Scenario Machine Essay Example | Topics and Well Written Essays - 1000 words

Situation Machine - Essay Example The machine is significantly prosperous in raising inside familiarity with the need for moving a PC created hardware organization. It is also answerable for moving the establishment to granting two of my models at a keynote address. Machine expectations incorporated an interactive model, a plan portrayal article, and an examination layout. Definite information and an exploration rundown for the situation machine and its model were given and made secret (Proctor and Kim-Phuong 327). Usefulness in the high devotion model for my situations was firmly partnered with the type of the structure side-effects. This association will be unbiasedly easy to see whether it has the chance of working as a genuine item. Items in interrelation configuration rely predominantly upon the creation of PC programs. There were various simple issues that were troublesome or even difficult to break with calculations. This model and the going with models are the single signs what exactly may be. A uninformed crowd or clients may be basically be tricked to trust it is the real thing (Proctor and Kim-Phuong 328). The difference in the midst of low and high-loyalty prototyping is too unsophisticated to even think about defining the assortment procedures being utilized as of now. In my situation machine, devotion conflates five symmetrical sides being as of now used. The degree of visual alteration must be hand-portrayed drawings and line edges against pixel-exact showcase models. The useful width and gravity spoke to the main achievement circumstances or tiring introduction and misstep circumstances (Proctor and Kim-Phuong 328). The profitability of the communication included paper page betraying completely intelligent, interactive linkages. Wealth of information models are basically simple circumstances against the complexities of genuine data and straightforward calculations. Along these lines, advancements in â€Å"back stage† innovation empower the straightforward production of

Develop your organizational culture and leadership  - TheJobNetwork

Build up your authoritative culture and administration  -TheJobNetwork A basic assignment for any HR proficient is to help guarantee that their company’s authoritative culture and initiative precisely and viably mirrors its qualities, convictions, and mission. How does your organization passage in this basic area?In today’s unthinkably jam-packed business atmosphere, having an unmistakably evolved culture and character is fundamental for an association. As indicated by Inc., â€Å"Culture has consistently been significant, however today, it’s getting something beyond a trendy expression. Culture is a significant differentiator to separate your organization from the opposition. It’s additionally what draws in the correct ability and gets the privilege customers†¦ Plus, with over 30% of the workforce currently made up of Millennials,â according to the Pew Research Center, culture is a higher priority than any time in recent memory. Recent college grads need to work for organizations that share their equivalent qualities. They need to feel like their work has a reason and has any kind of effect. To put it plainly, they need a decent culture fit.†With organizations anxious to transcend the commotion in their particular businesses and interface with their intended interest groups, all with an end goal to be effective, a key bit of the riddle is building up a hierarchical culture and nearness that’s straightforward and evokes positive emotions both from inside the organization and from forthcoming clients. Inc. distinguishes four essential elements why this is so important:Culture assembles brand identity.Your company’s character and how your association is seen by the world everywhere help structure your image personality. As per Inc., culture is the thing that tells the world who you are as a brand. â€Å"The more your crowd comprehends and relates to your image, the more they’ll need to purchase from you.† Everyone needs to feel like you’re conversing with th em by and by, and so as to do that, you need to set up an organization vibe that individuals can relate to.Culture expands devotion among employees.Do you need your company’s representatives to adore coming to work every day and feel a dedication toward satisfying your organization’s crucial (their checks)? Obviously you do, and the most ideal approach to get this going is to assist them with interfacing with your company’s center culture. As indicated by Inc., â€Å"Companies with a solid culture have representatives who like the difficulties of their activity, coexist well with their associates and appreciate the air of the workplace†¦ Culture gives workers a driving objective and reason for what they do. It interfaces your administration group with the remainder of the representatives and ties them with a lot of shared convictions. Your representatives need to feel like they are adding to an option that could be bigger than themselves.†hbspt.cta.l oad(2785852, '9e52c197-5b5b-45e6-af34-d56403f973c5', {});Culture draws in and holds talent.A organization with a solid culture and all around saw brand personality doesn't need to endeavor to pull in and hold top ability from around the globe rather, it will draw in ability to you. When individuals are a piece of your group, they’ll be invigorated and constantly attracted to supporting your organization’s center objectives and mission. It will make your activity as a HR proficient simpler while helping your organization to work at top levels-a genuine success win.Culture causes advocates out of employees.When representatives really to feel great about the work they do and the organization they work for, they become viable brand advocates. As indicated by Inc., â€Å"It’s genuine that great ability knows [good talent]. Also, when your representatives are content with their work, they are bound to impart to other people. They’ll spread the news about their positive involvement in your organization, and you’ll before long addition a solid reputation.†Hopefully, it’s now clear why having an all around created authoritative culture and strong administration structure is significant for the wellbeing and achievement of your organization. Be that as it may, as a HR proficient, how would you influence genuine hierarchical change with an end goal to create and keep up your way of life? The Society for Human Resource Management as of late distributed an article that examines the job of HR experts in the advancement of authoritative culture and diagrams key advances you can take to make positive, enduring change.According to the article, â€Å"The key to running an effective association is to have a culture dependent on an emphatically held and broadly shared allowance of faith based expectations that are properly bolstered by methodology and structure. At the point when an association has a solid culture, three things oc cur: Employees realize how top administration needs them to react to any circumstance, representatives accept that the normal reaction is the best possible one, and workers realize that they will be remunerated for showing the organization’s values.†As a HR proficient, you assume a key job in this social turn of events. As indicated by the Society for Human Resource Management, â€Å"Strategic thinking and arranging must stretch out past only gathering business objectives and spotlight all the more eagerly on an organization’s most important resource its people.†To this end, HR experts should concentrate on building a solid authoritative culture by:Being a good example for the organization’s beliefsReinforcing hierarchical valuesEnsuring that authoritative morals are characterized, comprehended and practicedEnabling two-way interchanges and criticism channelsDefining jobs, duties, and accountabilitiesProviding persistent learning and trainingSustain ing prize and acknowledgment systemsEncouraging strengthening and teamsPromoting a client provider work environmentRecognizing and taking care of individual and authoritative issues and issuesOnce a solid authoritative culture is set up, HR experts can do a lot to keep up the work done around there, including the following:Mindful recruiting works on, including taking a gander at the organization’s vision and strategic directing social fit interviewsOnboarding programs that assist representatives with getting enmeshed in the organization’s social frameworkReward and acknowledgment programs that boost representatives whose conduct bolsters the company’s qualities and missionThere you have it-some supportive foundation on the intensity of hierarchical culture and initiative, alongside viable devices for building and keeping up your organization’s image personality. Utilize the systems and counsel introduced here to help set up your organization for enduring achievement!

Professional Resume Writer Wants to See Clients Land Their Dream Jobs

Professional Resume Writer Wants to See Clients Land Their Dream Jobs This past Sunday, thanks to the hard work of my publicist Scott Becher, I was featured in the “Executive QA” section of the Wisconsin State Journal. I invite you to take a look and find out more about how I got to where I am today. Some teasers on what you will discover: Why transitioning from a lawyer in NYC to a resume writing business owner in Madison, WI was not as huge a leap as it might seem Why I made that leap and why I’m glad I did What the story is with certified resume writers What makes Madison, WI an ideal place to live and to start a business Why job seekers will benefit from hiring a professional resume writer How I helped an executive land a job as a sorority house mother What success means to me What’s coming next for The Essay Expert (stay tuned for my New Year’s Ressaylutions for more on that topic)! Please enjoy the read, and share with anyone in your life, especially those at an executive career level, who would benefit from an expertly written resume and LinkedIn profile. This is college admissions season as well, and deadlines are approaching, so if you know someone who is struggling with an application essay, send them my way! As the holidays approach, I also recommend you check out an article I wrote last year on how to increase your happiness by giving gifts. Have a wonderful start to your holiday season! Save Save Save Save

Analysis of the Sofia Vergara Head and Shoulders...

On May 2014; the Women’s and Health magazine published an advertisement for Sofia Vergara featuring Head and Shoulders. Head and Shoulders is a shampoo product with different kinds of shampoos. This advertisement is selling the green apple head and shoulder shampoo with its conditioner. Who are the targeted audience? Why would any person choose this product not the other? A lot of questions the advertisement must reply on to be considered as a good advertisement. One of the main questions asked would be if this was a persuasive advertisement or not. Such a question is answered through the use of logos ethos and pathos. This ad was taken from the Women’s and Health magazine, a magazine that targets women starting from teenagers that are searching for perfection to old women who lost confidence and are searching for it. It’s for the middle-class women that are interested in their health and appearance. This shampoo would give them a young and healthy hair filled with joy and happiness that most of the people lack these days. The famous actress and model Sofia Vergara is the model for this advertisement. With her gorgeous look and stunning hair she can attract any person going through a magazine. Her golden hair with golden eyes and eyebrows are what covers most of the advertisement and this shows the aim of the advertisement. Her white shirt, like the color of the shampoo bottle shows connection between her and the product. Her natural beauty with the classic smile captivates

Who Are the Pashtun People of Afghanistan and Pakistan

With a population of at least 50 million, the Pashtun people are Afghanistans largest ethnic group​, and are also the second-largest ethnicity in Pakistan. They are also known as Pathans. Pashtun Culture Pashtuns are united by the Pashto language, which is a member of the Indo-Iranian language family, although many also speak Dari (Persian) or Urdu. One important aspect of traditional Pashtun culture is the code of Pashtunwali or Pathanwali, which sets out standards for individual and communal behavior. This code may date back to at least the second century B.C.E., although undoubtedly it has undergone some modifications in the past two thousand years. Some of the principles of Pashtunwali include hospitality, justice, courage, loyalty, and honoring women. Origins Interestingly, the Pashtuns do not have a single origin myth. Since DNA evidence shows that Central Asia was among the first places peopled after humans left Africa, the ancestors of the Pashtuns may have been in the area for an incredibly long time—so long that they no longer even tell stories of having come from someplace else. The Hindu origin story, the Rigveda, which was created as early as B.C.E. 1700, mentions a people called the Paktha who lived in what is now Afghanistan. It seems likely that the ancestors of the Pashtun have been in the area for at least 4,000 years, then, and probably far longer. Many scholars believe that the Pashtun people are descended from several ancestral groups. Likely the foundational population were of eastern Iranian origin and brought the Indo-European language east with them. They probably mixed with other peoples, including possibly the Kushans, the Hephthalites or White Huns, Arabs, Mughals, and others who passed through the area. Specifically, Pashtuns in the Kandahar region have a tradition that they are descended from the Greco-Macedonian troops of Alexander the Great, who invaded the area in B.C.E. 330. Pashtun History Important Pashtun rulers have included the Lodi Dynasty, which ruled Afghanistan and northern India during the Delhi Sultanate period (1206 to 1526 C.E.).  The Lodi Dynasty (1451 to 1526 C.E.) was the final of the five Delhi sultanates, and was defeated by Babur the Great, who founded the Mughal Empire. Up until the late nineteenth century C.E., outsiders generally just called the Pashtuns Afghans. However, once the nation of Afghanistan took its modern form, that word came to be applied to citizens of that country, regardless of their ethnic origin. The Pashtuns of Afghanistan and Pakistan had to be distinguished from other people in Afghanistan, such as the ethnic Tajiks, Uzbeks, and Hazara. The Pashtun Today Most Pashtuns today are Sunni Muslims, although a small minority are Shia. As a result, some aspects of Pashtunwali seem to derive from Muslim law, which was introduced long after the code first developed. For example, one important concept in Pashtunwali is the worship of a single god, Allah. After the Partition of India in 1947, some Pashtuns called for the creation of Pashtunistan, carved from the Pashtun-dominated areas of Pakistan and Afghanistan.  Although this idea remains alive among hardline Pashtun nationalists, it seems unlikely to come to fruition. Famous Pashtun people in history include the Ghaznavids, the Lodi family, who ruled the fifth iteration of the Delhi Sultanate, former Afghan president Hamid Karzai, and 2014  Nobel Peace Prize laureate Malala Yousafzai.

Explain the Decision Making Process with Example of Your Own Free Essays

EXPLAIN THE DECISION MAKING PROCESS WITH EXAMPLE OF YOUR OWN. Introduction:- Decision making is an integral part of the most of the top manager’s duties. Not even a single day passes without taking decisions particularly in modern organisations. We will write a custom essay sample on Explain the Decision Making Process with Example of Your Own or any similar topic only for you Order Now Hence, management and decision ­ making are considered as inseparable. In fact, whatever a manager does, he can do it only by taking some decision. All matters related to planning, organization, staffing, directing and controlling are engrossed in decision making process. That is why it is aptly pointed out that management is essentially a decision-making process. The survival and future success of any enterprise is directly related to the ability to take timely and appropriate decision by the executives. Thus decision-making is said to be the heart of management. Lot of planning exercise is to be initiated by the manager before taking any viable decision. The manager has to carefully plan and decide what to do or what not to do. Wrong decisions quite often are proved to be either costly or futile. To prevent such losses, decision-making process remains to be the core are in all planned activities of the modern corporations. The selection from among alternatives of a course of action†, according to this definition, picking one course of action among alternatives available is termed as decision-making as per Koontz and Weinrich. In the words of George Terry,†decision-making is the selection of a particular course of action, based on some criteria, from two or more possible alternatives. † We can define this concept also as the process of choosing between various alternatives for achieving a specified goal. Every decision must take into consideration needs and future uncertainties. As per Herbert Simon there are three major steps in the decision making process. Decision making is about choosing from several options or ideas and taking action to generate a particular result. It is usually considered to be a rational and logical thinking process. JRecognition and understanding of the problem. JVarious alternatives may be developed. Jcareful assessment of alternatives available for taking a better decisions. Characteristics JDecision making is a continuous process. JThe question of decision-making process must always be rational when there are alternatives. JA decision-making process must always be rational and purposeful. JDecision making is an intellectual process supported by good reasoning and sound judgment. JDecision making is all pervasive in the sense that all levels of managers need to take decisions of varied nature. JDecision-making is always related to future only. Troes of Decisions: Managerial decision may be classified into two categories, the first category includes the typical, routine and unimportant decisions and the second category covers most important, vital and strategic decisions. Apart from decisions are taken at different levels for meeting different problems. Oraanisational Vs Personnel Decisions:- As explained by Chester. I. Bernard, the decisions taken by the manager in his official capacity are termed as Organisational decisions. These decisions have a direct bearing on the functioning of the firm. Decision relating to reward systems or transfer of workers can be cited as examples under this category. In contrast to this, some times, decisions may be taken by the manager in his individual capacity and such decisions are termed as personal decisions. They may partly affect the personal life and partly affect the organization. Example,decision to quit the organization comes under this category. Routine Vs Strategic Decision:- Routine decisions involve little risk and uncertainty. Hence, they do not call for extraordinary judgement and thinking. They are mostly related day-to-day conduct of the business and taken repetitively. That’s why they are normally taken at lower levels of management. On the other hand strategic decisions are taken by the top level management. Either they are concerned with policy matters or with long-term commitments of the organization. They require thorough understanding, analysis and best judgement, pertaining to location of the plant, type of technology and channel of distribution are the best examples of this type. Policy Vs Operating Decisions:- Policy acts as guidelines for future action. Hence,decisions pertaining to policies are usually taken by the top management. They are considered to be very important since they affect the total organization. While operating decisions are administrative in character, they help in translating policies into action. Decisions relating to a new incentive scheme may be termed as a policy decision. Decisions relating to the methodology of implementation of such incentive scheme are termed as operating decisions. Programmed Vs Non-Programmed decisions:- Programmed decisions usually deals with routine and repetitive problems. For dealing such problems, systematic policies, procedures and rules are established. Programmed decisions can be taken with little ease as everything goes according to some set of rules. But Non-Programmed decisions cover mainly unexpected events and challenges. In other words, each problem is unique in nature. For dealing with such special problems, executives usually refer them to the top management, tackling such situations , the manager needs expertise,intuition and creative thinking. Individual Vs Group decisions:- Decisions taken by the individual in his personal capacity are known as individual decisions. Organisations which are small in size can accommodate this type of decision-making process. When organizations grow in size and stature, complex problems do come into picture. Group decisions are considered to be the best under such situations. Group decisions represent the thinking of more than one executive. The various steps involved in the decision-making process are as explained below:- Step 1 – Defining the oroblem The first step is to define the real problem, money and efforts are going to be wasted if the problem is not determined correctly. That’ s why, accurate diagnosis of the real problem is necessary to find out right solution. We should look at the real causes and for the remedial measures by knowing the inner details of the problem. Knowing only the outer surface of the problem and arriving at decisions may lead to fallacious conclusions. SteP 2- AnalYSing the Problem Once the problem is clearly defined, then, it must be analysed in the light of data pertaining to various factors that surmount the decision. Every situation may have some advantages and limitations. Necessary steps should be laid on locating the limitations and obstacles in achieving the desired result. Necessary care should be exercised in avoiding personalized bias in judging the certain factors. Analysis of crucial factors provides a sound basis for making effective decisions. Step 3- Developing alternatives The analysis of the problem becomes complete once it throws light on several alternative solutions. In fact, the success of decision-making process depends upon the ability of an executive in developing alternative solutions to a given problem. This requires lot of imagination, experience and judgement. Exploring the positive or negative impact of such alternatives forms as a solid base for sound decisions. Step 4- Evaluating alternative Once the alternatives are developed , the next step is to evaluate them in terms of their cause, time , impact and objectives etc. Many a time, either marginal cost or cost-benefit analysis is used to bring out the tangible benefits of each of such alternatives. Each alternative solution may have its own merits and de-merits. They should be compared with other alternatives for the purpose of appraising the real impact. As per Mr. Peter F Drucker, the important criteria for evaluating the consequences of different alternatives are risk,economy, time and limitations. Steo 5- Selecting the best possible solution Selection usually involves choice making. It is the last step in decision-making process. The manager has to select such an alternative course of action which can make the maximum contribution to the goal. It is not always possible to select the best alternative for a given problem. That is why the manger has to rely upon such course of action which can yield good results under a given set of circumstances and limitations. Step 6- Imolementing the decision Once the best alternative is selected, it must be implemented. This step mainly deals with the execution of the decision taken. It involves development of step by step plans, selling the idea to sub-ordinates and seeking co-operation from the needy people. At this stage, the decision is converted into action. The decision must be implemented in the right time and that too in a proper way. Step 7- Evaluation of Decisions The last step in decision-making process is evaluation. The actual results of the decision should be compared with the expected results in order to locate the reasons for deviations. This review is a continuous process and it generates information for necessary feedback for further improving the decision-making process in future. Rationality in decision-making Rationality refers to objective and intelligent action. A decision is said to be rational if appropriate means are chosen to accomplish desired objectives. It implies that decision-maker tries to maximize the values in a given situation by choosing the most suitable course of action. A good decision depends on the makers being consciously aware of the factors that set the stage for the decision. Obtaining complete rationality is not always possible. That is the reason why people prefer to take satisfactory decisions instead of ideal or optimum decisions. Managers are not always confronted by the problem of rationality in decision-making. In practice, they confine themselves to few important alternatives which have limited risks combined with favourable consequences. Limits of Rational Decision making Managers are not always rational in their decision-making. They cannot always abide by the demands of rationality in decision-making process. There are some limitations to that and of which are as explained below. Since decisions are related to future, Managers cannot foresee all the consequences accurately. Moreover, lack of complete knowledge about the problem also makes it impossible to choose a good decision. Due to time and cost constraints, all complex variables that have a bearing on decision cannot be examined fully. Hence, the decision maker is forced to strike a balance between complete rationality and hard realities on the ground. The impact of all the variables cannot be ascertained because some of them are intangible. The consequences of various alternatives cannot be anticipated accurately. Hence, decisions taken under uncertainty cannot guarantee the success of decision-making process. The Human factors like value systems, perceptions, social factors, institution etc. are the main limits on rational decision-making. Managers, being human beings, are greatly influenced by their personal beliefs, attitudes and biases. Because of this, the capacity of a decision-making process varies from individual to individual and from situation to situation. Every manger is vitally concerned with the above limitations in his approach to rational decision-making. He has to collect all the relev ant information and try to overcome the above limits on rationality and choose the most rational decision for solving any given problem. Ba†iers of Effective Decision Making Apart from the above limitations, decision-making process remains to be ineffective because of the existence of various barriers in organization structure. These barriers impede the process of identification of problems. It’s analysis and the development of the solutions. The following are the important barriers that can block managerial effectiveness in choosing the most suitable decision as per Elbing. The tendency of a human-being to evaluate a given problem with pre-conceived notions, act as a stumbling block in understanding the real situation. Though it’s dangerous, managers feel safer if they do not change what is familiar. Eventually, the ineffective decision of a familiar way becomes accepted rather than considering new and innovative means. Many managers fail to demarcate the symptoms from the main problem. Many mangers have a tendency to respond to the problem instantaneously without proper infonmation and thinking. If they gather more infonnation, they become rather than what is unique in new problem. The above problems are mainly responsible for either indecision or for half decision in the modern organizations. Knowledge of the above problems will surely help the managers in arriving at pragmatic decisions. The following suggestions can be offered to overcome the above barriers so as to make the managers more effective in decision-making process. Avoid premature evaluation. Initiate impartial probing by avoiding personal biases on the outcome. Develop a sound system that can supply adequate information for making decisions. Encourage group leaders to respond to a given situation and compare the pros and cons of the solutions offered by the two groups for making an effective decision. Encourage innovative thinking among the sub-ordinates so as to identify the crux of the problem without waste of time and money. When decisions of critical and pivotal in nature are to be taken, encourage group thinking. For this, the problem is to be presented to the sub-ordinates first and they are asked to develop as many solutions as possible in a free environment. Techniques of Decision -making Brainstorming:- Brainstorming is the oldest and widely followed technique for encouraging creative thinking. It was originally developed by A. F. Osbom. It involves the use of a group. This is an approach to improve problem discovery and solving by encouraging sub-ordinates to give their ideas and solutions in a free environment, they will generate creative ideas. Continuous interaction through free discussions may result in spontaneous and creative thinking. The larger the number of solutions , the fairer are the chances in locating an acceptable solution. The research proves that on hour brainstorming system is likely to generate 50 – 150 ideas. It is interesting to note that while most of them are proved to be impracticable, at least, some of them merit serious consideration. This group process is not without limitations. It continues lot of time and therefore,is an expensive exercise. Secondly,it emphasises only quantity of solutions which more often than not proved to be superficial. By overcoming the above limitations, a modern manager can use this an an effective tool. Some of the claimed advantages of the brainstorming technique include:-  » It reduces dependence on a single authority figure.  » It encourages the open sharing of ideas.  » It stimulates participation among group members. It provides individual safety in a competitive group.  » It maximizes output for a short period of time.  » It ensure a non evaluative climate.  » It tends to be enjoyable and stimulating. Synetics- When compared to Brainstorming, synectics is a new concept developed by William J. J. Gorden. The terms ‘Synectics’ is derived from a Greek word which refers to â€Å"Fitting together of diverse elements†. It starts on the premise that this concept encourages novel thinking for the development of alternatives through putting together different ideas which are distinct from each other. A given problem is presented to a group of people with different backgrounds and varied experience. It is the responsibility of the group leader to present the problem and lead the discussions in order to stimulate creative solutions. This approach ensures on the spot evaluation of members suggestions. The leader who is a technical expert is always assisting the group in evaluating the feasibility of their ideas. But experience shows that synectics has been less widely used than â€Å"Brainstorming†. When the problem is real tough and challenging, this approach is used for effective decision-making. Like Brainstorming it also suffers from the same range of limitations. The synectic techniwue includes the following steps:- Problem statement and background information stage:- The group leader describes the general area of discussion but avoids identifying the specific problem . Creative thinking on the problem is encouraged. The leader presents background information on the problem and the goals associated with the idea solutions. Good wishing stage:- Group members are encouraged to wish for anything that comes to mind that could address the problem. As in brainstorming, in this â€Å"freewheeling stage† people are encouraged to generate wild ideas and to hitchhike. Exploring ideas and not evaluating them are of utmost importance at this stages. Excursion stage:- Paricipants are asked to forget about the specific problem. They are asked to generate ideas about a somewhat unrelated are that eventually might be related to the problem at hand. Forced-fit stage. Participants take ideas from the excursion stage and force them to fit the initial problem. Although this often appears quite unusual and obtuse, it is intended to encourage creativity. In fact,evidence suggests that many great thinkers develop ideas from such experimental thinking. Intemized response stage:- The group picks one of the ideas generated during the forced fit stage and pursues it further. The idea is dissected on only its positive aspects are identified. After all the positive aspects have been explored,the idea’s limitations are addressed. This focus on the positive is intended to encourage productivity and creativity. The outcome of the synectic process is a single unique plan or decision that has undergone considerable evaluation. The process tends to produce innovative ideas. Synectic approach can be quite useful for creative planning and decision making. Its cost is high. Furthermore, it produces only one potential solution to a problem. If that solution turns out to be unusable,the problem remains, and the process has failed. The Nominal Group: The nominal group consists of people knowledgeable on the issue to be decided who are in the same physical location and who are aware of each other but who do not directly interact while they are working together. The specific techniques for using the nominal group in decision-making vary with the situation, but usually the following steps are involved. l The manger brings the group together and outlines the problem. lEach member of the group generates a number of ideas in writing. lEach member then presents a single idea at a time to the entire group. The ideas are written on a blackboard or on large pieces of paper, and discussion of them is limited to clarification. When no further ideas merge, or when the manager feels the process has gone far enough, each member votes on the ideas, again in writing. The final decision is summed outcome of the individual votes, but the manager is free to accept or reject it. Ooerations Research:- The Origin and development of operations research is attributed to military operations and applications in 2†³Ã¢â‚¬  world war. The war put tremendous pressure on the use of available scarce resources for various strategic and tactical operations. The success of operations research in developing options of effective and efficient nature was instrumental in making this approach rather dependable in decision making process. Now-a-days, greater emphasis has been laid on the use of mathematical models to reflect different options and constraints in a situation and their effect on a selected goal. This quantitative approach to decision-making is usually referred as â€Å"Operations Research†. Of late, it has become an invaluable tool in the kit of a decision-maker. Operations Research employs optimizing models like Linear Programming, Project Management,Inventory Control, Decision Theory and Waiting Line Theory. Operations Research is the systematic method of studying the basic structure, functions and relationships of an organization as an open system. It always adopts a systems approach to management in getting things done. It is constantly interested in developing optimal solution with limited resources in a given situation. It covers six steps in its approach to problem solving. They are: a. Identification of a problem. b. Construction of a mathematical model to investigate the problem. c. Developing a good solution. d. Testing of the model in the light, the data available. e. Identifying and setting up of control points. f. Implementation of the option as a solution to a critical problem, putting a solution to work. In essence, Operations Research attempts to develop the best solution that will contribute to organizational goals. Limitations of Operation Research:- Operations Research technique is not †¢ panacea to all the problems of modern management. In other words, it is not the end. Since Operations Research does not take intangible aspects into consideration, subjective judgement becomes difficult under this model. As the Operations Research technique directly depends upon the use of mathematical and statistical tools,it is increasingly becoming complex and costly exercise. Since decision making is a human process,It cannot be predicted properly. At the same time, the impact of such factors cannot be measurable. Delphi Technique:- It is a technique normally used for forecasting future events. It is a group decision making technique. Under this method, independent opinions are sought from the members repeatedly so as to develop a best solution to a given problem. The success of Delphi technique depends upon a simple technique of understanding the problem from the other man’s perspective. This ensures success. Though it is a useful technique, since it involves time and cost,it can not be tried in all situations. At the operations level hundreds of de(isions are made in order to achieve local outcomes that contribute to the achievement of a company’s overall strategic goal. However, all these decisions are interrelated and must be coordinated for the purpose of attaining the overall company goals. Many decisions-making situations occur under conditions of uncertainty. For example, the demand for a product may not be 100 units next week but may vary between 0 and 200 units, depending on the state of the market, which is uncertain. Decision analysis is a set of quantitative decision-making techniques to aid the decision maker in dealing with a decision situation in which there is uncertainty. However, the usefulness of decision analysis for decision making is also a beneficial topic to study because it reflects a structured, systematic approach to decision making that many decision makers follow intuitively without ever consciously thinking about it. Decision analysis represents not only a collection of decision-making techniques but also an analysis of logic underlying decision making. The general process of the Delphi technique follows: A panel of people who are knowledgeable about a particular problem is selected. The members of the group never actually meet. The panel can have members both inside and outside the organization, and the individual members may or may not know who the other members are. A questionnaire about the problem to be solved is sent to each members of the panel. Each person is asked to make anonymous suggestions. These suggestions are pooled, and a feedback report is developed. The feedback report and a more advanced, second stage questionnaire are sent back to the panel members. Each panel member independently evaluates the feedback report, votes on the priority of the ideas contained in it, and generates new ideas based on it. The process is repeated until a consensus is reached or until the manager feels that sufficient information has been received to make a decision. A final summary feedback report is developed and set back to the group members. A major advantage of the Delphi approach is its anonymity. In groups that interact face-to-face, one person may dominate, or everyone may watch the manager for clues to what is wanted. Further is interacting groups and individual may take a stand and not want to back down for fear of losing face. Frequently experts are more concerned with defending their position than with reaching a good decision. Electronic meetings: The most recent approach to group decision making blends the nominal group technique with sophisticated computer technology. It’s called the electronic meeting. The major advantages of electronic meetings are anonymity, honestly and speed. Participants can anonymously type any message they want and it flashes on the screen for all to see at the push of a participant’s board key. It also allows people to be brutally honest without penalty. And it’s fast because chitchat is eliminated, discussions don’t digress and many participants can â€Å"talk† at once without stepping on one another’s toes. Experts claim that electronic meetings are as much as fifty five percent faster than traditional face to face meetings. Phelps Dodge Mining for instance, used the approach to cut its annual planning meeting from several days down to twelve hours. Yet there are drawbacks to this technique. Those who can type fast can outshine those who are verbally eloquent but lousy typists, those with the best ideas don’t get credit for them, and the process lacks the information richness of face to face-to-face oral communication. But although this technology is currently in its infancy, the future of group decision making is very likely to include extensive use of electronic meetings. Decision making without probabilities:- A decision making situation includes several components, the decision themselves and events that may occur in the future, known as states of nature. Future states of nature may be high or low demand for a product or good or bad economic conditions. At the time a decision is made, the decision maker is uncertain which state of nature will occur in the future and has no control over these states of nature. When the probabilities can be assigned to the occurrence of states of nature in the future, the situation is referred to as â€Å"decision making under risk†. When probabilities cannot be assigned to the occurrence of future events, the situation is called â€Å"decision making under uncertainty†. Each decision will result in an outcome or payoff, for each state of nature that will occur in the future. Payoffs are typically expressed in terms of profit, revenues, or cost. For example, if decision 1 is to expand a production facility and state of nature a is good economic conditions, payoff la could b e $100,000 in profit. Once the decision situation has been organized into a payoff table, several criteria are available to reflect how the decision maker arrives at a decision, including maximax, maximin, minimax regret, Hurwicz, and equal likelyhood. These criteria reflect different degrees of decision-maker conservatism or liberalism. On occasion they result in the same decision; however, they often yield different results. Different decision criteria often result in a mix of decisions. The criteria used and the resulting decisions depend on the decision maker. For example, the extremely optimistic decision maker might disregard the preceding results and make the decision to maintain the status quo, because the maximax criterion reflects his or her personal decision-making philosophy. How to cite Explain the Decision Making Process with Example of Your Own, Essay examples

Baroque Music free essay sample

Opera was the new musical form of the Baroque period and it was very expressive of the baroque cultural values. By then end of the operatic form was stylized into a recipe, including improbable plots, small motivations for the characters, and magical transformations, which were signs of operas baroque nature. Oppress united drama, dance, elaborate stage mechanisms, and scenery with music. Johann Sebastian Bach was one artist whose greatest legacy was religious music. HIS works re distinguished by their inventiveness and complete mastery of major and minor tonality. George Frederic Handel was renowned for his Italian-style operas. He had a brilliant way in which music allows the singers to show their virtuosity. Yes, Opera as the new musical form of the Baroque period; It originated from Italy In the late sixteenth century by a group of Florentine musicians and poets who had ties with the aristocrats. However, let us not forget that If It was not for the four trends that gave the music of this time period Its distinctive qualities. We will write a custom essay sample on Baroque Music or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page En In which was the creation of the major and minor tonality which was prefigured by Joaquin des Perez.That was the rise of modern music. The second was the mixing of the genres, which was well known in the literature and the arts made its way into baroque music. In addition, the third thing was the expressiveness in the music in the late sass; it became more magnified and was used in emotions in the text of the music that may not have been heard. And lastly was the age of virtuosos, master musicians, especially singers, who Would perform with great technical skill and vivid personal style, and of a growing variety of musical instruments. That brings us back to Opera; this musical form brings all the mentioned trends together, became the ultimate symbol of the age. Claudio Monteverdi was the first great composer of opera; he composed Refer (1607) about a legendary ancient Greek poet-musician named Orpheus. It incorporated drama, dance elaborate stage mechanisms and painted scenery with music (410). Monteverdi was known for expanding the dramatic appeal by taking each of the five acts and ending them with a powerful chorus.He took the use of aural symbols and music phrases to intensify events. Jean-Baptists Lully was the founder of French opera but he was actually Italian. He would later become a French citizen and serve as Louses court composer. French opera under Lullys direction would become more dignified and full of choruses and would add ballet and French text. Arouse Music Sebastian Bach was one artist whose greatest legacy was religious music. His works tonality. George Frederic Handel was renowned for his Italian-style operas.He had a Nas the new musical form of the Baroque period; it originated from Italy in the late sixteenth century by a group of Florentine musicians and poets who had ties with the aristocrats. However, let us not forget that if it was not for the four trends that gave the music of this time period its distinctive qualities. One in which was the creation Mould perform with great technical skill and vivid personal style, and of a growing rarity of musical instruments. That brings us back to Opera; this musical form