How to Setup and Use SSH on a Raspberry PI

SSH is a secure method of logging onto a remote computer. If your Pi is networked, then this can be a handy way of operating it from another computer or just copying files to or from it. First, you have to install the SSH service. This is done by this command: sudo apt-get install ssh After a couple of minutes, this will be complete. You can start the daemon (Unix name for a service) with this command from the terminal: sudo /etc/init.d/ssh start This init.d is used to start other daemons. For example, if you have Apache, MySQL, Samba etc. You can also stop the service with stop or restart it with restart. Have It Start at Bootup To set it up so the ssh server starts every time the Pi boots up, run this command once: sudo update-rc.d ssh defaults You can check that it worked by forcing your Pi to reboot with the reboot command: sudo reboot Then after rebooting try to connect to it using Putty or WinSCP (details below). Powering Down and Rebooting Its possible to corrupt your SD card with power offs before it halts. The result: reinstall everything. Only power down once you have fully shut down your Pi. Given its low power usage and little heat given off, you could probably leave it running 24x7. If you want to shut it down, use the shutdown command: sudo shutdown -h now Change -h to -r and it does the same as sudo reboot. Putty and WinSCP If youre accessing your Pi from the command line of a Windows/Linux or Mac PC then use Putty or the commercial (but free for private use) Tunnelier. Both are great for general browsing around your Pis folders and copying files to or from a Windows PC. Download them from these URLs: Putty Download PageWinSCP Download PageTunnelier: Powerful free to use Windows SFTP etc. Your Pi needs to be connected to your network before you use Putty or WinSCP and you need to know its IP address. On my network, my Pi is on 192.168.1.69. You can find yours by typing in /sbin/ifconfig and on the 2nd line of the output, youll see inet addr: followed by your IP address. For Putty, its easiest to download putty.exe or the zip file of all the exes and put them in a folder. When you run putty it pops up a configuration Window. Enter your IP address in the input field where it says Host Name (or IP address) and enter pi or any name there. Now click the save button then the open button at the bottom. Youll have to login into your pi but now you can use it as if you were actually there. This can be quite useful, as its far easier to cut and paste long text strings in via a putty terminal. Try running this command: ps ax That shows a list of processes running on your pi. These include ssh (the two sshd) and Samba (nmbd and smbd) and many others. PID TTY STAT TIME COMMAND858 ? Ss 0:00 /usr/sbin/sshd866 ? Ss 0:00 /usr/sbin/nmbd -D887 ? Ss 0:00 /usr/sbin/smbd -D1092 ? Ss 0:00 sshd: pi [priv] WinSCP We find it most useful to set it up in two screen mode rather than in explorer mode but its easily changed in the Preferences. Also in preferences under Integration/Applications change the path to the putty.exe so you can easily jump into putty. When you connect to the pi, it starts at your home directory which is /home/pi. Click on the two .. to view the folder above and do it once more to get to the root. You can see all of the 20 Linux folders. After youve used a terminal for a while youll see a hidden file .bash_history (not that well hidden!). This is a text file of your command history with all the commands youve used before so copy it, edit out the stuff you dont want and keep the useful commands somewhere safe.

The Diagnosis Of Schizophrenia Notoriously Requires An...

Schizophrenia involves a warped reality enveloped with misperceptions, hallucinations and delusions which in turn compromise the mental health of an individual and, if left untreated, their ability to function in society (Meuser, 2015). The diagnosis of schizophrenia notoriously requires an interview period where a professional, studies â€Å" at risk youth†, particularly their speech patterns, and detects disorganization in their verbal abilities and thought processes. A recent study written about in, The Atlantic, unveils a potentially more accurate method of diagnosing schizophrenia in addition to the age-old process of interviewing; through the utilization of technology, computers were found to detect schizophrenia in at risk youth with one hundred percent accuracy (LaFrance, 2015). Schizophrenia stands to be inherently rare, however, the illness is, â€Å"among the worlds top ten causes of long-term disability† (Meuser, 2015). The onset of the disorder takes place over a period of approximately five years and during this time, symptoms begin to appear. Schizophrenia has negative, positive, and cognitive symptoms all of which stem from a breakdown in relation between thought, emotion and behavior (Meyer). These symptoms include but are not limited to withdrawal, hallucinations and delusions; without proper treatment a person could potentially become a danger or threat to themselves and those around them, â€Å"Because of the disruptive effects of relapses on patients lives, and theShow MoreRelatedPsychology Testing Worksheet9642 Words   |  39 Pagesconvenient: psychotherapy. You can enter psychotherapy not because you have any specific disorder but simply to explore your unconscious attitudes. If you really get to some deep issues, then ultimately your MMPI-2 profile will change. And so will your interview behavior. You have to think of this, however, as an investment in a career so as to make the time and expense of psychotherapy seem worthwhile. It will take a while—anywhere from six months to a year or two of weekly sessions—and it will be expensive

Participative Management Free Essays

1. Introduction to Participative Management: Participative Management refers to as an open form of management where employees are actively involved in the organization’s decision making process. Participative Management can also be termed as ‘Industrial Democracy’, ‘Co-determination’, ‘Employee Involvement’ as well as ‘Participative Decision Making’. We will write a custom essay sample on Participative Management or any similar topic only for you Order Now The concept is applied by the managers who understand the importance to human intellect and seek a strong relationship with their employees. They understand that the employees are the facilitators who deal directly with the customers and satisfy their needs. Involvement of employees and other stakeholders who will be influenced by management decisions in helping to make those decisions. Participative management can increase employee commitment to an organization’s goals at the same time it offers fresh insights into how the organization can become more effective. The idea behind employee involvement at every stage of decision making is absolutely straight. Open and honest communication always produces good results both for organization as well as workers. Freedom and transparency in company’s operations take it to the next level and strengthens the basis of the organization. On the other hand, there are several companies that straightway rule out the possibility of participative decision making process. According to them, employees misuse their freedom of expression and participation in decision making as it provides higher status to employees and empowers them. However, there are many companies who have embraced this particular style of management and are now getting positive results. Toyota is the best example. The company has been following suggestion schemes and employee involvement procedures for over a decade now. The management receives almost 2,000,000 suggestions and ideas every year and around 95 percent of these are implemented by the company. Who is not aware of Toyota’s success rate? Around five thousand improvements per year have made Toyota one of the fastest growing organizations globally. The need is to develop and implement a comprehensive company policy and everything works well. Employee participation at each level of decision making process is not at all harmful if managed efficiently. The whole process can be well coordinated and controlled by the sincere and honest efforts of human resource managers. 2. Concepts of Participative Management: The traditional logic of organizing is to give simple work to employees at the bottom of the pyramid who then report through a supervisor up a hierarchical chain of command to senior executives who provide direction, coordination, and control. This does not work well for organizations managing knowledge intensive tasks. As the number and visibility of high knowledge-based organizations increases, the need for a â€Å"new logic† of management has gained currency among both academics and managers (Lawler 1996; Beer et al. 1990; Case 1998). Lawler (1996:22) summarizes some of the principles of this new logic, as shown in Table 1 Old Logic Principle| New Logic Principle| Organization is a secondary source of competitive advantage|  ¦ Organization can be the ultimate competitive advantage|  ¦ Bureaucracy is the most effective source of control|  ¦ Involvement is the most effective source of control|  ¦ Top management and technical experts should add most of the value|  ¦ All employees must add significant value|  ¦ Hierarchical processes are the key to organizational effectiveness|  ¦ Lateral processes are the key to organizational effectiveness|  ¦ Organizations should be designed around functions|  ¦ Organizations should be designed around products and customers|  ¦ Effective managers are the key to organizational effectiveness|  ¦ Effective leadership is the key to organizational effectiveness| There are five different perspectives and rationale for workers participation in organizations: A) The Managerial Approach: which is inspired by productivity and efficiency goals (participation is organized at a lower level in order to relieve worker dissatisfaction and morale problems). This approach reflects the emerging viewpoint that organizational design and management effectiveness can provide a significant competitive advantage. It gives considerable attention to issues of organizational design and organizational change, on the basis that entirely new work structures and ways of organizing work can lead to substantial gains in effectiveness (Lawler et al. 2001). A key issue in this approach is the extent to which management delegates or retains the power to initiate, frame, an d terminate participative processes. It also reflects management’s view that the direct participation of workers undermines union power. B) The Humanist Psychology Approach: which is inspired by human growth and development goals, (participation as a way to enhance the well-being of the individual by promoting individual creativity, self-esteem, and ego strength). This approach reflects a much more positive view of human nature and emphasizes the need to retrain managers to develop their participative leadership skills and unlearn authoritarian behaviors. C) The Industrial Relations Approach: which is inspired by democratic goals (participation is not only a means to an end in itself but also a way to create a strongly democratic society, characterized by active participative citizens). This approach reflects the importance of the external environment to the organization (not highly recognized in bureaucratic, hierarchical organization design, but more widely recognized in organic, open-system designs). Participation in the workplace is seen as contributing to an effective and just society. D) The Political Approach: which is inspired by revolutionary goals (participation as a means to change the overall structure of ownership to a collective base and to educate workers to class consciousness). E) The Psycho-Sociological or Anthropological Approach: which is inspired by synthetic, multidimensional goals (participation as a way of acculturation, of pushing workers to internalize the economic norms of the organization) and emphasizes the fundamental aspects of human nature and how to get the best out of workers. It emphasizes the fundamental social interactions in the workplace and the role of participation in addressing issues of resistance, motivation, and engagement. 3. Scope of Participative Management The scope of participative style of management certainly depends on the organization, its nature, functions and processes. Though associating employees at every stage of decision-making is not possible still regular exchange of information, ideas, consultations, thoughts, decisions and negotiations between employer and the employees definitely is a boon to the organization The scope of workers’ involvement in managerial decision-making may extend to social, economic and personnel decision making depending upon the requirements of the organization. But there is a difference of opinion about the extent to which employees can participate in managerial decision-making process. Should they be equal partners and make joint decisions or should workers be given opportunities through their seniors to come up with the ideas. The first school of thoughts favors the actual participation of workers while the second school of thoughts suggests the consultation of workers in managerial decision making. It is up to the management to decide which style it prefers and till what extent it requires involvement of employees. However, if we talk about the scope of workers’ participation in social, economic and personnel decision-making, it may have a direct impact on some of the most crucial activities of the organization. Employees can participate in the following decision making areas: * Social Decision-Making: It refers to employee involvement in decision making regarding hours of work, rules and regulations at workplace, welfare measures, workers’ safety, employee welfare and health. In this category, employees have a say in decisions in these areas. They may take an advantage of their liberty and sometimes, can dominate the management. * Economic/Financial Decision-Making: It includes involvement of employees on various financial or economic aspects such as the methods of manufacturing, cost cutting, automation, shut-down, mergers and acquisition and lay-offs. Inviting ideas from employees on various issues like how to cut down the operating cost can work wonders. * Personnel Decision-Making: The employees’ participation in personnel decision-making refers to their involvement in various management processes including recruitment and selection, work distribution, promotions, demotions and transfers, grievance handling, settlements, voluntary retirement schemes and so on. Participation of employees in these processes can safeguard their interests and motivate them to work hard for the betterment of self as well as the organization. Employee participation in decision-making process although is beneficial. However, there may be some limits on it to ensure that they do not take advantage of their liberty and right of participation. There are several ways through which employees can participate in the whole process. Some of them are financial participation, participation through collective bargaining, participation at the board level, participation through ownership, participation through work councils and committees and participation through suggestion schemes. Anyone of these ways or processes can be adopted by the management to ensure participation from workers. 4. Objectives of Participative Management: Participative management acts as a force to motivate employees to meet specific organizational goals. The main idea behind this style of management is not only using physical capital but also making optimum utilization of intellectual and emotional human capital. This is the process of involving people in decision making process to ensure that everyone’s psychological needs are met. It, in turn, increases the job satisfaction among employees and improves the quality of their work life. There are few main objectives to introduce participative style of management: * To Make Best Use of Human Capital: Participative management does not restrict organizations to exploit only physical capital of employees. Rather it makes the best use of human intellectual and emotional capital. It gives employees an opportunity to contribute their ideas and suggestions to improve business processes and create a better working environment. * To Meet the Psychological Needs of Employees: When employees have a say in decision making process, it gives them a psychological satisfaction. It is a simple force that drives them to improve their performance, create a proper channel of communication and find practical solutions to design better organizational processes. * To Retain the Best Talent: Participatory management is one of the most effective strategies to retain the best talent in the industry. It gives employees a sense of pride to have a say in organizational decision making process. Once they are valued by their seniors, they stick to the organization and become management’s partners in meeting specific goals and achieving success. * To Increase Industrial Productivity: In today’s competitive world, motivation, job security and high pay packages are not enough to increase industrial productivity. Leadership, flexibility, delegation of authority, industrial democracy and employee say in decision making are important to increase annual turnover of any organization. * To Maintain a Proper Flow of Communication: Two-way communication plays an important role in the success of any organization. Employee participation in decision making ensures proper flow of communication in the organization. Everyone contributes their best and tries to strengthen the organization by contributing their best to improve business processes. Participative management is beneficial to organization as well as employees. It gives employees a higher degree of enjoyment at work place that drives them to work harder. It is equally rewarding for the management as it ensures tremendous improvement in work culture within the organization as well as increase in its productivity. 5. Features of Participative Management: Employees have always been bossed around their managers and told what they are supposed to do. They never had the authority to decide things in the company. Gradually, times are changing and employees are encouraged to participate in organization’s decision making process. Management motivates them to come up with ideas and suggestions that can make organizational processes far more efficient. The main idea behind adopting participatory form of management is to work together, achieve targeted goals in minimum possible time and stay ahead of competition. Some of the features of participative management are given below: * Ethical Dimensions: Participatory management has ethical dimensions and based on morals, principles and values. In this form of management, everyone is treated equally when it comes to organizational decision making. It is based on employee empowerment, responsibility sharing and delegation of authority. Proper Channel of Communication: Participative form of management encourages two-way communication. It is not only management that decides what employees need to do but it also encourages employees to participate in decision making and give ideas and suggestions to make organizational processes better and more efficient. They are allowe d to share their problems, views, ideas and feedback with their managers. * Empowers Employees: Participative style of management gives employees a chance to participate in management processes. They are encouraged to come up with their views. This provides a higher status to employees as they also have a say in decision making. Recognition of Human Dignity: In this form of management, all employees are treated equally irrespective of their designations when it comes to giving ideas and suggestions for organizational decision making process. Employees are no more the servants of managers but are the most important assets of an organization. * Psychological Satisfaction to Employees: Most of our lives are spent at workplace. It is important for everyone to have psychological satisfaction as far as our employment is concerned. Commitment from the organization, respecting the dignity of individuals and co-determining the company policies are some of the features of participative manage ment that provide psychological satisfaction to employees. Participative Management is a universally recognized concept but still most organizations hesitate to adopt it. Through this style of management, both the parties, employer and employees, are satisfied. It brings management and employees closer and thus, should be adopted open heartedly. 6. Pre-requisites of Participative Management: Participative management can best be described as a style of decision making that ensures that involvement of stakeholders at all levels. This operates at three levels, Problem analysis, strategy formulation and final implementation of the solution. There are certain prerequisites to be met before participative management can be put to work. Participative management requires following pre-requisites: Willingness from the managers to give up some charge to the workers: Managers must share some level of their authority with the workers and they must in turn be in a position such that the successful participation of all is ensured. It cannot be successful i n any organization unless is carefully planned, timed and well thought upon. * Change in the employee’s idea: The change must come in the organization culture and certain other style of decision making to participative style. * Attitude of the top and middle management: Top management needs to approach employee involvement with a receptive and open mindset. This encourages participation. They must be open to new ideas and innovations. Since decision making is based on inputs of one and all, therefore its success also depends on the degree of participation of employees. In certain organizations despite obvious proofs, the employees decide not to participate or make contribution. In yet another organizations the employees are not skilled enough to make meaningful contributions to the final decision making process. This can be overcome by imparting the right kind of training and by the manager himself by ascertaining the individual strengths of his team members and asking for relevant contributions based upon the same. 7. Preparation for Participative Management: Participative management in itself does not ensure success and should not be seen as tool to create magic within no time. There is certain ground preparation required before an organization can decide for implementation of the management style. The following things need to be taken care of: * Clearly defined objectives: Each party mainly the management and the employees must have clearly defined objectives. Operationally there should be no clash between the objectives of the two. * Clear Communication: There should be clear and timely communication between the management and the workers or the employees. This helps in building trust between the two parties. Workers also gain a sense of responsibility increasing their stake in their work and in the organization as a whole. * Choosing the Representative: It is important for the workers to choose their representative from among themselves and not any person from outside the labor union. This is important for two reasons. First, the person is able to better understand the problems of his colleagues and report the same to the management. Second, the management is keener to talk and listen from a person who works within the organization. * Training the Workers: Training and awareness regarding the usefulness of participative management is required to make it more effective. Further training is required to ensure that every person at every level knows his what contribution he/she has to make. * Confidence: Both parties workers and the management need a trust to develop between the two. Participation should not be perceived as intimidation to the position of any. If workers think that their status will be adversely affected, they refuse to participate. Similarly, if managers suspect that they will lose their authority, they will decline to participate. * Increasing Workers Participation: Workers participation needs to be increased at each level in order to encourage them to contribute meaningfully. Further, their suggestions and recommendations need to be treated with dignity and respect. Nothing can be more motivating than seeing your recommendation being put to practice. * Ensuring ROI: Participation should not be at the cost of the values of the organization. It has to be carefully planned; employees should devote a certain time for participation and the rest upon their own specific area of work. Participative management may be a solution for each and every type of organization. It is a big challenge in big organizations with big employee size. The implementation needs to be carefully planned and implemented gradually. 8. Importance of Participation: The greatest and widely accepted benefit of participation is the increased work ownership of employee. An employee is better able to relate himself/herself with his or her work and this improves performance and efficiency at work. Concepts by John Newstrom and Keith Davis worked extensively upon the subject. They identified three variables that lead to increased performance. These variables are a part of participative management. According to them, the three variables that collectively enhance performance are: * Removing conditions of Powerlessness: This implies empowering the employees to take decisions on their own, be enterprising and take more risks. This requires a wholesome change in the entire organizational structure and culture. Then leadership becomes a crucial aspect. The choice of a leader who can inspire, motivate and delegate with equal efficacy assumes importance. The reward system needs a revamp. Psychologically empowerment connotes increased responsibilities in the mind of an employee, a hike is required. Finally, participation should result in either job enrichment or job enlargement. Job enlargement means expanding the job responsibilities – adding task elements horizontally. Job enrichment on the other hand means that the job becomes more rewarding – monetarily and otherwise. * Enhance Job Related Self Efficacy: Increase in responsibilities also demands increased efficiency at work. This is achieved by providing training helping an employee achieve job mastery. Laying down benchmarks for a certain set of responsibilities by the use of role models (those who have already accomplished tasks in similar capacities under similar workload) also benefits. * Perception of Empowerment: Employees often misunderstand the idea of participation. There may be a certain group of employees who participate aggressively and in the process their own work gets affected. These perceptions need to be taken care of otherwise they may be well the undoing of all the good work. Empowerment means more competence and value addition to work. It means that individual accepts the responsibilities with humility and fulfills them with grace and efficacy. It calls for increased use of talent. It is in wake of this that the concept of talent management is fast evolving. 9. Benefits of Participative Management: There are few benefits that have been associated with participative management and these are follows: * Innovation and increased efficiency: The problem solving process and openness to new ideas can result in innovation. Apart from this as mentioned above there is also knowledge sharing amongst the workers and the managers. This means that those who are part of a certain process at the ground level give inputs for improved efficiency of the same. This has dual implications, helping improve the quality of product and curtailing the cost of manufacture. Timeliness: There is improved communication between the managers and the workers and between workers across different units. A loophole or flaw is reported in time. * Employee satisfaction and Motivation: Empowering the employees increases their ownership or stake in their work. This increases efficiency and productivit y. Consequently there is decreased absenteeism and less employee turnover. This also works in attracting more people towards the organization and the job. * Product quality: A say in decision making means that workers can immediately pin point and suggest remedial measures for improving the efficiency of the process they are a part of. This means that quality control in product or service is exercised for the lowest level. Less supervision required: There is greater focus on management of self with due emphasis of widening one’s skill set. One of the major benefits of this is that there is a lesser need of supervision and support staff. * Better grievance handling: Increased communication paves way for reduced number of grievances and quick and effective resolution of dispute (often on the spot). * Flexibility: Flexibility is increased as a result of cross training. Increased coordination among team members also offers a comfort zone for the newly hired. Participative managem ent thus results in overall increase of the ownership of work of an employee. This empowerment can lead to increased efficiency, better productivity, improved morale and job satisfaction. But the fact the participative management requires an overall change in the organizational culture, the implementation of the same, especially when there is a bureaucratic style of decision making in place, can be a major challenge. 10. Limitations of Participative Management: Participative management is undoubtedly one of the better approaches to management. But like any other style of decision making there are certain limitations. These limitations arise either externally or internally. The following are certain limitations of participative management: * The employee’s right of not participating: An employee has the right to not participate. Certain people do not believe in the usefulness of participation and therefore opt out of the same. Some labor unions for example question the usefulness of participation reasoning that participation offers the management deep insights into the workers and they may then use it against the latter. * Manipulation: Managers may sometimes use participation to manipulate employees. This may be both conscious and subconscious. Similarly, representatives of the labor unions may also exploit the workers in the name of participation. * Workers Psychology: An existent psyche amongst the employees, that they are the workers and their primary purpose is to serve their masters (management) prevents them from participating. It is therefore of little interest to such people. General Bias: Resistance to change inside the organization as mentioned earlier is the biggest hurdle to participative management. Managers decline to share power or to delegate apprehending that they may lose authority by doing so. Workers similarly show disinterest in the participation presuming everything to be well in ord er. * Trade Unions: Trade unions are integral to the success of participative management; they may be equally detrimental to the success of the same. Most of the trade unions engage in politics and are little bothered about participation. Add to it, the approach of representatives or individuals is also not very favorable. Workers join trade unions for personal rather than organizational reasons. 11. Ways of participation of employees in decision making: Participation of workers in decision-making process has resulted in successful value creation in many organizations. Though the extent to which employees should participate in organizational decision making is still a matter of debate. Some say that workers’ union should participate with management as equal partners while some believe in restricted or bounded participation, that is, participation of employees or workers to a limited extent. However, there are a number of ways through which employees can participate in decision-making process of any organization. Participation at the Board Level: Representation of employees at the board level is known as industrial democracy. This can play an important role in protecting the interests of employees. The representative can put all the problems and issues of the employees in front of management and guide the board members to invest in employee benefit schemes. * Participation through Ownership: The other way of ensuring workers’ participation in organizational decision making is making them shareholders of the company. Inducing them to buy equity shares, advancing loans, giving financial assistance to enable them to buy equity shares are some of the ways to keep them involved in decision-making. Participation through Collective Bargaining: This refers to the participation of workers through collective agreements and by deciding and following certain rules and regulations. This is considered as an ideal way to ensure employee participation in managerial processes. * Participation through Suggestion Schemes: Encouraging your employees to come up with unique ideas can work wonders especially on matters such as cost cutting, waste management, safety measures, reward system, etc. Developing a full-fledged procedure can add value to the organizational functions and create a h ealthy environment and work culture. * Participation through Complete Control: This is called the system of self management where workers union acts as management. Through elected boards, they acquire full control of the management. In this style, workers directly deal with all aspects of management or industrial issues through their representatives. * Participation through Job Enrichment: Expanding the job content and adding additional motivators and rewards to the existing job profile is a fine way to keep workers involved in managerial decision-making. Job enrichment offers freedom to employees to exploit their wisdom and use their judgment while handling day-to-day business problems. * Participation through Quality Circles: A quality circle is a group of five to ten people who are experts in a particular work area. They meet regularly to identify, analyze and solve the problems arising in their area of operation. Anyone, from the organization, who is an expert of that articular field, can become its member. It is an ideal way to identify the problem areas and work upon them to improve working conditions of the organization. Employees can participate in organizational decision making through various processes mentioned above. However, there are other ways such as financial participation, Total Quality Management, participation through empowered teams and joint committees and councils through which they can contribute their share in making the organizations a better place to work. 12. Advantages and Disadvantages of Participative Management: There exist both advantages of and disadvantages of participative management. 12. 1 Advantages: Increase in Productivity: An increased say in decision making means that there is a strong feeling of association now. The employee now assumes responsibility and takes charges. There is lesser new or delegation or supervision from the manager. Working hours may get stretched on their own without any compulsion or force from the management. All this leads to increased productivity. * Job Satisfaction: In lots or organizations that employ participative management, most of the employees are satisfied with their jobs and the level of satisfaction id very high . This is especially when people see their suggestions and recommendations being implemented or put to practice. Psychologically, this tells the individual employee that, ‘he too has a say in decision making and that he too is an integral component of the organization and not a mere worker’. * Motivation: Increased productivity and job satisfaction cannot exist unless there is a high level of motivation in the employee. The vice versa also holds true! Decentralized decision making means that everyone has a say and everyone is important. * Improved Quality: Since the inputs or feedback comes from people who are part of the processes at the lowest or execution level. This means that even the minutest details are taken care of and reported. No flaw or loophole goes unreported. Quality control is thus begins and is ensured at the lowest level. Reduced Costs: There is a lesser need of supervision and more emphasis is laid on widening of skills, self management. This and quality control means that the costs are controlled automatically. 12. 2 Disadvantages: * Costs: Participative managem ent increases cost. If workers are to take important management roles, then they must be trained on many complex issues. Many workers may feel dissatisfied, since the promises of democratic management are often not connected to results; hours are longer, debates can get fierce, and the workplace can become divided. * Time: If the very long workday is to be avoided, then council meetings would have to take place during work time. This means lost labor hours, lost productivity and endless distraction. Many managers would not want to constantly referee debates over firm issues when the council members are debating. * Union Objections: Independent labor union representatives are concerned that organizations will use employee participation or involvement programs to deter employees from using the independent union representation. â€Å"The law should continue to prohibit companies from setting up company dominated labor organizations. * Decision making slows down: Participative management stands for increased participation and when there are many people involved in decision making, the process definitely slows down. Inputs and feedback start pouring from each side. It takes time to verify the accuracy of measurements which means that decision making will be slowed down. * Security Issue: The security issue in participative management also arises from the fact that since early stages too many people have been known to lots of facts and information. This information may transform into critical information in the later stages. There is thus a greater apprehension of information being leaked out. 13. Conclusion: Participative management is an effective decision making tool. It is often the managers who implement it the wrong way. Participative management calls for a change and this change can not come overnight. You require patience and consistency before employees realize the usefulness of the management style. Participative Management is a universally recognized concept but still most organizations hesitate to adopt it. Through this style of management, both the parties, employer and employees, are satisfied. It brings management and employees closer and thus, should be adopted open heartedly. There are other problems that often arise with the managers. The problems may arise because of the following: Managers often view it as the ends and not as a tool. There is confusion if whether participative management means democratization. Managers sometimes manipulate the process for their own advantage. Finally it can be said that there are positives and negatives of participative management, but the company should allow some kind of participation from its employees in the decision making process. References: 1) http://business. yourdictionary. com/participative-management 2) http://www. academia. edu/467403/Why_should_Employees_participate_in_management_decisions_The_advantages_of_participative_management 3) http://www. ehow. com/info_8526128_disadvantages-participative-management. html 4) Lawler III. , Edward E. 1996. From the Ground Up: Six Principles for Building the New Logic Corporation. San Francisco: Jossey-Bass Publishers. P. 22. 5) http://www. managementstudyguide. com/participative-management. htm How to cite Participative Management, Papers Participative Management Free Essays string(88) " have a share in the reaching of managerial decisions in the enterprise†Ã¢â‚¬Ëœ \." [pic] ARCHANA KASHYAP (42) SUMEDHA SONAL(53) SHRADHA KUJUR(59) CONTENT 1. INTRODUCTION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. We will write a custom essay sample on Participative Management or any similar topic only for you Order Now PAGE-3 2. EVOLUTION OF PARTICIPATIVE MANAGEMENT IN INDIA†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦PAGE-5 3. DEFINITION OF PARTIPATIVE MANAGEMENT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦PAGE-7 4. CHARECTERISTICS†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦PAGE-9 5. NEED OF PARTICIPATIVE MANAGEMENT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦PAGE-11 6. IMPORTANCE OFEMPLOYEES PARTICIPATION IN MANAGEMENT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦PAGE-13 7. HURDLES IN PARTICIPATIVE MANAGEMENT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. PAGE-16 8. BIBILIOGRAPHY†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦PAGE-19 INTRODUCTION The meaning of the concept ‘Participative Management’ needs to be understood in the background of its historical evolution from the beginning of this century. It has been developed and improved in different forms in different countries to suit the requirements of the political system and economic structure of the countries concerned. In this chapter, the meaning of the concept of Participative Management as it is understood in recent years has been explained. It is followed by a discussion of some important definitions of the concept, as defined by the prominent experts in the field. Since the concept of Participative Management is mainly developed and being implemented in the western industrialized countries, an attempt is also made in this chapter to present the historical evolution of the concept in most of the developed countries. The experience in the socialist country, namely U. S. S. R. is also outlined briefly. The experience of some of the developing countries too, are discussed. The evolution and the development of the concept ‘Participative Management’ in India, are then analyzed. Participative (or participatory) management, otherwise known as employee involvement or participative decision making, encourages the involvement of stakeholders at all levels of an organization in the analysis of problems, development of strategies, and implementation of solutions. Employees are invited to share in the decision-making process of the firm by participating in activities such as setting goals, determining work schedules, and making suggestions. Other forms of participative management include increasing the responsibility of employees (job enrichment); forming self-managed teams, quality circles, or quality-of-work-life committees; and soliciting survey feedback. Participative management, however, involves more than allowing employees to take part in making decisions. It also involves management treating the ideas and suggestions of employees with consideration and respect. The most extensive form of participative management is direct employee ownership of a company. Four processes influence participation. These processes create employee involvement as they are pushed down to the lowest levels in an organization. The farther down these processes move, the higher the level of involvement by employees. The four processes include: 1. Information sharing, which is concerned with keeping employees informed about the economic status of the company. 2. Training, which involves raising the skill levels of employees and offering development opportunities that allow them to apply new skills to make effective decisions regarding the organization as a whole. 3. Employee decision making, which can take many forms, from determining work schedules to deciding on budgets or processes. 4. Rewards, which should be tied to suggestions and ideas as well as performance. EVOLUTION OF PARTICIPATIVE MANEGEMENT IN INDIA Participative management is a constitutional in India under article 43-A of the constitution of India. The concept of employee’s participation in management was first postulated by Mahatma Gandhi who believed than an organization is a joint enterprise of labour and capital in which both the owner and the employees have a share. Participative management in India began with the industrial Disputes Act, 1947, with the constitution of the works committee. In 1956, the Industrial Policy Committee consisting of representatives of management and employees recommended the constitution of joint consultation to ensure industrial peace and harmony between labour and capital. In 1956, the Tata Iron and Steel Company Ltd, Jamshedpur signed a comprehensive agreement with the union for setting up various joint committees towards closer association of employees with management. In 1983, a new and comprehensive programme was initiated, which was applicable to public sector undertakings. Around 100 public sector organisation implemented the scheme as per the report of the Labour Ministry (1987-88). However, the scheme as on date remains non-statutory in character and therefore the government introduced a bill in 1990 for creation of shop floor councils and establishment councils with equal number of representative from the management and employees. In 1997, TISCO at Jamshedpur set up joint councils. Joint departmental council operates at the level of every department or a combination of two or more departments. The joint works council is for the entire works and coordinates the activities of the departmental council. Worker’s participation in management was discussed in the 15th session of the Indian Labour Conference and there was a general agreement that participation should be ensured through legislation, or by general agreement between the employees and employers of selected industrial establishments. DEFINITION OF PARTICIPATIVE MANAGEMENT It is very difficult to define ‘Participative Management’, because commentators differ in their views depending on the socio-economic goals of the countries they belong to. However it is generally agreed that the influence of Participative Management is quite significant indeed. Allport (1945) refers to, â€Å"Participation in decision-making as active (ego) involvement†Ã¢â‚¬Ëœ. Schultz (1951) regards, â€Å"It as a feeling of obligation to work for the best interests of a group†2. Viteies (1953) holds that, â€Å"employee participation in decision-making in a democratic atmosphere created by ‘permissive’ leadership, facilitates the development of ‘internalized’ motivation, and saves to raise the levels of the employee production and ~norale†~. According to Davis (1957), â€Å"Participation may be defined as the mental and emotional involvement of a person in a group situation which encourages him to contribute to group goals and share responsibilities in them . Tarmenbun (1966) defines participation as the â€Å"formal Involvement of members in the exercise of control, usually through decision-making in group meetingsw5 . Lamners (1967) pointed out, â€Å"participation in decision-making may be defined as the totality of such forms of upward exertion of power by subordinates in organisations as are perceived in this sense can be of two varieties i . e. , direct or indirectn6. Sawtell (1968) has described the concept as, â€Å"any or all of the process by which employees rather than managers contribute positively towards the reaching of managerial decisions which affect their work. The International Institute for Labour Studies (1971) describes participation as, â€Å"process whereby workers have a share in the reaching of managerial decisions in the enterprise†Ã¢â‚¬Ëœ . You read "Participative Management" in category "Essay examples" Fox (1971) described participation as a ‘procedural orientation’ and offers the following account of possible levels of the workers Involvement: â€Å"He may seek the right simply to be informed of proposed decisions in the hope that his reactions may be taken in to account; or to protest against decision when made; or to made suggestions before they are made; or to participate jointly, directly or indirectly through representatives, with management In actually making them, or to make them in concert with his fellows and impose them on management†9. Most of the definitions cited above appear to be less explicit, they fail to mention the central theme of participation – joint decision-making by superiors and subordinates. The definitions put forth by Davis, Larmers, Viteles and Fox seem to be more appropriate in the present context. In this research work the concept participation is used according to their definitions. CHARACTERISTICS ? Ethical Dimensions:  Participatory management has ethical dimensions and based on morals, principles and values. In this form of management, every one is treated equally when it comes to organizational decision making. It is based on employee empowerment, responsibility sharing and delegation of authority. ? Proper Channel of Communication:  Participative form of management encourages two-way communication. It is not only management that decides what employees need to do but it also encourages employees to participate in decision making and give ideas and suggestions to make organizational processes better and more efficient. They are allowed to share their problems, views, ideas and feedback with their managers. ? Empowers Employees:  Participative style of management gives employees a chance to participate in management processes. They are encouraged to come up with their views. Gone are the days when employees were bossed around by their managers. Now they are to be treated like co-workers. This provides a higher status to employees as they also have a say in decision making. ? Recognition of Human Dignity:  In this form of management, all employees are treated equally irrespective of their designations when it comes to giving ideas and suggestions for organizational decision making process. Employees are no more the servants of managers but are the most important assets of an organization. Psychological Satisfaction to Employees:  Most of our lives are spent at workplace. It is important for everyone to have psychological satisfaction as far as our employment is concerned. Commitment from the organization, respecting the dignity of individuals and co-determining the company policies are some of the features of participative management that provide psychological satisfaction to employees. NEED OF PARTICIP ATIVE MANAGEMENT ? To Give Psychological Satisfaction To Workers: Participative Management is needed in order to give employees psychological satisfaction. They feel important when their views are taken into consideration. ? Cordial Labor-Management Relations: Participative management is needed in order to establish cordial labor-management relations. The participation of workers in management can act as an effective means for preventing industrial disputes. ? Creating Uniform Approach Of Employers And Workers: Participative management is needed in order to have uniform approach of employer and workers on matters important to both the parties. This avoids disputes. ? To Raise Industrial Production: Participative management is needed to raise industrial production. Employers work with enthusiasm and interest when they are given importance and a chance to express themselves. ? To Create Platform For Direct Negotiations: Participative management is needed in order to create a platform for direct negotiations and collective decisions as and when required. ? To Create Responsible Approach Among Workers: More the employees are involved in the activities of the organization, more they would feel responsible towards the organization. Participative management creates a responsible approach among employees. To Remove grievances Of Employees: Participation of employees is needed in order to remove doubts, misunderstandings and grievances in the minds of employees as regards policies and activities undertaken by the company. ? To Create a Feeling Of Involvement Among Employees: Employee participation is needed for creating a feeling of involvement among the employees. IMPORTANCE OF EMPLOYE E’S PARTICIPATION IN MANAGEMENT The concept of participative management is very important from the employee’s and the management’s point of view. This scheme is very useful to promote industrial and human relations in industry, provided the scheme is implemented honestly and without any reservations. It may help minimising the industrial disputes because both employees and management are the partners in the welfare of the industry. ? Industrial Democracy Industrial democracy means participation of all parties concerned for management of industries. When employees participate in the management true industrial democracy is established. Their ego will be satisfied and they will contribute something positive in the interest of the industry and of the country. ? Better Understanding In a capitalist economy, employees and capitalists are two groups having different interests. Both of them doubt the integrity of each other because both are ignorant of each other’s problems and often do not bother to be acquainted with the same. ? No Resistance to Change Change is generally resisted by employees because every change is regarded by employees as a threat to stability. But, if employees are given a right to participate in the decision making bodies, they will adjust themselves to the changed environment and once the employees are taken into confidence introduction of change will be much smoother. Increase in Production Cooperation of employees results in increased production. Better understanding and good relations are the pre-requisites of higher and better production. Production and productivity cannot be increased without effective cooperation of the employees. ? Industrial Disputes Eliminated As the employees become the partners of the industry and take par t in the decision making process, they extend full cooperation to the management in carrying out the decision. They develop a sense of loyalty and better understanding. No Outside Intervention Employees become responsible for carrying out the decision and industrial relations improved hence industrial disputes become negligible. No question of outside intervention arises in case of any dispute. But in the absence of employee’s participation, even for small problems, there has to be some outside intervention and such decisions never last long. ? Use of Employees Creativity Participation offers an opportunity to intelligent employees to demonstrate their knowledge, skill, initiatives as well as creativity. Highly capable persons having talent can be easily spotted out and offered due promotion. HURDLES IN PARTICIPATIVE MANAGEMENT Employee’s participation in India has not functioned to the satisfaction of either the employees or the employers. Despite the best intentions and evolution of the various schemes over the last four decades, Some of the reasons or factors that have contributed to the failure of the scheme are listed below. ? Unfavourable Attitude of Management One of the problem pertains to managers who have difficulty in adjusting to participation as it tends to threaten their traditional authority. As employees assume more responsibility and autonomy, there is a blurring of the distinction between the traditional view of manager’s work and an employees work. ? Lack of the Spirit of Participation Lack of spirit of participation is one of the responsible factors of the scheme. The employer looks upon bipartite bodies as substitute for trade unions, while employees regard it as their rival. ? Confusing Management Procedures The procedures do not automatically lead to participation. Rather, the existence of a number of joint bodies – the works committee, joint management council, shop council, plant councils, canteen committee, safety committee, suggestion committee etc. ? Complex Working Conditions In this world of modernization, working has become so complex that specialized employees are required for specialised work roles, making it difficult for people to participate successfully if they go far beyond their specialist. ? Group Dominance It is usually found that employees do not come together in a joint way for getting the participative scheme implemented. The basic reason is that they are divided into groups. Each group of employees tries to build-up pressure on the management in its own way for getting their vested interests served. ? Lack of Understanding Generally, there is a lack of proper understanding between employers and employees regarding the concept, purpose and benefits of the participative management. This is mainly because of dealings which relates to the interests of employees and employers on the basis of gains. ? Absence of Strong Union Absence of strong trade union or the existence of more than one trade union and inter-union rivalry has made the working of participative management somewhat difficult. Even the existence of a number of joint bodies has caused confusion and duplication of efforts as well as wastage of time and energy. ? Delay in Implementation Delay in implementing the suggestions and recommendations of these bodies has often led to the warning of employee’s interests in such bodies. Such delays cause grave damage because the employee’s resentment increases, which pollutes the atmosphere of participative management. BIBILIOGRAPHY ? 1. SITES :- ? WWW. GOOGLE. COM ? WWW. METACRAWLER. COM ? BOOKS:- ? Managing human resources and industrial relations . By Tapomoy Deb. (isbn 9788174466990) How to cite Participative Management, Essay examples

Cesar Chavez Mural by Emigdio Vazquez Essay Example For Students

Cesar Chavez Mural by Emigdio Vazquez Essay The artist who painted the Cesar Chavez mural was Emigdio Vazquez. He painted the mural as a tribute to Cesar Chavez, because Emigdio wanted to paint a heroic and poigmant mural taht would celebrate his life and all what Cesar did for the farm workers. On the mural Cesar Chavez is surrounded by some of his compatriots in the farm workers movement, like Dolores Huerta, Luis Valdez, Fred Ross, Sr. and many others. It also includes anonymous images of people who admired Cesar Chavez during his movement that demanded respect, dignity and social justice for them. Cesar Chavez was a nationally recognized chicano leader and organizer of the civil rights movement, during the 1960s and 1970s. He was born in Arizona, grew up in a migrant family that liked harvesting fruits and vegetables. In 1950 he moved to San Jose where he became a volunteer organizer for the CSO Community Service Organizatio. Cesar Chavez spent many years trying to stablish the CSO chapter and addressing the needs of workers before becoming general director of CSO in California and Arizona in 1958. Cesar Chavez resigned and moved to Delano, California to organize his own farmworkers movement. In the Central Valley of California, he created the National Farm Workers Association now the United Farm Workers of America, AFL-CIO. He received help from Dolores Huerta, Gilberto Padilla, Fred Ross Sr. and many others. In the mid 1960s, the union boycotted and striked many agricultural products with progressive succes. In 1975, the California Labor Relations Act was passed largely due to the work of Chavez and the UFWA. Cesar Chavez died in 1993. Dolores Huerta was bornon April 10, 1930 in a mining town in northern New Mexico. Her father, Juan Fernandez, was a miner, field worker, union activist and State Assemblyman. Her mother, Alicia Chavez was a businesswoman who owned a restaurant and a 70-room hotel, which often put up farm worker families for free. In 1955, Dolores Huerta was a member of the Stockton chapter of the Community Service Organization CSO, that was started by Fred Ross, Sr. Dolores organized and found the Agricultural Workers Association in 1960. In 1962, she lobbied in Washington DC for an end to the captive labor Bracero Program. In 1962, after the CSO turned down Cesars request, Cesar and Dolores resigned from the CSO. Then they formed The National Farm Workers Association NFWA in Delano, California. Dolores Huertais the co-founder and Secretary-Tresurer of the United Farm Workers of America, AFL-CIO UFW. By 1965 Dolores and Cesar had recruited farm workers and their families throughout the San JOaquin Valley. On September 8 of 1965, filipino member of the AWOC Agricultural Workers Organizing Commite demanded higher wags and struck Delano area grape growers. In 1966, Dolores negotiated the first UFWOC contrct with the Schanley Wine company. In 1973 the grape contracts expired and the grape owners signed sweetheart contracts with the Teamsters Union. At 69 of age, Dolores Huerta still works long hours promoting La Causa and womens rughts. During thirty years Dolores Huerta remained Cesar Cavez most loyal and trusted advisor. Then they together founded the Robert F. Kennedy Medical Plan, the Juan De La Cruz Farm Worker Pension Fund, the Farm Workers Credit Union. Under the leadership of nonviolence advocate Cesar Chavez, farmworkers launched a strike against California grape growers in 1965, demanding better working conditions and fair wages. In 1970, they undertook a national table grape boycott that eventually led to the first union contacts in farm labor history. An important milestone was the passing of the California Labor relations Act. The Chicano/a movement, influenced by the Civil Rights Movement of the 1960s, grew out of alliances between farmworkers struggling to unionize in California and Tezas. A chicano artist produced this mural on memory of Cesar Chavez and his movements in favor of the civil rights of the farmworkers in California, Texas, and Arizona.

Stay True free essay sample

When I was young I acted differently around certain people, like I was torn between two personalities. Have you ever been torn between multiple personalities? I would always act differently in front of my friends than in front of my family. This led me to believe that all people should be true to them selves. Now that I have developed this belief I have noticed that I don’t get put in to the pressures that I did when I acted differently. For example, I used to hang out with the â€Å"bad† kids at school. One time in the cafeteria at Nicholasville elementary my friends were throwing grapes and they encouraged me to do it, too. Of course we got in trouble and we had to stay and clean the whole cafeteria. Another time when I was in middle school one of my best friends wanted me to steal an I-pod from some one else. We will write a custom essay sample on Stay True or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page By this time I had developed my distinct personalities and the way I saw it was wrong to steal so I said no and never talked to him again. Another reason that I believe in staying true to yourself is that people will like you for you not because of who you try to be. Going back to the story of me throwing the grapes I know now that those kids that I was with were my friends because I acted like them not like myself. Now that I think about it I was stupid to even be around those kids. Most of the time the kids are just acting like they like you anyway; if you stay true then you won’t have to deal with the problems that I have endured. Over time I have gained this belief and I will always abide by this belief. I believe that every one should stay true to themselves because you will be put in better situations and you’ll make better friends. I have gained a sense if personality because of my belief. In the future I’ll always be myself and continue to let my belief grow. Everyone should stay true to themselves, believe in this and you will have an easier social life.

Peak Your Interest in Conjugating Intéresser

Peak Your Interest in Conjugating Intà ©resser To interest in French is the verb  intà ©resser. Its relatively easy to remember, now you just need to know how to conjugate it. This will allow you to say interested or have interest, as well as other common forms of the verb.   Conjugating the French Verb  Intà ©resser Intà ©resser  is a  regular -ER verb, which makes the conjugations easier to learn. Thats because this is a very common verb pattern. If youve learned to conjugate words like  cuisiner  (to cook) or  donner  (to give), youll recognize the endings for  intà ©resser. The key to any conjugation is to recognize the verb stem. In the case of  intà ©resser, that is  intà ©ress-. To this, we add a variety of infinitive endings to match both the subject pronoun and the tense of the sentence. For instance, I have interest is jintà ©resse and we will be interested is nous intà ©resserons. Subject Present Future Imperfect j intresse intresserai intressais tu intresses intresseras intressais il intresse intressera intressait nous intressons intresserons intressions vous intressez intresserez intressiez ils intressent intresseront intressaient The Present Participle of  Intà ©resser Useful as an adjective, gerund, or noun as well as a verb, the  present participle  of intà ©resser  is  intà ©ressant.  This is formed by adding -ant  to the verb stem and is the standard way to form the participle. The Past Participle and Passà © Composà © The  past participle  intà ©ressà ©Ã‚  is required to form the past tense  passà © composà ©. To complete it, you must also conjugate the  auxiliary verb  avoir  and use the subject pronoun. For example, I was interested is jai intà ©ressà © and we were interested becomes nous avons intà ©ressà ©. More Simple  Intà ©resser  Conjugations to Know Beyond those simple conjugations, there are a few more forms of  intà ©resser  that you may need at times. The subjunctive verb mood, for instance, implies that the verbs action is questionable and not guaranteed. Similarly, when the action is dependent on something,  the conditional verb mood is useful. If you read some French, its likely that you will encounter the passà © simple. Both it and the imperfect subjunctive are literary tenses and are good to know or, at least, be able to recognize. Subject Subjunctive Conditional Pass Simple Imperfect Subjunctive j intresse intresserais intressai intressasse tu intresses intresserais intressas intressasses il intresse intresserait intressa intresst nous intressions intresserions intressmes intressassions vous intressiez intresseriez intresstes intressassiez ils intressent intresseraient intressrent intressassent For short and often assertive commands and requests, use the imperative verb form. When doing so, skip the subject pronoun. Rather than sayin tu intà ©resse, you can simplify it to intà ©resse. Imperative (tu) intresse (nous) intressons (vous) intressez

Business Decision Making Essay Example | Topics and Well Written Essays - 3000 words - 1

Business Decision Making - Essay Example The individual, the community and the social and political hierarchy that constitute the system, now face new risks brought forth by the choices they have to make or will make in the future. This is a result of the deluge of information, the flooding of goods in a free market economy and the proliferation of environmental and scientific awareness that conflict with other pieces of information, alternative goods and concepts that are readily available at a flick of a finger. These aforementioned conveniences and awareness are sometimes deemed liabilities in contemporary society as access to specialized knowledge and the profound understanding of risks have deemed it difficult for societies to formulate institutional and collective decisions. However, individuals, with their predilection for personal control, are in some ways encouraged by consumerism and their ability to purchase and thus, decision-making can easily be generated in the personal level. The present transition of societies from industrial to knowledge societies has significantly affected not just individuals but also the economy and our political structure as well. With the societies' and the individual's volume of knowledge at the effortless disposal increasing at a high-speed rate and doubling every five years, the rise of the new social order founded on knowledge is inevitable (Stehr, 2001). The swift metamorphosis that our society will undergo in the near future will affect our politics and our democratic ideals. Nico Stehr asserts that knowledge is not just a 'constitutive' factor of the market economy but a fundamental 'organisational principle' upon which we base our very existence - even our way of life (2001). Living in a knowledge society only means that we systematize our social and political structures on the basis of what we know. This has significant implications in that knowledge and technology have freed us from the clutches of religious, military an d monarchic hegemony - monolithic institutions which are now considered obsolete. However, it is important to note that the political system's regulation of social circumstances, involving mainly careful planning, controlling, managing and forecasting of the aforesaid social conditions, has increasingly become difficult as society has faced fragility. This is not brought about by the emergence of the global culture and economy or the 'economisation' of social relations but the disappearance of political power in the face of increasing knowledge. The rise of a more hierarchal society which sprang from the attainment of knowledge has become more noticeable in more liberal democratic states as equality of knowledge of complex issues plaguing many democracies around the world is necessary for political legitimacy - one which arises from democratic participation (Teune et al, 2001). The key concept that most citizens consider is the legitimacy of the hierarchy in the political realm whic h could not be achieved unless democratic participation is encouraged and effected. For democracy to work, the surfacing of the informed citizenry which is passionately involved in participatory democracy is necessary. Understanding of these complex issues, however, requires the use of knowledge, and with the shaping of the general public to a robust knowledge society, differences and conflicts in opinion and ideas usually hampers the swift promulgation of policies that are necessary for the

Gender and Sexual Studies - Female Masculinity Research Paper

Gender and Sexual Studies - Female Masculinity - Research Paper Example The issue of masculinity brings out notions of power, privilege and legitimacy. It symbolizes the power of state and unequal distribution of property. It represents the inheritance and social privileges across gender and sexuality. Culture and society tends to ignore and discourage female masculinity and yet is highly attentive on male femininity. â€Å"Issues of gender inequality are perpetuated by the patriarchal nature of our society that permits male domination and female subordination† (Kambarami, 2006). This has largely been influenced throughout the process of socialization. Researchers, community organizers and law enforcers who concern themselves with anti-LGB (-lesbian, -gay and –bisexual) prejudice and discrimination tend to conflate those aspects that target sexual orientation with other issues of gender non nonconformity (Gordon, 2007). Gender nonconformity is defined as â€Å"An outward appearance or gender expression that does not conform to the traditio nal laws of gender† (Gordon, 2007). It is attributed with experiences of sexual minority and behaviors that deviate from the expected gender roles. The gender nonconformity incidences were discovered to occur in the societal set up and were mostly perpetrated in the family, in schools, religious settings like a church and in the corporate world like in a public retail setting (Gordon, 2007). This gives evidence of the roles played by the society through its basic institutions on the issues of gender and sexuality. There are various contexts in which the society shapes women to femininity. It sets boundaries for women that are morally acceptable according to cultural norms and customs. There is interplay between femininity, sexuality and culture (Kambarami, 2006). Culture impacts feminine sexuality negatively by imprisoning women to subordination of patriarchy which consequently renders them powerless to control their sexuality. Feminists define patriarchy as â€Å"A social sy stem in which men tend to over rule all the social responsibilities as women remain in subordination† (Kambarami, 2006). An example of a social setting where feminism is highly displayed and culturally manipulated is in the family. The socialization process differentiates the boy and girl child at a very tender age. The boys are oriented to view themselves as the family heads and breadwinners whereas the girls are trained to be obedient and submissive housekeepers (Kambarami, 2006). This consequently displays women as sexual beings and not human beings, where they are being defined in relation to men therefore dependent to them always. The society instills in women qualities such as gentleness, passivity and submission in order to always please men (Kambarami, 2006). In our culture for example when a girl attains the puberty age, she receives endless teachings on how to please and maintain her future husband by being a submissive wife. She is further exposed to issues of her s exuality and how best to utilize it for male’s benefit. The teachings encourage dependency where a woman ultimately cannot support themselves in absence of the husband. They observe a male figure with great awe for provision and cannot survive alone in the case of the husband’s death but have to remarry. The society values the male child more than the female. The foundation of this is in the family where a boy child rules a girl child by the right of birth. He

Influence of Television on Young Children Assignment - 6

Influence of Television on Young Children - Assignment Example Almost every household in the U.K and many other countries in the world have a television set. The television serves to entertain, inform and educate the audience depending on the program that is being watched. It is quite evident that young children are never left behind when it comes to watching television. Experts note that children should be allowed to watch TV judiciously and moderately if they have to benefit from it and are quick to warn that young children can be negatively influenced by the content they watch on TV.  In as much as television may have positive influences on young children, it is greatly associated with several ills.   For one, studies have shown that when children watch violent programs on TV, they tend to emulate the violent â€Å"heroes† that they see and act violently toward their peers, animals, and even older people.   For example, when they watch Steven Seagal acting in The Glimmer Man, young children believe the actor is a hero and may act like they see him do against their peers.   Furthermore, children may adopt risky behaviors such as smoking and drinking as a consequence of what they see on television according to kidshealth.org. Other negative influences of TV on children include reinforcing racial and gender-role stereotypes.   In conclusion, Television may have good or bad influences on young children depending on how much and what they watch.      

Terrorism Is Violence Problem Criminology Essay

Terrorism Is Violence Problem Criminology Essay Terrorism means use of force and threats against a person, groups or governments for political or other purposes. Terrorism is not a modern activity; hundred of years ago societies were not as organized as they are today with modern facilities of roads, telephones, and regular police force and so on. Then head of strong groups of people, robbers warriors made use of force and threats to life and property to get their aims. Now terrorism itself is quite an organized activity. There are terrorist organizations or societies which train terrorist for their purposes. Sometimes these organizations are supported by foreign governments and huge funds and modern weapons are easily provided to them. A regular terrorist organization usually works against the government. It tries to demolish key government buildings offices and public places like railway stations and airports with bomb and destructive weapons. It kills people and destroys property in crowed places like market centers, bus stands and railway stations. This set the people against the government and causes public demonstrations. The bomb blast and the resulting deaths and destruction in different parts of our country is an example of such terrorism. A terrorist organization operating in a country usually gets money and weapons from local as well as foreign countries. It also joins hands with forceful groups or parties opposed to the government inside the country. Nations or big countries with in a country use terrorist methods to gain greater freedom or independence. Thus the skills in India have been committing acts of terrorism to achieve self-rules in the Punjab. The Irish people in north Ireland have been terrorizing the British government to force it to grant them independence. There are internal or international terrorists who actively hijack planes or kidnap important or rich persons. They demand huge amount of money for the release of prisoners or some political concessions for the return of the airplanes, passengers or kidnapped persons kidnapping have been quite common in our country. Terrorism needs to be checked very carefully and the government should force all the people illegally present in the country to leave. It should force the refugees to remain in their camps all the time. It should make arrangements to step the illegal flow of arms and money into the country from abroad. It should have really effective secret service which can report all kinds of terrorist plans. Other steps for checking terrorism take the use of the police or the army on a large scale can be discussed in newspapers, on the radio and TV and in the elected assemblies. According to Globally Accepted Definition of Terrorism: Acts committed with the aim of seriously intimidating a population, forcing a government or international organization to abstain from performing any act, or seriously destabilizing or destroying the fundamental political, constitutional, economic or social structures of country or an international organization. In the 21st century, terrorism went through many big changes or great change because of modernization new technologies. Todays world terrorism exists with many different causes purposes. Terrorism is used to create conflicts between different peoples, groups, countries sometimes it is used in religious disagreements. In the 21st century, terrorism becomes more deadly than previous centuries. Todays terrorists use many new techniques such as suicidal attacks, remote control bombs, automatic pistols rifles, rocket launchers etc. these can result thousands of innocent peoples being killed or injured. In Pakistan everyday people were dying because of no reason that is the reason of fear, scare which are include in everyones mind. Many peoples said about terrorism that is: According to Thomas Hobbes, who in 1651 described human life in the following Words: No arts; no letters; no society; and which is the worst of all, continual fear and danger of violent death, and the life of man, solitary, poor, nasty, brutish and short According to Malik (2001: 88), Attempts to incorporate all the many manifestations of terrorism within a single definition were doomed from the start. The term terrorism has been applied across the whole spectrum of political violence, and over the centuries of history. It has been applied to times of war and of peace; to the actions of states, groups and individuals; to actions against liberal states and to actions against repressive states and dictatorships Some articles which are related to terrorism are: According to Friedland and Merari (1998: 591), Political terrorism is a sophisticated form of psychological warfare which aims to accomplish political ends by bearing on individuals emotions and attitudes. This article presents the results of a public opinion survey, conducted on an Israeli national sample, which was designed to evaluate the psychological impacts of terroristic activity and the basic assumptions that guide it. The results indicate that terrorism is highly effective in inducing fear and worry, even when the actual damage it causes is moderate. However, terrorism appears to have failed to produce the attitudinal change desired by its perpetrators, the high levels of fear notwithstanding. On the contrary, terrorism caused a hardening of attitudes, strong opposition to any form of political reconciliation with terrorists, and widespread support for extreme counterterrorist measures. Terrorism, in other words, proved to be counterproductive. These results provided a basis for an extensive analysis of the conditions that turn terrorism into a potentially effective tool of political influence, and those in which it is likely to fail According to Berholz (2006: 221), Terrorism is becoming a weapon of ever increasing importance to reach certain ends, given the potential of mass destruction available to leading international powers and the rise of one superpower dominating the international system. In most cases terrorism is driven by an ideology comprising a world view with supreme values. Since these values are absolutely true to believers, they have to be preferred to everything, so that terrorists are required to sacrifice not only the lives of others but also their own. It is therefore difficult to prevent this kind of terrorism. But the threatening damages can be mitigated by economic, technological and political decentralization. In the long run, it is even more important to win the spiritual fight. This can be done by starting from the fact that believers in ideologies whose supreme values are conflicting, can only live together peacefully, if they accept that each individual has the right to choose his or her own belief. A corresponding education has to prevent fundamentalist instruction and to inculcate the basic rules of a free society According to Crain and Crain (2006: 317), In this paper we estimate the macroeconomic consequences of terrorism using panel data for 147 countries for the period 1968-2002. The results reveal that the potential gains to a country from reducing terrorism are quite large, although the specific estimates depend on a countrys population, base level of output, and investment. We present estimates of the impact of terrorism on GDP, GDP growth, investment, consumer spending, and tourism. These estimates of the marginal impact of terrorism provide a threshold against which a countrys expenditures on anti-terrorism can be weighed According to Victoroff (2005: 3), This article reviews the state of the art of available theories and data regarding the psychology of terrorism. Data and theoretical material were gathered from the worlds unclassified literature. Multiple theories and some demographic data have been published, but very few controlled empirical studies have been conducted investigating the psychological bases of terrorism. The field is largely characterized by theoretical speculation based on subjective interpretation of anecdotal observations. Moreover, most studies and theories fail to take into account the great heterogeneity of terrorists. Many practical, conceptual, and psychological barriers have slowed progress in this important field. Nonetheless, even at this early stage of terrorism studies, preliminary reports suggest that modifiable social and psychological factors contribute to the genesis of the terrorist mind-set. Psychological scholarship could possibly mitigate the risk of catastroph ic attack by initiating the long overdue scientific study of terrorist mentalities According to Coady (2004: 37), There are different kinds of terrorism as there are of war. It is unpersuasive to make the deliberate targeting of civilians a defining feature of terrorism, and states as well as non-state groups can engage in terrorism. In a democracy, voters responsible for a governments unjustifiable policies are not necessarily innocent, while conscripts are legitimate targets. Rather than being uniquely atrocious, terrorism most resembles small war. It is not always or necessarily more morally unjustifiable than war. All war should be avoided, but some war is more unjustifiable than other war. Comparable judgments should be made about terrorism. It is appropriate to compare civilians killed by those seeking political change and those using violence to prevent such change. Sometimes the debate should focus on the justifiability or lack of it of the aims sought. While violence should always be used as little as possible, those in power are responsible for making oth er means than violence effective in achieving justifiable political change. When considering the likely causes of violence, one that has received inadequate attention is humiliation. Humiliation is not the same as shame. Causing humiliation can and should be avoided

To His Coy Mistress - Andrew and Marvell The Flea - Richard Donne :: English Literature

To His Coy Mistress - AndrewMarvell The Flea - RichardDonne Which of the two poets is more likely to succeed in the seduction of the two women? At first glance it seemed to me obvious that Marvell would unquestionably be more successful in seducing the woman. Marvell because he shows more emotion and sincerity (baring the second stanza) towards the woman who he is talking to, however after considering Donne's unorthodox approach I was into rethinking my decision. I do believe however that both men are not as genuine as they look in their attempts to show their 'love' for the women. Donne starts off well in his poem well the tone is bright humorous and intimate. He praises the girl and says that if they had all the time in the world then he wouldn't mind waiting until she loved him. ('Had we but world enough and time, This Coyness lady would be no crime'). This to me is a good way to start, he Marvell keeps the tone light ant affectionate and emotional ('For, Lady you deserve this state, and nor would I love at lower rate.') On the other hand he mentions only her physical beauties and there is no mention of her personality ('Two hundred to adore each breast but thirty thousand to the rest'). Although it keeps an intimate mood it gives a hint that he only wants her for her body i.e. to have sex, and he does not really love her and this could be a vital mistake. Marvell shows a severe sense of sincerity in the last two lines of the second stanza. He moves away from the playful & sexually teasing tone to a more affectionate and loving tone. I believe this is to show a sense of admiration for the woman (For, lady, you deserve this state Nor would I love at lower rate) The language used in the second stanza, together with some strong imagery changes the tone dramatically. The tone is now chilled dark at in a way aggressive ('my echoing song; then worms shall try That long preserved virginity and your quaint honour turned to dust.'). This brings the woman who he is speaking to back from the fantasy world which he talks of in the first stanza, and back to reality. He reminds the woman that life does not last forever and they must make the most of their lives. ('Times winged chariot hurrying near'). In my opinion although this stanza adds an edge to the poem, it severely damages his chances of seducing the woman. The first four lines of the stanza are packed with positive and

Short Speech

How to be a Successful Sportsman Our government has always emphasized on the importance of sports. Our sportsmen have gone for overseas competitions. Sad to say, however, our athletes did not bring back any medals in the recently concluded World Olympics. To be a good sportsman, one must have balanced meals. It means that he should have a balanced diet of protein, carbohydrate and vitamins. He should not eat too much meat, neither should he eat too much fatty foods. Second, he must have enough sleep and rest. Eight hours of sleep per day is a must.He should not over-strain himself. Listening to music is one good way of relaxing. Third, a good sportsman must have regular training. If he is not consistent, he is bound to be lag behind. This requires discipline on the part of the sportsman himself. One good reminder is ‘come rain or shine, he must go to the field', and sweats it out. Finally, an excellent sportsman must have an excellent coach. A good coach will plan ahead for him and advise him on some strategic points and impart to him the required skill to excel.So keep your finger crossed, sportsmen, you can still make it. (197 words) My best friend A best friend is the first person who comes in when, out of the door, the whole world has gone. A best friend is one who loves the truth and you, and will tell the truth in spite of you. There are lots of people who you make friendship with, but it is very hard to find a true and honest friend. But I am very lucky that I have a best friend with whom I can share my feelings and divide grief with. His name is Thaqif. He is very friendly, and I am very happy to have him as my best friend.He is very well respectful, hardworking, and an honest person. Thaqif has all those friendly habits that we seek in a friend such as friendly behavior and respectfulness. Finally, Thaqif is very honest friend. He is very well mannered and organized person. He loves the truth and hate lying. Beyond that if he make any mistakes, h e tries to solve the mistake. In conclusion, Thaqif is very friendly and well organized person. He loves the people who speak truth and to be successful in life he is working very hard. And I am very happy to have him as my best friend! 206 words) †How to Protect the Environment† Good evening sir and friends, I would like to talk about†How to Protect the Environment† First of all, each one of us can start by not littering. We should throw our rubbish into the rubbish bin instead of anywhere we like. Another way of protecting our environment is by keeping our rivers clean. We can play our role by not throwing rubbish into the rivers. Meanwhile the factories can stop dumping their toxic waste into them. Moreover, farmers should avoid open burning in their farming practice because it pollutes the air.Finally, we can practice the 3R; Reuse, Reduce and Recycle. Every household should aim at reducing the amount of rubbish thrown. If â€Å"Reuse, Reduce and Recycle † are put into practice, the amount of rubbish thrown and the amount of energy used to produce some of the recyclable items can indeed be reduced. Clearly, each one of us can contribute towards the conservation of our environment and our efforts should be continuous. Protecting our environment means ensuring the existence of our future generation. With that, thank you. (176 words)

Taking another Pass at Passed

Taking another Pass at Passed Taking another Pass at â€Å"Passed† Taking another Pass at â€Å"Passed† By Maeve Maddox In my early days as a classroom teacher, I would occasionally finish giving a lesson on some aspect of English grammar or punctuation with the feeling that it had been so clear and so filled with wonderful examples that my students would never commit a related error again. It didn’t take me long to learn that common errors are common for a reason. Minds differ. Not everyone perceives things in quite the same way. A case in point is the problem that many writers have with the words past and passed. So far we’ve had two DWT posts on the past/passed usage: Alis Passed vs Past and my Confusing Passed with Past A recent e-mail question sent me back to read the comments and questions prompted by these posts. The comments indicate the extent and nature of the confusion that exists concerning the use of passed and past. Even some of the commentators who felt they understood the usage gave incorrect information in the explanations they offered. Some remarks suggest that the writer is trying to read more into the choice between passed and past than is warranted by a choice between a verb form and an adverb or a preposition. Dr. Babosar, the founder of GHB BioMedical Inc. who dedicates his life in the XXX industry for the Passed/Past 20 years. (the fact is he is still in this industry and still running the company) It doesn’t matter if the man is still in the industry or not. The word needed is an adjective: the past 20 years. It was the sound of horses being ridden past.†¨It was the sound of horses being ridden passed. The latter makes sense [says the commentator]. The horses pass the person, so they passed the person, therefore it is the sound they make as they approach and then pass the person. It more correctly describes the sounds. Again, too much ratiocination is going into this writer’s choice between past and passed. The function of the word in the sentence determines which form is called for. Ridden is a verb form. The word that follows it is an adverb. Passed cannot be used as an adverb. Past can. Precise Edit made this observation in one of the comments: In my experience, second-language learners are less likely to make this mistake [between passed and past] than native English speakers, perhaps because language learners write and speak from a background of training and not natural language use. I’m speculating, of course, but I wonder if direct training in usage and grammar affects this. It’s not speculation. From what I can tell, not much â€Å"direct training in usage and grammar† is going on in U.S. English classes these days. The teaching of formal grammar and rules of spelling and punctuation is perhaps seen as too much akin to that dreaded concept â€Å"rote learning.† Rules of standard usage are often arbitrary and confusing to an individual’s way of looking at things. For that reason they must be taught in the English classroom. Taught, not merely mentioned. The complicated efforts to determine whether to use past or passed in a sentence is a symptom of the way U.S. children are taught to approach all learning. What do you think? How do you feel? Such appeals to the individual have their place, but not when it comes to basic information. Some things need to be memorized and drilled. The parts of speech and the parts of the sentence fall into this category. One more time: passed is the past tense form of the verb to pass: to pass: transitive verb meaning â€Å"to go beyond a point or place† The principal parts are pass, passed, (have) passed, passing Examples: I pass my evenings alone. Please pass the potatoes. I am passing my days in the garden. I am passing all my courses in college. The truck passed the house. His uncle passed away. I have passed my driving test. Charlie has passed out the papers. The cat had passed beyond the fence before we noticed she was out. The word past can be used as more than one part of speech, but never as a verb. past: noun meaning â€Å"that which has happened in past time.† Ex. That’s all in the past. It’s usually preceded by the word â€Å"the.† past: adjective meaning â€Å"gone by in time; elapsed.† Ex. I haven’t seen him for the past month. past: adverb meaning â€Å"beyond.† Usually the point of reference is supplied by the context. Ex. I cowered as the bullets whizzed past. past: preposition meaning â€Å"beyond.† It differs from an adverb because it is followed by an object. Ex. The bullet whizzed past my head. Two more handy tips: The only verb that belongs in front of passed is some form of have: The days have passed quickly. He had passed his exams before his father lost his job. The horse has passed the finish line. If the verb is is, don’t use passed: For, lo, the winter is past. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar category, check our popular posts, or choose a related post below:12 Greek Words You Should KnowIn Search of a 4-Dot EllipsisPunctuation Is Powerful

Poe

Poe The plot and point of view used in Edgar Allen Poe's short story, "The Pit and the Pendulum," makes the book so enjoyable to readers because it brings out the many fears men have and make them seem as reality. Those fears include death and torture. The book, though, would not be as accomplished as it is if Poe had not used first person point of view. The combination of the fears used in the plot and the point of view make an unbelievable placing the reader in the story instead of making the reader just another spectator.The point of view chosen by the author is very important to the success of the story. If the point of view does not flow with the story told, then the probability of that story being liked by readers is slim to none. In "The Pit and the Pendulum", Poe matches the point of view and the subject to best suit the readers interest.English: Pit and pendulum Pub on Victoria Street 2...

Fair Value Accounting Essay Example | Topics and Well Written Essays - 4250 words

Fair Value Accounting - Essay Example Since then, the pros and cons of fair value accounting have been debated. On one hand, fair values provide a better view of current market conditions and therefore provide him with more relevant information. However, on the other hand it increases volatility in earnings and may not necessarily ensure reliability and relevance. This is because if an active market does not exist, it would be determined by calculations which are subject to management bias. While some people argue that fair value accounting provides us with truer financial statements, others question its validity. Hence, those institutions that use more and more of fair value option should also disclose adequate information regarding the assumptions, changes in acquisitions or sales, predictions and all those factors that affected the values that show in the financial statements as fair values. This would enable the users of financial statements to make knowledgeable and wise decisions. Fair value accounting is a way of accounting in which an asset or liability is valued at its current exchange price at a measurement date, in absence of an actual transaction for that asset or liability. In financial statements, all financial instruments may be valued at fair value. Before 200... The statement defines fair value of an asset as the price at which it can be traded or sold in an orderly transaction between 'market participants', other than in insolvency. Similarly, fair value of a liability is the amount at which it can be acquired or settled in an existing transaction between 'market participants', other than in insolvency. (KPMG, 2007) Market participants refer to buyers and sellers in the most principal or beneficial markets for those assets or liabilities. They meet four criteria: they are unrelated with the reporting body; they possess the knowledge required to have a realistic insight into the transactions; they are financially and legally able to carryout transactions for the entity; they are prepared to transact without any pressure. (KPMG, 2007) Principal market is the market with maximum volume and level of activity where assets and liabilities are sold or traded by a reporting entity. An entity that does not have a principal market determines its most beneficial market by including the transaction costs. (KPMG, 2007) Explanation Fair value of an asset may be equal to its quoted market price. However, this may not always be true. Fair value takes into account advantages and disadvantages that each party may gain from the transaction whereas market value may not always consider that. Also there might not be a quoted price for all assets or liabilities. In such circumstances, fair value has to be generated using the best information available to the preparers. Consequently, difficulties arise in creating those estimates. (KPMG, 2007) In accounting, fair value is used for those assets or liabilities whose carrying value is rooted in mark-to-market value. Carrying value is the amount