Imagery and Themes in the Epic of Gilgamesh Essay -- Epic Gilgamesh es

Authentic Context - Imagery and Themes Rosenberg takes note of that Gilgamesh is most likely the world's first human saint in writing (27). The Epic of Gilgamesh depends on the life of a likely genuine Sumerian ruler named Gilgamesh, who governed around 2600 B.C.E. We learned of the Gilgamesh fantasy when a few mud tablets written in cuneiform were found start in 1845 during the uncovering of Nineveh (26). We get our most complete adaptation of Gilgamesh from the hands of an Akkadian cleric, Sin-liqui-unninni. It is obscure the amount of the story is the development of Sin-liqui-unninni, and what amount is the first story. The flood story, which shows up in the Sin-liqui-unninni form, is presumably founded on a genuine flood that happened in Mesopotamia around 2900 B.C.E. (26). The Sumerian culture impacted the whole Near East (Swisher 13). The achievement of their way of life was subject to the farming reasonability of the zone. Consistently there were floods which gave rich residue to effective cultivating that urged the individuals to remain in a similar zone a seemingly endless amount of time after year as opposed to relocating to discover new regions for crops (19). There are signs that the Sumerians were made out of two distinct people groups which blended in a similar region. The Semites are accepted to have blended in with the Highlanders. The Semites were man centric trackers and more warlike than the Highlanders. The Highlanders were matriarchal and tranquil. Swisher proposes that there is proof of both social gatherings and that the blend of the two prompted changes in the view of the jobs of the divine beings and goddess just as the people (21). Sumer was initially little gatherings of individuals that in the long run developed to shape urban areas. As a nation it included 13 ... ...der to get unceasing life. The clear confidence in a the hereafter which is demonstrated by the entombment with valuable articles may show that everlasting life is accomplished after physical passing. The Flood - described by Utanapishtim is illustrative of the refinement of human life by the divine beings. Their offenses are cleared away (with a large portion of the populace) and they are reawakened into a new, new world and relationship with the divine beings. Ark - the image of the divine beings' affection for the people and their enthusiasm for protecting mankind. We additionally distinguished five subjects in the Epic of Gilgamesh: Conflict among disorder and request, spoke to essentially and human advancement; Man's journey for eternality and information; Dealing with misfortune; Male holding/fraternity; Heroism (man's triumph over nature).

Media Culture Sign Symbol essays

Media Culture Sign Symbol articles A sign framework is portrayal through correspondence which thusly prompts a mutual importance or comprehension. We hold mental portrayals that characterize and sort out the world (regardless of whether certainty or fiction), individuals, items and occasions into important classes so we can seriously appreciate the world. The media utilize sign frameworks through papers, magazines, television,internet, and the radio and so on. The reasonable guide of importance and language are the premise of portrayal. The reasonable guide of significance, are ideas sorted out, organized and grouped into complex relations to each other. The applied guide of significance despite the fact that permits you to recognize your own individual translation of the world, simultaneously as holding comparative perspectives to that of others in your way of life. As the importance is delivered and built and thusly learned by a specific gathering of individuals. Hence sharing shows and codes of their language and culture. Signs can possibly pass on importance on the off chance that we have codes which permit us to make an interpretation of our ideas into language. These codes are the aftereffect of social shows which lead to the mutual maps of significance. These common implications are found out unknowingly as we become individuals from a culture.If we have an idea of something in our brains we can say we know the significance of this idea. Anyway we can't communicate or impart this significance without the second arrangement of portrayal, language. Language is the main manner by which implications can be adequately traded between individuals, as individuals inside a similar culture can decipher the indication of language in a similar way. As the implications become normal through the molding of culture. For instance the word white in Australia speaks to a shade of virtue, anyway in China it is the shade of death. Showing that various societies have not just have various implications in their common applied maps, yet an alternate language to communicate I... <!

Spectroscopy Free Essays

Spectroscopy (halted stream method)Spectroscopy:It is the examination of the electromagnetic radiation transmitted, assimilated, or dissipated by atoms. It is utilized to investigate materials and to screen changes in focus in compound energy. Since photons go about as flag-bearers from iotas, the nuclear spectra can be utilized to get nitty gritty data about electronic structure and atoms. We will compose a custom paper test on Spectroscopy or on the other hand any comparative theme just for you Request Now The vitality of a particle can change on account of electronic advances, and it can make advances between its rotational and vibrational states. They are more confused than nuclear spectra and can give more data about electronic vitality levels and about bonds length, quality, and blessed messengers (1).Stopped-stream technique:The arrangements are blended quickly and constrained from syringes into a blending chamber intended to guarantee that the stream is tempestuous and that total blending happens rapidly. Behind the chamber, there is a perception cell fitted with an unclogger that moves back as the fluids flood in and faces a stop after a specific volume. Filling the chamber relates to an abrupt making of an underlying example of the response blend. The response at that point proceeds in the altogether blended arrangement and is observed spectrophotometrically. After a brief timeframe of the stream, the stream is halted abruptly when the perception cell is filled by a contradicting cylinder which is connected to a detecting switch that triggers the estimating gadget (2). Little volumes of arrangements are utilized, and the kineticequations for displaying the responses are proportional to those utilized inconventional strategies in which fixation and time are measured.It is valuable to concentrate quick responses that have half-lives as short as a couple of milliseconds. It is proper for contemplating biochemical responses, for example, examining proteins. ? Arrangement of Peroxynitrite Peroxynitrite, an inorganic particle of natural intrigue, is the result of the mix response between nitric oxide (?NO?^†¢) and superoxide (O_2^(†¢-))(4).?NO?^†¢+ O_2^(†¢-) ? ?ONOO?^-Increasing affectability can possibly permit the response to be estimated, to be concentrated by hindering the response rate using lower centralization of reactants.the pace of the isomerization response relies little upon the weight ‘high pressure hinders the pace of reaction'(3). With the halted stream strategy an estimation of 6.5 is found at millimolar phosphate fixations, while at 0.5 M phosphate the worth is 7.5The energy of rot don't follow first-request energy when the pH is bigger than the pKa.The energy of the rot of hydrogen peroxynitrite are not very weight subordinate: from halted stream explores up to 152 MPa the pace of the isomerization response relies little upon the weight. Materials: Deionized water. Supports, which are soaked with argon preceding use, from salts and acids. Newly arranged peroxynitrite. Prepration: Peroxynitrite was set up by an adjustment of biomimetic amalgamation of nitrogen monoxide with strong potassium superoxide. To sum things up, 30% mol nitrogen monoxide was added to 100% mol strong potassium superoxide that was mixed with sand under argon in a 100-mL Erlenmeyer cup. Laser Flash Photolysis: the accompanying responses could take place:(i) Isomerization: cis and trans-peroxynitrite: (ii) Photodissociation: (iii) Photoionization: Reactions 3-6 can be dismissed and for spectroscopic reasons responses 8 and 9 must be abandoned.Under the supposition that we watched the reverseof response 7. The worldwide examination gives a rate consistent of (1.5-2.0) Ãâ€"?10?^10 M^(- 1) S^(- 1). Customary second-request examination at 25 distinct frequencies and 4 diverse laser powers brought about an estimation of (1.6 ( 0.2) Ãâ€"1010 M^(- 1) S^(- 1).The rate consistent for response 7 of 1.6 Ãâ€"?10?^10 M^(- 1) S^(- 1) is higher than those revealed by different specialists. These rate constants were estimated under trial structures that include response falls to show up at the reactants. The quick one-advance creation of superoxide and nitrogen monoxide detailed in this has the benefit of permitting estimation of the recombination rate not convoluted by other processes.The high rate consistent has significant ramifications for the age of peroxynitrite in vivo. Under typical in vivo conditions, the centralizations of nitrogen monoxide and superoxide dismutase are on the request for 1 Ãâ€"?10?^(- 8) and 5 Ãâ€"?10?^(- 6) M, individually, whereby superoxide dismutase rummages 98-99% of all superoxide, and therefore next to no peroxynitrite is framed. Close to an initiated macrophage the nitrogen monoxide and superoxide focuses might be multiple times higher, and the proportion of superoxide responding with nitrogen monoxide to superoxide responding with superoxide dismutase gets 3:2. While contemplations dependent on homogeneous arrangement energy don't really apply to the inhomogeneous milieu inside or outside a cell, they do show that peroxyitrite development is likely.According to the instrument we can speak to the rate law as:Rate = k [?NO?^†¢][O_2^(†¢-)]In expansion to the deciding advance, a second-request bend was gotten which demonstrates that the general request of this response is 2. Step by step instructions to refer to Spectroscopy, Papers

Blue Collar Workers in Karachi

Blue Collar Workers in Karachi Free Online Research Papers An industrial specialist is an individual from the common laborers who performs difficult work (or rudimentary work as expressed in the table) and acquires a time-based compensation or a pitiful month to month wage. Industrial specialists are recognized from administration laborers and from white neckline laborers, whose employments aren’t thought about difficult work. Notwithstanding, some assistance laborers are regularly alluded to as manual specialists. Hands on laborers might be talented or untalented, and may include plant work, support, or specialized establishments. With the wealth of populace in Pakistan it is basic that there is an absence of occupations accessible to the populace. A great many people wind up taking up any kind of employments accessible, which for the most part end being the manual ones. As indicated by 2001 insights, Pakistan houses 7.8 million hands on laborers. With such an extraordinary number it is evident that individuals start to comprehend their significance and give them their due as there is a general origination that society considers industrial laborers to be underestimated and abuses them. Pakistan is a quickly creating nation which has confronted a number on difficulties on both the political and monetary fronts. Regardless of being an extremely poor nation in 1947, Pakistan’s financial development rate was superior to the worldwide normal during the resulting four decades, however rash strategies prompted a decrease in the late 1990’s to a great extent because of political unsteadiness. As of late, wide going monetary changes have brought about a more grounded monetary out look and quickened development particularly in the assembling and money related assistance divisions. Anyway the western world and the Japanese have developed businesses higher than ever, leaving second and underdeveloped nations like Pakistan a long ways behind. The majority of the speculations and advancements utilized by them in pretty much every field are regularly possibly utilized by us when the west terms them outdated. When such field that has commonly discovered Pakistan left needing is â€Å"Human Resources† or HR as it is prominently named. Of the considerable number of assets accessible at a management’s removal the human factor is the most troublesome asset to control. Human asset alludes to people who make a crucial commitment to the accomplishment of the executives objectives. It ought to be the objective of each supervisor to get the best out of his staff consequently expanding efficiency and thusly benefit. Presently so as to impact the laborers, directors need to comprehend three components of the laborers nature: 1) Attitude: is an inclination to respond to someone in particular, idea or circumstance with a specific reaction. 2) Perception: is the physiological procedure of choosing boosts, arranging information into examples and deciphering that data. 3) Job fulfillment: to a worker’s feeling of accomplishment and achievement. In the consistently developing business world, culmination is incredible to such an extent that each association needs to ceaselessly expand its viability and proficiency so as to endure. An administration needs to accomplish the ideal harmony between keeping laborers cheerful and business related feelings of anxiety so as to get the best out of their laborers. Individuals need to feel that they are having any kind of effect, particularly with regards to the employments they do. At the point when laborers know that their work has any kind of effect to other, even in little ways, their activity fulfillment rises thus does their efficiency! Anyway it is grievous that in Karachi, or Pakistan too so far as that is concerned, minimal authority right or regard is given to human asset laborers because of wasteful human asset capacities. The individuals who will in general get the most exceedingly terrible of the arrangement are hands on laborers. An industrial laborer is an individual from the average workers who performs physical work (or basic work as expressed in the table) and wins a time-based compensation or a pitiful month to month wage. Hands on laborers are recognized from administration laborers and from cushy specialists, whose employments aren’t thought about physical work. In any case, some assistance laborers are frequently alluded to as manual specialists. Manual laborers might be gifted or incompetent, and may include processing plant work, support, or specialized establishments. As indicated by 2001 insights, Pakistan houses 7.8 million hands on laborers. With such an incredible number it is obvious that individuals start to comprehend their significance and give them their due. Degree For this example study ten individuals were picked, every one of whom are hands on laborers from an assortment of fields. On the accompanying page is a rundown of the talked with competitors and their calling. Because of different requirements a quantity test to incorporate the accompanying gatherings was made, ( people chosen structure the gathering has the number referenced in sections according to the table on the accompanying page, one individual might be remembered for more than one gathering): 1) Contractors (6) 2) Law requirement (7) 3) Under age workers (4) 4) Immigrants laborers (5) 5) Skilled experts (1,2 and 8) 6) Running a pitifully business (3) 7) Employees engaged with support (4, 9 and 10) 8) Religious minority (10) 9) Working in a similar association (9 and 10) 10) Elderly laborers (5) Next we met the 50 individuals from overall population with regards to what they felt about the industrial specialists, and what they would do on the off chance that they were hands on laborers. System As the report will be founded on three angles, a poll was structured on different parts of the people work to be filled in by direct meetings of ten hands on laborers. The subsequent part comprises of surveys filled in by the overall population with respect to their perspectives on the industrial specialists and what they would do in their place. This would give the information to the examination. Examination of this information would furnish us with data with which we could work to accomplish the goal. Wasteful aspects in technique: As a large portion of the chose people were ignorant, all answers were filled in by the questioner in this way causing the accompanying errors: 1) There was a language contrast, the poll was in English where as all answers were given in the local language of Urdu. 2) As the inquiries were fairly close to home they could be the liable to inclination for eg. Zareena guaranteed her pay was rs.500 anyway on meeting with her administration it was discovered that it was nearly equivalent to her partner, Daniel Bhutta that is rs. 3000. 3) The surveys filled in by the overall population were not really filled in with all sincere. Discoveries (The information from each question has been sub-separated into headings) General Trends Question 1 â€Å"How did you get into your present line of work?† The most striking perception here is that 6 out of the 10 individuals met were impacted to begin their present profession by peers, two had to by condition and just two followed their energy. Question 2 â€Å"Do you like your present work?† Obviously all, aside from one individual were happy with their work. The outline beneath gives generalized purposes behind loving/despising their work, demonstrating the individual reasons and energy variables to the most prevailing: Question 3 â€Å"Do you have some other skills?† 6 out of the 8 guys have different aptitudes as carpentry, driving and so forth anyway just one, the cop †nadeem akhtar, has an ability that might make him an office specialist. None of the females then again have abilities. Question 4: â€Å"About you present work: What do you like most? What makes you miserable? The Above table delineates the idea of the different answers that were given. a) Reasons given for loving work No. Spiritual 1 Environment 3 Nature of Job 5 Respect 0 Compensation 1 a) Reasons given for despising work No. Spiritual 0 Environment 1 Nature of Job 3 Regard not given 4 Absence of compensation 2 Question 7 â€Å"Is there any part of your work that you might want to change?† The accompanying diagram shows the recurrence of answers given, the greater part of which were relating to work timings, pay and the board. Question 8 â€Å"Are your income adequate to help your family?† Obviously all the appropriate responses were imprudently â€Å"NO!!†. the general consumptions referenced in the request for most to least referenced were 1. Lease 2. Power 3. Food 4. Petroleum 5. Kin/kids instruction 6. Hospital expenses Note: In many cases the applicant was not by any means the only winning individual from the family. Question 12 â€Å"Given your current conditions which would you prefer?† a- A new position b- a new position in an alternate field c- self work/business d- remain in the present position The Following Graph shows each answer picked: Question 13: â€Å"Which of the four qualities do you want most from your work place? a- Compensation b- Recognition c- Status d- Social collaboration The Following chart shows the recurrence of each answer picked: Mentality: Mentality is an inclination to respond to someone in particular, idea or circumstance with a specific reaction. Demeanor by and large changes from individual to individual and all around. It is a self scholarly activity created by past perception, encounters and impact of others mentalities, Question 8 â€Å"Are your income adequate to help your family?† The response to this inquiry was consistently a â€Å"no†, however it demonstrated a typical emotional disposition in all subjects. The last piece of the inquiry demonstrated a subjective character about what every laborer feels about his home hold uses. It can securely be inferred that lease beat this rundown as demonstrated before. Question 9 â€Å"What keeps you inspired to work?† An assortment of answers were given to this inquiry, which depict how various individuals have various perspectives. The overwhelming persuading factor was endurance and accommodating their families, such representatives have no close to home aspirations, no longing for any kind of profession development.

India: Land of Diversity Essay

The western culture has consistently been known for its dynamic nature. It has given its adherents a great deal of opportunity and transparency. Be that as it may, there are times when the opportunity jumps on to you. This is the point at which one beginnings feeling the void and the vacancy and starts needing for a type of help or somebody to look upto as a managing power. Since numerous decades, the westerners have been looking towards India to spare their bubbling hearts and profound quality by its mysticism. This is on the grounds that India is the place where there is sages and incredible thinks and reformers who have reached far and wide spreading the genuine message of god. Their expressions and lectures have been managing we all since ages to tune in to the voice inside us and have a significant existence. The developing driving force of mysticism on the planet was conceived in India and it has been the banner conveyor of this since ages. India is where a wide range of religions and practices live respectively in complete aggregate, one next to the other. India has consistently been available to guests. There has been an old renowned saying in India which says: â€Å"Atithi Devo Bhava† which truly means state that visitor is god. The Indians have lived by this idea since the absolute starting point and still practice it. This is the motivation behind why when any outsider came to India (in view of whatever thought processes, India was there with great enthusiasm to invite them. It began with the Aryans, at that point came the Persians, Mughals, British French and some more. All were invited in India with equivalent appreciation. The humbleness and accommodation has likewise been pervasive till now. It invited the Dalai Lama when he got away from Tibet after the Chinese agression.This is another case of the honorability that India has been Famous for. India and its have additionally been popular for assisting others. It helped Bangladesh to win opportunity and autonomy from the past Pakistan. The acts of supportiveness and help have been completed like a convention since ages, moved starting with one age then onto the next. India has become the land where societies and musings intermix to give a by and large better approach for living to the individuals. Since being a home to individuals from various societies, the inhabitants have figured out how to regard all the different societies and customs. Come to India-the main nation in the worldâ where you will locate a Hindu sanctuary, a congregation and a mosque connecting one another and adherents of any of them visiting each. This is the best piece of the fundamental Indian idea †resistance and regard for everybody. So whatever be your way of life, convictions, strict practice, India can without a doubt cause you to feel at home. India is really a place where there is extraordinary social legacy and advanced conventions. The impact of different societies on one another is clear from the engineering styles, language just as the practices in different pieces of the nation. This inborn blend of highlights of different societies and conventions gives India the spot and the notoriety of being the most lenient and patient nation on the planet.

How to Retain the Best Employees

How to Retain the Best Employees Retention assumes great importance in the current environment for a number of reasons including: the economy improving, young employees looking for more progress in their career, management not always being able to motivate the younger generations, the work environment not keeping abreast with the outside world, the workforce being in great demand and vicious competition for talent. © Shutterstock.com | alphaspiritIn this article, we examine: 1) employee turnover â€" the actual total losses per departing employee, 2) top 10 reasons why best employees might leave, and 3) how to keep them from leaving.EMPLOYEE TURNOVER â€" THE ACTUAL TOTAL LOSSES PER DEPARTING EMPLOYEEIt is difficult to fathom the costs for employee turnover because the costs are of a considerably hidden nature but not impossible. One must take into consideration certain factors that figure in determining the actual total outlay per lost employee (this includes not just monetary losses but also lost time).Lost productivity: When someone leaves, there may be no one to take his place for some time. If other employees chip in, the likelihood is that only the key tasks would be completed while other tasks are left undone. Further, even if there is a replacement for the lost employee, it may take him up to 2 years to reach the level of efficiency of his predecessor.Lost knowledge: Plenty of people may be able to perform the responsibilities that the previous employee engaged in. However, they may lack in the knowledge the lost employee had in terms of things like: where relevant information is located, passwords, knowing people, traditions and the boss’s preference; and other information that comes from handling the job and working at the firm for years.Advertising, recruitment, and hiring: There are expenses whether the recruitment is carried out in house or through external recruiters. With respect to in-house HR, the recruiting staff, HR or hiring manager (one man handling the entire hiring process, usually in small business) have to devote time and expense towards advertising job vacancies, screening resumes, interviewing and on boarding. Sometimes, the associated expenses can go as high as 1.5 times the annual salary, maybe even more. For lower level positions, the expenses would be much less but still considerable. Interviewing local candidates may cost less but a good d eal of time is spent in perusing resumes, interviewing candidates and discussions among colleagues to select the right person to hire. Similarly, external recruiters have to be paid for their services, whether contingency firms or retained firms.Onboarding for a new hire: Onboarding for a new hire entails expenses pertaining to training and the management’s lost time.Training expenses: For the initial 2 to 3 years of training, the management may have to spend at least 10 to 20 percent of an employee’s pay or even more. Even after training classes, someone would have to check the new employee’s work till the latter has proven himself. So the employee who trains is losing time away from his work.Lost engagement (of other employees): Demoralized by a high turnover rate in their company, the remaining employees feel less engaged and consequently, productivity suffers.Overworked employees (overtime to make up for the lost employee): Some of the other employees will have to put in e xtra hours to complete the work of the employee who left. Even if they are not paid extra for this, the overwork exhausts them and negatively impacts their quality of work, engagement and job satisfaction. They may decide to leave themselves and start job hunting. The longer they have to be in a overworked situation, the more difficult it will be for the management to get back their goodwill even after a replacement has joined.Cultural impact: Whenever an employee quits, other employees wonder as to how it happened and may become depressed because of it. This is addition to the unhappiness associated with their additional responsibilities such as extra work and the need to train new staff.Customer service and mistakes: New employees may be less skilled or require more time with respect to resolving issues. This may lead to costly errors (more in the healthcare industry). Initially, if they are not able to deliver as good customer service as their predecessors, it may cause customer dissatisfaction and complaints.TOP 10 REASONS WHY BEST EMPLOYEES MIGHT LEAVE1. Salary/No raiseAccording to a recent survey from CareerBuilder which determined the reasons why employees in the U.S would want to leave their jobs in 2014, the top reason was found to be concerns over salary (66 percent). Paying employees well is a sign of respect. The majority of good employees won’t ask for a raise. Sooner or later they’ll get frustrated and quit.2. Stagnancy (no career growth)According to the Randstand Workmonitor Survey of June 2014 covering 33 countries across the globe, 66 percent agree that they would change jobs to get better career opportunities. This statistic just goes to show how much importance employees attach to being able to grow their skills and progress in their career, wherever they work. If they’re not satisfied, they’ll look elsewhere.3. Feeling of detachment from the big pictureEmployees feel demoralized when they don’t know how their work relates to the o verall business plan and strategy of the organization. If they don’t feel connected, they may be prone to leaving.4. Unsatisfactory work-life balanceIt is not uncommon for employees to handle personal matters during work hours or to engage in work-associated matters in the middle of the time they usually spend with family or for other personal matters. The outcomes of poor work-life balance can be seen in terms of absenteeism, stress and burnout and reduced productivity which shows that an employee doesn’t really feel happy about coming to work.5. Poor communication between management and employeesIt is a well-known fact that more than jobs or companies, employees leave their managers or immediate superiors. With respect to poor communication between the management and employees, employee complaints are frequently with respect to the following:Failure to give the employee a framework within which the latter believes he can succeed,Lack of lucidity about earning potential,Lack of lucidity about expectations,Did not carry out scheduled meetings,Not enough feedback pertaining to performance.6. Considerable stressChanging expectations from the management can be a recipe for irritation, nervousness and considerable and unhealthy stress. In addition, poor work-life balance and a rigid work environment can also add to stress.7. No recognition or feeling of valueWhen employees feel they are not recognized for their hard work or achievements, that they are taken for granted or not valued, their motivation and job satisfaction comes down. According to a Spring 2014 GloboForce Survey, 86 percent of those surveyed agree that being recognized for their contributions and efforts motivated them in their job.8. No funWorking for eight straight hours without any fun or entertainment in-between is less and less appealing to the majority of employees, especially when the world is currently so fast-paced and interconnected in nature. Inflexibility in the work environment as w ell as boredom and lack of challenge in the job are deterrents when it comes to employee retention.9. UnderemploymentWhen an employee feels that his skills are being underutilized or that he is not being challenged enough to stretch his skills, he feels discouraged and less engaged. In addition, when skills are not properly matched to a particular job profile, it may create problems in employee job satisfaction as well as productivity.10. Friction with co-workersFriction with co-workers can affect employee performance negatively and consequently, company morale and customer satisfaction. This in turn would make the affected employee(s) feel like moving to a more harmonious, positive work environment by working elsewhere.HOW TO KEEP BEST EMPLOYEES FROM LEAVINGFair pay, raises when deserved and perksTake steps to ensure equitable treatment and fairness when it comes to the salary for your employees and to pay in accordance with what’s required by law. An employee with similar experi ence, qualifications and contributions than another employee should not feel that he is being paid less than his counterpart.At the minimum, employees should be paid market rate or even more than that as soon as you can afford it. It is good to establish a wage and job evaluation system. Give your employees raises when they deserve it, don’t delay or it will be too late. Also give them perks that would keep them motivated to put in their best.Give them learning opportunities and a growth pathHelp your employees make a development plan. Ask them about the skills they wish to learn and the areas they desire to improve and within which time frame they hope to do so. Arrange training programs to help employees with their development endeavors. Endeavor to incorporate challenges into their work. Whenever there are vacancies in your company, before looking elsewhere for people to fill the vacant slots, look within your own company to see if anyone’s skills could be stretched so as to be ideally suitable for the position. In addition, ensure that your employees come to know of internal openings as and when they come so that they can apply for them if they want to.Make them feel a sense of purpose and contribution to business goalsManagers must make it a point to spend time individually with each of their reporting staff and discuss how the latter’s job, deliverables and contribution relate to the company’s business plan and strategy taken as a whole. This will help the employees feel that their efforts are linked to something that is bigger than their job alone. Don’t leave the responsibility to your executive staff or even take it for granted that they would communicate this information to your employees. Help improve their work/life balanceProvide flexible work arrangementsArrangements that can be considered include:Allowing employees to put in extra hours during the week so that they get a half day each week or an additional day off on every alternate we ek,Part-time work arrangementTelecommuting (even once a week would be appreciated)Vacation and sick-leaveProvide employees with an opportunity to earn or purchase more vacation time. Supervisors would also do well to encourage employees to utilize their sick-leave and vacation benefits when it is evident that they are ill or burned out.Provide an Employee Assistance Program (EAP)This is a work-based, voluntary program that provides confidential and free assessments, referrals, short-term counseling and follow-up solutions to employees with work-related or personal problems. Services provided may include elder care, referrals for childcare and adoption support.Devote time to clear communicationOne cannot underestimate the importance of non-verbal cues. Face-to-face communication with employees is essential for the communication to be effective, as well as to establish trust. With respect to employees in remote locations, it would be wise to meet up with them in person a minimum of tw o or three times a year, if not once a month. Advocate an open-door policy so that employees can come to you freely with their feedback and concerns. Devote time to giving your employees lucid performance-based feedback, as well as to clearly communicate their earning potential to them.Let your employees know exactly what you expect from themManagement thinkers such as Curt Coffman and Marcus Buckingham (author of “First Break All the Rules”) and Ferdinand Fournies (author of “Why Employees Don’t Do What they are Supposed To Do And What To Do About It) concur on this: a satisfied employee has a clear understanding of what the expectations are from him, every day at work. This does not mean that jobs should be unchanging. Managers should endeavor to have a specific framework in place within which people can have a proper awareness of what is expected from them. When expectations keep changing, people feel unhealthily nervous and stressed.Appreciate, recognize, rewardEnsure th at your employees feel appreciated, recognized and rewarded.Say “thank you” to your employees, that often would work wonders.Give your employees raises suitable for their degree of achievement and accomplishment.In addition to raises, provide bonuses and commissions, which would boost employee engagement and retention.Make it a point to give your employees more positive feedback or to appreciate them more often for the things they are doing right and their considerable hard work and dedication (wherever applicable).Reinvent the work atmosphereAttracting, engaging and retaining the best talent in your company calls for reinventing the work atmosphere and reducing the gap between work and play. Companies must be open to a culture of increased innovation and autonomy and engage staffs around a powerful purpose and mission. Here are some suggestions:Make snacks or healthy food items easily available in the officeLet employees have some time towards the end of working hours for pure funProvide an opportunity once every month, all employees can go for a movie and lunchMatch job to employee skillsThe requirements of a particular job should be carefully examined for the requisite skills and employees should be tested for the required qualifications. Utilize job descriptions and job analyses to lessen the possibilities of there being a mismatch between the staff’s skills and the job.Resolve coworker conflicts before they get worseTalk to the clashing coworkers and try to find a solution to the problem. Be open to the points of view of both parties. You can brainstorm ideas in such a way that you ultimately arrive at a win-win solution. This must be done fast lest the situation should reach a level where it goes out of control. You can also consider bringing in a mediator or a neutral party. If the dispute is an emotionally charged one, let there be a cooling off period for the feuding parties before working on a solution. Then move forward, promote an environment of tolerance, respect and civility in the office.5 Secrets For Attracting Retaining Superior Employees | Be The Best Boss Have a solid employee retention strategy in place and reap a number of benefits including reduced employee turnover and optimum business success.

How to Compare Two Experiments on the ACT Science

One type of ACT Science passage, Research Summaries, will present descriptions of one or more related experiments and will require you to answer questions about one or both experiments. To compare them accurately, answer the following questions as you read: How is each experiment set up? Make sure you understand the method for each experiment. What tools/processes/chemicals are used? What does the data show? Pay close attention to the results of each experiment. Usually this is presented in tables or charts. How do the different variables relate to one another? Draw arrows on the tables to show the trends. How do the experiments differ? There will be certain elements common to both experiments, and one or more elements will change from Experiment 1 to Experiment 2. Circle the new information. Then focus on the results – do the variables interact similarly or differently in the 2nd experiment? Is the range of data greater or smaller? Try a sample passage and practice question! Passage I A student wishes to discover for herself what effects, if any, pressure and temperature have on the solubility of various solutes in water.   The solute of a solution is the substance that is dissolved by the solvent. Experiment 1 At a constant pressure of 770 torr, a student tested the solubility of five compounds at different temperatures.   In order to do this, the student started with 100g of water and gradually added the solutes, in five separate trials, until no more of that solute could dissolve.   All of the solutes tested in this experiment were in the solid state unless otherwise indicated.   The results of this experiment are summarized in Table 1. Experiment 2 A second experiment was conducted at a constant temperature of 25ËšC under different pressures.   In order to do this, the student gradually increased the pressure of the solutions while determining the effect on solubility.   The solvents tested were in either solid or liquid state.   The results of this experiment are summarized in Table 2. Question The solubility of CO2 is tested at 25 ° and 75 torr. According to the data, its solubility in g solute/100 g of water is most likely closest to what value? (A) 5 (B) 10 (C) 45 (D) 50 According to Table 2, the pressure and solubility of a gas are directly proportional. Since the solubility of CO2 is 20 g/100 g water at 150 torr, its solubility at 75 torr should be half of 20, or 10. The correct answer is (B).