Quantitative Methods Coursework Essay Example | Topics and Well Written Essays - 1000 words

Quantitative Methods Coursework - Essay Example 1. Production and Transportation cost = (80000 units)(97 pence/unit) = 7,760,000 pence 2. The rest of the capacity of factory '1' (90,000 - 80,000 = 10,000) can be used for producing and transporting to manufacturer 'B' Production and Transportation cost = (10000 units)(98 pence/unit) = 980,000 pence Hence the total cost of production and transportation for factory '1' is 7,760,000 + 980,000 = 8,740,000 pence = 87,400/- 3. The rest of the demand of manufacturer 'B' (72,000 - 10,000 = 62,000) should be produced by factory '3' having lesser costs than factory '2'. Production and Transportation cost = (62000)(109) = 6,758,000 pence 4. The rest of the capacity of factory '3' (80,000 - 62,000 = 18,000) can be used to produce and transport for manufacturer 'A'. Production and Transportation cost = (18000)(107) = 1,926,000 pence Hence the total cost of production and transportation for factory '3' is 6,758,000 + 1,926,000 = 8,684,000 pence = 86,840/- 5. The rest of the demand of manufacturer 'A' (51,000 - 18,000 = 33,000) is produced by factory '2' Production and Transportation cost = (33000)(113) = 3,729,000 pence Hence the total cost of production and transportation for manufacturer 'A' order is 1,926,000 + 3,729,000 = 5,655,000 pence = 56,550/- 6. The total demand of manufacturer 'D' can be supplied by factory '2' Production and Transportation cost = (58000)(114) = 6,612,000 pence Hence the total cost of production and transportation for manufacturer 'D' order is 6,612,000 pence = 66,120/- Conclusion Total Cost of production for factories and manufacturers Factory Computer... As shown by the graph, the relationship is somewhat linear at values 13 onwards (lower part of the graph) and these are non-linear at higher part of the graph. The values for Wells Fargo Home Mortgage are non-linear with huge differences as shown by the graph.

Mexican culture Essay Example | Topics and Well Written Essays - 250 words

Mexican culture - Essay Example Scholars mention that â€Å"gender roles of men and women are reflected in spatial distinctions of la calle (the street) and la casa (the home)† (Knapp, Muller and Quiros, 2009). This differentiation reflects on Mexican people since their childhood. Boys are in need to leave home for the sake of earning money and maintaining a family in future (Vlassoff, 2007). As for the girls they are responsible to stay at home and to take care about its comfort and coziness (Vlassoff, 2007). Such tradition has been strictly laid into the minds of Mexican people. Concerning the present day situation and modern social norms it should be admitted that male and female roles undergo changes. With the tendency of globalization and increase of migration gender roles transform (Knapp, Muller and Quiros, 2009). Women started to get more freedom and ability to make an independent choice in accordance to their life values and personal desires (Mount-Cors, 2014). Such process in considered to be natural and logical for the system of modern society. It is worse to mention that American culture provide a significant influence to this process (Knapp, Muller and Quiros,

How Americas Foreign Policy Shaped Essay Example for Free

How Americas Foreign Policy Shaped Essay Foreign policy determines how America conducts relations with other countries. It is designed to further certain goals, and to ensure America’s security and defense. Originally American foreign policy was based isolationism; however, as the United States began to become more powerful, its foreign policy evolved. Through the 19th century, America concentrated on creating a nation that spanned the continent, and it avoided foreign entanglements. Once industrialized and more prosperous, it began looking for foreign markets and colonies. Dollar diplomacy was one strategy used to increase American Influence abroad. In addition to the need to exert more influence in foreign affairs for political reasons, Americans had a belief that their own cultural, moral, and racial superiority justified an increased global involvement. This can also be referred to as the Whiteman’s burden. The late nineteenth century to the 1920s can generally be described as a change of the United States from a very regional power, to a dominant world power. This shift began with the Spanish-American war. This war gave the United States, for the first time, an overseas empire. This war was also a fulfillment of the U.S aim of the Monroe Doctrine, which was that the U.S should secure the western hemisphere of colonial European rivalry which could infringe on U.S economic and political interests. This is one of the reasons why the U.S went to war against Spain, to kick the Spanish out of nearby Cuba. Along with the threats to America from Central America, and Cuba, trouble was brewing over seas in Europe during the early 20th century. When WWI began, the U.S proclaimed a policy of strict neutrality. However, due to unrestricted submarine warfare and the Zimmermann Note, Wilson went to congress calling for a declaration of war on Germany. After being victorious in war, Wilson hoped to revolutionize the conduct of international affairs. He came up with the Fourteen Points, which attempted to restore territories occupied during car, eliminate imperialism, trade restrictions, secret treaties, and to set up global organization to prevent future wars. In addition to the Fourteen Points, the Dawes Plan was also enacted. This plan made the U.S banks lend money to Germany so that Germany could meet its reparation payments to countries such as France and United Kingdom. These countries in return, used these payments to service their war debts to the United States. I believe the most significant foreign policy development, is the transition from isolationist nation to an imperial power, as well as the rapid change from a conservative to progressive government, helped to shape America to be what it is today. At the dawn of the 20th century, the United States was in the midst of industrialization. But because the U.S was a different continent from Europe, it desired not to get involved in any of the entanglements of the European nations. However, due to the need for foreign markets to feed the industrial growth, foreign outreach was becoming a necessary evil, and the U.S needed to develop a less isolationist foreign policy.

Hotels in Bangkok

Hotels in Bangkok The Regency Grand Hotel is one of the most prestigious and luxurious hotels in Bangkok, Thailand. Since its inception, it has earned a brand name in the industry owing to the exceptional salaries and benefits offered. The hotel staff and managers felt privileged being a member of the hotel, and perceived that they were being taken well care of under the leadership of the then General Manager. The following case study illuminates the dilemma of the employees undergoing the management changeover following its acquisition by an international group. In the earlier set-up, the employees were expected to follow the orders of their managers without questioning them. Initiatives to solve problems at personal level were discouraged and it led to lack of innovation and risk-averse behavior. Eventually, the hotel staff got accustomed to the style of management over the past fifteen years, and it made the work go smoothly with minimal number of conflicts. However, the recent sale of the hotel to a new American group introduced an altogether new style of administration to the employees. The management style of the new GM was entirely opposite to what the staff was familiar to, and it caused problems bringing the hotels performance and reputation down the drain. Problem symptoms and indications The former style of management gave limited authority to the front line employees and did not permit them to take any action on the spot without referring to their superiors. On the contrary, the new General Manager (John Becker) encouraged them to perform beyond their routine duties to provide customized services and thus make them feel special. This is directly related to empowerment, which is a key aspect in the service industry especially the hotels (Hubrecht Teare, 1993). Beckers motive in employee empowerment was linked with his intention to achieve competitive advantage through upgrading the staff competencies. As stated by Wall, et.al (2002, p.147) employee empowerment results in motivation, inventiveness, implied knowledge, participation, and enthusiasm necessary to survive in todays cutthroat competition. Although, Becker saw empowerment as a means to enthuse employees and delight the customers (Barbee Bott, 1991, p. 27) the hotels current managers expressed their disappointment. They were discontented with the idea of giving bottom line employees more authority and decision powers. The disparity in management approach is attributed to the cultural differences in these countries, for instance power distance, and uncertainty avoidance (Hofstede, 1980, p.45-55). Thailand and USA fall in the extreme ends of the cultural continuum presented by Hofstede (1980). Efforts are generally focused towards equal distribution of power in USA, while only a few people are given authority in Thailand given the larger power distance in the latter. Also, there is strong uncertainty avoidance in Thailand, calling for more written rules regulations, whereas uncertainty is easily accepted in USA and emphasis is laid on minimal formal rules (Hofstede, 1980, p.51). Becker failed to recognize these cultural differences while implementing his theories into practice. Joining a new organization and country demands awareness about the various social and cultural issues involved before transforming the existing practices (Lane Beamish, 1990, p.88). What worsened the situation further was his previous experience in places with poor performance and low employee morale. It is noticeable that his new assignment was doing sound business; therefore, his approach ought to be different in this case. Becker spent a great deal of time with the employees in an effort to elucidate his expectations from them. The role theory (Bush and Busch, 1981; Teas et al., 1979) mentions that the frontline employees have a greater need for role precision to carry out their duties efficiently. Role clarity perceived by the customer-contact employees is not only advantageous for customer satisfaction, but is also associated with employees job satisfaction, organizational commitment, and performance (de Ruyter et al., 2001). Yet, he did not succeed in putting a clear demarcation between complex and small issues. This kind of uncertainty was a continuous threat and led to higher anxiety and stress among the employees since strong uncertainty avoidance prevails in Thailand (McShane and Travaglione, 2007, p.47). The employees did not have a clear role perception due to role ambiguity. In this regard, Saks (1996, p.301-23) states that role perception is a result of role ambiguity, and with time this may result in stress specially when working under a new management. In addition to that, the employees were not able to distinguish between a major and a minor problem because of the lack of training (assumption). They had never been assigned a decision-making role before, and unfortunately did not receive a proper guidance from their seniors in such difficult situations. A further study into the Regency Grand Hotel shows that in quest of employee empowerment, power was transferred from the middle-line managers to the lower rank staff. Daft (1995) suggested that the recent trend of flatter organization structures have considerably altered the traditional role of supervisors. Consequently, the managers found their job meaningless and reversed employees decisions by terming them complex issues. They insisted that upper managements approval is required to address such problems and thus, tried to regain their supremacy. The managers reactions are associated to their control needs, achievement needs, and recognition needs () that forced them to maintain their grip on routine decisions. Furthermore, the employees did not receive any kind of support, feedback or appraisal for taking initiatives and going out of their way to enrich customers experience. As per Herzberg (1959) theory, motivation techniques such as superiors support and a positive and timely feedback have enduring productive influence on the employee behavior and resulting performance. In this context, experts have referred to the ABCs of behavior modification theory (McShane and Travaglione, 2007, p. 85-86) which states that employee behavior can be modified by managing its antecedents (for example encouraging staff to take initiative) and its consequences (for instance approving their decisions and constructive feedback). The theory further states that people have a propensity to repeat behaviors and actions that are followed by pleasant consequences, and extinction occurs when no consequences follow at all. Since the managers did not provide any support to the employees engaged in the desired work behavior, their self-driven decision-making process disappeared. The absence of motivation from the superiors eroded the employees self-confidence and they started to totally rely on their superiors to make decisions on their behalf. This is because of the high collectivism in Thailand (Hofstede, 1980, p. 45) where there is a strong need for consensus. The overall problem with the Grand Regency Hotel is directly linked to the MARS model, which identifies four key factors that have a direct effect on employee behavior, viz. motivation, ability, role perception, and situational factors. The employee performance levels drop if any of these factors is absent from the organizational context (McShane and Travaglione, 2007, p. 36). It is apparent from the study that the employees were not motivated to continue the new task behaviors, and they lacked the ability to define the complexity of the decisions, which again led to ambiguous role perceptions. Moreover, the dissatisfaction of the hotels staff affected their work behavior as evident by the increase in the number of turnovers and absenteeism. These are undoubtedly identifiable with the EVLN model of employee responses to dissatisfaction at work. It is found that exit is the most frequently used response of the four reactions in a notion that no better alternatives exist. (Withey Cooper, 1989, p.533). As indicated by (Lau et al., 2003, p.77) role conflict and a low degree of job involvement leads to a higher absence rate. Low levels of supervisory support and immediate social control resulted in increased absenteeism. (Price, 1998, p.227-246). The number of employees mistakes reported to upper management increased; this is because of the lack of training, feedback and motivation. With passage of time, an organization wide culture emerged in the hotel where lower level employees throw their work over the wall to upper level employees indulging in counterproductive act (Lau, et al., 2003, p.75). As a result, the performance of the employees dragged the overall hotel performance down leading to an increase in the number of guest complaints.(Heskett, et al., in Koys, 2001, p.113) This was demonstrated in the heightened criticism in the newspaper and magazine reviews where the hotel was named as one of the Asias nightmare hotels. The hotel General Manager and the employees experienced high levels of stress. Beckers stress was clear from his statement unless the hotel is on fire dont let anyone disturb me. He was annoyed by the increasing number of consultations from managers regarding minor issues, which otherwise were supposed to be sorted out by themselves. This reflects lack of training on the managers front as well. The role ambiguity was the main reason behind the employees stress as they misunderstood their roles. Role conflict and role ambiguity have been found to be the major causes of role stress (Boles Babin in Siegall, 2000, p.427). The ever-increasing stress levels experienced by the employees weakened all the good relationships that were existent under the older management. The employees were no longer united, and because of that, counterproductive behaviors surfaced in the form of backstabbing and employees not taking responsibility for their actions. In brief, even though Becker introduced empowerment with kind intentions, his plan failed because of poor implementation. He acted too fast that the spontaneous empowerment in fact snatched power from everyone involved. He did not give sufficient time to the newly empowered to be trained or get mentally prepared for their new roles. The next blunder Becker made was of believing that the managers would readily pass on their powers to their subordinates the minute he declared empowerment program. In his zeal to initiate empowerment, he ignored all other factors to support his decision. RECOMMENDATION The recommendations for improving the performance of Regency Grand Hotel are presented for all the three hierarchal levels mentioned in the case study. General Manager The current managers of the hotel backlashed on the new General Managers decision of giving more decision powers to the front line employees. Those dissatisfactions were the consequences of cultural differences (low power distance in America, while high power distance in Thailand). Obviously, dealing with cultural clashes is difficult since cultural patterns change very slowly (Hofstede, 1980, p.53). Therefore, Becker should consider these issues and address them beforehand. We would recommend higher degree of compatibility in his leadership style. In this situation, he should conduct meetings with the managers in order to clarify their doubts, and communicate the same down the hierarchal levels. It would be logical to check on their performance on regular intervals of time. Next, he should try to lessen the power distance between the managers and the front office staff by means of social events and gatherings. It would definitely ease out the managers egos and identify the hidden potential of their subordinates. In the end, this would help them to act like mentors to facilitate change rather than being directive in their approach. As said by Quang William (1998, p.361) influence of multicultural leadership on flexibility, empathy, understanding problem solving, and communication leads to a successful organizational change. Moreover, emphasizing on trust, communication and mutual objectives should be taken into account. Becker should train the managers in their new roles as coaches to assist the employees in taking independent decisions. Goal sharing for improving customer service and hotels overall performance should be implemented to bring them together as a team. In order to have a successful implementation of empowerment we must have strong self-determination, meaning, competence and impact. If any of those four dimensions is weak then it reflects directly on the empowerment process. (Forrester, 2000) Though Beckers idea of empowerment was positive in itself, yet his plan proved disastrous. One way to make the process more effective is selective empowerment, which limits delegating power to employees who display the appropriate competencies. Invest in enhancing their knowledge and skills through formal training, mentoring, and self-learning because rightful application of power depends on ones capabilities. Employees should be given a chance to demonstrate expertise by employing simulations, case studies, mentors, and supervised trials. They should be assigned low-risk decisions first, and progressively work up to challenging judgments since achievement at the safer levels would boost confidence through expectancy of success. The employee pe rformance could be improved due to the self fulfilling prophecy of the managers. (McShane and Travaglione, 2007, p.80) Becker should influence the managers perceptions that better results are obtained through empowerment than not. This may be done by following a sequential approach. First, focus on empowerment that does not steal complete authority from the mid level managers. Instead, enhance employees power by widening their knowledge set and providing them with more training and development opportunities. Second, begin the process from the top levels of management and trail down the changes to the subsequent lower ranks. This would allow the seniors exercise greater power and, going through a successful empowerment experience would raise their expectations from the change. Finally, concentrate on specific materialistic results, for instance initiating a performance appraisal and reward system based on the level of power demonstrated by a managers subordinate and reward more generously to team work as compared to individual performance. For successful implementation of empowerment, managers need to believe that they are in control of their outcomes. Middle Managers The employees were confused in differentiating major and minor problems, which originated from their lack of role clarification. Role clarity implies the required information that is provided for employees in order to do their jobs efficiently (Kelly and Hise, 1980 cited in Mukherjee and Malhotra, 2006, p.446). In the given case study, it could be prevented by following the three key essentails of role clarity, i.e. feedback, participation and finally team support. The effectiveness of employees depends on their perception about wielded power by superiors. (Yukl, 1981). Managers should focus on providing their employees with feedback, paying more attention to normative feedback as it positively affects the individuals performance by improving either perceived competence, competence valuation (Sansone 1989) performance pressure (Butler . Nisan, 1986; Ryan, 1982) or a combination these factors. The effect of positive normative feedback on the performance would not be relevant unless employees were well trained in a way that their skills would match the tasks they were entailed to handle. This would enhance their perceived competence (Sansone 1988), which is handling customers minor problems without referring back to their supervisors. The employees were uncomfortable in their newly assigned role and hesitated to accept the responsibilities. In addition, lack of motivation from the seniors wore down their confidence. Instead, the performances should be followed by adequate rewards to ensure staff that they are on the right track (Locke and Latham, 1990, p.241). Providing on the job training to employees should be one of the middle managers priorities, as it has been proven a good way to learn (Wood, 1994). Also, well-trained employees will be better prepared to face the organizational change (Lange, 2006) occurring at the Regency Grand Hotel, which will in return help them overcome the challenges involved with the process of empowerment. Employees Apart from General Manager and the managers, the front line employees should also share responsibilities for making the empowerment program successful. McShane Tavaglione (2007, p.186-89) identifies four core necessities in employees behavior, namely competencies, self-monitoring and designing natural rewards. To participate in the empowerment process, employees should possess adequate capabilities to deal with the additional decision making roles. Another suggestion for the employees proposes practicing self-leadership. Certainly, it was the managers duty to provide the employees with proper training and feedback, but we should not overlook the part of employees themselves. They should try to set goals for themselves to create self-direction and self-motivation required to execute the new tasks. Self-leadership incorporates five key elements that is personal goal setting, constructive thought pattern, designing natural rewards, self-monitoring, and self-reinforcement. Employees who indulge in all the above-mentioned practices would perform jobs better than the ones being supervised by others, and as Larkin asserts, high self-monitor generates more confident individuals to adapt to the empowerment approach. In addition, speaking up of the employees should be regarded as an important solution (Premeaux Bedeian, 2003, p.1537). They should express their point of views about work related issues, recommendations, or requirement of changes and alternative approaches. The problem rose in Grand Regency Hotel because employees were hesitant to speak out their positions due to the fear of punishment. McShane Travaglione (2007) argue that the voice of employees should be established as a way to communicate dissatisfaction and to propose ideas to the manager to improve situations. Finally, employees who possess self-awareness, as one of the four dimensions of emotional intelligence, would have better emotional responses. Higher level of working emotions and attitudes would help employees attain better performances and prevent the tensions among the hotel employees. REFERRENCES Barbee, C. Bott, V. (1991). Customer treatment as a mirror of employee treatment, Advanced Management Journal, Vol. 5, p.27. Boles, J.S., Babin, B.J. (1994). in Siegall,M., 2000, Putting the stress back into role stress: Improving the measurement of role conflict and role ambiguity, Journal of Managerial Psychology, Vol. 15 (5), p.427. Retrieved from www.emerald-library.com on 25 September 2009. Butler, R., Nisan, M. (1986). Effects of no feedback, task-related comments, and grades on intrinsic motivation and performance, Journal of Educational Psychology, Vol. l, p. 210-216. Cohen, J., Ryan, R. (1982). Control and information in the intrapersonal sphere: An extension of Cognitive evaluation theory, Journal of Personality and Social Psychology, Vol. 43, p.450- 461. Daft, R. (1995). Organization theory and design, 5th Edition, West Publishing Co., St Paul, MN. Forrester, R. (2000). Empowerment: rejuvenating a potent idea, Academy of Management Executive, Vol. 14 (3), p.67-80. Herzberg, F., Mausner, B., Snyderman, B. B. (1959).The motivation to work(2nd Edition) New York: John Wiley Sons, p.134. Heskett, J.L., Sasser, W.E., Schlesinger, L.A. (1997) in Koys, D.J., 2001, The effects of employee satisfaction, organizational citizenship behavior, and turnover on organizational effectiveness, Personnel Psychology, Vol. 54(1), p. 113. Hofstede, G. (1980). Motivation, Leadership and Organization: Do American Theories apply Abroad? American Management Association, p.45-55. Hubrecht, J. Teare, R. (1993). A strategy for partnership in total quality service, International Journal of Contemporary Hospitality Management, Vol. 5 No. 3. Lange, T. (2006). Knowledge and Innovation for New Zealand: Dynamic Benefits of a Two-Stage Wage Strategy an Its Unlikely Application, Policy Studies, Vol. 27(1), p.71-85. Mukherjee, A., Malhotra, N. (2006) Does role clarity explain employee-perceived service quality? A study of antecedents and consequences in call centres, International Journal of Service Industry Management, Vol. 17 (5) p.446. Price, J. L. (1998). Estimation of Causal Model of Absenteeism, Indian Journal of Labour Economics, 41(2), p.227-246. Lau, V.C.S., Au, W.T., Ho, M.C.J. (2003). A Qualitative and Quantitative Review of Antecedents of Counterproductive Behaviour in Organizations, Journal of Business and Psychology, Vol. 18(1), p.75-77. Saks, A.M., Ashforth, B.E. (1996). Proactive Socialization and Behavioural Self- management, Journal of Vocational Behaviour, Vol 48, p.301-23. Sansone, C. (1989). Competence feedback, Task feedback, and Intrinsic interest: An examination of process and context, Journal of Experimental Social Psychology, Vol.25, p. 343-361. Wall, T.D., Cordery, J.L., Clegg, C.W. (2002). Empowerment, Performance, and Operational Uncertainty: A Theoretical Integration, Applied Psychology: An International Review, Vol 51 (1), p.146-169. Withey, M.J., Cooper, W.H. (1989). Predicting Exit, Voice, Loyalty, and Neglect, Administrative Science Quarterly, Vol. 34 (4), p. 533. Wood S. (2004). Fully on-the-job training: Experiences and steps ahead, National Centre for Vocational Education Research. LARKIN, The implicit theories approach to the self-monitoring controversy, European Journal of Personality, Volume5, Issue1, Date:March 1991, Pages:15-34 Premeaux and Bedeian, Breaking the Silence: The Moderating Effects of self-Monitoring in Predicting Speaking Up in the Workplace, Journal of Management Studies 40:6 September 2003 p1537-1562

Elements of Poetry and Essay Writing :: Education, Writing

I was surprised to find that I could use so many of the techniques that poets use in writing my own essays. For example, by choosing certain words, I can set the tone for the essay and demonstrate certain attitudes. Also, I can take advantage of several technical methods, such as abstractions, assonance, and figures of speech to make an essay more interesting. Further, I think it is important to try and understand the poets meaning behind their word choice. After analyzing the poems of John Donne, Anne Bradstreet, and Robert Frost, I will discuss how I think certain elements can be used in my own writing. Anne Bradstreet used words such as â€Å"loved†, â€Å"happy†, and â€Å"reward† to set a positive tone (963). The author’s attitude came across as grateful and appreciative. In contrast, Robert Frost chose to use words such as â€Å"perish†, â€Å"hate†, and â€Å"destruction†, which displayed a negative tone and attitude (1009). I never really gave this much consideration before, but I think I could use this technique in the future. By choosing the correct words, I can make sure the readers are interpreting my writing as I mean it to come across. I also discovered several technical methods that can be used in my essay writing. This is another area that I never really paid attention to. Sure, I have used some of them, but never knew what they were called or understood the full effect of them. Abstractions and several figures of speech were amongst some of the methods that were found. For example, â€Å"Batter my heart, three-personed God† (Doone 988), â€Å"To My Dear and Loving Husband† (Bradstreet 963), and â€Å"Fire and Ice† (Frost 1009), abstractions were used. Abstractions are words that we use to describe something that has no concrete reality (Charters 787). For example, in Doone’s poem, the author used words such as â€Å"weak† and â€Å"untrue† (989). Bradstreet also used this technique by using the word â€Å"love† (963). And finally, Frost’s word choice was cleverly utilized with using â€Å"desire† and â€Å"hate† (1009). These are also considered examples of figurative speech in that they use simile or metaphor in describing the subject (Charters 795). I feel by taking advantage of some of these techniques, I can make my essays more interesting for readers. To add, I found several figures of speech techniques such as metonymy, apostrophe, hyperbole and symbols were used in Anne Bradstreet’s poem â€Å"To My Dear and Loving Husband† (963).

Essay --

INTRODUCTION: Corruption in modern India from a common man’s view is about paying bribes in order to get some work done from government officers. Corruption is a result of connection between politicians and bureaucrats. Before, bribes were paid to get the wrong things done but now bribes are paid to get the things done at right time. PLACES WHERE CORRUPTION EXISTS: POLITICS: Corruption in politics takes place mostly at the time of election. A huge amount of money is collected by political parties and leaders from industrialist and businessman for election. In return these industrialists multiply their income by making profits out of licenses and tenders with the help of politicians during the election or after the election. Money is poured in election and votes are purchased with the help of booth capturing and compulsory voting which is practiced by corrupt politicians to remain in power. Many politicians including cabinet ministers and Chief Ministers are involved in biggest scams like 2G spectrum scam (176000 crore), Adarsh housing society scam (70000 crore), Coal mining scam (186000 crore). LAND AND PROPERTY: Large number of buildings are illegally constructed in order to meet the demands of people moving to large cities in search of jobs. Buildings are created quickly with poor construction materials and without any proper safety measures. It is often seen that builders pay huge amount of bribes to government officials so that they ignore the illegal structures and do not take any action against the builders. Many buildings are collapsed every year because low quality of material is used. In 2013, Thane building collapsed that killed 72 people and 67 people were killed in 2010 when an apartment building collapsed in Delhi. BL... ... term. HOW TO CONTROL CORRUPTION: Some specific measures to control corruption are, †¢ Right to Information Act was introduced in the year 2005. It gives information to citizens regarding what government does with our tax payments. There is Public Information Officer is appointed in every government department. These officers collects the information from citizens and if the officer refuses to accept the application, then he is fined up to Rupees 25,000-. †¢ Central Vigilance Commission is another way to control corruption. It was introduced by government to advice and guide central government departments in the area of vigilance. It has the responsibility to create an awareness among people with the consequences of taking and giving bribes. †¢ Special courts must be introduced for speedy justice and there must be a bill introduced in parliament for corrupt people.

Prescribed Diet Essay

INTRODUCTION The tradition is coming since long back the food people taking depends upon the systems of the local, neighborhood and influenced by the patents and guardians. The people are accustomed to take the food that type only and they do not want to change their food and it is caused to increase of fat, cholesterol, excess weight etc. Taking of such food attraction of blood pressures, heart strokes and other diseases. The main suffers will be the family members. It is not ends with the person it extends to next generation also because the same jeans to the children. There should be some cut of point and it is now itself. IMMEDIATE REMEDIES The people identified their diseases and troubles by analyzing the diseases and started to get relief from the diseases by making exercises, taking weight loss pills. The medical industry so increased that one of the main source of income from weight loss pills. The manufacturing companies of pharmaceuticals and research wings concentrating more time with pressure how much they can release the weight loss pills with better quality to give best results. The concentration is so much that they are giving less importance to even other products for which the interest of community countered. Variety of exercising equipments released by giving various advertisements stating the weight loss can be made using of such of exercise equipment. The Community simply following according to the advertisements and acting based on the advertisements. CONCLUSION These are all linked with and based on the food. The people are not identifying this thing and they are following with the advertisements. What is the main cause all for such things? Taking of the imbalanced food. Each body of ours differs other. But we are taking the food what mother feed and what father taken and habituated to take that food only which attracts all such diseases. At this juncture everybody needs to change their food according to their body. The change of food, balanced diet definitely influence on the body. Everybody goes to the consultants for weight but instead they should go first of all NUTRITIONIST for prescription what type of food their body needs. In the present scenario, even the government should give wide publicity on nutrition whereas the Society involved and benefited at large.