Essential Theories of Organizational Behaviour

Question: Discuss about the Essential Theories of Organizational Behaviour. Answer: Introduction: This assignment defines the scenarios that are possible once the announcement happens about shuffling the IT outsourcing of OG Company of Malaysia into an in sourcing. The in sourcing branch is set to be in Bangalore. OG is an oil and gas company based in Malaysia. It is one of the top OG companies globally and comes at the fifth position in terms of revenues. It houses more than 2,000 staffs and comes at the second spot only after Manila in groups OG Business. Service centre is the resource of providing general business support with services to OG operations. It also provides solution to other business activities such as HR services, contracting procurement, downstream customer service centre and communications production. With the sudden announcement about the transition of the Company from outsourcing to in sourcing in Bangalore, a sense of fear had started taking its root into its employees. Loyal employees of the organization who served this organization for as long as 15 years have all started shattering for the unwanted facts. This essay consist the case study followed by a literature review on the issue supported by various theories such as Kurt Lewins theory, John Kotters model and Abraham Maslows theory. Moreover, analysis of the issue comes after the literature review. Based on the reviews, some recommendation for the OG, Malaysia is also made. The OG, which has its own IT hub as an outsource is scheduled to give it a complete makeover to an in source IT hub in Bangalore with approximately 2,000 employees. It is set to be a giant hub offering various operational supports and services to OG. The planning behind the set up is to maintain the optimization of various IT staff footprint such as suppliers, staffs, locations, reduce costs and reposition project delivery (Oilandgasinsight.com, 2016). The company is opening its IT in sourcing in Bangalore on destroying the pre-existing outsourcing in Malaysia. Moreover, this is going to affect almost 1,500 staffs and contractors and make them redundant. Many employees have worked for this organization for even more than 15 years with their utmost dedication. At some point of time, they had thought of getting their resignation in the organization itself but the shifting of the IT resourcing to Bangalore has left them with no clue whatsoever (Gu and Wang 2015). It has affected the morale of the employees and they are struggling to accept the change. They are taking this transition as a personal as a proper communication missed at the time of the announcement in themed of the year. Nonetheless, the employees are psychologically affected (Oilandgasinsight.com, 2016). Literature Review Change is defined as external factors that are more situational (Robbins and Judge 2012). Moreover, a change in the organization never happens for any personal reason rather it happens for the betterment of the organization. A transitional process, the other side, is completely different to the change process. Transition is an internal process, which is taken into consideration to maintain the healthy competition among the competitors (Wagner III and Hollenbeck 2014). In such process, employees those who are older in the organization fail to understand the process and are find themselves clueless about what has prompted the organization to go with the decision (Robbins and Judge 2012). It then becomes the responsibility of the organization to help its existing employees with all the required communication during the transition process to bring it efficiently (Kramer 2014). The figure depicted below differentiates the change from the transition very efficiently. Kurt Lewin proposed a model to define the change transition process, which is known as the Lewins model. This model is still very helpful and practiced widely today. It is a very easy model to understand and implement the changes required for the transition of the company. It follows the concept of an ice cube, which on melting becomes a liquid. It is subjected to a change on a certain parameter. Moreover, it again resolidifies and refreezes back into a cone of ice under given circumstances. An organization, which understands the three stages involved in Kurt Lewins Model, can very well manage its transition process (Langton, Robbins and Judge 2013). The organization can start by preparing the ground for unfreezing stage by letting their employees realized about the importance of transition (McShane and Von Glinow 2015). Employees are first required to be motivated towards the change that is bound to happen because of the circumstances, which the competition market had created. Proper and fair communication is very important and holds its own place while making such a big decision. An organization can turn things into their favour by only communicating with its employees properly (Rashid, Nordin and Salleh 2014). A proper communication along with the necessity of the change prepares the ground for the change. Moreover, it resembles the Unfreeze stage of the Lewins model based on a cone of ice. Once the ground has been set for the change, employees are required to encoura ge on their support and services to the organization. Moreover, this gives a space for the change and prepares the final platform. Once the final platform is achieved, a transitional change becomes very handy. Moreover, the final stage resembles with the Refreeze stage of the Lewins model (Wagner III and Hollenbeck 2014). The worldwide reputed John Kotter for its expertise and skills in business change process had addressed the 8-steps change process to define the change process in organizations. Kotters 8-steps model defines the importance of ground preparation for the change to occur. Moreover, the model emphasises on winning the hearts of employees before bringing any change in the organization by properly communicating with employees. Kotters 8 steps model clearly reveals facts that most predominantly resembles the Lewins change stage. First four phases of Kotters model resembles the Lewins unfreezing stage. It support the facts of preparing ground for the change. The next three stages of the kotters model resembles with the change state of the Lewins model. Moreover, the final and the eighth step of Kotts model validate the refreezing stage of Lewins model. It supports the importance of resolidifying of the organization with the proposed change. Nonetheless, it retains the pre-acquired reputation of the organization. Motivation Innovative minds always keep space for a change that is needed for an organization to take a big decision such as a transitional process (Nahavandi et al. 2013). Maslows motivational theory signifies the importance of innovation in an organization and effectively carves way for an organization on how to achieve the required changes (Pinder 2014). According to Maslow, motivating an employee involves five important factors that are the main highlights of the theory itself. Imparting physiological needs with security and safety are the two most important and an integral aspect of any organization, which encourages employee to have motivational thoughts into them (Miner 2015). Physiological needs may contain the announcement of certain rewards such as salaries given for those months that have no work at all. Moreover, during the transition period, there is hardly any job for the existing employees and salary given for those periods is not less than any reward for them for their entire support and services to the organization (Mansor 2013). Moreover, the additional benefits motivate employees for their bright future and compel them in favour of the decision made (Miner 2015). As per Maslows theory, once the physiological needs are achieved, focus is required to shift on the safety of employees. As per the theory, the safe and secu re environment keeps employee motivated until their last day in the organization. Employees faith and love towards its organization make things easier for the organization to make any unwanted decision by the Company. Moreover, employees need love and caring from the organization, they are serving for years. Moreover, providing love and affection to employees keep them motivated throughout the transitional change in the organization (Romle, Talib and Isa 2016). In the final stage, as per the hierarchy, a realization of self-esteem and actualization imparted to the employees hold its own importance. Until and unless an employee is not aware of the fact that the one is worth for the organization, it does not encourage them for the motivation (Miner 2015). It then becomes necessity for an organization to impart the feeling of self-esteem into their employees. Moreover, self-esteem and self-actualization keeps an employee motivated until the end of the transition process (Miner 2015). Change Management As per the case study, the transformational team understand the importance of a proper communication with their employees (McShane and Von Glinow 2015). Moreover, they are prioritizing motivational thoughts in their employee. It is evident that a proper communication is very much required in bringing the transition process and in spite of that the OG Company still went ahead to announce the change in the middle of the year 2015 itself (Rashid, Nordin and Salleh 2014). The sudden announcement has created a sense of fear into the employees and left them with no clues at all. Moreover, it created the sense of redundancy into them initially but the management then realized the mistake and made an improved communication later this year that has sorted things out (Robbins and Judge 2012). As per Lewins model, the unfrozen stage in the OG Company has created the sense of fear into its employees but a proper and continuous communication by the transformational team has bettered the situation (Romle, Talib and Isa 2016). The transformational team forgot to prepare the ground for the proposed change and incautiously went on to announce the decision without having any measure of that. Appreciably, the management had realised the mistake and came up with the solution until the end of the year 2015 (Ahmad, De Brito and Tavasszy 2015). A better communication then made its employees bit aware of the reason for the changes. The management team took different initiatives then to boost the morale of their employees by keeping them motivated as per the Maslows motivational theory. These steps have created the change stage for the OG Company of Malaysia resembling to the Lewins model. As per Lewins Refreezing stage, the OG Company is assuring every possible bit to stop their employees going back again to their past (Saad, Mohamed Udin and Hasnan 2014). Moreover, keeping the past into mind never allows any space for the required change. Transition of the IT hub of the OG Company of Malaysia to Bangalore depends more on its employees. It needs its employee support to the fullest to go through with the process and the management team are doing just accordingly. They have realized their mistake and have improved their communication with its employees. Distribution of salaries for three consecutive non-working months to come is nothing but just specify the rectification that the management team has made to make communication better among employees (Mansor et al. 2013). Motivation To ensure the transitional process with its utmost success, the OG Company brought its focus back on to the Abraham Maslows theory and started fulfilling the need of their employees at different levels (Rui et al. 2016). As per the theory, employees are required to satisfy in their basic physiological needs. Understanding the importance of this in favour the Companys decision, the management team announced about giving salaries for the three months consecutively without demanding any job from them for the same period whatsoever. Assurance is made to employees regarding the payment of salary for the three consecutive non-working months as a reward (Nordin, Vassekaran and Grover 2014). To eliminate the sense of fear out of the employees mind, the OG Company continually focussing on rewarding the individuals for their achievements. Assurance of distributing three months salary for non-working months into the employees of the OG Company is helping in keeping them motivated until the full process of transition. After meeting with the physiological needs, the management team is bringing its focus on the next level of the Maslows theory. This level defines the importance of security and safety provided to the employees within the organization. Environments are keeping employee friendly with their proper physical safety until the process gets end. Moreover, efforts are given to keep employees motivated throughout the entire transition process. Speeches from the Companys expert are helping in motivating employees by the narration of their own experiences through such a circumstances as that of now in the Company (Chudzicka 2013). Regular sessions conducting various social activities such as team buildings, lunch and learn sessions and board games are keeping employees engaged within the Company. Moreover, it is providing the belongings of their relations with the organization throughout the entire transition process (Ahmad and Rezaei 2013). Imparting love and affection to the employees forms the next level of the Maslows theory and the management of the OG Company is very well managing that. Moreover, employees are being encouraged for their support and services to the company, which in return keeping employees motivated. To generate the self-realization towards the change with the sustenance of self-respect are the key highlights of the Companys management team (Bairi, Murali Manohar and Kundu 2013). They are continuously maintaining the self-felicitation process for the irrespective of the ac hievements the employees have garnered. After achieving all these levels, self-respect comes at the next level of the theory. The Company maintains transparency in their approach with all the organizational values displayed to uplift the importance of self-respect to its employees. The last level that comes in the theory is self-actualization. The Company maintains the self-actualization into its employees by continuously arranging training for the employees to nourish employees, which can open up various new options for them outside of the Company. Conclusion Change is an inevitable process that has no stoppages in todays scenario of continuous business change. To stay in the business competition, shuffling with the ever-changing business requirement is of utmost requirement. It sometime involves decisions that are hard to accept for the masses. Riding on the same concept the OG Company of Malaysia realizes the significance of the shifting of the outsource centre into the in source in Bangalore. The sudden announcement of the concept brought havoc in between the employees. Those who were older in the organization and had served the organization for fifteen long years started developing a sense of fear into them. The OG Company should put efforts on making the communication transparent with their employees. All of a sudden, they made the announcement in the middle of the year without making any prior communication within their employees. The OG Company should encourage the feeling for a new job once the shifting takes place. Employees should be given proper training on technical expertise that would be required for a new job. Incepting the knowledge skill is very much required for those who search for a new job. Some motivational speech from the management team is required to impart the significance their presence in the organization. The OG, Malaysia should encourage their employee for a better future ahead by citing examples of their services, which they have produced for the Company. Reference list: Ahmad, W.N.K.W. and Rezaei, J., 2013, June. Influence of external forces on supply chain sustainability goals and decisions in the oil and gas industry. InEngineering, Technology and Innovation (ICE) IEEE International Technology Management Conference, 2013 International Conference on(pp. 1-9). IEEE. Ahmad, W.N.K.W., De Brito, M.P. and Tavasszy, L.A., 2015. THE IMPLICATIONS OF ENERGY TRANSITION ON SUSTAINABLE SUPPLY CHAIN MANAGEMENT PRACTICES IN THE OIL AND GAS INDUSTRY.Journal of Technology Management and Business,2(1). Bairi, J., Murali Manohar, B. and Kundu, G.K., 2013. Knowledge acquisition by outsourced service providers from aging workforce of oil and gas industry: A study.VINE,43(1), pp.39-56. Chanana, P., Soni, T.M. and Bhakne, U., 2016, March. Emerging Technologies and Workflows in Digital Oil Field. InOffshore Technology Conference Asia. Offshore Technology Conference. Chudzicka, J., 2013. Insourcing as a New Trend in Global Business.Foundations of Management,5(2), pp.7-24. Gu, M. and Wang, L., 2015. Assessment of oil and gas geopolitical influence.Journal of Geographical Sciences,25(3), pp.369-384. Kramer, M.W., 2014.Managing uncertainty in organizational communication. Routledge. Langton, N., Robbins, S.P. and Judge, T.A., 2013.Fundamentals of organizational behaviour. Pearson Education Canada. Mansor, N., Ismail, A.H., Alwi, M.A.M. and Anwar, N., 2013. Relationship between Spiritual Leadership and Organizational Commitment in Malaysians' Oil and Gas Industry.Asian Social Science,9(7), p.179. McShane, S.L. and Von Glinow, M.A., 2015. Organizational Behavior 7/e. Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Nahavandi, A., Denhardt, R.B., Denhardt, J.V. and Aristigueta, M.P., 2013.Organizational behavior. SAGE Publications. Nordin, S.M., Vassekaran, S. and Grover, G.S., 2014. Intercultural Negotiations: Issues and Challenges in the Oil and Gas Industry from Malaysian Perspective.International Review of Management and Business Research,3(3), p.1385. Oilandgasinsight.com. (2016). Oil and Gas Insight. [online] Available at: https://www.oilandgasinsight.com/ [Accessed 22 Dec. 2016]. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Rashid, R.A., Nordin, S.M. and Salleh, R., 2014. Impact of Safety Communication on Safety Commitment with Leader-Member Exchange Quality as a Moderating Factor: A Conceptual Framework.Global Business and Management Research,6(4), p.277. Robbins, S.P. and Judge, T., 2012.Essentials of organizational behavior. Boston: Pearson. Romle, A.R., Talib, N.F.M. and Isa, N.H.M., 2016. The relationship between motivation and commitment on job performance among employees from students perspective: the case in public university. Rui, Z., Peng, F., Ling, K., Chang, H., Chen, G. and Zhou, X., 2016. Investigation into the performance of oil and gas projects.Journal of Natural Gas Science and Engineering. Saad, S., Mohamed Udin, Z. and Hasnan, N., 2014. Dynamic Supply Chain Capabilities: A Case Study in Oil and Gas Industry.International Journal of Supply Chain Management,3(2). Wagner III, J.A. and Hollenbeck, J.R., 2014.Organizational behavior: Securing competitive advantage. Routledge.

Sony and Ericsson

Introduction Organizations develop mechanisms of enhancing their competitive advantage through various ways. One of such ways is to form mergers and joint ventures in the effort to gain economies of scale. A good example of such an effort is provided by Ericsson, a Swedish phone maker, and Sony Corporation, which is a Japanese phone maker, which pulled together its resources to form Sony Ericsson communications (SEMC) in October 2001 in the form of a joint venture.Advertising We will write a custom case study sample on Sony and Ericsson specifically for you for only $16.05 $11/page Learn More However, 10 years down the line, Ericsson and Sony announced their intentions to split. This paper discusses the motivations behind the formation of SEMC, the problems encountered in the joint venture, the strategies used by both organization to address the problems, and the factors, which led to the decision to split SEMC. Motivation for the formation of a joint ve nture between Sony and Ericsson The alliance of Sony and Ericsson was formed by organizations that were established in different nations. Thus, SEMC was an international joint venture. Scholarly research identifies different motives for the formation of international joint ventures. For instance, Hill argues that firms engage in joint ventures internationally to gain competiveness in the global market, enhance technological sharing, share operational risks, and to develop the capacity to fund strategic mechanisms of success, which are beyond the financial capability of a single firm (27). SEMC reflects this motivation. According to Harris, strategic factors led to the formation of SEMC alliance (1). For Sony, such factors included the need to gain market excellence to overcome the competitive force of Nokia Corp through increasing the market share for the two organizations. This goal was to be realized through the development of a knowledge base for wireless technology expertise in the telecommunication industry deployed by Ericsson. Ericsson shared a similar aim. It wanted to enhance its capacity to produce consumer-oriented electronics that would pose a mega threat to the market leader-Nokia Corp (Harris 3). This shared motivation meant that SEMC would be able to develop products, which were technologically innovative, hence enabling the joint venture to become more competitive in the market. Sony held only a quarter of the market share that was possessed by Ericsson. However, the presence of Sony in the European markets implied that Erickson would gain new markets in other regions apart from Japan. Sony would also acquire market in Japan that was essentially closed by dominance of Ericsson in the Japanese mobile market together with entertainment technology that was in-built within the Ericsson’s products (Dunn 12).Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Le arn More Ericson wanted to have access to the production process deployed by Sony together with video and audio entertainment technology, which led to the production of mobile handsets with the capacity to revolutionalize the mobile entertainment industry innovatively. This would make it possible for the joint venture to penetrate a new market, which was not yet explored. From the above discussion, it is inferable that both Sony and Ericsson had common interests while indulging in an international business partnership in the form of international joint venture. The two firms sought to gain synergy effects, which produced significant complementary effects (Harris 3). This meant that engaging in alliance would make each of the organization leap benefits from the other, thus translating into increased sale volume through opening virgin markets. Apart from developing the capacity to cover up the weakness of either of the organizations, SEMC was motivated by the need to overcome and wi thstand both international and local competition from rivals. Although SEMC was this incredibly beneficial, various problems were experienced. Problems of the joint venture International joint ventures present a variety of problems ranging from management structure to the process of arriving at common agreeable strategic initiatives for success. This makes international joint ventures have a high failure rate (Hill 17). Consistent with this argument, Ericsson and Sony required high levels of integration together with cooperation, hence increasing the number of problems to which the alliance was exposed. Since the establishment of SEMC, some of the problems that SE was subjected to included the loss of market share, rising costs of operation, and negative effects of various economic factors. Even after the formation of SEMC, the two organizations continued to make losses due to the loss of market share. This loss was attributable to a myriad of problematic aspects inherent in the com mon joint venture strategy for conducting business. One of such problems was that the products portfolio was limited. It focused on expensive phones while negating the importance of cheap phones to boost sale volumes. Lester supports this assertion by adding that the joint venture only produced music products in the high end of prices such as phones with cameras and music enhancements (24). This strategic focus of the venture posed a mega problem since the demand of handset consumption was shifting towards cheap and less advanced phone models. The repercussion was a decrease in the growth of the venture as anticipated while increasing rivals’ competition especially from apple whose products were more superior in meeting the demand requirements such as iphones (Lester 24).Advertising We will write a custom case study sample on Sony and Ericsson specifically for you for only $16.05 $11/page Learn More Consequently, the efforts of SEMC to gain compe titive advantage in the market through the development of a brand that was considered lucrative and expensive by consumers became problematic. This challenge was particularly severe in the Indian market where cheap and simple phones took up the largest market share. Motorola and Nokia were able to respond to this demand, thus securing the biggest Indian market share. For a joint venture to succeed, it is necessary for coordination and integration of the core decision-making processes to be enhanced. Unfortunately, for the Sony Ericsson’s joint venture, these facets became problematic. Lack of adequate integration and coordination between the operations of the two organizations hindered the exchanged of information. This had the overall impact of making it impossible for SEMC to read the requirements of markets precisely, accurately, and at a higher pace in comparison with competitors. Hence, market growth of SEMC was massively impaired. Economic down turns influenced the join t venture’s capacity of success. The credit crunch resulted in the decline of demand together with credit availability. This challenge posed immense problems to SEMC especially in the realm of increasing operation costs. Choosing to engage in an international joint venture implies rising the costs of organizations’ operations (Hill 47). For the joint venture between Sony and Ericsson (SE), it also implied increasing the costs associated with the identification of profitable and viable markets. SEMC also operated in an environment that was characterized by competitors who were using low-cost manufacturing technologies such as Nokia. The models manufactured by rivals were also of a low cost. Hence, SEMC was forced to reduce the selling price of its products to compete with the low-cost brands. This had a direct impact on the profitability of SEMC. Strategies deployed to address the problems Problems faced by SEMC made it clear that the joint venture would collapse at som e point. As Harris argues, the companies forming the SEMC had different organizational culture. In fact, many scholars lamented that complex integration and collaborations were required for the alliance to remain intact for a long time (2). Hill argues that differences in organizational culture have the possibility of creating inefficient management and work conflicts (107). Nevertheless, Sony deployed transaction analysis approaches to prove that the joint venture with Ericsson was vital for reasons previously discussed in the section on motivation for the formation of SEMC. To deal with the problems of diminishing market share and sales level for optimal profitability, the two organizations had franchising, OEM (original equipment manufacturing), and licensing as viable options instead of going through the problems experienced in an international joint venture.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Through franchising, Sony and Ericsson would have given independent operators the authority to distribute products in the European market. A careful selection of the franchises would have provided Sony and Ericsson with an opportunity to tap into local technological knowhow together with the development of the capacity to gain links with various local network operators in the new market. Unfortunately, the franchising model works well when an organization has a significant market share (Hill 129). Sony had only 1percent global market share (Dunn 13). Hence, it would not be able to compete in an aggressive way with market leaders such as Nokia Corp. Although licensing would have made it possible for Sony to gain the advantages it intended to get by forming SEMC, it was problematic. For instance, it could have encountered the challenge of internalizing Ericsson’s tacit technological knowhow. This would have created low and slowed capabilities of learning. Considering the speed of advertisement and change of technology in the technological industry, licensing was not a viable option. There was also the fear of one organization engaging in learning processes, which are opportunistic. In the case of Ericsson, OEM’s contract strategy also proved problematic. Despite the fact that Ericsson could have developed the capability to enter the Japanese market (Sullivan 19), Sony could have utilized this opportunity optimally to learn and then directly compete with Ericsson. Factors influencing the decision to split Joint ventures possess high probabilities of failure. For Sony and Ericsson, failure occurred after10 years of its formation. The joint venture was ideal considering that the two companies would contribute what the other was lacking to gain competitive advantage in the mobile phone market. Sony was to contribute expertise in the marketing of consumer electronics while Ericsson was to contribute cellular technological expertise (Kantrow 17). However , the joint venture underwent intense challenges related to cultural deviation, logistical issues, market saturation, and brand portfolio, which prompted the decision to split. When a joint venture such as SE is formed, organizations forming it wish to gain certain earning levels, which are otherwise impossible to gain while operating solely in the global market. Due to the above factors, SE went through a period of reduced profits, often operating at losses. When organizations forming a joint venture fail to achieve their goal, they often consider splitting as an alternative to saving the companies from collapsing (Sullivan 178). Therefore, for SE, the decision to split was unavoidable. In 2002 and 2008, the CEOs for Sony and Ericsson clearly stated that they would end the joint venture in case it was unable to attain the preset earnings. With the decision to split coming head on in 2011, the single most important contributing factor for both organizations to arrive at the decision was akin to poor earning due to the unexpected problems in SEMC. Works Cited Dunn, Douglas. â€Å"Sony may take Ericsson’s call- Nokia’s success points to consolidation.† EBN 1.1(2001): 12-13. Print. Harris, Ellison. â€Å"Sony, Ericsson Mix Technology, Marketing Savvy — New Mobile-Phone Brand Aims to Topple Nokia; Just the Logo Is Ready.† The Wall Street Journal 1.1(2001): 1-3. Print. Hill, Charles. International Business (6th ed.). New York: McGraw Hill, 2007. Print. Kantrow, Benson. â€Å"The Bottom Line: Sony Ericsson Fails To Live Up To Hopes.† Dow Jones International News 1.1(2003): 17-18. Print. Lester, Robert. Case Studies on Failures of International Joint Ventures. London: London University Press, 2008. Print. Sullivan, Daniels. International Business: Environments and Operations. New Jersey, NJ: Prentice Hall, 2007. Print. This case study on Sony and Ericsson was written and submitted by user Dawson Mathis to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Napoleon Bonaparte Essays - French Emperors, House Of Bonaparte

Napoleon Bonaparte Essays - French Emperors, House Of Bonaparte Napoleon Bonaparte Napoleon Bonaparte was possibly Frances greatest military mind ever. He was promoted through the ranks by hard work, dedication and his ability to think quickly. He eventually worked his way up to become the Emperor of France. Napoleon was born on August 15, in the year of 1769. He was born at Ajaccio, Corsica. This was a small island off the coast of North Africa. Napoleon?s parents Letizia and Carlo Bonaparte reserved Napoleon a spot at a French military school, and when Napoleon became old enough his parents sent him away to the school which was in Brienne France. Napoleon was not well excepted by the other students at the school. They felt he was a foreigner and Napoleon became a loner devoting all of his time to his studies. After Napoleon?s graduation he continued his military schooling by going on to attend the Cole Military Academy in Paris. Napoleon spent one year there before he was assigned to an infantry unit as a second lieutenant. His unit did not see much action in its fist few years, but Napoleon still managed to show his leadership qualities. In 1789 the French Revolution began. Napoleon look forward to the revolution, and supported it. In 1793 at the siege of Toulon, loyalist leaders and British troops clashed in fearsome battle. Napoleon fought heroically and the British were driven out. As Napoleon?s reward he was given a promotion to general and his own infantry unit. Ufortunitly Napoleon ran into some bad luck, the leader of the French Revolution Maximilien Robespierre became power hungry and lost control. His own men mutinized against him and executed him. Bonapart was also captured and briefly imprisoned because he was a member of Robspierre?s faction. Napoleon was freed just two months later. In 1795 a revolt began in Paris over a new constitution that was presented by the National Convention, the National Convention was name the of the new government that had taken power in France. Napoleon received orders from Frances military leader to defend the convention, and control the situation. Upon his arrival Napoleon realized that the crowd had turned into an ugly mob. Napoleon was able to take control of the situation, disperse the mob and restore peace. Paul Barras who was in control of the French military was so impressed with Napoleon he promoted him to commander. Napoleons next duty was to carry out a series of operations in Italy that would ideally divide and conquer the Sardinian and Austrian armies in Italy. Napoleons plan was to divide the opposing force into two parts. He would then throw his force at one half before the other half had time to rejoin them. Using this tactic Napoleon destroyed the Sardinian armies. Napoleon could not be stopped. The King of Sardinia started talking of peace but Napoleon did not listen, he continued his path of terror and completely wiped out the Sardinians. Now Napoleon was determined to defeat the Austrians. Napoleon first attacked a large Austrian army in Mantua. The Austrian?s sent four separate brigades of reinforcements to help hold off Napoleons army but it wasn?t enough. Napoleon?s army still defeated the Austrians at Mantua. Napoleon continued to forge his way through the country. In 1797 when he came with in eighty miles of Vienna, the Austrians knew they were defeated and surrendered.. After the surrender Napoleon negotiated the treaty with the Austrians, which obviously greatly favored France. Napoleon in total had won 14 pitched battles and 70 combats. Also whenever Napoleon took over a rich lands he used those lands to feed and pay his army, and then the rest would be sent back to France. This greatly helped their poor economy. When Napoleon returned to France he received a heroes welcome. Napoleon was overwhelmed with the support he got from the people. He knew that this would be the perfect time to pursue an office in politics. Napoleon had dreams of being the next Alexander the great. He asked the government if he could take a large army to Egypt. Napoleon thought that if he conquered Egypt he could attack the English by surprise and cut off their trading routes. Napoleon brought 35,000 troops with him to Egypt. He won

Free Volunteer Income Tax Clinics Canada

Free Volunteer Income Tax Clinics Canada Updated: 03/06/2014 If you need help completing your Canadian income tax return and you cant afford an accountant or commercial income tax preparation service, take advantage of the Volunteer Income Tax Preparation Clinics offered by the Canada Revenue Agency. These free clinics are offered every year between February and April at locations across Canada. Eligibility Requirements Trained volunteers can help you with your taxes if you have a straightforward income tax return and your income is low. The program has basic eligibility requirements, including maximum income levels. Community organizations can adapt their own eligibility criteria depending on their economic location and capabilities, so check with the individual clinic. They can not help with income tax returns for: deceased individualsbankruptciescapital gains or lossesemployment expensesbusiness or rental income and expenses See Also: Filing Your Canadian Income Taxes - The BasicsHelp With Your Canadian Income Taxes

Critique of Research Article Term Paper Example | Topics and Well Written Essays - 1500 words

Critique of Research Article - Term Paper Example Urinary Tract Infection refers to the presence of germs in the urinary tract. It is a very common type of infection like respiratory tract infection. Having a catheter within a urinary tract increases the chances of a urinary tract infection. It also makes it harder to treat the original infection for which catheter was using. Bacteria will grow in it if the urinary catheter is left in place for a long time. A large number of bacteria in the urinary tract may result in a harmful infection. Most catheters associated urinary tract infections are caused by bacteria. Wilson and Jenner (2007) stated: â€Å"The presence of a urethral catheter interferes with the natural mechanism. The urethral catheter is thus a major predisposing factor in urinary tract infections in health services.† (P: 217) Researches done in the filed of nursing practices improve the practice of nursing and health services along with raising the standards of the profession but not every research is properly don e and can be considered to bring a change in nursing practice. Such researches must be evaluated to estimate the worth of the study and the evidence provided in it to critically appraise the study. ... The study population here is the people experiencing urinary tract infection due to catheterization. The major outcome being measured is the occurrence of urinary tract infection due to the use of catheters. The aim of this study paper is to test the effectiveness of a â€Å"newly designed urine-collecting system containing an antibacterial device which slowly releases silver ions onto the inner surface of the system† to prevent or reduce the chances of UTIs due to the use of catheters. The purpose of this research is feasible, relevant, healing and interesting. The study provides an abstract of the complete study which gives a quick view of its objective, study population and the conclusion derived. The abstract is usually considered as an essential part of an article in order to convey its important points to users with very limited time. The writers divide the abstract into five parts i.e., objective, patients and methods, results, conclusions and keywords. Abstract also re veals the focus and important aspects of the study according to the researchers. The actual study begins with the part of introduction. The introduction part is important because it defines the problem that is to be resolved and the reason why it is important to resolve that particular problem. In a standard research study, this part is divided into three parts which are background, rationale, and conceptual framework of the study. But this paper does not provide such a consistent introduction. The introduction is lengthy and not divided into these formal parts. The next part in a standard research paper should have been the literature review which is a collection of information about former researches conducted in relevance with the topic of the research. However

Week 3 DISCUSSION QUESTIONS Assignment Example | Topics and Well Written Essays - 250 words

Week 3 DISCUSSION QUESTIONS - Assignment Example Then, the parties having an agreement need to have capacity. Also, the performance and subject matter of the contract need to be steady with public policy and have legality (pp. 131). A contract can be modified when both parties agree in changing the terms found in the original agreement. A contract could either be modified in part or in whole. This depends on the desires of the parties. Promissory estoppel applies when promises made earlier and are relied on, are needed to be enforced (pp. 143). This law applies when there is no use of a formal contract. For example, when an employee is promised to be paid a certain monthly amount for the duration of his work, an official contract may not be applicable unless the employer specifies that this is in exchange for a valued substance. A partial breach of contract is one which applies to an ancillary or minor detail of the contract (pp. 149). For example, this breach would take place if a plumber and a homeowner agreed to have the carpenter use a purple cloth on the chairs but the carpenter ends up using a red one. It is seen to be a partial contract as it does not go to the center of the contract. On the other hand, a material breach may be seen as a serious form of breaching a contract. The value of the contract is affected negatively by the breach. For example, let’s say the agreement between the homeowner and the carpenter was to use mahogany wood in making the chair as it is durable and strong. Because the carpenter wants to save some money, he does not use mahogany and instead uses a cheap wood that is not strong and durable. This is a material breach as the fault in the agreement’s performance goes to the durability of the

How Societies Depend on Computers Essay Example for Free

How Societies Depend on Computers Essay In the 21st Century, the society that we live in has become highly dependent upon computers. The computers have increased the efficiency of the human resource by many times. It not only saves the society from a lot of work, but also acts as a source of entertainment. It is not only helping professionals in their office work but also helping children in their initial development. Businesses have reduced their requirements of human resource as they have adopted the computers in their processes. Teachers and professors use computers today to aid in their lectures and activities with the students. The students are highly dependent upon the computers as they study online, word process their assignments, print their documents, study from e-books and search for anything that they do not understand in the lectures. The professionals in the workplace use computers to manage their work, to make schedules, take notes, for accounting practices and for getting assisted in decision making. Many corporations have implemented systems using computers as an alternative to the human resource. Systems such as Enterprise Resource Systems (ERPs), Customer Relationship Systems (CRMs) and Decision Support Systems (DSS) help the top level management as well as the lower level staff to engage in best practices. Through these systems, the corporations reduce their costs, reduce inventory holding and get rid of excessive labor. The use of computers is not limited to the business today as governments have also started to incorporate computer systems in every aspect of public systems. Computers help monitor the traffic and manage the traffic through traffic signal lights and fines system. The computers have made it into the kitchens of households as they control the microwave heaters, fridge, freezers etc. The computers are also now everyone’s pockets these days as smart phones are getting common and cheaper day by day. The traditional mails are replaced 95% by e-mails, which are free, and the access to internet has also enabled many other services. Computers are also replacing televisions in many homes as they include DVD players and are less costly. The general-purpose attribute of the computers are making them everyone’s favorite. Everyone has some or the other use of computer daily. The banks are shifted to computers and internet banking has thrived. Where the computers are helping so much, they are also causing a lot of distress for many people and pain. Internet has made hacking easier for the hackers with the criminal intent. These hackers can erase important data and cause losses over millions. The popularity of computers has also brought with it the popularity of porn over the internet. There is no one who can stop children of illegal age to watch porn over the internet. Some say that the new generation is getting spoiled because of the access to the internet and computers at home and at schools. With the advent of computers, the privacy of the people has been stolen from them as anyone anywhere can take photographs from digital cameras and make videos. However, the society would still have suffered if there were no computers. We would still be living in the middle ages if the use of computers would not have flourished in the society. It would not have been possible to have a video chat with your relative living in another continent for free if the computers would not have been invented.