim is to investigate how varying certain key factors will affect the time taken for marble to react in Hydrochloric Acid Essay Key Factors ?Temperature of Acid ?The Catalyst ?The Concentration of the Acid ?The Surface Area of The Marble I am going to investigate the difference in the time taken for marble to react in Hydrochloric Acid depending on the temperature of the acid, and attempt to discover any patterns. 2HCl + CaCO3 H2O + CO2+ CaCl2 This will be a good reaction to test as one of the products is Carbon Dioxide so we can measure the time taken for the gas to be produced, using a relatively simple experiment. Prediction I predict that the warmer or hotter the reactant (In this case Hydrochloric acid) is, the quicker the reaction between the marble and the acid will take place. I think this because the more heat is applied, the more energy the molecules of the Hydrochloric Acid will have, therefore making the reaction occur much faster. Low Temperature High Temperature Method Apparatus List ?Basin filled with tap water ?Burette ?Conical Flask with side arm and bung ?G-Clamp with Stand ?Marble (Calcium Carbonate) ?2.5m Hydrochloric Acid ?Thermometer ?Bunsen Burner ?Tripod, Gauze and Heat-Proof Mat Diagram of Apparatus We weighed out the Marble into groups weighing 1g and then put them to the side. We then turned the Bunsen burner on and heated up the acid in the conical flask until it was at the desired temperature. We decided to test the reactivity at 40à ¯Ã‚ ¿Ã‚ ½C, 50à ¯Ã‚ ¿Ã‚ ½C, 60à ¯Ã‚ ¿Ã‚ ½C, 70à ¯Ã‚ ¿Ã‚ ½C, 80à ¯Ã‚ ¿Ã‚ ½C, 90à ¯Ã‚ ¿Ã‚ ½C and 100à ¯Ã‚ ¿Ã‚ ½C. We filled the burette up to 50cm3 and then turned it upside down with our hand over the end. We filled the basin half full with tap water and placed the burette upside down in the water, and then removed our hand. We used the G-Clamp to hold the burette in position just off the bottom of the basin. When the Acid was heated to the desired temperature we took it of the tripod and place the end of the sidearm into the bottom of the burette. We dropped the marble into the conical flask containing the acid and quickly placed the bung on the top. We then timed how long it took for the carbon dioxide being produced to be pumped into th e burette and force all of the water out using a timer. Results Temperature Experiment 1 Experiment 2 Mean Time 40à ¯Ã‚ ¿Ã‚ ½C 34.0 secs 35.0 secs 34.50 secs 50à ¯Ã‚ ¿Ã‚ ½C 8.8 secs 8.7 secs 8.75 secs 60à ¯Ã‚ ¿Ã‚ ½C 7.0 secs 7.3 secs 7.15 secs 70à ¯Ã‚ ¿Ã‚ ½C 5.5 secs 5.4 secs 5.45 secs 80à ¯Ã‚ ¿Ã‚ ½C 4.2 secs 4.0 secs 4.10 secs 90à ¯Ã‚ ¿Ã‚ ½C 3.0 secs 3.2 secs 3.10 secs 100à ¯Ã‚ ¿Ã‚ ½C 2.1 secs 2.3 secs 2.20 secs There was a big decrease in the time taken to produce 50cc of carbon dioxide between 40à ¯Ã‚ ¿Ã‚ ½C and 50à ¯Ã‚ ¿Ã‚ ½C. After that there was a slow and fairly steady decrease in the time taken to produce 50cc of Carbon Dioxide. Conclusion The reaction rate between the amylase and the hydrogen pyroxide increased as the temperature was increased because this gave the Hydrochloric Acid molecules more energy, so a greater percentage of the collisions between Calcium Carbonate molecules and the Hydrochloric Acid molecules produced reactions than at lower temperatures. This agrees with my prediction, as the time taken to empty the burette of water decreased with higher temperatures. Evaluation I feel we could have improved our results by doing lower temperature acid, to produce moà ¯Ã‚ ¿Ã‚ ½e accurate results. This would help as we could test the time taken to produce 50cc of Carbon Dioxide at room temperature, and even at much colder temperatures. We also could have done intermediate temperatures between our existing temperatures, such as doing a test every 5à ¯Ã‚ ¿Ã‚ ½C, e.g.20à ¯Ã‚ ¿Ã‚ ½C, 25à ¯Ã‚ ¿Ã‚ ½C, 30à ¯Ã‚ ¿Ã‚ ½C, 35à ¯Ã‚ ¿Ã‚ ½C and so on until 100à ¯Ã‚ ¿Ã‚ ½C. If we had been able to keep the acid at the acquired temperature this would have made our results even more accurate, as the acid probably dropped greatly in temperature as the reaction was taking place.

Introduction of tall buildings and urban development. criticised on Dissertation

Introduction of tall buildings and urban development. criticised on the high density and energy issue.understand ecological desi - Dissertation Example By investigating the energy efficiency, health issues and other ecological design component this proposal aims to highlight the rationale of vertical expansion as opposed to horizontal expansion. Highlighting the ecological footprint of buildings from its construction to its maintenance and operation the question remains. Is it really the solution? Solution or not, it is being adopted by countries worldwide, to note in the last decade alone there are more than 602 structures that is more than 200 meters in height. With the urban landscape being changed and the trend is toward the construction of taller mega structures a collective appreciation of its significance to the lives of the common people and the professionals that makes them should be studied and presented. It should be noted that the trend is not confined to one side of the world it is balanced and is existing even in developing countries. For some countries its significance is the ever increasing urbanization of its cities . For some countries it is the first step towards development. ... Urban development has been mostly synonymous with the construction of the tallest building in any locality. It is the most visible indication of how modern a locality is. History background of skyscrapers and urban development The skyscraper and the urban skyline have become the iconic representations of cities around the world (Howeler, 2004). There are about three ways to categorize tall buildings. The first one would be the Architectural Style of the tall building. The second would be the Structural System of the tall building and the Third would be Function of the tall building. The first one is the Architectural Style of the tall building where in it would be taken to consideration the way the tall building was built. These styles are the functional style, the eclectic style, the modern style and the post modern style. The first kind is a functional architecture style, where the building could be used in different ways. An example would be an apartment building. The second would be the Eclectic architecture style. This kind of Architecture style is goes between the lines of functional and traditional designs of architecture. An example of that kind of architecture style is the Barasoain Church that is found in Bulacan, Philippines. The third would be the modern architecture style. The architecture style of the building would be one of the modern times. It has been a popular design of modern buildings to consists of glass mirrors to be the walls instead of concrete. An example would be the IBM Plaza that is located in Chicago, Illinois. The fourth would be the post modern style where in it is between the functional style of a building and a

Flexibility and the Contract of Employment Essay

Flexibility and the Contract of Employment - Essay Example 74). Most of the institution traditionally hire workers and require them to perform their duties during fixed time which are normally eight continuous working hours a day and in a specific places. In the modern society most of the employees and employers are shifting away from this tradition and are focusing on a variable working agreements to enable workers perform their duties according to their wishes. This has enabled workers to have time with their families and also be able to utilize their working time effectively since they only work when they are ready to work (Berndt & Hartmut 2005, p.191). This has result to gains from both parties in terms of productivity and convenience of discharge of the obligations. 1. Different Recruitment Techniques Every organization aims at acquiring the most efficient and effective workforce who are capable of improving organization’s performance and make it competent (Berndt & Hartmut 2005, p.198). Though there are many qualified job seeke rs who are ready and willing to work for such organizations, sometimes it is not easy for organizations to hire the most qualified workforce as they would wish (Lipsey & Mucchielli 2002, P.76). The approach taken by the human resource managers during recruitment and hiring of workers will determine the quality of their workforce hence the overall performance of the organization. Approaches for recruiting qualified workers Through recruiting agencies: there are numerous agencies who hire workers on behalf of the organizations (Lipsey & Mucchielli 2002, P.83). Those agencies are ran by qualified hiring personnel who have potential to establish what the organization requires in terms of manpower and look for job applicants with those particular requirements. The advantage of using agency is that agencies normally have time to scrutinize the potential workers unlike organizations which may rely on experience of busy managers with limited resources for recruiting workers. Also, agencies rarely engage in canvassing with job applicants hence there is possibility for getting the best candidates (Berndt & Hartmut 2005, p. 202). Agencies also maintain records of all job applicants hence they can easily trace the most qualified workers whenever they are required to do so hence providing a quick solution to the organizations’ needs of personnel. Also some trade associations encourage their member organizations to advertise their jobs through their websites. Therefore, job seekers can easily access the vacancies in various organizations and apply for them hence giving organizations an opportunity to select the best candidates from the list of applicants (Berndt & Hartmut 2005, p.217). The advantage of this approach is that it offers cheap method for the organization to acquire workforce since most of those association do not charge their members anything. Internal recruitment where organization selects existing workers to fill higher positions left vacant in the org anization (Lipsey & Mucchielli 2002, P.90). This approach is efficient because it enables organization to maintain its loyal workers. This instils trust and loyalty among workers because they have confidence that once chance occurs within the organization the existing employees have equal opportunity of being upgraded. This method further enables organization to save its expense they would otherwise incur in hiring workers from outside the organization. Another approach is use of eternal recruitment of employees approach to acquire workers for their organizations. This approach involves inviting job applicants from outside the

Employee Resistance to Organizational Change

Employee Resistance to Organizational Change Methodology/Approach The research for this study was conducted by using secondary research and primary research. The secondary research reviewed current literatures on the natural, symptoms and reasons of employees resistance to organizational change, followed by the factors affect employees resistance. The main focus of the factors reviewed on employee personal factors consists of age, gender, personality (locus of control) and educational level. The primary research was deployed though distribution of questionnaires to employees from the agribusiness organization. Findings   All of four factors including age, gender, personality and educational background shaped individual difference on the value, perception, adaptability towards organizational change. Research Limitations As the research is carried out though a big agribusiness organization which has been and are undertaking change plans, the research result may deviate due to sample size, respondents bias, past organizational change experience as well as the choice of questions. Implications The research urge the improved understanding and identification of factors effect employee resistance to change, and underlies the importance of managing workforce diversity in an organization. The research suggested management to develop a framework and theorize on how to create a climate, educate, persuade, communicate and reward employees to alter their fundamental mental psychology resistance, aim to direct and motivate them initially involve and commit to organizational change. An exploratory study on the factors of resistance to change from employees perspective Chapter 1- Introduction Change comes from anywhere, and is the only constant. Propelled by the driving force of technology and globalization, the economic landscape continuously transform in a way that has come to undermine the relevance of received wisdom on how a firm should be managed and what underlies its success (Gregory Prastacos, et al., 2002). In this new millennium, it is more challenging for an organization to sustain its competency or even survive in the diversity market. When an organization is threatened by environmental changes such as crisis or competition, it results in the increasing needs for communication as technology develops rapidly and higher customer demands will be foreseen. Organizational change is not an option; it constitutes a fundamental necessity for success within the new competitive landscape (Hamel and Prahalad, 1996). An organization need to evaluate its performance and review its business strategies, corporate structure, operational process and HR policies to identify th e areas that need transformation. To maintain its competitive advantages,  an organization must make effort to implement changes accordingly. Usually changes to be made in an organization is for the seeking of extending the ability of the organization to achieve the strategic goals but sometime changes do not necessarily contribute to the improvement of the organization (Stroh, 2001). The expected result of the change might vary due to other unexpected factors, such as resistance to change. Resistance is a phenomenon that affects the change process, delaying or slowing down its beginning, obstructing or hindering its implementation, and increasing its costs (Ansoff, 1990). Effect of resistance of changes in organization will cause distorted perception, interpretation barriers and vague strategic priorities, low motivation among the people and lack of creative response (Val, 2003). It is crucial for change initiators to deal with resistance for a successful change. Forasmuch as employees are the one who get the job done, and possess the knowledge, skills, tools and experiences, it is clear that organizational changes cannot be achieved without employees support and involvement. Employee acceptance and commitment are the key factors for successful changes. Effective change management should recognize the importance of its employees and the way to minimize the resistant from employees. Therefore, understand why it is caused, the forms of resistance and the factors determine employees reactions to change is significant. 1.1 Research Objective This research will study on the factors of resistance to change from employees prospective. The aim of this research is to review the factors by better understanding these which a shift in perception could occur, the paper hope to develop a framework to managers of how certain group of employees is the likely to react and behave to change that being unleashed by the value and perception, this knowledge will enable change initiators to design change plan and training programs which recognize the values of employees, and to interact with diverse others in order to optimize the expected change affect. The research attempt to explore the followings areas as a systematic way to rationalize the value of this project study: To identify the natural of employee resistance to change. To identify the symptoms of employee resistance to change. To identify the reasons of employee resistance to change To determine the various factors to effect employees resistance to changes. To evaluate the effect of these factors on organizations future development. 1.2 Chapter Summary Chapter 1 of Introduction has provided a background of the circumstances that force organization to change, and examined the inevitable resistance can undermined organizational change. By identifying the importance of employee in the organizational change, research objectives were generated to study on the resistance of change from employees perspectives and listed done the areas of the study to be explored on. The research was planned in a systematic way to rationalize the value of this project. Next chapter of this project will touch on a review of current literatures on the natural, symptoms and the reasons of employee resistance to change and factors affect employee resistance, followed by the research methodology, samples and limitation of the research. The subsequent chapter will be the questionnaire data analysis presentation and lastly the paper will conclude the findings and its implications for change initiators. The aim of this research is to review the factors that affect employee resistance and evaluate it thought the target samples. Chapter 2- Literature Review 2.1 Employee Resistance to Change 2.1.1 The nature Organizations can be confronted with incremental changes that focus on doing things better through a process of continuous tinkering, adaptation and modification or transformational changes that are regarded as revolutionary and break with the past.(John Hayes, 2010) Although the incremental changes rarely presented any abrupt challenges to the assumptions people make about how they related to the world (John Hayes, 2010), this is not always that case. People are not duplicate, the values, beliefs, assumption and knowledge of that person will be developed over the time, formed as a set of personal opinion, perceptions, views of the world to guide their behaviors (Hallie Preskill and Rosalie Torres, 1999). It is concerned with whether employees regards view change can bring present or future personal benefit and opportunities or change is a threat to their job, skills or any other interests. The implementation of changes inevitably involves the vital interests of various shareholders, and especially employees.Resistance occurs since most employees desire to be successful in their work environments due to they have basic needs which must be satisfied. To begin with, employees want to know their role and their responsibilities within the organization. In additional, employees want to be able to predict what they will face in the future (Appelbaum, S.H. et al, 1998). Even though old procedures that were initially regarded as cumbersome, costly or ineffective, after a prolonged recursive execution, employees become comfortable and are used to the ways things were done. Employee might fear in a changing organization, therefore change are frequently be seen as a threat to ones existence within an organization if upgrading or acquiring new skills are a problem because of time constraints , or the inability of the person to learn these new techniques. Change within an organizational setting usually poses several problems and challenged by the pressure in aspect of money , ego, and power for those who resist it. Employees resist change because the associated negative feelings since their basic needs may now be threatened (Mealiea, 1978). Thus it is human nature that employees look at Change negatively, resistance thereby coming into play. 2.1.2 The symptoms Resistance, described by Kilian M. Bennebroek Gravenhorst (2003) is commonly considered to be standard or even natural in reaction to organizational change. It is described as an most inevitable psychological and organizational response that seems to apply to any kind of change, ranging from rather modest improvement to far-reaching change and organizational transformation. Symptoms are the specific behaviors exhibited when employee resistance to change (Albert F. Bolognese, 2002) According to Bhutan (1995), it is important to distinguish between the symptoms of resistance to change and the causes behind them. Symptoms can be reflected in varies of forms, which Marc Maltz (2008) categorized it into the two varieties: overt and covert. Overt resistance is concern with obvious opposition, disagreement, arguing, debating, etc., to any change effort. While, covert resistance comes in two forms: one is conscious covert which employees are concerned about the consequences of their actions that they apparently agreed but actually not following though or withhold information and avoid implementation. Secondly is the unconscious covert resistance, which is the most difficult to see symptoms among employees as employees are unaware their resistance. 2.1.3 The Reasons There are many causes attribute to employees resistance to change, such as Coch French (1948), studied the workers of a clothing manufacturer and find that lower employee participitation causing the mistrust of management and increase their resistance to change. Kotter and Schlesinger (1979) identify four common reasons why people resist organizational change: people focus on their own interest and fear of losing something of value, it can be power and status, autonomy and control, or specific skills; Misunderstanding the change will cost them more than they will gain and lack of trust to the person who initiating change; Different assessment of the necessity and benefit of change situations; Low tolerance for change, sometimes people just resist to change emotionally even they understand the need for change. Several studies have acknowledged what Kotter and Schlesingers publication and enhance these categories with further researches, according to Prosci- A business process reengin eering directory and resource companys study (2003) in past six years in 288 organizations from 51 countries, result shows the top reasons employee resist to change is because of corporate history and culture, which the organizations past performance of change project failed or did not make much sense, employees are less interested to take initiatives to support the current change, they are not in the flavor the month , thus employee expected it go away like what happened in the past. Lorenzo (2000) also acknowledge that one attribute to employees resistance is that past failures leaves negative image for future changes. Another reason added on in Prosci (2003)s research is that employee often opposes to change because of the added job responsibilities, new processes or technologies. Changes with lower motivation to get employees involved and less consideration of employees interest and their emotional and perceptual perspectives thereby eliminate their initiatives and level of comm itment. Pardo Del Val, Manuela and Martinez Fuentes, Clara (2005) conclude above sources to employees resistance are most likely happen in change formulation stage, they further identify some reason rise resistance that consist of: (a) organizational values in relation to change values that cause a strong implementation climate to determine whether employee to accept or oppose to change; (b) departmental politics that form employees resistance. 2.2 Factors affect employees resistance to change Literatures have identified variety of factors affect employee resistance to change, the most cited views of the factors fall on the organizational level, for instance the communication process, employee participation, change facilitation procedures in change process (Ricky Griffin ,2008) to improve organizational effectiveness. Moreover, employee motivation (David Clarence and McClelland, 1987) and quality of leadership (Ken W. Parry, 1999) have been widely acknowledged to have influence on employees work initiatives, involvement and commitment, so that it can argues to be a significant factor to affect employees willingness to change. Above factors virtually are the ways to deal with the subtext of organizational humanity on the stage of change process. However, one must understand the root factors played to affect employees perception towards organizational change. Fail to understand the intrinsic factors govern employees values and beliefs guided behavior in the context of the way they were doing and expected in the future, and all the necessities organization attempt or should to do to implement and facilitate change is crucial. Therefore, the research will mainly explore on the personal factors played to affect employee resistance to change including age, gender, personality traits (Locus of control) and employee educational level as follows: 2.2.1 Age Baby Boomers refer to people who are born between 1945-1964. This generation grew up in an era of unprecedented economic growth and stability, so as to be regarded as a generation that finds comfort with long term employment with one organization. This has provided them with a false sense of stability (Loomis, 2000).Their perceived working values emphasize on chain of command, teamwork, technically challenged, team work and loyal to employer As they born after War II, which they entered the economic boom era, Money and job security such as life time employment are definitely extremely important for them to sustain their living. In this regard, it is argued that Baby Boomers are easier to accept organizational change as their working value of chain of command which they tend to commit to the hierarchical order. Moreover, the inception of organization loyalty also attributes them to be more committed rather than resistant or any other negative reactions. (Hui-Chun, Yu and Peter Miller, 2003) Another neuropsychological research held by (Stanford University professor Laura L. Carstensen et al. 2000) on the relationship between age and emotional experiences found that the periods of highly positive emotional experience were more likely to endure among older people and periods of highly negative emotional experience were less stable. With age, older adults report relatively low levels of worrying (Sandra Hunt, Patricia Wisocki and Julianne Yanko, 2003), experience less anger (Schieman,1999), and have lower levels of emotional distress after natural disasters (Bolin Klenow, 1982-1983). The implication of these findings are older employees have better capability to regulate their negative emotions with organizational change and adjust themselves to adapt the environment.Employees adaptability has been seen a key attribute to a successful organizational change (Heslin , 2005). Compared with Baby Boomers, Generation X refers to those people who were born between 1965 to 1980. This generation of employee tend to more independent, self-motivated and self-sufficient (Loomis, 2000). This is because most X generations did not have enough of their family attention as children because their parent may have been single or working parents. X generations therefore became adaptive at handling things on their own and in their own ways. Their work value is perceived more on personal satisfaction, and their attitudes towards work are focus on flexibility empowerment, loyal to skills. (Hui-Chun, Yu and Peter Miller, 2003). Hence, when the change conflict with their own interest such as against what they used to do , their skills, or leave less empowerment to them, they will feel unmotivated towards to commit to the change. However, David J. OConnell, Eileen McNeely and Douglas (2004) argue that since Xers entered the workforce under the employment of deal, in which career planning and development are largely individual responsibilities and where the average worker can expect to make several changes during their working lives. In this regards, it seems like Xers are more adaptive to change. However, there are also many scholars debate the relationship between the age and the personal adaptability to change, such as Mirvis and Hall, 1996. Recent research held by OConell, McNeely and Hall, 2008 also support this assertion, reporting that age is limited measured as a categorical variable namely the characteristics about an individual . 2.2.2 Gender Although many literatures have acknowledged the impact of gender difference on the management practice, there had been little systematic attention focus on identifying the gender roles on effective change management relatively. Feminist perspectives have tended to highlight not only the impact of organizational change on womens relatively marginalized position but also the role of women in the change management (Melissa Tyler, 2005). Jamie L, Michael G and Homer Tolson (2005) research findings suggest that there is a difference between male and female executive of their emotional expressiveness, and women are regarded to process better skill at encoding and decoding emotions (Laura K. Guerrero and Kory Floyd, 2008). Emotions are intensive feelings that are directed at someone or something (Stephen P. Robbins and Timothy A. Judge, 2010). Goleman-the founder of emotional intelligence theory also mentioned that women are good at reading others feelings than men averagely in his book pub lished in 1995. The skills to encode and decode emotions generally have advantage to develop and maintain relationships (Laura K. Guerrero and Kory Floyd, 2008), because skilled encoders have ability to express their internal emotional state so that other people can decode their emotions more easily and accurately (Burgoon and Bacue, 2003). In this regard, the chances such as misunderstanding and conflict due to implicit or unclear message delivered or received prone to be decreased, the communication becomes more easily and effective. In many literatures, communication has been widely acknowledged as a useful approach to eliminate resistance to change. Therefore, women are deems to be more successfully engaged in change circumstances. Maddock (1999) added that Women focus on relational aspect of how to do things,  while men tend to be expected to think what to do. It appears that women are emotionally discreet on how they are going to process the information, express and interpret their view points to react to change before making any decision. Combined with womens secondary position in labor market due to gender discrimination, especially in Confucian countries, in addition to their greater responsibilities in family and child care than men, which cause women are relatively powerless to challenge the situation (Melissa Tyler, 2005). Hence Melissa argues that women in change management appear to be positioned as performing an interpersonal function associated with safety; providing security in times of unexpected turbulence and anticipating. On the basis of these arguments, it seems that women tend to avoid conflict in working in this regard and to accept the change accordingly. 2.2.3 Personality Traits (Locus of Control) Some people are quiet and reserved, while others are aggressive and outgoing. Some people are trustworthy, some are not. People differ with each other in various dimensions as a result of different behavior and attitude towards things in personal life and working. The individuals differences are shaped by personalities (Stephen P. Robbins and Timothy A. Judge, 2010) Personality refers to the traits and characteristics that make individuals unique (Greenberg and Baron, 2002). The most frequent used definition of personality was produced by Gordon Allport nearly 70 years ago which he commented that personality is the dynamic organization within the individual of those psychophysical systems that determine his unique adjustment to his environment. Personality thus becomes an important reason mangers need to know to generate a view of employees likely behaviors and examine their coping reaction. Meselaar and Cozijnsen (1997) further highlighted the personality is a determinate of individ ual reaction to organizational change. Locus of control refers to the degree people believe their own behaviours determine what happens to them. People believes they have more control over their destiny are referred as internal, and people who believe they have less control over their life and the results are attributing to the will of God, or to the fortune of being born in the right social class or family are referred as external. At this point, it is suggested that people behave differently towards change. Wilson (1992) developed an approach referred as determinism to study change management portrays the manager and other organizational members as pawns affected by change rather than as agents who can initiate and secure change. Their ability to influence is limited because of the main determinates lie outside the organization. John Hayes (2010) argues that those who are overcommitted deterministic view of change may be inclined to believe that the locus of control is external to themselves and the organization and may therefore develop view that there is little they can do to influence events. Hence, people who think this way is less likely to attempt to adopt a proactive approach to the management of change than those who have more internal view about locus of control. 2.2.4 Educational Level Although there were not many literatures specifically emphasize the employees educational level to their resistance to organizational change, it is widely acknowledged (e.g.: George H. McCall, Karl E. Ristow and Daniel J. Cimini, 2004) that higher education improves employees personal management, time management, communication skills and problem solving skills. Higher education defined by Roberg (1987) refers to the instruction that was obtained at university or colleague. According to Thomas Kent Gaylor (2001)s research on 286 police officer from two North Texas Police department in 2001, result shows no significance relationship between the educational level and employees openness to change. However the limitation of his research was lack of variation in respondents education level. Nevertheless, the author believe that higher education of employees will be more likely to support and commit organization change with more positive thinking of why the change is needed, hence the resea rch intend to do further evaluation with different samples on the relationship of educational level to employee resistance to change since it is a logic factor that higher education equipped with employees more knowledge and broader thinking and believe, which reduce the tendency to be dogmatic and to be more creative. 2.3 Chapter Summary Chapter 2 of Literature Review has explored on the current literatures on employee resistance to change in terms of the natural, symptoms and reasons. The inevitable resistances from employee impulse the research to further find out the factors that affect employee resistance to change. The research noted many factors including communication process, employee participations, change facilitation process, employee motivation and quality of leadership, and lastly mainly reviewed the personal factors played consist of age, gender, personality traits (locus of control) and employee educational level influence various aspects from values and beliefs and emotions as a result of different behavior and levels of adaptability reacted to change After exposit the literature review of factors affect employees resistance to change, the paper will tackle the main objectives of this research. Starting with the description of research methodology, samples and limitation of the research, then paper will touch on the analysis part of the questionnaire, to examine the reflected results against with the literatures reviewed earlier on, so as to evaluate its universality of the factors in the sampling organization. Chapter 3- Research Methodology 3.1 Secondary Research The research was carried out at the beginning though a secondary research to review the current literatures on the areas of the study, which contains of the nature, symptoms and the reasons of employee resistance to change and the factors affect employee resistance to change from a more intrinsic view by looking at employee personal factors. The factors focus on the employees adaptability to change determined by age and gender, one dimension of personality traits -locus of control, and employee educational level. The information is collected from textbooks, journals and articles from reliable and creditable online Journal Publications, National Library and Campus Library. 3.2 Primary Research In order to evaluate the factors been presented in literature review, the research will primarily employ questionnaires as the main methodologies for information gathering. The questionnaire will be carried out with various employees working in a large organization. The methods allow directly and original information to be gathered from participants. Questionnaire results are to be consolidated, and will be analyzed using various questionnaire analyze techniques, to interpret the data. The main reason of using questionnaire and interview is because data is collected directly from specific target respondents. Interviewers have the ability to ask extra intensive questions of the respondent concerning survey responses. 3.2.1 Research Samples The research was conducted using data collected from a large size agribusiness organization located in Singapore, mainly doing palm oil plantation and trading. The reason of choosing this organization is because it is currently undergoing turbulence and change on merger with one small size palm oil trading company and one ship chartering company. And it also has experienced many merger and change in the past. Therefore the target samples of the questionnaire participants in the organization must have many varies views on organizational change to enable the research generate more practical reflections from employees perspective on organizational change and change effect on them, aims to evaluate the universality application of all those factors on employee resistance to change presented in literature on the target sampling. The questionnaire attempt to invite 150 employees in this organization from four departments who are affected by the merger plan, respectively 25 employee from IT department, 35 employees from logistic department, 25 employee from finance department and 65 employees from operation department. 3.2.2 Limitation of This Research During the research, data collected could be deviated due to limitation in the research methodology as follows: Data may not represent the entire population due to the limitation of sampling size As the four department employees may experience different kinds of minor changes in their department respectively, whether the change offend their interest or not might bring subjective bias towards their response to the questionnaire, hence the accuracy of data collected will be deviated. Respondent who experience the past organizational change may bring different perceptions towards new change. The choice of the question may limited respondents response. 3.3 Chapter Summary Chapter 3 presented the methodology of this research which employed on secondary research to review the current literatures on the area of the study, and also the primary research using questionnaires to collect data. Research Samples chosen was a large agribusiness organization who is experiencing turbulence and undergoing merger and work structural change. The limitations of the research were also discussed including the sample size, respondents bias, past organizational change experience as well as the choice of questions may also affect the accuracy of the survey result. Next chapter will touch on the research result analysis and discussion. Chapter 4- Result Analysis and Discussion The questionnaires were distributed to 150 employees in IT, Logistic, Finance and Operation department respectively as planned in Chapter 3, the responding rate is about 76%, namely 114 employees attend the questionnaire. Following are the result of each factors being tested. 4.1 Age The research finding on age factors shows that respondents in different age group perceived change differently and appears with different level of resistance. The result shows that in the age group of 20 to 65+, employees are more resistant to change as they age; an interesting finding is that for employees aged below 20, whom were surprisingly scored higher marks on resistance. Figure 4.1.2 shows details of scores on resistance in each age group. This is in contrary with literatures presented earlier on which Laura L. Carstensen et al. (2000) found that the periods of highly positive emotional experience were more likely to endure among older people. While elder people emphasize working value on the obedience of chain of command and organizational loyalty to commit the work instead of resisting and challenging hierarchical order (Hui-Chun, Yu and Peter Miller, 2003). All the earlier findings demonstrated elder people are more adaptable and emotional stable to organization change, yet this research findings reflect an even more complicated relationship between age and resistance level. The possible causes lead to this result might because when younger people firstly enter the workforce with no experience and lower educational background, they are uncertain about their skills and abilities. They may behave self-concerned and less flexible dealing with working matters, and not mature enough to regulate their emotions as they are undergoing a transition from childhood to adult, school life to working life with increased responsibilities, time is needed to help them accept such big changes and adapt themselves in the new environment. As they age and become more mature, they seek for competence, career movement and relationship, they are more flexible and motivated to change themselves in the organization to achieve their objectives. As time goes on, they feel tired and queried about what supposed to be. They are loyalty to their skills and fear losing it in the future. Stability, job security and sense of seniority may become the main values after they age 46. Hence th ey might act more resisting to change as demonstrated in below figure. Super (1980)s Life Stage Theory displayed some common characteristics against to the above analysis and assumptions, which the author would like to research further. 4.2 Gender Out of total 114 respondents, 78 are women, and 36 are men, most of men respond strongly agree that organizational change is necessary and beneficial, and express t