Creatine Essays - Bodybuilding Supplements, Dietary Supplements

Creatine Having finally resolved to work out at the gym, you sweat and toil for weeks on end only to look in the mirror and see little to show for it. It's the paradox of the New Year's resolution exerciser. Seeing physical results can help exercisers stay true to their fitness programs, yet for many it takes months to achieve noticeable muscle changes. Creatine Monohydrate has become the most popular supplement in the world among individuals interested in body-building and fitness. As you probably know creatine (usually in the form of creatine monohydrate) is a supplement taken to enhance anaerobic performance. Creatine Monohydrate is a white, odorless crystalline powder, clear and colorless in solution. With its popularity, you may find creatine at any health or sport product retailer. It sells for roughly $35 a bottle, and is distributed by many manufacturers. Creatine serves as an energy reserve in muscle cells. Muscular contraction is powered by the breakdown of ATP (adenosine triphosphate) to ADP (adenosinediphosphate). When all the ATP is broken down, creatine phosphate in the muscle donates a phosphate group to ADP, and further energy reactions can occur. Creatine monohydrate is a precursor to creatine phosphate. By supplementing with CM, CP levels in muscle apparently are maximized, and more muscular work can occur, since there are greater energy reserves to use. Approximately 95% of the body's creatine supply is found in the skeletal muscles. The remaining 5% are scattered throughout the rest of the body, with the highest concentrations in the heart, brain and testes. A skeletal muscle itself does not produce creatine, but utilizes the creatine originating in the liver and kidneys. The human body gets most of the creatine it needs from food or dietary supplements. Creatine is easily absorbed from the intestinal tract into the bloodstream. Rich dietary sources of creatine include red muscle meats (beef) as well as fish. Creatine, however, is sensitive to heat and cooking, and the full amounts available in these food sources may be reduced during normal preparation. When dietary consumption is inadequate to meet the body's needs, a limited supply can be synthesized from the amino acids arginine, glycine and methionine. This creatine production occurs in the liver, pancreas and kidneys. The bottom line is that your ability to regenerate ATP depends on your supply of creatine. More creatine, more ATP remade, and more ability to train your muscles to their maximum potential. It's that simple. This greater ATP synthesis also keeps your body from relying on another energy system called glycolysis, which has lactic acid as a byproduct. This lactic acid creates the burning sensation you feel during intense exercise. If the amount of acid becomes too great, muscle movement stops. But if you keep on using ATP because of all the creatine you have, you can minimize the amount of lactic acid produced and actually exercise longer and harder. This helps you gain strength, power and muscle size; and you won't get fatigued as easily. Creatine has also been thought to enhance your body's ability to make proteins, although there is yet no definite proof of this. Creatine, though, is believed to help absorb intracellular water in muscle cells by bloating the muscle with creatine rich fluid. This allows for greater leverage and requires the muscle to move less and lift more weight. While this may seem kind of trivial, some researchers today think that one of the stimulating factors of steroid use is water retention. Anabolic steroids may actually work in part because of cellular fluid retention in the muscles. The swelling action and the related stretching of the cells may in and of itself cause a reaction which stimulates the muscle cells to grow. So in some respects creatine might be as good as steroids. Whether you're an accomplished athlete or you've just started an exercise program, you need to know about creatine. Many supplements touted over the years as muscle builders have come and gone, but creatine is here to stay. Creatine has many benefits, but also has its shortcomings. You must be well-informed before using this nutrient. Nausea, upset stomach, dizziness or weakness, loose stools or diarrhea are the most common side effects, and generally occur with dosages greater than 5 g a day. Muscle cramping is also commonly reported. Sprains and strains can occur when individuals overenthusiastically and rapidly increase their workout regimen before their tendons and ligaments are adapted to the increase in muscle size. Long-term consequences of daily creatine ingestion, especially in high dosages, are currently unknown. There is a strong possibility that excess

Chapter Summaries for CORN RAID by James Lincoln Collier

Chapter Summaries for CORN RAID by James Lincoln Collier Chapter 1About: Richard Meets the Indian BoyDetails:*Richard is working in the tobacco field when an Indian boy comes up and runs off with his hoe.*Richard chases after the Indian boy when he corners him and they get into a fight.*Laydon comes and breaks it up and takes the Indian boy named Weetoppin home with him.Point: Metal stuff was valuable in those days.Statement: I think Laydon will make Weetoppin work for him.Chapter 2About: Laydon Brings Home WeetoppinDetails:*They get home and they meet Susan.*Susan asks what happened and Richard tells her that he got in a fight with Weetoppin because he stole the hoe. Then Laydon asks her to make dinner.*At dinner, Laydon tells Weetoppin that he wants him to work for him, so they bargain and Weetoppin finally agrees to work for him for a knife, a blanket, a shirt, and some pants.the gang + Richard DawkinsPoint: Indians could live with English and English could live with Indians.Statement: I think Weetoppin will run away.Chapter 3About: Wee toppin Gets Used to English LifeDetails:*Weetoppin and Richard work in the field, and they start to get to know each other.*On Sunday, they go to church, but Weetoppin sleeps during most of it.*After church, Henry Spofford comes up and talks to them and notices Weetoppin.Point: Indians didn't like the English life, ways, or religion.Statement: Richard will look for his Indenture paper.Chapter 4About: Weetoppin is IndenturedDetails:*Weetoppin's father comes and talks to Weetoppin. Then he goes into Laydon's house and comes out with a blanket and hatchet. Laydon then explains that Weetoppin has been indentured.*Richard tries to talk Weetoppin into telling him what happened, but Weetoppin refuses. They go inside and Susan explains to...

Managing the employment relationship Essay Example | Topics and Well Written Essays - 1000 words

Managing the employment relationship - Essay Example Under this situation, it is highly likely that the new and experienced staff would find it hard to continue performing their tasks in a professional manner. Till this point of time, both Harvey and Wong have not been able to provide any practical human resource policy. In a closer analysis of the case study, it can be easily deduced that the organization is more interested to expand business and to look for new business opportunities in Europe and Asia as well instead of giving fair time and attention to both internal and external issues. From a business perspective, this expansion policy is commendable step. However, giving insufficient time and the absence of any policy to the internal matters makes it hard for them to achieve their business and performance objectives in a timely and professional manner. As a result, both Harvey and Wong face the problem of grumbles and it further intensifies as no formal mechanism has been put in place to address the concerns of employees. Demotivation among other employees will be increasing. It is a normal practice that employees share their feelings and grievances with colleagues in the workplace. More specifically, the employees do not find it reasonable to hide their grievances instead they find it as a way to forward their concerns to appropriate authority through sharing their employment problems with their colleagues and friends as well. As far as the current situation is concerned, it is highly likely that the employees are not satisfied but highly worried about their employment issues. Moreover, if the grievances of one employee are not addressed on time, it cannot be ruled out that the employees find little motivation to complete their assignments and tasks enthusiastically. Employee productivity and motivation go hand in hand. Employee productivity refers to the output produced by

FAR Compliance Issues And Contributing Factors Assignment

FAR Compliance Issues And Contributing Factors - Assignment Example The national museum has selected Sunshine Wood Dealer Company to provide a proposal for supply of raw wood and furniture products for the construction of a natural wood products asylum. This request for proposal holds information and directives to enable the interested bidder to prepare and submit a detailed proposal and explains the terms and conditions that qualified bibbers will be expected to agree on in order to undertake the project. The project is in its initial stages and all documentation for commencement are ready. We intend to commence construction process once all the design documents are duly signed by the most preferred proposer. The construction director will be liable for the whole construction task and synchronization of commissioning, inspection, and certification. This project covers the construction of a one-story building haven for natural wood products with partitions for offices and various furniture products. The project documents provided (specifications and design) outline the span of the work. Close to one thousand pieces of raw wood are required for the construction of an ultramodern store that will house the natural wood products. Additionally, two thousand wood carvings of different shapes and styles are required for storage once construction is completed. Consequently, unique furniture products such as tables and chairs are required to color the sanctuary. Due to the scale of the entire project, the qualified company must ensure that its products are of high quality and will serve for a long period before replacement. It is essential to identify that fake product will not be accepted and if a company offers such products, it will face the full force of federal laws. Besides, in case of any loss suffered as a result of the counterfeit product, the source company will meet all the resulting expenses including the legal fees.

IR Spectroscopy determination of xylene using an internal standard Essay

IR Spectroscopy determination of xylene using an internal standard - Essay Example This will be used to show the various concentrations of the m-xylene and p-xylene in the unknown sample. Infrared spectroscopy is the spectroscopy that uses the infrared region of the electromagnetic spectrum, which is a region of lower wavelength than visible light, exciting molecules to higher vibrational states in order to detect energy of the vibrational modes in your sample. The infra-red radiation is passed through a sample by an infra-red spectrometer which uses a detector to represent the transmission in graphical representations. Infra-red spectroscopy can be used to study virtually every sample in any state of matter and the IR spectrometer utilizes FTIR spectroscopy which has improved the infrared spectra quality within a short time of analysis. This technique has been in existence since 1940’s where the instruments relied on prisms as the elements to disperse the radiations but further development has occurred which include the diffraction gratings and finally the most significant the use of interferometers and Fourier-transformation mathematical process. Infrared sp ectroscopy can be used a number of ways, one of which is based on absorption spectroscopy. Isomers of organic molecules display a unique vibrational frequency; thus by analyzing a specific region of the spectrum, overlaying pure and different concentrations of a sample molecule as well as any background spectra it is possible to determine the concentration of an unknown sample From the results the concentration of p-xylene and m-xylene in the two samples was determine using the Fourier transform infrared spectrometer using the internal standards. It was observed it is possible to calculate the exact concentration of both p-xylene and m-xylene in the samples if the exact concentration of the stock solution used is known. This determines their

Feminist Movement 1960s

Feminist Movement 1960s The Women Movement has been divided into three phases by the feminist experts. Each phase dealt with different issues regarding to females. In the First Wave of Feminism, the movement started from the 18th century which lasted in the beginning of the 20th century. The hurdles of inequality such as property rights and voting rights were the major concerns. Virginia Woolf is the founder of the ideas of this first wave of movement. The first wave completely paid attention to the idea and rights of suffrage. The Second Wave of Womens Movement which is also known as Feminist Movement or the Liberation movement of women in the USA began during the early years of 1960s and lasted throughout the late 1980s. Simone de Beauvoir is allied with the idea of this wave. The second wave of feminism focused on the issues of gender inequality, sexuality, workplace, family and reproductive rights. This wave argued that women have to face the political as well personal tyranny in a society which is male dominant. (Barbara Sinclair, 1983) The womens movement in the 1960s emphasized on attaining freedom in terms of reproductive and sexual. The demands are women specific like centers for rape crisis, birth control options, very reasonably priced child care, emphasis on womens health and other needs of women. This movement resulted in creation of municipal Rape Treatment Center Act, 1974 by which in all city hospitals, rape treatment centers established. This movement also challenged the abortion law in Illinois where abortions were illegal by law by creating an organization named Jane. Other goals of these movements were the equality in terms of economics from 1960 onwards. This movement emphasized on gender equality unlike earlier movements which were aimed for legislation only. Another organization was formed for the rights of women in 1974 name The Coalition of Labor Union Women with the targets like maternity leave, pension benefits deduction and other rights like biased insurance rates and provided access to women who were never before on union level. Women which were already working in Chicago fought hiring and biasness for jobs. The period from 1917 to 1960s had two world wars and an economic boom because of which many women came into Workplace. During the war, women served as labor and then they started working to achieve and maintain the new higher and better living standards which were enjoyed only by middle class families. When women joined the workplace, they soon realized the discriminated behavior towards them in terms of unequal economic and social status. Many movements such as Civil Rights act and student movements were at its peak during the years of 1960s. The women adopted and followed the practices of these movements. They adopted the different methods of awareness raising, demonstrations, protests, and political lobbying to bring in front their own agenda. National Organization for Women (NOW) was established in 1966 which was an official group to represent and fight for the issues and problems of women. This new group of women was not instant success of them but by the end of second years of its creation growing to its members up to the mark of 1035 and was divided by ideological partitions. The founders of NOW began working on the legislation that could improve the living of the women and they also forced the politicians to become aware of the problems of the women. This group worked out six factors which are considered to be essential for womens equality with men which includes the abiding of laws by employers for equal opportunity employment and end the discrimination, equivalent and isolate education as of men. The other factors were maternity leaves, tax deductions and training to poor women while on job. At the same time many other organizations started to establish for the welfare of the women. The two factors on which NOW face d serious problems were Equal Rights Amendment to the US Constitution which makes sure the equivalent rights regardless of gender and the demand of contraception and abortion. United Auto Workers which was supporting NOW with the office space took out its support because the ERA law will prohibit freedom for women. When some of the NOW members called to revoke the abortion amendments, many other members left NOW. NOW was struggling to re-establish itself as a national organization for women for the period of two years. There were other groups formed due to this blow to NOW by female antiwar, civil rights and members who left NOW due to refusal to readdressing the womens concerns. Women during 1960s period were demoralized by unequal treatment. In 1964 at Student Nonviolent Coordination Committee (SNCC) conference a womans resolution was presented, Stokely Carmichael who was Black Nationalism in United States cut off all the debate with the argument that the only place for women in SNCC is prone. NOW aimed on womens rights, the new radical groups emerged with wider themes of womens freedom and spread in Chicago, Toronto, Seattle, Detroit and other places and towns. Although these radical groups structure was not strong as NOW has its national structure. In no time, womens liberation movement was wide spread and can be observed every where. Liberation movement had no officers nor offices, no addresses and no printed agenda to present their point of view. Miss America Pageant presented the image of womanhood during the protest at Atlantic City and New Jersey in 1968. Redstockings which is one of the feminist radical groups published The Bitch Manifesto based in New York City in 1969. In 1969, NOW called the congress to unite women in which was aimed to unite the radical and moderate wings of the womens movement which was almost impossible task. NOW leaders were aimed to have a reform while the radical groups were aimed to revolution. In 1975, the National Agenda of Women the comprehensive program of legal and political reforms- was presented to the president Gerald Ford, all state governors and all the members of the Congress. Subsequently, in 1977 an action plan was presented to the government official in National Womens Conference in Houston to remind them about the feminine constitution which is their responsibility. National Womens Political Caucus and National Organization for Women keep focusing and pressurizing the politicians and legislators and making prominent of womens issues on media. The legal success of the movements were the Affirmative action, Title IX and Women Education Equity Act, The Equal Credit Opportunity Act (1974), the act of Pregnancy Discrimination (1978), the illegalization of marital rape and legalization of no fault divorce in all states. Beside all these victories, the change of social attitudes in favor of female is considered the biggest victory of the womens movement. The year of 1980 is the decline of the second wave of feminine movement. During the early 1980s, it was thought that females have achieved all of their demanded goals. In 1982, the Equal Right Act (ERA) was failed, because only three states did not approve this. The second wave of womens movement was successful except the ERA. (Flora Davis, 1999) Pros and Cons Despite of problems faced by Womens movement due to its leadership and ranks, the movement attained some goals in a very short time. Due to support of the Equal Employment Opportunity Commission in 1965, women in US got jobs in every corner of US and the employees which have decimation histories are required to provide the durations in which they increase the women strength in their companies. Some laws including Divorce laws were relaxed; ensuring that employers can not fire the pregnant women from jobs and some new study programs for women are introduced in universities and colleges. In 1972, Congress passed an amendment in the Higher Education Act which ensured that there must be no discrimination on the bases of gender in educational programs which are getting federal financial helps and also ensured that there must be same space for womens in all male schools. ERA amendments in the US laws including state sodomy laws, existence of single sex bathrooms in public places, legalization of same-sex marriage and relationship and making abortion as a legal right funded by the taxpayer fund. This law required 38 states which were not achieved as expected and amendment fell short of three states support. There was a growing sense that womens movement goals are already achieved. NOW sustained its new role in new millennium by struggling for womens rights including equality in military and federal funding for child care programs and to prevent any violence against womens of US. Despite of its popularity and its membership and funding growth, its activism fragmented and burdened with opposition. In sum, the second wave of womens movement was very successful for the welfare and in status up gradation of women. It has many successes and the only failure is the ERA. In the Third Wave of Feminism started in 1990s and present till today. This movement started in result of the perceived failures of the second wave of Feminism. The Equal Rights amendment is still in question and in progress which was supported by second and third wave movement leaders.

Changes In The Atmosphere Causing Multicellularity :: essays research papers

Changes in the Atmosphere Causing Multicellularity About 2.5 billion years ago, oxygen began slowly to accumulate in the atmosphere, as a result of the photosynthetic activity of the cyanobacteria. Those prokaryotes that were able to use oxygen in ATP production gained a strong advantage, and so they began to prosper and increase. Some of these cells may have evolved into modern forms of aerobic bacteria. Other cells may have become symbionts with larger cells and evolved into mitochondria. As the amount of oxygen and other atmospheric gasses increased, they started blocking out deadly u.v. rays from the sun. The sun’s rays made life outside of water nearly impossible. These changes made life on land possible and evolution occurred as prokaryotes gave rise to land living eukaryotes. The microfossil record indicates that the first eukaryotes evolved at least 1.5 billion years ago. Eukaryotes are distinguished from prokaryotes by their larger size, the separation of nucleus from cytoplasm by a nuclear envelope, the association of DNA with histone proteins and its organization into a number off distinct chromosomes, and complex organelles, among which are chloroplasts and mitochondria. Scientists believe that eukaryotic organisms such as the protists evolved from the prokaryotes. There are two main theories which describe how this transition may have occurred. The first is the endosymbiotic theory, or enosymbiosis, and the other is the autogenous theory, or autogenisis. These two theories are not mutually exclusive, meaning one or the other could account for different parts of eukaryotic cells. The endosymbiotic theory states that the formation of eukaryotic cells were symbiotic associations of prokaryotic cells living inside larger prokaryotes. The endosymbiotic hypothesis accounts for the presence in eukaryotic cells of complex organelles not found in the far simpler prokaryotes. Many modern organisms contain intracellular symbiotic bacteria, cyanobacteria, or photosynthetic protists, indicating that such associations are not difficult to establish and maintain. Endosymbiosis is said to be responsible for the presence of chloroplasts and mitochondria in eukaryotes. Autogenisis, the alternative to the endosymbiotic theory is specialization of internal membranes derived originally from the plasma membrane of a prokaryote. Autogenisis could be responsible for structures like the nuclear membrane and endoplasmic reticulum in eukaryotes. There are two scenarios for which multicellularity may have occurred. The first is unicellular organisms came together to form a colonial organism, then

The Disciplined Order of Christ: Dealing with the Storms of Everyday Life

In 1945, led by Dr. Albert Edward Day, some laity and clergymen have met and resolved to live a life of discipline in accordance to the teachings and life of Jesus Christ (www. dochr. org). Thus, on that meeting, an organization was founded and named The Disciplined Order of Christ whose members aim to live a life of discipline in the midst of the harsh realities of the world. Basically, the Order aims to incorporate self-discipline into the life of a Christian laity or clergy man.Although living up to the teachings of Christ is not a novel idea, the Order focuses on Christian Discipline. The once a hundred-member organization became a nationwide movement and still aiming to reach more other people as well (www. dochr. org). All members of the order strive to acquire the eight virtues of the organization; namely, obedience, simplicity, humility, frugality, generosity, truthfulness, purity and charity (www. dochr. org). In addition to these virtues, there are the seven fundamental dis ciplines that members live by.These are discipline of private prayer, discipline of personal commitment, discipline of small group fellowship, discipline of active church participation, discipline of witness and service, discipline of stewardship, and discipline of ecumenical fellowship (www. dochr. org). The Order’s ideals and vision are founded on the book written by the founder, Dr. Day, entitled â€Å"Discipline and Discovery† (www. dochr. org). Most of the preaching in the organization and the tips on how to live a disciplined life are based on this book.Although the ideals are based on the book, the organization still uses the bible, particularly the New Testament, as their primary reference for spiritual maturity. Nevertheless, there is less citations from the bible than from the founder’s book which makes it somewhat a practical guide rather than a biblical guide to a rich Christian life. The organization holds annual regional retreats as well as nationa l retreats every five years (www. dochr. org).This is the only activity that is explicitly presented in the website besides different articles regarding bible study guides and the organization’s basic doctrines. Although the Order also conducts small group fellowships, there were no presentations or exhibits regarding the retreats and fellowships. Such a defect is thus quite questionable. The organization wishes to impart disciplines of small group fellowship and active church participation and yet, there are no evidences of such events on the website. It would have been better if the organization presented places and schedules of fellowships.Furthermore, the Order only seems to offer suggestions and guidelines on how to live a self-disciplined life in the local church where the member is affiliated. One interesting feature, however, is that of the organization’s â€Å"Prayer Garden†. In the Prayer Garden, individuals can post their prayer requests and praise no tes while they can also view other’s prayer requests and join in praying for the many needs of the members of the organization (www. dochr. org). Such a connection of the different members through praying for one another is theologically noteworthy and yet original in its modern approach.The basic virtues that the order tries to emulate are actually all theologically based on the New Testament. And the disciplines are essentially practical means to attain such virtues. The practical approach of the organization’s ideals although not much proven by their own testimonial experiences is a helpful way for one’s spiritual growth. Its day-by-day advices and simplicity gives it an appealing way of living the life of Christ in the modern yet draining society people are currently dwelling in.Theologically, the ideals of the Order are theoretically and biblically acceptable. The practical guide it provides that fits the modern way of living in the world is very much helpf ul and charismatic. Upon reading on the basics of the organization, one can also find that the spiritual formation that the order offers to every individual is suitable for everyone. The very fact that self-discipline and discipline in general is the center of their ministry makes the order a viable and useful new way of living a life like that of the life Christ lived. References The Disciplined Order of Christ. (2008). Discipline and Discovery. Retrieved October 15, 2008, from http://www.dochr.org/discipline.php. The Disciplined Order of Christ. (2008). Historical Moments. Retrieved October 15, 2008, from http://www.dochr.org/history.php. The Disciplined Order of Christ. (2008). Albert Edward Day. Retrieved October 15, 2008, from http://www.dochr.org/day.php.

Radio-frequency identification Essays

Radio-frequency identification Essays Radio-frequency identification Essay Radio-frequency identification Essay Capital Safety Is the global leader of fall protection, confined space and rescue equipment. RIFF (radio frequency Identification) Is a wireless data collection technology. RIFF technology has the ability to Identify, track and assign Information to unique items without direct contact or line-of-sight scanning. I-Safe TM consists of passive RIFF tags (transponders) that can be scanned by mobile readers (receivers) that synchronize data to a web-based secure information portal. Abstract 1. The project at hand being studied is on how radio frequency identification yester (RIFF) has been implemented to help better manage capital safety fall protection equipment. The information system being used has become an Important role on how they manage their product to help, cost, Improve safety compliance, reduce risk, and enhance safety within government regulations. Capital safety has become the global leader In fall protection. With the use of radio frequency Identification device they can tr act and malting their equipment In timely manner. 1. 2 Author and Team Member Group Project Assignment #5 Mohamed Mohamed, Lei Thanksgiving Travis Boyd, Each Jones Carl Basilica, Young Yang Table of content 1. 3 Target of study 1. 4 Capital safety Is the organization being studied In our group. They can be identified by their NAZIS and SIC codes that put them In Industries like: oil and Gas, construction, transportation, utilities, wind energy, general and residential fall protection. They are the global leader In manufacturing fall protection for these various companies that are In need of safety protection that are working above ground and below with their confined space equipment . Capital safety sales are Latin America and Australia Capital Safety has to be well organized. That is why they have adopted the radio frequency identification device to help better-manage their products. Capital Safety is the first company to implement radio frequency identification system on their fall protection equipment. When they introduced their software I-safe 2. 0 and then made improvement to I-safe 3. 0 to help scan these RIFF tags. The I-safes. O helps track, maintenance and recall when expired. With the use of radio frequency identification system, improvement to their company meant striving o be the best. The radio frequency identification device helped reduce cost, time, safety and reducing risk has made it more controllable The information system radio frequency identification device RIFF is technology that is easily available in market. Capital safety however uses its own custom designed technology developed in -house. The business process of the system is that each product comes with the circular devices built into the product. The business process of the system is that each product comes with the circular device built into the product. The products are scanned at the factory by the inspector that did the final inspection or person who finalized the devices. Each product is assigned and ID number to the system. The system is able to record and count the products automatically, and alert the company when the products are due for inspection. Use of RIFF Has increased rapidly and can now be found in cell phone, government IDS, Passport, some firearms, packages handled by the postal system Etc. Capital safety is one of the first companies to implement this technology to their fall protection equipment. By increasing the speed and the efficiency in their protection and warehouse areas capital safety has managed to become not only more profitable but also provide better customer service by maintaining proper hands on service and issuing timely recall when needed. Capital Safety has made their company more profitable with the use of radio frequency device. With the use of radio frequency identification device this information system has become a key factor on how they utilize this management tool to help organize their company structure with their product. Executive summary 1. 2 It is highly recommended for other companies to utilize this type of information system to help with the organization of their company product. I know that radio frequency identification device is a very useful tool that could be used in different aspects of business organization. It can be used in different aspects of business, weather the use of ID tags for employees, assembly line workstation, tracing parts, and inventory. Emerson process is another company that has utilized this type of information with their business process. They have radio urgency ID tags for their employees for entrance to and out of the building. They have associated this type of information along with their assembly workstation. They use radio frequency identification device to log in and out of each workstation. That way they know if there is an issue they can tract which employee is associated with that particular assembly. For years RIFF devices have been used in many different areas (Clayton Boyce, 2003). One such area has been as an anti-theft device. Most consumers have purchased products that have held RIFF devices. Stores at the local malls have been using hard plastic tag anti-theft devices on merchandise for at least she knows it is not a good idea to walk to close to the entrance way. Many patrons have suffered the embarrassment of walking around a clothing rack near the front door with items to be purchased and hearing an ear splitting sound. This was caused by the RIFF device on the clothing coming into contact with the electromagnetic field at the door. Other past and present uses for RIFF include: automatic toll booth passes, animal tracking chips, and company access badges.

Today’s workforce is significantly different from those of only a generation ago and requires much more initiative, creativity, engagement and judgment. The WritePass Journal

Today’s workforce is significantly different from those of only a generation ago and requires much more initiative, creativity, engagement and judgment. References Today’s workforce is significantly different from those of only a generation ago and requires much more initiative, creativity, engagement and judgment. INTRODUCTIONWhat is Employee Compensation?Two Main components of Employee CompensationTwo basic ways of Direct Financial payments to employees The Legal Environment of HRMObjectives of International CompensationWhy Do Organization Offer Employee BENEFITS The Philosophy of Reward ManagementHow are Pay Levels Determined?Economic theories applicable to the case LINKING PAY TO PERFORMANCE – THE RATIONALEHOW DOES PAY INFLUENCE EMPLOYEES ATTITUDE AND BEHAVIORReferencesRelated INTRODUCTION Today’s workforce is significantly different from those of only a generation ago and requires much more initiative, creativity, engagement and judgment.   Today’s jobs have changed so much that employee’s need a different kind of motivation.  Ã‚  Ã‚   More so, the nature of our economy is changing and competition is becoming intense in every business industries.   It emphasizes the need for management at identifying and selecting employees who have the knowledge, skills, and capabilities the organization requires to compete and fostering those employees with good development, compensation, benefits and reward systems.   The pay and  Ã‚   benefits can be instrumental in getting the right people, retaining and motivating  Ã‚   valuable employees.   It can boast the performance of employees, increase productivity, and competitive advantage that will contribute to attain the company’s strategic goals.  Ã‚  Ã‚   For example, Mala Shah, a project Manager Tax of KMPG (Accountancy Firm based in UK).   According to her profile the most rewarding element of working at KMPG is the fact that there are so many opportunities open particularly of training and learning.  Ã‚   KMPG provides them internal courses, such as Project Management or Personal Effectiveness, which will really help her in her role.   Also, it enhances her personal development perspective.  Ã‚   Another example,  Ã‚   Tanya Ly all as People Centre Manager also from KMPG, for her the benefits that distinguish KMPG is the inclusive reward scheme.  Ã‚   â€Å"All the benefits are open to all employees so, from day one, everyone’s entitled to join the pension scheme and everyone gets included in the bonus scheme, so that means everybody’s equally rewarded and valued by the firm†.  Ã‚  Ã‚  Ã‚   Is the cost of benefit effective in KMPG? Does the firm really benefit? The KMPG acknowledged in 2010 as one of the Best Big Companies to work for, by the Sunday Times survey.   KMPG received several awards as successful accountancy and consultancy firm, such as Global Firm of the Year 2010, Living Wage Employer of the Year and awarded Four Big Ticks from Business Community.  Ã‚   The achievements of KMPG are not simply by its executive management efforts but rather the willingness and full support of their people. On the contrary, some employees underpinned the cost of benefits by considering their primary priorities in life according to age, lifestyle and gender.  Ã‚  Ã‚   One factor is the role of money in people’s lives.   Secondly, some have not understood the concept of benefits and simply ignored it.  Ã‚   Most of these types of people are rather opting to convert the benefits into financial benefits.  Ã‚   Based on the research of  Ã‚   Prudential Life Insurance that the young workers (generation Y) undervalue the life insurance as benefit.  Ã‚   Because of their concept that paying today for a benefit paid out at their death is only for the dependents welfare.   Another example in National Coordinating Committee of Multi Employee Plans, a lot of their younger members, asked them why they are required to have health insurance, when they know they never get sick. The changing of diverse workforce is imminent and quite challenging for some employers.   However,  Ã‚   the quality of an organization is to large degree determined by the quality of the people it employs.  Ã‚   People have always been essential to business, they are even more important these days.   The reason is that as we engage deeper into a service and information economy, it is people rather than plant and equipment that constitute a higher portion of competitive advantage.   For example, when fixed, tangible assets, such as plant, machinery, and equipment, contribute a lion’s share of company’s output; they could replace a new one and  Ã‚   more   efficient without significant negative impact on overall performance.   On the other hand, when a business is largely service and information oriented, the more the critical assets of the company are not tangible but rather intangible.   These assets include the company’s culture, brand, leader ship, people, customer service, and knowledge.  Ã‚  Ã‚   Thus, human resources and the effective management of people is integral factor in organization’s success. What is Employee Compensation? According to Gary Dessler, author of Human Resource Management 12th edition, that Employee Compensation refers to all forms of pay going to employees and arising from their employment.  Ã‚  Ã‚   For example, Non-Executive Director of Court of The Central Bank of England has a salary of  £15,000.00 + Benefits.   Ã‚  Another example, Edinburgh Leisure the biggest provider of leisure services in Scotland capital, Director of Finance with a salary at  £60,000.00 + Benefits + Car Allowance. On the other hand, authors Sarah Gilmore and Steve Williams of Human Resource Management used REWARD in preference to â€Å"PAY†.  Ã‚   This is because employees increasingly expect more than pay for their efforts.  Ã‚   Rewards influence the recruitment and retention of employees and can play an important role in determining the organization’s culture.   Better pay and benefits attract better-quality candidates, giving the employer greater choice over whom to employ. Reward can be tailored to stimulate desirable behaviors and foster employee’s commitment, knowledge, and competence necessary for business success.  Ã‚   For instance, Edinburgh Head of Financial Reporting receiving a salary of  £60,000 + mandated benefits and compensation for time not worked with car allowance.   Other examples,   Royal Bank of Scotland articulates the impact of strategic rewards as expressing what the organization values and being prepared to pay for what it gets fro m employees; it provides a sense of purpose and direction; integrating with business and HR strategy; valuing people,   Open University hiring Chief Auditor offering a salary pay of  £69,852 + Benefits,   Olympia Health Care, a renowned medical center in LA California manned with competent doctors and nurses, have the annual pay scale according to job specifications + Benefits and bonuses. Ranking Order Annual Pay Scale + Benefits 1.) Office Manager $   48,000 2.) Chief Nurse   Ã‚  Ã‚   47,500 3.) Bookkeeper   Ã‚  Ã‚   39,000 4.) Nurse   Ã‚  Ã‚   37,500 5.) Cook   Ã‚  Ã‚   36,000 6.) Nurse’s Aide   Ã‚  Ã‚   33,500 7.) Maid   Ã‚  Ã‚   30,500 Two Main components of Employee Compensation A.)  Ã‚   Direct Financial Payments denote the base pay, salary and wage, and merit pay, incentives, commissions, and bonuses of employees.   Also, it includes deferred pay, such as savings plan and stock purchase annuity.   These benefits permits the employees to impart to an investment pool managed the employer- For example Rhoda is an international chemical company offers shareholding fund to new employee.   Allied Banking Corporation – Philippines allows employee to avail the mutual savings plan. Base Pay – Salary and Wage Merit Pay Incentives Commissions Bonuses Deferred Pay Savings Plan Stock Purchase Annuity Two basic ways of Direct Financial payments to employees Time-based pay is still the foundation of most employers’ pay plans.   Blue-collar and clerical workers get hourly or daily wages, for instance, and others, like managers or Web designers, tend to be salaried and paid by the week month, or year.   Another example, Glaxo a world leader in pharmaceutical research is aware that long term investment is needed for survival at the top, has a reward strategy of paying salaries at the upper quartile level to attract, develop, and retain quality research staff. PAY for Performance.   Piecework is an example.   It ties compensation to the amount of production (or number of â€Å"pieces†) the worker turns out.   For instance, we divide a worker’s target hourly wage by the standard number of units he or she is to produce in one hour.   Then, for each unit he or she produces, the person earns the calculated rate per piece.   Sales commissions are another example of performance-based compensation.   Also, Textron uses rewards to support a strategy of employee flexibility through skills-based pay, while Whitebread Beer Company and Vauxhall both use rewards to encourage initiative and innovations. B.)  Ã‚  Ã‚   Indirect Financial Payment refers to financial benefits like employer-paid insurance and vacation.   It also includes dental, and medical treatment, and disability insurance, retirement pensions, recreational facilities, car, training and development.  Ã‚   These employee benefits are normally provided tax free, depending upon status.  Ã‚   Some of these benefits like pensions are being offered to employees for reassurance of employed persons who may become disadvantaged through loss of employment. The Legal Environment of HRM HRM practices are governed by laws of the land, and those laws vary from country to country.   Within countries, state or provincial and local regulations further influence specific practices.  Ã‚   For example in UK, the Equality Act of 2006 emphasizing the mutual respect for both employees and employers.   The Health and Safety at work act 1974.   Temporary Employees and Part time workers or Prevention of Less Favorable Treatment under Regulations 2000.   Minimum Wage and   Overtime Eligibility.   In US, various laws specify things like minimum wages, overtime rates, and benefits.   For example, the 1931 Davis-Bacon Act allows the secretary of labor to set wage rates for laborers and mechanics employed by contractors.   The 1938 Fair Labor Standard Act, contains minimum wage, maximum hours, overtime pay, equal pay, record-keeping, and child labor provisions that are familiar to most working people. Objectives of International Compensation When developing international compensation policies, a firm seeks to satisfy several objectives.   First, the policy should be consistent with the overall strategy, structure and business needs of the multinational.   Second, the policy must work to attract and retain staff in the areas where multinational has the greatest needs and opportunities.   Thus, the policy must be competitive and recognize factors such as incentive for Foreign Service, tax equalization and reimbursement for reasonable costs.   Third, the policy should facilitate the transfer of international employees in the most cost-effective manner for the firm.   Fourth, the policy must give due consideration to equity and ease of administration. The international employee will also have a number of objectives that need to be achieved from the firm’s compensation policy.   First, the employee will expect the policy to offer financial protection in terms of benefits, social security and living costs in the foreign location.   Second, the employee will expect a foreign assignment to offer opportunities for financial advancement through income and/or savings.   Third, the employee will expect issues such as housing, education of children and recreation to be addressed in the policy.   The employee will also have expectations in terms of career advancement and repatriation. Why Do Organization Offer Employee BENEFITS When an organization designs its overall compensation package, it has to look further than just an hourly wage or annual salary.   It has to take into account another element, employee benefits. Employee Benefits   are no financial rewards designed to enrich employees’ lives.   They have grown in importance and variety over the past several decades.   One viewed as â€Å"fringes,† today’s benefit packages reflect a considered effort to provide something that each employee values. The Philosophy of Reward Management Reward management is based on a well articulated philosophy, a set of beliefs and guiding principles that are consistent with the values of the organization and help to enact them.   These include beliefs in the need to achieve fairness, equity, consistency and transparency in operating the reward system.  Ã‚  Ã‚   The philosophy   of   reward management recognizes that it must be strategic in the sense that it addresses longer-term issues relating to how people should be valued for what they do and what they receive.  Ã‚  Ã‚   Reward management adopts a â€Å"total reward’ approach which emphasizes the importance of considering all aspects of   reward as a coherent whole which is integrated with other HR initiatives designed to achieve the motivation, commitment, engagement and development of   employees. Although rewards, benefits and compensation can be instrumental in getting the right people, their basic function is retaining and maximizing the performance of employees once they have entered the organizations.  Ã‚  Ã‚  Ã‚   Moreover, rewards by their nature are made to encourage desired behaviors.  Ã‚   Desired behaviors must be linked to the firm’s strategy.   Thus, reward systems also must be linked to the firm’s strategy. How are Pay Levels Determined? The pay levels determine through Compensation Administration.   The goals of compensation administration are to design a cost-effective pay structure that will attract and retain competent employees and to provide an incentive for these individuals to exert high energy levels at work.   Compensation administration also attempts to ensure that pay levels, once determined, will be perceived as fair by all employees.   Fairness means that the established pay levels are adequate and consistent for the demands and requirements of the job.   The primary determination of pay is the kind of job and employee performs.   Different jobs require different kinds and levels of skills, knowledge, and abilities, and these factors vary in their value to the organization.   The higher skills, knowledge, and abilities and the greater the authority and responsibility the higher the pay.   Although skills, abilities, and the like directly affect pay levels, other factors may come into play.    Pay levels may be influenced by the kind of business, the environment surrounding the job, geographic location, and employee performance levels of seniority.   For example, private sector jobs typically provide higher rates of pay than comparable positions in public and not-for-profit jobs.   Employees who work under hazardous conditions (say, bridge builders operating 200 feet in the air), work unusual hours (ex. the midnight shift), or work in geographic areas where the cost of living is higher (ex. Chicago rather than Parkersburg, West Virginia) are typically more highly compensated.   Employees who have been with an organization for a long time may have had a salary increase each year. Irrespective of the foregoing factors, one other factors is most critical – management’s compensation philosophy.   Some organizations, for instance, don’t pay employees any more than they have to.   In the absence of a union contract that stipulates wage levels, those organizations only have to pay minimum wage for most of their jobs.   On the other hand, some organizations are committed to a compensation philosophy of paying their employees at or above area wage levels in order to emphasize that they want to attract and keep the best pool of talent. Economic theories applicable to the case Human capital theory Workers have a set of skills developed by education and training that generates a stock of productive capital.   The practical significance of this theory is that employees and employers each derive benefits from investment in creating human capital.   The level of pay should supply both parties with a reasonable return on that investment.  Ã‚  Ã‚   For example directors of finance have high raise being responsible in handling crucial part of the senior management team.   Other examples, Head of Internal Audits offered Excellent Company benefits and Salary over the huge and complex responsibilities.  Ã‚   Bank executives receiving a huge salary base on expertise, qualification, and competency.  Ã‚  Ã‚   Thus, the higher responsibilities, the more compensation and benefits are being offered and received.  Ã‚   For management perspective, it is proper to reward people differentially according to their contribution or the return of investment they gen erate. Efficiency Wage Theory Firms will pay more than the market rate because they believe that high levels of pay will contribute to increases in productivity by motivating superior performance, attracting better candidates, reducing labor turnover and persuading workers that they are being traded fairly.   This theory is also known as â€Å"the economy of high wages’.   The significance of this is that Organizations use efficiency wage theory, although it is not clearly express when they formulate pay policies that place them as market leaders or at least above the average. LINKING PAY TO PERFORMANCE – THE RATIONALE Sustained Motivation Staff Retention, on the job commitment Productivity levels are maintained Cost Savings resulting from lower employee attrition rates Organizational Objectives can be attained Employee ‘buy-in’ to a performance-based culture Organizational Climate of ‘winning’ is powerful reinforcement in the work   place. HOW DOES PAY INFLUENCE EMPLOYEES ATTITUDE AND BEHAVIOR Reinforcement Theory –in Thorndike’s Law of Effect, a response followed by a reward is more likely to recur in the future.   The importance of a person’s actual experience in receiving the reward is critical.   If high performance is followed by a reward, high performance is likely to be reputed.   The belief is that pay and performance are directly co-related, especially in buoyant market conditions. Expectancy Theory – The perceived link between performance and pay will connect with reinforcement theory because an expectation has been created which is difficult for the employer today or withhold in the future. Employee Satisfaction and Motivation Factors that Influence Motivation and Drive Performance From an employee’s perspective, within the work environment, the following appear too critical in keeping staff well-motivated. Organizational Energy and the Working Environment Empowerment Enablement Satisfaction through Meeting Individual Needs Achieving Progress towards Longer-term Aspirations Opportunities to Achieve Job Satisfaction Open Communication The Expectation of Future Reward and the Total Compensation Package Career Prospects, Personal Growth Status References LSC Managing Human Capital Course Manual Management 2nd edition, Michael A. Hit J. Stewart Black Lyman W. Porter Fundamentals of Management Essential Concepts and Applications 6th edition Robbins/Duecento International Human Resource Management 5th edition Peter J. Dowling, Marion fasting Allen D. Engle, Sr. Armstrong’s Handbook of Human Resource Management Practice 11th edition Human Resource Management 12th Ed. By Gary Dessler Human Resource Management, Sarah Gilmore Steve Williams Law of   Employment 14th edition by Norman Selwyn www.lowpay.gov.uk (human resource management for the hospitality and tourism www.rhodia.com/en/news_center www.lloydsbankinggroup.com/media/pdfs/investors/2010/2010_LBG_Results.pdf hsbcusa.com/careers/benefitsrewards

Company Analysis-Ethics and Social Responsibility(AMAZON) Essay

Company Analysis-Ethics and Social Responsibility(AMAZON) - Essay Example Amazon.com’s ethical standard which is encapsulated in their vision as a company meant doing their job right that in doing their job right, this would be their greatest contribution to the good of society as they lower their prices, expand selection and other initiatives in the future. They also give to the communities where their employees live and their donations are spread throughout nonprofit organization across the United States. They also engage in volunteer works and give grants to the writing community (Amazon b, 2013). This standard of Amazon’s ethical standard is practiced in a way that was elaborated further by its CEO stating that this approach of â€Å"offering customers the lowest prices on virtually any product they wanted and providing a quality customer experience† is the only strategy that will provide long term value for Amazon.com’s customers and shareholders (G.A., 1999) Amazon.com’s ethical standard to be a customer-centric company also extends to their environmental friendly operations. Most of their orders are shipped in â€Å"corrugated containers which on average contain 43% recovered fiber content. Once used, these containers are 100% recyclable for use in the manufacture of other paper products† (Amazon c, 2013).   Large products such as television sets, and other appliance and household items are shipped using paper as packing materials that are 100% recyclable whose content is already 50% recycled (Amazon c, 2013). One of the concrete examples of Amazon’s ethical standard being aligned with their business strategy as a company is best illustrated by its new product Kindle. In an interview with its CEO Jeff Bezo, he stressed that as a company, they do not want to make money out of their hardwares that would make their price prohibitive. This is also consistent with their ethical standard of offering the most cost effective service to their customer with an

China Specialty Coffee Industry Assignment Example | Topics and Well Written Essays - 3500 words

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