Human and Animal Interrelationships from Domestication to Present Term Paper - 2

Human and Animal Interrelationships from Domestication to Present - Term Paper Example Likewise, Romans depended on different regions they had obtained after wars for farming yet a large portion of their emphasis was on Italy which was very appropriate for a wide assortment of harvests (Jhonston 55-56). Additionally, numerous Romans during the time were attached to buying Italian yields. Moreover, land proprietorship was the way to establish a piece of the privileged in Rome; the more land an individual gained to higher his regard in the public arena and legislative issues was. Indeed, even the bold troopers were distributed land as remunerations for their administrations. Land was additionally the sole factor behind slave work since men were subjugated to work of these fields. In this manner, agribusiness was the prevailing component behind each part of Roman life and the paper targets investigating how the Romans cultivated to comprehend their qualities more. So as to see how the Romans cultivated, it is critical to examine the stages in which these Romans developed. Harking back to the fifth Century, there were little parcels possessed by families in Rome. In any case, at that point the strategy of harvest turn had gotten famous and Romans were enjoyed homes to additionally improve their riches. Besides, the cooperations among Romans and other propelled countries like Greece had improved as of now which likewise contributed towards culminating the farming strategies to harvest better yields. During the early domain period, the agrarian practices in Rome were at its pinnacle and there was gigantic productivity in the harvests yield. Studies show that ranches in Rome can be ordered in three distinct structures. Smalls ranches established a zone of 18-108 iugera while medium range ranches were around 80 to 500 iugera in size. In any case, enormous bequests comprised a zone as extensive as 500 iugera (Jhonston 33-34). In this way, those labo rers who claimed little estimated ranches didn’t have the innovation or the assets to acquire a living by means of their properties. The well off land proprietors considered it to be a chance and purchased lands from the

Letter of Recommendation Personal Statement Example | Topics and Well Written Essays - 250 words

Letter of Recommendation - Personal Statement Example Haney’s assurance and ingenuity to conquer the issue. Sgt. Haney has likewise effectively finished joint substance misuse program preparing; his admirable presentation in the program has earned him the post of the unit anticipation pioneer. Preparing NCO at the second BN 200th Regiment OCS in the Alabama Army National Guard. He is no not exactly a benefit for his regiment as his enthusiasm to work for the nation causes him to exceed expectations in all that he does. Aside from his work, his empathy for others reflects in the way that he fills in as the Secretary of the Board of Directors at Waldo Volunteer Fire office. His promise to offer back to the network is additionally obvious from the way that he is a functioning individual from Stockdale Baptist Church. Benevolently award Sgt. Haney the chance to demonstrate the progressions that he has made in his life and stop the suspension on his driving

Strong Acid Definition and Examples

Solid Acid Definition and Examples A solid corrosive is a corrosive that is totally separated or ionized in a fluid arrangement. It is a concoction animal varieties with a high ability to lose a proton, H. In water, a solid corrosive loses one proton, which is caught by water to frame the hydronium particle: HA(aq) H2O â†' H3O(aq) Aâˆ'(aq) Diprotic and polyprotic acids may lose more than one proton, however the solid corrosive pKa worth and response just alludes to the loss of the main proton. Solid acids have a little logarithmic consistent (pKa) and an enormous corrosive separation steady (Ka). Most solid acids are destructive, yet a portion of the superacids are not destructive. Interestingly, a portion of the powerless acids (e.g., hydrofluoric corrosive) might be exceptionally destructive. Note: As corrosive focus builds, the capacity to separate reduces. Under ordinary conditions in water, solid acids separate totally, yet amazingly thought arrangements don't. Instances of Strong Acids While there are numerous feeble acids, there are barely any solid acids. The basic solid acids include: HCl (hydrochloric acid)H2SO4 (sulfuric acid)HNO3 (nitric acid)HBr (hydrobromic acid)HClO4 (perchloric acid)HI (hydroiodic acid)p-toluenesulfonic corrosive (a natural solvent solid acid)methanesulfonic corrosive (a fluid natural solid corrosive) The accompanying acids separate totally in water, so they are regularly viewed as solid acids, despite the fact that they are not more acidic than the hydronium particle, H3O. HNO3 (nitric acid)HClO3 (chloric corrosive) A few physicists consider the hydronium particle, bromic corrosive, intermittent corrosive, perbromic corrosive, and occasional corrosive to be solid acids. On the off chance that the capacity to give protons is utilized as the essential standard for corrosive quality, at that point the solid acids (from most grounded to most vulnerable) would be: H[SbF6] (fluoroantimonic acid)FSO3HSbF5 (magic acid)H(CHB11Cl11) (carborane superacid)FSO3H (fluorosulfuric acid)CF3SO3H (triflic corrosive) These are the superacids, which are characterized as acids that are more acidic than 100% sulfuric corrosive. The superacids for all time protonate water. Variables That Determine Acid Strength You might be asking why the solid acids separate so well, or why certain feeble acids don't totally ionize. A couple of variables become possibly the most important factor: nuclear sweep - As the nuclear range increments does as well, sharpness. For instance, HI is a more grounded corrosive than HCl (iodine is a bigger molecule than chlorine).electronegativity - The more electronegative a conjugate base in a similar time of the occasional table is (A-), the more acidic it is.electrical charge - The more positive the charge on an iota, the higher its corrosiveness. At the end of the day, its simpler to take a proton from an unbiased animal groups than from one with a negative charge.equilibrium - When a corrosive separates, harmony is reached with its conjugate base. On account of solid acids, the harmony unequivocally favors the item or is to one side of a synthetic condition. The conjugate base of a solid corrosive is a lot more fragile than water as a base.solvent - In many applications, solid acids are talked about corresponding to water as a dissolvable. Nonetheless, corrosiveness and basicity have significance in nonaqueous dissolvable. For instanc e, in fluid smelling salts, acidic corrosive ionizes totally and might be viewed as a solid corrosive, despite the fact that it is a feeble corrosive in water.

Nurse Education Essay

Nursing has consistently appeared to be a calling wherein the medical caretaker is the supporter of the specialist, for example, their own crony just doing the ostensible things that the specialist wouldn't like to do. Anyway in Florence Nightingale’s Notes on Nursing and the article â€Å"Quality and Nursing† by Hall, Moore, and Barnsteiner you can see that medical attendants can have an a lot bigger effect on the medicinal services framework. In Nightingale’s book the writer takes an inside and out glance at nursing and shouts that it ought not be the negligible, â€Å"administration of prescriptions and utilization of poultices† (Florence 2). The article â€Å"Quality and Nursing† investigates what nursing is and the potential it has to have a bigger effect on the social insurance framework. These two instructive pieces make a case that the nurse’s work has been repressed by the absence of information on what components make a decent medic al attendant, and that it is the ideal opportunity for them to not just be a supporter of a specialist yet through better correspondence and proceeded with training attendants could improve the medicinal services framework. Patient’s security is a key issue in the two records and with the correct medical caretaker you can expand the productivity of their wellbeing. Songbird takes note of that with â€Å"bad clean, terrible building, and awful regulatory arrangements,† it is unthinkable for a medical caretaker to work successfully (Florence 2). What the creator is attempting to state here is that they don't generally have the foggiest idea how to keep things running in a smooth manner in a medical clinic to build the wellbeing of the patients. This thusly has an unfavorable effect on the attendants since it shields medical caretakers from progressing and restricts them to just be directs of medication and swathes. The creator later proceeds to uncover that the components of nursing are extremely obscure in that the craft of nursing has been one that attempts to, â€Å"unmake what God had made a malady to be, a reparative process† (Florence 2). Conversely the article on â€Å"Quality and Nursing,† says that today it isn't the absence of information in understanding security yet an absence of correspondence between medical caretakers inside a clinic and the nation over. The journalists of this article are pointing out that understanding security has become a significant concentration for all intents and purposes each wellbeing framework inside the previous ten years. For instance it was noted in an examination from 2000 that 3% to 4% of hospitalized patients kicked the bucket from unfriendly impacts of being in the emergency clinic (Hall 418). Another examination in 2004 uncovered that 1 of every 200 patients passed on of preventable illnesses that were caused from being hospitalized (Hall 418). Through assessment of productivity and adequacy of tasks in the emergency clinics they have noticed that wellbeing experts need to secure aptitudes identifying with quality control the same amount of as knowing about how to perform medical procedure. Similarly as Nightingale shouted, in 1859, it isn't the absence of headway in medication yet rather the absence of patient security that is keeping attendants away from performing effectively (Florence 4). Inside the articles one can see that the two writers note the requirement for better nature of care in the medical clinics. Songbird is hypnotized by the way that we can progress such a great amount in the laws of movement and cosmology yet we can worse comprehend the human body which is under perception each moment of ordinary. The creator is scrutinizing us on being more experienced about space science than basic cleanliness. She recommends that there is something that the clinic could improve quality. While Nightingale shows that there is a requirement for better quality in social insurance she doesn't recommend whatever should be possible. In any case, she expresses that the emergency clinic ought to be liable for it. Then again the article by Hall, Moore and Barnsteiner show that particular projects have been made to improve the quality in the working environment. They incorporate that precise improvement activities will improve, â€Å"patient stream issues, correspondence arou nd complex patients, and improving prescription safety† (Hall 419). In addition to the fact that it improves those things as these characteristics improve it will build the delight of the medical caretakers in the work place thus prompting higher patient fulfillment. With further training attendants can likewise fill in as better patient promoters through, †integration of care, arrangement of enthusiastic help, instruction of patients and families, help with remuneration for loss of capacity, and observing of patient status† (Hall 419). Projects that guide with the execute of those subjects patients and families can be acquainted with a shared view among medication and common recuperating. At the point when attendants can satisfy this equalization there can be a superior environment for the patient and families just as the clinical staff. Nightingale initially settled this guideline with her hypothesis on what nursing is, and what it isn't and one can perceive how it is at last being executed today in the present day of nursing. This being said the speculations began in Nightingales timeframe extremely simply required time and acknowledgment to be comprehended. Through these focuses we can see that Florence Nightingale was a brilliant individual and laid the reason for what nursing is today with her showdown of the things medical clinics need to enhance. This memorable content relates straightforwardly to the cutting edge content discovered today in the article on quality and nursing. When one has perused the two articles it very well may be noticed that there has been an enormous exertion to build the nature of medicinal services over the most recent ten years which can and will profit the patient while likewise making the activity of attendants progressively pleasant. The move in these timeframes has prompted more noteworthy activities that manage the issues in the clinic by making more secure and all the more front line conditions. All the assets that attendants have and will be presented to in the cutting edge world is prompting a progressively capable wellbeing framework that is expanding the quality and prosperity of the clinical fiel d. Works Cited Corridor, Leslie W., Shirley M. Moore, and Jane H. Barnsteiner. â€Å"Quality And Nursing: Moving From A Concept To A Core Competency.† Urologic Nursing 28.6 (2008): 417-425. Scholarly Search Premier. Web. 19 Feb. 2014. Florence Nightingale. Notes on Nursing. NY. Barnes and Noble, 2003.

Miniplates for Osteosynthesis of Middle Facial Fractures

Miniplates for Osteosynthesis of Middle Facial Fractures Presentation Various biomechanical examines outline the security of the unbending obsession for mandibular fractures4-6. Notwithstanding, little research has concentrated on the maxilla, regardless of the way that Le Fort cracks and osteotomies are normal clinical introductions. For the treatment of Le Fort maxillary cracks, the essential points incorporate the rebuilding of right midfacial vertical stature and foremost projection and reclamation of impediment. In any case, the evacuation pace of the miniplates and sinks were roughly half orthognathic medical procedure (Le Fort I osteotomy), due prevalently to disease or wound dehiscence7. The other issue is that patients in some cases grumble of powerless gripping after the activity, in this way questions with respect to least number of plates and steadiness following obsession have ascended lately. Miniplate osteosynthesis, created by Champy in 19751, is todays standard for the treatment of facial crack. All the more as of late resorbable plates2 and screws and 3-dimensional miniplating system3, have been presented for obsession of facial cracks. Numerous investigations have demonstrated the adequacy of three dimensional plating frameworks in mandible cracks however next to no exploration have been done on midface breaks. We considered the adequacy of three dimensional plates in midface cracks and discovered them sufficiently adequate to balance out the bone sections during osteosynthesis. Three dimensional miniplating framework was presented by Farmand (1992)3. The essential idea of three-dimensional obsession is that a geometrically shut quadrangular plate made sure about with bone fastens makes steadiness three measurements. The three dimensional plates are situated opposite to the break line. The screws adjust each piece of the plate independently with no strain deep down. The cross connecting gives the soundness to the framework. Three dimensional miniplates are anything but difficult to change, requires insignificant tissue dismemberment in this manner least upsetting the blood gracefully and in view of its structure obsession focuses stay in the region of break line. Its position of safety plan and space between plate openings licenses magnificent revascularization. The biomechanical and specialized favorable circumstances of three dimensional miniplate frameworks more than two dimensional miniplate framework elevated the present investigation to assess the viability of the 3-D titanium miniplates as a suitable treatment methodology in the osteosynthesis of center third facial cracks. MATERIAL AND METHOD Subjects for the current investigation were chosen among the patients, going to the outpatients office and crisis administrations of Department of Oral Maxillofacial Surgery, Kothiwal dental school and research centre,Moradabad. Study involved thirty patients, with segregated lefort I fracture,20 patients had two-sided crack and 10 patients had one-sided lefort I break . All patients were taken up arbitrarily independent old enough, sex rank and doctrine. Patients were analyzed based on clinical assessment and radiographic understanding. Preoperative assessment included cautious assessment of the delicate tissues and fundamental skeleton. A careful physical assessment was completed to reject some other wounds. Every single chosen tolerant were educated about the exploratory idea of the investigation and the potential intricacies were clarified. Their co-activity was requested and educated assent was gotten. The patient got prophylactic anti-infection inclusion and analgesics at the hour of starting introduction. Examinations Radiographs: The accompanying radiographs were utilized to affirm clinical finding and to survey the specific area of break and level of relocation Occipitomental see and submentovertex see for midface Dad †Mandible view OPG see (Orthopantomogram) CT examine varying Different examinations Routine Blood examination Urine investigation Pee investigation TREATMENT PLANNING All patients were admitted to the emergency clinic earlier medical procedure. Erich’s curve bar were put on upper and lower standing teeth to balance out the break fragment and to accomplish impediment before plating. ARMAMENTRIUM Fundamental instrument set for maxillofacial medical procedure Instrument utilized for intermaxillary obsession 3-DIMENSIONAL TITANIUM MINIPLATE 1.7 MM SYSTEM PLATES Structure: 4 distinct plans of three-dimensional titanium miniplates were incorporated. 2ã'†¦2 holed square plate 2 x 2 holed rectangular plates 3 x 2 holed ceaseless square shape or twofold square shape 42 holed â€continuous square shape plate All the plates had 1.7 mm breadth gaps. PROFILE HEIGHT 0.6 mm (low profile plates) SCREWS Non pressure, self-tapping, monocortical screws with round head. Breadth : 1.7 mm Length : 5mm, 7mm and 9 mm Boring apparatus: Diameter: 1.2 mm CONVENTIOANAL TITANIUM MINIPLATE 1.7 MM SYSTEM 1ã'†¦2 holed †straight plate PROFILE HEIGHT 1.0mm SCREWS Non pressure, self-tapping, monocortical screws with round head. Breadth : 1.7 mm Length : 5mm, 7mm and 9 mm Boring apparatus: Diameter: 1.2 mm Frill Screwdrivers Bone plate holding forceps Bone plate twisting forceps Plate cutting pincers Employable TECHNIQUE FOR THREE DIMENSIONAL MINIPLATES Patients were worked either under general sedation (Naso-tracheal intubations) or neighborhood sedation. Severe asepsis was followed. In this investigation, the break locales were uncovered through standard intraoral vestibular incision.(Fig.1), Following decrease of the sections and brief maxillomandibular obsession, an appropriate 3D plate was chosen and bowed with a plate twisting forceps to accommodate the best possible adjustment of plates to bone surface. The three dimensional titanium miniplates were then situated so that the even cross-bars were opposite to the crack line and the vertical ones were corresponding to it (Fig.2). Holding the plate opposite to the decreased crack, boring was performed through the gap in the plate carefully opposite deep down surface. The boring was performed at moderate speed alongside bounteous saline water system to forestall harm deep down by heat. To keep away from injury to the dental roots the predominant gaps were penetrated carefully monocortically, and coordinated into the space between the roots. Later screws of reasonable length were chosen for obsession of the plate. For each situation the upper screws were fixed first, trailed by the lower ones. For screw fixing the pivots were executed utilizing the screw-holding screw driver. Maxillomandibular obsession was discharged and impediment was checked by moving the lower jaw. The site was shut utilizing 3-0 silk stitch material. No maxillomandibular obsession was required in any of the patient. Employable TECHNIQUE FOR THREE DIMENSIONAL MINIPLATES Employable method for customary plate was like the one utilized for three dimensional miniplate.Intraoral vestibular entry point was utilized in all the patients and after crack decrease either regular 2 dimensional L formed plate was fixed at zygomaticomaxillary brace locale and 2 opening with hole miniplate was set over nasomaxillary support district. POSTOPERATIVE MANAGEMENT Postoperative course of prescription comprised of infusion ceftriaxone 1gm 12 hourly (i.v.), infusion metrogyl 100ml 8 hourly (i.v.) and pain relieving and multivitamin arrangement proceeded till fifth postoperative day. All patients were put on fluid eating routine for initial fourteen days. All patients were urged to kept up great oral cleanliness. Stitches were evacuated on the seventh postoperative day. All patients were followed up at customary interim that is at first week, third week, sixth week and multi month postoperatively in regards to rebuilding of capacity, security of framework utilized and any intricacy. Evaluation of the patients was done under after parameters: Torment Visual Analog Scale (VAS) (0-10) Growing present/missing. Impediment flawless/unsettled Versatility of break section present/Absent Disease/wound dehiscence - present/Absent Equipment disappointment present/Absent Measurable ANALYSIS The accompanying measurable apparatuses were utilized for the current investigation: Mean, Standard Deviation, Student’t’ test, Paired‘t’ test and Chi-square test RESULTS We acquired after outcomes in our examination Patients in the 31-40 years old were the prevalent age bunch giving midface breaks (half). Guys were most usually influenced with Lefort I break (92.84%). The most widely recognized reason for midface crack was seen as street car crash (92.8%). There is huge reduction in torment at 3 WK, 6 WK and third Months from the Baseline (1WK) for both the gatherings Expanding was available in 15 patients (half). It diminished fundamentally at 3W, 6WK, 3 MONTHS, from gauge (1WK)(fig.3) There is huge improvement (75%) in post horrible Parasthesia of infraorbital nerve following obsession with 3-D plating system.(Fig.4) Impediment was accomplished in all the patients after medical procedure No indication of contamination and equipment disappointment was available in any patient. Conversation Le Fort I maxillary cracks are among the wounds experienced most as often as possible in patients who endure facial injury and it is basic in orthognathic medical procedure. Obsession of maxillary Le Fort I breaks(/osteotomy) by RIF of the facial skeleton has gotten an acknowledged, and even anticipated, type of treatment. At the point when the teeth of the maxilla and mandible are grasped, anatomic help for the midface is given through a progression of supports or swaggers that disseminate masticatory powers from the teeth to skull base.19-21 The vertical swaggers of the midface are clinically the most significant in the executives of Le Fort I maxillary breaks. The 3 head vertical supports of the maxilla are the nasomaxillary (average) brace, zygomaticomaxillary (sidelong) brace, and the pterygomaxillary (back) buttress.4 The inside fixatio

10 Shocking Stats About Employee Engagement

10 Shocking Stats About Employee Engagement Here’s a fun fact: The song Working for the Weekend by Canadian rock band Loverboy still appears on VH1’s 100 Greatest Songs of the 80s. What’s this got to do with employee engagement?The fact that the song is still ranked in this list shows that there’s still a lot of people who feel a connection to the lyrics of the song and who are always waiting for the weekend.In other words, majority of employees are disengaged at work and are always looking for the next opportunity to spend some time away from work.Employee engagement is a very important factor to the success of any company, and unfortunately, it has become a huge problem in today’s workplace, impacting everything from productivity to customer satisfaction.According to the Deloitte Review, American companies spend over $100 billion every year in a bid to improve employee engagement.Sadly, all this expenditure does not seem to making much of an impact, considering that a separate poll by Gallup shows that only slightl y more than one third of employees (34%) are engaged at work.While this is an improvement from previous years, the number is still quite low.To help employers gain a better understanding of employee engagement and its impact on companies, we are going to take a look at 10 shocking statistics on employee engagement.Before we get to that, however, let’s take a moment to understand what employee engagement means.WHAT IS EMPLOYEE ENGAGEMENT? Employee engagement refers to how connected an employee is to their job and the level of emotional commitment they have to the organization and its goals.Engaged employees care about their work, rather than simply working for the paycheck at the end of the month.Disengaged employees, on the other hand, do not care about their job or how it contributes to the organizational goals.They only care about the benefits they get from their job, such as a paycheck, a promotion, and so on. They are not enthusiastic about their job and will never go above an d beyond in their duty for the sake of the company.To make it easier to distinguish between engaged and disengaged employees, I’ll use an illustration.Assume there are two guys, Pete and Mike, who work in the IT department.One day, a couple minutes just before the end of the work day, they both notice that there is glitch that would make the company network vulnerable to external attacks.After checking the magnitude of the problem, Pete realizes that it will take at least one and a half hours to solve the problem.Since he was almost getting done for the day, he decides to pretend that he hasn’t noticed the glitch to avoid working overtime.Mike, on the other hand, understands that there is a huge risk in leaving the glitch unresolved overnight.Instead of leaving the problem until the following day, he spends an extra hour and a half at the office resolving the problem.Mike does not gain anything by spending the extra time at the office, but he still does it because he cares about his job and its impact on the entire organization. In other words, he is an engaged employee.Pete, on the other hand, is disengaged and is not willing to sacrifice his personal time for the organization.He does not care much about the organization, he only cares about the money in his account at the end of the month.It’s good to note that there is a difference between employee engagement and employee satisfaction. Very often, many managers confuse between the two.Employee satisfaction simply focuses on how contented or happy employees are with their job.It does not address how motivated, committed or involved they are. Just because an employee is happy with their job doesn’t mean that they are engaged at work.Actually, to some employees, being happy with their job might mean doing as little as possible.Now that you understand what employee engagement means, let’s at 10 shocking statistics on employee engagement.ONLY 25% OF EMPLOYERS HAVE AN EMPLOYEE ENGAGEMENT STRATEGYMost em ployers agree that employee engagement is very important for business success.At the same time, it is surprising that majority of employers do not have an employee engagement strategy in place.A survey carried out recently found out that out of every 10 employers, only less than two (25%) have an established employee engagement strategy.Like most other business processes, the only way to improve engagement is to have a comprehensive strategy that outlines what the company intends to achieve in terms of employee engagement, as well as how this will be achieved.In addition, the company also needs to have metrics that will be used to monitor and track the progress and success of the employee engagement strategy.INCREASED ENGAGEMENT CAN INCREASE PROFITS BY 21%You might be aware that employee engagement affects things like productivity and customer satisfaction, but what exactly does this mean for the company’s bottom line?Well, according to a Gallup poll, an increase in employee engag ement can drive up profits by 21% or more.In addition, the companies that rank among the top 20% in terms of engagement have 59% less turnover and a 41% reduction in employee absenteeism.This shows just how important employee engagement is at the workplace.This means that any company that wants to be successful needs to make employee engagement one of the pillars of their business strategy.Highly engaged employees will do their work with passion, energy, and enthusiasm, which will translate to better products and services.LACK OF EMPLOYEE ENGAGEMENT IS COSTING COMPANIES OVER $450 BILLION PER YEARIf a 21% increase in profits is not enough to convince you how important employee engagement is, what if I told you that your company might be losing money because of lack of employee engagement?Well, a report by Harvard Business Review states that companies are losing between $450 and $550 billion per year as a result of employee disengagement.Unfortunately, this money is lost in expenses t hat are not directly linked to employee engagement, which means businesses are wasting money without realizing that they could cut these losses by improving employee engagement.One of the major ways through which lack of employee engagement leads to losses is through loss of talent. High levels of employee disengagement leads to an increase in turnover rate.This means that companies have to constantly spend money on hiring and onboarding, which can be quite expensive.In addition, lack of engagement leads to reduced productivity, lower quality products and services, absenteeism, and so on â€" all of which lead to loss of money.70% OF EMPLOYEES DON’T FEEL ENCOURAGED TO GROW WITH THE COMPANYFor majority of today’s workforce, and especially Gen Y and Gen Y workers, career growth and development is very important.Actually, the pursuit of career growth is one of the major reasons why most employees look for new job opportunities.In spite of this, it is surprising that many employers d o not do much to encourage the growth and advancement of their employees.According to Gallup’s State of the American Workforce report, 7 out of every 10 employees feel that their employers do not care much about the employee’s growth and advancement within their companies.When employees feel that their employer does not care much about their growth and development, not only will they become disengaged at work, they will also start looking for opportunities for growth elsewhere.This means that companies are losing both productivity and some of their best talent by not encouraging the growth of employees within the company.75% OF EMPLOYEES QUIT BOSSES, NOT JOBS Source: ChartCourse.comWhen employees start becoming disengaged, people automatically assume that there is something about the company or the job that led to the disengagement.More often than not, however, the disengagement is not triggered by the company itself, but rather by the employee’s manager.A poll by Gallup found that 75% of employees who leave their jobs do it because of their boss.This shows that the key to dealing with employee disengagement is to start at the top.Without the right managers, all attempts at improving employee engagement will ultimately fail.ALMOST 70% OF EMPLOYEES RECEIVE NO RECOGNITION IN A MONTHLack of recognition is one of the causes of employee disengagement.Everyone wants to know that what they are doing counts, and the most effective way of letting someone know that their work counts is by recognizing their efforts.Without consistent recognition, employees start feeling like small cogs in a very huge machine, like all the effort they are putting i nto their work is not being appreciated.This can quickly lead to high levels of disengagement. If it remains unaddressed, some of your best talents will start looking for new opportunities where their efforts will be recognized.Despite this knowledge, it is shocking that majority of employers and managers do not give consistent recognition to their employees.According to a report by Achievers, almost 70% of employees do not receive any recognition from their employers in a month.Even worse, 89% do not receive any recognition in a week.If employers want to increase employee engagement levels within their companies, they have to commit to giving more consistent recognition to their employees.21% OF EMPLOYEE FEEL THAT THEIR VOICES ARE NOT GETTING HEARDIn addition to receiving recognition for their efforts, employees also want to feel that their voices are getting heard.How would it make you feel if your opinion gets ignored every time you share it?Not very good, I presume.However, that is exactly what employers are doing to employees.According to the Achievers report, 21% of employees surveyed reported that their employer was poor at asking for feedback from employees. Some employees even reported that their employers do not request for employee feedback at all.If you are wondering why asking for feedback from employees is such an important thing, you should keep in mind the fact that 13% of employees are willing to look for a new job if they feel that their current employer does not listen to them.To avoid losing some of your best talent, as well as the costs that come with hiring and onboarding new employees, you should ensure that your company has a well laid out process for collecting employee feedback.However, you should not stop at that.For employees to feel heard, you must also take appropriate action based on their feedback.ALMOST HALF OF EMPLOYEES DO NOT KNOW THEIR JOB EXPECTATIONS Source: ChartCourse.comWithout a clear understanding of what is expected of you at the workplace, as well as how your job ties in to the organization’s mission and goals, being engaged in your work can be quite a challenge.On the face of it, this looks like something very obvious.Unfortunately, employers do not seem to be paying much attention to this “obvious” piece of information, if Gallup’s State of the American Workplace report is anything to go by.According to the report, only 6 out of every 10 employees are aware of what is expected of them at the workplace.This means that almost half of employees do not know what their employers expect of them, and could therefore be doing something that does not even move the company closer to its mission and goals.SAFETY ISSUES AT THE WORKPLACE CAN BE REDUCED BY INCREASING EMPLOYEE ENGAGEMENTThis might sound surprising, but there is actually a correlation between safety issues at work and employee engagement.The more engaged your wo rkers are, the less likely there are to be safety issues at work.The same Gallup report conducted a study in the healthcare industry and found out that workplaces where employee engagement was high were 70% less likely to experience employee safety incidents.They also noticed that patient safety issues were 58% lower in these workplaces.This makes sense. When employees are passionate and enthusiastic about their jobs, they are more likely to pay greater attention to what they are doing, to avoid unnecessary shortcuts, and so on.This decreases the likelihood of safety mishaps happening.EMPLOYEES WANT GREATER INCLUSIVITYA report by Deloitte found out that diversity and inclusivity was a top priority for 69% of polled executives.The report also shows that 39% of employees are willing to leave their current jobs for a new job in companies whose culture is more inclusive.This is even more significant if majority of your workforce is comprised of millennial workers.According to the report , more than half of millennial employees (53%) will leave their current job to move to a company that embraces diversity and inclusivity.WHY DO EMPLOYEES BECOME DISENGAGED AT WORK?The above statistics show that employee engagement is a huge problem in the modern workplace.Question is, why are so many employees disengaged at work?What are some things that make employees disengaged?Some of the causes of employee disengagement include:Under/Over QualificationWhen there is a disconnect between an employee’s skills and the responsibilities of their position, this can easily lead to employee disengagement.When an employee is underqualified for their position, they will feel overwhelmed by the expectations that come with the position.This can lead to a lot of stress. If the situation is not addressed (usually by way of training and guidance), the employee will start lagging behind, and in most cases, they will end up losing motivation for the job.When an employee is overqualified, on the other hand, they will feel that their skills and expertise are not being fully utilized. They will have nothing to challenge them in their job.If they are not given more responsibilities that are at par with their qualifications, they are likely to get bored with their jobs.Such employees have the highest likelihood of searching for a better, more challenging job.Lack of Career Advancement OpportunitiesLike I mentioned earlier, career growth and development is very important to today’s workers.Employees want to be given opportunities to improve their skills, take on greater responsibilities, and earn more money.If it becomes apparent to an employee that there are no opportunities for them to grow within the company, they will stop giving their all because there will be nothing to be gained from it.They become bored with their job and start doing just the bare minimum required of them at work.Lack of RecognitionEmployees want to know that their work is valued by the organization.W henever they go above and beyond in their duty, they want their efforts to be noticed.When they perform exceptionally well, they want their hard work to be rewarded with bonuses, pay raises, and promotions.If an employee notices that all their hard work is not getting noticed, they will lose their enthusiasm and commitment and stop trying too hard.Excessive WorkloadIf an employee is constantly overburdened with work, they are likely to get burnt out and get resentful. They lose their motivation for their work.This is especially common if all their hard work goes unrecognized. Sometimes, being overworked can even lead to stress, depression, and substance abuse.Poor Work-Life BalanceHaving a proper work-life balance is very important.When employees start feeling like they have to sacrifice their personal time to work for the company, they will become resentful and demotivated.Most will actually start looking for new job opportunities.Lack of Tools and ResourcesSometimes, despite an em ployee’s willingness to do their jobs the right way, the company might not be providing them with the tools and resources they need to get their work done.Having to constantly come up with unorthodox ways of getting their work done reduces the employee’s satisfaction with their job.HOW TO PREVENT YOUR EMPLOYEES FROM BECOMING DISENGAGED AT WORKHaving seen how employee disengagement can take a toll on your company’s bottom line, it is important to put in place measures to prevent your employees from becoming disengaged.Some of the steps you can take to prevent disengagement include:Spot Disengagement EarlyEmployees don’t wake up one day, flip a switch and become disengaged. It starts slowly and snowballs to the point where the employee loses all commitment to their job.The key therefore, is to spot the early signs of disengagement and do something before it becomes a real problem.Some of the early signs of employee disengagement include employees taking frequent sick leaves, r educed communication from employees, the office looking emptier on Fridays and Mondays, subpar performance at work, indifference to team wins, and so on.Come Up With Well-Defined Career Paths for Your EmployeesWe’ve already seen that the feeling that there are no opportunities for growth is one of the major contributors of employee disengagement.To prevent this from afflicting your workers, you should ensure that your employees have a good idea of how their career will progress in the next two, three, or five years.Together with the employee, come up with a personalized and well-defined plan on how the employee will move up the company, acquire new skills, achieve certifications, receive pay raises and bonuses, and so on.This will enhance your employees’ morale and keep them motivated and satisfied.Give RecognitionSince lack of recognition is another major cause of employee disengagement, managers should get in the habit of giving recognition to their staff.When it comes to givi ng recognition, managers should do it immediately following whatever achievement or action warranted the recognition.Don’t wait for the next performance review to give recognition.The more you wait, the less effective the recognition becomes.In addition, you should point out the specific action that you are appreciating, rather than generalizing the recognition. Avoid something like “You have done a great job this month.”It’s also good to note that you don’t have to give elaborate rewards for the recognition to be effective.Even something as simple as giving the employee a card appreciating their good work, inviting them to lunch one day, or recognizing their effort in front of the whole company is enough to make an employee feel appreciated.However, keep in mind that giving recognition is a two edged sword.When giving recognition, managers should make sure that the given recognition matches the effort and achievement of the employee.In other words, the recognition should only be given when it is warranted.In addition, the recognition should come off as sincere.If the employee feels that the recognition is undeserved or insincere, it might even trigger disengagement where there was none initially.Let Them in on the Big PictureEmployees will also become disengaged when they don’t know what’s going above them and don’t understand how their work contributes to the greater goal.To prevent this, it is important to make it clear to the employees what the top end goals of the organization are, and how what they are doing contributes to these goals.This can be done through regular staff meetings where the management lets employees know about the strategic decisions that are being made at the top level.Employees should also be given a chance to share their contributions as regards the company’s direction.WRAPPING UPThe 10 statistics shared in this article show that lack of employee engagement is a huge problem in the workplace today, and one that migh t be costing your company money in multiple ways.Fortunately, I have also detailed some steps that you can take to prevent your employees from becoming disengaged at work.While these measures will reduce the likelihood of widespread employee disengagement, it is also good to note that in as much as you try, it is not possible to entirely stop all workers from becoming disengaged.The trick, therefore, is to create an environment where majority of employees remain engaged and committed to their work.

Evaluation of the Acquisition of Skype - 3575 Words

Evaluation of the Acquisition of Skype by Microsoft (Essay Sample) Content: MERGERS AND ACQUISITIONS ASSESSMENT PART B MICROSOFT AND SKYPE: Name:Course:College:Tutor:Date PART B Introduction After the Windows had acquired Skype in the year 2011, using a total sum of $8.5 billion; many investors scratched their heads to find solutions on the strategic advantage of the acquisition. This report focuses on analyzing the strategic rationale behind the acquisition. It also discusses if the valuation of the acquisition was justified, the financing methods used by Microsoft, whether it was a friendly or a hostile takeover and most importantly the impact of the acquisition. The report concludes by looking at the challenges Microsoft faces in integrating Skypes operations into its business The strategic rationale behind the acquisition Microsoft is the leading seller in its Window and office products. It is also among the leading sellers in mobile phones with its major co mpetitors being Apple and Google. Why then would it go ahead and acquire a small company like Skype for an acquisition price that is almost 400 times its operating income? The strategic validation of this move is as discussed below: The acquisition is in line with the growth objective of Windows it advanced into the I.P telephony services. Introducing of video and real-time voice software in its products such as x-box, Outlook, and Lync pushes it forward to have a competitive advantage over its competitors. Microsoft does not have to invest heavily in building their I.P infrastructures; Skype has already established its services over the years. These services are familiar to many people and therefore it does both have to incur costs of marketing a new product in the market. Microsoft through the acquisition was establishing a defense mechanism against its competitors Google and Facebook. This is by preventing them from acquiring Skype by doing it first. Bot h sites have Avery major impact on the social platform. If either of them acquired Skype, it would have lead to their competitive advantage to scale up very fast. Skype is the perfect complement to windows existing products like the integration of live video chats in windows P.Cs and Xbox 360, having call back options when working with Microsoft Office and instant messaging features in Outlook. This makes it edgy and appealing to most of the young generation who spend 90% of their time socializing. It is a move to expand its customer base to include more young people. The inclusion of the Skype features in the Windows seven phone makes it attract more sales. Most people using the phone will have the best Video conferencing network. Skype has more of a peer-to-peer model that is different from Facebook, which is central. This will make any pair of Microsofts phone from a scale of one to five be a strong teleconferencing booth. This acquisition positions th e phone as a major competitor in the market as it gives it a more distinguished platform. Skype has a customer base of approximately 700 million and Microsoft acquires all of them by acquiring the company. It also has strong alliances with major key players in the communications industry like Facebook, Comcast, KIDDI, Samsung, and Linux. Microsoft will benefit in the following ways by keeping alliances with these companies. First, Facebook will enable it to reach more people by using their social platforms networks by using Skype to advertise their products to potential consumers. Merging with Facebook will give both of the companies a competitive advantage against Google, which has its similar software and a social network. Second, the alliance with Comcast will enable Windows to use Skype in HDTV and most users will be able to conduct business meetings and parties. The product will attract more customers, and Microsoft will benefit by attaining its goal of inno vation. Comcast will also attract more customers. Third, keeping an alliance with KDDI and Samsung will enable Microsoft to take over the Asian mobile market. Windows can do this integrating a free messaging service when exchanging with a device using Microsoft Operating services.This strategic rationale can be summarized in the porters five forces theory as follows: The power of customers or buyers Most of the customers of Microsoft are the people using their software and computers, therefore, this acquisition makes the company gain more customers. The company has more control over the prices of the products as the bargaining power of the consumers is low.The power of suppliers The suppliers of Microsoft include research and innovation institutes that come up with most of their software. They also come up with most of the ideas to models of new phones and PCs. The acquisition of Skype extended its suppliers base to Asia. This makes their control of p rices be lower, however; it faces a threat of them moving to companies like Apple and Google.The threat of substitute products There is a threat to substitute products from Facebook, Google, Whatsapp and Google + which makes this strategy perilous. These companies have their social platforms similar to Skype, and it thus makes it very hard for Microsoft to be sure of customer loyalty. The threat is very high.The threat of new entrants These alliances will make the threat of new entrants in the market to reduce, as very high capital is required to start operations and build their VOIP infrastructures. However, innovations are made daily, and if a new entrant comes up with cooler video call software than Skype then competition to Microsoft will be very high.Competitive rivalry The current situation in the field of the social platform is highly competitive. The move by Microsoft to acquire Skype put it in a better position because of Skypes already e stablished market. However, Google and Face book, which are its main competitors, have presence that is more social and innovating, their video live chats will put them far ahead of Microsoft. The competitive rivalry that Microsoft faces is high.Weighting model on Porters competitive analysis of the acquisitionLow1Medium2High3 Risk weightsThe power of suppliersLow3 3The power of customers Low3 3Threat of new entrantsHigh1 3Existing competitive rivalryHigh1 3Threat of substitute goodsHigh1 3Total 9 15 Competitive score (%) 9/15=60% Justifications of the valuation of the target company The most important component to consider is not only the compatibility and strategic advantages that companies derive from acquiring a company. A target company may fit like a glove to the operations of the acquirer, but its price might be too expensive compared to its va luation (Damodaran, 2011). Is Skype worth the $8.5 billion? The real monetary value of Skype is hard to know considering it is a private company, and most of its financial statements are not available to the public. However, according to atomic inc. Microsoft paid a$ 14.70 for each Skype user, and it would use 116 days to get the money it used from its operations. In 2010, though Skype made losses of $7 million and revenues of $860 million (Damodaran, 2011). Putting this fact into consideration the company would have been valued through the following methods and the following methods and calculations: CALCULATIONS ON VALUATION OF SKYPENumbers from the base year (2010) and belowMillionsNotes Revenues $860Based on information publicly availableOperating income or EBIT $7Based on information publicly availableBook value of Equity$ 1000 From the form k-10Book value to debtCash $200Number of shares outstanding1Valuing entire company From form k-10 Current stock price $8,500When it entered the Microsoft bidTax rate 38.00%Margin tax rate in U.S.AValue driversAnnual revenue Growth over the next five years20%In 2009 the revenue growth was 20%Target Pre-tax operating margin(EBIT as a % of sales in 2010)30%Taking the upper end of a company operating in a technology fieldSales to capital ratio(for computing reinvestment) 2.14Industry average for software companies The company has a continued revenue margin is approximately 20% comparing its revenues over the last five years prior to its acquisition. The pretax margin went up to 30% that is closely to what companies like Google are reporting. The cost of capital of the company is 12%, which is closely related to most young companies, which have a potential to grow into large entities into the future. The estimation of the value of Skype putting this into consideration gives approximately an amount of $318 billion (Damodaran, 2011). A company, howeve r, able to have revenue growths of up to 35% and pre-tax operating charges of 30% it is probable for its worth to be $8.5 billion but not more. Apart from these monetary aspects there are some qualitative factors that contribute to the valuation of a growing company they include the following:The size of the market Skype has a large market, which had a customer base of around 270 million worldwide due to its easy to use facilities like live chats and video calls.Potential to grow Skype has already established a brand name in the VoIP network compared to similar services that Google and Facebook are trying to offer. Acquisition of Skype sells its strong brand name that has a high potential to grow compared to other social platforms providing the same like Facebook and Whatsapp. It has a huge space to grow (Damodaran, 2011).Survival skills ...