Five Tips for Planning a Successful Book Launch

Five Tips for Planning a Successful Book Launch If you want to be a best-selling author, theres a way to do it without the long, agonizing process of submitting your work to large publishing companies. Just ask James Redfield, a bestselling American author who got his start selling 100,000 copies of his self-published book, The Celestine Prophecy, out of the trunk of his car. It wasnt long until Warner Books took notice of his self-selling success, and agreed to publish the book. Since then, it has sold over 20 million copies worldwide, with translations into 34 languages. Three sequels, also published by Warner Books, followed.So how does this apply to launching your own self-published book? To begin with, notice how the happy ending to that story only happened because Redfield marketed himself aggressively. Without that self-promotion, the book wouldnt have become a world-wide bestseller, and neither will yours.Tip 1 - Create a stunning digital press kitThe larger publishing houses market their authors new books with digital pr ess kits, and you should follow their lead when marketing yourself. These types of press kits are standard and youll reveal your newbie status if you dont have one, especially if youre hoping to attract the attention of local journalists and reviewers.The goal of your digital press kit is to get medias attention. If you spend time creating a catchy, comprehensive digital press kit, they tend to take notice. Now, what goes in to the digital press kit might vary, depending on which media company you ask. These are all relatively standard, however:A summary of your bookA high-res image of the cover and back coverA quick bio about you, the author (limit this to four sentences)Your photoWays to contact youAny anticipated QAs that the media might havePositive reviews (if any) that your book as received so farAwards (if any) your book has receivedAfter getting your digital press kit together, its time to start finding a venue.Tip 2 - Search out multiple potential venuesThe venue you choos e is important to a launch events success, and will ultimately affect it in many ways- such as the work youll need to put into the event, and how big of a turnout you can expect. The best way to find the perfect venue is to look into multiple possibilities, creating a plan A, plan B, and maybe even a plan C.BookstoresBook launch parties are traditionally held in bookstores, which provides a certain level of literary authenticity to your work. Authors published by big publishers tend to launch their books in bookstores, as well, and youll have an immediate boost in marketing impact due to access to the stores clientele through in-store promotional posters and email lists. As an added bonus, the media will pay more attention if your venue is a bookstore, and youll likely be advertised within the book stores own marketing efforts (newsletters, emails campaigns, print advertising, etc.).The bad news is if youre a first-time author, and the only bookstores in your area are chain stores, this venue might be unattainable. Your best bet is to establish rapport with the bookstore owner and have a knock-out digital press kit, and even that might not work. This doesnt mean you should avoid approaching bookstores entirely- it just means that youll need to think of creative alternatives, as well.A bookstore can be a great venue for a book launch event and can also help your marketing efforts.LibraryPublic libraries might be a great alternative if you are a first-time author, especially if your work includes regional settings or events. Many public libraries offer conference rooms that can be reserved for your book launch event, although you might be limited in your choices of how the event will unfold.A library is a good alternative venue.HomeHosting a book launch party in your own home, or in a friends home, is always an option, particularly if that home is situated in an area that is considered to be an epicenter for the Arts scene. There are several potential down-sides to doing this, though. Local media and publishing agents will be less likely to provide coverage or attend the event, and your guests will likely be limited to acquaintances, friends and family.Use your home or a friends home if the location is part of the Arts scene.Specialty storeIs your book about gardening tips? A local nursery or garden club might be open to hosting your party on their premises. And a local motorcycle store would be a great place to launch an adventure book on motorcycling. Such venues not only lend legitimacy to your expertise on the topic- they also open up a new demographic of attendees through their members or customers, and can help open up your marketing reach through their own newsletters, in-store signage, email list, etc.A specialty store allows you to target a certain demographic.Tip 3 - Be prepared to put on your marketing hatIf you have a book to launch, youve likely worn many hats in the process- researcher, writer, editor, graphic designer, busi ness manager†¦ the list goes on and on. Just as those roles were important in the process of getting your book from an idea in your head to a published creative work, so is the role you must now take on- that of a marketer.How do you do this? Well, the first step is to organize like a marketer. When juggling multiple clients with multiple channels of marketing, a marketers best friend is a spreadsheet. On it, you can keep track of who you contacted, when you contacted them, what they asked for, and the deadline they presented. When the big publishers launch a book, they put their marketers to work contacting booksellers, journalists, critics, reviewers, and a lot of small, regional publications who would be willing to help spread the word about the book launch. And thats exactly what you should do, as well.Online marketingOne of best parts of advertising your book launch online is the cost, which is usually nothing more than time! If you already have a social media account on F acebook, connect an Author page to your primary account and use that to start getting the word out about your book. With the simple addition of an Author page associated with your main account, all your friends will be notified and invited to like your page at the touch of a button. If your writer or author profile isnt on Twitter, make one, and connect with friends there, as well. Or Instagram- wherever your most likely audience will be. You can also design and launch a website to promote your book. Some authors have even put up YouTube videos to communicate information, or give followers a small taste of whats to come.Local publicationsMany self-published authors make the mistake of limiting their marketing channels to the most obvious ones. If you send a press kit to your local newspapers and magazines, an editor or reporter might find it interesting enough to provide free press by doing a write-up on your book launch, or on your book in general. And social media is a highly effe ctive way to get the word out, but dont forget that there are many other publishing channels out there to approach- channels that might bring in a wider audience than you would expect.For example, if you are in a college town, contact professors who might spread the word to their students. Send a link to your digital press kit to student publications, college radio stations, or student bloggers who might be willing to advertise your book launch event.Offer giveaways for free copiesAnother great way to get people interested in your event is to offer a giveaway or a free copy. Everyone enjoys a freebie, especially if its a book copy signed by you, the author, as a memento. Other ways of doing this offering free wine tastings to lighten the mood, or free coffee for those who need a little pick-me-up to their day.Upload your manuscript to InkittWith a self-proclaimed mission of discovering talented writers and turning them into globally successful authors, Inkitt offers a platform where authors can upload their manuscripts to an eagerly awaiting audience. The website allows readers looking for that next great author to read and provide feedback on the book for free. Once authors reach a certain level of reader engagement, Inkitt publishes the manuscript in E-book, Print and Audiobook format.Tip 4 - Dont make the book launch event all about youA fun book launch party is a successful one. If your guests enjoy themselves, they will be far more likely to recommend the title to their friends or followers on social media. So how do you make sure your guests enjoy themselves?To being with, dont make it all about you. Sure, its your book launch party and youre the one who put in the work to write and publish the book in the first place. But before you plan to read excerpts from your writing for an hour- or worse, take your guests through a detailed narrative about how you write and why- focus on keeping it fun and engaging. Your guests are much more likely to appreciate a 10 to 15-minute reading with a QA session following it than they are in listening to a lecture or monologue. Even family and close acquaintances who know you well will enjoy the opportunity to ask you questions.Enlist help because youll need itDepending on the size and situation of your event, you will likely need help with the details involved. This is particularly true if you are hosting it in your home or in a rented space, as bookstores often have events coordinators and PR staff who take care of these details.For example, if parking for the venue is limited, you might need to ask someone to coordinate parking. Nothing would be worse for a nervous author than to be forced to direct traffic before it all begins. If there will be food catering, service or preparation at the event, you will need someone else to handle this for you. Someone has to make sure the caterer gets paid and the introductions are made, and it doesnt need to be you.These are all roles that your closest frie nds, spouse, or family member would likely be willing to take on, but it will require some coordinating on the front end to make sure everyone knows what to do and when to do it. Otherwise, the haphazardness and disorientation that results will scream Amateur!Tip 5 - Provide an honest glimpse into your writing processAvid readers love glimpses into an authors creation process, especially if they connect with the writing on a personal level. Whether its your family members and close acquaintances, or a full audience of intrigued strangers who read- everyone in attendance will be curious about how you wrote it and why. Here are a few questions to ask yourself while preparing to do this.Why did I write this book?Whats the story behind the books initial inspiration?How (as in what setting, situation, or routine) did I write it?What did I learn in the process?Going forwardWith a little creativity and a lot of work on the front-end, you can find ways to use your book launch to make a fir st impression that counts. And hopefully- that first impression will turn into bestseller lists and success as a self-published writer.

Marie Zakrzewska - Early Woman Medical Doctor

Marie Zakrzewska - Early Woman Medical Doctor Marie Zakrzewska Facts Known for:  established the New England Hospital for Women and Children; worked with Elizabeth Blackwell and Emily BlackwellOccupation:  physicianDates:  September 6, 1829 – May 12, 1902Also known as: Dr. Zak, Dr. Marie E. Zakrzewska, Marie Elizabeth Zakrzewska Background, Family: Mother: Caroline Fredericke Wilhelmina Urban: trained as a midwife, her mother was a veterinary surgeonFather: Ludwig Martin ZakrzewskaSiblings: Marie Zakrzewska was the eldest of six siblings Education: Berlin School for Midwives – enrolled 1849, graduated 1852Western Reserve College medical school, M.D. in 1856 Marie Zakrzewska Biography: Marie Zakrzewska was born in Germany to a family of Polish background. Her father had taken a government position in Berlin.   Marie at age 15 cared for her aunt and great-aunt.   In 1849, following her mother’s profession, she trained as a midwife at the Berlin School for Midwives at the Royal Charite Hospital.   There, she excelled, and on graduation earned a post at the school as head midwife and professor in 1852. Her appointment was opposed by many at the school, because she was a woman.   Marie left after just six months and, with a sister, moved to New York in March 1853. New York There, she lived in the German community doing piecework sewing.   Her mother and two other sisters followed Marie and her sister to America. Zakrzewska became interested in other women’s rights issue and in abolition.   William Lloyd Garrison and Wendell Phillips were friends, as were some refugees from Germany’s 1848 social upheaval. Zakrzewska met Elizabeth Blackwell in New York.   On finding out her background, Blackwell helped Zakrzewska get into Western Reserve’s medical training program. Zakrzewska graduated in 1856.   The school had admitted women into their medical program starting in 1857; the year Zakrzewska graduated, the school stopped admitting women. Dr. Zakrzewska went to New York as a resident physician, helping establish the New York Infirmary for Women and Children with Elizabeth Blackwell and her sister Emily Blackwell.   She also served as the instructor of nursing students, opened her own private practice, and at the same time served as the housekeeper for the Infirmary.   She became known to patients and staff as simply Dr. Zak. Boston When New England Female Medical College opened in Boston, Zakrzewska left New York for an appointment at the new college as professor of obstetrics.   In 1861, Zakrzewska helped to found the New England Hospital for Women and Children, staffed by women medical professionals, the second such institution, the first being the New York hospital founded by the Blackwell sisters. She was involved with the hospital until her retirement.   She worked for a time as the resident physician and also served as head nurse. She also served in administrative positions.   Through her years of association with the hospital, she also maintained a private practice. In 1872, Zakrzewska founded a nursing school associated with the hospital.   A noted graduate was Mary Eliza Mahoney, the first African American to work as a professional trained nurse in the United States. She graduated from the school in 1879. Zakrzewska shared her home with Julia Sprague, in what might have been, to use a term not used until later years, a lesbian partnership; the two shared a bedroom.   The home was also shared with Karl Heinzen and his wife and child. Heinzen was a German immigrant with political ties to radical movements. Zakrzewska retired from the hospital and her medical practice in 1899, and died May 12, 1902.

Learning objectives Assignment Example | Topics and Well Written Essays - 1000 words

Learning objectives - Assignment Example The skills learnt during the first objective attainment were observation skills, learning the prevailing theories in HR field, updating my knowledge base for working in HR department and problem solving skills. In HR, it is important to have good observation skills so that the employees’ performances can be monitored and in order to motivate them, it is important to have up-to-date information about market trends regarding employees’ pay and need to be proactive in solving the HR problems. I recommended the HR head to develop a policy in which the HR problems are solved by a separate committee so that time of other employees in HR department is saved. There were twenty employees in the HR department and when some issue was raised, ten employees were assigned the task of resolving it. Hence, my suggestion was taken into consideration and five employees were given the responsibility of resolving any HR related issue. Initially, I faced some problems as my writing skills were not strong but eventually I learnt how to communicate the message correctly and clearly. I was partially able to complete my learning objective at the end of my internship programme. When working in HR department, it is important that one has good communication skills as it helps employee to communicate with each other effectively and understand other employees with whom you are working as a team (Torrance, 282). During my internship, I had to interact with many employees and my supervisor used to give me the responsibility of communicating HR policies to employees in other departments via emails on Intranet. While fulfilling this objective, I learnt how to effectively use the communication tools such as emails to inform other employees in the company about changing policies or introducing them to new rules and regulations. At times, I had to face criticism as I was weak in communicating the message correctly but eventually I

International Business - Essay Example | Topics and Well Written Essays - 2750 words

International Business - - Essay Example This paper is a business report that explores the issue of complicating stakeholder responsibility for expanding companies. The paper explores expansion in terms of factors involved and how this exposes companies to increased population and different types of stakeholders. The paper also explores the linkage between stakeholders’ responsibility and the foreign direct investment. Expansion of business has become a normal concept today. The emergence of the multinational corporations and the internationalization of existing companies is viewed as an indication of growth. As businesses expand, the revenue is expected to increase and so is the reputation and the customer coverage (Branco & Rodrigues 2006). Further, such an internationalization also affects the responsibility of the business to the community and the people. This means that the more a company expands internationally, its stakeholder responsibility becomes more complex (Melà © 2008). This can be viewed to happen for two main reasons. First, the stakeholders’ environment, socially and economically drastically change as the company secures a stakeholder base in the new country. Secondly, the number of people that the company or business has a responsibility towards increases and their demographic characteristics change (Hooijberg & Schneider 2001). Corporate social responsibility (CSR) are t he basic strategies that companies conduct their business in a way that is socially friendly, ethical and responsive to the community needs in development and safety. The companies are required to go an extra mile and put up measures to benefit the community that literary accommodate them (Winch 2004). Theories such as utilitarian, managerial and relational theories of CSR supported by works of other scholars in the area could be used to suggest that CSR becomes an international concern due to globalized nature of business that knows no border. CSR

Paleolithic period Essay Example for Free

Paleolithic period Essay In the Paleolithic period, all the tools used by human beings were made of stone. The tools were useful to their hunting and gathering lifestyle as agriculture was yet to develop. Paleolithic art was hence characterized by wild animal drawings and paintings that was mostly done in caves. The animals depicted in the cave art might have been a source of food, sacred or used for pre-hunting rituals since most of those caves were located in uninhabited areas. Sculptures of the animals that existed in that era were also carved. The Neolithic period saw the introduction of metal tools to complement stone tools, human settlement into communities, agriculture development and domestication of animals. As a result, several drawings have been discovered depicting the Neolithic way of life; mostly domestic animals like herds of cattle and horses. There were also increased images and sculptures of humans (mostly females). The animal incisions on rocks and sculptures in this period were sharper and had finer finishing thanks to the use of more advanced metal tools compared to the all stone tools of the Paleolithic period. Sociology was a major factor in the differences in animal depictions between these two periods. For instance, humans in the Paleolithic period did not live in communities as a result of their hunting and gathering lifestyles which were characterized by constant movement and the lesser the number of humans in a group, the minimal the competition for food acquired. This explains the images of hunting scenes and wild animals in widely scattered and concealed caves. The social structure in the Neolithic period changed to formation of communities that inhabited villages which explains the paintings of domestic animals adjacent to human dwellings. REFERENCES M. Hoover, Art of the Paleolithic and Neolithic Eras. July 2001. Art History Survey 1, San Antonio College. May 22, 2010 http://www. alamo. edu/sac/vat/arthistory/arts1303/palneo. htm

computer viruses :: essays research papers

Computer VirusesIt is morning. You’re awakened to the sweet smell of flowers and the sound ofBirds chirping. You turn on your new I B M computer only to findThat every bit and byte of information has been erased. A computer virus hasStruck. These small bits of computer code have slowly overtaken the world ofComputing. A computer virus is a small program that attaches itself to disksAnd computer systems with instructions to do something abnormal. Sometimes theEffects of a computer virus can be harmless. But sometimes the effects of aComputer virus can be dangerous. But whichever way you look at it they stillCause problems. There are many kinds of computer viruses. Three of the mostCommon are the time kill, the logic kill and the Trojan horse. The time kill isA virus triggered by the computers clock reaching a certain date and time (oftenFriday the thirteenth). The logic kill is a virus triggered by a certain valueAppearing a certain part of the computers memory, either relevant to the virusesPurposes or at random. The Trojan horse is an innocent seeming programPurposely infects with a virus and circulated publicly. There is a cure forThese viruses, though. These "cures" are called remedies. A remedy is aProgram that watches for typical things viruses do, halts them, and warns theComputer operator."Put a child with the small pox together with a bunch of healthy childs and notAll of them will get sick." But that is not the case with computer viruses.You see when a computer virus passes on a virus it never fails unless theComputer is protected with a remedy. A typical computer virus spreads fasterThan the small pox too. Now as I said before when a computer virus attemptsTo infect another computer the attack is not always successful. However thatDoes not mean the infected computer stops trying. An infected computer willPass on the virus every chance it gets. Computer viruses are spread by twoMethods Floppy disks and modems. A modem is a phone link connected to aBulletin board service (B.B.S.). A B.B.S. is a lot like what it sounds, aBulletin board. If a human calls you and you're not home he leaves a messageSo that the next time you use the B.B.S. you can see the message. HoweverSometimes a human can leave a virus in a B.B.S. or an unsuspecting computerUser whose computer is infected the next time you hook up to the B.

Architecture

From Wisped, the free encyclopedia Magna temple M ¤rue-Guajarati Architecture (Registrant architecture) originated somewhere in sixth century in and around areas of Restaurants. Contents [hide] 1 Etymology 2 Development 3 Images 4 References 5 External links [edit]Etymology The name Mark Guajarati has its genesis in the fact that during ancient times, Restaurants and Gujarat had similarities in ethnic, cultural and political aspects of the society.Ancient name of Restaurants was Marauders while Gujarat was called Guru]rattrap. â€Å"Mark Guajarati art† literally meaner â€Å"art of Restaurants and Gujarat†. [1] [edit]Development Carved elephants on the walls of Aguish Temple that was built by Maharani Gate Sings 1st in 1651 A. D M ¤rue-Guajarati Architecture show the deep understanding of structures and refined skills of Restaurants' craftsmen of bygone era. M ¤rue-Guajarati Architecture has two prominent styles Amah-Mark and Mark-Guajarati. According to M. A.Dach a, Amah-Mark style developed primarily marquees, Spacewalks, Surcease and parts of Parallel whereas Mark- Guajarati originated in Metadata, Guarantees-Arvada, Guarantees-Ankara and some areas of Gujarat. [2] Scholars such as George Michelle, M. A. Dacha, Michael W. Mister and U. S. Import believe that M ¤rue-Guajarati Temple Architecture is entirely Western Indian architecture and is quite different from the North Indian Temple architecture. [3] There is a connecting link between M ¤rue-Guajarati Architecture and Hassle Temple Architecture.In both of these styles architecture is treated sculpturally. [4] Styles of Registrant architecture include: Charka Cathartic Have Stilwell (bail or bawd') Jihad Jail Char Bag or Charge Architecture in Restaurants represents many different types of buildings, which may broadly be classed either as secular or religious. The secular buildings are of various scales. They include towns, villages, wells, gardens, houses, and palaces. All these kind s of buildings were meant for public and civic purposes.The forts are also included in secular buildings, though they were also used for defense and military purposes. The typology of the buildings of religious nature consists of three different kinds: temples, mosques, and tombs. The typology of the buildings of secular nature is more varied. [edit]almagest Interior shows stone work Disarm temple Gain temple at Ranker Magna Temple Deep Sonata Temple Detailed Stone work, Karri Mat Temple, Bikers Restaurants Marble stone work, Jailers Gain Temple,Restaurants The Maid Banyan Palace is one of the largest royal palaces in the world. Architecture Eye Reflecting the Interior of the Theatre of Beacons Drawing Eluded, Claude- Nicolas, 1736-1806 â€Å"Between the carpenter's weight strings and marking lines [is something] close to government and enlightenment. Lie Huh, 715-766 Handmaiden if (Rhapsody on the Enfolding-vitality Hall) Ideas and Approaches in Design presents an introductory survey of the concepts and issues involved in the architectural design process. The course material presents actual projects and theoretical propositions from architectural history as exemplar responses and/or alternatives to the distinct challenges entailed in designing an architectural project. Moreover, the historic examples and ideas are presented as illustrative of the broader ideas associated with particular design movements or trends.By presenting the design process as a broad historical and intellectual endeavor; and as more than a mechanical exercise, Ideas and Approaches in Design seeks to impart the designer with a basic knowledge of a nd understanding of architectural history and theory; a basic knowledge of and understanding of architectural terminology; and basic understanding of and appreciation of the architectural design process. Department of Architecture School of Design and Environment National University of Singapore ARREAR – Module Handbook semester .Each lecture session is conducted by either one of the module tutors. All students are required to attend each session and read each session's corresponding readings. All students are required to submit a written responses the sessions' assigned readings. Tutorial The lectures are supplemented by one hour (1 hour) tutorial sessions. The tutorials are conducted under the supervision of Teaching Assistants from the Department of Architecture. The tutorials sessions are the forum to review and address any questions about the lecture session. Attendance Attendance at all lecture and tutorial sessions is compulsory to receive a full assessment.Students who arrive tardy to any lecture or tutorial session by ten (10) minutes will be considered absent. In the event a student is unable to attend a session due to illness, documentary proof of the illness is required be submitted to the Tutor upon the student's return. Absences due to reasons other than medical also require documentary proof a nd will be reviewed on a case by case basis. Students are permitted one (1) unexcused absence per term. Sketchbook – 10% Students are required to maintain a sketchbook documenting all lecture sessions particularly noting key concepts or words and their meanings.The sketchbooks are also to contain the students' ketches of exemplary buildings or objects presented during the (count. ) Oral Presentation – 10% Students are required to prepare a ten (10) minute verbal presentation corresponding to one of the twelve (12) lecture session topics. The presentation material may build upon, challenge, or provide an alternative to the subject material presented during a lecture session.No more than two (2) students may present on the topic of a given week. Reading Responses – 30% Students are required to submit reading responses to five (5) of the twelve (12) session's corresponding readings. The written responses summarize and critique the key arguments presented by the aut hor(s). The responses are to be a minimum of one (1) page in length (approximately 300-500 words). Reading responses are due exactly one (1) week after the session to which the readings correspond. Please note, no late submissions will be accepted. Final Project – 50% Students are required to complete a final project. Architecture Drafting is the drawing up of blueprints for architectural structures, and mechanical engineering tools and objects. There are two sides to drafting, the mechanical side and the architectural side. It's a great career that is fun, and easy to do. Architectural drafting has to deal with drawing up the blueprints for homes, schools, churches, and any other architectural structure you can think of. It's very easy to come up with these blueprints. You can either draw them by hand or use drafting software such as CAD. If you draw them by hand you need to know how your fractions so you can convert the drawing down in scale size.If you use the software the computer does all the work, you Just have to know which tools to use to create the drawing. Architectural drafters draw the blueprints for all the buildings you see in the community. Mechanical drafting has to deal with drawing up blueprints for engineering tools and machines. You can use software called Inventor to draw up these blueprin ts. As you draw the drawings in Inventor you can view them in AD to see how it will actually look. Mechanical drafters draw up the blueprints for the parts for vehicles, airplanes, and even space shuttles. Drafting is a great career to have once you get older.There are many places you can work as a drafter such as the Arsenal and NASA, if you go into mechanical drafting. Most architectural drafters have there own drafting companies and businesses. You don't have to go to college for a really long time to have a career in drafting. A maximum of five years and many colleges offer drafting courses. Some high schools who have a technical career center school offer drafting as a class also. If you take three years of drafting in high school you only take two years of drafting in college, or however many years you take in high school you take the difference in college to get all five years.

Hope Wireless HR Proposal Essay

In support of launching a total reorganization of Hope Wireless, the third leading wireless company in the United States, the Human Resource Department will review and enhance several processes to include but not limited to staffing, performance appraisal, training and development, total rewards, and organizational behavior and processes. The goal is to transition Hope Wireless from good to great; from not only being an American company but a global company. The goal of this strategic organization proposal is to attract and retain the most qualified employees, improved company performance, customer satisfaction, prevent churn and increase revenue. Employees are Hope Wireless number one resource and a long term investment in employees is a long-term investment for the organization. Part I – Hope Wireless HR Proposal Plan Hope Wireless offers a broad range of wireless and wire line communications services encouraging mobile freedom to consumers, business and government users. By the end of the first quarter 2013, Hope Wireless had served more than 55 million customers with an employee base of approximately 60, 000 people. This is over 15 million more customer than one year ago. Hope Wireless is widely recognized for offering the most innovative technology and cutting edge devices and the most sophisticated network of all mobile carriers. Hope Wireless’s business objective is to position the organization to be the leading wireless company in the telecommunications industry. Hope Wireless is striving to offer world-class customer service, proactively identifying and meeting the wireless needs of customers and to offer benefits unlike any other organization. â€Å"Organizations in which people work affect their thoughts, feelings, and actions in the workplace and away from it. Likewise, people’s thoughts, feelings, and actions affect the  organizations in which they work† (Brief & Weiss, 2002). Over the past five years, Hope Wireless has progressively earned numerous customer service awards but most importantly the American Customer Satisfaction Index award. The American Customer Satisfaction Index group rated Hope Wireless No. 1 amongst all national carriers in most improved customer service particularly over the last four years. â€Å"Customer satisfaction is an important goal for providers of both services and products, and customer surveys are a commonly used instrument for evaluating that satisfaction† (Ammar, Moore & Wright, 2008). Approximately five years ago, Hope Wireless was failing customer service surveys miserably and the customer satisfaction rate was fluctuating between anywhere from 65% to Part I – Hope Wireless HR Proposal Plan 72%. The telecommunications industry customer satisfaction goal is 85% or better. It was obvious across sites, states and countries that employees were not satisfied with their work environment and conditions. A supervisor task force proposed ideas to incite change across the organization. â€Å"Operation Smile† became a nationwide Hope Wireless initiative in addition to the â€Å"Go Fish† campaign. Operation Smile all employees to smile whether it was towards another employee or customer. Everyone in the organization was presented 20 SMILE cards of which agreements were electronically signed that each employee would award any employee they â€Å"caught† smiling. The quality analyst were charge to give a SMILE cards to employees they heard SMILING through the phone. The Operation Smile initiative alone increased the overall customer satisfaction rate by 9%, sometimes higher. Any employee who accumulated increments of 10 or more cards could earn exciting gifts. This was a six-month initiative that cumulated with a grand-prize drawing that varied depending upon the site and locality. The next morale boosting initiative which would have a direct positive impact on organization effectiveness was implementing the â€Å"GO Fish† campaign. Seattle’s Pike Fish market was the source of this idea as they are a living example of the principles supported by this initiative†¦.†being present† and â€Å"making someone’s day†. If an employee was present for the  customer or peer, they were awarded a fish by their supervisor or manager. The receiving employee would solicit a fish for their peer from a supervisor or manager. The quality analyst would award the fish if they witness an employee â€Å"being present† and â€Å"making someone’s day† towards their customer. Part I – Hope Wireless HR Proposal Plan Each team was also given a stuffed fish to throw to the person who received a fish. Whenever the random bell tolled, the person holding the fish would receive an immediate reward, most often a gift card. Just as the SMILE initiative, any employee who accumulated increments of 10 or more fish could earn very exciting prizes. This was also a six month morale boosting plan. Customer satisfaction results have continually progressed and have been maintaining ratings of 85% or better on a monthly basis. Hope Wireless began and continues to see a decrease in churn, decrease in employee turnover, increase in employee relations and retention and a dramatic increase in customer satisfaction. The aforementioned action plans greatly influenced employee morale and encourage positive customer behavior while increasing the effectiveness of the organization. â€Å"The loss of employees is a disruptive event. Organizations often pursue innovative ways to reduce employee turnover, often with limited success† (Murphy & Taylor, 2006). In addition to random initiatives, Hope Wireless offers on-going employee relation and retention resources such as the manager, site director open door policy, human resource specialist, employee assistance hotline, anonymous corporate security hotline and email address and a on-line suggestion box is set up in each site. Hope Wireless needs to supports diversity management by â€Å"ensuring that factors are in place to provide for and encourage the continued development of a diverse workforce by melding these actual and perceived differences among workers to achieve maximum productivity† (Mondy & Mondy, 2008). Hope Wireless needs to offer various employee resource groups in support of sexual preference, gender, race, veteran status, etc. The employee Part I – Hope Wireless HR Proposal Plan resource groups will be voluntary, open to all employees with them not being limited to having access to only one group. The Employee Resource Groups (ERG) will offer many benefits to employees such as unique development and networking opportunities, acquisition of practical skills and mentoring programs. In addition, ERG offers connections with people and information not generally accessible. The aforementioned connections to aid employees in positively impacting the organization by become part of the solution. Association with ERG provides allows employees exposure to company leaders, to serve and volunteer in the community as a representative of the organization and most importantly exposure to and learning about different cultures. Hope Wireless has utilized both internal staffing processes and temporary staffing agencies. Research has suggested employees that were hired on a permanent basis out-performed temporary worker. The permanent workers demonstrated ownership and allegiance to the company coupled with documented higher customer satisfaction ratings. The recommendation is to maintain the internal hiring practice. Hope Wireless is successfully trending in the right direction. The aforementioned initiatives, processes and resources, customer service ratings and referenced awards have aided and proven that Hope Wireless is now offering world-class customer service. In addition, the number of net-adds in one year’s time, demonstrates Hope Wireless’s ability to meet and exceed the mobile needs of customer base. Hope Wireless continues to strive for on-going growth and success. REFERENCES Ammar, S., Moore, D., & Wright, R. (2008). Analyzing customer satisfaction surveys using a fuzzy rule-based decision support system: Enhancing customer relationship management. Journal of Database Marketing & Customer Strategy Management, 15(2), 91-105. doi:http://dx.doi.org/10.1057/dbm.2008.2 Brief, Arthur P., & Weiss Howard M., â€Å"Organizational Behavior: Affect in the Workplace†, (2002), pp. 279-307. Mondy, R. W., & Mondy, J. B. (200*) Human Resource Management (10th ed.), Upper Saddle River, NJ: Pearson Prentice Hall Taylor, Lloyd J., I., II, Murphy, B., & Price, W. (2006). Goldratt’s thinking process applied to employee retention. Business Process Management Journal, 12(5), 646-670. doi:http://dx.doi.org/10.1108/14637150610691055 Part II – Hope Wireless Performance Appraisal Hope Wireless offers a broad range of wireless and wire line communications services encouraging mobile freedom to consumers, business, and government users. Performance appraisal methods are essential in support of â€Å"Human Resource planning, recruitment and selection, training and development, career planning and development, compensation programs, internal employee relations and assessment of employee potential† (Mondy & Mondy, 2008). The appropriate performance appraisal method for Hope Wireless, considering the type of organization and the number of employees is the rating scales method. â€Å"The rating scales method is a performance appraisal method that rates employees according to defined factors† (Mondy & Mondy, 2008). â€Å"Performance management systems are effective when they are based on goals that are jointly set and are driven by an organization’s business strategy† (â€Å"What Makes Performance Appraisals Effective?† 2012). Performance appraisal imperatives for Hope Wireless will include: Do It Now (resolve); Delegate & Empower (engage appropriate resource/make a decision); Be Accountable (ownership); Focus on Customers (attentive); Teamwork & Camaraderie (work and win as a team); Compete like Winners (always strive for the top); Develop Yourself & Others (stay abreast of the business policies/procedures; peer-to-peer coaching); Acting with Integrity (adhere to code of conduct) and Have Fun (enjoy what you do). The advantage of the rating scales method is that the process is controlled and uniform. With the large number of individuals employed by Hope Wireless, the rating scales method allow for easy comparison and contrast. ‘The rating scales method allows each employee to be subjected to the same appraisal process and rating criteria, with the same range of responses. Part II – Hope Wireless Performance Appraisal Rating scale methods are easy to use and understand. The concept of the rating scale makes obvious sense; both appraisers and evaluated employees have an intuitive appreciation for the simple and efficient logic of the bipolar scale. The result is widespread acceptance and popularity for this approach† (â€Å"Appraisal Methods†, n.d.). â€Å"Organizational culture change is dynamic and depends on leadership and  management. The concepts of organizational change focusing on process, culture change and leadership, and organizational culture change and the learning organization are central to organizational transformation and will be addressed next† (ConceiÃÆ' §ÃƒÆ' £o & Altman, 2011). â€Å"Training and development is the heart of a continuous effort designed to improve employee competency and organizational performance† (Mondy & Mondy, 2008). The training and development program projected for Hope Wireless will be inclusive of intense focus on the position of the front line employee. The front-line employee is the customer-interfacing employee which directly impacts the organization’s bottom line revenue. While training for the management team and other integral positions is very important, it is the customer interaction of which the organization thrives and allows the other positions to be vital and necessary. Taking into consideration the organization’s mission, goals and corporate plan, the training and development will be created to support the company’s culture. It is also important for Hope Wireless’s training and development plan to support the various job description tasks to include both internal and external customers. The final attribute in the training and development process is each employee’s personal training needs. This can be assessed by compiling knowledge, skills and abilities checklist and having each supervisor/manager administer the survey. Establishing training goals specific to each Part II – Hope Wireless Performance Appraisal Position will ensure effective training in support of expected execution. Goals should include purpose and objectives. Hope Wireless offers 60% instructor led training and development while 40% of the training is via on-line classes for all level of employees. The management staff will also receive enhanced development via team builders, instructor led leadership courses and off-site leadership classes. Career pathing at Hope Wireless will be facilitated through Hope University (HU). Hope University’s goal is to improve business performance innovative tools and resource to ensure on-going learning and development in support organizational success and employee career enhancement. â€Å"As a leader in learning and development, HU creates support tools that effectively  facilitate performer tasks while on the job (such as desktop decision-making tools) and knowledge-management solutions which allow organizations to capture and share their collective knowledge (like discussion forums, blogs, pod casts and case studies). These less traditional solutions are in addition to its more than 3,000 skills and knowledge development offerings and over 2.5 million hours of training delivered annually†(â€Å"Sprint†, n.d.) At Hope Wireless each employee is ultimately responsible for their career plan, with their manager’s and leader’s support. With expertise in performance support, development, and delivery, the HR staff has the knowledge and hands-on experience to help each employee reach their full potential through innovative and engaging solutions. On-line job development courses and interactive training classes are optional and available to any employee to be scheduled at Part II – Hope Wireless Performance Appraisal their leisure. The HR staff will provide assistance in identifying the appropriate classes in support reaching one’s career goals. Effective succession planning is the reward of training and development and career pathing. Both training and development and career pathing should be developed and executed with succession planning in the blueprint. Hope Wireless succession plan would include promoting from within as the potential candidate will be prepared to transition into the open position fully armed with the organization’s mission, goals and expectations. It will be important to focus on those individual who demonstrate the ethics, value and integrity of which the Hope Wireless culture represents. Potential leaders will be identified, partnered with existing leadership and provided the resources to enhance strong skillsets and enhance areas of opportunity. Company career goals will be identified along with the potential candidate identifying their personal career goals. Hope Wireless will extend every effort to fill key positions from within to enhance employee morale, avoid negative business impact and ensure continual career advancement. Part II – REFERENCES Appraisal Methods. Retrieved from http://www.performance-appraisal.com/ratings.htm ConceiÃÆ' §ÃƒÆ' £o, S., C.O., & Altman, B. A. (2011). Training and development process and organizational culture change. Organization Development Journal, 29(1), 33-43. Retrieved from http://search.proquest.com/docview/862094636?accountid=35812 http://linked2leadership.com/2013/04/01/10-steps-to-create-a-killer-succession-plan/ Mondy, R. W., & Mondy, J. B. (2008) Human Resource Management (10th ed.), Upper Saddle River, NJ: Pearson Prentice Hall Sprint. (n.d.). Retrieved from http://www.sprint.com What Makes Performance Appraisals Effective? (2012, October). Sage Journals, 44(4), 191-200. Retrieved from http://cbr.sagepub.com.ezproxy.apollolibrary.com/content/44/4/191 Part III – Hope Wireless Compensation Plan â€Å"Compensation is the total of all rewards provided employees in return for their services† (Mondy and Mondy, 2008). In support of meeting and exceeding Hope Wireless’ business objectives, a comprehensive compensation and incentive plan will be outlined as follows for the front line customer-interfacing employees. Hourly rate for customer service (CS) agents is $12.00 per hour based on the average industry hourly pay of $10 per hour. Overtime will be paid at one and one half hours for every hour worked over 40 hours. This does not include vacation hours, specifically worked hours. Bonus compensation will be paid when the criteria has been met as outlined in the bonus plan for each group. Paid time off (PTO) will accrue at the follow rate: tenure of one to three years will accrue two weeks of PTO; tenure of four to six years will accrue three weeks of PTO and tenure of six plus years will accrue five weeks of PTO. Each employee will only be able to carry-over 40 hours of PTO at the end of each calendar year. Every year each employee will accrue two eight hour floating holidays for personal use, which are not transferrable. CS agents will begin with a balance of 140 HAP (Hope Attendance Points) to be used for unscheduled absences. A five to eight hour unscheduled absence will result in deduction of 10 HAP. An unscheduled absence of four or less hours will result in a deduction of five HAP. Business impact days that are designated by Workforce, will have a double point deduction. Those days will be  identified at least two weeks prior to applicable timeframe. The aforementioned benefits and compensation are in support of employee satisfaction, retention and securing employees commitment to the organization. The CS agents will be Part III – Hope Wireless Compensation Plan provided a comprehensive outline of the PTO/HAP policies to include unacceptable HAP balances, the consequences of exhausting all balances including PTO and HAP, etc. The CS agents will also have the option of enrolling in medical insurance of which Hope Wireless will remit 70% of the premium. The CS agents will also have the option of dental and optical insurance where Hope Wireless will remit 70% of the premium. Employees will also have the option to participate in pre-tax flex-spending accounts. A self- initiated pre-tax monetary amount will be deducted from each paycheck and placed in a fund for medical/co-pay expenses for the employee and covered relations enrolled in the medical insurance program. This is a great savings and perks for the employees. Hope Wireless offers all employees an exciting 401K plan of which Hope Wireless matches dollar for dollar up to five dollars per pay period. Stock options are also available in addition to the 401K plan, both of which will be outline on the company’s intranet benefit site. Enrollment in 401K and stock options are available year-round. Tuition reimbursement is available for courses applicable to customer service/leadership/management and will be paid up to 90% for two courses annually after outlined criteria is met and approved by his/her manager. Criteria can be found on Hope Wireless’ intranet benefit site. Base pay increases are performance based and will be determined yearly once the employee has been rated by Supervisor via the annual performance review. The pay increases will be based on current rate per hour, performance rating and active corrective actions and performance action plans. Pay increases will be com mensurate with current industry standards at the time of the rating. Part III – Hope Wireless Compensation Plan The Human Resource team has rendered extensive research of surrounding call centers, conducted surveys of sister sites and concluded the outlined  compensation plan is inclusive of the most desired benefits of the most tenured employees who consistently exceed performance goals. The targeted employees also have consistently exceeded customer expectations per customer surveys. HR’s partnership with middle management is also a key element to successful operations and employee retention. HR will also outline a process of which middle management can execute separate and apart from the aforementioned proposal. â€Å"Practical strategies for supervisors include clearly identifying role responsibilities, implementing flexible scheduling, supporting role integration, applying job sharing principles, and remembering to reward and recognize employees†(Winterstein, Mazerolle & Pitney, 2011). Hope Wireless’ mission is to exceed the expectations of every customer who is in contact with the site. In order to enjoy such a reputation, every employee has to be engaged, empowered, committed, satisfied in their role and have allegiance to the organization and their team leads. Meeting performance expectations will allow each employee their hourly base pay. Surpassing performance expectations invites the opportunity to earn a bonus. WOWING every customer, owning the business, caring about your co-worker, volunteering in the community on behalf of the organization, etc. earns rewards and recognition. Recognizing employees for a job well done is more important than many leaders realize. Employees often times provide feedback via company surveys that their manager only meet with them to share/discuss poor performance. Being â€Å"caught in the act† of outstanding performance/behavior is a pay-off for the organization that is immeasurable. Great behavior Part III – Hope Wireless Compensation Plan breeds great behavior. Receipt of recognition in front of an employee’s peers not only enhances one self-esteem but often times deem an employee a subject matter expert. A go to person. â€Å"Since managers prefer to keep their good performers and employees that they like, it is important to understand their treatment of those individuals in promoting their desired continued personal development† (Adams, 2005). Hope Wireless will not only engage in  on the spot â€Å"Caught in the Act† positive feedback cards issued by an employee’s manager, the use of â€Å"Caught in the Act† certificates, posters and emails will also be initiated. Certificates will be presented in team meetings; posters will be posted in the team work area and emails will be sent to recognized employee with the entire team copied. Hope Wireless Trinkets will also be available to the management team in addition to the creation of the Hope Wireless Fun committee. The Hope Wireless Fun committee will be charged with engaging a mix of employees to create and execute fun activities for the site to reward and motivate employees such as team prizes for the best performers, best customer service surveys, etc. Hope Wireless is committed to working and winning as a team and to have the best team of employees in the wireless industry. REFERENCES Adams, S. M. (2005). Positive Affect and Feedback-Giving Behavior. Journal of Managerial Psychology, 20(1), 24-42. Retrieved from http://search.proquest.com/docview Mondy, R. W., & Mondy, J. B. (2008) Human Resource Management (10th ed.), Upper Saddle River, NJ: Pearson Prentice Hall Winterstein, A. P., Mazerolle, S. M., & Pitney, W. A. (2011). Workplace environment: Strategies to promote and enhance the quality of life of an athletic trainer. Athletic Training & Sports Health Care, 3(2), 59-62. doi:http://dx.doi.org Part IV – The Cultural Change The senior leaders of Hope Wireless prides themselves on being one of the top three wireless leaders. Hope Wireless has won sundry service awards and achieve many honors for most improved customer service. In addition, Hope Wireless offers innovative and competitive wireless devices of which the other wireless providers have been unable to match. While many of Hope Wireless’s policies and procedures will be addressed and enhanced as a result of this proposal, the last enhancement proposal is in support of the internal culture of the organization. The previous site director allowed employees to dress down daily. Dressing down allows denim, flip-flops, shorts, hats, etc. Employees who are dressed down are more relaxed and come across as such when speaking to customers lending to an unprofessional  environment and poor customer service interactions. A recent event involving an employee who had placed their sweatshirt hood on and laid their head on the desk while waiting on a call is the final motivation for the proposed change. While sleep, several customers came onto the sleeping employee’s line and dropped when no one responded. This resulted in an impact in customer service and service level. The news of the termination of the employee was wide-spread amongst the agent’s peers. This was the first step towards awareness that the organization will take immediate reaction to negative impact caused by an employee. â€Å"When people in an organization realize and recognize that their current organizational culture needs to transform to support the organization’s success and progress, change can occur. But change is not pretty and change is not easy† (Heathfield, n.d.). Part IV – The Cultural Change The first cultural change proposal is to initiate a change to the current dress code policy from daily dress down to dress down Fridays, Saturdays, Sundays, and holidays ONLY, unless otherwise specified. Currently, employees are only required to wear professional business attire when corporate visitors are expected on-site. The proposed normal day to day dress requirement will be business casual. Business casual dress guidelines will require men to wear collared shirts, khaki or dress pants and no tennis shoes or sandals. Business casual dress guidelines will require women to wear non- provocative, non-tight-fitting clothing void of denim and stretch material. Denim will not be allowed for either women or men. Women or men will not be permitted to wear shorts on business casual days. Women’s skirts and dresses must be knee length and the women’s shoe requirement will require dress shoes, no tennis shoes or flip flops. â€Å"Top-down attempts to change organization culture have a number of unintended consequences, amongst which is an emotional fall-out that becomes manifested in higher rates of absenteeism† (Carr, 2002). Human Resource has elected to release management of the task of owning and communicating this change. Employee focus groups will be formed to access to proactive strategize the most effective communication and reaction to opposition toavoid   negative impact to business. Agent dissatisfaction often translate to poor performance and reliability in call centers. Severe opposition is expected in response to this proposed change. The tentative initial communication to employees will be socialized to employees in team meetings by members of the employee focus group. Often times, peer buy-in lends to continued peer buy-in to change in an organization. In support of the opposition, Human Resources will also partner Part IV – The Cultural Change With the Communication team to begin sending out catchy, funny emails and launch internal television advertisements of the dress code change to occur in 30 days. The â€Å"why† documents will be drafted to include the goal of delivering superior, professional customer service. Anonymous pictures will be included of relaxed desk posture of agents who are dressed down versus those who are dressed business casual. Relaxed posture translate to relaxed conversations. Human Resources will also be prepared to hold optional brown bag meetings to share â€Å"relaxed† remote quality observations where unprofessional customer service was rendered versus calls observed on a professional dress day. Human Resources will set the expectation that the Management team will be held accountable to execute this change and maintain application and consistency of the policy change. All policy amendments are supported by 30 day adaptation grace period after which the following reaction will be instituted. Management will render a documented verbal warning for the 1st dress code violation. The 2nd dress code violation will result in the employee being sent home to change with an impact to pay for the time missed and documented warning. The 3rd dress violation will result in a 1st written warning and will continue to progress to termination. Human Resources will be open for feedback will be open to negotiate with employees holistically to encourage receptiveness to the dress code change. â€Å"Timing can be crucial. Conflict tends to develop through stages, from awareness that differences exist to a hardening of attitudes and, possibly,  open hostility† (â€Å"Abc of Conflict and Disaster: Approaches to Conflict Resolution,† 2005). The employee focus group will be the first reaction to conflict of which employees will be encouraged to provide open and honest feedback to and amongst their peers. Part IV – The Cultural Change This will provide an immediate forum for employees to react versus allowing dissatisfaction and conflict fester and result in unnecessary and avoidable conflict.  The aforementioned changes outlined in this proposal outline a cultural change that lends to effective start-up, encourage growth, prevent decline, encourage renewal and upward mobility and prevent death of the organization. CONCLUSION The Human Resource planning and partnership outlined in the aforementioned proposal will institute efficient, effective, consistent, and revenue impacting operations. The Human Resource team for Hope Wireless has prepared the blueprint to propel the organization to becoming the #1 wireless leader in the industry. REFERENCES Abc Of Conflict And Disaster: Approaches To Conflict Resolution. (2005, August). BMJ: British Medical Journal , 331(7512), 344-346. Retrieved from http://av4kc7fg4g.search.serialssolutions.com.ezproxy.apollolibrary.com Carr, A. (2002). Organisational culture: Organisational change? Journal of Organizational Change Management, 15(4), 425. Retrieved from http://search.proquest.com/docview/197601624?accountid=458 Heathfield, S. (n.d.). How to Change Your Culture: Organizational CultChange. About.com Guide, (), Retrieved from http://humanresources.about.com/od/organizationalculture/a/culture change.htm

Free Essays on Separation of Church and State

for the First Amendment. There is very little difference in the fight for religious freedom even now in the 21st Century. This battle is still being fought today in our society, as it is heatedly debated in o... Free Essays on Separation of Church and State Free Essays on Separation of Church and State SEPARATION OF CHURCH AND STATE: THE EVOLUTION FROM ROGER WILLIAMS TO MODERN TIMES The separation of church and state has been fiercely debated for more than three centuries. Before America became an independent union some of the English immigrants, known as Puritans, were coming to this new land to break away from the rule of the Church of England. The Puritans were attempting to â€Å"create a new church, all the while not separating from the old one† (Gaustad 50). However, there were others who believed that in order to completely reform the church, they should separate from the Mother Church. Many of the diehard Puritans believed that the separatist attitude was ungrateful, and consequently no one would take action. Roger Williams, a Calvinistic Puritan who later reformed to Separatism, was a very prominent historical figure in fighting for the separation of church and state. When the United States Constitution was being written, the real debate over religious freedom began. The words separation of church and state are never actually mentioned in t he United States Constitution. When the Establishment Clause of the First Amendment was written, the writers considered the popular belief that God created free will in all people, and that the Government should not be allowed to restrain that free will. Another consideration was the taxation placed on the people for the purpose of financing all churches no matter what their beliefs. Consequently, people of one faith were being forced to contribute to churches of different faiths, which in their eyes infringed on their God given right to freedom of religion. Our forefathers saw a need to protect religion from the government and were very careful in choosing their words for the First Amendment. There is very little difference in the fight for religious freedom even now in the 21st Century. This battle is still being fought today in our society, as it is heatedly debated in o...

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Should You Start Your Job Hunt in the Summer Although the long days of summer often mean the hiring process can be slower than usual, that doesn’t mean you should put your job search on hold until the leaves start to change color. Summer is as good a time as any to sharpen your resume and put yourself out on the job market. Even if you are a seasoned employee and not interested in an entry-level position, you can ride the wave of positions opening up for newly graduated seniors. Companies account for an influx of grads when they plan out their year, so take advantage of new job openings, especially if you are making a lateral move or a career change.The season is also often a time of turnover. People have already received their bonuses, and with the end of a school year often comes changes for many families.  Since most office-based jobs are slower-paced due to vacations and long weekends, current employees have more time to job hunt, which ideally will leave open positions for new hires.Don’t use the excuse of lazy summer days to take a break in your job quest! Summer is a fine to to begin your hunt as long as you realize response times from recruiters will be a bit slower than usual. Use the extra time to perfect your resume, hunt for open positions, and make job searching your priority.

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Theoretical physics questions answered - Essay Example (see answer-3) The remaining questions are about the rest of the paper, it would be sufficient for me if you could quote a book and chapter where I could find an answer to the respective question: -page 5: what do you mean by "carry no energy or momentum however ha energy-momentum" This means that massless particles are meaningless in Newtonian mechanics because they carry no energy or momentum and cannot sustain any force. Now, the relativistic expression for energy and momentum which is: however allows for non-zero energy-momentum for a massless particle when and this requires |v| 1. Furthur, in order to relate the energy E and momentum p we can assume that the relation p2 = m2 is valid for m = 0, and so, a massless particle's energy E and momentum p are related by E = |p|. page 7: I do not understand the sentence: "mediator has to be given on-zero spin" This actually wants to say that in order to accommodate the observed properties of the long-range electromagnetic and gravitational interactions, we also need to give the mediator a on-zero spin. However, this is non-trivial. _ page 8: why does the P operator transform under the fundamental This is an intrinsic requirement in any space-time study dealing with real vector spaces. Here 'P' is the orthogonal parameter that is subject to fundamental representation whereas U(A) is the unitary parameter representing the Lorentz group. This stands for transformations of the vector space that preserve the length of vectors. There are two vectors having zero scalar product in one reference frame which will remain orthogonal in the rotated frame. Remember space-time is itself a fundamental dynamic variable. - page 9 : eq 14: it is not clear to me why it is sufficient to consider the... This means that massless particles are meaningless in Newtonian mechanics because they carry no energy or momentum and cannot sustain any force. Now, the relativistic expression for energy and momentum which is: however allows for non-zero energy-momentum for a massless particle when and this requires |v| 1. This actually wants to say that in order to accommodate the observed properties of the long-range electromagnetic and gravitational interactions, we also need to give the mediator a on-zero spin. However, this is non-trivial. This is an intrinsic requirement in any space-time study dealing with real vector spaces. Here 'P' is the orthogonal parameter that is subject to fundamental representation whereas U(A) is the unitary parameter representing the Lorentz group. This stands for transformations of the vector space that preserve the length of vectors. There are two vectors having zero scalar product in one reference frame which will remain orthogonal in the rotated frame. Remember space-time is itself a fundamental dynamic variable. The irreps corresponding to the massless particles are found using the irreps of the little group for the massless particles and thus this is a better option. This little group is actually isotropy group and is a subgroup of the Poincare. no "internal Yang-Mills index" ^a which in our case transforms under space-time SO(1,3) rather than internal

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Social Performance, Part 2 - Essay Example The best way through which this is done is by having a proper code of ethics for the security firm. The paper focuses on the various ethical aspects involved in a business and the manner in which they relate to the security firm. Various companies have different codes of conduct and judging from their performance in the last couple of years it is important to note that the advantages of having these codes of ethics surpass other customer ratings. These results come from numerous studies carried out during the last census bringing out this information vividly. One of the acclaimed companies with about the best code of ethics is EverFocus Electronics AG. This security company has made great strides in the technology field from the various codes of ethics that it has employed. The Everfocus Electronics AG has one of its highly observed codes of conduct being etiquette. This is one of the company’s major strongpoint when it comes to dealing with public relations. The company has an extensive training program for employees where they are taught various manners in which to handle the needs and belongings of the employees (Williams, 2011). This is always in line to produce the best out of the employees for greater satisfaction of the client. They are trained that when handling consumer luggage they should enquire from the client how delicate or rather the nature of the luggage for best handling. With this, the client is always ensured of maximum safety of personal belongings. Another company to critique from its ventures and successes over the last decade is MOBOTIX AG. MOBOTIX is one other company that has hit the security industry with a blow due to the massive profit margins that it has had the ability of making even beating long time industry leaders. The company has had its successes attributed to the high amount of emphasis accorded to the use of CCTV. Many security companies do not use their CCTV security systems in the