The Healing Power of Music Essay example -- Music and the Brain

The Pearl Essay Example for Free

The Pearl Essay The book †The Pearl, paints various exercises to a few orders, yet more in business in light of the fact that the entire story rotates the selling of the pearl and the manner in which the various partners acted through. Kino the principle character, along with his better half embarks to discover a pearl to get cash to treat their child Coyotito who has been nibbled by a scorpion. They locate a major valuable pearl that changes the entire objective, from getting the youngster teaching him, purchasing a rifle, and improved life measures. This was excessively goal-oriented thus it was hard to arrive at it. The pearl gives us the two viewpoints about the idea of individuals. The prudent sort of individuals who have love and concern, particularly for their nuclear family and their neighborhood and those kinds of individuals who just spotlight on getting more extravagant regardless of the methods they use to store up property. Toward the start of the story, Kino is a guiltless mollified father who thinks about his family in the most ideal manner conceivable (Steinbeck, Wagner-Martin, and Orozco, 1994). One point that shows this is when Kino shut his eyes to tune in to the melody of the family tune that was playing in his psyche Steinbeck, Wagner-Martin, and Orozco, 1994). At the time his kid is stung by a scorpion the neighbors indicated concern. Then again, human instinct additionally has a shortcoming, of concentrating on picking up riches and not connection. The absolute first picture is the one depicted by the specialist who never visited them yet focused on the rich families as it were. As the story advances we see the powerlessness that exists in all individuals, as Kino changes from a blameless adoring spouse to a criminal due to needing to be rich. Here the specialist also shows the egotism of individuals failing to mind, regardless of whether the lives of others are in harm's way. Coyotito could kick the bucket yet the specialist clench hand needed cash before treating him. These are the two significant aspects of human life. This book is likewise significant for all business visionaries and built up representatives. All undertakings are planned for getting riches yet business morals requires a harmony between relating with individuals well and getting cash from great and veritable business bargains. The book fixates on the avarice among representatives, which will make them, utilize deceitful methods of getting well off, a training that is especially against business morals. Among these are center men who get rich from exchanging with destitute individuals, giving them so little as their profits for the difficult work they have done. Kino speaks to the poor who work needed to see their fantasies, for example, solid and better than average lives for their families, and training for their youngsters (Steinbeck, Wagner-Martin, and Orozco, 1994). The center men are the dealers who had connects abroad, who needed to purchase the pearl at a value that isn't worth speak to these eager abusive go betweens. It is additionally against business morals that individuals ought to overlook the corporate social obligation and get detained on the dehumanizing impacts of picking up riches. Kino got some distance from his neighbors, and he excessively centered around giving substantially to his child as opposed to keeping center around passionate needs as material needs follow suite. Considering corporate social obligation, this story obviously paints the presence of businesspeople and associations, which won't see the general public, which is their objective market as significant partners that need regard, yet venturing stones to get more extravagant. The pearl fortune that came Kino’s way didn't increase the value of his locale, yet made him right around a pariah of a similar network. Any undertaking must have the qualities of reliability. In this, specialists must be straightforward and maintain honesty or have constancy regardless. The pearl purchasers added to the disintegrating of Kino’s dreams by not offering to purchase the pearl at great cost. In business as well, individuals ought to consistently be dependable; in quest for greatness they ought not be excessively yearning and avaricious. Kino’s was over aggressive in the midst of a severe society that would not permit him get the much he needed from the pearl. Development is consistently in little advances and Kino would have acknowledged to develop in shrewdness from the little that he was advertised. Business likewise muss bear the best feeling of equity and decency. This is to state that each strategy ought to be reasonable, have value in all cases and unprejudiced nature in managing individuals everything being equal. Consistency and equity portrays this point. The specialist dismissed the needy individuals and wouldn’t do his business with them. This is clear since he just stayed with Kino to treat Coyotito on the grounds that he realized the pearl would pay him. Each undertaking must likewise show the mindful mentality towards the individuals. In this story we see Kino gradually putting his entire self and might to the pearl overlooking that he should think about the family. Business and associations ought to likewise esteem municipal ethicalness and citizenship, which is planned for taking a gander at how the nation in general will profit by the organization or the organization’s adventure. They ought to in this manner submit to the law, offer administrations to the network administrations, and to try in securing nature. In the Pearl’s case, each one looked at the pearl for their own motivations. Kino’s aggressors needed to get the pearl from him in unlawful methods; Kino exclusively needed the ring to profit his family and had no designs to profit the whole network, to level best of his capacity (Steinbeck, Wagner-Martin, and Orozco, 1994). The story additionally shows that that those individuals awaiting for the pearl had no regard, an essential thing business or corporate world. In section four, when Kino was selling the pearl, some took a gander at it and dismissed it as an insignificant peculiarity. The book, upon cautious reflections gives us the thought regarding the temperate, and the un-prudent human instinct. It likewise gives us explicit qualities, for example, respectability, regard, happiness, network equity and unbiasedness, and great citizenship. By utilizing the style of depicting a people who don't esteem business morals, the book implements in its perusers a solid feeling of corporate social duty.

Understanding Thought Records for Social Anxiety

Understanding Thought Records for Social Anxiety Social Anxiety Disorder Treatment and Therapy Print Understanding Thought Records for Social Anxiety By Arlin Cuncic Arlin Cuncic, MA, is the author of Therapy in Focus: What to Expect from CBT for Social Anxiety Disorder and 7 Weeks to Reduce Anxiety. Learn about our editorial policy Arlin Cuncic Medically reviewed by Medically reviewed by Steven Gans, MD on November 08, 2015 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on August 05, 2019 Social Anxiety Disorder Overview Symptoms & Diagnosis Causes Treatment Living With In Children Woods Wheatcroft/Getty Images Thoughts records for social anxiety (also known as thought diaries) are a way of understanding and changing your negative thought patterns. The cognitive-behavioral model of therapy holds that emotions and behaviors can be changed because they are (at least partly) the result of your thoughts. Psychologist Albert Ellis was the first to propose the ABC Model of behavior: An activating event (A) triggers beliefs and thoughts (B) which in turn result in consequences (C). Although it may seem like your feelings are a direct result of situations (e.g., you feel anxious when having to give a speech) there is actually a step in between the situation and your emotions: your thoughts. It is your perception of the situation that influences how you feel. For many people, thoughts become so automatic that you may not even realize what you are thinking. Imagine that you are talking to someone at a party and he yawns. Your feelings will differ depending on what you think about the yawn. If you think that the yawn is rude, you might feel annoyed.If you think the yawn means that you are boring, you might feel bad about yourself.If you think the yawn means the other person is tired, you might feel indifferent. Notice that the same event can cause different emotions; the ultimate cause is your thoughts. Using Thought Records Thought records are a tool used in cognitive-behavioral therapy (CBT) to help you recognize and change your unhelpful thoughts. The purpose of a thought record is to get you into the habit of paying attention to your thoughts and working to change them. Although thought records may seem like a lot of work in the beginning, over time the process will become automatic and you wont have to use the diaries anymore. CBT thought records can be used on your own to help monitor and change your thoughts. Ideally, you should use the form after anxiety-provoking situations at least several times a week. Unhelpful Thoughts In general, people with social anxiety disorder (SAD) have two kinds of negative thoughts. They overestimate how likely it is that something bad will happen, and they overestimate how bad it will be if something happens. In this way, unhelpful thoughts distort reality and are irrational in terms of how you perceive yourself, others and the world. At the root of most unhelpful thoughts are core beliefs. Some examples of core beliefs might be: Everyone has to like me or I can never make mistakes. Using thought diaries regularly will help you to identify the patterns in your thoughts and point to the core beliefs that underlie your negative thought patterns. Obstacles to Using Thought Records for SAD When using thought records you may encounter some obstacles. At first, you may have trouble adopting a more helpful thinking style. Over time, however, these new thoughts will become more believable. The 7 Best Online Anxiety Support Groups

The Characters Of Hubris In Oedipus The King - 1032 Words

Hubris is one characteristic of humans that leads to people committing evil deeds. In the play Oedipus the King, Oedipus struggles with facing the truth about his fate. His hubris leads him to be an arrogant and ignorant person throughout the play. Hubris also leads Oedipus to lose control over his emotions on multiple occasions in the story. In Sophocles’ play, Oedipus the King, Oedipus’ character flaws clearly outweigh his positive qualities. Oedipus’ rage, pride, and ignorance are the main character flaws that outweigh his positive flaws. Primarily, one of Oedipus’ character flaws is his rage. Oedipus’ rage is a big character flaw because this is one of the principles that lead to his downfall. One example of his rage was when he is†¦show more content†¦More importantly, Oedipus realized that it was his pride that lead him to kill King Laius. Moreover, another example of Oedipus’ hubris is when he accuses Creon of plotting to ove rthrow him. â€Å"Creon, the soul of trust, my loyal friend from the start steals against me...so hungry to overthrow me he sets his wizard on me, this scheming quack, this fortune-teller peddling lies, eyes peeled for his own profit-seer blind in his craft!† (279). To put it differently, Oedipus is saying that Creon wants to steal the throne and he will go as far to consult an oracle to come and deceive Oedipus. This example is of great importance because it is Oedipus’ pride that causes him to accuses Creon of trying to steal his throne. Lastly, Oedipus’ ignorance leads to his downfall. Oedipus’ ignorance is important because this means that Oedipus is unwilling to accept the truth about his fate. First, we see Oedipus’ ignorance when Tiresias expresses that Oedipus is blind for not seeing reality. â€Å"So, you mock my blindness? Let me tell you this. You with your precious eyes, youre blind to the corruption of your life, to the house you liv e in, those you live with-who are your parents? Do you know? All unknowing you are the scourge of your own flesh and blood, the dead below the earth and the living here above, and the double lash of your mother and your fathers curse will whip youShow MoreRelatedCompare Odysseus and Oedipus Essay1739 Words   |  7 PagesOdysseus and Oedipus There are many legendary epic stories have been passed on from generation to generation in the Greek culture. Even though each story has different outcomes, every epic character has certain features in common. Odysseus in The Odyssesy and Oedipus in Oedipus the King are great examples of epic heroes with a variety of similarities. Odysseus and Oedipus are similar in which they both god-like men who are considered heroes because of their cautious ways and relentless tenacityRead MoreThe Tragic Downfall Of Oedipus The King By Sophocles924 Words   |  4 Pagesworld of greek literature, characters often have flaws that lead to a tragic downfall. One of these tragic flaws is hubris, which is defined as â€Å"exaggerated pride or self-confidence† (Merriam-Webster). This trait is most commonly found in characters who come to power and allow themselves to be consumed by their newfound hierarchy. The play Oedipus the King by Sophocles embodies the trait and displays it in different ways throughout the story. Oedipus is a victim of hubris as seen when he disregardsRead MoreOedipus Downfall Essay example774 Words   |  4 PagesPrompt: In a well-developed essay, consider whether hubris, fate or both are the use of Oedipus’ downfall. Use evidence from the text to support your support. Hubris is defined as excessive pride or self-confidence, while fate is defined as the supposed force, principle, or power that predetermines events. Ancient Greeks believed in Hubris, or pride. Pride may have been seen as good or bad. Many people that exhibit pride may come off as being proud of their achievements or lives; however, prideRead More Discuss the ways in which the character of Oedipus in Oedipus the King1192 Words   |  5 PagesDiscuss the ways in which the character of Oedipus in Oedipus the King conforms to the conventions of the tragic hero. In your discussion refer to how the issues explored in the play have a wider significance than the tragedy of Oedipus as an individual. Assessment 9: Short Essay – Drama Discuss the ways in which the character of Oedipus in Oedipus the King conforms to the conventions of the tragic hero. In your discussion refer to how the issues explored in the play have a wider significance Read MoreOedipus : The King Of Thebes And Tragic Hero Essay728 Words   |  3 PagesOedipus: The King of Thebes and Tragic Hero Ancient Greek Literature encompasses an assortment of poetry and drama to include the great masterpieces of tragedy. In Classic Literature, tragedies were commonly known for their elaboration of a protagonist fitting the classification of a tragic hero. This type of a tragic hero often collectively described as a character of noble birth, facing an adversity of some nature and a fate of great suffering. The characteristics of what encompassed a tragic heroRead MoreEssay on The Arrogance and Hubris of Oedipus and Creon724 Words   |  3 Pagescan analysis the character of Creon they would first have to look at the story of Oedipus the King. In Oedipus the King, a plague has fallen upon the city of Thebes. Forced to take action Oedipus sends Creon to the oracle in Delphi to rid the city of this plague. Creon returns with the message, the plague will end when the murderer of Laius, the former king of Thebes, is caught and expelled; the murderer is within the city. Tiresias tells Oedipus that he is the murderer. Oedipus accuses both CreonRead MoreThe Perfect Aristotelian Tragedy: Sophocles Oedipus the King918 Words   |  4 Pagesconsidered Sophocles Oedipus the King to be a nearly perfect example of Greek tragedy. His reasons were based on the structural perfection of the play, in which the protagonists recognition of his circumstances (anagnorisis) comes at the same moment as his reversal of fortune (peripeteia). But the terms whereby Aristotle defines character in Greek tragedy are slightly harder to work out where is the hubris of Oedipus? An examination of the plot will demonstrate that Oedipus hubris is manifest in theRead MoreEssay on Hubris in Oedipus the King by Sophocles766 Words   |  4 Pages There are many historic and fictional figures where hubris led to their downfall. Hubris is defined as being arrogant and having pride for your self. There are many people that are led to their downfall because of hubris. People that are hubris are blinded and can’t see what they did wrong. Those who contain hubris only think about themselves and can’t see the big picture. They think the world revolves around them and think they are the best. They are always going to be successful but suddenlyRead MoreThe Theme of Hubris in Ancient Greek Mythology and Literature681 Words   |  3 PagesHubris is a very popular theme in Greek mythology. Hubris was a very important moral concept to the Greeks. Committing hubris was a very serious crime. Hubris is defined as having extreme pride or arrogance. Pride became hubris when it became all consuming or hurtful to others. Other actions that were seen as hubris were acting as if you were equal or more powerful than the gods, or try ing to defy them. Hubris was a severe crime that deserved a serious punishment, and it was the downfall of manyRead MorePride And Stubbornness In Oedipus Rex And Antigone By Sophocles1111 Words   |  5 Pagesdifferent character flaws. In Sophocles’ Oedipus Rex and Antigone, pride and stubbornness obstruct the senses of Oedipus and Creon in a classic play about seeing the truth. Sophocles delves into the meaning of seeing, in a conventional way, and also in terms of insight. Pride in itself is a good character trait: pride in your country; pride in your heritage; pride in yourself. However, excessive pride, hubris, can lead to stubbornness and often actions in violation to the Gods. Oedipus was royalty

European Commission Of The European Union - 1714 Words

European Commission This is the part of the EU which is designed to uphold the interests of the EU as a whole, not an EU member state individually. Each member must not be biased to their national state. It as many responsibilities that include; - To draft laws and proposals for the parliament and council to consider - To implement European laws - Works alongside the court of justice to make sure that the EU laws are followed - Represents the EU international area Court of Justice This court has the task of ensuring that all 27 members of the EU has its law applied equally throughout. Most of the cases referred to the tem by the national courts of the member states. EU Decision Making When making a decision, the EU members have to go†¦show more content†¦Representatives from the commission must also attend the meetings to join in with the discussion because they were the ones who wanted to introduce the law. Once an agreement has been reached, the agreed text is then sent to the council as well as the parliament for a final reading so that the law can finally be adopted. Consultation – Under the decision making procedure the commission gives its proposal to the parliament and council, just like the co-decision procedure, but in this case it is the council that must take responsibility for consulting with parliament as well as other EU bodies. In all cases, parliament can: - Approve the proposal made by the commission - Reject the proposal - They can also ask for amendments to be made Assent – This is the method of making decisions in which the council must obtain the European parliaments agreement before decisions are made. This procedure is exactly the same as the consultation procedure, apart from the fact that the parliament cannot amend the proposal: It must either be accepted or rejected. EU’s decisions affecting UK Public Services These are some of the EU’s decisions which affect the UK’s public services: Single currency – In 1999 the European Union introduced a single currency. This is called the euro. The euro became the legal currency of 11 EU states; however, the UK and Denmark opted out. Of the 27 EU members, 16 of them have the euro as

Two Stage Fm Transmitter Free Essays

This Kit is a powerful two stage, 9V FM transmitter (Tx) with a range of up to 1 kilometer in the open. It uses an RF transistor in its output stage. Distance of transmission is critically dependent on the operating Conditions (in a building or out on the open), type of aerial used (single wire or dipole), operating voltage (12V is better than 6V) and if the circuit is peaked for maximum performance. We will write a custom essay sample on Two Stage Fm Transmitter or any similar topic only for you Order Now The kit is constructed on a single-sided printed circuit board (PCB). It has a silk screen overlay on top to aid construction.On the bottom there is a solder mask to help in soldering. Protel Autotrax and Schematic were used to design the board. ASSEMBLY INSTRUCTIONS Components may be added to the PCB in any order. It is usually easier to add the lowest height components first then proceed to the taller components. The electret microphone should be inserted with the pin connected to the metal case connected to the negative rail (that is, to the ground or zero voltage side of the circuit. ) This is marked with a ‘-‘ sign at the MIC on the circuit board printed overlay.To save space all the resistors must be inserted standing up on one end. Be careful to get the transistors around the correct way. Note three points: – the two 100n capacitors on the PCB have 0. 2†³ and 0. 1†³ spacing. We have put in components with the correct spacing for ease of construction. – we have supplied prewound, pre-soldered enamel 6 turn 8 turn wire coils. The legs should solder directly to the pads of the PCB. However, pay special attention to the solder joint in case all the enamel has not been removed. You may have to solder off or scrape off more enamel from the ends of the two enamelled coils. a connection (or tap) is required from the middle of the L1 tinned copper wire coil to the pad marked TAP next to the coil. Solder a piece of wire to the top of the middle turn as shown on the overlay. Then solder the other end to the pad immediately next to the L1 coil. Spread out the coils of L1 about 1 mm apart. Make sure none of the loops of the coil are touching the loop next to it. CIRCUIT DESCRIPTION The circuit is basically a radio frequency (RF) oscillator that operates around 100 MHz. Audio picked up and amplified by the electret microphone is fed into the audio amplifier stage built around the first transistor.Output from the collector is fed into the base of the second transistor where it modulates the resonant frequency of the tank circuit (L1 coil and the red trimcap) by varying the junction capacitance of the transistor. Junction capacitance is a function of the potential difference applied to the base of the transistor T2. The tank circuit is connected in a Hartley oscillator circuit. The final stage built around T3 amplifies the output RF signal. Let us look at the individual blocks of the circuit more closely: The electret microphone: an electret is a permanently charged dielectric.It is made by heating a ceramic material, placing it in a magnetic field and then allowing it to cool while still in the magnetic field. It is the electrostatic equivalent of a permanent magnet. In the electret microphone a slice of this material is used as part of the dielectric of a capacitor in which the diaphram of the microphone forms one plate. Sound pressure moves one of its plates. The movement of the plate changes the capacitance. The electret capacitor is connected to an FET amplifier. These microphones are small, have excellent sensitivity, a wide frequency response and a very low cost.First amplification stage: this is a standard self-biasing common emitter amplifier. The 22n capacitor isolates the microphone from the base voltage of the transistor and only allows alternating current signals to pass. Oscillator stage: every transmitter needs an oscillator to generate the RF carrier waves. The tank circuit, the transistor and the feedback capacitor are the oscillator circuit here. An input signal is not needed to sustain the oscillation. The feedback signal makes the base-emitter current of the transistor vary at the resonant frequency.This causes the emitter-collector current to vary at the same frequency. This signal fed to the aerial and radiated as radio waves. The name ‘tank’ circuit comes from the ability of the LC circuit to store energy for oscillations. In a pure LC circuit (one with no resistance) energy cannot be lost. (In an AC network only the resistive elements will dissipate electrical energy. The purely reactive elements, the C and the L, just store energy to be returned to the system later. ) Note that the tank circuit does not oscillate just by having a DC potential put across it. Positive feedback must be provided. Trim Cap.The slots inside the trim cap are shaped like the head of an arrow. The maximum capacitance value is when the arrow is in pointed to the 12 o’clock position. A 180o turn brings the trimcap value to its minimum rated value. With experimentation you will be able to build up a table of total capacitance value (remember to add in the 10pF) to FM frequency. You can also change the frequency by altering the space between the coils of L1. Spread out the L1 coil wide apart. The 10pF ceramic capacitor in parallel with the red trim cap will enable you to tune the Tx in the 98 MHz to 105 MHz range of the commercial FM band.If you use a higher value (for example, 27pF) you will move the frequency down towards the other end of the FM band. This end generally has more commercial stations in it. Final Amplification Stage: this RF stage adds amplification to the RF signal. It needs an RF transistor to Kit 32. TWO STAGE FM TRANSMITTER do this efficiently. We use a Zetex ZTX320. L2 (an RFC radio frequency choke) and the 10p capacitor in parallel with it are designed to reduce harmonics from the circuit. Output power from this stage will be maximum when it is tuned to oscillate at the same frequency as the previous stage.This can be done with the peaking circuit provided and described separately below. A small (10pF) coupling capacitor on the aerial is optional to minimise the effect of the aerial capacitance on the final stage LC circuit. (We have not used one in this circuit. ) Dipole Antenna. Greater range from the transmitter can be obtained by replacing the half-wave antenna (the length of wire about 160cm long) with a dipole antenna. This is basically two wires attached to two points in the circuit which are oscillating 180o out of phase with each other.Two such points are the antenna point and the positive rail (the +9V track. ) You can experiment by cutting the antanna wire in half, leaving half soldered into the antenna point and soldering the otherhalf to the +9V pad. Point the two wires in opposite directions. Operating Voltage. Output power is also increased by using a higher operating voltage. 9V is better than 6V. The maximum operating voltage for this Kit is determined by the ZTX320. This is 15V but if you try this then the values of some resistances will have to change. You can experiment with this.WHAT TO DO IF IT DOES NOT WORK Poor soldering is the most likely reason that the circuit does not work. Check all solder joints carefully under a good light. Next check that all components are in their correct position on the PCB. Did you add the connection from the middle of coil L1 to the pad marked TAP? Check that the leads of the two coils L2 and L3 are not dry joints. Use a multimeter to check this. Check that you have not accidently formed a solder connection between two pads which are next to each other. Did you turn the switch ‘on’.Check that you did not interchange the 4K7 with the 47K resistors. Is the ZTX320 around the correct way and in the T3 position. Have you really spread out the coils of L1? Some people have told us that each end of L1 should be bent over and just about touching the PCB. They also said that L3 should be spread apart a little. See us at http://kitsrus. com COMPONENTS Resistors, 5%, 1/4W: 100R brown black brown 470R yellow violet brown 4K7 yellow violet red 22K red red orange 39K orange white orange 47K yellow violet orange 1M brown black green 1 1 1 1 1 2 1 Capacitors: Trim cap 5-20pF, red 1 5. pF ceramic 1 10p ceramic 2 47pF ceramic 3 1nF ceramic 1 20nF or 22nF ceramic 2 100nF monoblock 2 RF transistor ZTX320 1 Small signal transistor BC547 2 6 turn tinned copper coil 1 6 turn enamelled coil 1 8 turn enamelled coil 1 9V battery snap 1 Electret microphone 1 PCB-mounted SPDT switch 1 Antenna wire 1. 6m k32 PCB 1 Peaking circuit 1 packet of components Kit 32. TWO STAGE FM TRANSMITTER Peaking Circuit. Kit 32. The tank circuit – coil L3 and the 47pF capacitor – needs to be tuned in order to get maximum power output. It has to be tuned to match the frequency of the oscillator stage 10pF cap, variable capacitor and tapped L1 coil.The output â€Å"peaks† as the tank circuit is tuned to match the oscillator frequency. This peak can be measured on a multimeter. A peaking circuit (shown below) is simply an RF detector that uses diodes to charge a capacitor. The voltage across the capacitor is measured using a voltmeter set to a low voltage range (2 or 20V). The circuit can be assembled without the need of a PCB. Simply solder the components directly to each other. The output (across C2) should be connected directly to the voltmeter input using banana plugs or a pair of paper clips bent to shape.The input to the peaking circuit is soldered to the antenna wire hole on the PCB, using a 5cm (2†) length of wire. Switch the voltmeter to the 2V or 20V DC range. To tune the tank circuit, simply move the turns of the tank coil L3 further apart or closer together until the reading on the voltmeter is a maximum. Note that the reading will be lower while you are touching the coil. You will almost certainly find that the coil turns have to be spread very far apart with the last turn at each end of the coil almost touching the PCB. Once the output is a maximum, remove the peaking circuit and connect the antenna.If you change the oscillator frequency by moving the trimcap then you will need to repeat the peaking procedure in order to get maximum power output. Want More Range? You can get more range as a trade off against stability by: †¢ reduce R5 to 100R †¢ reduce R7 to 47R †¢ increase C7 to 470pFor a review of Kit 32 and many other FM transmitter kits on todays market see: http://members. tripod. com/~transmitters/begin. htm To read the comprehensive theory behind the operation of two stage Fm Tx see: http://www. csn. ul. ie/~francis/fyp_report/ How to cite Two Stage Fm Transmitter, Papers

Training and Development of HM

Introduction For businesses to survive in the 21st century they should be committed in implementing the most effective operational and managerial practices (Baines 2009). Human resource development is one of the aspects that firms should consider in their pursuit to nurture competitiveness with regard to human capital. Currently, human capital is considered as a fundamental organisational asset.Advertising We will write a custom proposal sample on Training and Development of HM specifically for you for only $16.05 $11/page Learn More In addition to the quality of the product, customers are increasingly becoming concerned with the quality of customer service, which is paramount in promoting unique customer experience. Therefore, it is essential for the firm to close the gaps in skills amongst employees in order to promote the firms’ success in service delivery (Thomas, Zolin Hartman 2009). Employees’ training and development underscore one of the fundamental organisational development elements that organisations should pursue in an effort to achieve sustainability in their operations (Hutton 2013). Subsequently, it is imperative for HM’s Board of Directors to understand the view that the capacity of the firm to achieve its desired competitive advantage will be subject to the quality of its workforce with regard to competency. Therefore, failure to invest in effective employee training and development affects the productivity of its workforce adversely. The aspect of employees’ training and development promotes the level of job satisfaction amongst managers in different levels of management. Moreover, it provides them with an opportunity to progress through their career path (Kirby Riley 2006). Therefore, it is essential for HM to ensure that its human resource management practices and strategies align with the firm’s vision and goals. Employees’ training and development is one of the most effective strategies that the director of training and development at HM should incorporate. This move will improve the likelihood of the firm achieving competitive advantage in an industry that is increasingly becoming competitive. However, the firm’s success in employee training and development will only be successful if the firm allocates a substantial amount for employee training and development in its annual budget.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Background to the organisation HM Hennes Mauritz AB [HM] is a multinational retail-clothing firm that was established in 1947 in Vasteras, Sweden. HM vision entails ensuring that all its operations are managed in an environmentally, economically, and socially sustainable manner. Subsequently, the firm has managed to developed sufficient economic, environmental, and social sustainability, which is in line with its vi sion to achieve sustainable future through fashion. The firm is ranked second amongst the global cloth retailers such as the US-based firms Inditex and GAP, which are its core competitors. Currently, the firm has penetrated in over 53 countries and it has established over 3,100 retail stores. By the end of its 2013/2014 financial year, HM intends to have established an additional 375 stores (HM 2014a). In its pursuit for economic sustainability, HM has implemented effective marketing strategies such as online marketing in Denmark, Germany, Netherlands, the UK, and Austria. HM market expansion strategy underscores its commitment in growing the firm’s retail stores with a 10% to 15% margin annually. The firm’s success has also arisen from its effective human resource base. Moreover, HM has developed an adequate workforce, which is comprised of over 116,000 employees. The firm is also focused at creating additional new jobs. This aspetc illustrates the firm’s commi tment to achieving its predetermined growth and profitability objectives. The firm’s success has arisen from its commitment to the ‘HM Way’, which highlights the firm’s organisational culture. Some of the areas that the firm is focused at entail nurturing a strong workforce through teamwork, continuous improvement, believing in people, entrepreneurial spirit, cost consciousness, and keeping it simple. The firm believes that teamwork is an essential component of its organisational culture. Subsequently, HM has formulated clear values that guide employees in their duties. The firm considers employees as a fundamental organisational asset. In an effort to support employees, the firm provides employees with an opportunity for growth through training and development programs.Advertising We will write a custom proposal sample on Training and Development of HM specifically for you for only $16.05 $11/page Learn More Moreover, HM has integrated a culture of inclusiveness by eliminating discrimination based on their operation (HM 2014b). In a bid to promote employee satisfaction and high rate employee retention, HM has incorporated an incentive program (Siegle 2014). In addition to the internal environment, HM is committed to effective interaction with the external world. Subsequently, the firm is cognisant of the importance of its external stakeholders such as suppliers, customers, and other business partners. The firm’s ability to maintain external relations arise from is commitment to openness, sensitivity, objectivity, and accessibility. Training needs analysis The retail industry has undergone remarkable changes since the beginning of the 21st century. Some of the most notable changes relate to intensity of competition, changes in information communication technology, changing consumer needs, and labour force demands (Hellriegel Slocum 2011). HM is committed to undertaking continuous expansion of its workforce. For example, in its 2009 annual report, HM announced its intention to increase its human resource base with an additional 7000 employees. The firm intended to achieve this goal by expanding into 33 new countries. In an effort to achieve social sustainability in the international market, HM has incorporated recruiting from the local market as one of its human resource management policies. Subsequently, the firm has adopted external recruitment as one of its human resource management practices. This move has sufficiently positioned HM as a culturally diverse organisation. HM is committed to developing competitive advantage with regard to human capital. This vision arises from the recognition of the role of human capital in promoting its competitiveness in the global fashion clothing industry. Investing in employees’ training and development will enable HM to achieve operational efficiency and this assertion arises from the view that the firm will become innovative i n its operations. However, the firm’s long-term success will depend on the extent to which the firm is committed in ensuring that its employees’ knowledge and skills align with the prevailing market demands (Timmons 2013). Moreover, HM has an obligation to promote a high level of synergy within various organisational components as advocated by the McKinsey 7S model, which include the hard and the soft elements.Advertising Looking for proposal on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The McKinsey 7S model underscores the importance of ensuring a high level of interdependence amongst the various internal organisational elements, which include strategy, systems, shared values, skills, staff, style, and structure as illustrated by the figure below. The hard elements include the organisation’s systems, strategy, and structure while the soft elements include the shared values, style, skills, and staff. Source: (Hanafizadeh Ravasan 2011) Investing in employees’ training and development will improve the probability of the firm achieving the desired competitiveness. This assertion arises from the view that the employees’ training and development strategy adopted will affect the employees’ skill level, shared values, operational style, and systems either directly or indirectly. Using the McKinsey 7S model will enable HM to understand the skills’ gaps within its workforce. Moreover, the firm will be in a position to understand the most important skills and knowledge amongst its workforce. Subsequently, the firm will be in a position to formulate the most effective employees’ training and development strategy. Subsequently, the firm’s board of directors and the management team have an obligation to ensure that the firm invests in human capital development in order to achieve its vision. Findings of previous empirical studies show that the level of employee motivation is a fundamental factor that organisations should take into account in formulating an employees’ training program. Saad, Mat, and Awadh (2013) assert that motivating employees stimulates them to accomplish a predetermined goal. Some of the aspects that motivate employees include a high career insight and motivation to learn. Saad, Mat, and Awadh (2013, p.4) argue that motivation ‘refers to the efforts required to complete a raining task, which are determined by the relationship with the rate of participation in training acti vities’. This aspect highlights the importance of ensuring that the employees’ training and development strategy adopted contributes to a high level of employee motivation. One of the theories that best illustrate the contribution of employees’ training and development towards employee motivation is the Vroom’s expectancy theory. Lunenburg (2011) contends that expectancy theory is based on the view that there is a strong relationship between the employees’ performance and the expected rewards of their performance. Employees’ believe that they are likely to be motivated if they perceive that they their contribution to the organisation is rewarded adequately and fairly. Lunenburg (2011, p.1) further argues that people ‘join organisations with expectations about their personal needs, motivations, and experiences’. The theory contends that the employees’ behaviour is a conscious choice (Greenberg 2011). Subsequently, employee s are likely to behave in a manner that aligns with their expectancy calculations. Furthermore, the theory asserts that employees have diverse personal needs at the workplace; for example, career advancement and challenging tasks (Werner, Tosi Gomez-Meija 2005). The expectancy theory provides organisational managers with the guidelines for improving their level of motivation by adjusting the employees’ effort-to-performance expectancy. Lunenburg (2011) argues that organisational leaders have an obligation to ensure that employees can execute the assigned duties successfully. Therefore, it is essential for organisational leaders to improve the employees’ level of motivation through training and progressively assigning them challenging tasks. Nurturing effort-to-expectancy rate demands organisational leaders to seek the employees’ opinion on how best to adjust the organisation’s performance. Furthermore, it is imperative for organisational leaders to consi der the possibility of coaching employees who do not have self-confidence. The figure below illustrates the basic expectancy model. (Lunenburg 2011) According to Vroom’s expectancy theory, it is imperative for organisational leaders to steer their organisations towards the desired organisational objectives by implementing the necessary and desirable strategies. Programme of work Proposed training and development offer In order to position itself in the global retail industry effectively, it is imperative for HM to focus on improving the skills and knowledge of its workforce. However, the extent to which the organisation succeeds in promoting business performance is subject to the success of the firm in identifying the core areas of employees’ training and development. The contemporary business environment is characterised by a high rate of change emanating from the macro-environmental and micro-environmental business environments. Therefore, the importance of developi ng a skilled and experienced workforce cannot be underestimated. In order to survive in such an environment, it is imperative for HM to formulate comprehensive employees’ training and development program. Some of the aspects that the firm should consider include improving the employees’ technical skills, management skills, and leadership skills. Management development, leadership and technical skills It is imperative for HM’s director of training and development to focus on developing optimal leadership and managerial skills. Management development refers to the process of ensuring that the employees’ development aligns with the organisation’s goals. By focusing on management development, HM will ensure that its employees have developed diverse skills to enable them to execute diverse tasks. Subsequently, the workers will execute the delegated tasks successfully. Additionally, the likelihood of the employees achieving the desired career goals is en hanced. Investing in management development will enable the employees to develop adequate problem solving skills, hence improving their capacity to deal with challenging situations at the workplace (Newton Doonga 2007). E – Learning In order to improve the level of employee motivation and satisfaction, HM should focus on improving the employees’ technical skills, which will play a remarkable role in promoting their career development. Majchrzak, Beath, Lim, and Chin (2005) assert that career development is achieved through continuous acquisition and refinement of the employees’ technical skills such as job mastery and professional skills. In order to improve the employees’ technical skills effectively, HM can adopt the simulation strategy, whereby training is undertaken away from the work environment. Additionally, HM should consider adopting e-learning concepts. Chen and Kao (2012) assert that employees’ training and development can be costly. Th erefore, it is imperative for organisational leaders to adopt the concept of e-learning. One of the ways through which the firm can achieve this goal is by implementing effective information communication systems such as video conferencing. Using e-learning will provide employees with a high degree of flexibility in their learning process. This assertion arises from the view that employees will have the discretion to determine when to study (McGurk 2013). Coaching and mentoring Developing effective leadership skills amongst employees will promote HM with competitiveness regarding human capital. Through acquisition of effective leadership skills, HM will be in a position to implement project-based approach in its operation, as firm will enhance its teamwork culture by promoting a high level of collaboration amongst employees. Moreover, the firm will be in a position to deal with various workplace issues such as conflict amongst the team members. In order to support management develop ment and leadership development, HM should consider implementing effective employee training and development strategy. One of the strategies that the firm should incorporate is coaching and mentoring. Mavin and Lee (2010) assert that coaching and mentoring aim at stimulating learning ability of subordinates by consciously matching the firm’s management style with the learners’ readiness to accept what is being taught. In order to succeed in coaching, it is imperative for HM to develop effective interaction between employees and individuals in the different levels of management. Coaching and mentoring will improve the effectiveness and efficiency with which HM’s employees take charge of their personal development. Subsequently, they will be in a position to achieve their desired results. One of the coaching models that HM can incorporate in its management development effort is the GROW model. The model assesses the employees’ goals, the reality of the prev ailing situation in the workplace, the employees’ options, and will to accept the available options as illustrated by the figure below. Source: (Pride, Hughes Kapoor 2009) With regard to mentoring, HM should develop a mentorship program whereby employees in the different managerial levels share their experience with their subordinates. For example, the firm’s managers should share some of their technical expertise with the lower level employees (Ryan, Windsor, Ibragimova Prybutok 2010). However, the ‘mentoree’ does not have to undertake similar responsibilities like those in the managerial level. In order to benefit both the organisation and employees, HM should adopt both developmental and sponsorship mentoring models. Adopting sponsorship model will enable employees to achieve their desired career success while the development model will contribute to a high level of personal development. Implementing developmental model requires the mentor to be expe rienced on issues that are relevant to the employees needs. Therefore, using the two models will enhance the probability of employees acquiring the desired skills. Evaluation HM should evaluate the contribution of the coaching, mentoring, and e-learning to the employees’ training and development strategies in improving skills and knowledge. The firm should conduct a comprehensive employee appraisal in order to determine the employees’ level of skills. One of the models that the firm should implement is the Kirkpatrick’s Hierarchical model. The model assesses the effectiveness of employee training and development by examining four main aspects. One of the issues that the firm should assess is the employees’ reaction to training and development program. The second aspect entails evaluating the extent to which employees have learnt new techniques, logics, and methodologies coupled with their relevance at the workplace. This goal can be achieved by evaluating the knowledge and skills acquired through the training program. The fourth step entails reviewing whether the employee training and development has contributed to the development of the desired employee behaviour. Finally, the firm should assess the contribution of the training and development program to the overall organisational performance. Risk management In the course of implementing the employee training and development program, HM should be cognisant of the possible risks that might affect the implementation of the project. Some of the risks that the firm should be aware of include lack of adequate resources such as financial and human capital. This risk may arise due to resource scarcity. Additionally, some of the resources devoted for employee training may be diverted to other areas. In a bid to deal with financial constraints, HM should be proactive, for example, by allocating a substantial amount for employee training and development every year in its budget. Considering the significance of employee training, the firm should also develop a contingency fund that will address possible financial constraints. On the other hand, HM should consider adopting the concept of outsourcing human resource management experts. Conclusion and next step The above analysis shows that the success of HM into the future will depend on the effectiveness and efficiency of its human capital. Subsequently, the firm should incorporate a comprehensive employee training and development program in its strategic human resource management practices. Failure to invest in employees’ training and development will lower the level of productivity due to low levels of motivation. Moreover, the firm will not be in a position to cope with the prevailing market dynamics. In a bid to implement the training and development program successfully, HM should ensure that employees are adequately involved in the formulation of t he employee training process. This move will aid in understa nding their needs. Subsequently, the training and development program developed will align with the employees’ personal development and organisational goals. 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Werner, S, Tosi, H Gomez-Meija, L 2005, ‘Organisational governance and employee pay: how owne rship structure affects the firm’s compensation strategy’, Strategic Management Journal, vol. 26 no.4, pp. 377– 384. This proposal on Training and Development of HM was written and submitted by user Wesley S. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.