Senseless by David Archuleta free essay sample

On January 6, 2011, a song that didn’t make it on David’s debut album leaked. The song is called â€Å"Senseless†, written by James Fauntleroy, who helped pen another one of David’s songs, â€Å"My Hands†. And this song is a little bit like it. With an RB vibe, showing David’s rougher voice and his sensitive side. The song is about a girl breaking up with him, and how he can’t handle it. It’s making him senseless. This song seems a bit extreme for David, considering he’s said he would never act this way over a girl. It seems like that’s why this song didn’t make the album. It’s a lot like â€Å"She’s Not You†, another reject off of the debut which was leaked last year. Both songs show a more vulnerable David, going crazy over a girl, and that’s not the way David is. We will write a custom essay sample on Senseless by David Archuleta or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Though he puts a lot of emotion into this song when singing it, it’s pretty obvious he doesn’t connect to it as well as others. So if the question is whether this song should have made the album, I’d say no. It’s a great song, and David sings it amazingly as usual, putting the right emotion where it’s needed, but it’s not â€Å"him†. It’s a lot more believable to hear David sing about touching fans’ hands rather than things like this. Fans would much rather want to hear the real â€Å"David† in his songs rather than him singing a good song just for the sake of a good song.

Andrei Tarkovskys Andrei Rublev

Andrei Tarkovskys Andrei Rublev Free Online Research Papers Andrei Tarkovskys Andrei Rublev Creativity is one of the most important motifs in Andrei Tarkovsky’s critically acclaimed Russian film, â€Å"Andrei Rublev.† Although Tarkovsky never comes right out and explains his views on creativity, he expresses them to us through the vehicle of three of his characters: Andrei Rublev, The Jester, and a young bell-maker. Each of these characters is a creator who struggles in some way with the creative process. Andrei Rublev is a talented and successful Russian icon painter who is known throughout Russia for the quality of his religious depictions. At one point in the movie, however, after he has done a lot of thinking about the value of his work in the modern world, he decides to give up painting forever. When he decides to do this, he is under the impression that his art is worthless, that it is no longer appreciated by the people because the people are no longer good Christian followers. After all, the value of his art lies in its ability to move its viewers, to make them feel the love of their Lord; if the majority of the people in the world have strayed from their Christian beliefs, then his art can no longer have this effect on them. They cannot feel the love of the Lord if they have forgotten him. There is one scene, in particular, in which Andrei realizes how immoral and Godless the people of his country have become. In this scene, he is captured by a group of reveling pagans and ti ed upside down to a cross, an evil symbol meant to mock the crucifixion of Jesus. Eventually, Andrei decides to start painting again. But why? Although the movie never gives you a definite answer in regard to this question, I have a theory. Because Andrei had seen what a bad state the world was in, he decided to paint again because he believed that if he could create something great enough, he might be able to reverse (or at least slow) the world’s descent into evil. It dawned on him that the Lord had given him the ability to paint for a reason – to enlighten and inspire the masses – and it would be a sin to waste that ability. The Jester is another creator in this movie. Instead of painting religious icons like Andrei, he composes songs and verses which are designed to both entertain his friends as well as ridicule and poke fun at his oppressors. At one point in the movie, he is punished for one of these songs – a comically scathing song about a tartar. His punishment shows how it is dangerous for someone to create something that criticizes the ruling powers in a country. Tarkovsky probably meant this scene to act as a mirror for the situation in his own country, where a great deal of art and creativity was censored by the Communist government. Aside from this, the Jester is also meant to symbolize how creativity can exist in any level of the social caste system. After all, the Jester was a poor and impoverished peasant. Most people during that time would have had trouble believing that someone from such a low socio-economic background could be skilled at anything beyond manual labor, but Tarkovsky is reminding everyone that they can be. In his opinion, creativity can exist anywhere. The third and final creator in â€Å"Andre Rublev† is the young boy, who is commissioned by the prince to fashion a bell for the cathedral. He is warned that if he fails at this task and the bell does not ring, he will be executed. In my opinion, this aspect of the movie is meant to symbolize the desire to create. Many artists are so passionate about their work, that failure to them is like death (just as failure to caste a working bell would be death for the boy). Research Papers on Andrei Tarkovsky's "Andrei Rublev"Where Wild and West MeetHarry Potter and the Deathly Hallows EssayHonest Iagos Truth through DeceptionComparison: Letter from Birmingham and CritoCanaanite Influence on the Early Israelite ReligionCapital PunishmentAssess the importance of Nationalism 1815-1850 EuropeQuebec and CanadaThe Effects of Illegal ImmigrationHip-Hop is Art

Aerodynamic Development Of Land Speed Record Car Engineering Essay

Aerodynamic Development Of Land Speed Record Car Engineering Essay This project is focused on the baseline aerodynamic analyses and optimisation of a Land Speed Record vehicle in terms of performance of drag and aerodynamic stability, and thereby, speed the vehicle can attain. The vehicle `Stay Gold’ shown below belongs to the David Tremayne, a Formula One journalist. It is his plan to break the current British Land Speed Record by achieving a speed of about 350 m/s. A photograph of the vehicle in its current form can be seen below. C:UsersCecilDesktopDSC07489.JPG Figure 1, (20)- Photograph of the Land Speed Record vehicle in its current form. In aerodynamic analyses, the prohibitive costs of conventional wind testing along with the advent of computing power, characterised by its decreasing cost has brought the applications of Computational Fluid Dynamics (CFD) to the fore front of research and industrial applications, (2). The complications of actual wind tunnel testing ranging from differences in boundary conditions to the scale and mounti ng of the object is covered well in existing literature, (1). CFD is a method for analysing complex fluid flow problems using numerical methods to solve the Navier-Stokes governing equations. This report begins with the study of high speed vehicle aerodynamics to understand the important physical phenomena taking place, i.e. Air flows linked with different parts of the vehicle. CFD has been established as a proven tool used to perform baseline simulations with different turbulence models, boundary conditions and grids. Consequently, the influence of compressibility by running cases with progressively faster operating speeds up to Mach 0.5 and the effects of varying the geometry of nose and body of the vehicle using low-drag fairings are studied. Literature Review: High Speed Vehicle Aerodynamics: Aerodynamics is the study of various forces when a body is in motion. As we know, any vehicle moving through a fluid experiences forces induced by the fluid on it. When a vehicle moves forw ard it displaces the static air in front of it and hence disrupts the air flow around the body. These induced fluid forces can be characterised into three main forces which can be represented on a Cartesian coordinate system as shown in the figure below, (19). Figure 2, (19)- Forces acting on a vehicle represented on Cartesian coordinate system The vertical force along the Z axis is called lift. In this context, the vertical force is usually pushing the car towards the ground. Lift force then would be negative. Instead, the term downforce will be used, which is the positive vertical force towards the ground. The horizontal force moving in the opposite direction as the vehicle along the X axis is called drag force. Drag force is created by the vehicle’s resistance to motion moving through the air. . Drag will always be negative with this axis system, although in the results it will be displayed as positive, (19). The horizontal lateral force along the Y axis is called side for ce which occurs due to strong cross winds or by vehicles being in proximity to each other. The magnitude of these forces depends on various factors like the geometry & speed of the vehicle, mass of the fluid, viscosity & compressibility. These three forces are the basic aerodynamic forces that act on a moving solid body. We concentrate on the reducing the drag force alone to achieve higher speeds.

Relegation System in Major League Soccer Term Paper

Relegation System in Major League Soccer - Term Paper Example Major League Soccer or what is popularly known as MLS is the official soccer league of United States of America. The tournament is endorsed by United States Soccer Federation and Don Garber is its present commissioner. Major League Soccer (MLS) was started in the year of 1993; however, the first session of competition was staged in the year 1996 with just10 teams. The teams were owned by the franchisees and are operated and functioned by its stakeholders. The present format of MLS has 19 teams who play with each other on a home-away basis. Among the 19 teams, 16 are from the US and the other 3 teams are from Canada. Some of the noticeable teams of the tournament include LA Galaxy, Montreal Impact, Toronto FC Dallas and Real Salt Lake among many others. The first season of the tournament witnessed record attendance however it felt below the expected level from the next season onwards. People started to lose interest in soccer as other sports such as baseball, basketball took the elite positions. The condition revived when players such as David Beckham, Cuauhtemoc Blanco joined the league as players of respective teams. The primary rationale behind the commencement of MLS was to strengthen the national football team of US. The quality of the league was in doubt when the USA was eliminated from the opening stages in the 1998 soccer world cup. Apart from that, 1994 Soccer world cup that was staged in the US was also another reason. The professional league helped the country to bid for the tournament.  ... The first season of the tournament witnessed record attendance however it felt below the expected level from the next season onwards. People started to lose interest on soccer as other sports such as baseball, basketball took the elite positions. The condition revived when players such as David Beckham, Cuauhtemoc Blanco joined the league as players of respective teams (Dure, 2010, p.xvi). The primary rational behind the commencement of MLS was to strengthen the national football team of US. Nonetheless the quality of the league was on doubt, when USA was eliminated from the opening stages in the 1998 soccer world cup. Apart from that, 1994 Soccer world cup that was staged in US was also another reason. The professional league helped the country to bid for the tournament. Formulation of Mission and Vision statements Mission and vision statements are important for running a venture. Also in case of MLS mission and vision statements, holds an important position. MLS was started in the year 1993 for the purpose of establishing a particular objective. Moreover in order to achieve the objective one needs to have clear vision of the future. While on the other hand a mission statement is being used to describe the purposes or aims of the new association. Hence it can be justified that mission and vision statement plays an indispensable role. The newly developed mission and vision statement for MLS are formulated below. Mission Statement To offer the country with new talents in football and also to encourage upcoming talents in the field of soccer. To enthuse the world of sports lovers by showcasing highest quality of entertainment. Vision Statement ‘We

Final paper Essay Example | Topics and Well Written Essays - 2000 words - 4

Final paper - Essay Example A market is said to be in perfect competition when there are a large number of buyers and sellers perfectly aware of the market prices, and no firm is large enough to have any economic power over the industry (Amacher & Pate, 2013). The two main characteristics of a perfect market are low barriers to entry and exit, i.e. any new firm can enter the market because of no restrictions such as high setup cost, legal barriers or any other. All the firms are earning normal profit as there is strong competition within the industry. Secondly, homogenous products are produced, i.e. all products are identical or standardized and are substitutes of each other, thus sharing the same price as well (Amacher & Pate, 2013). An imperfect competition is where there are not many producers in the market and there is less competition as buyers and sellers are not fully aware of the prices so different prices exist for same product in the market (Amacher & Pate, 2013). There are three forms of an imperfect market: Under this structure, there are few sellers as compared with perfect competition and the products produced are differentiated due to branding, which gives the producer a way to have his own pricing policy and thus can earn more than normal profits (Amacher & Pate, 2013). There are a few suppliers in the market in this structure, and every supplier has a substantial control over the prices, and output produced because few suppliers control the entire supply in the market. There is strong rival consciousness because of the interdependence of suppliers. There is a possibility of product differentiation as well as substitute products, and the price-output policy of each supplier depends upon the degree of homogeneity or heterogeneity (Amacher& Pate, 2013). There is a single seller or producer who controls the entire market. As he

Heat combustion of Alcohol Essay Example for Free

Heat combustion of Alcohol Essay Background Information Alcohols are used as a source of fuel in many countries. For it to turn into fuel, alcohol must be burnt. Alcohol is also a good clean source of energy and heat. In this experiment I will be trying to find out the amount of energy produced when different alcohols are burned. In this experiment, the type of alcohol will be tested is Ethanol. Ethanol is a colourless liquid and is sometimes referred simply as alcohol or spirits. Carbon chains with a hydroxide molecule at the end of the chain make up an alcohol. Ethanol is a straight-chain alcohol and its molecular formula is C2H5OH. Its empirical formula however is C2H6O The heat of combustion of any substance is the amount of heat energy given out when 1 mole of that substance burns completely in air. Every covalent bond existing in the molecule has a bond energy. This bond energy is the amount of energy needed to break the bond or the amount of energy given out as a bond is formed. Concentration of an alcohol is related to the number of moles per decimetre cubed of the substance. The more concentrated the substance the more the substance will burn thus more heat energy is given out. Research Question Will increasing the concentration of ethanol affect the heat of combustion of the alcohol? Hypothesis It is hypothesised that increasing the concentration of ethanol will increase the heat of combustion of the alcohol. Variables Independent The concentration of ethanol (Molar) * 0.5 Molar ethanol * 1.0 Molar ethanol * 1.5 Molar ethanol * 2.0 Molar ethanol * 2.5 Molar ethanol Dependent * Heat combustion of the alcohol (à ¯Ã‚ ¿Ã‚ ½C) Controlled What will be controlled How it will be controlled Method of taking the temperature of water The thermometer will be placed in the middle of the conical flask and the tip of the thermometer will be touching the bottom of the flask. The conditions of the surrounding area The experiment will be carried out in standard lab conditions. Avoid contamination and residue to the next experiment when using the thermometer Distilled water will be used to thoroughly clean out the equipments before experiment. Equipments will not be reused for the next experiments. Method Drawing up data tables Molar of Ethanol Trials Initial temp (à ¯Ã‚ ¿Ã‚ ½C) Final temp (à ¯Ã‚ ¿Ã‚ ½C) Temp change (à ¯Ã‚ ¿Ã‚ ½C) Initial mass (g) Final mass (g) Mass used (g) Qualitative Data Getting apparatus ready 1. Set up the electronic scale and attach the metal clamp to the retort stand 2. Using the label stickers and permanent pen, label the beakers that contain the different molar concentration of ethanol accordingly 0.5; 1.0; 1.5; 2.0; 2.5 3. Label the beaker containing water 4. Using the distilled water, thoroughly clean out the conical flasks and measuring cylinders Carrying out experiment 1. During the experiment, record any smell or colour of alcohol and any observation in the Qualitative Data table 2. Fill the conical flask with 100mL of water. 3. Place the thermometer inside the conical flask and record the initial temperature of the water 4. Keep the thermometer inside the conical flask 5. Clamp the flask at a height approximately 2cm from where the spirit burner will be placed below 6. Fill the spirit burner with just enough 0.5 Molar of ethanol so that the wick is half soaked in alcohol 7. Weigh the spirit burner attached with the lid containing the alcohol and record the initial mass 8. Place the spirit burner under the conical flask and use the matched to light the wick 9. When the water temperature reaches approximately 40à ¯Ã‚ ¿Ã‚ ½C, blow out and extinguish the flame 10. Record the exact temperature reached when flames were extinguished 11. Using the tongs, move the spirit burner and lid to the electronic scale and weigh the final mass 12. Dispose the water and alcohol inside the spirit burner 13. Repeat steps 1 11, but change the type of ethanol in respect to independent variables 1.0 Molar, 1.5 Molar, 2.0 Molar and 2.5 Molar of ethanol 14. When repeating steps 1 11, make sure a new conical flask and water is used and also a new spirit burner is used 15. When all five experiments of the different molar concentration of ethanol is completed, repeat the experiment another two times for each molar concentration of ethanol in reference to the data table Calculations 1. Final temp Initial temp = Temp change (à ¯Ã‚ ¿Ã‚ ½C) 2. Final mass Initial mass = Mass used (g)

Sir John A. Macdonald Essay -- Canadian History

Sir John A. Macdonald Sir John A. Macdonald was born in Glasgow, Scotland, on January 10, 1815. His fathers name was Hugh Macdonald and his mothers name was Helen Shaw. His father had migrated to Glasgow from the town of Dornach. His father was a very pleasant and easy going guy and he alwasys wanted to make everyhting better but he usually made things worst. He was a man that had lots of friends, he would talk a lot and drink too. His mother came from Spey Vally. His mother was a very smart girl, she was like the opposite of his father. His mother and father got married on 1811, and after 8 years they had 5 children, the eldest child died and after John was the eldest. In Glasgow his fathers business wansn't doing that good and he thought that if they would move to upper Canada they would have a better life there. So finally in 1820 they sailed to upper Canada. They arrived at Kingston in mid July, and John was only five years old. When he arrived his thought about Scotland just disapeard. The M acdonald family decided to stay in Kingston. Sir John A. only went to school untill 1829, when he was only 15. His parents couldn't afford to send him to University. He says that if had went to University he wouldn't have went into politics. When he turned 15 Sir John A. articled to a Kingston lawyer, George Mackenzie, so he was learining Law. In 1832 Mackenzie opened a branch office where he put Macdonald in charge of it. Later on he had taken over another law practice i...

Research Bank Sohar

Research Project Contents Table ContentsPage number Acknowledgement Abstract Action Plan Chapter 1 INTRODUCTION 1. 1Introduction 1. 2Rationale of the Study 1. 3Objectives of the Study Chapter 2 REVIEW OF LITERATURE 2. 1 Introduction to the company 2. 2 Meaning of the topic 2. 3 Objectives and research of the topic 2. Different types of employee motivation Chapter 3 METHOD OF RESEARCH 3. 1 Design of the study 3. 2 Methods of collected data 3. 3 Types of research 3. 4 Sample size used in interview 3. 5 Limitation 3. 6 Analyzing the data Chapter 4 FINDINGS & RECOMMENDATIONS 4. 1 Findings 4. 2 Recommendations Conclusion Bibliography ACKNOWLEDGEMENTS At the outset, I would like to thank my Guide who explained to me about this Research Project in a very clear manner and assisted me at every step in completing it successfully, and my thanks are especially due to ———————————–for all his cooperation, in spite of his heavy schedules of work, and ———————– the Trainer who was very helpful in providing me with accurate information to use in this Research, and I convey my thanks to all the colleagues who cooperated with me by participating in the research by way of responding to my interviews and to the questionnaires which helped to lead me to findings and conclusions. Finally I thank all the people whoever helped me and stood by me to provide all the needful assistance to my requirement. ABSTRACT The productivity of the staff depends upon many factors for the bank. Humans are complex beings which ne ed continuous motivation to work without being burdened. Therefore, the Human Resources Department should not only impart motivational triggers but also should encourage the various groups of the staff to maintain a healthy competition; these ensure a continuous boosting of the staff’s energy levels. Dedication and loyalty to the company can also be cultured by providing staff with encouraging means to develop themselves as well as the company. The staff which feels comfortable with the bank will unlikely shift to other banks. Dedicated employees willingly work for the bank. By comparing with other banks, the bank should modify its policy’s and plans so as to not only attract more customers but also attract more staff from the other banks. Motivation thus plays an important role thus in maintaining a productive staff. A dedicated staff will anticipate not only customers’ needs but also try to develop bank through innovative ideas. This research is conducted to study the motivational aspects of Bank Sohar. The findings of the study demonstrate that proper strategies and right procedures are followed in this Bank Sohar. ACTION PLAN ID Task Name Start Finish Duration 1 Introduction: †¢Discussion with the guide about the topic. †¢Determine the requirement and objective. †¢Prepare questionnaires. †¢Planning for interview and making interview. †¢Determine and justify the research methodology. 2 Literature Review: 3 Data collection: †¢Determine and justify the research methodology. †¢Collection of both primary and secondary dates by appropriate methods. †¢Selection and preparing detailed and relevant objectives. 4 Analysis of the research project: †¢Analysis and interpretation of data and carry the research into specified areas. Making reviews with the guide regarding the project. 5 Documentation: †¢Prepare the full project in one accept format. †¢Present and evaluate findings and recommendations. 6 Presentation: Chapter 1: 1. 1 Introduc tion Bank Sohar was established on 9 April 2007. Although it is a very short time since it started its operations, it has been an extraordinary time as this new bank changed the ground rules for banking in Oman. Dr Mohammed Abdul Aziz Kalmoor, the CEO of the bank declared this year that their income of operating profit showed up a 31. 3% increase in 2010 from that of 2009. The bank’s net loans and advances grew by 14% in the last year. Customer deposits have augmented by 20% in 2010. Bank Sohar has introduced friendly financial solutions for everything from the purchase of cars to higher education. Their increased network has given it an added presence and opportunity to reach out their customers. Their new branches in prime locations of the county have given the bank an edge in the market and strengthened its position in the banking sector of the economy. Bank Sohar has developed a tradition of meeting the customers from different parts of the country at informal gatherings and road shows. This has turned out to be a model for modern marketing. Bank Sohar believes that customer satisfaction is the critical measure for bank’s success. All the decision-making processes at Bank Sohar are taken up by its finance team which assists the executive management and the board in planning and provides information and critical analysis of the Bank’s performance on a continuous basis. It is committed to providing quality banking solutions to help customers achieve their financial goals. A small example is that it is the Bank Sohar which introduced for the first time the cash deposit facility through their ATMs. All other banks in Oman emulated this bank soon. By adopting a lifecycle approach to the household sector they have created value-added services such as various savings deposits options, mortgages, consumer lending, insurances and wealth management products etc. In addition, they keep their clientele of small and medium entrepreneurs well informed of the market developments that may affect their enterprises. Bank Sohar always tries to tailor its services to suit the requirements of not only individual customers but also potential customer groups like the business communities. Thus they adopt sector-specific approach to corporate banking. As the network of the bank has increased through opening of several new branches, staff strength has automatically increased to over 500 by the end of 2010. Bank’s Omanisation ratio has steadily improved to 88% year after year. These achievements are due to the efficient management of human resources at the bank. The Human Resource Management (HRM) of Bank Sohar has been strengthening the profile of the bank by implementing its strategic goals through best international practices in human resource management. The bank encourages its staff to expose to the new and rapidly changing areas of banking industry. Facilities for learning and developing professional experience are regularly arranged by the staff at different levels. In short, Bank Sohar can be described as a bank, deeply committed to delivering excellent services with convenience and integrity to their customers. In no time it is sure to achieve their vision statement: â€Å"One stop financial super mall having boutiques of products and services across various segments, each with a unique set of propositions† 1. 2 Study the rationale As an employee in the Bank Sohar, I have the personal knowledge and understanding of the bank’s organization and its activities. Bank Sohar is he fastest upcoming bank in our country. It follows its own strategy to deal with the customers directly. Everybody working in this bank like me is treated respectfully and cordially. Their treatment can be said to be the main key for the progress of our bank during this short span of five years. 1. 3 Goals of the study –The main goal of this study is to recognize the methods of motivating and encouraging the staff at Bank Sohar. –Also it is to identify what makes the Bank Sohar achieve success in all branches in general and in Ruwi Branch in particular. Chapter 2: 2. 1 Introduction to the company: At Bank Sohar, banking is made easy. All the employees in the bank are committed to making the banking experience much smooth and efficient. Bank Sohar is well-reputed for its open and communicative relationship with the customers. They know that you are the best possible source to inform them the best way to cater your needs. Here you get specialized divisions ready to serve you. Customer’s requirement and queries are met by specialized Relationship Manager of the concerned division. They also try to solve all your banking issues with a click. With their e-Channels, your bank has become portable. Accessing your bank account has been made easy as you can access through the ATMs, Internet. Customers can also have online connectivity to their account through mobile phones. They offer a wide range of treasury services to large corporate clients, small and medium enterprises and various government departments and fund managers. †¢RO clearing and settlement †¢ RO payments to Bank Sohar accounts as well as to accounts at other banks having a presence in Oman †¢ Treasury and Foreign Exchange related services †¢ Local cheque collection †¢ Prompt query handling †¢ High degree of automation and straight-through processing †¢ On-line view only access to your account 2. 2 The meaning of the topic: Employee motivation plays vital role in the development of the company in many ways. ttp://www. managementstudyguide. com/importance_of_motivation. htm 2. 3Objectives and research of the topic: Bank Sohar provides the opportunities improvement to the productive staff. It’s in general trying to recognize the achievements and to earn more profitab le results which depends on the on the quality of staff performance, that’s why it always tries to provide their employees a good environment in order to promote personal growth. Bank Sohar gives importance to the group interest which is placed above the individual level. The officials at the bank always treat their customers, suppliers and even their colleagues very fairly and objectively. Behind all of the mentioned above, the following points are the main objectives of Bank Sohar which they are always trying to keep specific principles to help in improving their performance: †¢Provide healthy and safe workplace. †¢Make sure that the work environment is preventing the disabled people work practices and don’t present the prejudices and unreasonable barriers for which they are qualified within the bank. †¢Decrease the number of contribution for employees which can be made to the organization. †¢Recruit and return the right staff at the right time to the right place to work. †¢Promote the qualified and skilled staff based on there performance very fairly, which will gain their trust of fair treatments. 2. Different types of employee motivation: 1. Thanks award letter: Bank Sohar awards their staff monthwise by choosing the employee of the month, quarter and end of the year ,so that it provides them a voucher and including a Shukran (Thank You) Award Letter. Example: Mr / Ms†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Bank Sohar, Danq Branch NSC Department ,Oman 20 February 2010 Dear,†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Shukran (Thank You) for your initiative and good support. Congratulations and thank you for your hard work. We hope that your willingness and initiative serve as an example to your colleagues. We appreciate your commitment and dedication in cooperating the department in the absence of two staff who have resigned. You demonstrated that you were willing to shoulder additional responsibility and support the smooth running of the department. In token of our appreciation, this Bank Sohar awards you a Shukran Certificate, Smiley Badge and a Gift voucher. Yours Sincerely, HEAD HUMAN RESOURCE DEPT. 2. Long Term Services Award Upon the completion of 10, 20 and 30 years, staff will be given the following awards: 30 Years: Certificate signed by the Group Chairman, a gift of the employees choice (Approximately cost USD 1,000) and one month’s basic salary. 20 Years: Printed Certificate signed by the Deputy Chairman & CEO, Bank Sohar. 10 Years: Printed Certificate signed by the Area CEO. 3. Training: Overall Aim: To establish and maintain a key competitive advantage, Bank Sohar is committed to investing in human resources development through relevant ,planned and systematic training and other activities, which will contribute directly to the achievements of Banks business objectives, as well as meeting the demands of the Omanisation process. The basic training will be conducted by the Learning and Development Manager. Where necessary, regional training centre trainers at Muscat will conduct courses throughout Oman depending on the training needs. In addition, staff may be nominated to attend various training course held in Muscat and the group training at the Management Development Centre, Liverpool ,UK. External training may also be provided mainly through College of Banking and Financial Studies and other local institutes in Muscat, Salalah etc. On the job training may also be arranged, if line managers identify any such needs. Details of the training courses are available on the intranet or may be obtained from the Learning and Development Manager. 4. Career Development: †¢Employees retiring within two years from the date of drawing up or reviewing the rotation plan will be exempt from further job rotation unless it is deemed necessary to permit the rotation of others. †¢Should line managers be unable to rotate any of their staff in accordance with these guidelines he or she must justify the exceptions ensuring that the department head supports the exceptions made. In small or specialist departments such as HR,TSY, Legal, IT or for translators ,job rotation may have to be less frequent than the guideline suggested above. 5. Retirement: Staff will retire from Bank’ s employment on attaining 60 years (for male staff) and 55 years (for female staff). This is not applicable to temporary employees. Your age is the number of years elapsed since the date of your birth as stated in your identify cards, birth certificate or passport. The bank will write to you not less than one month in advance confirming the date on which you will retire. End of services benefits will be handled in accordance with the laws regulations of Public Authority for Social Insurance. 6. End of services benefits: For the Omanis Pension Scheme: Bank will pay 10% of the monthly deducted salary and contributes to the pension scheme of the retired Omani employees who will be receiving their monthly pension as per the rules and regulations of PASI. For the Expatriate employees Terminal Benefit: Bank will pay the expatriate employee a gratuity at the of half a month’s basic salary for the first five years of service, which will be granted at the time of quitting the job. 7. Occupational Health & Safety at Work: Making sure that they protect there staff health and safety at work is essential . We make the same commitment to our customers and any other visitors who come into our branches or offices. It’s the Bank’s objective is to promote a healthy working environment and a high level of safety management and fire prevention. As an employee of the bank, you have a major responsibility for maintaining health ,safety and fire precaution guidelines of the work place. These are essentially to: †¢Take reasonable care for your own health and safety and those who may be affected by your action. †¢To follow any laid down procedures and guidelines communicated to you. †¢To bring to the attention of management any defects in the building, electrical system and machinery. Chapter 3: 3. 1 Design of the study: Primary Data: This is the data acquired through the distribution of questionnaires and from the personal interviews. The personal interviews are always not possible and require more time. Therefore, Primary data is the un-analysed data obtained from research methods. Secondary Data: The data which on analysis gives perception and information to the grounds of research is called Secondary data. This data is classified into qualitative and quantitative; therefore the Secondary data is important for the formation of new grounds in the research. 3. 2 Methods of the collecting data: Primary Data: 1. Questionnaire: It is a list of questions containing all the possible parameters that the researcher wants to consider. It is the easiest and fastest way to do a research. The advantage is that only desired fields are considered and hence the data obtained is more focused. 2. Interview: In this type, the researcher communicates with the employee or customer for their opinions and thus researcher can obtain personal opinions of the fields that the researcher wants consider. But the data is not focused. 3. Observation: Observation is the method in which the researcher observes the fields without interfering with the process. The researcher deduces the data from his observation. This does not require searching for contacts. 4. Experimentation: It’s a technique used to do the investigations, which will observe the changing and find out where the influences are including the regards. Secondary Data: †¢Magazines: -Business Today Magazine (April 2011) –Times of Oman (dated 23 April 2011) †¢Internet websites: –www. banksohar. com –www. zawya. com –www. ameinfo. com – (http://www. humanresources. hrvinet. com/ questionnaire-method/) †¢Books: – Booklet of summery review of Bank Sohar’s Brand and Values in 2009 (Provided by the HR) 3. 3 Types of research: Questionnaires: In Bank Sohar, the service quality is of utmost importance. To achieve this many strategies are used. The Human Resources Department of Bank Sohar mostly uses questionnaires to collect the data from both the employees and customers. This method, as mentioned above, is easy and efficient. The data thus collected is then further analysed. Such method helps the bank to review its performance and also to know of the popularity of its various services. 1. In comparison with other banks does Bank Sohar provide you best way to get staff motivation: A. Yes B. Some times C. No D. At all 2. What do you think Bank Sohar should focus to achieve more staff motivation? A. Promotions B. Rewarding system C. Salary review D. All above 3. Is Bank Sohar providing the following selections to their employees fairly? A. Yearly bonus B. Promotions C. Increment of allowances D. Pension 4. Compared with other local banks, Bank Sohar provides good conditions to ts staff? A. Yes B. No C. No comments D. No answer 5. What makes you feel proud to work for Bank Sohar? A. Work environment B. Policies and conditions C. Team Work D. Rewards system 6. Does your current position satisfy your motivation level using the specific conditions? A. Yes B. No C. Sometimes D. No comments 7. Which of the followi ng banks would you like to apply in future? A. Current bank (Bank Sohar) B. Bank Muscat C. HSBC D. Nothing from the above. 1. Do you think that the bank is providing you a very fair performance appraisal? †¢Yes they are discussing with us before confirming Human Resources about the final performance results. They are using a very fair system where you can load what you have done during the year including the extra improvements, so it will be very clear for them to apprise each one among the bank. 2. Is Bank Sohar setting a fair targets for each staff? †¢Actually there are some people in the management departments dividing the work not in order to be covered by all staff, so in this some of the staff will feel demotivated as he will be pressurized in compare with others. 3. Does you line manager update you about your performance from time to time? †¢Yes, whenever any mistake is done he will keep me updated and insure that it won’t happen again. 4. Does Bank Soha r provide you a chance to develop your skills? †¢Actually, they are always promoting an online courses which you can go through it any time, but before the due dates. †¢They are sending their staff for external courses in the College of Banking and Finance. In addition they also provide us chances to graduate with higher diploma certificates for such specialized subjects. †¢They are rewarding their staff annually one person from one department by sending them for an attachment to one of the Europe branches, in order to learn more and gain more knowledge. 4. What are the returns which you can provide to the bank if you are satisfied with them? †¢I will do my best to increase the number of quality customers which will help in increasing the profit of the bank. Also I will be proud in front of my family and friends to work for the bank in order to keep a good view for people who are thinking to apply for the same bank specially qualified and experienced people. 3. 4 Sample size used in interview method as follows: Sl NoOrganisationDesignationName of the Employee 1. 2. 3. 4. 5. Loan Department Salary & Deposit Cards Department Corporate Department Remittance Assistant Officer Manager Officer Manager Ibrahim Issa Ibrahim Al Zidjali Yusuf Suleiman Salem Al Wahibi Anas Hamad Seif Al Wahibi Juma Ra’shid Juma Al Saadri Fahma Al Mugheini Sl. noLocationCustomer/StaffName of the Employee 01 02 03 04 05 06 07 08 09 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 Main Branch Main Branch Main Branch Qurum Branch Qurum Branch Main Branch Al Sarooj Branch Al Khuwair Branch Al Khuwair Branch Main Branch Al Khuwair Branch Al Seeb Branch Al Khuwair Branch Al Khuwair Branch MQ Branch Main Branch Al Khuwair Branch Qurum Branch Qurum Branch Main Branch MQ Branch MQ Branch MQ Branch Main Branch Al Seeb Branch Al Seeb Branch Main Branch Main Branch Main Branch Qurum Branch Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Eyas Sayid Saud Al Mashri Sara Teasdale Iman Seif Al Lamki Tariq Mohd. Al Balushi Assim Ahmed Ali Al Wahibi Abdul Aziz Abdullah Al Wahibi Abdullah Ahmed Al Wahibi Abdullah Siddik Al Balushi Narjees Sa’ad Al Harthy Abdullah Mohd. Al Balushi Amina Seif Al Mussallum Majd Salem Saleem Al Wahibi Mohd. Salem Khamis Al Saithani Mohd. Salem Mohd. Al Wahibi Mohd. Mubarak Sayid Al Oufi Mohd. Mousa Yahya Al Harbi Mohd Nasser Humeid Al Badaae Masoud Salem Al Harthy Frhat Ali Al Zidjali Nadia Issam Al Balushi Dawood Ibrahim A’Salmi Ali Salem Al Shammaqi Salem Manal Al Tourqi Juma Ra’shid Juma Al Saadri Hussain Sayid Al Lawati Saad Salem Al Balushi Sayid Ra’shid Mohd Al Oufi Saifuddin Hisham Aziz Diwidaar Seif Sayid Nasser Al Wahibi Yusuf Yaqub Al Alaawi 3. 5 Limitation: No matter what method the researcher uses, there are always certain disadvantages. And moreover, in most cases the time is limited and therefore it becomes hard to manage the collection and analysis of data. Other limitations that I faced are: Some information about the bank is not accessible and is difficult to find As I chose the method of interview I got mixed up answers. As the level of knowledge and skill differ from one person to another, the responses varied greatly. In order to trace the trend in my data, I had to use large numbers of samples or interviewees. 3. 6 Analyzing the data: 1. In comparison with other banks does Bank Sohar provide you best way to get staff motivation? Conclusion : In the above chart it shows that most of the staff was satisfied with the motivational level which is been provided by Bank Sohar, as the negative answers are least chosen by the employees question (represented by C and D series in graph) are not very satisfied with motivation. 2. What do you think Bank Sohar should focus more in order to achieve staff motivation: Conclusion: Bank Sohar, staff are not happy with their salary as it wasn’t a good review for their salaries, but at least the rewarding system was playing a good part in their emotions. This can be easily understood by looking at the number who was happy with their salaries. 3. Is Bank Sohar providing the following selections to their employees fairly? Conclusion : Bank Sohar staff are not happy at all with the pension policies,where the level of satisfaction in the yearly bonuses was covering that percentage of motivation level which follows the promotion level, then it decreased again in the allowances increments. 4. Compared with other local banks, Bank Sohar provides good conditions to its staff? Conclusion: Bank Sohar staff is happy with the conditions which are provided to them as the calculation was very high in that level. Where some of them only are not satisfied at all, and at the lowest level was calculating in no nswers as most of them didn’t answer the question. 5. What makes you feel proud to work for Bank Sohar? Conclusion: The level of team work satisfaction was very high between Bank Sohar staff as one of the bank’s aim’s is to create a good environment and a strong team work, as it shown in the results that they are ha ppy with that strategy. 6. Does your current position satisfy your motivation level using the conditions? Conclusion: Bank Sohar staff are very happy with the conditions provided to them in their current passion where it was fluctuating between no answers and no comments, but in general they are happy with the conditions provided to them. 7. Which of the following banks would you like to apply in future? Conclusion: The staff are mostly satisfied and wish to continue working in the same environment in Bank Sohar. They are not satisfied to work with other banks in comparison. The highest result was calculating for Bank Sohar, so in general they are satisfied with the future chances which are provided to them. Chapter 4: 4. 1 Findings: On referring the observation depicted in the graphs, the human resources department of Bank Sohar is taking appropriate steps for maintaining the motivational levels of the employees. It closely monitors the employees and then relates their levels to their performances. The staff is happy with the policies and conditions provided to them and the staff satisfaction is in high levels. Highest levels of staff satisfaction in the bank can be achieved through continuous comparison the facilities which are provided to their staff with those of other banks, thus the bank will be able to identify the positive triggers which attract employees and consumers. The bank through this can identify its weak areas. Therefore the bank should look after other bank’s issues seriously and try to learn to not commit same mistakes and plan wisely to leap in the market. Some other measures to ensure staff motivation include: †¢The bank should do salary review from time to time. By improving the level of motivational facilities such as; increase the level of allowances, promotions, more development skills programs and rewarding system show positive levels of motivation. †¢Throughout the year, the staff is to be updated regularly about their performance. â⠂¬ ¢The bank needs to do more comparison with its competitor banks in term of motivating their staff. In general Bank is doing a very good job and they are always trying to motivate their staff and try to keep them for ever specially the experienced and skilled people. 4. 2 Recommendation : 1. Regular surveying is necessary to measure the motivational levels of the staff. This enables management to update various hindrances which cause de-motivation. 2. Personal opinion gatherings are essential to make the bonds between the management and employees which is essential for long term performance development. 3. By increasing the factors that cause the motivation, the company can instill motivation. For example vouchers limit can be enhanced. 4. By involving various levels of employees in the meetings to induce motivation into the lower levels of employees and help in overall staff development. 5. By sending the staff to other institutions for development and other educational programs, the motivation levels can be increased. Conclusion: Motivation level can be developed easily in Bank, as the management should keep in their minds that they are dealing with humans who need a special and very respective standard level. Generally management should follow a proper strategy in treating their staff by following the right procedures so as to intensify motivation and competition. Bank Sohar prioritizes the motivation of the employees as an important aspect in the whole bank’s functioning. The Human Resources Department of the bank regularly surveys and finds various ways to ensure the continuity of the motivational levels among the staff. The bank well understands that healthy competition and motivational are vital for dedicated performance. Bibliography: –www. banksohar. com –www. zawya. com –www. ameinfo. com –http://www. humanresources. hrvinet. com/questionnaire-method/ –Business Today Magazine (April 2011) –Times of Oman (dated 23 April 2011)

Education and Richard Wright

During last week, I read 2 excerpts from Richard Wright and Malcolm X’ autobiographical writing. The interesting part is the authors both got self- educated by reading books while they were in tough situations because of racism. Although the way they accessed to education was different, they had a strong feeling that word could lift them up, and fight for their people after reading books. Ralph Ellison once said â€Å"If the word has the potency to revive and make us free, it has also the power to blind, imprison, and destroy. The similar quote is also right from Bel Kaufman, he said â€Å"Education is not a product: mark, diploma, job, money in that order; it is a process, a never ending one. † Words are the symbol human beings use to express what they want to say. It can be used in speaking and writing. Using words are the only thing people can do in order to communicate. Therefore when it comes to those who don’t have chance to learn in school, words will open the new whole world to them. That makes people escape from their ignorance, and enter to the world of education. Moreover, if people can use words fluently, it will be effective. Words do not have any physical power to kill, but mental power which can last in a long period of time. The quote of Ralph Elision is right, and it can apply in Richard Wright and Malcolm X’ situation. The criticism of people to Mencken makes Richard Wright curious, and brings him to books. The desire in writing letters, and the competition with his inmates bring Malcolm X to prison’s library to get dictionary and book. They both are brought to the new world, and find out their true feelings in reading books. With Richard, he thinks words can use as weapon to fight against unequal events in the world, reveal the truth of history, especially racism. On the other hand, Malcolm X tries to learn as many words as he can in order to fully understand the book, and gain more knowledge, which can help him gain respect of people around him. In the other quote, human come to education is not only for making money, it also helps people get the ideas how things work. Knowledge itself is the most important thing to make people realize the value of things, not just for making profit. Furthermore, knowledge is like the endless ocean, once people get into it, a lot of new things open to them. Thus, with Richard Wright and Malcolm X, whom dropped out of school, education is not a process to make money; it is the one that helps them understand what they lack of. As a writer, Richard Wright would think a lot about what needs to write. His mind would never end thinking to make more ideas, and give all he had into his books. Malcolm X was the same, he spent almost 15 hours per day to read, even though he was pretty successful at the time. Those two quotes are great philosophies. I learn a lot more from the quotes and through Richard Wright and Malcolm X’ self- educations. That’s good for me when I read them, and my mind opens wider.

Native American Names in schools essays

Native American Names in schools essays The Oxford Concise Dictionary defines mascot as a person or thing that is supposed to bring good luck, especially one linked to a particular event or organization. I find it incomprehensible why Native Americans would not find their names being used as good luck charms honoring. I would find it personally honoring to be used as a good luck charm. I see it being sort of like the rally monkeys at the last World Series. They were seen as good luck, so a little boy dressed up as a monkey and was brought back to every game. Do you think that little boy was ever offended by being a good luck charm? No, he was proud to be thought of as good luck. Schools have pride in their mascots; they are their good luck charms. It is very hard to throw away your mascot for a new one. Pride is not something that can just be thrown away. Some schools have changed their mascots altogether like Potomac High School in Oxon Hill Maryland who changed their name from the Braves to the Wolverines. While other schools have altered their names like a school in New York that changed their name from the Redskins to the Red hawks. Name-calling could be associated with the use of Native American names and mascots. But name-calling will occur regardless of team names, its a part of childhood. Maybe my lack of contact with people of Native American decent have led me to be rather ignorant about native American issues. I do, however, have a friend of Native American decent who cleared up some issues for me. He gave me some insight into the offensiveness and mean spiritedness of some Native American names or mascots. He said that names like the Kansas City Chiefs with their mascot of an arrowhead is very flattering and honoring. A chief is a name that is associated with great honor and respect. An arrowhead is not an actual person and has negative feelings associated with it. The Washington Redskins are found to be highly of ...

'Australian banks have remained very sound by international Research Paper

'Australian banks have remained very sound by international standards,despite the global financial turmoil' observed the IMF, and impact on Australian Bank - Research Paper Example It is apparent that if a residential mortgage shock is joined with corporate losses, it will definitely harm banks. Local reports on Australian banks performance indicated that a stress test is based on a worse case scenario that would categorize other banks in the world in the same position (IMF 2010). In fact, it is argued that although such observations from the IMF stand to be correct, Australian banks were believed to obtain considerable aid from taxpayers and the Reserve Bank. Besides, it is argued that Australian federal government helps banks in events of crisis. Overall, reports have indicated that the Australian banking system was resilient during global financial crisis due to intensive supervision and regulation. Although, the four major Australian banks capital ratios are place below global average for large banks, their conservative approaches in implementing Base II framework indicates that their headline capital rations underestimate their capital strength. The major financial soundness indicators that these banks concentrated on include profitability, capital adequacy, asset quality and provisioning, and liquidity. On particular, the Australian banks’ loss given default rates are arguably higher than those of several other countries. Additionally, higher risk weights were endorsed for certain residential mortgages. Moreover, reduced risk weights, which are allowed in the Basel II framework’s standardized approach, were introduced for retail lending (IMF 2010). Nevertheless, the risk weighted assets numbers can not be comparable across nations. All in all, due to APRA’s conservative eligibility and deduction rules, Australian banks have a propensity of holding higher quality capital. According to RBA, in regard to Basel III requirements, banks will need to hold more and higher quality capital. In light with this, the Australian banks can be argued

Walden Civil Disobedience Essay Example | Topics and Well Written Essays - 1500 words

Walden Civil Disobedience - Essay Example (Whicher, 1945, 33-40) Walden was first published as Life in the Woods (Thoreau, 2004, iv) and the title itself is an accurate reflection of Thoreau’s setting for this non-fiction narrative on Transcendentalism. Thoreau’s work Walden focuses on his hiatus from mainstream society in which he took up residence on a plot of land just outside of Concord, Massachusetts. The land was owned by Thoreau’s mentor and friend Ralph Waldo Emerson. Thoreau resided on the plot, near Walden Pond for just over two years and during that time he constructed a cabin and while he buys food, he supplements his budget by growing some of his food. Thoreau explains the setting for Walden in his opening chapter as follows: â€Å"When I wrote the following pages, or rather the bulk of them, I lived alone, in the woods, a mile from any neighbor, in a house which I had build myself, on the shore of Walden Pond, in Concord, Massachusetts, and earned my living by the labor of my hands only. I live there two years and two months.† (Thoreau, 2004, 1) The setting is not more than a prelude to simplicity. It is within this setting that Thoreau’s rhetoric thrives. The quasi-isolationist background and the simple lifestyle is thought provoking. Not only is Thoreau driven to contemplate, his reader is as well. Bickman puts Walden’s setting in its proper rhetorical perspective: â€Å"It embeds itself in the Western philosophical and religious tradition only to undermine its basic assumptions. And it engages all these complexities in the context of a plea for simplicity, simplicity. Its final wisdom is that there is no final wisdom, that all truths are mediate, volatile, and that what can be conveyed to a reader is not a teaching but an intensity of response to life.† (Bickman,1992, 121) This rhetoric is exposed in the manner in which Thoreau spends his time in his rustic setting. His mornings are consumed with