Origins of American History Essay Example | Topics and Well Written Essays - 1500 words

Origins of American History - Essay Example It is only knowledge from these primary sources that can possibly give us reliable evidence on the effects of slavery on the Atlantic civilization. The Flourishing of the Slave Trade The first effect of the slave trade on the Atlantic world was the expansion of the trade itself. Much of the information concerning this was exposed through the publication of the journals of John Barbot, a French Royal African Company agent who made voyages from the West Coast of Africa back to the Atlantic world, two of these documented in 1678 and 1682. Based on the Slave Trade documents by John Barbot, which were published in 1732, it was rather easy to obtain slaves from Africa because â€Å"in times of dearth and famine, abundance of those people will sell themselves, for a maintenance, and to prevent starving†. Moreover, according to John Barbot, the main consequence of the great supply of slaves from Africa going to the Atlantic civilization is the lesser demand for them and more important ly, the cruelty and inhumane treatment that is afforded these slaves. According to John Barbot, the masters of these slaves â€Å"subsist them poorly and beat them inhumanly†. ... Also, when the slaves die, the masters â€Å"never bury them but case out the bodies into some by place, to be devoured by birds or beasts of prey†. This is rather one of the cruelest acts done by the masters on the slaves, which is not to afford dignity to the slaves even in death. Lastly, these slaves have been subjected to torture as Barbot himself admits ad confesses: â€Å"And tho’ I must say I am naturally compassionate, yet have I been necessitated sometimes to cause the teeth of those wretches to be broken, because they would not open their mouths†. From these accounts of John Barbot, one can clearly see the maltreatment of the slaves in the Atlantic civilization, whether in Europe or in America. This dominated the market during those times. Fusion of African and Atlantic Cultures The account of Olaudah Equiano, who was born in Benin in the late 1700s and kidnapped from there by the European slave traders, somehow opposed the idea of Barbot that it was ra ther easy to obtain slaves because they would sell themselves to prevent starving. On the other hand, it is possible that not all places would be the same all the time. Nevertheless, according to Equiano, when he arrived in England, he thought â€Å"the languages of different nations did not totally differ, nor were they so copious as those of the Europeans, particularly the English [and] they were therefore easily learned; and while I was journeying thus through Africa [probably on board the slave ship], I acquired two or three different tongues†. This is therefore a sign that the cultures of Africa have Formation of Anti-Slavery Organizations As early as 1790, there have been calls for anti-slavery in the Atlantic world, like the Society of the Friends of Blacks, who called for the abolition of

The employee caries out this specific job role Essay Example for Free

The employee caries out this specific job role Essay Job roles are appointed to each individual employee in McDonalds and it is important the employee caries out this specific job role to the best of his/her ability. It is also important to carry out these roles to ensure McDonalds run smoothly and efficiently. Working arrangements is the time and location and terms an individual employee must work. These working arrangements will vary to each individual as some employees may do part time work while others do full time work. Job roles vary to different employees. Some employees have more power than others and so have more responsibilities. This level of power in McDonalds can be shown in a hierarchal. McDonalds Pyramid Structure The pyramid structure of McDonalds is a diagram (pyramid) showing the different levels of power each employee has within McDonalds. McDonalds use a pyramid structure to show the powers of different members of staff. The pyramid shows the flow of information from top to bottom. The person with the highest power within McDonalds is placed at the top of the pyramid and the person with the lowest level of power is placed at the bottom of the pyramid. There are two types of pyramids these are tall and flat pyramids. A tall pyramid is used by larger organisations such as McDonalds. A tall pyramid consists of more levels and more power as you go higher up. A flat pyramid is used by smaller organisations, and consists of less levels and the amount of power the top person has is considerably less than the amount of power that the top person has in a tall pyramid. Important decisions are usually made by the person at the top of the pyramid. This information is passed down to the employees. It is also important to know that the level of authority increases as you go up the pyramid. The pyramid structure also shows that the higher you are in the pyramid the higher your wages are. The five key points to know about McDonalds pyramid structure are A pyramid structure shows the levels of power of an employee. A pyramid structure is either tall or flat. A pyramid structure can be used to show the flow of information from top to bottom. A pyramid structure can be used to represent the importance of a particular person within McDonalds. (The higher in the pyramid you are, the more important you are.) A pyramid increases in size as you go down because there are more people carrying out that particular job. This is why the structure is a pyramid shape. Organisation charts are charts that show the main people of McDonalds and their level of power. A normal organisation chart would show a high managers picture at the top with a description and name and below this person would be other employees who work just under the high manager. However McDonalds is far too big a business to have this so it is likely that McDonalds have an organisation chart which shows the more important departments. The role of the organisation chart is to show power structure and the line of communication within McDonalds. In an organisation charts you will be able to see. Chain of command Line manager Depth of control Span of control The chain of command shows a direct level of power from top to bottom. For example a managing director would be at the top and a crew member would be at the bottom. The chain also shows the path of communication within McDonalds. And also from a chain of command you can see where your instructions are coming from. A chain of command will change in lengths. This is dependant of the different types of employees and job roles within a department in McDonalds. This is what an organisation chart may look like for McDonalds. The line manager is the person who an employee will receive an immediate instruction from. From the diagram above you can see the levels of power and responsibility increase as you go up the chain. It is likely that a floor manager will receive his/her instructions from the manager. The depth of control can also be seen from the above chart. The depth of control is the number of levels a person controls or is higher than. For example a floor manager has a depth control of two were as the manager has a depth control of 3. A span of control has a different style of presentation as it shows how one person has immediate authority over another person or how someone is under the authority of another. For example there maybe seven crew members. One of these crew members may be manager of the other crew members so the manager has direct authority over the other crew members. This is what the chart would look like. Job Roles Managers Managers are mainly found in medium or large organisations. McDonalds is a large organisation and so has many managers. Each managing level will have different responsibilities. For example a floor manager will have different responsibilities to a supervising manager. The managers have a role to take care of a section of McDonalds and to perform duties given to them by the director. Their tasks may include helping with customer service, registering complaints, analyzing the profit and loss accounts, etc. Managers have a very good level of job security, as managers will always be needed and also there are fewer managers in a restaurant than crew members. And a manager has specific qualities and skills. The skills needed maybe the ability to calculate profits and loss, ability to analyse assets. It is likely that you would need a qualification maths. Managers of McDonalds are paid well for the work they do. Supervisors Supervisors work a level below the managers. Supervisors have a role to lead a group (crew members). They have day to day responsibilities these include monitoring progress of employees, Check profits are coming in, help in customer service, serve customers and so on. Supervisors also have good job security as there are less of them (almost always one in every group) and also it is likely that supervisors will be promoted to be a manager. They are usually looked on to solve small problems such as disputes between employees and to handle customers with complaints. People who have become supervisors have usually been working in McDonalds as a lower position for a period of time so a quality a supervisor would need is experience. Skills to be a supervisor could be to be able to calm customers down, know how to solve disputes, etc. Supervisors have a pay which is good for the job they do, however the pay is very little. Operatives Operatives are people who work on the shop floor of McDonalds. They carry out activities such as cleaning and serving. They have a responsibility to provide customers with a high standard of food along with a high standard of service. The job security for an operative can be low as there are so many and the jobs they carry out are tedious. Some of their duties can be replaced by machines witch means that they can loose their job at any time. An operative at McDonalds must have good communication skills, they must be quick and efficient at their job, and they must also be able to do different jobs within the team. The qualifications expected by an operative are minimal. The pay for an operative is quite low as the jobs carried out are simple. Crew Member A crew member has several responsibilities they must serve customers, provide excellent customer service, perform general kitchen duties and take part in annual stock take. The job description of an employee is one that is very simple. They must process customer orders for payment, collect and pack customer orders and provide customers with information and advice about products within McDonalds. There are two types of contracts these are permanent and temporary. The level of job security is dependant on the type of contract the employee has agreed to. A temporary job has a finishing date of work. So the amount of time the employee can work for is fixed. This offers minimum job security, however a permanent job offers a greater level of job security as the date that the employee finishes working is not fixed. The only way in which the employee can loose his or her job is by either getting sacked or by resigning. A crew member plays a minimum role in decision making as the only decision the crew member makes is how to pack a customers order. The skills and qualifications a crew member is expected to have is to have G.C.S.Es in English and maths. The crew member is also expected to have good customer service skills along with having commitment to hard work and being a team worker. Previous work experience is not necessary. A crew member can be expected to have an Hourly pay of à ¯Ã‚ ¿Ã‚ ½3.45 à ¯Ã‚ ¿Ã‚ ½5.05 per hour. Good performance by employees are rewarded with bonuses. Annual paid leave is provided along with employee discounts in regards to McDonalds products. Restaurant Manager A restaurant manager has many responsibilities. The restaurant manager is responsible for the restaurants overall performance and profitability. The restaurant manager also has the duty of reporting performance to head office and area managers. The restaurant manager is also responsible for management of staff along with taking responsibility that the McDonalds restaurant food is cooked properly and that only in-date stock used in the food used to provide their customers. The restaurant manager must also make sure that health and safety regulations are followed carefully and to absolute precision. He/she must also monitor the training and development of their staff. The restaurant manager also has the responsibility of having to be able to deal with customer queries, complaints along with ensuring high level customer service. The job description of a restaurant manager would include the roles the restaurant manger must play. These are provision of standardised food and customer service, setting performance targets to monitor staff performance against targets, manage section managers, recruit staff, communicate regularly with staff and to keep restaurant costs within budget. The restaurant manager has a high level of job security as the contract he/she is employed on is a permanent contract. In order for the restaurant manager to keep his/her job security high he/she must complete the objectives told in his/her job description. Decisions made by the restaurant manager include the recruitment of section managers, store layout and range of goods kept in store. The qualifications expected of a restaurant manager is that he/she must have a degree, HND or work experience with NVQ. The restaurant manager is also expected to have good leadership skills along with good communication skills. Good organisational skills and excellent customer service skills. The salary of a restaurant manager usually increases over time, when a restaurant manger starts off he/she would be paid between à ¯Ã‚ ¿Ã‚ ½17,000 and à ¯Ã‚ ¿Ã‚ ½22,000 yearly. After time the restaurant managers yearly salary should increase to about à ¯Ã‚ ¿Ã‚ ½35,000-à ¯Ã‚ ¿Ã‚ ½55,000. Completion of achieving set aims of McDonalds is rewarded by performance bonuses. Franchising opportunities are given to the restaurant managers, and are paid annual leave of (5 weeks). The restaurant manager also gets staff discounts and stakeholder Pension scheme. Working arrangements at McDonalds An employment contract is a very important document as it states what is expected for the employee and what the employee can expect of the employer. Such expectations of the employee can be the time he/she reaches for work and leaves. The attitude taken towards customers, the jobs expected to do. If the employment contract is broken either by the employer or the employee their jobs will be at risk. Below are the key points of information shown on an employment contract. * Job title. * Hours of work * Place of work * Terms and conditions of employment * Pay and benefits * Date of commencement of employment * Name of employer * Employees name There are five types of working arrangements. This is to say five different ways of taking work. These are. *Permanent employment * Temporary employment *Full time workers *Part time workers *Flexible hours * Shift work * Flexitime workers * Overtime Permanent employment is when you are given set hours to work and you have no decided end to your job. The only way your job can end is if you retire or are sacked. The advantage of permanent employment is that you have high job security and that you can claim benefits such as having paid leave. A disadvantage of permanent employment is that you can be sacked. Temporary employment is when you work for a set number of hours however you have an end to the job. A disadvantage to this is that you cant claim benefits from McDonalds (such as paid leave). The advantage of temporary employment is that you dont have to work very long and that you get paid. Full time workers are permanent employees that work standard hours. Standard hours would cover the hours of between (9.00 am- 5.00 pm.) The disadvantage to this is that you have to work long hours for almost all work. The advantage to this however is that there is more pay in working full time. Part time workers are employees that work less hours through agreement. The advantage to this is that you can work hours that suit your schedule. The disadvantage to this is that you do not get paid as much as full time work. Shift work is when you work for a period of time over twenty four hours. The advantage to this is that you work shorter hours that suit your needs. The disadvantage to this is however you dont get as much pay as full time work. Flexitime workers are employees that decide when to start and finish work however by completing the standard working hours. The advantage to this is that you can take care of jobs you must do before you work such as (drop children off to school, etc). The disadvantage is that you would end up finishing work at a later time as you would still have to complete the working hours set. Overtime is a working arrangement where employees work for longer than the standard hours. The disadvantage is that you would have to work for a longer time, however the advantage is that you would get paid more. It is expected that an employee of McDonalds is expected to work seven hours a day (not including part time workers). These working hours are shown in the employment contract witch the employee has signed showing that he/she has agreed to complete those hours. Your place of work can sometimes vary depending on what you work as. An operative of McDonalds will almost always be located in the restaurant this is a fixed place of work. This is also included on your employment contract. Your payment is included in your employment contract. It will also state of the pay is annual or hourly. Holidays are given to employees and they can be taken at any time, however their holiday time is limited as when the employees are on holiday they are still getting paid. Any days taken off after your holiday will not be paid for. Different employees will have different benefits. If an employee works far away from their place of work they are given a company car. Medical and life insurance are very likely to be covered by McDonalds. Flexible hours are important to McDonalds. This is because it keeps there employees less stressed and so are more happy to work and that adds to a happier working environment. When an employee is able to come in at a later time and so get other jobs out of the way such as dropping off children to school they are a lot happier and so are able to get on with their jobs better. Family Flexi Working Family flexi working is when there are two or members of a family working in McDonalds, and the agreement allows them to cover each others shifts. The advantage to this is that family members can take time off when needed, however the disadvantage to this is that it does not always work as both family members may have to take time off work at the same time.

Pumps industries and scope of submersible

Pumps industries and scope of submersible Overview Of Pumps Industries And Scope Of Submersible Pumps In Global Market Indias economy is based mainly on agriculture and it is the backbone of the country. Indias agriculture depends upon the timely monsoon and the amount of rainfall in any year. To avoid the uncertainty and vagaries of the monsoon, farmers in India resort to various methods of irrigation. India, being a vast country with much variation in geographical conditions, needs several irrigation techniques. In areas of shallow water levels (1-6 metres head axial flow or mixed flow pumps are used to lift water. Where water levels are at 6-40 metres head or on river sides, mostly radial flow pumps are used. For deep bore wells submersible or jet or compressor pumps are used depending on head and discharge requirements and on availability of water in the bore well (yield). Pumps are the vital elements in an enormous range of fluid handling applications and range from small household pumps to immense units utilized in the water, chemical and energy industries. Pump performance requirements and duties vary considerably in terms of material of construction, wide range of temperature, pressure, viscosity, density etc. Pumps are employed in almost all the industries. Pumps Industry In India The first electric motor in India was manufactured in Coimbatore in 1930 and thereafter the motor pump industry expanded rapidly there. Today 60% of Indias requirements of domestic and agricultural pumpsets are made in Coimbatore. The Southern India Engineering Manufacturers Association (SIEMA) (established in 19522)has 215 members, most of whom manufacture motors and pumps of various types. Indian pumps are made according to the specifications of the Bureau of Indian Standards (BIS). Coimbatore (with 1.2 million population) is also famous for Textile machinery manufacture and is rated sixth in the world. It is called the â€Å"Manchester† of South India due to the presence of hundreds of spinning mills, cloth and garment manufacturing units in and around Coimbatore. Besides Coimbatore, Ahmedabad, Baroda, Calcutta and Dewas and the other places where agricultural pumps industries are situated. Similarly Rajkot, Agra and Kolhapur are famous for oil engines and Rajkot alone acco unts for 50 percent of engines production. Special Criteria For Motor And Pumps Design: Apart from the general requirements for motor and pump design such as rating, power factor, head, discharge and efficiency, the following factors are to be considered during design of pumpsets. 1) In India, the three phase electricity power supply to villages varies from 240 450 volts with a 47.5 to 51 cycle frequency (standard 415 volt and 50 cycle frequency). Average power supply is 6 to 8 hours daily during summer and most of the time, power supply is around 240 300 volts. In the single phase, voltage varies from 140 250 volts. 2) During summer the ambient temperature is 35 to 40 degree calcius with dry humidity, when hear dissipation by motors or engines is poor. Hence pumpsets are designed for such extreme conditions. 3) The literacy level in Indian villages is very low as is the economy. Consequently, people cannot afford to spend on the maintenance of equipment. Hence, motors, pumps and engines are designed for easy installation, trouble free operation, and easy maintenance for a long service period. Small Industries Testing And Research Centre. ( SITARC) This centre was set up in 1986 for testing motors, pumps, monoblocks, submersible pumps, raw materials and for calibration of instruments. SIEMA contributed an 8,000 m2 piece of land to SITARC where the testing centre is now functioning. The present cost of the land is approximately US$ 500 000. SITARC has the following divisions and facilities: Ø Mechanical, electrical, materials testing and meteorology divisions Ø Research and development, design and engineering divisions Ø HRD/consultancy/information cell Ø Prototyping products and tools in model tool room SITARC is approved as a research centre by the Ministry of Science and Technology, Government of India. It is accredited by NABL in the disciplines of mechanical, electrical, chemical and fluid flow and recognized by the Bureau of Indian Standards for ISI testing. Test certificates are recognized by the Export Inspection Agency, RITES, Ministry of Defence, State Electricity Board and the State Water and Drainage Board. SITARC Pump Institute funded by UNDP, UNIDO, Government of India and the Government of Tamil Nadu, is in the process of setting up the most modern pump testing institute. The cost of the project is US$ 5 million. Product Quality And Performance Of Pumps Industries At Global Level: The BIS assists exporters and industry to meet international standards and quality specifications for global acceptance through its standards formulation, certification, technical and other related activities. BIS is actively involved in the International Organization for Standardlization (ISO) and International Electro- Technical Commission (IEC) and also participates in various technical committees of ISO and IEC. Product quality begins from the selection of raw materials. The BIS has defined materials specifications for each component of pumps and motors and has specified time schedules for calibration of gauges, meters and other tools used in regular testing of pumps. All industries are required to keep calibration records of their equipment and meters. It is mandatory that qualified and properly trained technicians and inspectors are appointed to conduct testing. Most industries have their own quality control systems which are used during the manufacturing stages of each component. A few SIEMA member units are beginning to obtain ISO 9001 and ISO 9002 system certification. Medium and large scale industries use the latest model CNC machines and fully computerized testing facilities to achieve the desired quality. BIS has issued separate standard specifications for each type of pump. Similarly, testing facilities for agricultural, Jet and Submersible pumps are also specified by BIS to be followed by the industries. Each pump manufactured will undergo the following testing procedure before dispatch. Routine Test For Motor: 1) No load current, watts, speed (clock wise and anti clockwise) 2) Breakaway test to find starting torque 3) Full load test of watts, amps, speed, power factor, efficiency slip and temperature 4) For single phase motor, test for moisture proof and current leakage for user safety Routine test for Monoblock in addition to motor test: 5) Test for overall efficiency of the monoblock 6) Test for guarantee of Performance at duty point 7) Overload test in operational range. Because of such a stringent quality control system, pumpsets thus manufactured will have high reliability and superior performance. Types, Perfomance range and price of Indian Pumps at Global Level: 1) Axial flow pumps 2) Monoblock pumps- single phase (240 Volts) 3) Jet centrifugal combination pumps 4) Monoblock pumps- three phase (415 Volts) 5) Submersible Pumpsets 6) Direct coupled or belt driven centrifugal pumps Axial Flow Pumps Axial flow pumps or propeller pumps are used for a head range of 1-6 metres and give high discharge. No priming is necessary for this pumps and it operates at 80-90 percent of pump efficiency. Capacity Head Rnage (cm) output lps 5-30 HP 1-6M 60/300 Prices for Axial flow pumps vary depending on the requirements of head and discharge. Single Phase 2880 Rpm Centrifugal Monoblocks These pumpsets are easy to install, lightweight, ruggedly built and designed for trouble free operation. They are of monoblock construction with a common shaft for the motor and pump. High efficiency of these pumps minimizes power charges. Numerous applications include irrigation of small land holdings, garden, domestic water supply and circulating systems. Motor are made of TEFC body and covers are of cast iron with capacitor start and run, Class â€Å"B† insulation running at 2880 RPM and enclosures with protection IP44 IP 55. Pumps are of end suction, centrifugal design. Castings are of cast iron. Impellers are bronze and dynamically balanced. These Monoblocks are fitted with high quality mechanical seals for long reliable life. Jet Centrifugal Pump Combination Sets These pumpsets are used in borewells are openwells where suction depth is 8-60 metres. They are easy to install on borewells of 75 mm (3†) and larger. As there are no moving parts inside the borewell jet units, maintenance is easier than with submersible pumps. Jet units are available in many sizes for various suction lifts. Three Phase Monoblock Pumpsets Motors are the TEFC 1440/2880 RPM squirrel case induction type. Pumps are the single stage, and suction type and are fitted with cast iron impellers and castings. Stainless steel bushes and brass impeller locking nuts are provided at the pump ent. Gunmetal gland, stainless steel studs and brass nuts are fitted to avoid rusting and to make it easy to replace asbestos packing ropes. Various models are available in monoblock range for selection to meet specific requirements. Three Phase Submersible Pumpsets Submersible motors are designed to operate with 250/450 volts, 50 Hz, 3 phase AC supply. They are fitted with wet type, water-filled, water lubricated squirrel cage induction motors. The motor casing is of stainless steel. The starter winding is made of PVC/Polyester film, wrapped around waterproof copper winding wires. The rotor laminations are fitted with electrolytic grade copper rods, and the ends are brazed with forged copper end rings, mounted on a stainless steel shaft, which is hardened and ground to ensure long life. The shaft is supported by two sets of leaded bronze journal bearings lubricated by water. The Axial thrust generated by the pump is absorbed by a thrust bearing fitted at the bottom of the motor. The motor is seated on radial seal rings. The pump is of multistage centrifugal design, with radial or mixed flow impellers which are of bronze and dynamically balanced. The diffusers are designed to give best possible efficiency and are built into the castings with replaceable guide bushes for easy maintenance. The pump shaft is made of stainless steel hardened and ground. A strainer is fitted at the inlet of pump to prevent entry of solid particles. Single phase submersible pumpsets suitable for 100 to 115 mm borewells are also available. Submersible pumps can be installed in bore wells and very deep wells for irrigation schemes, domestic uses and industrial requirements. Submersible pumps are versatile and are suitable for sprinkler irrigation schemes as booster pumps. Submersible Pumps Suitable For 150 Mm Bore Diameter Direct coupled and belt driven centrifugal pumps are single stage, radial flow and suction type with horizontal shaft and vertically split casings. Pumps are fitted with pulleys or with flexible couplings, to be driven by electric motors or diesel engines. Direct coupled pumps are supplied with a common base plate for fixing the drive units. Diesel Engine Vertical four stroke cycle, single cylinder compression ignition â€Å" water cooled†/ â€Å"air cooled† cold star diesel engine. Diesel engines are designed as prime movers for agriculture, with high efficiency, low fuel and lubricating oil consumption. Grade: 15 and Grade: 20 cast iron and EN 9 matetials are used in the manufacture of these engines. Rigid inspection of components at every stage of the assembly makes every part easily interchangeable. Each engine is tested thoroughly for speed, output and fuel consumption according to the BIS specifications. Thermo-Syphen or a fresh water system is used for wated cooled engines. A blower is attached with a fly wheel for air cooled engines. Single cylinder diesel engines are manufactured up to 10 HP and for above 10 HP, multi cylinder diesel engines are manufactured according to specifications. Electrical Starters And Switches Starters for direct-on-line or manually operated Star-Delta models are suitable for 220 and 440 v-50 Hz, three phase or single phase A.C. These are built-in with over load and single phase protection with bimetal relay arrangements, silver oxide bimetal contacts and other standard features to protect the electric motor from varying supply conditions. Product Average Price FOB Durban $ 3-10 HP range 101 12.5 HP range 106 Three Phase Iron clad Switches (Rewireable): Capacity RatingAverage Price FOB Durban ($) 16 amps 16 32 amps 30 63 amps 69 100 amps 140 Indian Pump Industry Poised To Increase Global Share The Indian Pump manufacturers have traditionally catered to the needs of domestic market. In India, pumps are mainly used for pumping water from wells in households. With the effect of LPG (Liberalization, Privatization and Globalization) the Indian pump manufacturers have started exporting to foreign countries, where pumps are used for various purposed in different industrial sectors like, oil refineries, steel mills, mines etc. This has led to the increasing trend in export of pumps. Indian Pump Industry is capturing more and more market in the world. Exported to around 70 to 80 Countries, the Indian pump industry is poised to register a faster growth rate than the global average to capture a bigger slice of the international market, states an industry. ‘The Indian Pump industry is set to grow at 6-7 percent over the next three years as against the world pump market, which stands at euro 10 billion and is expected to grow at 4.0 percent per annum, says by Y.I Buch, president of Indian pump Manufacturers Association, in press released published on IndiaPRwire.com. The Industry, which currently has euro 500 million global market share, ‘is expected to grow at a rate faster than the world pump market growth, capturing a larger share of the market, states the study released by the Confederation of Indian Industry(CII). Among machinery, pumps are produced and used in the largest numbers, second only to electric motors. According to industry estimates, India currently produces around one million pumps of various kinds an uses worth around Rs. 900 large, medium and small units producing pumps in the country catering to a range of sectors from agriculture to industries including nuclear power generation. ‘Indian pump manufacturers are able to meet most of the domestic market demand, states Sarita Nagpal, head of manufacturing services of CII, which works closely with the Indian Pump Mnaufacturing Association. Exported to 70 countries, including developed countries, Indian pump industry exports have registered 11 percent growth in the last two years after reversing a negative 11.5 percent trend in 2002-03 to clock 45 percent growth in 2003-04. ‘India has today become a reliable, technically competent, competitive and enterprising outsourcing option for many multinational companies in industrial pumps and systems, said Buch. The growth story has emerged through technical collaborations and joint ventures that Indian companies have had with multinational majors. ‘Technical know how of global standard has thus been well absorbed, Buch said. In addition, various research institutes such as the Small Industries Testing and Research Centre (SiTarc) in Coimbatore, have developed energy-efficient designs for pumps to meet the norms of Indian Standards, keeping in mind manufacturing feasibility with only the basic facilities of small-scale sector. The Indian Pump Industry has an outstanding record of indigenous research and development in all three areas of technological intensities from mass produced pumps for agriculture to gigantic pumps for interlinking rivers, and pumps for critical services such as nuclear power generation, said Nagpal. Keeping pace with changing global standards, the Bureau of Indian Standards has developed 42 sepcifications for indigenous pumps. Till date no other country in the world has set specific norms for minimum efficiency. The norms for minimum efficiency have also been periodically upgraded, such that even the minimum norms are close to 95 percent of internationally recognized ‘chart efficiencies, said Nagpal. Spares, Accessories, Availability And Supply To Global Market For each pump, a trouble shooting and repairing manual, installation and maintenance hand book and spare parts catalogue I supplied to help the customer understand the procedure to follow in dismantling, reassembling and ordering spare parts. Centrifugal, monoblock, jet and submersible pumps consume minimum spares during their lifetime. The manufacturer will specify the required spares for each pump or batch of pumps ordered and these spare parts, can be supplied with the consignment. As most of the items are in regular production, any requirement can be met at short notice and delivery can be arranged. Service Assistance For Installation And Maintenance Centrifugal Pumps are easy to install and run. For Submersible and Jet Pumps, an installation guide book is provided with each pump. Proper training can be provided for a few mechanics at the suppliers premises. SITARC will also have training facilities for pump assembly, testing as well as installation techniques which can also be utilized. Further a few engineers can be made available to train local people at various centres by organizing seminars and classes. Joint Venture With Local Private People. In India economic reforms have been in progress since 1991. Joint ventures, either in India or with African countries are encouraged, depending on the requirements. Joint Ventures either in India or with African countries are encouraged, depending on the requirements. Joint Venture in Africa is possible when the requirement of pumpsets by value is US $ 3 to 4 million per year. Interested parties can contact SIEMA. Most MNCs were initially interested in exporting to the Indian market, but soon realized the need and economic viablility of indigenous manufacturing and working out a joint venture of foreign direct investment for manufacturing. Apart from labour being cheap, availability of technologically skilled and knowledgeable manpower with communicative competence made them to favourably consider the above. MNCs feel that manufacturing base in India can help not only to cater to this market but also to markets in Asia and Africa. Conclusion: It is hoped that the above information is useful. The similarity between India and Southern and East African countries in respect of soil, monsoon pattern, climate, water table, literacy levels, literacy levels, electric system and user method, makes Indian pumps ideal one for African countries.

Gov Jane Hull :: essays research papers

Jane Dee Hull was born in Kansas City, Missouri, on August 8, 1935. Governor Hull is married to Dr. Terry Hull. Dr. Hull practiced medicine in Pheonix for 32 wears and now works as a consultant. Governor Hull and Dr. Hull have four children and eight grandchildren. Governor Hull received a bachelor's degree in elementary education from the University of Kansas and also did postgraduate work in political science and economics at Arizona State University. She is a graduate of the Josephson Ethics Institute. Governor Hull and her husband moved to Arizona in 1962. Dr. Hull served as a physician in public health service and the Governor taught school on the Navajo Nation until 1964. In 1979 Governor Hull was elected to the Arizona House of Representatives. She served from 1999 to 1992, and she was the first woman speaker of the house. In 1993, she ran a successful campaign for secretary of state, becoming the second woman to hold that office and the first Republican since 1931. Since her inducted into office, Hull lists education, healthcare, the economy and preserving the state's natural beauty as her top priorities. Governor Hull is a strong supporter of Homeland Security measures to ensure the safety of the people of Arizona. During her term as governor, Hull has appointed a record amount of judicial appointments.   Ã‚  Ã‚  Ã‚  Ã‚   Her ‘Students FIRST’ school facilities funding program ensures equity for every student in Arizona, no matter where they live. Forty-four new schools were built and opened and another 120 new schools have been approved. An addition, $1 billion dollars will be set aside for upgrading current school buildings. In Hull's Education 2000 program, which will raise $459 million in new funds, provides higher teacher salaries and smaller classrooms in kindergarten through high school. Since the Governors acceptance into office, nearly 136,000 children of the working and lower class will now receive health coverage thanks to the Governor's KidsCare program. In behavioral health, funding for the seriously mentally ill has increased by 80 percent since the Governor took office, up from $102 million in fiscal year 1997 to $185 million in fiscal year 2001. The Governor also obtained approval to build a new Arizona State Hospital and the initial phases of construction have begun. Under Governor Hull's leadership and contract with Qwest Communications, Arizona is one of the first states to assure that all of Arizona’s public schools will have access to the Internet.

Pop Music Has It Gone Too Far Essay

Has Pop music gone too far some might say yes some might say no but to some extent everyone would agree but how can you judge this by standard of the generation and how the artist changed it as well as how you would think the next generation would react. hen we began the course it started with rock and rollers wearing suits and dancing with a 1-2 step then coming to 2013 which Ithink the second teen idol era such as Justin Bieber or Katy Perry or even worse the Kardashians but even now compare them to the likes of Fabian teen idols of the late 50s-60s who are taking the rolls of Elvis and such should be noted than filming of Elvis from the waist down was prohibited at a time then to half naked women for the sake of getting a gold record and a couple of bucks but then there was jim morrison waving around his penis on stage but it can be said he was under influence of several things. But all in all I Say that yes it has gotten too far . Pop music can be said to be always changing because the change from R&B to hip hop did not happen without a huge change like rock and roll and san francisco but when you say something is extreme the next generation will take it as the norm say when 80s rock and roll started making sex related music videos which was considered ridiculous today its everywhere my cousin who was listening to songs like stronger or E. however her mom had no problem . One of the biggest thing I Seen arise is that it injected itself into our culture just like a virus from well dressed clean cut to leather pants and jackets and crazy cuts but it began with the beatles who simply got long hair. Or when KIss stated wearing leather and make up the youth followed proving that it was no longer anti-culture it was culture and changing america for better or worse. Another thing that crossed my mind is that good is bad and bad is good when the rolling stones crossed this path they set a whole world of problems but how far can you go for record sales once it was love, peace and tolerance then it turned to sex drugs and rock and roll while the singers who were in tune were dismissed while screamers were considered the best. But some may not think this is a big deal, it is pop music but I Would think death would change one’s mind. Jimi Hendrix one of the best guitarists died due to â€Å"misadventure† aka he overdosed as well as jim morrison taking their own lives the best of the san francisco style dead, pop music took these â€Å"tortured† souls but it can be said that they had it coming to them how about the fans, ordinary people for example say Altamont Free Concert what could go wrong Free concert with world famous acts what could go wrong. Drugs and alcohol can. The rolling stones here tried to skip the police and decided that they can do whatever they wanted , they were a pop artist group of course, so they decided to hire the hells Angels and with the drugs and fight music a brawl broke out between a fan and to members which ended with the death of Meredith Hunter who was stabbed to death by the security personnel and it was caught on tape. Or when the prince of darkness decided to write a song about suicide (suicide solution) a teenaged John McCollum decided to kill himself . he lyrics went†Where to hide, suicide is the only way out Don’t you know what it’s really about Wine is fine but whiskey’s quicker Suicide is slow with liquor Take a bottle, drown your sorrows Then it floods away tomorrows† this song at the least suggests suicide if not promoting it . Being bad may bring in platinum records and #1 hits but when people start dying bad is not good any more it’s bad. Rock and roll was once full of well dressed mannered people the Beatles be a good example and early on their lyrics meant well elvis sang about love and moondogs then Jimi hendrixs start humping his guitar on fire then the who started breaking equipment , The rolling stones started shooting heroin on stage, ozzy osbourne bit the heads off a bat and Jim morrison exposed himself and I doubt all they sung about was love me do and twist and shout the lyrics esuculated from â€Å"in benefit of mr. ite† to Prince saying incest is ok or when twisted sister said to shoot them down with a _______ gun then Venom advising â€Å"Welcome to my sacrifice Plunge the dagger in her breast† then ice-t saying to kill police or when blackie lawless is acting out sex with a saw . The lyrics are what sells albums Eminem and 2pac both are one of the most successful rap artists ever and yet there lyrics call for killing cops homophobia and songs against women. In a song Eminem or marshall mathers once said that there would be the same amounts of drug addicts and murders without me something I Doubt. The more famous the artist the more influence they have charles manson said that the Beatles were prophets . Going back in time there was a time when music was a time where music was an extra part of life which was recreational and now we hang on every last word of our favorite artist say swag which was reintroduced by T.  I jay-y as well as justin bieber and it is still around and don’t forget YOLO which was created by drake but it seems though as it is dying out but hats, shirts and bracelets were made and this is where it begins to push the limits when people live their live based upon these word which in a way is no different than Charles Manson. Or when Wiz Khalifa is so open about his weed addiction and so many of my former friends started because of him or even earlier when Dr. dre started and when people take pills because eminem did it or acid because the beatles were cool. hen people say pop music artist does this it becomes a religion like following like how a good christian would follow the teachings of jesus they are following the ideals of pop stars and became the center of everything as John Lennon once said†We’re more popular than Jesus now† or when Kendrick Lamar Says†Depending on what you expecting, I’m sure it’s bigger than your religion†After this course I’m wondering where is the responsibility of these Musicians who control the public when are they saying not to listen to them but they want to be heard so if you do go to F.  Y. E and pick up a Marshall mathers lp the responsibility is given to the parents as there is a little text box saying parental advi sory for us to have to worry about those things itself proves that Pop music has gone too far as you wouldn’t let your child listen to Eminem or Ozzy And you would not let your parents hear you listening to them I think thats the limit when it starts to on Prentice Hall, 2006.

Studies on Employee Satisfaction

With the increased competition, fast-paced environment and globalization efforts, companies are finding that they need the support of their employees more than ever. However, the new breed of personnel wants more than pay as a benefit. They are increasingly being motivated by other factors such as greater involvement with business decisions. Recent studies are researching ways that successful organizations are encouraging positive employee morale despite ongoing business changes. Full employee participation is required for any organizational change to succeed. Joint development of programs gives people ownership and the motivation to ensure the support of the change process. At SmithKline Beecham and Levi Strauss, for example, the strategy is view employees as business partners (Reid, 2004, p. 40). Some of the ways that Beecham and Strauss are instituting change include: 1) An emphasis on values as well as goals, since employees want to know how the organization expects to meet the desired results; 2) Along with #1, encourage joint goal setting that leads to greater involvement and dialogue. Joint goal setting can be a powerful motivator (Reid, 2004, p. 40). 3) Support anonymous real-time feedback through the Internet or the traditional suggestion boxes. 4) In tandem with #3, respond to feedback to let employees know their ideas have been heard. 5) Test and reward new ideas and response to challenges; 6) See employee involvement as an ongoing process that builds over time, rather than a one-shot deal; and 7) Continually review the goals established to see what headway is being made and changes needed. Survey employees regularly to measure whether needs are being met and the degree of interest in the company's success. Employee specialist Joel Schettler also notes the importance of updating training that in many cases still treats personnel as â€Å"grist for the mill† (2003, p. 56). Training programs should be cast as enhancing a right rather than negating a wrong. Employee motivation and incentives and training programs must go hand-in-hand to become an effective tool in today's environment. Training should also develop teamwork and foster pride in one's work. Pay-for-performance approaches bring only short-term, skin-deep results. When an employees' emotional involved, unexpected positive results occur. Arnett (2002, p. 87) stresses that companies are always putting an emphasis on external marketing programs when they should be marketing their internal customers, â€Å"the employees,† as well. He argues that a successful internal-marketing strategy can enhance both job satisfaction, organizational pride and positive employee behavior that is characterized by a commitment to customer service, cooperation with other employees, and to the company. Looking at the research that has thus far been conducted on employee motivation, Arnett (2002, p. 88) says that the effects of employee satisfaction have been researched extensively, but not the effect of pride. In a study, he hypothesized that both job satisfaction and pride are important variables that managers can use to encourage employees to engage in desired behavior. Further, developing a good relationship with employees is a precursor to building a good relationship with customers. Specifically, the study looked at job satisfaction, or an employee's general affective evaluation of his or her job; pride, an emotion that is crucial to understanding human behavior that is derived from both self-appraisals and others' opinions and represents a belief that one is competent and viewed positively by others; role clarity, where employees are clear about the scope and responsibilities of their job; a reward system where employees know they will be measure on how well they perform their duties and that positive performance brings rewards; work environment that is pleasing and offers rewarding experiences; managers that provide the proper training, listen to employees and are fair; an organization that promotes its performance to employees so they know they are a part of that performance; and activities that foster positive employee behavior and the well-being of the organization. Arnett (2004) developed a questionnaire that was responded to by 860. The majority of the respondents had been with the organization for between 1 and 5 years, 26 percent had been with the corporation less than one year, and the remaining 3 percent had been with the company for over five years. Most respondents were hourly employees, 9 percent were supervisors, 4 percent were salaried non-management employees, and 4 percent were managers. The results showed that job satisfaction and pride have the desired goal of promoting positive employee behavior. Three factors seem especially critical to building job satisfaction among employees–role clarity, the work environment, and employees' evaluations of managers' performance. Employees who believed they had a clear understanding of what it took to do their job were more likely to be satisfied. Therefore, employers should try to ensure that employees have a clear understanding of their responsibilities and expectations. Interestingly, the employees' evaluation of the reward system did not influence their job satisfaction. However, the researchers feel this is not an indication that employees do not care about the reward systems in their organizations. Instead, it may be an indication that other factors are more important for changing employee behavior. The results do support the proposition that the work environment affects job satisfaction. Therefore, organizations should not focus solely on the guests' environment, but should also examine that used by their employees as well. Employee evaluations of managers is related positively to job satisfaction, so managers should monitor the perceptions that employees have of the management team and make changes as necessary. In fact, the workers' evaluation of managers is most important to job satisfaction; role clarity is the next most important, followed by work environment. The study also showed that job satisfaction effected pride positively. Employees who were the most satisfied with their jobs exhibited the most pride in their organizations. Therefore, we suggest that job satisfaction influences employee behavior. Second, it affects positive employee behavior indirectly by encouraging, pride in the organization, which then leads to positive employee behavior. The results support the fact that employees' evaluation of managers has a positive effect on pride in the organization, as well. The Arnett research concluded that both job satisfaction and pride in the organization are important factors that influence employee behavior. Therefore, organizations that wish to promote positive behavior in their employees should focus on both of these factors. Although many organizations have specific programs and procedures designed to improve employee satisfaction, fewer organizations make a concerted effort to increase employee pride. Our results suggest that more organizations should focus on improving employee pride. What these above studies demonstrate is that if a company wants to encourage positive change and employee behavior, they need to look at other factors than pay and other material incentives. Although these will always continue to part of an employee incentive package, it is also necessary to reward personnel with the knowledge that their feedback and involvement are important to the company's success.