HBS Case Innovation and Collaboration at Merrill Lynch Essay

In a rapidly changing world, organizations need to continually identify new opportunities beyond existing competencies if they are to survive and prosper. Customers also increasingly want customized products. Customer service has become a hygiene factor and customer loyalty is now being driven by faster innovation, rapid concept-to-market and product co-creation. This has led to the extension of the collaboration paradigm to customer facing functions in the supply chain, namely the product design and prototyping phase. Collaboration is becoming a new and important source of competitive advantage. Historically, analysts in the investment bank tended to work independently. Especially, in the beginning of 1990s, the globalization overwhelmed the market and investor became to think that they should not just invest in the local market, but invest in the international market. With this change of clients’ attitude, the investment bank became to feel the need of innovation of their working style. Under these situations, Merrill Lynch decided to create totally different style of research report, the capital structure report which was only possible with the collaboration of international-market, cross-sector, and cross-asset analysts. The First Capital-Structure report about the U.S. Cable Industry covered seven companies. It was the first try of collaborative work in Merrill Lynch, so it didn’t have any clear guide lines for the effective team work. There was no clear goal of team work, and also there was no motivation for the participant. Analysts from different sections were asked to get together one day, and asked to make a capital structure report. Without any clear goal, and without the structure and system of team work, the whole procedure proceeded very inefficiently. It took lots of time to get the final report, but the quality of report was not satisfied. In other words, its try to change was innovative, but the team work itself was not so much â€Å"value-addable†. The second Capital-Structure report about U.S. Utilities covered 5 companies. This time, it seemed like there were clear goals; â€Å"The idea from get-go was that people would be able to pick up this thing and start generating trades  from it. That was goal number one. The second goal was to have the report sitting on people’s desks for a good period of time as a reference guide to how different parts of the capital structure impacted each other and affected valuations and potential opportunities† In addition, the participants in this project worked pretty closely together already. However, these were not enough for the effective collaboration. They were still not motivated to the project a lot, and the more commitment might have been called for. This means that they still didn’t have specific goal to head for. Absence of specific goal naturally brought lots of debates which slow the progress. When the team finished the project, the report got a lot of positive feedback from clients. And it seems that Merrill Lynch met its goal in the beginning. However, without the specific goal of what they should achieve, and with the lots of information they should mix all together, â€Å"it was a grinding exercise† to reach on the final result. The Third Capital-Structure Report was about auto companies. At this time U.S. specialists and Europe specialists worked together. Analysts did not need much convincing because they already knew the need for this collaborative work. There were lots of energy and enthusiasm already. In addition, this third project started with a plan; they knew what they want to achieve specifically and they also had the clear deadline. The whole procedure was progressed very smoothly from this step to the next. As a result, Sales heard from a client that â€Å"the value-added ideas contained in the report are original, differentiate Merrill from the rest of the Street, and give them another reason to pay Merrill commissions.† Even though Merrill Lynch learned lots of things undergoing the upper three cases, there still are many issues remained. The project might have been more timely and had a clear leader. To achieve the further successful innovation and collaboration, there are many important things Browning as the director of the research department should have thought about. As a leader for change, Browning should set the theme by communicating inspiring visions, which provide a picture of the future combining poetry and prose, imagination and pragmatism, drawing on destination, dream, prize,  target, message, and first step. So, first, as a leader Browing must be secure about team’s charter, mission, goals and objectives to team members. And employees must believe a certain level of individual effort will lead to achieving the corporation’s standards of performance. So Browing should set stretch goals which they energize people. And Browing must confront the key questions that must be answered and then communicate the inherent truth that inspires. The communication of that inspiring vision is arguably the indispensable condition. So For this, he should launch internal website for his innovative project and this website will help team members expedite project’s vision communication as well as timely information access. To be specific, formally, the analysts can share information about each sector regularly through email, e-news letter, and regular cross-sector meeting. For example, the equity analyst can have the summary about current bond market or derivative market weekly or biweekly. Also, through inner-information session for cross-asset collaboration report the analyst could have a chance of analyzing pros and cons of the collaboration report. Second, for effective communication, Browning has to build the trust and respect in the innovative project team. Informally, just as Fleishman insisted, through casual lunch or regular dinner, cross-asset analysts could be close to each other, and all-of-sudden they could be collaborating. And this interaction would encourage meaningful dialogue around issues of compelling importance to analysts. To develop solid foundation and mutual trust, face-to-face interaction is needed. In addition, just as Hezig recommended, having new hires rotate for a period of time before getting allocated to do research might be a useful tool for effective communication. New employees not only could be comfortable with cross-asset resources, but also could have close relationships with cross-asset colleagues. Third, Browing has to build the culture which voluntarily stimulates voluntary collaboration. So he has to pay attention to structure a collaborative innovation team which can add flexibility to planning and control systems. Without flexibility, analysts can stop their creative and productive ideas. So Browing need to consider this flexibility in a long term goal. Creative collaboration respects and honors the talents and  contributions of each person involved, regardless of rank, seniority or expertise. Organizations that are serious about collaboration make sure there is a safe environment for taking the risks that are necessary for creative collaboration. Fourth, Browing should create atmosphere where stimulates breakthrough ideas. It means that he should create norms to promote creativity. Collaborative Innovation is a new practice that improves on current practice or responds to new opportunities and challenges. Actually, many organizations are trying to build their own culture for innovation. Thus Browing needs to focus on risk taking for change. Risk taking is ‘no punishments for failure’ and ‘freedom to try things and fail’. For example, laughing at those who suggest new approaches can stop sharing information each other. Another norm to promote creativity is openness. Openness includes open communication and help share information, open access, willingness to consult others. Browing should be careful of knowledge evaporation. He should build up internal knowledge database as an instrument at the corporate level for collecting ideas and then promoting them. And also he has to give all the relevant employees to access the database. As a result, employees who are interested in any relevant subject can give negative or positive feedback and the subject can develop in a better way. Innovation is a process, not just an output. Time out is as important as time in. If we have a problem, our brains continue to search for the solution even while we are doing other things. Fifth, Browing should celebrate accomplishment making everyone hero. Celebrating accomplishments provides support for staff undergoing change. Just as Casea said, Browining has to convince analysts that collaborative project is additive to their franchise, that it’s not just an extracurricular activity. Financial rewards do encourage people to produce results. But the kind of ownership that really generates energy is not financial. It is emotional. Employees must feel that the rewards offered are attractive. Providing adequate pay, at the same time he could compliment the effort and result whenever he encounters. This will impart a motivating  sense of personal accomplishment and little by little will build commitment to the collaboration. A solid performance management system requires due respect to both intrinsic and extrinsic rewards. So Browing should be skilled at communicating instrumental and expressive messages concurrently. The last suggestion for Browning is to decide or delegate the suitable leader and make him control the team under strong leadership. Just as Casesa indicated, non-hierarchical relationships across divisions among analysts complicated the task since there was also no actual leader when analysts made the third capital-structure report. To maintain this innovation, Browning also has to consider human side of innovation, because even the most technical of innovations requires strong leaders with great relationship and communication skills. The good leader might pull human resource to the collaboration when needed. Just as Haggerty brought an editor in meeting to help them structure the report, the environment which makes analysts easy to collaborate would also promote the positive image of collaboration. Under good and respectful leader, the future collaboration would create more successful capital-structure report. BIBLIOGRAPHY AMBLER, S. (1995) â€Å"USING USE CASES: REDUCE DEVELOPMENT COSTS WITH USE-CASE SCENARIO TESTING,† SOFTWARE DEVELOPMENT, 3 (6), JULY. BILOW, S. C. (1995) â€Å"DEFINING AND DEVELOPING USER INTERFACE INTENSIVE APPLICATIONS WITH USE CASES,† REPORT ON OBJECT ANALYSIS AND DESIGN. 1 (5): 28-34. INNOVATION THE CLASSIC TRAPS ,SKILLS LESSONS THE NOT-SO-SECRET INGREDIENT OF HIGH PERFORMANCE, BE A GOOD BOSS LEADERSHIP FOR CHANGE: ENDURING SKILLS FOR CHANGES MATERS, WRITER:ROSABETH MOSS KANTER THE NOT-SO-SECRET INGREDIENT OF HIGH PERFORMANCE, INTRINSIC REWARDS GENERALLY MOTIVATE BEST CORPORATION, CULTURE, AND COMMITMENT: MOTIVATION AND SOCIAL CONTROL IN ORGANIZATIONS, WRITER:CHARLES O’REILLY INNOVATION, WRITER:ROSABETH MOSS KANTER BUILDING AN EFFECTIVE GLOBAL BUSINESS TEAM, CULTIVATING A CULTURE OF TRUST Title :Leadership for Change: Enduring Skills for Changes Maters, Writer:ROSABETH MOSS KANTER, Page:4   See Building an Effective Global Business Team, Cultivating a Culture of Trust, page 69   Title:Innovation, Writer:Rosabeth Moss Kanter, Page:10   Title :Leadership for Change: Enduring Skills for Changes Maters, Writer: ROSABETH MOSS KANTER, Page:3 Title:Corporation, Culture, and Commitment: Motivation and Social Control in Organizations, Page:15, Writer:Charles O’Reilly   Title:Corporation, Culture, and Commitment: Motivation and Social Control in Organizations, Page:15, Writer:Charles O’Reilly   Title :Leadership for Change: Enduring Skills for Changes Maters, Writer:ROSABETH MOSS KANTER, Page:14   See Motivation: The Not-So-Secret Ingredient of High Performance, Intrinsic Rewards Generally Motivate Best, page 5-7   See Innovation The Classic Traps ,Skills Lessons, page 4   See Motivation: The Not-So-Secret Ingredient of High Performance, Be a Good Boss, page 17-18

Why do we care so much?

Introduction. People generally search for positive feedback pertaining to the self, in order to maintain a positive self-image. People also generally do not seek external feedback that accurately reflects their self-image, but rather a fair looking glass that displays positive images of the self, which serve to protect their personal self-esteem. (Brehm, Cassin, & Fein, 5th ed. 1998) Definition. Along these lines, Tesser's self-evaluation maintenance model states that the performance of others in our social environments can affect our self-evaluations, (Taylor & Brown, 1988). When a person we are close to performs well on a task, what will determine whether we will react positively or negatively to that behavior? Factors. There are three (3) influential factors that lead to having positive or negative thoughts on others successes when dealing with the self. They are crucial in understanding the idea of self-esteem maintenance. The factors are Performance, Closeness, and Importance. Performance is the most straight forward, and states that one will make decisions about their feelings towards others, based on how well that person performed on the same task that another has already completed. lecture 2/13/03) This is made by a measurement of some sort. In this case, Satoka got a higher grade then Steve and Sarah on the exam. This caused Steve to show feelings of jealousy towards Satoka, however Sarah, having gotten the same grade as Steve, was indifferent due to other factors. Closeness is a little trickier to deal with. It has to do with the relationship between the two people in question. If they are closely related, one would begin to hypothesize that they would be happy for each other's successes. That is not what the data suggests. Steve, Satoka and Sarah, in the given problem, are all very close friends. The data suggests that this close bond will cause some tension and perhaps establish competition that could lead to envy and discomfort toward Satoka. (lecture 1/13/03) The last of the three factors is Importance. This is a crucial factor because, if the task in question is not that important to one's self-concept or maintenance of high self esteem, then the individual simply won't care enough to let it have any affect on him/herself. (lecture 1/13/03) Steve and Satoka in this example, are both aspiring psychology majors, which is the item that makes this factor so significant, and makes this exam score so important to their self concept. They have established some kind of subconscious competition. Knowing that Satoka has done better then him on the exam, could cause Steve to feel threatened. Satoka might now be a better candidate to be a psych. Major because of his superior performance on the exam. This exam however is not of crucial importance to Sarah's concept of the self, because she is not in a field relating to psychology. Thus, she has an apposite reaction to the exam score, and Satoka, Processes. Based on the prior description of the factors, and how they relate to Steve and Sarah's reaction in this situation, one can further infer processes to account for their reactions.. The first process is called comparison. The comparison process states that if another person who is close to you, on a task that is of importance to you, out performs you, you will show resentment, or feel badly. (lecture 1/13/03) The second process is Reflection. As it's name suggests, this is when you reflect on someone else's success, and you feel good about yourself, because they performed well. This is the process that Sarah is exemplifying. Recovery. There are three things that Steve can do, (one in relation with each of the factors) in order to relieve himself of this burden of negative feelings towards Satoka. (lecture 1/13/03) The first is that he can change his performance on the task, (do better on the exam) and that will lead to a better feeling when comparing with Satoka's high score. Another thing he can do is change how close he is with Sataoka, meaning, he would distance himself in the friendship to help save positive self-esteem. Lastly, he could change the amount of emphasis or importance that he places on the exam. One solution would be to change majors. (lecture 1/13/03) Conclusion. The idea of self-concept maintenance is one that the average person deals with in a typical day during the course of his/her interaction with friends and strangers. If the population is all more aware of why we feel the way we do about certain things, it might be possible to prevent a lot of the negative hostility that is harbored for one another in certain situations, especially jealousy among friends.

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The Ship that Never Reaches Shore Essay â€Å"Ships at a distance have every man’s wish on board. For some they come in with the tide. For others they sail forever on the horizon, never out of sight, never landing until the Watcher turns his eyes away in resignation, his dreams mocked to death by Time† (Hurston). Men long for things they do not have. Some men get what they long for. Other men never get what they long for. What they dream of having is clear to them, but never attainable. They know that their dreams are unattainable, but still watch the ships that never reach the shore. In F. Scott Fitzgerald’s novel, The Great Gatsby, the American Dream is unattainable due to Gatsby’s lack of morality. Additionally, in John Steinbeck’s novel, Of Mice and Men, the American Dream is unattainable due to Lennie and Georges’ lack of faith. Furthermore, in the movi, A Raisin in the Sun, the American Dream is unattainable due to the families lack of financial security. 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Lennie made a run for it because he lost control, and was disappointed in himself, and was afraid of George’s reaction. Lastly, George had his doubts about getting his own ranch; he knew from the beginning he was not going to achieve it because of Lennie’s illness, and that he had always known in the back of his head that Curley’s wife was going to cause trouble with Lennie, and mess things up. Furthermore, in the movie, A Raisin in the Sun, the American Dream is not attainable due to the family’s lack of financial security. Walter received the money he wanted for his liquor business from his mother; he then gave the money to his â€Å"business partners† to help him get his liquor license and without realizing it, and they had betrayed him. His dream was then deferred. In addition, Ruth’s dream was unattainable because she wanted to be wealthy and have a fine family. When Walter lost the money, she also lost her dream. Lastly, Beneatha’s dream of becoming a doctor was crushed when she found out Walter did not put any money in the bank for her medical school. â€Å"All the talk about dreams and sunlight that goes on in this house, its all dead now (Raisin), Beneatha said when she gave up hope in her dream of becoming a doctor. Lastly, in Miller’s play, Death of a Salesman, the American Dream is not attainable due to Willy’s lack of follow through. â€Å"You can’t raise a carrot in the backyard† (Miller 17), says Willy. His spacious dream house becomes surrounded with new apartments being built around it. The hope of his dream house fades away and the hopes it once stood for. In addition, Willy spent his whole life trying to convince himself and the people around him that he was popular and successful, but when he had died, he didn’t not achieve his illusions because no one showed up to his funeral. Lastly, Willy hopes for a family who has the ability to obtain wealth. He then takes his own life because he believes that his family will be financially secure if he was dead. He hopes for twenty thousand dollars from the insurance policy, but his son Biff does not receive the money because suicide was not covered in the policy. Willy’s lack of follow through had a huge impact on his dreams. In conclusion, these American literature authors show their readers that the American Dream is not attainable to all people. In F. Scott Fitzgerald’s novel, The Great Gatsby, the American Dream is unattainable due to Gatsby’s lack of morality. Additionally, in John Steinbeck’s novel, Of Mice and Men, the American Dream is unattainable due to Lennie and Georges’ lack of faith. Furthermore, the movie, A Raisin in the Sun, the American Dream is unattainable due to the family’s lack of financial security. Lastly, in Arthur Miller’s play, Death of a Salesman, the American Dream is unattainable due to Willy’s lack of follow through. Society is the blame for people who strive for dreams that are unattainable. From the times we were children, society told us that we can do anything if we set our minds to it but, it is unrealistic and it results to disappointments in those who were told to dream. Works Cited A Raisin in the Sun. Dir. Kenny Leon. Perf. Sean Combs, Sanaa Lathan, Audra McDonald, Phylicia Rashad. Sony Pictures, 2008. DVD. Fitzgerald, F. Scott. The Great Gatsby. New York; Scribner, 1925. Print. Hurston, Zora. Their Eyes Were Watching God. Trans. ArrayPublishers in 2006. 10 East 53rd Street, New York, Print. Miller, Arthur. Death of a Salesman. Lit Charts. N. p.. Web. 4 Jun 2013. Steinbeck, John. Of Mice and Men. New York; Penguin Group, 1937.

Cutting Fluids and Lubrication in Manufacturing

Cutting Fluids and Lubrication in Manufacturing Importance Of Cutting Fluids And Lubrication In Manufacturing Processes 1. Introduction:- Cutting Fluids:- Cutting Fluid Management for Small Machining Operations iii Cutting fluids have been used extensively in metal cutting operations for the last 200 years. In the beginning, cutting fluids consisted of simple oils applied with brushes to lubricate and cool the machine tool. Occasionally, lard, animal fat or whale oil was added to improve the oils lubricity. As cutting operations became more severe, cutting fluid formulations became more complex. Todays cutting fluids are special blends of chemical additives, lubricants and water formulated to meet the performance demands of the metalworking industry. There are now several types of cutting fluids on the market, the most common of which can be broadly categorized as cutting oils or water-miscible fluids. Water-miscible fluids, including soluble oils, synthetics and semisynthetics, are now used in approximately 80 to 90 percent of all applications. Although straight cutting oils are less popular than they were in the past, they are still the fluid of choice for certain metalworking applications. Cutting fluids play a significant role in machining operations and impact shop productivity, tool life and quality of work. With time and use, fluids degrade in quality and eventually require disposal once their efficiency is lost. Waste management and disposal have become increasingly more complex and expensive. Environmental liability is also a major concern with waste disposal. Many companies are now paying for environmental cleanups or have been fined by regulatory agencies as the result of poor waste disposal practices. Fortunately, cutting fluid life may be extended significantly by implementing an effective fluid management program. The primary objective of fluid management is to maintain fluid quality and performance through administration, monitoring, maintenance and recycling practices. This allows machine shops to make the most cost-effective use of their fluid. It is also the best pollution prevention technology available. Overall, fluid management provides a means to: Operate in a more environmentally sound manner; Improve productivity and reduce costs; Increase competitiveness; Maintain environmental compliance and reduce environmental liability; Consistently manufacture quality products; and Provide a healthier and safer work environment for employees. Proper management of cutting and grinding fluids may also prevent them from being declared a hazardous waste at the end of their useful life. With increasing environmental regulation, a reduction in cutting fluid waste is an economical, practical and achievable goal. Cutting Fluids: (Lubricants + Coolants) Used in machining as well as abrasive machining processes Reduces friction wear Reduce forces and energy consumption Cools the cutting zone Wash away the chips Protect Machined surfaces from environmental corrosion  · The term â€Å"cutting fluids† is used to denote the coolants and lubricants that are used in metal machining and their allied operations like lapping, honing etc. Thin-wall milling of aluminum using a water-based cutting fluid on the milling cutter. Cutting fluids are various fluids that are used in machining to cool and lubricate the cutting tool. There are various kinds of cutting fluids, which include oils, oil-water emulsions, pastes, gels, and mists. They may be made from petroleum distillates, animal fats, plant oils, or other raw ingredients. Depending on context and on which type of cutting fluid is being considered, it may be referred to as cutting fluid, cutting oil, cutting compound, coolant, or lubricant. Every kind of machining (e.g., turning, boring, drilling, milling, broaching, grinding, sawing, shaping, planing, reaming, tapping) can potentially benefit from one kind of cutting fluid or another, depending on work piece material. (Cast iron and brass are usually machined dry. Interrupted cuts such as milling with carbide cutters are usually recommended to be used dry due to damage to the cutters caused by thermo shock). 2. Cutting Fluid Characteristics Functions Of Cutting Fluid The primary function of cutting fluid is temperature control through cooling and lubrication. Application of cutting fluid also improves the quality of the workpiece by continually removing metal fines and cuttings from the tool and cutting zone. Cutting Fluid Management for Small Machining Operations 2 Temperature Control Laboratory tests have shown that heat produced during machining has a definite bearing on tool wear. Reducing cutting-tool temperature is important since a small reduction in temperature will greatly extend cutting tool life. As cutting fluid is applied during machining operations, it removes heat by carrying it away from the cutting tool/workpiece interface . This cooling effect prevents tools from exceeding their critical temperature range beyond which the tool softens and wears rapidly . Fluids also lubricate the cutting tool or work piece interface, minimizing the amount of heat generated by friction. A fluids cooling and lubrication properties are critical in decreasing tool wear and extending tool life. Cooling and lubrication are also important in achieving the desired size, finish and shape of the work piece. No one particular fluid has cooling and lubrication properties suitable for every metalworking application. Straight oils provide the best lubrication but poor cooling capacities. Water, on the other hand, is an effective cooling agent, removing heat 2.5 times more rapidly than oil. Alone, water is a very poor lubricant and causes rusting. Soluble oils or chemicals that improve lubrication, prevent corrosion and provide Other essential qualities must be added in order to transform water into a good metalworking fluid. Removal Of Cuttings And Particulates A secondary function of metalworking fluid is to remove chips and metal fines from the tool/workpiece interface. To prevent a finished surface from becoming marred, cutting chips generated during machining operations must be continually flushed away from the cutting zone. Application of cutting fluid also reduces the occurrence of built-up edge (BUE). BUE refers to metal particulates which adhere to the edge of a tool during machining of some metals. BUE formation causes increased friction and alters the geometry of the machine tool. This, in turn, affects workpiece quality, often resulting in a poor surface finish and inconsistencies in work piece size. Metalworking fluids decrease the occurrence of BUE by providing a chemical interface between the machine tool and work piece. Cutting Fluid Properties In addition to providing a good machining environment, a cutting fluid should also function safely and effectively during machining operations. Corrosion Protection Cutting fluids must offer some degree of corrosion protection. Freshly cut ferrous metals tend to rust Rapidly since any protective coatings have been removed by the machining operation. A good Metalworking fluid will inhibit rust formation to avoid damage to machine parts and the work piece. It will also impart a protective film on cutting chips to prevent their corrosion and the formation of Difficult-to-manage chunks or clinkers. To inhibit corrosion, a fluid must prevent metal, moisture and oxygen from coming together. Chemical metalworking fluids now contain additives which prevent corrosion through formation of invisible, nonporous films. Compounds (such as amines and fatty acids) which form a protective coating on a metals surface, blocking chemical reactions. Passivating films are formed by inorganic compounds containing oxygen (such as borates, phosphates and silicates). These compounds react with the metal surface, producing a coating that inhibits corrosion. Management for Small 3 Cutting Fluid Stability/Rancidity Control In the early days of the industrial revolution, lard oil was used as a cutting fluid. After a few days, lard oil would start to spoil and give off an offensive odor. This rancidity was caused by bacteria and other microscopic organisms that grew and multiplied within the oil. Modern metalworking fluids are susceptible to the same problem. No matter how good the engineering qualities of a coolant, if it develops an offensive odour, it can cause problems for management. The toxicity of a fluid may also increase dramatically if it becomes rancid due to chemical decomposition, possibly causing the fluid to become a hazardous waste. Fluid rancidity shortens fluid life and may lead to increased costs and regulatory burdens associated with fluid disposal. A good cutting fluid resists decomposition during its storage and use. Most cutting fluids are now formulated with bactericides and other additives to control microbial growth, enhance fluid performance and improve fluid stability. Transparency And Viscosity In some operations, fluid transparency or clarity may be a desired characteristic for a cutting fluid. Transparent fluids allow operators to see the workpiece more clearly during machining operations. Viscosity is an important property with respect to fluid performance and maintenance. Lower viscosity fluids allow grit and dirt to settle out of suspension. Removal of these contaminants improves the quality of the fluid recirculating through the machining system. This can impact product quality, fluid life and machine shop productivity. Cutting Fluid Management for Small Machining Operations 4 3. Fluid Selection Oil-Based Fluids including straight oils, soluble oils and ag-based oils Chemical Fluids including synthetics and semisynthetics Fluids vary in suitability for metalworking operations. Petroleum-based cutting oils are frequently used for drilling and tapping operations due to their excellent lubricity while water-miscible fluids provide the cooling properties required for most turning and grinding operations. A. Oil-Based Cutting Fluids Straight Oils (100% Petroleum Oil) Straight oils, so called because they do not contain water, are basically petroleum, mineral, or age-based oils. They may have additives designed to improve specific properties. Generally additives are not required for the easiest tasks such as light-duty machining of ferrous and nonferrous metals. For more severe applications, straight oils may contain wetting agents (typically up to 20% fatty oils) These additives improve the oils wettability; that is, the ability of the oil to coat the cutting tool, workpiece and metal fines. They also enhance lubrication, improve the oils ability to handle large amounts of metal fines, and help guard against microscopic welding in heavy duty machining. For extreme conditions, additives (primarily with chlorine and sulfurized fatty oils) may exceed 20%. These additives strongly enhance the Antiwelding properties of the product. Soluble Oils (60-90% Petroleum Oil) Soluble oils (also referred to as emulsions, emulsifiable oils or water-soluble oils) are generally comprised of 60-90 percent petroleum or mineral oil, emulsifiers and other additives. A concentrate is mixed with water to form the metalworking fluid. When mixed, emulsifiers (a soap-like material) cause the oil to disperse in water forming a stable â€Å"oil-in-water† emulsion . They also cause the oils to cling to the workpiece during machining. Emulsifier particles refract light, giving the fluid a milky, Opaque appearance. ADVANTAGES. Soluble oils offer improved cooling capabilities and good lubrication due to the blending of oil and water. They also tend to leave a protective oil film on moving components of machine tools and resist emulsification of greases and slideway oils. Cutting Fluid Management for Small Machining Operations 6 Soluble oils are a general purpose product suitable for light and medium duty operations involving a variety of ferrous and nonferrous applications. Although they do not match the lubricity offered by straight oils, wetting agents and EP additives (such as chlorine, phosphorus or sulfur compounds) can extend their machining application range to include heavy-duty operations. Most cutting operations handled by straight oils (such as broaching, trepanning, and tapping) may be accomplished using heavy-duty soluble oils. B. Chemical Cutting Fluids Chemical cutting fluids, called synthetic or semisynthetic fluids, have been widely accepted since they were first introduced in about 1945. They are stable, preformed emulsions which contain very little oil and mix easily with water. Chemical cutting fluids rely on chemical agents for lubrication and friction reduction. These additives also improve wettability These compounds react with freshly-machined metal to form chemical layers which act as a solid lubricant and guard against welding during heavy-duty machining operations. Fluids containing EP lubricants significantly Reduce the heat generated during cutting and grinding operations. Synthetics (0% Petroleum Oil) Synthetic fluids contain no petroleum or mineral oil. They were introduced in the late 1950s and generally consist of chemical lubricants and rust inhibitors dissolved in water. Like soluble oils, synthetics are provided as a concentrate which is mixed with water to form the metalworking fluid. These fluids are designed for high cooling capacity, lubricity, corrosion prevention, and easy maintenance. Due to their higher cooling capacity, synthetics tend to be preferred for high-heat, high-velocity turning operations such as surface grinding. They are also desirable when clarity or low foam characteristics are required. Heavy-duty synthetics, introduced during the last few years, are now capable of handling most machining operations. Synthetic fluids can be further classified as simple, complex or emulsifiable synthetics based on their composition. Simple synthetic concentrates (also referred to as true solutions) are primarily used for light duty grinding operations. Complex synthetics contain synthetic lubricants and may be used for moderate to heavy duty machining operations. Machining may also be performed at higher speeds .inning Operations Synthetics are easily separated from the workpiece and chips, allowing for easy cleaning and handling of these materials. In addition, since the amount of fluid clinging to the workpiece and chips is reduced Disadvantages. Synthetic fluids are easily contaminated by other machine fluids such as lubricating oils and need to be monitored and maintained to be used effectively. Semisynthetics (2-30% Petroleum Oil) As the name implies, semisynthetics (also referred to as semi-chemical fluids) are essentially a hybrid of soluble oils and synthetics. They contain small dispersions of mineral oil, typically 2 to 30 percent, in a water-dilutable concentrate . The remaining portion of a semi-synthetic concentrate Semisynthetics are often referred to as chemical emulsions or preformed chemical emulsions since the concentrate already contains water and the emulsification of oil and water occurs during its production. Most semisynthetics are also heat sensitive. Oil molecules in semisynthetics tend to gather around the cutting tool and provide more lubricity. As the solution cools, the molecules redisperse. 4. Mechanisms Of Actions Cooling:- Metal cutting operations involve generation of heat due to friction between the tool and the pieces and due to energy lost deforming the material. The surrounding air alone is a rather poor coolant for the cutting tool, because the rate of heat transfer is low. Ambient-air cooling is adequate for light cuts with periods of rest in between, such as are typical in maintenance, repair and operations (MRO) work or hobbyist contexts. However, for heavy cuts and constant use, such as in production work, more heat is produced per time period than ambient-air cooling can remove. It is not acceptable to introduce long idle periods into the cycle time to allow the air-cooling of the tool to catch up when the heat-removal can instead be accomplished with a flood of liquid, which can keep up with the heat generation. Lubrication At The Tool-Chip Interface:- Besides cooling, cutting fluids also aid the cutting process by lubricating the interface between the tools cutting edge and the chip. By preventing friction at this interface, some of the heat generation is prevented. This lubrication also helps prevent the chip from being welded onto the tool, which interferes with subsequent cutting.  · Delivery Methods:- Every conceivable method of applying cutting fluid (e.g., flooding, spraying, dripping, misting, brushing) can be used, with the best choice depending on the application and the equipment available. For many metal cutting applications the ideal would be high-pressure, high-volume pumping to force a stream of fluid directly into the tool-chip interface, with walls around the machine to contain the splatter and a sump to catch, filter, and recirculate the fluid. This type of system is commonly employed, especially in manufacturing. It is often not a practical option for MRO or hobbyist metalcutting, where smaller, simpler machine tools are used. Active Cutting Oils:- Highly colourised mineral oil Normally black in colour with a pungent smell Oils at above discussed point, diluted with low viscosity mineral oil Lighter in colour. Light transparent mineral oil carrying sulphur or chlorine Light in colour and suitable for even severe cutting conditions. Light transparent mineral oil carrying sulphur or chlorine mixed with sulfurised and chlorinated or fatty oils or acids They find a common application. Inactive Cutting Oils:- The Inactive cutting oils are the straight mineral oils or straight mineral oils mixed with neat fatty oils, acids or sulfurised fatty oils. Among the fatty oils commonly used are lard oil, tallow and some fatty acids. Pastes Or Gels:- Cutting fluid may also take the form of a paste or gel when used for some applications, in particular hand operations such as drilling and tapping. Mists:- Some cutting fluids are used in mist (aerosol) form, although breathing such a lubricant in mist form is a severe and immediate health hazard. Present:- Kerosene, rubbing alcohol, and 3-In-One Oil often give good results when working on aluminium. Lard is suitable for general machining and also press tool work. Mineral oil WD-40 Dielectric fluid is the cutting fluid used in Electrical discharge machines (EDMs). It is usually deionised water or a high-flash-point kerosene. Intense heat is generated by the cutting action of the electrode (or wire) and the fluid is used to stabilise the temperature of the work piece, along with flushing any eroded particles from the immediate work area. The dielectric fluid is nonconductive. Liquid- (water- or petroleum oil-) cooled water tables are used with the plasma arc cutting (PAC) process. Past:- In 19th-century machining practice, it was not uncommon to use plain water. This was simply a practical expedient to keep the cutter cool, regardless of whether it provided any lubrication at the cutting edge-chip interface. When one considers that high-speed steel (HSS) had not been developed yet, the need to cool the tool becomes all the more apparent. (HSS retains its hardness at high temperatures; other carbon tool steels do not.) An improvement was soda water, which better inhibited the rusting of machine slides. These options are generally not used today because better options are available. Lard was very popular in the past. It is used infrequently today, because of the wide variety of other options, but it is still an option. Old machine shop training texts speak of using red lead and white lead, often mixed into lard or lard oil. This practice is obsolete. Lead is a health hazard, and excellent non-lead-containing options are available. From the mid-20th century to the 1990s, 1, 1, 1-trichloroethane was used as an additive to make some cutting fluids more effective. 5. Enviornmental Impact:- Old, used cutting fluid must be disposed of when it is fetid or when it is chemically degraded and has lost its performance. As with used motor oil or other wastes, its impact on the environment should be mitigated. Legislation and regulation specify how this mitigation should be achieved. Enforcement is the most challenging aspect. Modern cutting fluid disposal may involve techniques such as ultra filtration using polymeric or ceramic membranes which concentrates the suspended and emulsified oil phase. 6. Coolants:- A coolant is a fluid which flows through a device to prevent its overheating, transferring the heat produced by the device to other devices that use or dissipate it. An ideal coolant has high thermal capacity, low viscosity, is low-cost, non-toxic, and chemically inert, neither causing nor promoting corrosion of the cooling system. Some applications also require the coolant to be an electrical insulator. While the term coolant is commonly used in automotive, residential and commercial temperature-control applications, in industrial processing, heat transfer fluid is one technical term more often used, in high temperature as well as low temperature manufacturing applications. The coolant can either keep its phase and stay liquid or gaseous, or can undergo a phase change, with the latent heat adding to the cooling efficiency. The latter, when used to achieve low temperatures, is more commonly known as refrigerant. 1) Gases:- Air is a common form of a coolant. Air cooling uses either convective airflow (passive cooling), or a forced circulation using fans. Hydrogen, the first hydrogen-cooled turbo generator went into service with gaseous hydrogen as a coolant in the rotor and the stator in 1937 at Dayton, Ohio, by the Dayton Power Light Co, because of the thermal conductivity of hydrogen gas this is the most common type in its field today. Inert gases are frequently used as coolants in gas-cooled nuclear reactors. Helium is the most favored coolant due to its low tendency to absorb neutrons and become radioactive. Nitrogen and carbon dioxide are frequently used as well. Sulfur hexafluoride is used for cooling and insulating of some high-voltage power systems (circuit breakers, switches, some transformers, etc.). Steam can be used where high specific heat capacity is required in gaseous form and the corrosive properties of hot water are accounted for. 2) Liquids:- The most common coolant is water. Its high heat capacity and low cost makes it a suitable heat-transfer medium. It is usually used with additives, like corrosion inhibitors and antifreezes. Antifreeze, a solution of a suitable organic chemical (most often ethylene glycol, diethylene glycol, or propylene glycol) in water, is used when the water-based coolant has to withstand temperatures below 0  °C, or when its boiling point has to be raised. Butane is a similar coolant, with the exception that it is made from pure plant juice, and is therefore not toxic or difficult to dispose of ecologically. Very pure deionised water, due to its relatively low electrical conductivity, is used to cool some electrical equipment, often high-power transmitters. Heavy water is used in some nuclear reactors; it also serves as a neutron moderator. Cutting fluid is a coolant that also serves as a lubricant for metal-shaping machine tools. EX:-. Some fast breeder nuclear reactors. Sodium or sodium-potassium alloy NaK are frequently used; in special cases lithium can be employed. Another liquid metal used as a coolant is lead, in EX:- lead cooled fast reactors, or a lead-bismuth alloy. Some early fast neutron reactors used mercury. 7. Lubrication Lubricant:- A lubricant (sometimes referred to as lube) is a substance (often a liquid) introduced between two moving surfaces to reduce the friction between them, improving efficiency and reducing wear. They may also have the function of dissolving or transporting foreign particles and of distributing heat. One of the single largest applications for lubricants, in the form of motor oil, is to protect the internal combustion engines in motor vehicles and powered equipment. Typically lubricants contain 90% base oil (most often petroleum fractions, called mineral oils) and less than 10% additives. Vegetable oils or synthetic liquids such as hydrogenated polyolefin, esters, silicones, fluorocarbons and many others are sometimes used as base oils. Additives deliver reduced friction and wear, increased viscosity, improved viscosity index, resistance to corrosion and oxidation, aging or contamination, etc. Lubricants such as 2-cycle oil are also added to some fuels. Sulfur impurities in fuels also provide some lubrication properties, which have to be taken in account when switching to a low-sulfur diesel; biodiesel is a popular diesel fuel additive providing additional lubricity. Non-liquid lubricants include grease, powders (dry graphite, PTFE, Molybdenum disulfide, tungsten disulfide, etc.), teflon tape used in plumbing, air cushion and others. Dry lubricants such as graphite, molybdenum disulfide and tungsten disulfide also offer lubrication at temperatures (up to 350  °C) higher than liquid and oil-based lubricants are able to operate. Limited interest has been shown in low friction properties of compacted oxide glaze layers formed at several hundred degrees Celsius in metallic sliding systems, however, practical use is still many years away due to their physically unstable nature. Purpose:- Lubricants perform the following key functions:- 1) Keep moving parts apart 2) Reduce friction 3) Transfer heat 4) Carry away contaminants debris 5) Transmit power 6) Protect against wear 7) Prevent corrosion 8) Seal for gasses 9) Stop the risk of smoke and fire of objects General Composition:- Lubricants are generally composed of a majority of base oil and a minority of additives to impart desirable characteristics. Types Of Lubricants:- 1) Gas 2) Liquid including emulsions and suspensions e, natural water repellant) Water Mineral oils Vegetable (natural oil) Synthetic oils Other liquids 3) Solid 4) Greases 5) Adhesive 8. Use And Application Of Cutting Fluids:- Automotive Engine oils Petrol (Gasoline) engine oils Diesel engine oils Automatic transmission fluid Gearbox fluids Brake fluids Hydraulic fluids Tractor (one lubricant for all systems) Universal Tractor Transmission Oil UTTO Super Tractor Oil Universal STOU includes engine Other motors 2-stroke engine oils Industrial Hydraulic oils Air compressor oils Gas Compressor oils Gear oils Bearing and circulating system oils Refrigerator compressor oils Steam and gas turbine oils Aviation Gas turbine engine oils Piston engine oils Marine Crosshead cylinder oils Crosshead Crankcase oils Trunk piston engine oils 9. Components Of Fluid Management Program Administration:- Commit the personnel, equipment and other resources necessary for the program. Encourage employee support and participation. Designate fluid management personnel to implement the program. Survey the fluids, machines and sump capacities of the shop. Develop a record keeping system to track the program. Monitoring And Maintenance Prepare and mix the fluid according to manufacturers directions. Use quality water to dilute fluid concentrate and replenish evaporation losses. Monitor and maintain proper fluid concentration. Monitor for microbial contamination and control microbial growth through water quality control, maintaining proper fluid concentration and pH, routine maintenance of equipment, biocide additions and aeration. Monitor pH for signs of fluid degradation. Perform regular machining system inspections and maintenance practices, particulate removal, tramp oil control, general housekeeping and annual cleanouts. Prevent foaming with proper fluid concentration, quality water and eliminating mechanical effects that agitate cutting fluid. Recycle fluid well before it becomes significantly degraded. Never attempt to recycle rancid fluid. Select fluid recycling equipment based on the needs, objectives and financial resources of the shop. 10. Chemical Treatment:- Chemical treatment is the addition of chemicals which change the nature of the liquid waste. Simple chemical-treatment methods work well on some wastewater. Metalworking wastes are too complex for most treatment processes. Chemical treatment beyond pH control is generally not an option for small facilities. 11. Ultra Filtration System:- Ultra filtration systems were created for the metalworking industry to treat such wastes as used cutting fluids, detergents, parts-washing solutions, and other oily wastewaters. Strict environmental laws require proper treatment prior to discharge. Ultrafiltration systems provide effective treatment of this wastewater by separating the water from the oily waste. The quality of water is then ready for sewer disposal. <

Books to Support Learning Development

Books to Support Learning Development Book title: Horried Henrys Birthday Party This assignment will be explaining how the resource (a book) will support the learning and development of children. This will also talk and explain some theories and see how those theories support and help the learning and development of children in the society. The book selected for review is a story book entitled Horrid Henry birthday party. This book was written by Franscesca Simon in 2009 and illustrated by Tony Ross. The book was previously published as a single story in HORRID HENRY AND THE SECRET CLUB, and is also available as an audio book. Learning is very important for children because it builds up their store of backgrounds knowledge of things that they didn’t know before, it builds up their confident, self-esteem, and moreover it helps them to do well in school or at home. The resource was created in order to help children with their learning and development, because all children learn throughout different techniques and strategies. The author believes that the majority of children, who reads books often get better understanding about stuffs that they didn’t know before, because reading is one of the most important exercises for our brains. Reading books is it better than doing other stuffs such as watching TV and etc. the more books children read, they better they get in their concentration and also reading regularly as they are growing up, will help them in order to develop or gain more abilities in doing things for a longer periods of time. The plot of the story runs as follows: After Henry’s misbehaviour at his previews birthday party, his parents decided that he would never have another birthday party, nevertheless his birthday was nearly there again, and they have decided to give him one more chance. The plan is to have the party away from home at Lazer Zap but the place was expensive but at least it means no mess would be done to house. Everything is going fine until Henry’s dad called the book the place for the birthday party; unfortunately he finds that Henry has been banned from Lazer Zap for life so he ends up having a party at home after all. It was not surprising when everything started to get wrong at the party, the wrong presents, the wrong party games, the wrong prizes and even the wrong food. Nevertheless with Henry around thing would not be great and disappointing for long. He sneaks off to get his water gun, and his parents and guests get a pretty wet surprise. Children particularly those aged between four to six years old are often enthusiastic, noisy and emotional. This dynamism is reasonably normal; sometimes they are active and they can be a quite handful: talking almost all the time, not doing as they are told and seems tireless. This kind of behaviour is more usually among boys. Although this can be very hard situation for parents to deal with as it could be seen in the story of Horrid Henry’s birthday where the boy is anxiously awaiting his birthday party and diligently planning what kind of presents should be and who to invite. On the other hand, his parents are also planning where the party should take place but also fear the consequences of Henry’s expecting misbehaviour. Early childhood is not only a period of amazing physical growth; it also a time of remarkable mental development. Cognitive association with memory reasoning problem solving and thinking continue to emerge throughout childhood (Jean Piaget). A child learning development depends on many characteristics such as family, environment, emotional and situations. Usually the first people with whom the child interacts are parents. According to the research, parenting is directly related to theory of mind and emotion understanding. In particular, research related to theory of mind has examined the importance of such variables as attachment, parenting style, and discipline. Bowlby (1982) suggested that secure attachments enable children to learn about their caretaker’s perspective, which then allows a child to recognize differences between his/her own and his/her caretaker’s perspectives. In early childhoods, relationships are formed with brothers and or sisters and other children beyond the immediate family. Parental and the environmental influence have a very high probabilities to influence a child behaviour. The environment is not entity that inevitably imposes upon individuals. When movement is constrains, some as pects of the physical and environment may influence on individuals whether they like it or not. Nevertheless most aspects of the environment do not operate as influence until they are activated by appropriate behaviour. Observing to previews research, children development also depends on parent-child relationship. It is one of the most of important aspects which should be taken into account for individual differences in early social-cognitive performance. Horrid Henry’s birthday story gives a very good opportunity to discuss good and bad behaviour for both child and parents and also relationship. The relationship between parents and young children is one of the most powerful factor in a child growth and development. During the early years parents are the centre of a young child’s universe. The type of attachment relationship that a child forms with his parents actually helps shape connections related to language, thinking, behaviours and emotions. Horrid Henry birthday story proves that parents had a role as well on their child behaviour because of parent’s attitude about their son’s birthday was not reliable. They started to complain about the place and the how it would cost when the child told them about the coming birthday therefore it was not surprise when everything started to go wrong at the party. According to family systems theory (Minuchin Fishman, 1981), broader factors that influence the parent also can affect the dynamics between parents and children. For instance parental stress could become a major force contributing to adaptive, and maladaptive, child development. Parenting stress is one of many factors aspects that can influence a child behaviour and development such for parent suffering high levels of stress, mainly from economic difficulties, normally are less responsive and affectionate with their children. This proves that parenting stress could negatively affects a child’s social cognitive development (Cole and Mitchell, 1998). As development continues, so the child’s network of relationships increases, with teachers, classmates, neighbours and so becoming an important part of social development. Parent’s behaviour is the first thing that could affect a child behaviour and decision making. It is important to note that a child memory is like a recording device which can only reproduce exactly what they have recorded learned from people around them. According to Horrid Henry’s birthday story, it encourages children to think about friendship and it also teaches them how important is being social with other children. Friendships in childhood start as real relationships based on enjoyable experiences. As they grow up, friendships involve into a more abstract concept, one based upon mutual reflection and psychological satisfaction. That is one of the reason in Horrid Henry story the first thing he has done was to judge his friends and decide who should be invited to the party and who should n ot be invited. Unfortunately he finds that all friends name were crossed which means that no guest and no presents. This proves that the role friendships play throughout lie is important. Friendships for children provide numerous important functions including companionship, stimulation, and physical and affection. Each of this functions has a different degree of importance at different times of development. Several theorists view the development of friendships similarly to other areas of human development, as going through predictable progressive stages. In first stage, friendship for children four to six years old is based on based on physical or geographical considerations and is rather self-cantered. A friend is playmate who lives nearby and has toys. At this stage there little or no understanding personality traits. The second stage concerns children of age seven to nine years old or younger, at this stage children begin to understand reciprocity and develop an awareness of the other child’s feelings. There no doubt that having a friend is extremely important for children. Many researches have proved this saying that more than half the children referred for emotional or behavioural problems have no friends or experience difficulty in peer interactions. Friendships contribute significantly to the development of social skills, such as being sensitive to other peoples point of view, learning the rules of conversation, and learning sex and age appropriate behaviours. They also help to define both self and self-worth. Friends also have a powerful influence on a childs positive and negative school performance and may also help to encourage, or discourage, deviant behaviours, such as delinquency or drug use. Compared to children who lack friends, children with good friends have higher self-esteem. They are less likely to be lonely and act more pro socially. They are able to cope with life stresses and normal transitions and are also less victimized by peers. Interestingly, children with friends of both sexes, as a group, are well-adjusted and have greater social skills than children who have only same sex friendships. As parents, it is important to keep in mind that is although friendships follow a somewhat predictable developmental sequence, as in other areas of physical, cognitive, or social-emotional development, not all children progress at the same rate and delays are not necessarily a need for concern. Additionally, parents who interpret their childrens desire for solitary play as loneliness and attempt to push friends on them may be making an incorrect assumption. As important as friendships are, like their adult counterparts, children may greatly enjoy and choose solitary activities. Its important to distinguish between being lonely and the desire to be alone, even in childhood. Like adults, children need alone space to grow and develop and, in their own way, reflect on the days activities. If we could take a close look on Horrid Henry birthday story, you could understand the financial situation of the family. It seems that family income has an effective effect on child development. Even casual observers note that the children of affluent parents are more likely to succeed in life than the children of poor parents. For instance, compared to more affluent children, poor children:score low on tests of cognitive skill in early childhood, have more behaviour problems in school and at home; are more likely to drop out of high school, and those who do finish high school are less likely to enrol in or graduate course, are more likely to have children at young age; are more likely to be poor themselves when they adults. The most intuitive explanation for this difference is that rich parents can spend more than poor parents on their children and that these â€Å"investments† lead to better outcomes for their children. This intuition fit the interests of policy makers look ing for simple solutions to alleviate poverty and its apparent by-products: If poor children fail because their parents cannot make sufficient monetary investments in their future, then government can improve the life chances of poor children by providing families with the means to make the investments or by providing the investments directly in the form of schooling, health care, and other human capital in- puts (Mayer 2010) However, poor parent’s inability to invest in their children is not the only possible explanation for the relationship between family poverty and child well-being. Other parental characteristics associated with their poverty have been implicated, especially parental education and marital status. Environment characteristics and parental behaviour or culture have also been implicated. These explanations argue for policies other than income support to improve children’s well-being as adults. According to (Buss and Plomin 1984), sociability refers to one of the three dimensions of temperament (the others being emotionally and activity) which are taken to present at birth and inherited. Since the environment where human live is not a fixed entity that inevitably imposes upon individuals. When movement is constrained, some aspects of the physical and social environment may influence on individuals whether they like it or not. Nevertheless most aspects of environment do not operate as an influence until they are activated by appropriate behaviour. For instance lecturers do not influence students unless they attend. In social cognitive theory, people are neither driven by inner forces nor automatically shaped and controlled by environment. As we have already seen, they function as contributors to their own motivation, behaviour, and development within a network of reciprocally interacting influences. Person are characterised within this theoretical perspective in terms of the number of basic capabilities. This book is interesting on another aspect, mainly the aspects of illustrations. As a matter of fact, children also learn through pictures. Pictures can help children to understand the story even though before reading it, and this also helps children who experience reading difficulty. They can analyse the story, participate in what is going on in the classroom. Those pictures help and stimulates children’s imagination. As one researcher said, picture books helps in the development of the concept of cause and effect. These books raise children’s interest in the lesson. This is why Segun (1988) believed that â€Å"illustrations are literature in their own right and, whether used by themselves or integrated with written texts, they sharpen the perception of children, stimulate their imagination and increase their sense of observation. The overall development of children can be aided by good illustrations.† Actually through illustrations, children can have a sense of personal identity and an awareness of their cultural heritage. Jelongo (2004) also views things in the same way when s/he says that teachers who take time to engage in reading picture books promote literacy among their pupils who then become literate adults with the ability to decode words and enjoy reading. The book can also contribute to the organisation of role play or class parties for children. It is so interesting that other authors have come with Horrid Henry complete birthday party kit for kids References Aunola, Kaisa and Stattin, Hà ¥kan and Nurmi, Jari-Erik (2000); Parenting styles and adolescents achievement strategies, vol: 23, no. 2, pp. p205-222 Guajardo, Nicole R and Snyder, Gregory and Petersen, Rachel (2009) ; Relationships among parenting practices, parental stress, child behaviour, and childrens social-cognitive development, Vol: 18, no.1.pp.p37-60 Gol, Hayedeh Cheraghali and Rostami, Amir Masood and Goudarzi, Mahdi (2013); Prediction of Marital Satisfaction based on Perfectionism; vol: 89, p 567-571 Vinall, Jillian and Miller, Steven P and Synnes, Anne R and Grunau, Ruth E (2013); Parent behaviours moderate the relationship between neonatal pain and internalizing behaviours at 18 months corrected age in children born very prematurely Early friendships profoundly affects child’s development at: http://www.hvparent.com/school: Dr Paul Schwartz (2013) Jessica Kingsley 1992. Six theories of Child development Margaret E. Wood 1973. Development of Personality And Behaviour Mayer, S (2010). Revisiting an old question: How much does parental income affect child outcomes? Vol:20.no: 2.pp.p21—26 ED1034 – Developing Learning in Early Childhood Assignment – A Book Review Using your knowledge of the factors which contribute to quality in resources used to support children’s learning and development, choose one example of either a published children’s book, or a well known children’s game and write an essay that explains how this resource supports children’s learning and development. Within this essay you must: Make reference to theoretical and philosophical perspectives on child development to support your discussion. Discuss the factors that contribute to quality in resources Demonstrate an understanding of the holistic nature of learning and that learning can occur in many contexts. Word count 3000 words. â€Å"The Importance of Illustrations in Children’s Books† in Illustrating for Children  edited by Mabel Segun. Ibadan: CLAN, 1988. pp 25-27

Addressing the Evils of The Industrial Revolution :: essays research papers

The evils of the Industrial Revolution in england were addressed in many ways in the eighteenth and nineteenth centuries. The Industrial revolution changed the lives of many people. Most people believe the Industrial Revolution was bad for both the people and environment of the eighteenth and nineteenth centuries. Some believe that one of the worst parts of the Industrial Revolution was child labor. Children were very small and easy to order around without being stood up to. Children were also being paid very low wages. Most children worked 16 hour days with only a 40 minute break which most were unable to eat because they were so unwealthy. This all changed when the " Health and Morals Act" came into effect in 1802 which declared that "The minimum age of employment shall be 9 years." and "The working day for children under fourteen shall be limited to twelve hours. Another act which helped the work conditions of children was the "Factory Act of 1833" which declared "No person under 18 years of age shall be allowed to work in the night in or about any cotton, woolen, linen, or silk mill or factory where steam, water, or any other mechanical power is used to work the machinery." Another way that the evils of the Industrial Revolution were addressed were Unions. Unions are an organization of workers who work to get advance of wages or lessen hours along with many other work related luxuries. One thing that hindered the growth of many unions was the "Combination act of 1800" this said that "Any workman who shall enter into any Union to obtain an advance of wages or to lessen or alter the hours or who shall, for the purpose of obtaining an advance in wages persuade,solicit,intimidate,or influence any workman to quit or lave his work shall be committed to jail.". This act made Unions illegal. Ralph Chaplin author of "Solidarity Forever" felt differently. In his book he wrote " When the union's inspiration through the workers blood shall run, there can be no power greater anywhere beneath the sun. Yet what force on earth is weaker the feeble strength of one? Bur the union makes us strong. This basically says that as a single laborer you are powerless but as a un ion you are strong. As you can see the life of the working class was not very good in the 1700's and 1800's.

I Took the Road More Traveled :: Personal Narrative Essay Example

I Took the Road More Traveled The great oak table stood in the middle of the room, warped by heat from an old wood stove in the corner.   Its dark brown finish had boiled up in the center into little pockets of wax and cure, and that was its grand history--a hundred years or more of Christmas dinners and knives hammered thoughtlessly into the wood.   The leaves and edges drooped down, worn under the weight of rough, uncultured elbows and wood bundles for the stove.   Underneath, the modest planks gave way to the graceful arch of the leg, terminating in the vicious paw of a huge dog, polished claws gleaming on the drab floor. At night the legs tapped their way upstairs, past the rooms of sleeping adults, stopping at the unfamiliar bed in which I slept.   The moonlight illuminated every glistening nail slathered in dew and blood with fierce intensity.   That evil table, with hairy paws like a dog, a lion, a monster, came to devil with the shifting patterns of blue, playing on my coverlet and left again before the silvery, delicate cicadas pealed their morning mass. And I was afraid. At the table, my chin barely reached my cereal bowl and my legs dangled wildly above the floor.   I eyed the strange woman who stood at the kitchen counter and gazed out at the morning.  Ã‚   "Miz Edna," I said, "Where'd ya get this table?" "Well now child, I don't rightly recall.   It came from my grandmother, I reckon." I couldn't imagine Edna's grandmother.   My grandmother was already very old and very wrinkled.   She stooped when she walked, and shuffled along the floor with a cane.   Edna looked like that, and she said her heart hurt when she looked at pictures of her children.   That was an affliction which plagued old people; sometimes I had heard they died of it in a shocking and abrupt manner.   Edna's grandmother must have been very old, even older than mine. "How old is your grandma, Miz Edna?" "She's dead now, child.   She died afore I was born. You hurry up with your cereal and run outside and play." "Yes ma'am.   One thing I can't figure though," I said.  Ã‚   "What's that?" "How did you get this table if your grandmother was dead afore you were born?" "I tol' you, child, hurry up.   Your ma and I're going down to the store, and I've got to get these here dishes scrubbed.

Red mans speech :: essays research papers

RED MAN’S SPEECH Today’s hot and sunny Red Man, perhaps it’s the huge mass of people but I’m really getting hot in this tinny room for sure, the walls are shattered, the floor is ruined, those punks are cutting out the breeze I need!. God damn it! I’m sweating like a pig on a day-spa but it doesn’t matter, it’ll worth it. Should I pull the trigger now? No, not yet. I’ll wait, after all, I’ve been waiting for this moment long time ago. I can see your fat ass standing on the stage above a fiercely crowd, shouting, mocking, smiling at sometimes, but incredibly mad at most of your speech. Where did you get that watch? it’s a nice one, I guess you deserve it, because you know, time is the most essential thing, and those shoes man! those are not the same ones you wore four years ago, but it’s all right, same way you’ll pay for them in a few minutes. Maybe I’m getting angry, too angry to lose my concentration, I need to stay sharp. Focus man, just focus. It’s incredible how people can even listen to your idiotic non-sense bullshit through all this time, Imperialism this, fascism that, your right, people’s wrong and yada yada yada... the huge mass of drunk people are quite still, looking like mummified puppets wandering when in the name of Jesus you will stop. Before doing my task, tell me red man, why are you always wearing that little red hat? and why people seem so attracted to the notions of your selfish and out of this world reality? I gotta make a shot now, I’m tripping, the young lady is looking at me from that corner, perhaps she knows my plan, I gotta hurry, I’m loosing my chance. Should I do it? I can’t afford not to, my country has my back, destiny has my back, I’m not crazy, I just don’t wanna hear your voice no more, I wish to watch T.V. without your stupid face interrupting the shows I love. I’m sick and tired of all of this, the time is running, my patience’s dying, We will win Red Man, you’ll see, we will win. My hands are all wet now, this will definitely affect my accuracy. This is my chance, I can see your eyes are full of hate. Wait a second, now you talking about your grandma?

Factors Influencing Employer-Employee Relationship in Strategy Execution in Non-Govermental Organizations in Nairobi Kenya

FACTORS INFLUENCING EMPLOYER-EMPLOYEE RELATIONSHIP IN STRATEGY EXECUTION IN NON-GOVERMENTAL ORGANIZATIONS IN NAIROBI KENYA TABLE OF CONTENTS CHAPTER ONE3 1. 0 INTRODUCTION3 1. 1 Background of the Study3 1. 2 Statement of the Problem7 1. 3 Objectives of the Study8 1. 4 Research Questions8 1. 5 Importance of the Study9 1. 6 Limitations of the Study10 1. 7 Definition of Operational Terms10 1. 8 Chapter Summary10 CHAPTER TWO12 2. 0 LITERATURE REVIEW12 2. 1 Introduction12 2. 2 Approaches of Performance Appraisal12 2. 3 Effect of Performance Appraisal Accuracy on Staff Performance18 2. Effects of Employee Appraisal Feedback Management on Staff Performance24 2. 5 Effects of Appraisers’ Competence on Employee Performance26 2. 6 Conceptual Framework29 CHAPTER THREE31 3. 0 RESEARCH METHODOLOGY31 3. 1 Introduction31 3. 2 Research Design31 3. 3 Population and Sampling Design32 3. 4 Data Collection Methods34 3. 5 Research Procedures34 3. 6 Data Analysis Methods35 3. 7 Chapter Summary35 REF ERENCES37 CHAPTER ONE 1. 0INTRODUCTION 1. 1 Background of the Study Performance appraisals can mean different things to different people.In general, a Performance appraisal is defined as an evaluation of an employee’s job performance to measure how effectively this employee is performing at their job (Becton, Portis, & Schraeder, 2007). The traditional format of a performance appraisal is an employee meeting with their supervisor annually or twice a year to go over how well the employee is doing their job. Usually the company the employee is working for provides a form for the supervisor to fill out and go over with the employee. This form list goals and objectives of the company and how well the employee is meeting these.In modern times performance appraisal systems are increasingly being used in both public and private sector to evaluate the performance of employees. Appraisal, according to Smith, (2000), involves the identification of cause and effect relationships on whic h employment and labour policies are based or can be based and are a routine process that organizations use to evaluate their employees. It is a systematic assessment that is as objective as possible of an ongoing programme or policy, its design, implementation and results.Its aim is to appraise the relevance and fulfillment of objectives, efficiency, effectiveness, impact and sustainability. The appraisal systems usually involves evaluating performance based on the judgements and opinions of subordinates, peers, supervisors, other managers and even workers themselves (Jackson & Schuler 2003). An employee appraisal, performance review, or career development discussion is a method by which the job performance of an employee is evaluated in terms of quality, quantity, cost and time.Performance appraisal is also part of career development. Performance appraisals are regular reviews of employee performance within organizations. Performance appraisal as a process is seen as a key contrib utor to successful human resource management, as it is strongly related to organisational performance (Erdogan, 2002). Murphy and Cleveland (1995) believe that performance appraisals can help organizations in four ways. First, they can enhance the quality of organizational decisions, ranging from promotions, layoffs, compensation and transfers.Second, they can enhance the quality of individual decisions, ranging from career choices to decisions about where to direct one's time and effort. Third, they provide a set of tools for organizational diagnosis and development. Finally, performance appraisals can affect employees' views of and attachment to their organization. Performance appraisal is a tool of management that can lead to better communication, motivation and feedback (Stivers and Joyce, 2000). A common process for managing employees is the traditional practice of annual performance reviews.While these annual reviews have their shortcomings, companies around the globe continue to use them. However, to increase accuracy and to get a comprehensive and balanced feedback about employee performance, 360-degree feedback system is becoming more popular. In this system peers, subordinates and customers also do the appraisal. This is particularly relevant in the light of research, which has empirically proved that 360-degree feedback system improves employee performance significantly (Rai & Singh 2005).Performance appraisal is centrally managed by the human resource department in National Cereals and Produce Board. The aims of a performance appraisal are to give feedback on performance of employees, identify employee training needs, allocate rewards, forms a basis for personal decisions; salary increases, promotions, disciplinary actions, provide the opportunity for organizational diagnosis and development, facilitate communication between employee and administration and validate selection techniques and human resource policies to meet equal employment opportunit y requirements.Performance appraisal is an ongoing communication process between employees and supervisors. Supervisors should set expectations, monitor performance, and provide feedback to employees. By having this information, they will direct and develop employee performance by identifying training and development needs, correcting, and determining raises and promotions (Seldon, Ingraham, & Jacobson, 2001). Performance appraisal is evaluating employee’s current and past performance relative to his or her performance standards.Therefore, if performance appraisal is successfully carried out in an organization, the employees would be able to know how well they are performing and what is expected of them in future in terms of effort and task direction through an established plan for performance improvement Dessler (2005). To appreciate the purpose of performance appraisal one has to look at it from the different viewpoints of the employee and the organization.From the employee s view point, the purpose of performance appraisal is to enable the employee be guided on what is to be done and that he or she should receive a comprehensive feedback on how he or she performed. The employee also requires that the manager should help him or her improve on areas where gaps were identified in his or her performance and finally, expect to have appropriate recognition for good performance (NCPB Human Resource Policies and Procedures Issue 2010).From the organizations view point, one of the most important reasons for having a system of performance appraisal is to establish and uphold the principle of accountability. For decades, it has been known that one of the chief causes of organizational failure is non-alignment of responsibility and accountability. Non-alignment occurs where employees are given responsibilities and duties, but are not held accountable for the way in which the responsibilities and duties are performed (NCPB Human Resource Policies and Procedures Is sue 2010).The National Cereals and Produce Board which is the organization selected for this study is a body corporate that was established in 1985 under Cap. 338 of the Laws of Kenya. However, this organization has been in existence since 1939 when it was established by the then Colonial Government. The Board previously operated under diverse names which included West Kenya Maize Marketing Board, Maize Marketing and Control Board, Maize and Produce Board. It acquired its current name after the amalgamation of the Maize and Produce Board with the defunct Wheat Board in 1980 (NCPB Act, Cap 338).The Board’s main function over time has been to provide grain farmers with a marketing outlet, while at the same time it is charged with undertaking the food supply functions of the State. The Board trades in maize, wheat, beans and other scheduled produce such as millet, sorghum and rice. It also offers services like drying, grading, cleaning, pest control and storage of grain as well as weighing. Additionally, the Board offers for sale, such items like weighing scales, gunny bags, pesticides and tarpaulins.More recently the Board had engaged in the trading in farm inputs more specifically fertilizer with the aim of reducing the cost of production for the farmer and also diversify its products range to make it more profitable (NCPB Strategic Plan, 2009-2013). The organization has a network of 110 stations spread all over Kenya; in both the high potential agricultural areas like most parts of Rift Valley, Western and Central Provinces, as well as the low potential (food deficit) areas like North Eastern and parts of Eastern Provinces.The network is divided into six administrative regions which are Nairobi/Eastern, Northern, Coast, North Rift, South Rift, South Rift and Lake/Western (NCPB Strategic Plan 2009-13). The Board has since the early 1990’s been undergoing major restructuring and rationalization of its operations under the Civil Service Reform Progr amme. This included the downsizing of work force, with the objective of reducing its bloated staff strength to retain a leaner workforce, which could deliver the required services more efficiently and effectively.In a period of ten years (1993-2003), the Board released more than 70% of its total workforce through a Staff Voluntary Early Retirement Scheme and other methods of leaving. This reduced its staff strength from approximately 4,500 it had at the beginning of the retrenchment exercise to a mere 930 at the end of the exercise. The Board currently has an establishment of about 1020 employees falling under four broad categories, namely Senior Management (Job Group M and above), Middle Level Management (Job Group K-L), Supervisory Management (Job Group G-J) and Operatives (Job Group A-F) (NCPB Staff Establishment Audit Report, 2004).The organization has a fully-fledged Human Resource Department, which uses a detailed Resource Manual that contains policies and procedures that basi cally defines the relationship of the organization. The Board recognizes that human resource constitute its most assets, because people grow and develop over time and without them all the other resources (materials, money, methods and machines) will not be effectively utilized.According to the manual, Board’s Human Resources Management function is primarily concerned with the human relationship fields. It aims at bringing together and developing the human resource cohesive and an effective unit to complement all the other functions in the Board, while regard to the well being of the individual and groups of workers enabling them to make maximum contribution towards the successful attainment and sustenance of the Board’s corporate goals and objectives (NCPB Human Resource Policies and Procedures Issue, 2010).National Cereals and Produce Board has two forms of performance appraisals with the main one being carried out annually and involves the appraiser and the appraisee sitting together to review the latter’s performance in the preceding one year. They evaluate the extent to which the employee met the targets agreed upon at the beginning of the appraisal period.The other type of performance appraisal target employees on probation and those appointed to various higher capacities on trial basis and is conducted to determine their suitability or otherwise for confirmation on their respective positions (NCPB Human Resource Policies and Procedures Issue, 2010). 1. 2Statement of the Problem At an organizational level, the performance appraisal system impacts other HR systems as well as organizational strategy.Latham and Wexley (2001) assert that the effectiveness of an organization's performance appraisal system is a prerequisite for ensuring the success of its selection, training, and employee motivation practices. At a strategic level, the need for rapid and effective organizational change in today's dynamic social, economic, and political envi ronment requires that employees continually re-align their performance with the evolving goals and objectives of the organization (O'Donnell and Shields, 2002).The need to continually re-align performance characterizes many organizational departments which continue to struggle with getting their members to embrace the philosophy and practices that are geared at enhancing performance (Scrivner, 1995; Vinzant and Crothers, 1994). The organization since early 1990’s has been undergoing major restructuring and rationalization of its operations under the Civil Service Reform Programme. This included the downsizing of work force, with the objective of reducing its bloated staff strength to retain a leaner workforce, which could deliver the required services more efficiently and effectively.The Board has in a period of ten years (1993-2003), released more than 70% of its total workforce through a Staff Voluntary Early Retirement Scheme and other methods of leaving. This has reduced its staff strength from approximately 4,500 it had at the beginning of the retrenchment exercise to a mere 1020 at present. The organization has frozen recruitment except for professionals and replacement of essential employees which has led to the re-allocation of the duties that were earlier being performed by higher number of employees to fewer people.In order to enhance employee performance the Board introduced employee appraisal system was introduced in 2010. At National cereal and Produce board, performance appraisals have been conducted but they have faced many challenges. Instead of boosting staff performance, they have ended up frustrating staff until some have ended up leaving because of the high level of disatisfaction. NCPB has offices in several locations including Nairobi, Nakuru, Eldoret, Moisbridge, Kitale among other major town.In order to improve the effectiveness of performance appraisals, the organization has tried to apply different approaches of performance app raisals but the result has not been any different. The study seeks to investigate the effects of performance appraisal system on staff performance at National Cereals and Produce Board. 1. 3Objectives of the Study 1. 3. 1Broad Objective of the Study The broad objective of the study is to investigate the effects of performance appraisal systems on staff performance at the National Cereals and Produce Board. . Specific objectives 1. 3. 2. 1To determine the types of performance appraisal approaches used at the Kenya National Cereals and Produce Board. 1. 3. 2. 2To determine the effect of performance appraisal accuracy on staff performance at the National Cereals and Produce Board. 3. To establish the effects of employee appraisal feedback management on staff performance at the National Cereals and Produce Board. 4. To assess the effects of appraisers’ competence on employee performance at the National Cereals and Produce Board. . 4 Research Questions 1. What are the types of per formance appraisal approaches used at the Kenya National Cereals and Produce Board? 2. What are the effects of performance appraisal accuracy on staff performance at the National Cereals and Produce Board? 3. How does employee appraisal feedback management affect staff performance at the National Cereals and Produce Board? 4. How does appraisers’ competence affect employee performance at the National Cereals and Produce Board? Methods Population/SampleThe population in this research is all employees’ program participants, their supervisors, and management team. The sample for this research will be forty employees participants, 20 supervisors participants and 10 management participants and performance appraisal evaluators. Data Collection A survey will be used to collect all of the information for the research project. Surveys will be handed out to performance appraisal evaluators and turned in when the performance appraisal is complete to the researcher.Also, employees ’ participants and their supervisors’ participants and managers’ participants will complete surveys at semi-annual performance reviews. The surveys will be filled out at the end of the performance appraisal session and turned in to the research evaluator. Data Analysis Qualitative analysis will be used to analyze the open-ended questions on the survey. Common subjects and similarities will be examined to draw conclusions about the strengths and weaknesses of the performance appraisal. 1. 5Importance of the Study 1. 5. 1National Cereals and Produce BoardThe research will be of importance to the Board as it will advocate for the importance of performance appraisal in the organization and will enable the management of NCPB to come up with a streamlined performance appraisal system and at the same time communicate to employees what they are expected to do in order to achieve the organization corporate goals. 1. 5. 2Human Resource Department The results of the resear ch will enable the Human Resource Department to examine the existing performance appraisal system, highlight the main deficiencies affecting the system and point out possible ways of improvement.The system would then transform the employees into a hardworking and highly committed workforce that will enable the organization achieve its objectives efficiently and effectively and thus create a competitive advantage. 1. 5. 3Other Organizations Parastatals within the Ministry of Agriculture and other stakeholders in the grain sub-sector will use the research findings to improve their employee performance appraisal systems and the use of performance appraisal system as a management tool. The performance appraisal system will be a useful tool in complementing performance contracting currently used in all Government ffiliated offices. 1. 5. 4Future Researchers Future researchers will also be able to use the research findings as a benchmark to their research on performance appraisal system a nd its effects on staff performance. In addition, the findings of this study will serve as a source of reference in future research. The study will also suggest other areas where future researchers can further their knowledge. 1. 5Scope of Study The study will be carried out within the National Cereals and Produce Board Headquarters, Industrial Area, Nairobi. 1. 6Limitations of the Study 1. 6. Non response because of fear to reveal detailed information concerning the organization due to fear of exposing the weaknesses the organization is facing and the confidentiality of such information in terms of business practices. The researcher foresees a challenge in collecting the required data from the respondents. The respondents may fear giving information stating that the information requested may be used against them. To limit the effects of this limitation, the researcher will carry with her an introduction letter from the University confirming that the data requested will be used for academic purposes only. . 6. 2Lack of co-operation from some of the respondents for fear of victimization from their supervisors. 1. 6. 3 The researcher also foresees a challenge where the respondents are likely to give the ideal scenario instead of providing the situation they way it is now. This may affect research finding as it will distort the study findings. 1. 7 Definition of Operational Terms Respondents- the persons from whom information were sought in the study Public sector-the civil service and organizations operating under the State Corporations Act Appraisal-to evaluate or assess the worth of somethingPerformance -is the act of carrying out something Research-to make a detailed study or investigation of something 1. 8Chapter Summary This chapter covered introduction of the study where it discussed the key concepts in the study including performance appraisal and employee performance and how they relate to one another. It then provided statement of the problem where it d iscussed the importance of performance appraisals to organizations, what the situation is at the Kenya National Cereal and Produce Board and what the research gap for the study is.The chapter then presents the study objectives including main and specific before presenting the research questions. The chapter then presented the importance of the study, limitations of the study, definition of terms and chapter summary. REFERENCES Aswathapa, K. (2006). Human Resource Management and Personnel Management, 4th Edition, Tata McGraw-Hill Publishing Company Limited. Armstrong, M. (2006). A Handbook of Personnel Management Practice, 8th Edition, British Library Cataloguing in Publication Data, USA. Armstrong, M. and Stephens, T. (2005).A Handbook of Employee Reward Management and Practice, Kigan Page Limited, USA. Bannister, B. D. 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(2005) Mediating effects in the relationship between 360-degree Feedback and Employee Performance. Working Paper No. 2005-04-06. Rao P. Subba and Rao V. S. P. (1990) Personnel/Human Resource Management, New Delhi: Konark Publishers PVT Limited. Saleemi N. A. (2005). Personnel Management, 2nd Edition, N. A. Saleemi Printers, Nairobi, Kenya. San Joaquin County, Human Resources Division. (2002) Human Resources Handbook. Tripathi P. C. 1989) Personnel Management and Industrial Relations, India: Sultan Chand and Sons. To determine the types of performance appraisal approaches used at the Kenya National Cereals and Produce Board. To determine the effect of performance appraisal accuracy on staff performance at the National Cereals and Produce Board. To establish the effects of employee appraisal feedback management on staff performance at the National Cereals and Produce Board. To assess the effects of appraisers’ competence on employee performance at the National Cereals and Produce Board.