Outsourcing Product Distribution the Right Way Essay

Chain online magazine Aug. 2, 2000 For Internet companies that cannot afford to buy and store their inventory or hire an internal logistics staff, outsourcing the product distribution function can be either a smart business decision or a disaster. Success or failure in distribution depends on how carefully and continuously you manage this function to make sure your distribution partners are doing the job that is expected. When distribution is not a core competency for your company and you do not have the resources to make it one, outsourcing the function can help your company grow by allowing you to focus on your mission-critical activities. There are two types of outsourcing that are common among start-ups – traditional distribution and drop ship fulfillment (DSF). Traditional distribution outsourcing involves hiring a third party to store and distribute your products through its national or international distribution network; this party provides the staff, warehouses, distribution center and transportation fleet. The second type of outsourcing, DSF, has grown in parallel with B2C retailing over the Internet. With DSF, a start-up company sells a product, charges the customer, generates a purchase order, and sends the PO to the manufacturer or supplier, who then fulfills the order by shipping the product directly to the customer. Since the start-up never possessed the product, the company does not incur any of the costs associated with storing or purchase the product. Many Internet start-ups have adopted this streamlined business model. Unfortunately, companies need to be careful when choosing an outsourcing partner. Outsourcing is not a panacea – if your third-party distributor’s procedures and performance are not carefully monitored, you risk permanently alienating the customers you have worked so hard to attract. The key to a successful outsourcing relationship includes understanding the process, specifying objectives, establishing internal procedures for evaluating performance against objectives, and deploying systems that help to manage the function effectively. Watching Costs and Service If the manufacturer or distributor, which may be the same company, fulfills the customer’s order correctly, everyone is happy. However, in most cases, there are problems in one or more of these key areas:  · Customer service – Another company may be distributing your products, but ultimately you are responsible for the customer relationship. True, your company does not have direct control over the distribution process, but the customer only cares about receiving the product – not who sent it or how it got there. If something goes wrong, you are responsible and must do what is necessary to correct the situation. Shipping costs – Most manufacturers are setup to ship truckloads or pallets of products, not multiple orders of a single product. There are also manufacturers that require you to purchase more products you need, others set ridiculously high prices for the service, and some simply will not ship the orders. In some cases, start-ups are â€Å"kitting† a number of products, not because it adds value for the customer, but because it pushes the dollar value of their order above a threshold where the manufacturer will agree to DSF the products. Profitability – Shipping costs directly affect your bottom line. Many start-ups are passing along the manufacturer’s shipping costs to their customers, raising the price of their products and putting themselves at a disadvantage in a competitive market. If the start-up does not pass along the entire cost, the shipping expense cuts into the profitability of every transaction. Getting Automated Help Successfully managing a third-party distributor requires establishing internal monitoring processes and requiring that specific employees are responsible for this function. These employees should also be responsible for developing and deploying computer systems to help automate the management function. Here are five critical requirements for your outsourcing relationship with your distributor:  · Establish measurable standards for distributor performance.  · Conduct periodic performance reviews.  · Visit distributor sites to check security procedures (only if the start-up owns the inventory).  · Monitor customer feedback and satisfaction levels.  · As sales volume grows, periodically revisit the decision to outsource the distribution function. The right computer system can improve your ability to manage the distribution function in three areas:  · Communication – To allow you to automate communication with your suppliers and manufacturers, you must establish a back-end system. This means that you should not rely just on basic email, generated by an employee, to track orders. For example, you send the supplier an email to check on a backlogged product, someone then emails you back with a response, and finally you re-key the information into your system – imagine a handful of employees checking 500 products. To be more efficient, you need a system that will scale this function as your volume expands and will use automated email, fax, Web portals and/or EDI to communicate order information.  · Visibility – You must know if a product is available before it is sold, and you cannot know this until you view your supplier’s inventory to find out how much product you have been allocated and what is available. To do this, you need an application that provides you with visibility into your supplier’s inventory tracking system. Track and Trace – Customers want to know the status of their order: When was it shipped, where is it now, and when will I get it? If you want to retain customers, you need to be sure your computer system helps you manage returns, exchanges and refunds efficiently. A consulting organization that specializes in distribution and transportation can help you setup effective internal processes and, if necessary, build and deploy the computer systems you need to manage an outsourced distribution function for maximum benefit. Part of a consultant’s value can be in the area of knowledge transfer, educating your organization on how the distribution and transportation function works at the macro level and helping you set realistic expectations. In the final analysis, outsourcing the distribution function can make perfect sense for your small company – but only if you remember not to outsource the responsibility of keeping your customers happy.

The Indian History Essay Paper

OB Notes Paper Pattern: 100 Marks: Q1. Compulsory. Based on â€Å"Ek ruka hua faisla† (Answer any 4 out of 7 options). Example question: Personality & Leadership Traits of Character No. 7 in the movie†¦ Q2 – Q7. Answer any 4 (20 marks each) Q2. would be Short Notes Q3. – Q7. – Each question would be of two parts (A&B). Part A – Theory & Part B – Caselets in DPA format Tip: Please answer in Bullet points only. Topics: 1. Basic of Behaviour 2. Organisation – context of opp and Interdependence 3. Personality 4. Beliefs & Paradigms 5. Groups & Teams – Composition, Advantages, Disadvantages, formal, informal, How best teams come into existence. . Core Values & Adaptive Values 7. Five levels of change 8. Adaptation & Leadership Theory 9. Learning 10. Conflict 11. Basic of Motivation – stress management & Time management, Traits from 6 Personality Traits for Transformational & Transactional, Motivation & Morale Theories: 1. Blate & Motoun Managerail Grid. 2. Ringlemen Effect 3. Bruce & Tactman Model of Team formation 4. Malow’s Pyramid 5. The Medici Effect – franz Johamsson 6. The fifith Discipline – Peter Senge 7. Classic Conditional Theory of Learning 8. Stimulus Response Learning 9. REBT – Rational Emotive Behaviour Theory 10. The Ice berg model 1. The Big 5 model 12. Cattell’s 16 Personality Factor 13. Thomas Profiling 14. FIROB 15. MBTI 16. Johari Windows 17. Transactional Analysis 18. DISC # Genesis of OB: -Psycology -Sociology -Social Psycology -Anthropology -Political Science †¢Behaviour is an Action †¢Communication leads to behaviour †¢We communicate at all times †¢Types of Communication -Verbal -Non-Verbal -Written # Unsound Behaviour & Sound Behaviour # Sound Behaviour is Type B Behaviour -Communication is Basic -You communicate all the time -â€Å"B† is a form of communication, it is external. -Value at bottom â€Å"B† is adapted value Core values are common to all of us # Value: (Ringleman Effect) – Core Values & Adapted Values: Sound Behaviour is outcome of sound values – Value is a 3 leg Tool: Comfort Zone, Meaningfullness, Identity #Structural Conflicts of Values: Value Level Person APerson B HighHonesty Money ————– ————– – ————- LowMoneyHonesty -Nature of Human is â€Å"Dynamic†, not static -Self Deception # How to resolve conflict in such situation? Approach – Diagnosis, Prescription & Action 1. Individual Discussion (with person A & person B separately) 2. Value check of each individual 3. Identify individual goals . Common Goal (Creation of super ordinate goals so that values of both the person are not diluted) Topic 2: Team & Group #Team: -Team is like entity -It does not form by itself. It is created outside -Taken as human being, it has its own value -Team i s considered as organic body & has emotion & cohesiveness -Team has to be flexible to achieve the super-ordinate goals (common goal/combined goal of different persons) -Team is only when it is comprised of experts -Every member of team has to be an expert in a particular field -Success or failure of the team is because of the leader †¢Stages in Formal to Informal: 1.Forming: Introduction, bringing team together, bringing about unification 2. Storming: Conflict management & leadership, ego clashing, most important parts are resolved, it is always never ending. 3. Norming: Settle down. 4. Performing †¢Steps a Leader has to take: 1. Cohesiveness 2. Team building (strengthening the team together towards an activity) 3. Differences have to be brought down to convergence of difference 4. develop dependence between team members to have convergence of difference # Group: -It is collection of resources (money, men, material, machine) – denominated by man power -Can be formed externally or internallyFormal GroupsInformal Groups 1. Goal forms outside1. Stated bonding 2. It is governed by certain rules2. Discipline is lacking 3. Restricted3. Impenetrable 4. Goal oriented4. They make or break the organisation 5. Communication & bonding not very strong5. Communication and bonding is very strong 6. Conditional behaviour towards goal achievement 7. Values may or may not exist6. Values do exist 8. Motivation driven by goal # Merits of Formal Groups: -Structured -Rule oriented -Disciplined -Goal oriented -Goal focused -KRAs, Duties are very clear -Stakes are very high, hence behaviour based on stakes # Demerits of Formal Groups: Restricted Behaviour -No transparency, not genuine -No natural bonding -No values & conflicts are always hidden # Informal Groups: -Within every formal structures group, we always have informal groups -In an organization each one is at a level & has got: i. Power ii. Authority iii. Accountability iv. Responsibilities -Energy of informal groups should be used towards productivity -They can make or break an organization -They would not allow or permit a member from another informal group with value or value system different from his group as the values and the comfort zones & identities are different. 2 Laws of Communication: 1. Law of Entertainment: When 2 bodies are in proximate they eventually entertain – get affected by each other. 2. Law of Synchronicity: When 2 bodies entertain over a period of time they eventually synchronize – characteristics of one tends to rub of into the other & viz (emotional exchange). â€Å"Reprimand in private and praise in public† # 4 Zones in Life: 1. Internal Zone: Where you operate from your home. It is suppose to have nurturing, advice, criticism, corrections. 2. Spiritual Zone: Individual Commitment with spirit 3. Work Zone: 4.Social: Outside the work place & home. All the people you meet outside the work & home. # Organisation Structure # HR Audit # Upward Spiral # Learning Curve # Attitude: -Congruent (Behaviour in line with thoughts) -Dissonant (difference in behaviour and thoughts) # Stagnation Stage # Learning: Knowledge + Actions (repeated actions) = Skills â€Å"A learning is a learning when certain body of knowledge is effectively transferred into actionable skills† -Skill development: Intensifying existing & enhancing new skills -Phase of Learning of an employee in an organization: 1st Phase: Technical Skills nd Phase: Behavorial Skills 3rd Phase: Conceptual Skills -Two types of Learning: a)Active: Self-driven desire to learn. When an individual experiences the need to change, the learning becomes active. b)Passive: Forced by situations & circumstances -It is upto the individual driven by his values & perceptions to choose to actively learn or reject the learning till it reaches its higher stake -When an individual a change about to happen in future & that to with meaningfulness, he/she is on critical path of learning - Awareness of change normally initiates active learning Learning is the courage of acquiring knowledge & putting into action -Learning has ethical & moral needs # Why do we learn? -Need to Change -Situations -High Stakes # Learning Block -Unawareness -Attitude (Is the knowledge really required by me?†¦. ) # Change # Types of Change: -Percieved & Non- Percieved -Fast Change & Slow Change †¢Those changes which are perceivable by our sensory experiences are perceivable changes, whereas those which do not fall under perceivable changes are termed as non-percievable changes. # 5 Levels of Change: 1. Cosmic Change (Changes in Galaxy) 2. Environmental (Global Warming) . Social Changes (Society) 4. Organic Changes (Body) 5. Cellular †¢The whole universe is in the process of eternal change. Change is required for evolution. †¢The purpose of change is to adapt & evolve †¢Adaption mean acceptance of change by addressing values & perception & thereby behaviour †¢Adj ustment is painful, adaption is powerful †¢Adaption occurs when an individual develops self awareness of change, continuously learns & develop lateral skill # 4 Stages of Learning: 1. Unaware of incompetency (Ignorance) 2. Aware of the incompetancy (Knowledge) – Stage where you stay or quit 3.Aware of competency (Skills) 4. Unaware of competency (Competance) †¢Competancy is a process centric and not content centric # Learning Theories: 1. Classical Conditional Theory of Learning/Stimulus Response Learning 2. Response Stimulus Learning 3. Cognitive Learning 4. Social Learning 1. Classical Conditional Theory of Learning/Stimulus Response Learning: Russian Psychologist Evan Paulov conducted an experiment: Dog-Meat & Bell Meat called as the unconditional stimulus, unconditional stimulus creates unconditional response along with the meat he rings the bell. The bell called as neutral stimulus. . Response Stimulus Learning: – Trial & Error Learning – ABC Lear ning: A-Antecedent, B-Behaviour, C-Consequence – For every behaviour ‘B’, there is an antecedent ‘A’ to consequence ‘C’ any trial & error is accidental. 3. Cognitive Learning: – Meaningful mental map, which we create of a reality, which varies from person to person – Recognise repeated cognize 4. Social Learning: – Learning from society (e. g. peers, friends) – This is the highest form of learning followed by cognitive learning and then Stimulus response and there on †¢Dominant vs. Back-up style of learning †¢Trusteeship & ownership Leadership †¢Learning Style -Ignorance -Knowledge -Skills -Competency # Emotional Intelligence: -Empathetic Listening -Focus to the issue and not on person -Empowerment -Who is learning & what type -EI is experiential learning # Leadership: -Leadership is a â€Å"Style† -A good leader has a good ET – Emotional Intelligence # Steps to be a Good Leader: 1 . To be an empathetic listener 2. Tries to focus on the issues & solution path & not on the person 3. He empowers the followers 4. Brings in confidence building 5. To understand the learnig curve of the follower 6. He recognizes his own skills as well as others . He develops trusteeship (detachment) and not ownership (attachment) 8. He is known by his absence and not by his presence 9. He is a risk taker as he has a focus on locus of control 10. Leader is not a position, it is a process # Types of Leadership: 1. Autocratic 2. Democratic 3. Laissez Faire 4. Situational Leadership â€Å"Personality + People + Effectiveness = Leadership† â€Å"Situational Leaders has two styles – Dominant (own skill) & Back-up (learned skill)† -During critical situations, dominant style comes in place #Categories of Leadership: 1. Trasactional Leadership: Creates followers 2.Transformational Leadership: -24Ãâ€"7 approach, creates leaders, creates vision -Communicate it very clearl y to everybody -They act on the vision himself first. This develops inspiration among others and creates followers -People on their own join the leader -He creates future leaders -To develop EQ : – He has to take risk (emotional) which comes only through experience – He needs to be aggressive, go getter, pushes others & himself in achieveing goals †¢Emotional Intelligence is the separator between Manager & Leader # 6 Personality Traits: 1. Locus of Control: strong internals, control over situations 2.Machawallism: -High Mach (highly manipulative) -Low Mach (Less Mach) 3. Type ‘A’ & Type ‘B’: -A = Aggressive, go getter -B = Laid Back 4. Self Motivating: pause —? Listen –? Reflect –? Respond. -It starts with self-awareness of one’s thoughts, words & action. It converts a reaction to a response. A good leader will have a moderate level of self-monitoring 5. Risk Taking 6. Self-Esteem # Blate & Motoum Managerial Gr id (Training model) (1, 1) – Impoverished leader – least concern for result & people (9, 1) – High concern for results & least for people – Autocratic (1, 9) – Termed as ‘Country Club Manager’.High concern for people but less for result (9, 9) – Ideal, Proactive Manager – The leader. Equal concern for both. It’s not a destination but a journey which a leader constantly tries to achieve. He is a situational leader. He uses the people’s competencies toward’s achieving goals. He is always ‘Ethical’. Requires tremendous self-discipline. Role Personality is a connectivity between the Role & the Goal. They have personal sense of humility (5, 5) – ‘Middle of the Road Manager’. It is a process. Tries to rise from the strategic level to visionary level. # Personality: 1.Definition 2. Traits 3. MBTI/Thomas Profiling 4. 16 PF/FIROB/DISC 1. Definition: â€Å"It is a sum total of inner & outer attributes†, where – Inner Factors: Values, attitudes, perception, belief, paradigms Outer Factors: Physical disposition, mannerism, habits, behaviour. All the factors put together comprises of personality -Role Clarity is subjective whereas Goal Clarity is objective -Inner factor drives the outer factor -When meaningfulness of the goal is aligned with values, perception of role, the individual develops the role personality in line with the goal. In most cases he is effective in achieving goal. For e. g. : Student has a goal of learning a subject: i. He must have a clarity what he is learning ii. Learning, as we know is absorption of knowledge into doable action called skills. iii. This is of the purpose of acquiring knowledge is to transform an adopted behaviour then the learning is effective iv. The individual needs to focus this aspect of learning & align these aspects with consistently, he tends to play the Role Personality effectively v. Although all goals are measurable, the measurable may not indicate his learning (at times he may get higher %age, at times lower) vi.All in all his focus should be to absorb knowledge & change his behaviour. So long as this focus is maintained, we can see him maintain Role Personality quite effectively. This is seen through his behaviour of active participation in all situation to acquire and assimilate indulging & convert them into skill & behaviour changes †¢Scenario: A, B, C, D are team members in a certain vertical. – ‘A’ is hardworking but, stickler to time – he works strictly 9. 00am – 5. 00pm. His output is remarkable – ‘B’ – Intelligent, genius, erratic, maverick – available only when a crisis occurs.Arrogant & individualistic – ‘C’ – Quiet, laid-back, seemingly unintelligent, very obedient, slow worker, everyone likes him – ‘D’ – Into mood swings, creates goals, disappear for days & returns & works for long hours to complete his tasks, rarely talks, very helpful though, does not like to be asked questions The above 4 team members are assigned a project for SMG (self-managed groups) The time frame is 1 month. All 4 team members need to be optimally used. Design a goal & perform a DPA by mapping characteristics, personality Create roles & goals to attain effectiveness Strengths & weakness of each team member:Team Member ‘A’: S: Time management, hardworking, goal oriented, focused, commitment, disciplined, organized W: Rigid Team Member ‘B’: S: Crisis management, confident, go-getter attitude, individualistic W: Arrogant, selfish, individualistic (low people skills) Team Member ‘C’: S: Strong values, obedient, strong interpersonal skills, approachable, quiet, laid-back, good follower W: laid-back, slow coach, quiet Team Member ‘D’: S: Goal setter, Innovator, compassionate, helpful W: Disappe aring act, moody, does not like to be asked questions # Need Drive theory of Motivation: -All needs are basic requirements for organization When a need arises, it indicates a deficit -This deficit leads to a disturbance in comfort zone -There arises instantly within the organism, a type of drive that propels the organism to fulfill this deficit, thereby restoring comfort zone -When this fulfillment is complete, the organism is set to achieve total satisfaction -This drive is called motivation -This drive is automatic, instant, since it has its origins on survival of species, inshort it is instinct driven -Hence motivation is a term given to instinct driven that almost instantaneously develops the need deficit into need fulfillment -This is the animal side of the humanIn day-to-day scenarios, we need to identify the diference between needs & wants. Needs are basic, wants are desired NEED(instinct) + DESIRE = Want (Rational) Need when fulfilled gives 100% satisfaction (does not leave any memory). A need is always an instant gratification # Frustration Model: It is derived from need-drive theory of motivation. If a need deficit arises in an individual, it creates a drive almost instantly to fulfill this need. While in process of fulfilling the need, if there arises an obstruction or barrier, the organism will anyway be fulfilling it through alternate means.This altered behaviour is always unsound behaviour This behaviour is a repetitive behaviour. â€Å"Without action there is no motivation† # Fundamental Theories of Motivation: 1. Reinforcement Theory of Motivation 2. Goal Path Theory of Motivation The individual’s motivation is a result of 2 influences – Internal & external # What motivates you? -Content theories of Motivation: i. Maslow’s Theory of needs ii. Fedrick Hersberg’s – Two factor theory of needs iii. ERG Theory of Needs – albert iv. David Mc Cleeland’s Theory of Needs # Why and how are people mo tivated? – Process Theories of Motivation i. Stacey Adam’s Equity Theory i. Victor Vroom’s Theory of Expectancy iii. Poter Roller’s Theory of Intrinsic rewards 1. Reinforcement Theory of Motivation: It has 2 parts: a. Positive Reinforcement b. Negative Reinforcement Encouraging behaviour that are desired by an organization constitutes the frameqork of +ve reinforcement. The employees are encouraged to regret & certain behaviour that are desirable for the end customer of goal This is usually done by rewards, hence also termed as motivation by Rewards On the other hand there are certain behaviours which are not in line with organizational needs. These behaviours need to be discouraged.Instead of allowing these behaviours to repeat, organization resort to collapsing these behaviours. This is brought about through the process of punishment termed as motivation by punishment or –ve reinforcement. Historically such reinforcement is resorted to at the fun ctional level of organization, where rewards & punishment form the value criteria of employees’s behaviour As 1st time learners, all of us resort to stimulus response learning, our behaviour are also stimulus response based. Hence, it is natural for us to respond to the reinforcement method of motivation 2. Goal – Path theory of motivation:

How to Write the Perfect College Book Report Outline

How to Write the Perfect College Book Report Outline How to Write the Perfect College Book Report Outline Need to write an amazing book report? All fired up to get started? Wonderful! All you need now is to learn how to create one which your instructor will happily add an ‘A’ to next to your name. Luckily, you have wandered into the right corner of the web. This brief little guide right here has you covered for the tasks assigned. We understand the temptation to simply skim one of the numerous summaries online. If your online search skills are quite good, you might even come across completely written out reports of your chosen book. However, there is no substitute for actually reading the author’s words. It will bring a depth to your perception and analysis, which will show up when your write your book report. Outline Structure Following an outline simplifies your writing process. The end result will be a piece of writing which has consistency, logical structure and expresses your ideas clearly. To spare you from searching online and giving into the temptation of searching through book reports, use the following five as the basic sections of your report. For practice’s sake, let’s create a book report on Stephen King’s 1983 horror novel, â€Å"Christine†: Introductory Paragraph Summary of the Book Characters’ Details Plot Details Evaluation and Conclusion Introductory Paragraph. This is where you write the title of the book, the author’s name, and the main idea of the story. Make sure to include the genre, publication date, number of pages, and publisher information. If the book has won any major awards or broken sales records, mention those as well. For Christine you will go like: Christine, published by Viking, is Stephen King’s horror novel that came out on April 29, 1983. This classic novel was also adapted into a movie in the same year. This example clearly tells the readers what the novel is all about, when it came out, who published it and also that it was turned into a movie. Summary of the Book.  Include a broad overview of the story here. Specify the time period, setting, overall plot, and main characters. Describe the atmosphere or tone of the story and the point of view of the narrative. For Christine, we’ll go like: ‘The novel tells the story of Christine that is a red and white 1958 Plymouth Fury. The novel focuses on this apparently possessed automobile’s story and what all it has been through and how it changes the life of its new owner, Arnie.’ While our example is short, you will have more details in your summary. Characters’ Details.  List the main characters and identify any major conflicts that exist between them. Highlight if there is a particular problem that the characters are trying to solve. Use a second paragraph to describe any of the minor characters if they play a significant or critical role in the plot. In Christine’s example, we can mention ‘It tells the story of Arnie, who buys Christine, the possessed automobile for $250. He is a nerdy teen who tries DIY ideas on his new buy and in the process he changes. Another main character is Dennis, who is Arnie’s friend and does not like Christine. He is also puzzled by the changes he sees in his friend and in the vehicle. In our example, we only gave an overview. However, you are expected to mention more details including character’s background, age, likes, dislike and everything else that impacts the story, including their relationships. Plot Details.  This section includes an overall description of the plot. No need to add too many details; tell the overall story and the major plot twists. Any element that propels the story further should be included here. Think of it as highlights of a game or match; no play by play, just important events. Be sure to include how the plot picks pace, what conflicts arise, how they are eventually resolved, and how the book ends. In this section, you should also mention any literary themes and plot devices you observed in the book. Flex your literary criticism muscle and include a theoretical overview. In Christine’s example, you will highlight all the elements the novel touches. A good example will be the jealousy and attention factor where Arnie starts to be more attentive to Christine and in the process begins to lose his love and his family. Evaluation and Conclusion.  This is the section where your own observations and opinions belong. Offer your own unique critique of the book. What did you think the strong points and weak points were? Describe how easy it was to sustain interest in the book. Write about what you learned while reading the book, and especially focus on how it affected you on an emotional level. Also include quotes or events from the book to lend credence to your opinions. Finally, include a short paragraph in which you write your honest opinion on the book and say whether you would recommend that other people read it and why. In Christine’s example, you can include some quotes that cover the story or simply give your opinion, such as: â€Å"Christine† is a fantastic book with enough chills. Bonus Step- Revise and Edit Your Work.  Revise your report thoroughly; get the quotes right and clarify any ambiguous statements. Ask a friend for feedback if you want to be thorough. Edit and proofread your work to improve its quality and style. Finally, format it according to your instructor’s directions. . Most teachers will have a fixed template which specifies header/footer rules, title page format, student information, etc. Finalize the work and send it in. So, we’ve created a perfect college book report outline on the example of Stephen King’s â€Å"Christine†. Moreover, we have given you valuable tips along the way on writing a book report itself. Don’t miss the chance to use that advice and produce an excellent outline together with a profound book report. At writing service you can order a custom college book report online. You will get a high-quality customized book report paper written by professional writers with timely delivery!

Hurt Quotes

Hurt Quotes Nobody likes to be hurt. Whether it is physical or mental, pain can be traumatic. Why do we feel so much pain?Throughout history, philosophers, religious thinkers, and intellectuals have tried to decode pain. Medical researchers devote millions of dollars every year to find drugs to alleviate pain. Right from suppressants to sedatives, drugs are designed to numb down pain.But what can we do about emotional pain? How can we not feel hurt when one loses a loved one? Most of us learn to cope with tragedy. We can read inspirational quotes, share our sorrow with a best friend, and grope our way out of the darkness. Some get used to the pain, while others overcome the pain and regain control of their life.If you are going through a difficult phase, and are unable to cope, it is time to realign your thoughts. Dealing with pain is an important part of growing up. We should become mature, wise, and more tolerant with the passage of time. Here are some hurt quotes that echo your hurt feelings. Heed good advice, and walk your way out of pain. Jane FondaWhen you cant remember why youre hurt, thats when youre healed. Colin RayeI laugh, I love, I hope, I try, I hurt, I need, I fear, I cry. And I know you do the same things too, So were really not that different, me and you. Peace PilgrimDo not suppress it-that would hurt you inside. Do not express it-this would not only hurt you inside, it would cause ripples in your surroundings. What you do is transform it. Bill ClaytonThe folks you help wont remember it and the folks you hurt wont ever forget it. Leo BuscagliaDont hold to anger, hurt or pain. They steal your energy and keep you from love. Mahatma GandhiNobody can hurt me without my permission. Theodore Isaac RubinI must learn to love the fool in me the one who feels too much, talks too much, takes too many chances, wins sometimes and loses often, lacks self-control, loves and hates, hurts and gets hurt, promises and breaks promises, laughs and cries. Mother TeresaI have found the paradox that if I love until it hurts, th en there is no hurt, but only more love. C. S. LewisI have learned now that while those who speak about one’s miseries usually hurt, those who keep silence hurt more. Anthony HopkinsWhy love if losing hurts so much? I have no answers anymore; only the life I have lived. The pain now is part of the happiness then. Louis NizerWe are slow to believe that which if believed would hurt our feelings. SenecaWe are more often frightened than hurt; and we suffer more from imagination than from reality. Sarah McLachlanIf you love large, youve got to hurt large. If youve got a lot of light, youve probably got an equal amount of darkness.Diogenes Of what use is a philosopher who doesnt hurt anybodys feelings? Harry CrewsThere is something beautiful about all scars of whatever nature. A scar means the hurt is over, the wound is closed and healed, done with. Sheryl SwoopesNo matter how far life pushes you down, no matter how much you hurt, you can always bounce back.Joan Lunden Holding on to anger, resentment and hurt only gives y ou tense muscles, a headache and a sore jaw from clenching your teeth. Forgiveness gives you back the laughter and the lightness in your life. Armand HammerRegrets and recriminations only hurt your soul. Jessamyn WestIve done more harm by the falseness of trying to please than by the honesty of trying to hurt Jim BakkerI feel like God has forgiven me of so much, that I will forgive everyone who has hurt us. Mother TeresaLove, to be real, must cost - it must hurt - it must empty us of self. George Bernard ShawCruelty would be delicious if one could only find some sort of cruelty that didnt really hurt. Erma BombeckThere is a thin line that separates laughter and pain, comedy and tragedy, humor and hurt. Charles M. SchulzAll you need is love. But a little chocolate now and then doesnt hurt. Mark TwainIt takes your enemy and your friend, working together to hurt you to the heart; the one to slander you and the other to get the news to you. Alexis CarrelEveryone makes a greater effort to hurt other people than to help himself. B. Graham DienertMany people pray as if God were a big aspirin pill; they come only when they hurt. T homas MertonThe truth that many people never understand, until it is too late, is that the more you try to avoid suffering the more you suffer because smaller and more insignificant things begin to torture you in proportion to your fear of being hurt. Abraham LincolnA woman is the only thing I am afraid of that I know will not hurt me. Lewis B. SmedesYou will know that forgiveness has begun when you recall those who hurt you and feel the power to wish them well. Vince LombardiIf you can accept losing you cant win. If you can walk you can run. No one is ever hurt. Hurt is in your mind. Terry BrooksHurt leads to bitterness, bitterness to anger, travel too far that road and the way is lost. Oscar LevantIt’s not what your are, it’s what you don’t become that hurts. Sarah McLachlanHold on, hold on to yourself, for this is gonna hurt like hell. SocratesSlanderers do not hurt me because they do not hit me. Oscar WildeIt often happens that the real tragedies of life occur in such an inartistic manner that they hurt us by their crude violence, their absolute incoherence, their absurd want of meaning, their entire lack of style. SenecaWe are more often frightened than hurt; and we suffer more from imagination than from reality. Angelina JolieI dont believe in guilt, I believe in living on impulse as long as you never intentionally hurt another person, and dont judge people in your life. I think you should live completely free. Ann RichardsIve always said that in politics, your enemies cant hurt you, but your friends will kill you. Drew BarrymoreI want people to love me, but its not going to hurt me if they dont. African ProverbWhen there is no enemy within, the enemies outside cannot hurt you. Dalai LamaOur prime purpose in this life is to help others. And if you cant help them, at least dont hurt them.

Travelling As A Source Of Learning English Essay

Travelling As A Source Of Learning English - Essay Example English is an international medium for communication. On an international front, English plays an important role in binding contracts between governments of two countries (Riches and Curt-Christiansen). Therefore, it is deemed critical for professionals from several fields to develop English language. On the other side, in some Asian countries, English is considered as a status symbol. It is believed to be a communication medium of upper social class. Additionally, those individuals, who are not a native English speakers are believed to be excellent learners of this language because they attempt to increase their linguistics. This essay attempted to analyze the importance of traveling across various cultures in the development of advanced linguistics in youth. At the same time, I have been able to dwell on my strong skill of tongue because of my frequent international traveling experience. English is also considered as an international medium of communication. Therefore, used in fabricating various international contracts among nations. Hence, in the light of this argument, politicians should develop their English in order, to understand the embedded meanings of a legal document. On the other, as a student of English, I consider it as my duty to understand English better than anyone in the world does. However, to accomplish this goal, I am regularly reading ancient English literature in order to; understand the very roots of English. On the other hand, my teachers helped me, during my quest of learning English.

Computer Science and Information Technology in HR Department of an Research Paper

Computer Science and Information Technology in HR Department of an Organization - Research Paper Example This paper illustrates that computer science designates the mathematical, as well as scientific, approach in computing. There has been an increasing acknowledgment that the power of information technology and computing should be, and can be, enlarged beyond its conventional user base, to reach out to citizens, who up till now have not had admittance to such technology. At the present time business world is enduring a vast change. So, the use of Computer science and Information technology in the organizations department helps to solve the problems, as well as to improve the better communication skill of the various departments. Here the research proposal talks about Computer Science and Information Technology in HR department of an organization. Computer science and Information technology are expected to develop the overall performance of HRM by shifting its focus from management or personnel management to strategic HRM. HR information technology is fundamental for organizations to ad minister their benefits plans and their worker information. It will help to solve the problems and improve communication skill in the particular department. â€Å"Computer Science† is the mixture and application of â€Å"Applied Mathematics†, â€Å"Electrical Engineering†, and â€Å"Complexity Theory/Algorithms† to understand and/or model information. In other words, it is the â€Å"field of computation† â€Å"Information Technology† is the mixture and application of â€Å"Programming†, â€Å"Hardware Administration†, â€Å"Software Administration†, â€Å"Networking†, â€Å"Network Security† and â€Å"Technical Support†. ... In other words, it is the â€Å"management of computers† (Abhishek 2012). Computer science and Information technology in the HR department of the organization must be reasonable, available, and significant. The quick and extensive use of information technology and computers has created a need for extremely trained employees, proficient in different job functions. The most considerable alteration is that the professionals in the HR department at the present focus more on company strategic question from a â€Å"human resource† facet through the top level managers of the organizations rather than only dealing with personnel management. So, the use of Computer science and Information technology in HR department of the organization is extremely helpful to solve the various problems, as well as improve the communication in overall departments. Meanwhile, division of the HR jobs, such as routine management and management performance, are decentralized to line managers. In cont rast, these days, organizations are thirsty for the Computer sciences and IT to decrease cost, develop service, and accomplish effectiveness. To make known the adding value of Computer sciences and IT application in HR department of the organization, it is essential to elucidate how IT can advocate the various functions of the HR department, for example, communication/problem solving. Critical Review of Relevant Literature/Review of Current Systems: The application of IT and computer science in human resource department has been built up since 1990s, the influence of IT on HRM are lengthening over years (Florkowski, Lujan 2006). Its capability of contributing to the whole performance of company, as well as

Land Law Essay Example | Topics and Well Written Essays - 3000 words - 4

Land Law - Essay Example both personal and proprietary rights to land exist and an individual may not technically own land but a series of rights related to the use of the land1. From a jurisprudential standpoint, the distinction between personal rights and proprietary rights to use land is critically important today as it was in the past. This is particularly because land leases remain personal property in the contemporary English property laws. As such a clear distinction between personal rights and proprietary rights may be required in solving a wide range of land use disputes and other legal issues pertaining to land ownership, inheritance, leasing, and contractual agreements. However, despite some of the clear legal benefits of drawing the distinction between personal rights and proprietary rights to use land, there have been a number of opposing arguments questioning the necessity of distinguishing the two rights. For example, many critics argue that the distinction may not be necessary due to the diminishing divide between personal rights and property rights in the contemporary English laws. According to this argument, the collapsing boundary between the proprietary rights and personal rights are mostly attributed to the current persistent commercial pressure. This paper argues that it is both necessary and possible to draw a clear distinction between personal and property rights to land use. The conceptual distinction between the property rights and the personal rights in the English law can best be seen in the fundamental differences between a land lease and a license. Firstly, whereas a lease usually confers exclusive possession and greater protection of the tenant (proprietary rights to the land), a license only confers personal permission with no exclusive possession rights and the licensee cannot enforce any of its rights against third parties. In this regard, a license does not qualify as a proprietary right. In the case of Errington v Errington Woods  [1952], Lord