The underground water in the uae area and their quality, distribution Case Study

The underground water in the uae area and their quality, distribution and their effects in plantation - Case Study Example The need for water in agriculture, domestic and industrial use remain the primary areas where significant volumes of water are necessary to run the economy of U.A.E not to mention sustaining the livelihood of about 1.4 million people living in U.A.E (Heard-Bey 98). Because of poor quality water in most underground water sources, U.A.E have to contend with desalination of water as show in appendix A. While U.A.E has the least number of rainfall in the, a characteristic of many nations in the Arab Peninsula, the Emirates have the highest number of water use. The amount of water use per-capita in the U.A.E is the highest as compared to any part of the world. Despite the high rate of water use in U.A.E, there demand for water outstrips the supply given that U.A.E has less surface water. The primary source of water in the U.A.E is underground sources, which contribute to meeting the demand of water for domestic, industrial, and agricultural use. The underground water sources provide the h ighest amount of water from well such as one figure 1 depicts. Even with water quality being low due to salts, underground water remain significant resource. ... While the U.A.E have a varying landform, there are several aquifers. Appendix B shows a representation of the main aquifer system in U.A.E that provide underground water sources. In the U.A.E, the primary aquifer system that determine the distribution of underground water consist of alluvial aquifer system, the Batinah coastal plain aquifer, and the deep carbonate aquifer system. The alluvial aquifer system is made of sand, cobbles boulders, and pebbles and stores underground water of nearly 5,280 x 10 9 cm3. The second aquifer system—the Batinah Coastal Plain Aquifer—consist of course sand, boulders, and gravel. In this aquifer system, well sunk are shallow and allows drawing of water because water levels are high and often above the sea level. The third category of aquifer systems is the deep carbonate aquifer system. This system has thick carbonate rocks that stretch across the southern part of Abu Dhabi. This aquifer demonstrates the characteristics of a system unde r an artesian condition. Statistics from the U.A.E Ministry of Agriculture and Fisheries reveal that all the seven Emirate have close to 76,000 sources of ground water. These wells produce water used for domestic purposes across the U.A.E. The cumulative production of water from these underground well totals to 137.5 Mm3. Most of the underground water sources have an age between 12,000 and 40,000 years pointing to water deposits that have taken long time to accumulate in the aquifers. Across the U.A.E, the main underground sources of water belong to three aquifers, which represent one of the factors that influence the distribution of underground water. Other factors that play a role in determining

Summary and Critical Analysis Marketing and Business Development Essay

Summary and Critical Analysis Marketing and Business Development - Essay Example Process: The author described the process as a two way communication between the buyer and seller, which if remain successful and satisfying to the buyer leads to agreement between the parties for rendering services. The author also described Negotiation and provide suggestion for reaching to a win-win solution. The author further subdivided this process in the following divisions: The Buyer Decision making Process: After presentation and other presales activities grant the buyer necessary time for decision making as they have to think about the alternatives and make price benefit analysis. Do not stress the buyers by making numerous and do never let them think that you are begging for the sale of your services. Buyer Demographic: The author also provided guidance about the buyers by categorizing them in Four generations, the mature, the baby boomers, generation X and generation Y describing their characteristics for their understanding. Features and Benefits: As sample of services cannot be provided to the clients for inspection. The tool that is available to interior designers is to describe the features of their services and the benefits that can be obtained from rendering of their services tactfully for obtaining successful sale agreements. Critical Analysis of the Chapter: The author provided suggestions and explanations but limited them to interior design service only. Some suggestions provided are not cost effective and targeted (cold calling) and some could be considered illegal (e-mails). The suggestions provided are somehow for ideal conditions. The ideas given in the chapter lack sequencing. There basis for buyer demographic is vague. In previous chapter total sales process were discussed and suggestion were provided on each item in the process. The most important part in that process was presentation to the potential client which itself is another process and a decisive factor for the both the buyer and seller of services. Therefore the author

Branch of government Essay Example for Free

Branch of government Essay The executive branch is the most important government branch. The executive branch is the 3rd branch of government and with out it, the entire system would be backwards and out of order. The executive is the branch of a government charged with implementing, or executing, the law and running the day-to-day affairs of the government or state. The de facto most senior figure in an executive is referred to as the head of government. The executive may be referred to as the administration, in presidential systems, or simply as the government, in parliamentary systems. The Executive branch provides national security and without national security there would definetley be no order and protection in the nation. The executive branch makes the President the commander in chief, the executive branch also makes the president the economic leader. The president appoints cabinet members, the cabinet contains the Secretary of State, the Secretary of the Treasury, the Secretary of Defense, the Attorney General (Justice Department), the Secretary of the Interior, The Secretary of Agriculture, the Secretary of Commerce, The, Secretary of Labor, The Secretary of Health and Human Services ,the Secretary of Homeland Security, the Secretary of Housing and Urban Development, the Secretary of Transportation, the Secretary of Education, the Secretary of Energy and, the Secretary of Veterans Affairs. The executive branch is the most important branch of government because without the cabinet and all the departments, the country would be in turmoil. If there were no laws to execute then the whole country would be out of order. If there was no executive branch there would be no running the functions of the state, managing the bureaucracy, and deciding how to enforce the law. The organizational structure of the executive branch will determine the relationship between the heads of state and government respectively. The Executive Branch also carries out the laws. In a presidential system the leader of the executive branch is at once the head of state and head of government. In a parliamentary system, a cabinet minister with the title of prime minister is head of government, while the head of state is a largely ceremonial monarch or president.

About Leadership In Sport And Leisure Sport Essay

About Leadership In Sport And Leisure Sport Essay Do not forget that you are required to keep a copy of all of your submitted work. I certify that this assignment is my own work and that all sources of information have been acknowledged. This report critically analyses the role of leadership to managing people in sport and leisure organisations. It uses critical thinking methods to demonstrate the definition of leadership, the human resource management in sport leisure organisation, the difference between management and leadership and some key theories of leadership. Finally, it analyses to analysis a case studies through one practical sports organisation as example. The purpose is to make logical recommendations for improving the fitness club management ideas to build a strong cohesion and loyalty of staff ranks high. The Definition of Leadership Leadership was defined by Parry (1996: 2) who stated that â€Å"Leadership is the presentation by a person of some identifiable goal or vision or future state that people can desire; and the generation of a willingness within those people to follow the leader along a socially responsible and mutually beneficial course of action, toward thatgoal.† This concept of leadership seemed ambiguous; it did not emphasis the effectiveness of leadership and major characteristics. Leadership probably means having a long term vision and to stimulate the people follow he or she to achieve their common goal for the companys future development. Strange and Munford (2002) believed that the direct leadership comes from the personal charismatic leadership; this could be the best way to influence and motivate people. Therefore, Wunderer and Grunwald (1980: 232) defined â€Å"leadership as a goal-oriented and social impact to fulfill common tasks in a structured work environment.† Because of many kinds of notions about leadership, it always led to confusion between leadership and management. As far as this point is concerned, the following essay will research the role of leadership in an essential position in the management environment. Simultaneously, it will evaluate the process of human resource management. Human Resource Management Human Resource Management system plays a significant role in a company or organization. It directly impacts on this organizations strategic implementation in each step and controls the speed of development with their competitors in the same sphere. Heathfield (2010) proposed that â€Å"Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.† Moreover, in the past in USA, HRM concentrated on the human relations in the enterprise management and employees relations in the working environment; Due to industrial psychology, it applies consolidated systems and strategies commonly, HRM was also considered as personnel management (PM) in the UK (Chadwick and Beech, 2004). According to the above statements, it was obviously seen that a manager was set in a core position in the HRM system. The mangers main responsibility was to deal with issues related to people, such as recruitment, to choose who the most appropriate person for this vacancy is. As Taylor et al (2008) said the HRM system was the first level of administration in people management system, while encouraging more organizational activities. How can we evaluate the organization owns a good HRM system or not? It focuses on the Strategic Human Resource Management (SHRM) system. Operational effectiveness and strategic positioning were two fundamental methods to support the organization in outperforming their rivals in an industry (Porter, 1979). These two points could stimulate the organization have to perform better activities than other competitors and create some unique advantages in the same industry. However, Taylor et al (2008:128) commented that â€Å"a focused strategy requires a competitive position based on cost leadership or differentiation†. Wright and McMahon (1992: 295) gave a definition of SHRM as, â€Å"the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals†. The purpose of SHRM was to choose the best appropriate candidate take part in their own organization whilst increase the organization marketing segment in the industry. Sport organization was a good example, each sport clubs would like to attract a famous coach or athlete, like in National Basketball Association (NBA). There was no doubt that NBA draft was the best opportunity to provide for each team to choose a potential player in every year. However, in the practice of organization, SHRM system did not only focus on some basic HRM skills, but also extended the range of relevant management techniques, for instance, high-commitment work system, the process of recruitment, leadership philosophy and the development of process of the organization (Taylor et al, 2008). In brief, the present approach of SHRM still in the traditional HRM scope; it lacked practical circumstance for an organization to operate their performance in different situations. Particularly in a sport organization, if it could combine the HRM rational theory and operate the SHRM in a practical process of organization, it would bring more outcomes for the organizations long term development. In addition, managerial leadership was an indispensable part in the SHRM. Hence, the next part of the essay will look at the differences between management and leadership. Differences of Management and Leadership Regarding the issue about relationship and the distinction between management and leadership, different people will have their different perspectives. In the early stage, a professor named John Adair (1988) made use of etymological origins to explain the difference in a magazine interview; Adair revealed that â€Å"leadership† stems from an Anglo-Saxon word; it means that a road, a way, the path of a ship at sea, a common sense of direction, whereas â€Å"management† was from a Latin word â€Å"manus†, it means a hand and it has to do with handling a sword, a ship, a horse. It is easy to remind people what entrepreneurial engineers and accountants were doing when starting and administration businesses and how they gained the currency in the 19th century. Nevertheless, since the leadership development in recent years, more functions have been appeared, such as planning, organizing and controlling work. These functions are similar to the functions of management in my view. Managers always make a plan, organize the activity and administrate the limit resources to realize some common objectives (Gill, 1997). Meanwhile, managers could communicate with his or her employees, but leaders usually influence and inspire his or her employees. Behind each leader there is a support team and followers, however, managers just have their subordinates. In my opinion, management focuses on implementing the whole plan through the managers ability and making the utmost of the managing resources, whereas leadership emphases the individual persons idea and imbues with the main spirit to their employees. In brief, the final goal for good management or leadership is to win the hearts and minds of their people. Leadership Theory Leadership was deemed as a process of a leader to impart unique ideas to other people through his or her individual managing strategy. Popper and Zakkai (1994:3) believed that â€Å"the essence of leadership is to make people do what you want them to with as much will, determination and enthusiasm as if they had decided for themselves.† From the past several years research, leadership literature mainly focuses on: which types of leadership theory is close and more appropriate for present leader to exert their leadership function. Lewin et al (1939) implied that the subordinates performance decides which kind of flavor of leadership theory fits this organization; furthermore, different kinds of training programmes related with leadership have emerged. Notably in the current situation, outward bound development plan is the most popular approach was adopted in most organizations. The rest of this report will review some major theories of leadership and the purpose is to analyses of the real case in the last part then to propose some recommendations for improvement. l Trait Theory Leadership traits theory is the original theory and it concentrate on the leaders characteristics. Cartwright and Zander (1968) stated that an effective leader should possess the following certain qualities: intelligence, reliability, sense of responsibility, greater energy and social activity. Regarding these qualities; it is easy to find that most of them require the leader to keep on cultivating himself in the future not are inborn. The ‘Personality Era of ‘Great Man theories were proposed by Van Sters and Field (1990:29) who said that â€Å"effective leaders at one time were believed to show common characteristics that cause them to behave in certain ways.† However, this theory was challenged in the 2000 World Economic Forum report. The report indicated that many successful companies always change their Chief Executive Officer (CEO) to ensure that their business prospers. Whereas most CEOs succeed in their first organization, they often fail when enter for a ne w organization. This point demonstrates that in fact the leaders have not acquired all the leadership traits and that is little connection between CEO style and organizational performance. Also the trait theory was not to judge the leadership situation. l Situational Leadership and Contingency Theory Situational theory is more focused on the situation and the group of followers. This way is more practical and good for the leader to acknowledge their followers and situations. This approach does not consider the whole organization or the current requirements of the individual leaders group. Contingency theory of leadership mainly analyses three factors between leaders and followers. The first one is Fiedler (1968), who proposed the extending definition of the followers and of the work structure of the subordinate. The second one is how the leader uses his or her authority and depends on his or her subordinates. The third one is the existing relationship between the leader and followers. The leaders charisma attracts the followers and the followers reverence for the leader. l Leadership Style Theories Leadership style theories are concerned with the leaders behaviour and do not pay attention to the individual characteristics of the leader. Through these theories, some researchers discovered that the manager who considers the employee as the centre may gain more results and effects than the manager who focuses on tasks. This point is evaluated by the leaders performance value. If the leader views the situation from the perspective of a boss, he or she priorities the tasks above the employees. However, if he takes the employees view into consideration, he or she values both the task and the employee. So the later approach is more encompassing. Of course, as a leader, pay more attentions on the employee behaviour can bring his or her work more benefits than only concern with the task as a centre. l Transactional Leadership This kind of leadership turns out to be more popular in most organizations. Popper and Zakkai (1994:6) accepted that â€Å"transactional leadership contains a basic mechanism of exchange relations which becomes possible when there is no outstanding sense of impending threat or anxiety†. Transactional leaders shall use management-by-exception, actively or with contingent rewards (Gill, 1997). Generally, the management-by-exception includes making objectives and regulations, taking charge of the progress and discovering mistakes and then enhancing the effectiveness of leadership. However, transactional leadership ignores the employees desires and motivation; it focuses on how to achieve the goal through the followers. Many empirical examples prove that transactional leadership might cause performance that meets expectations (Gill, 2003). l Transformational Leadership This pattern of leadership is a good approach in order to stimulate the followers and subordinates interested in accomplishing the goal and enhance their self-development. Alderder (1972) agreed that transformational leadership should pay more attention to the leaders developmental requirement. Furthermore, Bass (1991) revealed that there exist the following four aspects of transformational leadership behaviours. Individualised consideration Intellectual stimulation Inspirational motivation Idealised influence (charm) Analysis of a Practical Sports Organisation Example During a period as a sports trainee in Beijing, an example of a process of leadership change was witnessed by the author. This fitness club was set up in 2003 and it was been open for 5 years. In the early period, the former fitness club managers original plan was run a small business and serve whiter collar workers and students around the university. Hence, his focus point is how to attract more customers and increase sale volume rather than make an integrated management system for his subordinates to enhance the whole level of this fitness club service. He is a typical laissez-faire leader in the hearts of his employee. Popper and Zakkai (1994:3) claimed that â€Å"an effective leader, according to the criteria of this approach, is a sensitive psychological diagnostician who accurately discerns subordinates needs and expectations and responds to them accordingly.† In addition, his behaviour assesses the various theories. When the employee proposes their suggestions or questions during each weekly meeting, the leader always says these opinions were correct but never realizes it. In terms of this point, several senior level coaches began to leave whilst some old cus tomers also followed by their coach left this club. These results led to the club faceing bankrupt and merger by other large fitness corporation. In 2005, this fitness club was taken over by the Bally Total Fitness Corporation. As the new leader was transferred to this club, he brought a totally new management system. He used transformational leadership theory, through exploiting subordinates intellectual stimulation and inspirational motivation to improve employee vision. Transformational leadership is more important when the company faces uncertain markets. A new recombination has to be innovated to remain in the competitive environment (Gill, 1997). First of all, he reformulated the current staff while reducing the number of staff. Second, he advised each coach to take ACE (America Certificate Exercise) certificate to make use of their personal time. Third, he added some new reward regulations, such as providing a free nutritional breakfast for early morning shift employees. Furthermore, the company will organize one outside sports event consisting of employees and their family members to join in each year on anniversary da y. Apart from these, to keep more regular customers and attract more potential customers, he adopted some kinds of exercise classes especially arranged different coaches for different ages. Another side is, he is a patient person who can listen to each employees suggestions about the club development and communicate with his employees frequently. For instance, one employee proposed that the club could publish their own health tips each month focus on their current membership. After one month, this was realized and clubs first month health tip flyer was put up in the club information bar. The theory of motivation, Horner (1997) stated that the degree of satisfaction of employees could be thought of as motivators; only one motivation the employee could achieve the goal. Others motivation theories were concerned with what behaviour the leader needs to influence their subordinates. Apart from that, Alderfer (1969:142) proposed that â€Å"there may be only three needs: existence needs, relatedness needs and growth needs in a hierarchy of concreteness, and people may be motivated by multiple needs at any one time.† Since this new manager uses a logical leadership management method, it results in revenue fitness club turn flourishing and the scale began to extend. Of course, the marketing share also rank at the top compared with other competitors. However, the most essential reason is the new manager used a correct leadership theory and rationally applied the realization. Conclusion To sum up the role of leadership in a sport and leisure organizations, the leaders behaviour could influence each subordinates psychology, the leaders management method decides the companys development trend to success or failure. Through the authors experience of two leaders behaviour in a real sport and leisure organization, how to create more motivations for their employees, how to encourage their employees are more important and practical than only depend on some formal traditional leadership theories. The significant value for the leader is to let the subordinate follow your path of company development. Consequently, discovering more new management techniques from experience are the most effective ways to manage modern organizations. Reference: Alderfer,C.P. (1972). Existence, Relatedness and Growth, Human Needs in Organizational Settings, New York, The Free Press. Cartwright,D.C. and Zander, A., (1968). Group Dynamics. The 3rd edition., London, Tavistock. Chadwick, S and Beech, J. (2004). The Business of Sport Management. Harlow, Prentice Hall. Fiedler, F.E., (1968). Group Dynamics. 3rd edition., London, Tavistock. Parry, K. (1996). Transformational Leadership. Melbourne, Pitman Publishing. Taylor et al. (2008). Managing people in sport organizations: A strategic human resource management perspective. Oxford, Butter worth- Heinemann. Wunderer, R. and Grunwald, W. (1980). Fuhrungslehre: Grundlagen der Fuhrung. Berlin, Walter de Gruyter. Alderfer, C.P. (1969). A new theory of human needs. Organizational Behavior and Human Performance, 4, 142-175. D.A. Van Sters and R.H.G.Field (1990). The evoluation of leadership theory. Journal of Organizational Change Management, 3(3), 29-45. Grill, R. (1997). New Directions in Leadership. Leadership Trust Foundation, 16 March, 1994. Grill, R. (2003). Towards a General Theory of Leadership. Leadership Trust, 31 January, 2003. Horner, M. (1997). Leadership theory: past, present and future. Team Performance Management, 3(4), 270-287. Lewin, K et al. (1939). Patterns of aggressive behaviour in experimentally created social climates. Journal of Social Psychology, 10, 271-301. Popper, M. and Zakkai, E. (1994). Transactional, Charismatic and Transformational Leadership: Conditions Conducive to their Predominance. Leadership and Organization Development Journal, 15 (6), 3-7. Poter, M.E. (1979). How competitive forces shape strategy. Harvard Business Review, 57(2), 137-145. Strange, J.M. and Mumford, M.D. (2002). The origin of vision: charismatic versus ideological leadership. The Leadership Quarterly, 13, 343-77. Wright, P.M. and McMahon, G.C. (1992). Theoretical perspective for strategic human resource management. Journal of Management, 18 (2), 295-320. Heathfield, S.M. (2010). [online]. Last accessed 23 March 2010 at: http://human resources.about.com/od/glossary/f/hr_management.htm.

Shakespeares Macbeth was a Tragic Hero :: Free Macbeth Essays

Macbeth was a Tragic Hero Macbeth exhibits most, if not all, of the classic traits of a Shakespearean tragic hero almost flawlessly. From his rise to greatness to his ultimate destruction and death, he is most certainly a tragic hero. At the beginning of the play, Macbeth is a thane--a high-ranking vassal to the king, much like a duke. Macbeth is also an extraordinary general. Macbeth meets three witches after his victory in a great battle. The witches already know his weakest point and act upon it. Their prophecies rap into his pride he becomes their overly-determined puppet. Ultimately, Hecate's final words in scene III.5 show us the true intent of the witches: "He shall spurn fate, scorn death, and bear His hopes 'bove, wisdom, grace, and fear: And you all know security Is mortals' chiefest enemy" (3.5.30-33). These lines give us a give us a glimpse at the witches' intent. Hecate's words also tell us a little bit about Macbeth and his pride. Although many have argued that Macbeth's flaw was "over-ambition", this author would have to disagree. Macbeth's pride ultimately was what killed him. His pride was what brought him to power as the witches prophesied. It fed his determination, and finally, in Act V, Macbeth's final lines show this pride in full-blook at its ugliest: "I will not yield, To kiss the ground before young Malcolm's feet, And to be baited with the rabble's cause. Though Birnam Wood be came to Dunisane, And thou opposed, being no woman born, Yet I will try the last. Before my body I throw my warlike shield. Lay on, Macduff; And damned be him that first cries "Hold, enough!" (5.8.28-34). If Macbeth had had less pride, he would likely have acted much differently. For one, he would have been more discerning of the witches and much less willing to believe the prophecies of his death. Macbeth has victories in many battles. His victories surely fill him with pride. His captain tells King Duncan of his victory in the following lines: "As the sparrows eagles, or the hair the lion. If I say sooth, I must report they were As canons overcharged with double cracks; So they doubly redoubled strokes upon the foe" (1.

Essay --

1) Short Introduction The wine sector has a long history that dates back to early human history, when fruit juices accidentally fermented, leaving behind a pleasant drink for people to enjoy to the present. Wine is a mark of cultural heritage; it is an ancient and celebrated drink; it is an international symbol of festivity. About 6000 BC, the first trade took place between the Ancient Armenia and Babylon. With the social and technology development, wine sector not only develop more precise control of the brewing process, but also develop a variety of new brewing methods. In the modern era, wine spread from Europe to the New World along with the conquistadores and colonists of the 16th and 17thcenturies, so they are divided into the Old World and the New World, the New World stands for the US, Australia, New Zealand, Chile and Argentina, the Old World represents France, Germany, Italy, Spain and Portugal and other countries. The Old World stands for traditional and history, while the New World implies tec hnology and marketing. The New World has very few restrictions, producers are free to plant whatever grape varieties they want and make the wine however they deem appropriate. On the contrary, the Old World has to follow a detailed set of rules that govern what can be planted, density of planting, training and pruning methods, and so on. With the increase of competitive, there is a need for it to adapt to new conditions and market demands to stay profitable and continue its success. As far as regional origins are concerned, the French vineyard can be classified into 14 main wine- producing regions, which are, as ranked in terms of quantitative and qualitative importance: the Bordeaux, Burgundy, Beaujolais, Champagne, Alsace, Jura... ...gional wine producers were traditionally specialized in table wine, characterized by a relatively low quality and brand power, which created additional barriers to successful strategic differentiation and market re-positioning. 6. Languedoc Roussillon is not well known like Bordeaux and Burgundy, so it needs to let world to be familiar with it and improve promotion. 7. Lack of knowledge and skills. Many small wine producers were organized as traditional family firms, with exclusive agricultural and production expertise passed down from one generation to the next. In the past, the relatively constant level of demand did not require specific commercial or marketing skills to sell the produced wine. Therefore, many producers lacked the necessary expertise to understand the long-term consequences of the market failure, and the capacity to take decisive strategic action.

Effects of Discriminatory Practice Essay

Negative behaviour is being aggressive and violent towards a person or a thing. For example if someone is getting discriminated for any reason such as age, culture, sex, appearance or many more their behaviour may become negative towards themselves or others. This is a potential effect of discrimination because they may feel that they have had enough of being discriminated and become aggressive towards the person who is discriminating against them. When a person has negative behaviours because of discrimination they may feel angry and feel that everyone is being discriminative towards them and may feel that they need to do something to stop people from discriminating them. For example in the questionnaires I collected my information from a person was discriminated about their race in a setting which made them upset and angry so they became violent and aggressive towards the person that was discriminating them. This is a clear example of negative behaviours. Low self esteem Low self-esteem is when a person is pushed out and feels unwanted. Self-esteem is a term in psychology to reflect a person’s overall evaluation or appraisal of her or his own worth. When a person has low self-esteem they can feed off each other in a vicious circle; the more depressed or anxious they become the lower their opinion of their self and their abilities. Things that can lower people’s self-esteem are if people discriminate them about their appearance or if they are unhappy with their self-image. For example in the questionnaires I collected  my information from, a person was discriminated