Culture in organization

How Index Fossils Help Define Geologic Time

How Index Fossils Help Define Geologic Time Every fossil tells us something about the age of the rock its found in, and index fossils are the ones that tell us the most. Index fossils (also called key fossils or type fossils) are those that are used to define periods of geologic time. Characteristics  of an Index Fossil A good index fossil is one with four characteristics: it is distinctive, widespread, abundant, and limited in geologic time. Because most fossil-bearing rocks formed in the ocean, the major index fossils are marine organisms. That being said, certain land organisms are useful in young rocks and specific regions. Boom-And-Bust Organisms Any type of organism can be distinctive, but not so many are widespread. Many important index fossils are of organisms that start life as floating eggs and infant stages, which allowed them to populate the world using ocean currents. The most successful of these became abundant, yet at the same time, they became the most vulnerable to environmental change and extinction. Thus, their time on Earth may have been confined to a short period of time. That boom-and-bust characteristic is what makes the best index fossils. Trilobites, Hard-Shelled Invertebrates Consider trilobites, a very good index fossil for Paleozoic rocks that lived in all parts of the ocean. Trilobites were a class of animal, just like mammals or reptiles, meaning that the individual species within the class had noticeable differences. Trilobites were constantly evolving new species during their existence, which lasted 270 million years from Middle Cambrian time to the end of the Permian Period, or almost the entire length of the Paleozoic. Because they were mobile animals, they tended to inhabit large, even global areas. They were also hard-shelled invertebrates, so they fossilized easily. These fossils are large enough to study without a microscope. Other index fossils of this type include ammonites, crinoids, rugose corals, brachiopods, bryozoans, and mollusks. The USGS offers a more detailed list of invertebrate fossils (with scientific names only). Small or Microscopic Fossils Other major index fossils are small or microscopic, part of the floating plankton in the world ocean. These are handy because of their small size. They can be found even in small bits of rock, such as wellbore cuttings. Because their tiny bodies rained down all over the ocean, they can be found in all kinds of rocks. Therefore, the petroleum industry has made great use of index microfossils, and geologic time is broken down in quite fine detail by various schemes based on graptolites, fusulinids, diatoms, and radiolarians.   The rocks of the ocean floor are geologically young, as they are constantly subducted and recycled into the Earths mantle. Thus, marine index fossils older than 200 million years are normally found in sedimentary strata on land in areas that were once covered by seas.   Terrestrial Rocks For terrestrial rocks, which form on land, regional or continental index fossils may include small rodents that evolve quickly, as well as larger animals that have wide geographic ranges. These form the basis of provincial time divisions.   Defining Ages, Epochs, Periods, and Eras Index fossils are used in the formal architecture of geologic time for defining the ages, epochs, periods, and eras of the geologic time scale. Some of the boundaries of these subdivisions are defined by mass extinction events, like the Permian-Triassic extinction. The evidence for these events is found in the fossil record wherever there is a disappearance of major groups of species within a geologically short amount of time.   Related fossil types include the characteristic fossil, a fossil that belongs to a period but doesnt define it, and the guide fossil, one that helps narrow down a time range rather than nail it down.

Managing Retention Case Study Example | Topics and Well Written Essays - 750 words

Managing Retention - Case Study Example Synopsis The secondary data available from the focus group study and survey questionnaires reveals that the major cause of employees leaving Irontown is stress experienced by the employees, whereas unfulfilled expectation of the employees from their designated jobs appears to be the second major cause of high employee turnover. Other reasons of high employee turnover at the Irontown are lack of efficiency in providing a solution to the customers’ problems, dissatisfaction from the salary and benefits package and finding another job opportunity. From the problems mentioned above, Irontown has been successful in identifying the resultant problems such as the inconsistency of training modules and lack of workforce to carry out the operations of the Irontown. Retention Plan Following are the suggestions that will help Irontown to overcome its human resource issues, particularly the high employee turnover rate. 1. Training and Development A good entrepreneur or manager is one who t akes special care of his or her employees’ growth plans. This practice helps the employer to gain employees’ loyalty. ... The first one is aimed at polishing the skills and customer handling abilities of the new recruits and teaches them about the customers’ preferences and behavioral trends. This information can be fetched from the CM software of the company which would give an insight into the customers’ buying trends and the most frequently asked questions. The next training program is for organizational development which should be offered to all the employees, regardless of how much time these employees have spent at Irontown. Again, the CRM software and the information retrieved from there would be helpful in determining customers’ preferences and bringing changes in the promotional pitch that customer care representatives use while talking to a customer (Russo, 2000). The use of these two training modules would help Irontown to improve the usage of CM software, on which the company has already invested a significant amount. Moreover, the issue of inefficiency in customer relat ionship management would also be resolved by training employees. 2. Revisiting Salary and Compensation Packages Irontown is advised to revisit its salary and compensation packages offered to the employees. By doing this, the company would be able to analyze the salary offered at Irontown against the industry standards. If the salary packages at Irontown are not up to the expectations of employees, than Irontown should raise salaries by increasing the amount of perks given to the employees in addition to the basic salary. In this manner, employees’ financial requirements would be fulfilled and they will gain inner satisfaction from their jobs (Russo, 2000). 3. Rotation Policy Irontown is also advised to introduce a shift rotation policy. This policy would provide every trainee and employer of the company

Zara Company Analysis Essay Example | Topics and Well Written Essays - 4250 words

Zara Company Analysis - Essay Example This marketing report presents a set for recommendations for the fashion retailer, Zara. These recommendations are based on the analysis of external and internal environment. The analysis of the external environment relies on theories such as the PESTLE Analysis and Porter’s Value Chain Analysis. The analysis of the internal environment relies on the analysis of the company using Resource/ Capabilities Analysis and Value Chain Analysis. Zara is a fashion retailer owned and operated by the Spanish company, Indetix Group. This fashion retailer has introduced a different strategy within the fashion market that goes against the existing strategies of the fashion industry (Anon, nd.). Despite this, or rather on account of this, the company has managed to record profitable growth since its inception. However, in order to pursue further growth, it is necessary to analyze the current strategy. ANALYSIS OF EXTERNAL ENVIRONMENT PESTEL Analysis PESTLE Analysis is a widely used analysis to understand the external environment of the company. It is an acronym for Political, Economic, Social, Technological, Environmental and Legal factors that have an impact on the overall operations of the organization (Henry, 2008). Political Factors Since companies operate within a certain geographic boundary or boundaries, the government has an impact on the company. It impacts through the laws and restrictions placed on the companies. Since Zara operates mainly in Spain and the UK, which falls within the EU countries therefore the political landscape of this area should be understood. The EU is beneficial for the company as it has made the entire region work as a local market. This allows the company to get fair advantage in the entire EU market. Zara is also operating outside Spain and EU markets and in markets such as USA, Dubai and Singapore. In this regard, the company needs to ensure that such countries have friendly relations with the national base of the company which is Spain. Also such countries should have a politically stable government so that the company continues to enjoy friendly terms. Economic Factors In terms of the economic factors, companies all around the world have been seriously hit with the financial c risis that struck the entire world in 2009. This has hampered the buying power on the consumers and most

Passage of Kyoto Essay Example | Topics and Well Written Essays - 3500 words

Passage of Kyoto - Essay Example The treaty has been widely accepted by both developed and developing nations in order to protect the efficiency of natural ecosystem from a severe devastation caused by the increasing growth of industrialization. However, few major global nations with enormous economic potentials have been also observed to integrate the Kyoto Protocol in the nations’ political environment inadequately. The US can be regarded as one of the major examples to disregard the integration of Kyoto Protocol obligations in its wide range of industrial policies (Hov et al., 2010). According to the observation of numerous researches relating to climate change, it has been critically identified that policy makers across different developed and developing countries are highly focused on diminishing the issue associated with climate change. The US has debated on carbon reduction measures by disregarding the Kyoto Protocol agreement in the year 2001. The governing body of the nation has backed out the treaty by claiming that the specific details as well as uncertainties in the protocol mechanism may hinder the current economic position of the US drastically (Fletcher, 2005). With regard to the political disagreement regarding the execution of Kyoto Protocol in the US, the research report primary emphasized three major research questions.

Theories Of Management And Leadership On Strategy

Theories Of Management And Leadership On Strategy Different Management and Leadership theories are adopted by the organisations to achieve their goals. Leaders possess a certain type of skills, which enables them to follow any theory in a given situation. The decision making process need to be flexible enough to adapt any kind of environment since outcome from it will be have a great impact on organisation, that impact can be on strategy, goals or its culture. Theories of Leadership and Management Different Leadership and Management theories are: The Trait Theory This theory is derived from the great man theory, which identifies the key characteristics of a good and successful leader. They have personality, dominance, charisma, self-confidence, achievements and ability to formulate a clear vision It is believed that through this approach critical leadership traits could be isolated and that people with such traits could then be recruited, selected, and installed into leadership positions. The table below lists the main leadership traits and skills identified by Stogdill in 1974. Traits Skills -Adaptable to situations Alert to social environment Assertive Cooperative Decisive Dependable Dominant (desire to influence others) Energetic (high activity level) Persistent Self-confident Tolerant of stress Willing to assume responsibility Clever (smart and intelligent) Conceptually skilled Creative Diplomatic and tactful Fluent in speaking Knowledgeable about group task Organised (administrative ability) Persuasive Socially skilled Impact on Organisational Strategy A leader with these traits and skills is able to drive the organisation. It is of this reason that Armed Forces around the world look for these traits in the candidates for the commission. For-example: At PCW, where high dedication from Manager is required, if they dont have a charismatic figure or lack self confidence than how they will motivate their team or employees. Before a leader leads other, it needs to lead itself, this is called self-leadership. It begins with introspection and development of ones emotional intelligence. They need to explore their inner self before they lead others. Leader is responsible for everything the team does or fails to do. Since they are in direct contact with employees so they need to have following traits and act as a role-model. At organisational level, leaders are required to influence the whole organisation by managing the cultural norms, rewards and recognition programs, and communication. When they get at a high level where they have to lead a city, state or a multi-national corporation, they require power of persuasion and charisma, if they are going to get elected. Their self-confidence enables them to challenge change, and their communication skills helps them to gain trust of others, since they have persuasion power. The point where Traits Theory fails is when following questions are asked Do these traits produce successful leaders? Is leadership more than just bringing change? Leaders are born or can they be made? The trait theory unfortunately does not prescribe the most effective traits that successful leaders should have. Nonetheless, the theory makes good sense when interpreting successful leaders with their remarkable traits. The most important problem in applying it is how leaders can know better about themselves and their leadership qualities. Transformational Theory James MacGregor wrote in his Burns Leadership was the first to put forward the concept of Transforming leadership. To MacGregor transforming leadership is a relationship of mutual stimulation and elevation that converts, followers into leaders and may convert leaders into moral agents. He also identified that: [Transforming leadership] occurs when one or more persons engage with others in such a way that leaders and followers raise one another to higher levels of motivation and moralityà ¢Ã¢â€š ¬Ã‚ ¦ This theory is based on charismatic leaders, who have additional characteristics such as vision and development, and abilities to motivate it followers. Impact on Organisational Strategy Howell and Avolio (1999) assert that transformational leadership with its five key pillars vision, inspiration, stimulation, coaching, and team building. And a leader with such characteristics will bring tremendous payoffs in business performance and innovation. There are certain transformational leadership factors identified by Nahavandi, which are: intellectual stimulation to generate new ideas and empowerment charisma and inspiration to overcome resistance to change, individual incentives and consideration to motivate and encourage the followers. Since our current business environment is very dynamic, so does the need for change in leadership style. For-example: Back in days at PCW, managers with certain charismatic qualities were effective in Generation X, and were able to drive their followers. However this cannot be feasible for Generation Y, which is current situation. People values most on personal skills and development and prefer to work outside of the organisational boundary. Hence a Transformation theory is required. In the same way, management theory practices in China cannot be practiced in US, since there are cultural differences, and this has a direct impact on organisational strategy. Transformational Leadership is also not very perfect, it has its own flaws. This theory fails when a leader thinks that they have achieved everything; the false connection when its team members / followers do not respond appropriately and become yes-man; the fear of betrayal from followers. Create a Leadership Strategy that supports organisational direction As per Leadership Theories, a good leader has certain characteristics and skills. Leadership is not only a function of a position on an organisational chart, but also individual performance. Anyone ar any level of the organisation can be a leader. They are recognized for their leadership in setting the pace and high standards in their work. STRATEGIC SKILLS AND ABILITIES Leaders at all levels require skills and abilities in three broad areas: Technical knowledge and skills required in the position, especially about executive information systems. Interpersonal/communication knowledge and skills. Conceptual skills which allow the strategic leader to make decisions and cope with the level of complexity associated with a particular position. Leadership Strategy for PC World Self-Leadership: Before Leaders commit to lead others, they need to commit to themselves. Leaders need to ensure that they have qualities and characteristics of a good leader. They need to create a personal vision. They need to explore themselves first. What they can achieve with their talent, tools and time. They need to create a big picture of their vision and align it with that of organisation. Once that is down, the next step is to bring their followers on board, and align their motivation with PCWs strategy. To create a charismatic figure or to act as a role-model, leaders need to show concern for their employees. In old Model practiced that PCW, Leaders were in control of everything and they were driving the teams. They were doing what they wanted to do. Since the environment is changing so leaders need to transform themselves. They should give what the teams need not what they want. Leaders need to be available to the employees all the time, this is done by implementing open-door policy in the organisation. Leaders need to be democratic and should have a two way communication with the followers, unlike the old one-sided communication. This way they can get good feedback and complete tasks. Team Leadership This is very important in order to empower team member and their networking activities. It is helpful at PCW since there are people with different ethnic backgrounds and cultures. Everyone has different skills and fields of specialization. It is important for leaders to ensure that team members are selected on the basis of their field of specialization, unique talents, skills and share a same vision. Every team member need to play its own part and should not depend on others. Like in sales team, every member has its own sales target, which they have to achieve on their own. But this does not mean that members cannot take help from each other in case of stock control. Empowerment is promoted in the project teams, which enables them to make certain decisions, like sales assistant is empowered to make a sale or refuse it, or if they like to entertain the 2% discount on certain items. When leaders are acting as a role-model they motivate the team and show them the good picture of the future. Mentoring Mentoring is another good strategy, for project based teams. It acts in two ways, one way is that people learn from their good leaders. The formula is to observe their leaders and learn from them. This is the idea of transformational leadership theory; the followers become leaders for others. On the other side it helps team-members to develop their personal skills. A sales assistant can follow the steps of their team leader and become a leader or a role model for other team-members, this way it can acts as a motivating factors. Leaders acting as a mentor need to provide assurance and personal reflective space, coaches set goals, identify solutions to problems, and provide feedback on the subordinates performance.

Comparing John Constables Painting The Cornfield and William Wordswort

Representations of Time: Wordsworth and Constable I do not know how without being culpably particular I can give my Reader a more exact notion of the style in which I wished these poems to be written, than by informing him that I have at all times endeavored to look steadily at my subject; consequently, I hope that there is in these Poems little falsehood of description, and my ideas are expressed in language fitted to their respective importance. Something I must have gained by this practice, as it is friendly to one property of all good poetry, namely, good sense; but it has necessarily cut me off from a large portion of phrases and figures of speech which from father to son have long been regarded as the common inheritance of Poets. -- William Wordsworth, from the Preface to Lyrical Ballads (1800, 1802) It appears to me that pictures have been over-valued; held up by a blind admiration as ideal things, and almost as standards by which nature is to be judged rather than the reverse; and this false estimate has been sanctioned by the extravagant epithets that have been applied to painters, and "the divine," "the inspired," and so forth. Yet in reality, what are the most sublime productions of the pencil but selections of some of the forms of nature, and copies of a few of her evanescent effects, and this is the result, not of inspiration, but of long and patient study, under the instruction of much good sense†¦ †¦Painting is a science, and should be pursued as an inquiry into the laws of nature. Why, then, may not landscape be considered as a branch of natural philosophy, of which pictures are but experiments? -- John Constable, from a lecture at the Royal Institution (June 16, 1836) The styles of John... ...licity and consequently may be more accurately contemplated and more forcibly communicated." Bibliography Goldwater, Robert and Marco Treves (eds.). Artists on Art: from the XIV to the XX Century. New York: Pantheon Books, 1945. Heffernan, James A. W. The Re-Creation of Landscape: A Study of Wordsworth, Coleridge, Constable, and Turner. Hanover: UP of New England, 1985. Helsinger, Elizabeth K. Rural Scenes and National Representation: Britain, 1815-1850. Princeton, NJ: Princeton UP, 1997. Kroeber, Karl. Romantic Landscape Vision: Constable and Wordsworth. Madison, WI: University of Wisconsin Press, 1975. Paulson, Ronald. Literary Landscape: Turner and Constable. New Haven: Yale UP, 1982. Wolfson, Susan and Peter Manning (eds.). The Longman Anthology of British Literature: The Romantics and Their Contemporaries. Volume 2A. New York: Longman, 1999.